The Career Perceptions of Academic Staff and Human Resource Discourses in English Higher Education

ERIC Educational Resources Information Center

Strike, Tony; Taylor, John

2009-01-01

This paper sets out findings from research that considered the interplay between English national policy developments in human resources management in higher education and the personal stories of academic staff as career participants. Academic careers are pursued in an institutional and national policy context but it was not clear that the formal…

A Massachusetts Career Education Staff Development Research Guide.

ERIC Educational Resources Information Center

Chase, Elizabeth C. R., Ed.; McLain, Thomas W., Ed.

Designed as a resource manual for use in conjunction with state and/or local level career education staff development training sessions, this handbook also provides local practitioners with information to develop new or improved career education programs. Chapter 1 overviews the concept, rationale, goals, and objectives of career education in…

Silence, shame and abuse in health care: theoretical development on basis of an intervention project among staff.

PubMed

Wijma, Barbro; Zbikowski, Anke; Brüggemann, A Jelmer

2016-02-27

As health care exists to alleviate patients' suffering it is unacceptable that it inflicts unnecessary suffering on patients. We therefore have developed and evaluated a drama pedagogical model for staff interventions using Forum Play, focusing on staff's experiences of failed encounters where they have perceived that the patient felt abused. In the current paper we present how our preliminary theoretical framework of intervening against abuse in health care developed and was revised during this intervention. During and after the intervention, five important lessons were learned and incorporated in our present theoretical framework. First, a Forum Play intervention may break the silence culture that surrounds abuse in health care. Second, organizing staff training in groups was essential and transformed abuse from being an individual problem inflicting shame into a collective responsibility. Third, initial theoretical concepts "moral resources" and "the vicious violence triangle" proved valuable and became useful pedagogical tools during the intervention. Four, the intervention can be understood as having strengthened staff's moral resources. Five, regret appeared to be an underexplored resource in medical training and clinical work.The occurrence of abuse in health care is a complex phenomenon and the research area is in need of theoretical understanding. We hope this paper can inspire others to further develop theories and interventions in order to counteract abuse in health care.

Disability Awareness and University Staff Training in Ireland (Practice Brief)

ERIC Educational Resources Information Center

Padden, Lisa; Ellis, Carol

2015-01-01

It is vital that all university staff have awareness of the difficulties that may be experienced by students with disabilities. Staff must be given the knowledge and resources to support these students effectively. University College Dublin (UCD) Access & Lifelong Learning has developed a communication and training strategy to improve…

Staff Considerations in Technical Services: The Chameleon Approach.

ERIC Educational Resources Information Center

Foster, Constance L.

1988-01-01

Discusses the need to cope effectively with technological transitions in library technical services and to plan for successful staff development. The areas discussed include changing job skills, financial planning, ergonomics, innovative partnerships, training, and an emphasis on human resources development. (21 references) (Author/CLB)

The Human Factor in Business--And in Schools.

ERIC Educational Resources Information Center

Sparks, Dennis

1984-01-01

When business management begins to be concerned with its employees, productivity improves. A variety of human resource development programs used in business can be adapted to educational settings. The school staff developer's role is to improve job satisfaction, health, and motivation of staff members. (DF)

Truth or Consequence

ERIC Educational Resources Information Center

Tolson, Stephanie D.

2005-01-01

Staffing, recruitment and retention, and staff development will become more challenging as resources shrink in community college libraries. Technical skills such as website development, systems maintenance, and the ability to support students and faculty using course management systems will become more specialized and may be found in staff other…

Staff - Shelly L. Showalter | Alaska Division of Geological & Geophysical

Science.gov Websites

Facebook DGGS News Natural Resources Geological & Geophysical Surveys Staff - Shelly L. Showalter main content Shelly L. Showalter Shelly L. Showalter Responsible for budget development, accounting, and

Mind Mapping on Development of Human Resource of Education

ERIC Educational Resources Information Center

Fauzi, Anis

2016-01-01

Human resources in the field of education consists of students, teachers, administrative staff, university students, lecturers, structural employees, educational bureaucrats, stakeholders, parents, the society around the school, and the society around the campus. The existence of human resources need to be cultivated and developed towards the…

The Journal of Staff, Program, & Organization Development, Volume 1, Numbers 1-4, 1983.

ERIC Educational Resources Information Center

Watts, Gordon E., Ed.

1983-01-01

Designed as a forum for the exchange of practical and theoretical information regarding all aspects of personal, professional, and institutional development in postsecondary education, this journal contains articles, announcements, and resource reviews. The first issue of 1983 includes the following articles: "Institutionalizing Staff, Program and…

ITV: Helping Teachers Teach and Students Learn. Staff Development Resources, 1988-89.

ERIC Educational Resources Information Center

South Carolina Educational Television Network Columbia.

This guide provides a listing, with descriptions and schedules, of the staff development programs offered over educational television and radio through the South Carolina Educational Television Network. The radio and/or television programs offered are listed by subject area: administration, adult education, arts, career education,…

10 CFR 1.39 - Office of Human Resources.

Code of Federal Regulations, 2011 CFR

2011-01-01

..., programs, and services to provide for the effective organization, utilization, and development of the... NUCLEAR REGULATORY COMMISSION STATEMENT OF ORGANIZATION AND GENERAL INFORMATION Headquarters Staff Offices... employees; and (f) Provides executive resources management and organizational and managerial development...

10 CFR 1.39 - Office of Human Resources.

Code of Federal Regulations, 2010 CFR

2010-01-01

..., programs, and services to provide for the effective organization, utilization, and development of the... NUCLEAR REGULATORY COMMISSION STATEMENT OF ORGANIZATION AND GENERAL INFORMATION Headquarters Staff Offices... employees; and (f) Provides executive resources management and organizational and managerial development...

[Job satisfaction in an Italian university: difference between academic and technical-administrative staff].

PubMed

Ghislieri, Chiara; Colombo, Lara; Molino, Monica; Zito, Margherita; Curzi, Ylenia; Fabbri, Tommaso

2014-01-01

The changes in the academic world led to an increase in job demands and a decrease in the available job resources. In recent years, the positive image of work in academia has gradually blurred. The present study, within the theoretical framework of the job demands-resources model, aimed to analyse the relationship between some job demands (workload, work-family conflict and emotional dissonance) and some job resources (autonomy, supervisors' support and co-workers' support) and job satisfaction in a medium-sized Italian University, by observing the differences between the academic staff (professors and researchers) and the technical-administrative staff The research was conducted by administering a self-report questionnaire which allowed to detect job satisfaction and the mentioned variables. Respondents were 477 (177 from academic staff and 300 from technical-administrative staff). The analysis of variance (independent samples t-test) showed significant differences in variables of interest between academic staff and technical-administrative staff. Multiple regression pointed out that job autonomy is the main determinant of job satisfaction in the academic staff sample, whereas supervisor support is the main determinant of job satisfaction in the technical-administrative staff sample. This research represents one of the first Italian studies on these topics in the academic context and highlights the importance of further in-depth examinations of specific job dynamics for both teaching and technical-administrative staff. Among practical implications, the importance of keeping high levels of job autonomy for academic staff and of fostering an effective leadership development for technical-administrative staff emerged.

Professional Learning among Specialist Staff in Resourced Mainstream Schools for Pupils with ASD and SLI

ERIC Educational Resources Information Center

Bond, Caroline; Hebron, Judith; Oldfield, Jeremy

2017-01-01

Supporting pupils with autism spectrum disorder (ASD) in mainstream schools is a challenging task. This article proposes a professional development framework for educational psychologists (EPs) to consider when supporting the development of specialist ASD staff. The framework focuses on training content, educator characteristics and organisational…

Human resources and access to maternal health care.

PubMed

ten Hoope-Bender, P; Liljestrand, J; MacDonagh, S

2006-09-01

The lack of human resources is one of the main bottlenecks to achieving the Millennium Development Goals on maternal and child health. A coherent national policy, recognized across government, needs to be in place to overcome this especially in countries severely affected by HIV/AIDS. Such a policy should cover selection of pre-service students, the qualifications of trainers and training sites, supportive supervision, career path development, a package of carefully thought-out incentives for the retention of staff, strategies for interaction with communities, and an agreed-upon health staff HIV/AIDS policy. Without such coherent human resource planning, a large number of countries will fail to reduce maternal and newborn mortality.

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.

Using research evidence to inform staff learning needs in cross-cultural communication in aged care homes.

PubMed

Gillham, David; De Bellis, Anita; Xiao, Lily; Willis, Eileen; Harrington, Ann; Morey, Wendy; Jeffers, Lesley

2018-04-01

Developed countries worldwide are facing an unprecedented demand for aged care services, with recent migrants of diverse linguistic and cultural backgrounds increasingly recruited as care workers while at the same time there is growing cultural diversity among aged care residents. This situation is compounded by rapidly changing technology and varied educational levels of care workers from diverse backgrounds. The objectives were threefold: to identify staff learning needs to enable them to provide high-quality cross-cultural care; to improve team cohesion; and identify preferred learning approaches. An interpretive qualitative study utilising focus group and interview data informed the development of an education resource. Fifty six care workers from four residential aged care facilities participated in either focus groups or interviews conducted in private meeting rooms within the care facilities. Participants included personal care attendants, registered and clinical nurses, managers, hospitality staff and allied health professionals. Focus group and interview data were categorised and thematically analysed. Data relevant to cross-cultural care, team cohesion and preferred learning approaches informed education resource development, including case studies. Major themes identified the need to promote cultural awareness and understanding, and strategies for cross-cultural care and communication. Themes related to team cohesion demonstrated that staff were already sympathetic and sensitive to cross-cultural issues, and that culturally and linguistically diverse staff add value to the workforce and are supported by the organisation. Staff required clear, uncomplicated education resources to equip them with skills to address problematic cultural situations. Preferred learning approaches varied and highlighted the need for varied educational materials and approaches, as well as time efficient, opportunistic education strategies for the busy workplace. An education package was developed to value cultural diversity in the aged care workplace for staff and residents, and provide an exemplar for evidence informed education. Copyright © 2018 Elsevier Ltd. All rights reserved.

17 CFR 38.155 - Compliance staff and resources.

Code of Federal Regulations, 2014 CFR

2014-04-01

... 17 Commodity and Securities Exchanges 1 2014-04-01 2014-04-01 false Compliance staff and resources... DESIGNATED CONTRACT MARKETS Compliance With Rules § 38.155 Compliance staff and resources. (a) Sufficient compliance staff. A designated contract market must establish and maintain sufficient compliance department...

17 CFR 38.155 - Compliance staff and resources.

Code of Federal Regulations, 2013 CFR

2013-04-01

... 17 Commodity and Securities Exchanges 1 2013-04-01 2013-04-01 false Compliance staff and resources... DESIGNATED CONTRACT MARKETS Compliance With Rules § 38.155 Compliance staff and resources. (a) Sufficient compliance staff. A designated contract market must establish and maintain sufficient compliance department...

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.

[Retention management by means of applied human resource development: lessons from cardiovascular anaesthesiology].

PubMed

Padosch, Stephan A; Schmidt, Christian E; Spöhr, Fabian A M

2011-05-01

At present, besides well-known financial problems, German hospitals are facing a serious lack of qualified medical staff. Given these facts, it is of great importance, especially in work load burdened disciplines, such as cardiovascular anaesthesiology, to retain highly qualified medical staff. Here, human resource development measures offer valuable tools for efficient retention management. Moreover, most of these are applicable to almost any clinical specialty. Surprisingly, financial aspects play a minor role in such concepts, in contrast to human resource development tools, such as mentoring, interviews, training and motivational activities. Especially, with regard to "Generation Y", an efficient retention management will play a key role to keep these physicians as hospital employees of long duration in the future. © Georg Thieme Verlag Stuttgart · New York.

Tools for Teaming: Resources for Linking Vocational Programs with Special Populations.

ERIC Educational Resources Information Center

Tavares, Barbara, Ed.

This publication provides resources for linking vocational programs with five special populations. Sections 1-5 each focus on one special population and contain some or all of these resources: activities; recruitment; teacher tips; laws; staff development; funding streams; parent advice; instructional modifications; websites; community resources;…

The corporate organization of hospital work: balancing professional and administrative responsibilities.

PubMed

Stoeckle, J D; Reiser, S J

1992-03-01

The development of the hospital into a corporation has influenced the care of patients and the work of the professional staff. As a corporate enterprise, the modern hospital has a private agenda aimed at increasing growth and efficiency with an emphasis on technical services, professionals as employees, and patients as customers. These changes have resulted in a decrease in trustee and professional authority and an increase in administrative control. This shift in the control structure has continued in response to the need for accounting and regulation of services and in response to demands for increased growth and efficiency made by an increasingly competitive market environment. Strategies for the reorganization of hospital staff aimed at improving both inpatient and outpatient care are reviewed. The reorganization of the institution and staff, using either a staff group-practice corporation or an administrative staff model, is proposed. Clinicians have new responsibilities for developing collective arrangements for institutional governance, for allocating institutional resources, for providing public accountability regarding the use of these resources, and for defining the missions of care.

Eden Institute: Using Health Games for ASD Student and Staff Development.

PubMed

Ferguson, Moderator Bill; McCool, Participants Thomas; Gasdia, Dominique; Sharp, Tim; Breeman, Lisa; Parikh, Nish; Taub, Bob; Finkler, Nina

2013-02-01

Eden Autism Services is a leading-edge resource for children and adults suffering from more severe effects of autism spectrum disorder (ASD). The strategic use of games in the development of students, staff, teachers, parents, friends, and employers has advanced the quality of life of Eden's students and, consequently, their relationships, productivity, and happiness.

Outreach and Technical Assistance Network. Third Year Evaluation Report. February 1, 1992-January 31, 1993. An Adult Education 2000 Project.

ERIC Educational Resources Information Center

Hacienda La Puente Unified School District, City of Industry, CA. Outreach and Technical Assistance Network.

The Outreach and Technical Assistance Network (OTAN) was developed to disseminate resources to California adult educators. During the project's third year, staff development and information services were provided to 321 funded agencies. In collaboration with the Educational Telecommunications Network, OTAN staff organized the Adult Learning…

The Role of Live Video Capture Production in the Development of Student Communication Skills

ERIC Educational Resources Information Center

O'Donoghue, Michael; Cochrane, Tom A.

2010-01-01

Civil and natural resources engineering students at the University of Canterbury, New Zealand, take specific courses requiring small group research projects and the presentation of findings to staff and peers. Although one of the aims of these presentations is to assist in the development of the students' communication skills, staff have raised…

Biographies

Science.gov Websites

Senior Enlisted Advisor Joint Staff History Joint Staff Inspector General Joint Staff Structure Origin of J8 | Force Structure, Resources & Assessment Contact Joint Staff Senior Leaders Gen. Joseph F Biography All Joint Staff Biographies Thomas F. Carney, Vice Director for Force Structure, Resources,and

Training for staff who support students.

PubMed

Flynn, Eleanor; Woodward-Kron, Robyn; Hu, Wendy

2016-02-01

Front-line administrative, academic and clinical teaching staff often find themselves providing pastoral and learning support to students, but they are often not trained for this role, and this aspect of their work is under-acknowledged. Staff participating in an action research study at two medical schools identified common concerns about the personal impact of providing student support, and of the need for professional development to carry out this responsibility. This need is magnified in clinical placement settings that are remote from on-campus services. Informed by participatory action research, brief interactive workshops with multimedia training resources were developed, conducted and evaluated at eight health professional student training sites. These workshops were designed to: (1) be delivered in busy clinical placement and university settings; (2) provide a safe and inclusive environment for administrative, academic and clinical teaching staff to share experiences and learn from each other; (3) be publicly accessible; and (4) promote continued development and roll-out of staff training, adapted to each workplace (see http://www.uws.edu.au/meusupport). The workshops were positively evaluated by 97 participants, with both teaching and administrative staff welcoming the opportunity to discuss and share experiences. Staff supporting health professional students have shared, often unmet, needs for support themselves Staff supporting health professional students have shared, often unmet, needs for support themselves. Participatory action research can be a means for producing and maintaining effective training resources as well as the conditions for change in practice. In our workshops, staff particularly valued opportunities for guided discussion using videos of authentic cases to trigger reflection, and to collaboratively formulate student support guidelines, customised to each site. © 2015 John Wiley & Sons Ltd.

Strategic Business Planning and Human Resources: Part I.

ERIC Educational Resources Information Center

Smith, Eddie C.

1982-01-01

The maturity of a business is strategically important because an organization's characteristics change as it ages. Similarly, elements of the human resource program (compensation, benefits, staff development, etc.) also change as the business matures. (SK)

PROCEEDINGS OF NATIONAL SEMINAR ON PROGRAM PLANNING, BUDGETING AND EVALUATION, VOCATIONAL-TECHNICAL EDUCATION. FINAL REPORT.

ERIC Educational Resources Information Center

CONNOLLY, JOHN; SMITH, CLODUS R.

THIRTY-NINE FEDERAL AND STATE EDUCATORS FROM 33 STATES, 23 RESOURCE PERSONNEL, AND 15 STAFF AND CHAIRMEN PARTICIPATED IN A SEMINAR TO (1) DEVELOP INSIGHTS INTO THE PRINCIPLES AND PROCESS OF PROGRAM PLANNING, BUDGETING, AND EVALUATION, (2) INVOLVE STATE, REGIONAL, AND LOCAL STAFF MEMBERS, (3) DEVELOP A CADRE OF KNOWLEDGEABLE VOCATIONAL EDUCATORS,…

From staff-mix to skill-mix and beyond: towards a systemic approach to health workforce management

PubMed Central

2009-01-01

Throughout the world, countries are experiencing shortages of health care workers. Policy-makers and system managers have developed a range of methods and initiatives to optimise the available workforce and achieve the right number and mix of personnel needed to provide high-quality care. Our literature review found that such initiatives often focus more on staff types than on staff members' skills and the effective use of those skills. Our review describes evidence about the benefits and pitfalls of current approaches to human resources optimisation in health care. We conclude that in order to use human resources most effectively, health care organisations must consider a more systemic approach - one that accounts for factors beyond narrowly defined human resources management practices and includes organisational and institutional conditions. PMID:20021682

45 CFR 1304.52 - Human resources management.

Code of Federal Regulations, 2010 CFR

2010-10-01

... supported by staff or consultants with training and experience in areas that include: The theories and... group. However, if State, Tribal or local regulations specify staff:child ratios and group sizes more... theories and principles of child growth and development, early childhood education (birth to age five), and...

Community Resource Development. A Community Education Guidebook.

ERIC Educational Resources Information Center

Cassidy, Maureen; Cassidy, Frank

This book is intended as a practical guidebook for those involved in continuing education, in particular, and for the boards and staff of nonprofit organizations and community groups, in general. It is designed to show these individuals how to develop community resources when additional support is needed for community education. Specific…

A Resource Guide for Information/Library Education in Developing Countries.

ERIC Educational Resources Information Center

Zahari, Noor Liza Ahmad

This annotated guide to resources on library and information science education in developing countries includes materials on library schools, training and education of library staff, and the progress of libraries in specific countries. Materials in the guide were selected from the indexes of Library Literature, Library and Information Science…

Resource Notebook on Staff Development.

ERIC Educational Resources Information Center

Sitts, Maxine K., Ed.

Based on the comprehensive library self-study method developed by the Association of Research Libraries' (ARL) Office of Management Studies (OMS) and first used as the Management Review and Analysis Project (MRAP), this resource notebook presents surveys and diagnostic aids, OMS self-study reports, and ARL member library documents related to…

Protected area staff and local community viewpoints: A qualitative assessment of conservation relationships in Zimbabwe.

PubMed

Mutanga, Chiedza Ngonidzashe; Muboko, Never; Gandiwa, Edson

2017-01-01

With the increase in illegal resource harvesting in most protected areas (PAs), the need to understand the determinants and relationships between PAs and local communities to enhance wildlife conservation is increasingly becoming important. Using focus group discussions and interviews, we established the determinants of PA staff-community relationship from both PA staff and local communities' viewpoints, and assessedperceptions of their relationship with each other. The study was guided by the following main research question, 'What is the nature of the relationship between PA staff and local communities and what are the main factors influencing the relationship?' Data were collected through focus group discussions and interviews from four PAs and their adjacent communities in Zimbabwe between July 2013 and February 2014. Our results showed that a total of seven determinants were identified as influencing PA staff-community relationship, i.e., benefit-sharing, human-wildlife conflict, compensation for losses from wildlife attacks, communication between PA staff and local communities, community participation in the management of CAMPFIRE projects, lack of community participation in tourism in PAs, and community perceptions of PA staff or PA staff perceptions of the community. Of the seven, only one determinant, benefit-sharing, was recorded as the main factor that differentially influencesthe perceptions of community and PA staff on their relationship. Furthermore, both the communities and PA staff reported mixed perceptions on their relationship with each other. We conclude that both communities' and PA staff's views on determinants are largely similar in all studied PAs irrespective of PA ownership, management and/or land use. Our findings could be relevant in policy making especially in developing countries in developing PA-community relationship framework in natural resource conservation.

Using discrete event computer simulation to improve patient flow in a Ghanaian acute care hospital.

PubMed

Best, Allyson M; Dixon, Cinnamon A; Kelton, W David; Lindsell, Christopher J; Ward, Michael J

2014-08-01

Crowding and limited resources have increased the strain on acute care facilities and emergency departments worldwide. These problems are particularly prevalent in developing countries. Discrete event simulation is a computer-based tool that can be used to estimate how changes to complex health care delivery systems such as emergency departments will affect operational performance. Using this modality, our objective was to identify operational interventions that could potentially improve patient throughput of one acute care setting in a developing country. We developed a simulation model of acute care at a district level hospital in Ghana to test the effects of resource-neutral (eg, modified staff start times and roles) and resource-additional (eg, increased staff) operational interventions on patient throughput. Previously captured deidentified time-and-motion data from 487 acute care patients were used to develop and test the model. The primary outcome was the modeled effect of interventions on patient length of stay (LOS). The base-case (no change) scenario had a mean LOS of 292 minutes (95% confidence interval [CI], 291-293). In isolation, adding staffing, changing staff roles, and varying shift times did not affect overall patient LOS. Specifically, adding 2 registration workers, history takers, and physicians resulted in a 23.8-minute (95% CI, 22.3-25.3) LOS decrease. However, when shift start times were coordinated with patient arrival patterns, potential mean LOS was decreased by 96 minutes (95% CI, 94-98), and with the simultaneous combination of staff roles (registration and history taking), there was an overall mean LOS reduction of 152 minutes (95% CI, 150-154). Resource-neutral interventions identified through discrete event simulation modeling have the potential to improve acute care throughput in this Ghanaian municipal hospital. Discrete event simulation offers another approach to identifying potentially effective interventions to improve patient flow in emergency and acute care in resource-limited settings. Copyright © 2014 Elsevier Inc. All rights reserved.

Human Resource Management: Managerial Efficacy in Recruiting and Retaining Teachers-- National Implications

ERIC Educational Resources Information Center

Butcher, Jennifer; Kritsonis, William Allan

2007-01-01

Human Resource Management is a branch of an organization which recruits and develops personnel to promote the organization's objectives. Human Resource Management involves interviewing applicants, training staff, and employee retention. Compensation, benefits, employee/labor relations, health, safety, and security issues are a few of the aspects…

Integrating cultural resources and wilderness character

Treesearch

Jill Cowley; Peter Landres; Melissa Memory; Doug Scott; Adrienne Lindholm

2012-01-01

Cultural resources are an integral part of wilderness and wilderness character, and all wilderness areas have a human history. This article develops a foundation for wilderness and cultural resource staffs to continue communicating with one another in order to make better decisions for wilderness stewardship. Following a discussion of relevant legislative history, we...

Improving health care professionals' feedback on communication skills: development of an on-line resource.

PubMed

Harrison, Gill; Hayden, Sheila; Cook, Viv; Cushing, Annie

2012-09-01

This project aimed to develop an open-access on-line resource to assist health care professionals in providing effective feedback on patient-centered clinical and communication skills. The collaborative nature of the development of this learning resource is outlined and evaluation of its use is discussed. An inter-professional team of teaching staff from two London Universities employed a researcher to interview experienced clinical and academic health care professionals and gather examples of difficult feedback situations. Material was used to develop short video clips illustrating some common challenges in giving feedback on clinical and communication skills. Initial evaluation following use of the scenarios in workshops was undertaken by means of a "talking wall" technique. Evaluation indicated that the resource enhanced the learning experience by providing realistic and challenging scenarios to focus discussion. Inter-professional working and piloting the use of the video scenarios in workshops enabled the improvement and refinement of an on-line staff development resource on feedback. The on-line resource is now available as an open access learning tool, with eight scenarios and guidelines for providing effective feedback in the academic or clinical setting. It can be used for self-study or as part of a group training session. Copyright © 2012 Elsevier Ireland Ltd. All rights reserved.

[Improving job morale of nurses despite insurance cost control. 1: Organization assessment].

PubMed

Haw, Mary Ann; Claus, Eleanor G; Durbin-Lafferty, Ellen; Iversen, Sharon M

2003-04-01

Faced with declining resources for health care and greater pressures to improve productivity of nursing staff, nursing administrators must act now to develop organizational responses to morale problems among nursing staff. As part of a two-part series for JONA, the authors describe low-cost organizational approaches that address nursing morale. Presented in Part 1 is a low-cost diagnostic process for assessing needs of staff and appraising organizational dimensions contributing to morale. Assessment findings provide clear direction for developing organizational approaches for improving morale.

Improving nursing morale in a climate of cost containment. Part 1. Organizational assessment.

PubMed

Haw, M A; Claus, E G; Durbin-Lafferty, E; Iversen, S M

1984-10-01

Faced with declining resources for health care and greater pressures to improve productivity of nursing staff, nursing administrators must act now to develop organizational responses to morale problems among nursing staff. As part of a two-part series for JONA, the authors describe low-cost organizational approaches that address nursing morale. Presented in Part 1 is a low-cost diagnostic process for assessing needs of staff and appraising organizational dimensions contributing to morale. Assessment findings provide clear direction for developing organizational approaches for improving morale.

LifeMap: A Learning-Centered System for Student Success

ERIC Educational Resources Information Center

Shugart, Sanford; Romano, Joyce C.

2006-01-01

This article describes "LifeMap," a development advising system at Valencia Community College in Orlando, Florida. The LifeMap system focuses on career and educational planning and student/faculty/staff engagement. It integrates all college faculty, staff, and resources into a unified system to focus student attention on developing…

An annual employee education calendar as the capstone of educational assessment, planning, and delivery.

PubMed

Morton, Paula G

2005-01-01

Staff development educators can better control their workload and provide a more comprehensive employee education program when the organization adopts a formal five-step process that culminates in the publication of an annual employee education calendar. This article describes the five steps of organization-wide learning needs assessment, resource allocation, priority setting, documentation of the educational plan, and calendar development, including elements and timelines. The annual calendar reflects involvement of staff throughout the facility in the identification, planning, and delivery of education programs. Its publication enhances staff and supervisors' awareness of learning opportunities. Its longer-range perspective assists managers and employees to better plan to meet learning needs and improves participation in staff development activities.

Motivation of human resources for health: a case study at rural district level in Tanzania.

PubMed

Zinnen, Véronique; Paul, Elisabeth; Mwisongo, Aziza; Nyato, Daniel; Robert, Annie

2012-01-01

An increasing number of studies explore the association between financial and non-financial incentives and the retention of health workers in developing countries. This study aims to contribute to empirical evidence on human resource for health motivation factors to assist policy makers in promoting effective and realistic interventions. A cross-sectional survey was conducted in four rural Tanzanian districts to explore staff stability and health workers' motivation. Data were collected using qualitative and quantitative techniques, covering all levels and types of health facilities. Stability of staff was found to be quite high. Public institutions remained very attractive with better job security, salary and retirement benefits. Satisfaction over working conditions was very low owing to inadequate working equipment, work overload, lack of services, difficult environment, favouritism and 'empty promotions'. Positive incentives mentioned were support for career development and supportive supervision. Attracting new staff in rural areas appeared to be more difficult than retaining staff in place. The study concluded that strategies to better motivate health personnel should focus on adequate remuneration, positive working and living environment and supportive management. However, by multiplying health facilities, the latest Tanzanian human resource for health plan could jeopardize current positive results. Copyright © 2012 John Wiley & Sons, Ltd.

How to Create a Day Camp Using the Resources of Your Community.

ERIC Educational Resources Information Center

Hazelwood, James; Hazelwood, Lisa

1986-01-01

Outlines process of putting together a local week-long day camp: assessing community resources, developing a curriculum, choosing the staff (coordinator; teachers/counselors; assistants; directors of art, recreation, and music) and marketing the program. (NEC)

Cumulative biological impacts of The Geysers geothermal development

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

Brownell, J.A.

1981-10-01

The cumulative nature of current and potential future biological impacts from full geothermal development in the steam-dominated portion of The Geysers-Calistoga KGRA are identified by the California Energy Commission staff. Vegetation, wildlife, and aquatic resources information have been reviewed and evaluated. Impacts and their significance are discussed and staff recommendations presented. Development of 3000 MW of electrical energy will result in direct vegetation losses of 2790 acres, based on an estimate of 11.5% loss per lease-hold of 0.93 acres/MW. If unmitigated, losses will be greater. Indirect vegetation losses and damage occur from steam emissions which contain elements (particularly boron) toxicmore » to vegetation. Other potential impacts include chronic low-level boron exposure, acid rain, local climate modification, and mechanical damage. A potential exists for significant reduction and changes in wildlife from direct habitat loss and development influences. Highly erosive soils create the potential for significant reduction of aquatic resources, particularly game fish. Toxic spills have caused some temporary losses of aquatic species. Staff recommends monitoring and implementation of mitigation measures at all geothermal development stages.« less

PLANNING FOR INSTRUCTIONAL RESOURCES AT A RAPIDLY GROWING URBAN UNIVERSITY.

ERIC Educational Resources Information Center

HANEY, JOHN B.; MCINTYRE, CHARLES J.

A PROJECT WAS UNDERTAKEN TO DEVELOP A CAMPUS ORGANIZATION RESPONSIBLE FOR INSTRUCTIONAL RESOURCES AND THE DEVELOPMENT OF PLANS FOR IMPLEMENTING THE PROJECT IN TERMS OF THE NECESSARY STAFF, SPACE, FACILITIES, BUDGET, AND ORGANIZATIONAL STRUCTURE. AN EQUALLY IMPORTANT, CONCURRENT TASK WAS TO INVOLVE THE FACULTY IN PLANNING FOR THE USE OF…

Protected area staff and local community viewpoints: A qualitative assessment of conservation relationships in Zimbabwe

PubMed Central

Mutanga, Chiedza Ngonidzashe; Muboko, Never; Gandiwa, Edson

2017-01-01

With the increase in illegal resource harvesting in most protected areas (PAs), the need to understand the determinants and relationships between PAs and local communities to enhance wildlife conservation is increasingly becoming important. Using focus group discussions and interviews, we established the determinants of PA staff-community relationship from both PA staff and local communities’ viewpoints, and assessedperceptions of their relationship with each other. The study was guided by the following main research question, ‘What is the nature of the relationship between PA staff and local communities and what are the main factors influencing the relationship?’ Data were collected through focus group discussions and interviews from four PAs and their adjacent communities in Zimbabwe between July 2013 and February 2014. Our results showed that a total of seven determinants were identified as influencing PA staff-community relationship, i.e., benefit-sharing, human-wildlife conflict, compensation for losses from wildlife attacks, communication between PA staff and local communities, community participation in the management of CAMPFIRE projects, lack of community participation in tourism in PAs, and community perceptions of PA staff or PA staff perceptions of the community. Of the seven, only one determinant, benefit-sharing, was recorded as the main factor that differentially influencesthe perceptions of community and PA staff on their relationship. Furthermore, both the communities and PA staff reported mixed perceptions on their relationship with each other. We conclude that both communities’ and PA staff’s views on determinants are largely similar in all studied PAs irrespective of PA ownership, management and/or land use. Our findings could be relevant in policy making especially in developing countries in developing PA-community relationship framework in natural resource conservation. PMID:28542185

Examining human resources' efforts to develop a culturally competent workforce.

PubMed

Whitman, Marilyn V; Valpuesta, Domingo

2010-01-01

The increasing diversification of the nation's population poses significant challenges in providing care that meets the needs of culturally diverse patients. Human resource management plays a vital role in developing a more culturally competent workforce. This exploratory study examines current efforts by human resource directors (HRDs) in Alabama's general hospitals to recruit more diverse candidates, train staff, and make language access resources available. A questionnaire was developed based on the Office of Minority Health's Culturally and Linguistically Appropriate Services standards. The HRDs of the 101 Alabama general hospitals served as the study's target population. A sample of 61 responses, or 60.4% of the population, was obtained. The findings indicate that most HRDs are focusing their efforts on recruiting racially/ethnically diverse candidates and training clerical and nursing staff to care for culturally and linguistically diverse patients. Less effort is being focused on recruiting candidates who speak a different language, and only 44.3% have a trained interpreter on the staff. The HRDs who indicated that they work closely with organizations that provide support to diverse groups were more likely to recruit diverse employees and have racially/ethnically and linguistically diverse individuals in leadership positions. It is crucial that health care organizations take the necessary steps to diversify their workforce to broaden access, improve the quality and equity of care, and capture a greater market share.

Resource Guide: Selected Early Childhood/Early Intervention Training Materials. 9th Edition. Systems Change in Personnel Preparation.

ERIC Educational Resources Information Center

Catlett, Camille, Ed.; Winton, Pamela J., Ed.

This resource guide identifies and describes early childhood education teaching, training, and staff development materials that meet three basic criteria: good, readily available, and inexpensive. It is designed to provide educators, trainers, supervisors, and other personnel preparation decision makers with resources for designing quality…

Resource Guide: Selected Early Childhood/Early Intervention Training Materials. 10th Edition.

ERIC Educational Resources Information Center

Catlett, Camille, Comp.; Winton, Pamela J., Comp.

The purpose of this resource guide is to identify and describe teaching, training, and staff development materials that meet three basic criteria: they are good, they are readily available, and they are inexpensive. These resources may assist educators, trainers, supervisors, and other personnel preparation decisionmakers in designing quality…

78 FR 43198 - Flexible and Local Resources Needed for Reliability in the California Wholesale Electric Market...

Federal Register 2010, 2011, 2012, 2013, 2014

2013-07-19

... Local Resources Needed for Reliability in the California Wholesale Electric Market; Notice of Staff... Flexible and Local Resources Needed for Reliability in the California Wholesale Electric Market July 31... development of a durable, market-based mechanism to provide incentives to insure reliability needs are met...

AB 1725 Human Resources Development Plan for the Period July 1, 1989-June 30, 1990.

ERIC Educational Resources Information Center

Desert Community Coll. District, Palm Desert, CA.

Funds set aside by California Assembly Bill (AB) 1725 for staff development programs were used by the Desert Community College District (DCCD) to supplement its existing human resources development plan (HRDP). The HRDP, which was based on the results of a needs assessment of all employees, was designed to respond to the changing professional…

Open Educational Resources: Staff Attitudes and Awareness

ERIC Educational Resources Information Center

Rolfe, Vivien

2012-01-01

Attitudes are changing in education globally to promote the open sharing of educational courses and resources. The aim of this study was to explore staff awareness and attitudes towards "open educational resources" (OER) as a benchmark for monitoring future progress. Faculty staff (n = 6) were invited to participate in semi-structured…

Systematic Exploitation of Marginal Flexibility in Staff Planning.

ERIC Educational Resources Information Center

Lawaetz, Peter

1984-01-01

The Technical University of Denmark has tried to free resources in a stagnant or declining budget for development of new subject areas by planned contraction of ordinary activities, with only moderate success due to low mobility and strong specialization of the scientific staff. A more realistic planning system has been introduced, using…

Verbal Aggression from Care Recipients as a Risk Factor among Nursing Staff: A Study on Burnout in the JD-R Model Perspective

PubMed Central

Viotti, Sara; Guglielmetti, Chiara

2015-01-01

Among nursing staff, the risk of experiencing violence, especially verbal aggression, is particularly relevant. The present study, developed in the theoretical framework of the Job Demands-Resources model (JD-R), has two main aims: (a) to examine the association between verbal aggression and job burnout in both nurses and nurse's aides and (b) to assess whether job content, social resources, and organizational resources lessen the negative impact of verbal aggression on burnout in the two professional groups. The cross-sectional study uses a dataset that consists of 630 workers (522 nurses and 108 nurse's aides) employed in emergency and medical units. High associations were found between verbal aggression and job burnout in both professional groups. Moderated hierarchical regressions showed that, among nurses, only the job content level resources moderated the effects of the verbal aggression on job burnout. Among nurse's aides, the opposite was found. Some resources on the social and organizational levels but none of the job content level resources buffered the effects of verbal aggression on workers burnout. The study highlights the crucial role of different types of resources in protecting nursing staff from the detrimental effects of verbal aggression on job burnout. PMID:26568956

Verbal Aggression from Care Recipients as a Risk Factor among Nursing Staff: A Study on Burnout in the JD-R Model Perspective.

PubMed

Viotti, Sara; Gilardi, Silvia; Guglielmetti, Chiara; Converso, Daniela

2015-01-01

Among nursing staff, the risk of experiencing violence, especially verbal aggression, is particularly relevant. The present study, developed in the theoretical framework of the Job Demands-Resources model (JD-R), has two main aims: (a) to examine the association between verbal aggression and job burnout in both nurses and nurse's aides and (b) to assess whether job content, social resources, and organizational resources lessen the negative impact of verbal aggression on burnout in the two professional groups. The cross-sectional study uses a dataset that consists of 630 workers (522 nurses and 108 nurse's aides) employed in emergency and medical units. High associations were found between verbal aggression and job burnout in both professional groups. Moderated hierarchical regressions showed that, among nurses, only the job content level resources moderated the effects of the verbal aggression on job burnout. Among nurse's aides, the opposite was found. Some resources on the social and organizational levels but none of the job content level resources buffered the effects of verbal aggression on workers burnout. The study highlights the crucial role of different types of resources in protecting nursing staff from the detrimental effects of verbal aggression on job burnout.

Three decision-making aids: brainstorming, nominal group, and Delphi technique.

PubMed

McMurray, A R

1994-01-01

The methods of brainstorming, Nominal Group Technique, and the Delphi technique can be important resources for nursing staff development educators who wish to expand their decision-making skills. Staff development educators may find opportunities to use these methods for such tasks as developing courses, setting departmental goals, and forecasting trends for planning purposes. Brainstorming, Nominal Group Technique, and the Delphi technique provide a structured format that helps increase the quantity and quality of participant responses.

Operational competency development in E and F grade nursing staff: preparation for management.

PubMed

Porter, S; Anderson, L; Chetty, A; Dyker, S; Murphy, F; Cheyne, H; Latto, D; Grant, A; McLachlan, M; Wild, P; McDonald, A; Kettles, A M

2006-07-01

There is limited literature for operational management competency development in E and F grade nursing staff. These grades of nursing staff have to take over from G grade nurses ward managers on a regular basis. With human resources doing less of the operational management and taking more of an advisory role, nursing staff are now required to deal with disciplinary procedures and other management issues in a more consistent manner. Therefore, this development programme in a Scottish primary care NHS psychiatric service was designed to enable E and F grade nurses to take over from ward managers and to enable ward managers to 'succession plan' for times when they will be absent. The literature is reviewed, the background to the development programme described and the design of the development programme is explained. The results from both the pilot study (n=13) and first group (n=8) through the course are presented, evaluated discussed.

Organizing for Accountability

ERIC Educational Resources Information Center

Bennis, Warren

1975-01-01

A college president challenges personnel administrators to play a leadership role in human resource management. Notes the need for career development programs for middle managers particularly and recommends an organizational development approach to faculty and staff career development. (JT)

Building Geographic Information System Capacity in Local Health Departments: Lessons From a North Carolina Project

PubMed Central

Miranda, Marie Lynn; Silva, Jennifer M.; Overstreet Galeano, M. Alicia; Brown, Jeffrey P.; Campbell, Douglas S.; Coley, Evelyn; Cowan, Christopher S.; Harvell, Dianne; Lassiter, Jenny; Parks, Jerry L.; Sandelé, Wanda

2005-01-01

State government, university, and local health department (LHD) partners collaborated to build the geographic information system (GIS) capacity of 5 LHDs in North Carolina. Project elements included procuring hardware and software, conducting individualized and group training, developing data layers, guiding the project development process, coordinating participation in technical conferences, providing ongoing project consultation, and evaluating project milestones. The project provided health department personnel with the skills and resources required to use sophisticated information management systems, particularly those that address spatial dimensions of public health practice. This capacity-building project helped LHDs incorporate GIS technology into daily operations, resulting in improved time and cost efficiency. Keys to success included (1) methods training rooted in problems specific to the LHD, (2) required project identification by LHD staff with associated timelines for development, (3) ongoing technical support as staff returned to home offices after training, (4) subgrants to LHDs to ease hardware and software resource constraints, (5) networks of relationships among LHDs and other professional GIS users, and (6) senior LHD leadership who supported the professional development activities being undertaken by staff. PMID:16257950

History of the Joint Chiefs of Staff. The Joint Chiefs of Staff and National Policy 1955-1956. Volume VI.

DTIC Science & Technology

1992-01-01

allocation of responsibility among the military services for de- veloping and operating the new weapons systems. This turned out to be a con- tentious...the choices made regarding the allocation of resources and the deployments and strategies to be pursued. The Joint Chiefs of Staff developed their...decisions or preparing recommendations on such specific matters as force levels and budget allocations , clearly took his principal guidance from the

Helping Classroom Staff Teach General Music.

ERIC Educational Resources Information Center

Reynolds, Charles

1979-01-01

In Anchorage, Alaska, classroom teachers are supported in their music teaching by resource teachers who provide in-service, regular demonstration lessons, and locally developed materials. This article describes the program's schedule, costs, and staffing, as well as the role of the music resource teacher. (SJL)

Building Futurism into the Institution's Strategic Planning and Human Resource Development Model.

ERIC Educational Resources Information Center

Groff, Warren H.

A process for building futurism into the institution's strategic planning and human resource development model is described. It is an attempt to assist faculty and staff to understand the future and the formulation and revision of professional goals in relation to an image of the future. A conceptual framework about the changing nature of human…

Resource Manual 71 for the Development of Cooperative Vocational Education Programs Under the Vocational Education Amendments of 1968.

ERIC Educational Resources Information Center

Bureau of Adult, Vocational, and Technical Education (DHEW/OE), Washington, DC. Div. of Vocational and Technical Education.

Designed to be used with "A Guide for Cooperative Vocational Education" (ED 037 564), this resource manual summarizes selected facts and suggestions to help state staffs in developing and planning cooperative vocational education programs. Sections are: (1) an introductory section describing cooperative vocational education, (2)…

Gifted Gay, Lesbian, Bisexual, and Transgender Annotated Bibliography: A Resource for Educators of Gifted Secondary GLBT Students

ERIC Educational Resources Information Center

Treat, Alena R.; Whittenburg, Becky

2006-01-01

This bibliography makes available to educators and others a comprehensive resource for information regarding gifted youth who are gay, lesbian, bisexual, transgender or questioning their sexual orientation and/or gender identity (G/GLBTQ). It includes articles, brochures, books, lesson plans, staff development, video media, and Web resources. As…

Communicating about death and dying: Developing training for staff working in services for people with intellectual disabilities.

PubMed

Tuffrey-Wijne, Irene; Rose, Tracey; Grant, Robert; Wijne, Astrid

2017-11-01

Many people with intellectual disabilities are affected by death, yet conversations about death are often avoided by staff working with them. This study aimed to assess staff training needs and to develop, trial and evaluate a training course on communicating about death and dying. (i) Semi-structured interviews with 20 staff in residential/supported living services to establish training needs; (ii) three-one-day courses were attended by 114 staff and evaluated through questionnaires. The course consisted of World Café sessions, presentations and feedback by people with intellectual disabilities, and an expert teaching session. Staff fear, cultural influences and inexperience with death-related conversations were major communication barriers. Evaluation of the course was overwhelmingly positive. Intellectual disabilities services must have clear staff training strategies around death, dying and communication. More work is needed to assess the resource implications and impact on practice of different training methods and other support strategies. © 2017 John Wiley & Sons Ltd.

Joint Chiefs of Staff > Directorates > J5 | Strategic Plans and Policy

Science.gov Websites

Quadrilateral Logistics Forum J5 | Strategic Plans and Policy J6 | C4 & Cyber J7 | Joint Force Development J8 | Force Structure, Resources & Assessment Contact J5 Strategic Plans and Policy Home : Directorates : J5 | Strategic Plans and Policy Mission The Joint Staff J5 proposes strategies, plans, and

Job Motivation and Job Satisfaction among Academic Staff in Higher Education

ERIC Educational Resources Information Center

Stankovska, Gordana; Angelkoska, Slagana; Osmani, Fadbi; Grncarovska, Svetlana Pandiloska

2017-01-01

Education is the most important organization of a nation; it plays a significant role in the development of any country. Universities create and cultivate knowledge for the sake of building a modern world. The academic staff is the key resource within higher education institutions. A positive and healthy university structure results in increased…

Measuring hospital medical staff organizational structure.

PubMed Central

Shortell, S M; Getzen, T E

1979-01-01

Based on organization theory and the work of Roemer and Friedman, seven dimensions of hospital medical staff organization structure are proposed and examined. The data are based on a 1973 nationwide survey of hospital medical staffs conducted by the American Hospital Association. Factor analysis yielded six relatively independent dimensions supporting a multidimensional view of medical staff organization structure. The six dimensions include 1) Resource Capability, 2) Generalist Physician Contractual Orientation, 3) Communication/Control, 4) Local Staff Orientation, 5) Participation in Decision Making, and 6) Hospital-Based Physician Contractual Orientation. It is suggested that these dimensions can be used to develop an empirical typology of hospital medical staff organization structure and to investigate the relationship between medical staff organization and public policy issues related to cost containment and quality assurance. PMID:511580

Key Resources for Community College Student Success Programming

ERIC Educational Resources Information Center

Carales, Vincent D.; Garcia, Crystal E.; Mardock-Uman, Naomi

2016-01-01

This chapter provides an overview of organizations and other entities focused on assisting community college staff, faculty, and administrators in developing and promoting student success outcomes. We provide a listing of relevant web resources related to programming and conclude with a summary of suggested readings.

Aviation Education Services and Resources.

ERIC Educational Resources Information Center

Federal Aviation Administration (DOT), Washington, DC.

Developed by the Aviation Education Staff of the Office of General Aviation Affairs, this document identifies sources of teaching materials. Included in this resource guide is information pertaining to: (1) films and filmstrips, (2) aviation education workshops, (3) career opportunities in aviation, (4) aviation organizations, (5) government…

Bureau of Health Professions Program Resource Guide.

ERIC Educational Resources Information Center

Sandlin, Billy M.

This resource guide was developed to inform rural health care administrators of the federal Bureau of Health Professions' (BHPr) grant, loan, and scholarship programs. These programs are intended to foster rural staff recruitment, retention, and training; increase career opportunities for minorities and disadvantaged populations; and encourage…

Introducing the ICF: the development of an online resource to support learning, teaching and curriculum design.

PubMed

Jones, Lester E

2011-03-01

The International Classification of Functioning, Disability and Health (ICF) was adopted as one of the key models to support early health professional learning across a suite of new preregistration health science courses. It was decided that an online resource should be developed to enable students, course designers and teaching staff, across all disciplines, to have access to the same definitions, government policies and other supporting information on disability. As part of the comprehensive curriculum review, enquiry-based learning was adopted as the educational approach. Enquiry-based learning promotes deeper learning by encouraging students to engage in authentic challenges. As such, it was important that the online resource was not merely a site for accessing content, but enabled students to make decisions about where else to explore for credible information about the ICF. The selection of a host location that all students and staff could access meant that the resource could not be located in the existing online learning management system. Construction using software being trialled by the library at La Trobe University allowed for the required access, as well as alignment with an enquiry-based learning approach. Consultation for the content of the online resource included formal and informal working groups on curriculum review. The published version included resources from the World Health Organization, examples of research completed within different disciplines, a test of knowledge and a preformatted search page. The format of the online resource allows for updating of information, and feedback on the utilisation of the software has been used to enhance the student experience. The key issues for the development of this online resource were accessibility for students and staff, alignment with the adopted educational approach, consultation with all disciplines, and ease of modification of information and format once published. Copyright © 2010 Chartered Society of Physiotherapy. Published by Elsevier Ltd. All rights reserved.

Maximizing nursing staff development. The learning laboratory.

PubMed

Kleinknecht, M K; Hefferin, E A

1990-01-01

To survive in today's cost-conscious medical-center environment, nursing education must show how it contributes effectively to promoting and maintaining the currency and competency of nursing staff practice, the quality of patient care, and the overall functioning of the medical center. In the face of limited resources, nursing education increasingly must promote staff's self-assessment of their own knowledge and skill deficiencies and use of self-study mechanisms to meet established performance standards. This survey explored the current use of learning laboratory centers used by nursing education for maximizing staff access to and use of needed remedial and practice update learning opportunities.

The impact of team building on communication and job satisfaction of nursing staff.

PubMed

Amos, Mary Anne; Hu, Jie; Herrick, Charlotte A

2005-01-01

A series of team-building activities were conducted on a medical-surgical unit and their impact on staff's communication and job satisfaction was examined. Forty-four unit personnel participated in the interventions. Staff communication and job satisfaction were measured before and after the intervention. The findings linked team-building activities with improved staff communication and job satisfaction. Team-building strategies assisted the nurse leader/manager to build an effective work team by strengthening communication and interpersonal relationships so that the staff could function as a more cohesive group. Staff development consultants can help nurse managers become more effective team leaders by identifying the necessary resources and by helping to plan and coordinate team-building strategies.

Association between addiction treatment staff professional and educational levels and perceptions of organizational climate and resources.

PubMed

Krull, Ivy; Lundgren, Lena; Beltrame, Clelia

2014-01-01

Research studies have identified addiction treatment staff who have higher levels of education as having more positive attitudes about evidence-based treatment practices, science-based training, and the usefulness of evidence-based practices. This study examined associations between addiction treatment staff level of education and their perceptions of 3 measures of organizational change: organizational stress, training resources and staffing resources in their treatment unit. The sample included 588 clinical staff from community-based substance abuse treatment organizations who received Substance Abuse and Mental Health Services Administration (SAMHSA) funding (2003-2008) to implement evidence-based practices (EBPs). Bivariate analysis and regression modeling methods examined the relationship between staff education level (no high school education, high school education, some college, associate's degree, bachelor's degree, master's degree, doctoral degree, and other type of degree such as medical assistant, registered nurse [RN], or postdoctoral) and attitudes about organizational climate (stress), training resources, and staffing resources while controlling for staff and treatment unit characteristics. Multivariable models identified staff with lower levels of education as having significantly more positive attitudes about their unit's organizational capacity. These results contradict findings that addiction treatment staff with higher levels of education work in units with greater levels of organizational readiness for change. It cannot be inferred that higher levels of education among treatment staff is necessarily associated with high levels of organizational readiness for change.

Public Library Staff as Community Health Partners: Training Program Design and Evaluation.

PubMed

Morgan, Anna U; D'Alonzo, Bernadette A; Dupuis, Roxanne; Whiteman, Eliza D; Kallem, Stacey; McClintock, Autumn; Fein, Joel A; Klusaritz, Heather; Cannuscio, Carolyn C

2018-05-01

Public libraries are free and open to all-and accessed at high rates by vulnerable populations-which positions them to be key public health allies. However, library staff themselves often feel ill-equipped to address the health and social concerns of their patrons. To fill this gap, we developed a case-based training curriculum to help library staff recognize, engage, and refer vulnerable patrons to appropriate resources. Topics addressed in the training, including homelessness, mental health and substance use disorders, immigration, and trauma, were selected based on findings from a prior community needs assessment. Using a modified measure of self-efficacy, participants ( n = 33) were surveyed before and after each session. Several participants ( n = 7) were also interviewed 4 months after the training was completed. Overall, staff reported significant increases in comfort, confidence, and preparedness in assisting vulnerable patrons across all topic areas. Qualitative findings reflected positive perceived impact and value of the trainings. Staff felt training resources should be made more readily accessible. Improving library staff capacity to address the health and social needs of their patrons can further establish public libraries as partners in improving population health.

Mental dysfunction and resource use in nursing homes.

PubMed

Fries, B E; Mehr, D R; Schneider, D; Foley, W J; Burke, R

1993-10-01

The role of dementia and other mental disorders in nursing home case-mix classification systems has been an area of controversy. The role of mental dysfunctions was considered in developing a new case-mix measurement system for facility payment in a national demonstration to understand staff time use in nursing homes. Nursing staff (nurses and aides) time and resident assessment data were collected for 6,663 nursing home residents in 6 states. Measures of signs and symptoms of cognitive impairment (dementia), depression, and delirium were created based on items from the new National Minimum Data Set. These measures then were used to determine whether mental dysfunctions were predictive of resource use (nursing staff times and costs) when controlling for other case-mix variables. Cognitive impairment was associated with slightly higher staff time only in less physically-impaired residents without serious medical conditions and not receiving heavy rehabilitation. Similarly, depression and delirium were associated with higher resource use only in selected types of residents. Based on these findings, the new Resource Utilization Groups Version III (RUG-III) contain a major category of residents who are cognitively impaired but not severely dependent in Activities of Daily Living. Depression is used to differentiate subgroups of residents with major medical conditions such as hemiplegia and aphasia. Delirium, when used together with other resident characteristics, was not found useful in explaining resource use. Case-mix groups defined by mental dysfunctions can foster improved care, but careful consideration must be given to appropriate incentives and documentation requirements for providers.

Developing Mainstream Resource Provision for Pupils with Autism Spectrum Disorder: Staff Perceptions and Satisfaction

ERIC Educational Resources Information Center

Bond, Caroline; Hebron, Judith

2016-01-01

The majority of children and young people with autism spectrum disorder are educated in mainstream schools. The diverse needs of this group of pupils has led to a continuum of provision being promoted in the UK and other countries, and developed at a local level. This continuum includes mainstream schools with resource provision which can offer…

Teaching and Learning with Internet-based Resources. Literacy Leader Fellowship Program Reports, Volume III, Number 2.

ERIC Educational Resources Information Center

Cowles, Susan

1997-01-01

This issue focuses on a project to develop a set of curricular materials using Internet-based resources and the formation of a staff development/project implementation team of instructors. Section 1 provides a project rationale, summary information about findings and lessons learned, and results of needs assessment surveys conducted in Oregon.…

Nutrition Education Resource Guide: An Annotated Bibliography of Educational Materials for the WIC and CSF Programs. Bibliographies and Literature of Agriculture Number 24.

ERIC Educational Resources Information Center

McLaughlin, Elaine Casserly, Comp.; And Others

This resource guide to evaluated print and audiovisual nutrition materials has been developed to assist state and local staff of the Special Supplemental Program for Women, Infants and Children (WIC) and the Commodity Supplemental Foods Program (CSFP), in selecting, acquiring, and developing accurate and appropriate materials for nutrition…

Human resource development for nuclear generation - from the perspective of a utility company

NASA Astrophysics Data System (ADS)

Kahar, Wan Shakirah Wan Abdul; Mostafa, Nor Azlan; Salim, Mohd Faiz

2017-01-01

Malaysia is currently in the planning phase of its nuclear power program, with the first unit targeted to be operational in 2030. Training of nuclear power plant (NPP) staffs are usually long and rigorous due to the complexity and safety aspects of nuclear power. As the sole electricity utility in the country, it is therefore essential that Tenaga Nasional Berhad (TNB) prepares early in developing its human resource and nuclear expertise as a potential NPP owner-operator. A utility also has to be prudent in managing its work force efficiently and effectively, while ensuring that adequate preparations are being made to acquire the necessary nuclear knowledge with sufficient training lead time. There are several approaches to training that can be taken by a utility company with no experience in nuclear power. These include conducting feasibility studies and benchmarking exercises, preparing long term human resource development, increasing the exposure on nuclear power technology to both the top management and general staff, and employing the assistance of relevant agencies locally and abroad. This paper discusses the activities done and steps taken by TNB in its human resource development for Malaysia's nuclear power program.

Development and psychometric evaluation of the Core Nurse Resource Scale.

PubMed

Simpson, Michelle R

2010-11-01

To examine the factor structure, internal consistency reliability and concurrent-related validity of the Core Nurse Resource Scale. A cross-sectional survey study design was used to obtain a sample of 149 nurses and nursing staff [Registered Nurse (RNs), Licensed Practical Nurse (LPNs) and Certified Nursing Assistant (CNAs)] working in long-term care facilities. Exploratory factor analysis, Cronbach's alpha and bivariate correlations were used to evaluate validity and reliability. Exploratory factor analysis yielded a scale with 18 items on three factors, accounting for 52% of the variance in scores. Internal consistency reliability for the composite and Core Nurse Resource Scale factors ranged from 0.79 to 0.91. The Core Nurse Resource Scale composite scale and subscales correlated positively with a measure of work engagement (r=0.247-0.572). The initial psychometric evaluation of the Core Nurse Resource Scale demonstrates it is a sound measure. Further validity and reliability assessment will need to be explored and assessed among nurses and other nursing staff working in other practice settings. The intent of the Core Nurse Resource Scale is to evaluate the presence of physical, psychological and social resources of the nursing work environment, to identify workplaces at risk for disengaged (low work engagement) nursing staff and to provide useful diagnostic information to healthcare administrators interested in interventions to improve the nursing work environment. © 2010 The Author. Journal compilation © 2010 Blackwell Publishing Ltd.

The development of a blended learning approach to delivering information skills training to large health related student audiences with limited staff resource.

PubMed

Ware, Fiona

2011-09-01

This feature considers the challenges that academic librarians are increasingly being faced with in the delivery of information skills training to large student numbers with limited time and staff resources. A case study is presented of how an academic liaison librarian used a blended learning approach and innovative teaching practice to successfully deliver information skills training to large student numbers within the Faculty of Health and Social Care at Hull University. © 2011 The authors. Health Information and Libraries Journal © 2011 Health Libraries Group.

Mental health inpatients' and staff members' suggestions for reducing physical restraint: A qualitative study.

PubMed

Wilson, C; Rouse, L; Rae, S; Kar Ray, M

2018-04-01

WHAT IS KNOWN ON THE SUBJECT?: Restraint has negative psychological, physical and relational consequences for mental health patients and staff. Restraint reduction interventions have been developed (e.g., "Safewards"). Limited qualitative research has explored suggestions on how to reduce physical restraint (and feasibility issues with implementing interventions) from those directly involved. WHAT DOES THIS PAPER ADD TO EXISTING KNOWLEDGE?: This paper explores mental health patients' and staff members' suggestions for reducing physical restraint, whilst addressing barriers to implementing these. Findings centred on four themes: improving communication and relationships; staffing factors; environment and space; and activities and distraction. Not all suggestions are addressed by currently available interventions. Barriers to implementation were identified, centring on a lack of time and/or resources; with the provision of more time for staff to spend with patients and implement interventions seen as essential to reducing physical restraint. WHAT ARE THE IMPLICATIONS FOR PRACTICE?: Improving communication and relationships between staff/patients, making staffing-related changes, improving ward environments and providing patient activities are central to restraint reduction in mental healthcare. Fundamental issues related to understaffing, high staff turnover, and lack of time and resources need addressing in order for suggestions to be successfully implemented. Introduction Physical restraint has negative consequences for all involved, and international calls for its reduction have emerged. Some restraint reduction interventions have been developed, but limited qualitative research explores suggestions on how to reduce physical restraint (and feasibility issues with implementation) from those directly involved. Aims To explore mental health patients' and staff members' suggestions for reducing physical restraint. Methods Interviews were conducted with 13 inpatients and 22 staff members with experience of restraint on adult mental health inpatient wards in one UK National Health Service Trust. Results Findings centred on four overarching themes: improving communication and relationships between staff/patients; making staff-related changes; improving ward environments/spaces; and having more activities. However, concerns were raised around practicalities/feasibility of their implementation. Discussion Continued research is needed into best ways to reduce physical restraint, with an emphasis on feasibility/practicality and how to make time in busy ward environments. Implications for Practice Improving communication and relationships between staff/patients, making staffing-related changes, improving ward environments and providing patient activities are central to restraint reduction in mental healthcare. However, fundamental issues related to understaffing, high staff turnover and lack of time/resources need addressing in order for these suggestions to be successfully implemented. © 2018 John Wiley & Sons Ltd.

Resources for the Future. Annual Report for the Year Ending September 30, 1985.

ERIC Educational Resources Information Center

Resources for the Future, Inc., Washington, DC.

Resources for the Future, Inc. (RFF) is a nonprofit, tax exempt corporation headquartered in Washington, D.C. RFF's purpose is to advance research and education in the development, conservation, and use of natural resources, including improvement of the quality of the environment. Most of its programs are carried out by resident staff, but a few…

Resources for the Future. Annual Report for the Year Ending September 30, 1982.

ERIC Educational Resources Information Center

Resources for the Future, Inc., Washington, DC.

Resources for the Future, Inc. (RFF) is a nonprofit, tax-exempt corporation headquartered in Washington, D.C. RFF's purpose is to advance research and education in the development, conservation, and use of natural resources, including improvement of the quality of the environment. Most of its programs are carried out by resident staff, but a few…

Human Resource Management in Hong Kong Preschools: The Impact of Falling Rolls on Staffing

ERIC Educational Resources Information Center

Ho, Choi-Wa Dora

2009-01-01

Purpose: The purpose of this paper is to discuss the impact of falling rolls on human resource management in local preschools in Hong Kong. It aims to argue that the developing role of leadership in creating a culture and procedures for collective participation in staff appraisal is important for human resource management in preschool settings.…

The health migration crisis: the role of four Organisation for Economic Cooperation and Development countries.

PubMed

Pond, Bob; McPake, Barbara

2006-04-29

The crisis of human resources for health that is affecting low-income countries and especially sub-Saharan Africa has been attributed, at least in part, to increasing rates of migration of qualified health staff to high-income countries. We describe the conditions in four Organisation for Economic Cooperation and Development (OECD) health labour markets that have led to increasing rates of immigration. Popular explanations of these trends include ageing populations, growing incomes, and feminisation of the health workforce. Although these explanations form part of the larger picture, analysis of the forces operating in the four countries suggests that specific policy measures largely unrelated to these factors have driven growing demand for health staff. On this basis we argue that specific policy measures are equally capable of reversing these trends and avoiding the exploitation of low-income countries' scarce resources. These policies should seek to ensure local stability in health labour markets so that shortages of staff are not solved via the international brain drain.

Employee Assistance Programs in Higher Education. Alcohol, Mental Health and Professional Development Programming for Faculty and Staff.

ERIC Educational Resources Information Center

Thoreson, Richard W., Ed.; Hosokawa, Elizabeth P., Ed.

The promotion of employee assistance programs (EAP) in higher education is considered in 24 chapters, with an emphasis on enhancing resources and the academic environment for faculty and staff. Seven topical areas are addressed: history of EAP; characteristics of higher education; alcoholism and other risks in the academic life-style; EAP models…

Forum Guide to the Privacy of Student Information: A Resource for Schools. NFES 2006-805

ERIC Educational Resources Information Center

Erlebacher, Frances, Ed.

2006-01-01

This guide was written to help school and local education agency staff better understand and apply the Family Educational Rights and Privacy Act (FERPA), a federal law that protects privacy interests of parents and students in student education records. The Forum has developed full reports on student (and staff ) privacy guidance, but a shorter…

Career Education Community Resource Guide.

ERIC Educational Resources Information Center

D'Lugin, Victor; And Others

This guide, developed by the State Project to Implement Career Education (SPICE) in New York, is intended to serve as a model to assist teachers, guidance counselors, administrators, and project staff in using business and community resources in career education programs. The first section of the guide contains information on ways of updating and…

Global Classroom Resource Guide.

ERIC Educational Resources Information Center

Ruelius, Andrea

This sourcebook for teachers contains resources and learning activities to help middle and high school age students learn about Boston as an international and multicultural city. The materials can easily be adapted by teachers for use with elementary students. Staff of the Global Classroom Project developed the sourcebooks. For the past two years…

Perceptions of Libraries and Information Resources: A Report to the OCLC Membership

ERIC Educational Resources Information Center

OCLC Online Computer Library Center, Inc., 2005

2005-01-01

"Perceptions of Libraries and Information Resources" (2005) summarizes findings of an international study on information-seeking habits and preferences. With extensive input from hundreds of librarians and OCLC staff, the OCLC Market Research team developed a project and commissioned Harris Interactive Inc. to survey a representative…

Standards and Assessment Resource Bank, Version 2.5 [CD-ROM].

ERIC Educational Resources Information Center

Colorado State Dept. of Education, Denver.

The Colorado "Standards and Assessment Resource Bank" on CD-ROM contains updated information about the Colorado Student Assessment Program, the text of the "Standards-Based Classroom Operator's Manual," and a bank of standards-based units, assessments, and staff development materials submitted by Colorado teachers and school…

78 FR 25717 - Applications for New Awards; Strengthening Institutions Program (SIP)

Federal Register 2010, 2011, 2012, 2013, 2014

2013-05-02

... use of time, staff, money, or other resources while improving student learning or other educational... migrant, or who have disabilities. Open educational resources (OER) means teaching, learning, and research... awards for individual development grants in rank order from the funding slate according to the average...

The utilization of poisons information resources in Australasia.

PubMed

Fountain, J S; Reith, D M; Holt, A

2014-02-01

To identify poisons information resources most commonly utilized by Australasian Emergency Department staff, and examine attitudes regarding the benefits and user experience of the electronic products used. A survey tool was mailed to six Emergency Departments each in New Zealand and Australia to be answered by medical and nursing staff. Eighty six (71.7%) responses were received from the 120 survey forms sent: 70 (81%) responders were medical staff, the remainder nursing. Electronic resources were the most accessed poisons information resource in New Zealand; Australians preferring discussion with a colleague; Poisons Information Centers were the least utilized resource in both countries. With regard to electronic resources, further differences were recognized between countries in: ease of access, ease of use, quality of information and quantity of information, with New Zealand better in all four themes. New Zealand ED staff favored electronic poisons information resources while Australians preferred discussion with a colleague. That Poisons Information Centers were the least utilized resource was surprising. Copyright © 2013 Elsevier Ireland Ltd. All rights reserved.

The dynamic influence of human resources on evidence-based intervention sustainability and population outcomes: an agent-based modeling approach.

PubMed

McKay, Virginia R; Hoffer, Lee D; Combs, Todd B; Margaret Dolcini, M

2018-06-05

Sustaining evidence-based interventions (EBIs) is an ongoing challenge for dissemination and implementation science in public health and social services. Characterizing the relationship among human resource capacity within an agency and subsequent population outcomes is an important step to improving our understanding of how EBIs are sustained. Although human resource capacity and population outcomes are theoretically related, examining them over time within real-world experiments is difficult. Simulation approaches, especially agent-based models, offer advantages that complement existing methods. We used an agent-based model to examine the relationships among human resources, EBI delivery, and population outcomes by simulating provision of an EBI through a hypothetical agency and its staff. We used data from existing studies examining a widely implemented HIV prevention intervention to inform simulation design, calibration, and validity. Once we developed a baseline model, we used the model as a simulated laboratory by systematically varying three human resource variables: the number of staff positions, the staff turnover rate, and timing in training. We tracked the subsequent influence on EBI delivery and the level of population risk over time to describe the overall and dynamic relationships among these variables. Higher overall levels of human resource capacity at an agency (more positions) led to more extensive EBI delivery over time and lowered population risk earlier in time. In simulations representing the typical human resource investments, substantial influences on population risk were visible after approximately 2 years and peaked around 4 years. Human resources, especially staff positions, have an important impact on EBI sustainability and ultimately population health. A minimum level of human resources based on the context (e.g., size of the initial population and characteristics of the EBI) is likely needed for an EBI to have a meaningful impact on population outcomes. Furthermore, this model demonstrates how ABMs may be leveraged to inform research design and assess the impact of EBI sustainability in practice.

Human resources for health: A narrative review of adequacy and distribution of clinical and nonclinical human resources in hospitals of Iran.

PubMed

Nobakht, Samin; Shirdel, Arash; Molavi-Taleghani, Yasamin; Doustmohammadi, Mohammad M; Sheikhbardsiri, Hojjat

2018-03-15

Human resource supply is considered as one of the most vital factors in achieving organizational goals, and human resources are the most valuable factor in the production and delivery of services. Labor shortages and surpluses could downgrade the quality of services offered to patients. Considering the seriousness of this issue, this study aimed to investigate the status of human resources in Iran hospitals. The narrative review was conducted according to the Preferred Reporting Items for Systematic Reviews and Meta-analyses guidelines. The key terms "Human Resource," "Human Resource Management," "Staff," "Workforce," "Hospital," "emergency," "staff nursing," "medical," "clinical personnel," "administration," "physician personnel," "non clinical personnel," "hospital personnel," "human development," and "Iran" were used in combination with Boolean operators OR and AND. The Institute for Scientific Information's Web of Science, PubMed, Scopus, ScienceDirect, Ovid, ProQuest, Wiley, Google Scholar, and the Persian database were searched. The research findings revealed that Iran's hospitals have no uniform distribution of human resources. In spite of the concentration of labor forces in some positions (eg, laboratory, radiology, operating room, anesthesia, and midwifery), other positions occupied by physicians and nurses are experiencing serious shortages of human resources, affecting the quality of the provided services. With respect to the study findings, planning to compensate for staff shortages and achieving personnel standard levels as well as providing the grounds for training the heads of wards for proper human resource management and planning would lead to an increase in the efficiency and effectiveness of hospital activities. Copyright © 2018 John Wiley & Sons, Ltd.

Staff Development: Cafe Style

ERIC Educational Resources Information Center

Arns, Jennifer

2008-01-01

In most cases, memorable learning opportunities are fun, collaborative, and influential. Jennifer Arns, instructional programs director for the Organization for Education Technology and Curriculum, outlines the EdTech Professional Development Cadre, a refreshing and engaging PD approach. (Contains 3 resources.)

An Evaluation of Resource Development and Dissemination Activities Designed to Promote Problem-Based Learning at the University of Ulster

ERIC Educational Resources Information Center

Hack, Catherine; McKillop, Aine; Sweetman, Sandra; McCormack, Jacqueline

2015-01-01

The transition from traditional instruction to a problem-based approach to learning requires many changes for educators and for students. The aim of this project was to develop an online problem-based learning (PBL) resource centre to provide academic staff from across the University with support in incorporating PBL in their curriculum design.…

WE-FG-201-00: High Impact Technologies for Low Resource Environments

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

NONE

Many low- and middle-income countries lack the resources and services to manage cancer, from screening and diagnosis to radiation therapy planning, treatment and quality assurance. The challenges in upgrading or introducing the needed services are enormous, and include severe shortages in equipment and trained staff. In this symposium, we will describe examples of technology and scientific research that have the potential to impact all these areas. These include: (1) the development of high-quality/low-cost colposcopes for cervical cancer screening, (2) the application of automated radiotherapy treatment planning to reduce staffing shortages, (3) the development of a novel radiotherapy treatment unit, andmore » (4) utilizing a cloud-based infrastructure to facilitate collaboration and QA. Learning Objectives: Understand some of the issues in cancer care in low- resource environments, including shortages in staff and equipment, and inadequate physical infrastructure for advanced radiotherapy. Understand the challenges in developing and deploying diagnostic and treatment devices and services for low-resource environments. Understand some of the emerging technological solutions for cancer management in LMICs. NCI; L. Court, NIH, Varian, Elekta; I. Feain, Ilana Feain is founder and CTO of Nano-X Pty Ltd.« less

WE-FG-201-02: Automated Treatment Planning for Low-Resource Settings

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

Court, L.

Many low- and middle-income countries lack the resources and services to manage cancer, from screening and diagnosis to radiation therapy planning, treatment and quality assurance. The challenges in upgrading or introducing the needed services are enormous, and include severe shortages in equipment and trained staff. In this symposium, we will describe examples of technology and scientific research that have the potential to impact all these areas. These include: (1) the development of high-quality/low-cost colposcopes for cervical cancer screening, (2) the application of automated radiotherapy treatment planning to reduce staffing shortages, (3) the development of a novel radiotherapy treatment unit, andmore » (4) utilizing a cloud-based infrastructure to facilitate collaboration and QA. Learning Objectives: Understand some of the issues in cancer care in low- resource environments, including shortages in staff and equipment, and inadequate physical infrastructure for advanced radiotherapy. Understand the challenges in developing and deploying diagnostic and treatment devices and services for low-resource environments. Understand some of the emerging technological solutions for cancer management in LMICs. NCI; L. Court, NIH, Varian, Elekta; I. Feain, Ilana Feain is founder and CTO of Nano-X Pty Ltd.« less

Determining Optimal Nursing Resources in Relation to Functions During the Oulu University Hospital Nurse Staffing Management Project.

PubMed

Liljamo, Pia; Lavander, Päivi; Kejonen, Pirjo

2016-01-01

The Oulu University Hospital's staffing management project sought information on the number of nursing staff in relation to treatment days and visits, using existing indicators to describe the activities involved. The retrospective data obtained was compared to human resources and the personnel structure. On this basis an optimal number of staff was determined for the units, taking account of a range of explanatory indicator data. The project made use of the computational model for nurse staffing and the World Health Organisation's (WHO) Workload Indicators of Staffing Need (WISN) method. The project provided extensive information on human resources issues within the units. Its results indicated the differences between wards with respect to the number and structure of resources. In addition, the nurse administrators lacked skills in gathering and using data from administrative datasets. This information will provide support for the further development of nursing operations and nursing management decision-making.

Staff experiences and perceptions of working with in-patients who are suicidal: qualitative analysis

PubMed Central

Awenat, Yvonne; Peters, Sarah; Shaw-Nunez, Emma; Gooding, Patricia; Pratt, Daniel; Haddock, Gillian

2017-01-01

Background Suicidal behaviour is frequent in psychiatric in-patients and much staff time and resources are devoted to assessing and managing suicide risk. However, little is known about staff experiences of working with in-patients who are suicidal. Aims To investigate staff experiences of working with in-patients who are suicidal. Method Qualitative study guided by thematic analysis of semi-structured interviews with mental health staff with experience of psychiatric in-patient care. Results Twenty staff participated. All had encountered in-patient suicide deaths or attempts. Three key themes were identified: (a) experiences of suicidality, (b) conceptualising suicidality and (c) talking about suicide. Conclusions Suicidal behaviour in psychiatric wards has a large impact on staff feelings, practice and behaviour. Staff felt inadequately equipped to deal with such behaviours, with detrimental consequences for patients and themselves. Organisational support is lacking. Training and support should extend beyond risk assessment to improving staff skills in developing therapeutic interactions with in-patients who are suicidal. PMID:28642259

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.

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…

Applied Climate Education and Training for Agricultural and Natural Resource Management in India, Indonesia, Zimbabwe and Australia

ERIC Educational Resources Information Center

George, D. A.; Clewett, J. F.; Selvaraju, R.; Birch, C.

2006-01-01

In parts of the world, including many developing countries, climate variability impacts negatively on agricultural production and natural resource management. Workshops in applied climatology were held in Australia, India, Indonesia and Zimbabwe between 1999 and 2002 to provide farmers and agricultural and meteorological staff a better…

Cover Crop Chart: An Intuitive Educational Resource for Extension Professionals

ERIC Educational Resources Information Center

Liebig, Mark A.; Johnson, Holly; Archer, David; Hendrickson, John; Nichols, Kristine; Schmer, Marty; Tanaka, Don

2013-01-01

Interest in cover crops by agricultural producers has increased the need for information regarding the suitability of crops for addressing different production and natural resource goals. To help address this need, staff at the USDA-ARS Northern Great Plains Research Laboratory developed a decision aid called the Cover Crop Chart (CCC). Visually…

Explorations; Part I, Revised: Career Activities for Adult Education Classes.

ERIC Educational Resources Information Center

Feingold, S. Norman

The Adult Career Education Resources Survey was designed to (a) compile career information resources for adults and (b) provide materials that will encourage adult educators to integrate career education activities into ongoing curricula. The document was developed and revised by the Suvey staff to meet the second objective; it provides a group of…

Open Access: A User Information System. Professional Paper Series, #6.

ERIC Educational Resources Information Center

Gleason, Bernard W.

Focusing on the need for information systems that provide faculty, staff, and students with open access to all necessary information resources, this paper begins by discussing the issues involved in developing such systems. A review of the traditional environment looks at the traditional centralized resources versus the current trend toward…

A water resource assessment of the playa lakes of the Texas High Plains

USDA-ARS?s Scientific Manuscript database

Texas Water Development Board (TWDB) staff are studying the water-resource potential of playa lakes in the Texas High Plains in partnership with the U. S. Department of Agriculture— Agricultural Research Service and Texas Tech University. Phase 1 of the research seeks to measure the volume of water ...

Resource Guide for Crisis Management in Schools.

ERIC Educational Resources Information Center

LaPointe, Richard T.; And Others

A crisis can occur at any time, whether or not a school's staff plans for it. This resource guide is a compilation of user-friendly examples of policies, procedures, guidelines, checklists, and forms to help Virginia schools develop and implement a systematic crisis-management plan. Chapter 1 provides an introductory overview of the essential…

Human Resources Administration: A School-Based Perspective. Fourth Edition

ERIC Educational Resources Information Center

Smith, Richard

2009-01-01

Enhanced and updated, this Fourth Edition of Richard E. Smith's highly successful text examines the growing role of the principal in planning, hiring, staff development, supervision, and other human resource functions. The Fourth Edition includes new sections on ethics, induction, and the role of the mentor teacher. This edition also introduces…

Joint Chiefs of Staff > Media

Science.gov Websites

Senior Enlisted Advisor Joint Staff History Joint Staff Inspector General Joint Staff Structure Origin of J8 | Force Structure, Resources & Assessment Contact Joint Staff Media News Videos Chairman's

18 CFR 12.4 - Staff administrative responsibility and supervisory authority.

Code of Federal Regulations, 2013 CFR

2013-04-01

... 18 Conservation of Power and Water Resources 1 2013-04-01 2013-04-01 false Staff administrative responsibility and supervisory authority. 12.4 Section 12.4 Conservation of Power and Water Resources FEDERAL... WATER POWER PROJECTS AND PROJECT WORKS General Provisions § 12.4 Staff administrative responsibility and...

18 CFR 12.4 - Staff administrative responsibility and supervisory authority.

Code of Federal Regulations, 2010 CFR

2010-04-01

... 18 Conservation of Power and Water Resources 1 2010-04-01 2010-04-01 false Staff administrative responsibility and supervisory authority. 12.4 Section 12.4 Conservation of Power and Water Resources FEDERAL... WATER POWER PROJECTS AND PROJECT WORKS General Provisions § 12.4 Staff administrative responsibility and...

Achieving success in intervention studies: an analysis of variable staff engagement across three midwifery settings.

PubMed

Henderson, Amanda; Schoonbeek, Sue; Ossenberg, Christine; Caddick, Alison; Wing, Diane; Capell, Lorna; Gould, Karen

2014-06-01

To critically analyse the success of staff's behaviour changes in the practice setting. Facilitators were employed to initiate and facilitate a four-step process (optimism, overcoming obstacles, oversight and reinforcing outcomes) that fostered development of behaviours consistent with learning in everyday practice. Many studies seek to engage staff in workplace behaviour improvement. The success of such studies is highly variable. Little is known about the work of the facilitator in ensuring success. Understanding the contextual factors that contribute to effective facilitation of workplace improvement is essential to ensure best use of resources. Mixed methods Facilitators employed a four-step process - optimism, overcoming obstacles, oversight and reinforcing outcomes - to stage behaviour change implementation. The analysis of staff engagement in behaviour changes was assessed through weekly observation of workplaces, informal discussions with staff and facilitator diaries. The impact of behaviour change was informed through pre- and postsurveys on staff's perception across three midwifery sites. Surveys measured (1) midwives' perception of support for their role in facilitating learning (Support Instrument for Nurses Facilitating the Learning of Others) and (2) development of a learning culture in midwifery practice settings (Clinical Learning Organisational Culture Survey). Midwives across three sites completed the presurvey (n = 216) and postsurvey (n = 90). Impact varied according to the degree that facilitators were able to progress teams through four stages necessary for change (OOORO). Statistically significant results were apparent in two subscales important for supporting staff, namely teamwork and acknowledgement; in the two areas, facilitators worked through 'obstacles' and coached staff in performing the desired behaviours and rewarded them for their success. Elements of the learning culture also statistically improved in one site. Findings suggest behaviour change success is dependent on facilitators to systematically engage staff through all four stages of implementation. It is important that investment is made to commitment and resources to all four stages before embarking on change processes. © 2013 John Wiley & Sons Ltd.

Developing a Multicultural Library Media Program.

ERIC Educational Resources Information Center

Houff, Suzanne G.

1994-01-01

Describes the development of a multicultural library media program based on experiences at a Virginia middle school. Highlights include the media center as a cultural and curricular resource; establishing philosophies and goals; reviewing current materials and establishing guidelines for new material selection; staff development; and an integrated…

Improving health services to displaced persons in Aceh, Indonesia: a balanced scorecard.

PubMed

Chan, Grace J; Parco, Kristin B; Sihombing, Melva E; Tredwell, Susan P; O'Rourke, Edward J

2010-09-01

After the Indian Ocean tsunami in December 2004, the International Organization for Migration constructed temporary health clinics to provide medical services to survivors living in temporary accommodation centres throughout Aceh, Indonesia. Limited resources, inadequate supervision, staff turnover and lack of a health information system made it challenging to provide quality primary health services. A balanced scorecard was developed and implemented in collaboration with local health clinic staff and district health officials. Performance targets were identified. Staff collected data from clinics and accommodation centres to develop 30 simple performance measures. These measures were monitored periodically and discussed at meetings with stakeholders to guide the development of health interventions. Two years after the tsunami, 34 000 displaced persons continued to receive services from temporary health clinics in two districts of Aceh province. From March to December 2007, the scorecard was implemented in seven temporary health clinics. Interventions stimulated and tracked by the scorecard showed measurable improvements in preventive medicine, child health, capacity building of clinic staff and availability of essential drugs. By enhancing communication, the scorecard also led to qualitative benefits. The balanced scorecard is a practical tool to focus attention and resources to facilitate improvement in disaster rehabilitation settings where health information infrastructure is poor. Introducing a mechanism for rapid improvement fostered communication between nongovernmental organizations, district health officials, clinic health workers and displaced persons.

Allocation of resources for ambulatory care -a staffing model for outpatient clinics.

PubMed Central

Mansdorf, B D

1975-01-01

The enormous commitment of resources to ambulatory health care services requires that flexible and easily implementable management techniques be developed to improve the allocation of health manpower and funds. This article develops a feasible model for staffing outpatient clinics and thereby potentially provides an important analytical tool for allocating and monitoring the utilization of the most critical and expensive of ambulatory care resources-professional and nonprofessional clinic personnel. The model is simplistic, extremely flexible, and can be applied to many modes of delivering ambulatory care-from HMOs to traditional hospital outpatient clinics. To employ the model, certain decision variables must be specified so that the model can produce a least-cost staffing configuration to meet the demand for service in accordance with the desired mode and intensity of care. The key decision varables that require input from administrators and medical personnel include standards for physician-patient contact time, a desired ratio of staff time actually spent treating patients to total paid staff time, and the desired mix of various staff categories to achieve program objectives. Specific benefits of using the model include determining staffing for new, expanded, or existing outpatient clinics, determining budget requirements for such staffing needs, and providing quantitative productivity and utilization objectives and measurements. PMID:809787

Community/hospital indicators in South African public sector mental health services.

PubMed

Lund, Crick; Flisher, Alan J

2003-12-01

The need to balance resources between community and hospital-based mental health services in the post-deinstitutionalisation era has been well-documented. However, few indicators have been developed to monitor the relationship between community and hospital services, in either developed or developing countries. There is a particular need for such indicators in the South African context, with its history of inequitable services based in custodial institutions under apartheid, and a new policy that proposes the development of more equitable community-based care. Indicators are needed to measure the distribution of resources and the relative utilisation of community and hospital-based services during the reform process. These indicators are potentially useful for assessing the implementation of policy objectives over time. To develop and document community/hospital indicators in public sector mental health services in South Africa. A questionnaire was distributed to provincial mental health coordinators requesting numbers of full-time equivalent (FTE) staff who provide mental health care at all service levels, annual patient admissions to hospitals and annual patient attendances at ambulatory care facilities. The information was supplemented by consultations with mental health coordinators in each of the 9 provinces. Population data were obtained from preliminary findings of the 1996 census. The community/hospital indicator measuring staff distribution was defined as the ratio of staff employed in community settings to all staff, expressed as a percentage. The community/hospital indicator measuring patient service utilisation was defined as the ratio of the annual ambulatory care attendance rate per 100,000 population to the sum of this rate and the annual hospital admission rate per 100,000 population, expressed as a percentage. Of psychiatric public sector staff, 25% are located in community settings in South Africa (provincial range: 11-70%). If hospital outpatient services are included in the definition of ' 'hospital' ', this figure is reduced to 17% (provincial range: 3-56%). In terms of service utilisation, 66% of patient contacts with mental health services occur through ambulatory care services in South Africa (provincial range: 44-93%). Community/hospital staff distribution indicates an overemphasis on centralised hospital-based care in most provinces and inadequate hospital care in certain provinces. Patterns of patient service utilisation indicate an over-reliance on central hospital-based services and substantial unmet need. The findings draw attention to problems in information systems for mental health care in South Africa. The community/hospital indicators developed for this study form a useful measure for assessing the implementation of mental health policy over time. For the South African context, the community/hospital indicators are a measure of the extent of resource redistribution from hospital to community services and changing patterns of service utilisation over time. Currently, patterns of resource distribution and service utilisation are inconsistent with government policy. Further research is needed into the development of mental health information systems, refining service indicators and improving methodologies for assessing the implementation of mental health policies in service delivery.

Planning status report: water resources appraisal for hydroelectric licensing, Potomac River basin, Pennsylvania, Maryland, West Virginia, Virginia, and District of Columbia

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

Not Available

1980-01-01

Updated information on water resources in the Potomac River Basin is presented for use by the FERC and its staff when considering hydroelectric licensing and other work. The report presents data on water resource developments, existing and potential, and on water use by existing and projected steam-electric generating facilities. Past and present planning studies are summarized.

Human resource management practices in a medical complex in the Eastern Cape, South Africa: assessing their impact on the retention of doctors.

PubMed

Longmore, Bruce; Ronnie, Linda

2014-03-26

Human resource management (HRM) practices have the potential to influence the retention of doctors in the public health sector. To explore the key human resource (HR) practices affecting doctors in a medical complex in the Eastern Cape, South Africa. We used an open-ended questionnaire to gather data from 75 doctors in this setting. The most important HR practices were paying salaries on time and accurately, the management of documentation, communication, HR staff showing that they respected and valued the doctors, and reimbursement for conferences and special leave requests. All these practices were judged to be poorly administered. Essential HR characteristics were ranked in the following order: task competence of HR staff, accountability, general HR efficiency, occupation-specific dispensation adjustments and performance management and development system efficiency, and availability of HR staff. All these characteristics were judged to be poor. HRM practices in this Eastern Cape medical complex were inadequate and a source of frustration. This lack of efficiency could lead to further problems with regard to retaining doctors in public sector service.

Database nurse staffing indicators: explaining risks of staff job dissatisfaction in outpatient care.

PubMed

Kaunonen, Marja; Salin, Sirpa; Aalto, Pirjo

2015-07-01

To explore factors associated with nursing intensity, work environment intensity and nursing resources that may affect nurse job satisfaction and risk of dissatisfaction in outpatient care at one university hospital in Finland. Much research has been done to study how nursing intensity, work environment intensity and nursing resources are associated with nurse job satisfaction, but not in the context of outpatient care. This research used a cross-sectional design. The data were collected from the hospital information systems of outpatient units (n = 12) in autumn 2010. Management style showed a statistically significant association with job satisfaction. The risk of dissatisfaction increased when nursing staff had no influence over the design of their jobs, when conflicts and contradictions were not addressed in the workplace and when feedback was not processed. Nursing intensity and work environment intensity had no effect on nurse job satisfaction. Nursing resources and patient satisfaction, on the other hand, were important to nurses' job satisfaction. The results indicate that nursing management should involve nursing staff in the development of their jobs and the care delivery model. © 2013 John Wiley & Sons Ltd.

Capacity shortfalls hinder the performance of marine protected areas globally

NASA Astrophysics Data System (ADS)

Gill, David A.; Mascia, Michael B.; Ahmadia, Gabby N.; Glew, Louise; Lester, Sarah E.; Barnes, Megan; Craigie, Ian; Darling, Emily S.; Free, Christopher M.; Geldmann, Jonas; Holst, Susie; Jensen, Olaf P.; White, Alan T.; Basurto, Xavier; Coad, Lauren; Gates, Ruth D.; Guannel, Greg; Mumby, Peter J.; Thomas, Hannah; Whitmee, Sarah; Woodley, Stephen; Fox, Helen E.

2017-03-01

Marine protected areas (MPAs) are increasingly being used globally to conserve marine resources. However, whether many MPAs are being effectively and equitably managed, and how MPA management influences substantive outcomes remain unknown. We developed a global database of management and fish population data (433 and 218 MPAs, respectively) to assess: MPA management processes; the effects of MPAs on fish populations; and relationships between management processes and ecological effects. Here we report that many MPAs failed to meet thresholds for effective and equitable management processes, with widespread shortfalls in staff and financial resources. Although 71% of MPAs positively influenced fish populations, these conservation impacts were highly variable. Staff and budget capacity were the strongest predictors of conservation impact: MPAs with adequate staff capacity had ecological effects 2.9 times greater than MPAs with inadequate capacity. Thus, continued global expansion of MPAs without adequate investment in human and financial capacity is likely to lead to sub-optimal conservation outcomes.

18 CFR 401.85 - Staff and other expert testimony.

Code of Federal Regulations, 2011 CFR

2011-04-01

... 18 Conservation of Power and Water Resources 2 2011-04-01 2011-04-01 false Staff and other expert testimony. 401.85 Section 401.85 Conservation of Power and Water Resources DELAWARE RIVER BASIN COMMISSION ADMINISTRATIVE MANUAL RULES OF PRACTICE AND PROCEDURE Administrative and Other Hearings § 401.85 Staff and other...

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,"…

Retaining Your IT Staff: Insights from the ECAR Workforce Study for Higher Education CIOs and IT. ECAR Research Bulletin

ERIC Educational Resources Information Center

Bichsel, Jacqueline

2014-01-01

Today's higher education IT organization needs a "lean and mean" cadre of staff who possess skills that are both deep and broad. Recruiting and developing the right team is an endeavor requiring much time, effort, and resources. How then do you make the most of this investment and retain the individuals who provide so much value to the…

Support to the Safe Motherhood Programme in Nepal: an integrated approach.

PubMed

Barker, Carol E; Bird, Cherry E; Pradhan, Ajit; Shakya, Ganga

2007-11-01

Evidence gathered from 1997 to 2006 indicates progress in reducing maternal mortality in Nepal, but public health services are still constrained by resource and staff shortages, especially in rural areas. The five-year Support to the Safe Motherhood Programme builds on the experience of the Nepal Safer Motherhood Project (1997-2004). It is working with the Government of Nepal to build capacity to institute a minimum package of essential maternity services, linking evidence-based policy development with health system strengthening. It has supported long-term planning, working towards skilled attendance at every birth, safe blood supplies, staff training, building management capacity, improving monitoring systems and use of process indicators, promoting dialogue between women and providers on quality of care, and increasing equity and access at district level. An incentives scheme finances transport costs to a health facility for all pregnant women and incentives to health workers attending deliveries, with free services and subsidies to facilities in the poorest 25 districts. Despite bureaucracy, frequent transfer of key government staff and political instability, there has been progress in policy development, and public health sector expenditure has increased. For the future, a human resources strategy with career paths that encourage skilled staff to stay in the government service is key.

The Telematic Training of Pedagogical Resource Centre Staff as Part of the Introduction of Information Technologies into Educational Resource Management.

ERIC Educational Resources Information Center

Alocer, Josep Garcia

1993-01-01

Describes the implementation of a training course in computerized educational resource management provided for staff of Pedagogical Resource Centres in Catalonia (Spain). Training in telematics is explained, including documentary training and an ongoing process of permanent training assistance; the telematics infrastructure is discussed; and the…

Training in Family Support: Towards a Conceptual Framework. A Report from a Wingspread Conference.

ERIC Educational Resources Information Center

Vogel, Christine

This report presents the results of a conference held by the Family Resource Coalition (FRC) in October 1991, which brought together an interdisciplinary group of academics and family resource practitioners to address questions of quality in family support and, more specifically, in staff development and personnel. The report provides the…

Toward Sustainable Communities: A Resource Book for Municipal and Local Governments.

ERIC Educational Resources Information Center

Roseland, Mark

This book is intended as a resource for elected officials, municipal staff, and citizens who would like to apply the concept of sustainable development in their communities through an ecosystems approach to human settlements management. The subcomponents of human community life and its impact on the environment are explored. Included are tested,…

Joint Chiefs of Staff > Leadership

Science.gov Websites

Senior Enlisted Advisor Joint Staff History Joint Staff Inspector General Joint Staff Structure Origin of J8 | Force Structure, Resources & Assessment Contact Joint Staff Structure Joint Staff Organizational Chart Joint Chiefs of Staff Links Home Today in DOD About DOD Top Issues News Photos/Videos

Accounting for care: Healthcare Resource Groups for paediatric critical care.

PubMed

Murphy, Janet; Morris, Kevin

2008-02-01

Healthcare Resource Groups are a way of grouping patients in relation to the amount of healthcare resources they consume. They are the basis for implementation of Payment by Results by the Department of Health in England. An expert working group was set up to define a dataset for paediatric critical care that would in turn support the derivation of Healthcare Resource Groups. Three relevant classification systems were identified and tested with data from ten PICUs, including data about diagnoses, number of organ systems supported, interventions and nursing activity. Each PICU provided detailed costing for the financial year 2005/2006. Eighty-three per cent of PICU costs were found to be related to staff costs, with the largest cost being nursing costs. The Nursing Activity Score system was found to be a poor predictor of staff resource use, as was the adult HRG model based on the number of organ systems supported. It was decided to develop the HRGs based on a 'levels of care' approach; 32 data items were defined to support HRG allocation. From October 2007, data have been collected daily to identify the HRGs for each PICU patient and are being used by the Department of Health to estimate reference costs for PICU services. The data can also be used to support improved audit of PICU activity nationally as well as comparison of workload across different units and modelling of staff requirements within a unit.

Testing a computer-based ostomy care training resource for staff nurses.

PubMed

Bales, Isabel

2010-05-01

Fragmented teaching and ostomy care provided by nonspecialized clinicians unfamiliar with state-of-the-art care and products have been identified as problems in teaching ostomy care to the new ostomate. After conducting a literature review of theories and concepts related to the impact of nurse behaviors and confidence on ostomy care, the author developed a computer-based learning resource and assessed its effect on staff nurse confidence. Of 189 staff nurses with a minimum of 1 year acute-care experience employed in the acute care, emergency, and rehabilitation departments of an acute care facility in the Midwestern US, 103 agreed to participate and returned completed pre- and post-tests, each comprising the same eight statements about providing ostomy care. F and P values were computed for differences between pre- and post test scores. Based on a scale where 1 = totally disagree and 5 = totally agree with the statement, baseline confidence and perceived mean knowledge scores averaged 3.8 and after viewing the resource program post-test mean scores averaged 4.51, a statistically significant improvement (P = 0.000). The largest difference between pre- and post test scores involved feeling confident in having the resources to learn ostomy skills independently. The availability of an electronic ostomy care resource was rated highly in both pre- and post testing. Studies to assess the effects of increased confidence and knowledge on the quality and provision of care are warranted.

Technical assistance from state health departments for communities engaged in policy, systems, and environmental change: the ACHIEVE Program.

PubMed

Hefelfinger, Jenny; Patty, Alice; Ussery, Ann; Young, Walter

2013-10-24

This study assessed the value of technical assistance provided by state health department expert advisors and by the staff of the National Association of Chronic Disease Directors (NACDD) to community groups that participated in the Action Communities for Health, Innovation, and Environmental Change (ACHIEVE) Program, a CDC-funded health promotion program. We analyzed quantitative and qualitative data reported by community project coordinators to assess the nature and value of technical assistance provided by expert advisors and NACDD staff and the usefulness of ACHIEVE resources in the development and implementation of community action plans. A grounded theory approach was used to analyze and categorize phrases in text data provided by community coordinators. Open coding placed conceptual labels on text phrases. Frequency distributions of the quantitative data are described and discussed. The most valuable technical assistance and program support resources were those determined to be in the interpersonal domain (ie, interactions with state expert advisors, NACDD staff, and peer-to-peer support). The most valuable technical assistance events were action institutes, coaches' meetings, webinars, and technical assistance conference calls. This analysis suggests that ACHIEVE communities valued the management and training assistance provided by expert advisors and NACDD staff. State health department expert advisors provided technical guidance and support, including such skills or knowledge-based services as best-practice strategies, review and discussion of community assessment data, sustainability planning, and identification of possible funding opportunities. NACDD staff led development and implementation of technical assistance events.

Rewarding and Developing Staff in Higher Education: Invitation To Apply for Funds.

ERIC Educational Resources Information Center

Higher Education Funding Council for England, Bristol.

This document provides feedback on the Higher Education Funding Council for England (HEFCE) consultation (questionnaire responses about professional development in higher education) and invites higher education institutions to apply for special funding to support the development and implementation of human resource strategies. Responses to the…

Resources for Archives: Developing Collections, Constituents, Colleagues, and Capital

ERIC Educational Resources Information Center

Primer, Ben

2009-01-01

The essential element for archival success is to be found in the quality of management decisions made and public services provided. Archivists can develop first-class archives operations through understanding the organizational context; planning; hiring, retaining, and developing staff; meeting archival standards for storage and access; and…

Continuing Professional Development: Rhetoric and Practice in the NHS

ERIC Educational Resources Information Center

Morgan, Arthur; Cullinane, Joanne; Pye, Michael

2008-01-01

This article explores the experience of Continuing Professional Development (CPD) by supervisory-level clinical staff in the National Health Service. Four main themes are highlighted in the literature, namely the nature and experience of CPD, its relationship with human resource management practices and in particular in career development and…

Leadership Skills for Migrant Parents.

ERIC Educational Resources Information Center

Hamaker, Mary Lou Nava

Written for staff developers and resource personnel who work with parents, this curriculum guide is designed to develop leadership skills in migrant parents who have been elected to leadership positions in their respective Parent Advisory Committees. The booklet focuses on developing such skills as knowing how to use parliamentary procedure,…

Implementing Sustainable Data Collection for a Cardiac Outcomes Registry in an Australian Public Hospital.

PubMed

Cox, Nicholas; Brennan, Angela; Dinh, Diem; Brien, Rita; Cowie, Kath; Stub, Dion; Reid, Christopher M; Lefkovits, Jeffrey

2018-04-01

Clinical outcome registries are an increasingly vital component of ensuring quality and safety of patient care. However, Australian hospitals rarely have additional resources or the capacity to fund the additional staff time to complete the task of data collection and entry. At the same time, registry funding models do not support staff for the collection of data at the site but are directed towards the central registry tasks of data reporting, managing and quality monitoring. The sustainability of a registry is contingent on building efficiencies into data management and collection. We describe the methods used in a large Victorian public hospital to develop a sustainable data collection system for the Victorian Cardiac Outcomes Registry (VCOR), using existing staff and resources common to many public hospitals. We describe the features of the registry and the hospital specific strategies that allowed us to do this as part of our routine business of providing good quality cardiac care. All clinical staff involved in patient care were given some data collection task with the entry of these data embedded into the staff's daily workflow. A senior cardiology registrar was empowered to allocate data entry tasks to colleagues when data were found to be incomplete. The task of 30-day follow-up proved the most onerous part of data collection. Cath-lab nursing staff were allocated this role. With hospital accreditation and funding models moving towards performance based quality indicators, collection of accurate and reliable information is crucial. Our experience demonstrates the successful implementation of clinical outcome registry data collection in a financially constrained public hospital environment utilising existing resources. Copyright © 2017. Published by Elsevier B.V.

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.

Collaboration with HEIs: A Key Capacity Building Block for the Uganda Water and Sanitation Public Sector

ERIC Educational Resources Information Center

Kayaga, Sam

2007-01-01

The capacity of public service staff in developing countries is crucial for achieving the Millennium Development Goals. Literature from developed countries shows that, working with higher education institutions (HEIs), industries have improved their human resource capacity through continuing professional development. This paper reports on research…

Back to School Resources for School Personnel

ERIC Educational Resources Information Center

National Child Traumatic Stress Network, 2011

2011-01-01

As the school year begins, staff at the National Child Traumatic Stress Network (NCTSN) would like to offer all school personnel (including educators, administrators, counselors and support staff) the opportunity to use their many resources for schools! Their resources were created to highlight issues related to trauma, to explain how trauma can…

Results of the Community Health Applied Research Network (CHARN) National Research Capacity Survey of Community Health Centers.

PubMed

Song, Hui; Li, Vivian; Gillespie, Suzanne; Laws, Reesa; Massimino, Stefan; Nelson, Christine; Singal, Robbie; Wagaw, Fikirte; Jester, Michelle; Weir, Rosy Chang

2015-01-01

The mission of the Community Health Applied Research Network (CHARN) is to build capacity to carry out Patient-Centered Outcomes Research at community health centers (CHCs), with the ultimate goal to improve health care for vulnerable populations. The CHARN Needs Assessment Staff Survey investigates CHCs' involvement in research, as well as their need for research training and resources. Results will be used to guide future training. The survey was developed and implemented in partnership with CHARN CHCs. Data were collected across CHARN CHCs. Data analysis and reports were conducted by the CHARN data coordinating center (DCC). Survey results highlighted gaps in staff research training, and these gaps varied by staff role. There is considerable variation in research involvement, partnerships, and focus both within and across CHCs. Development of training programs to increase research capacity should be tailored to address the specific needs and roles of staff involved in research.

Maximizing competence through professional development: increasing disability knowledge among One-Stop Career Center staff.

PubMed

Hall, Allison Cohen; Timmons, Jaimie Ciulla; Boeltzig, Heike; Hamner, Doris; Fesko, Sheila

2006-01-01

The Workforce Investment Act of 1998 (USA) mandates that partners in the One-Stop Career Center system be prepared to serve a diverse customer base. Effective service delivery depends in part on a focus on human resources and professional development. This article presents innovative strategies for One-Stop Career Center staff training related to serving customers with disabilities. Findings from case study research conducted in several One-Stops across the country revealed that staff struggled with both knowledge and attitudes around disability issues. To address these concerns, local leaders developed practices that provided opportunities to gain practical skills and put acquired knowledge to use. These included a formalized curriculum focused on disability issues; informal support and consultation from a disability specialist; and exposure and learning through internships for students with disabilities. Implications are offered to stimulate thinking and creativity in local One-Stops regarding the most effective ways to facilitate staff learning and, in turn, improve services for customers with disabilities.

SUPPORT Tools for evidence-informed health Policymaking (STP) 3: Setting priorities for supporting evidence-informed policymaking

PubMed Central

2009-01-01

This article is part of a series written for people responsible for making decisions about health policies and programmes and for those who support these decision makers. Policymakers have limited resources for developing – or supporting the development of – evidence-informed policies and programmes. These required resources include staff time, staff infrastructural needs (such as access to a librarian or journal article purchasing), and ongoing professional development. They may therefore prefer instead to contract out such work to independent units with more suitably skilled staff and appropriate infrastructure. However, policymakers may only have limited financial resources to do so. Regardless of whether the support for evidence-informed policymaking is provided in-house or contracted out, or whether it is centralised or decentralised, resources always need to be used wisely in order to maximise their impact. Examples of undesirable practices in a priority-setting approach include timelines to support evidence-informed policymaking being negotiated on a case-by-case basis (instead of having clear norms about the level of support that can be provided for each timeline), implicit (rather than explicit) criteria for setting priorities, ad hoc (rather than systematic and explicit) priority-setting process, and the absence of both a communications plan and a monitoring and evaluation plan. In this article, we suggest questions that can guide those setting priorities for finding and using research evidence to support evidence-informed policymaking. These are: 1. Does the approach to prioritisation make clear the timelines that have been set for addressing high-priority issues in different ways? 2. Does the approach incorporate explicit criteria for determining priorities? 3. Does the approach incorporate an explicit process for determining priorities? 4. Does the approach incorporate a communications strategy and a monitoring and evaluation plan? PMID:20018110

SUPPORT Tools for evidence-informed health Policymaking (STP) 3: Setting priorities for supporting evidence-informed policymaking.

PubMed

Lavis, John N; Oxman, Andrew D; Lewin, Simon; Fretheim, Atle

2009-12-16

This article is part of a series written for people responsible for making decisions about health policies and programmes and for those who support these decision makers. Policymakers have limited resources for developing--or supporting the development of--evidence-informed policies and programmes. These required resources include staff time, staff infrastructural needs (such as access to a librarian or journal article purchasing), and ongoing professional development. They may therefore prefer instead to contract out such work to independent units with more suitably skilled staff and appropriate infrastructure. However, policymakers may only have limited financial resources to do so. Regardless of whether the support for evidence-informed policymaking is provided in-house or contracted out, or whether it is centralised or decentralised, resources always need to be used wisely in order to maximise their impact. Examples of undesirable practices in a priority-setting approach include timelines to support evidence-informed policymaking being negotiated on a case-by-case basis (instead of having clear norms about the level of support that can be provided for each timeline), implicit (rather than explicit) criteria for setting priorities, ad hoc (rather than systematic and explicit) priority-setting process, and the absence of both a communications plan and a monitoring and evaluation plan. In this article, we suggest questions that can guide those setting priorities for finding and using research evidence to support evidence-informed policymaking. These are: 1. Does the approach to prioritisation make clear the timelines that have been set for addressing high-priority issues in different ways? 2. Does the approach incorporate explicit criteria for determining priorities? 3. Does the approach incorporate an explicit process for determining priorities? 4. Does the approach incorporate a communications strategy and a monitoring and evaluation plan?

Realizing what's essential: a case study on integrating electronic journal management into a print-centric technical services department.

PubMed

Dollar, Daniel M; Gallagher, John; Glover, Janis; Marone, Regina Kenny; Crooker, Cynthia

2007-04-01

To support migration from print to electronic resources, the Cushing/Whitney Medical Library at Yale University reorganized its Technical Services Department to focus on managing electronic resources. The library hired consultants to help plan the changes and to present recommendations for integrating electronic resource management into every position. The library task force decided to focus initial efforts on the periodical collection. To free staff time to devote to electronic journals, most of the print subscriptions were switched to online only and new workflows were developed for e-journals. Staff learned new responsibilities such as activating e-journals, maintaining accurate holdings information in the online public access catalog and e-journals database ("electronic shelf reading"), updating the link resolver knowledgebase, and troubleshooting. All of the serials team members now spend significant amounts of time managing e-journals. The serials staff now spends its time managing the materials most important to the library's clientele (e-journals and databases). The team's proactive approach to maintenance work and rapid response to reported problems should improve patrons' experiences using e-journals. The library is taking advantage of new technologies such as an electronic resource management system, and library workflows and procedures will continue to evolve as technology changes.

Realizing what's essential: a case study on integrating electronic journal management into a print-centric technicalservices department

PubMed Central

Dollar, Daniel M.; Gallagher, John; Glover, Janis; Marone, Regina Kenny; Crooker, Cynthia

2007-01-01

Objective: To support migration from print to electronic resources, the Cushing/Whitney Medical Library at Yale University reorganized its Technical Services Department to focus on managing electronic resources. Methods: The library hired consultants to help plan the changes and to present recommendations for integrating electronic resource management into every position. The library task force decided to focus initial efforts on the periodical collection. To free staff time to devote to electronic journals, most of the print subscriptions were switched to online only and new workflows were developed for e-journals. Results: Staff learned new responsibilities such as activating e-journals, maintaining accurate holdings information in the online public access catalog and e-journals database (“electronic shelf reading”), updating the link resolver knowledgebase, and troubleshooting. All of the serials team members now spend significant amounts of time managing e-journals. Conclusions: The serials staff now spends its time managing the materials most important to the library's clientele (e-journals and databases). The team's proactive approach to maintenance work and rapid response to reported problems should improve patrons' experiences using e-journals. The library is taking advantage of new technologies such as an electronic resource management system, and library workflows and procedures will continue to evolve as technology changes. PMID:17443247

Equipment Only - Solar Resources Measurements at the University of Texas at Austin, TX: Cooperative Research and Development Final Report, CRADA Number CRD-07-222

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

Stoffel, T.

Faculty and staff at the University of Texas at Austin collected solar resource measurements at their campus using equipment on loan from the National Renewable Energy Laboratory. The equipment was used to train students on the operation and maintenance of solar radiometers and was returned to NREL's Solar Radiation Research Laboratory upon completion of the CRADA. The resulting data augment the solar resource climatology information required for solar resource characterizations in the U.S. The cooperative agreement was also consistent with NREL's goal of developing an educated workforce to advance renewable energy technologies.

School Leadership: A Blueprint for Change.

ERIC Educational Resources Information Center

Thomson, Scott D., Ed.

The new age of education shows an increasing focus on human development through family involvement, community learning resources, community social service, staff development, involvement, technology, learning climate, and motivation/reward systems. Integration of these areas calls for skills that are not traditionally taught to school leaders.…

The Joint Chiefs of Staff Video Collections

Science.gov Websites

Senior Enlisted Advisor Joint Staff History Joint Staff Inspector General Joint Staff Structure Origin of J8 | Force Structure, Resources & Assessment Contact Home : Media : Videos Featured Videos Gen

Improving health services to displaced persons in Aceh, Indonesia: a balanced scorecard

PubMed Central

Parco, Kristin B; Sihombing, Melva E; Tredwell, Susan P; O'Rourke, Edward J

2010-01-01

Abstract Problem After the Indian Ocean tsunami in December 2004, the International Organization for Migration constructed temporary health clinics to provide medical services to survivors living in temporary accommodation centres throughout Aceh, Indonesia. Limited resources, inadequate supervision, staff turnover and lack of a health information system made it challenging to provide quality primary health services. Approach A balanced scorecard was developed and implemented in collaboration with local health clinic staff and district health officials. Performance targets were identified. Staff collected data from clinics and accommodation centres to develop 30 simple performance measures. These measures were monitored periodically and discussed at meetings with stakeholders to guide the development of health interventions. Local setting Two years after the tsunami, 34 000 displaced persons continued to receive services from temporary health clinics in two districts of Aceh province. From March to December 2007, the scorecard was implemented in seven temporary health clinics. Relevant changes Interventions stimulated and tracked by the scorecard showed measurable improvements in preventive medicine, child health, capacity building of clinic staff and availability of essential drugs. By enhancing communication, the scorecard also led to qualitative benefits. Lessons learnt The balanced scorecard is a practical tool to focus attention and resources to facilitate improvement in disaster rehabilitation settings where health information infrastructure is poor. Introducing a mechanism for rapid improvement fostered communication between nongovernmental organizations, district health officials, clinic health workers and displaced persons. PMID:20865077

Pediatric Critical Care in Resource-Limited Settings-Overview and Lessons Learned.

PubMed

Slusher, Tina M; Kiragu, Andrew W; Day, Louise T; Bjorklund, Ashley R; Shirk, Arianna; Johannsen, Colleen; Hagen, Scott A

2018-01-01

Pediatric critical care is an important component of reducing morbidity and mortality globally. Currently, pediatric critical care in low middle-income countries (LMICs) remains in its infancy in most hospitals. The majority of hospitals lack designated intensive care units, healthcare staff trained to care for critically ill children, adequate numbers of staff, and rapid access to necessary medications, supplies and equipment. In addition, most LMICs lack pediatric critical care training programs for healthcare providers or certification procedures to accredit healthcare providers working in their pediatric intensive care units (PICU) and high dependency areas. PICU can improve the quality of pediatric care in general and, if properly organized, can effectively treat the severe complications of high burden diseases, such as diarrhea, severe malaria, and respiratory distress using low-cost interventions. Setting up a PICU in a LMIC setting requires planning, specific resources, and most importantly investment in the nursing and permanent medical staff. A thoughtful approach to developing pediatric critical care services in LMICs starts with fundamental building blocks: training healthcare professionals in skills and knowledge, selecting resource appropriate effective equipment, and having supportive leadership to provide an enabling environment for appropriate care. If these fundamentals can be built on in a sustainable manner, an appropriate critical care service will be established with the potential to significantly decrease pediatric morbidity and mortality in the context of public health goals as we reach toward the sustainable development goals.

Survey of Staff Perceptions of the AEL Resource Center.

ERIC Educational Resources Information Center

Cowley, Kimberly S.

The Resource Center at the Appalachia Educational Laboratory (AEL), Inc., provides direct services to clients both within and outside AEL, as well as serving as a repository and distribution center for educational materials. Three main objectives were identified: to discover the extent to which staff use current components of the Resource Center;…

An Intervention to Improve the Comfort And Satisfaction of Nurses in the Telephone Triage of Child Maltreatment Calls.

PubMed

Hunter, Julie

2015-01-01

Nurses are mandated reporters of actual or suspected child maltreatment or the threat thereof. The purpose of this quality improvement project was to determine the knowledge and comfort of nurses in telephone triage in pediatric clinics when dealing with suspected or actual child abuse calls. Nurses (N = 17) from three pediatric primary care clinics and one specialty care orthopedic clinic were surveyed. Based on results of the survey showing a lack of knowledge and adequate referral resources perceived by the nursing staff, resources and staff education were developed, along with a script for guiding maltreatment calls toward standardization of care. Following the intervention, nurses reported an increased comfort level when doing telephone triage for child maltreatment calls, an increase in knowledge of risk factors for county resources. Further, they reported a substantial shift in opinion about the need for a standardized script when responding to child maltreatment telephone calls. Nurses undertaking telephone triage of high-risk child maltreatment calls can improve their comfort and knowledge through a survey of their needs and directed education and resource development for the management of child maltreatment telephone triage.

Human resources in health research institutions in sub-Saharan African countries: results of a questionnaire-based survey.

PubMed

Kebede, Derege; Zielinski, Chris; Mbondji, Peter Ebongue; Sanou, Issa; Kouvividila, Wenceslas; Lusamba-Dikassa, Paul-Samson

2014-05-01

To describe human capacity and staff movement in national health research institutions in 42 sub-Saharan African countries. A structured questionnaire was used to solicit information on governance and stewardship from health research institutions. Eight hundred and forty-seven health research institutions in 42 sub-Saharan African countries. Key informants from 847 health research institutions. The availability, mix and quality of human resources in health research institutions. On average, there were 122 females employed per respondent health research institution, compared with 159 males. For researchers, the equivalent figures were nine females to 17 males. The average annual gross salary of researchers varied between US$ 12,260 for staff with 5-10 years of experience and US$ 14,772 for the institution head. Of those researchers who had joined the institution in the previous 12 months, 55% were employed on a full-time basis. Of the researchers who left the institutions in the same period, 71% had a full-time contract. Among all those who left, those who left to a non-research sector and to another country accounted for two-thirds. The study revealed significant gaps in the area of human capacity development for research in Africa. The results showed a serious shortage of qualified staff engaged in health research, with a dearth of staff that held at least a master's degree or doctoral degree. Major efforts will be required to strengthen human resource capacity, including addressing the lack of motivation or time for research on the part of existing capable staff. © The Royal Society of Medicine.

Capacity-Building in Open Education: An Australian Approach

ERIC Educational Resources Information Center

Bossu, Carina; Fountain, Wendy

2015-01-01

Addressing the gap between global open educational resource (OER) proliferation and the slow adoption of OER and open educational practices (OEP) in Australian higher education, this paper focuses on a capacity-building project targeting academics, academic support staff and educational developers. The conception, design, development, piloting and…

Linking Law to Learning: Instructional Strategies Manual.

ERIC Educational Resources Information Center

Hoffman, Alan, Ed.; Moon, Jeannette B., Ed.

Designed to assist secondary teachers and school systems in classroom instruction, in staff development workshops, and in curriculum design, this manual contains classroom and resource materials that have proven useful in teaching legal education. Although developed specifically for educators in Georgia, the activities can easily be used by…

Comprehensive Metric Education Project: Implementing Metrics at a District Level Administrative Guide.

ERIC Educational Resources Information Center

Borelli, Michael L.

This document details the administrative issues associated with guiding a school district through its metrication efforts. Issues regarding staff development, curriculum development, and the acquisition of instructional resources are considered. Alternative solutions are offered. Finally, an overall implementation strategy is discussed with…

Developing an appropriate staff mix for anticoagulation clinics: functional job analysis approach

NASA Astrophysics Data System (ADS)

Hailemariam, Desta A.; Shan, Xiaojun; Chung, Sung H.; Khasawneh, Mohammad T.; Lukesh, William; Park, Angela; Rose, Adam

2018-05-01

Anticoagulation clinics (ACCs) are specialty clinics that manage patients with blood clotting problems. Since labor costs usually account for a substantial portion of a healthcare organization's budget, optimizing the number and types of staff required was often the focus, especially for ACCs, where labor-intensive staff-patient interactions occur. A significant portion of tasks performed by clinical pharmacists might be completed by clinical pharmacist technicians, which are less-expensive resources. While nurse staffing models for a hospital inpatient unit are well established, these models are not readily applicable to staffing ACCs. Therefore, the objective of this paper is to develop a framework for determining the right staff mix of clinical pharmacists and clinical pharmacy technicians that increases the efficiency of care delivery process and improves the productivity of ACC staff. A framework is developed and applied to build a semi-automated full-time equivalent (FTE) calculator and compare various staffing scenarios using a simulation model. The FTE calculator provides the right staff mix for a given staff utilization target. Data collected from the ACCs at VA Boston Healthcare System is used to illustrate the FTE calculator and the simulation model. The result of the simulation model can be used by ACC managers to easily determine the number of FTEs of clinical pharmacists and clinical pharmacy technicians required to reach the target utilization and the corresponding staffing cost.

Transforming Spaces and Identities: The Contributions of Professional Staff to Learning Spaces in Higher Education

ERIC Educational Resources Information Center

Graham, Carroll

2012-01-01

Staff are a university's key resource. Typically, research has concentrated on the contribution of academic staff, and has largely overlooked the crucial role of professional staff. However, recently there has been an increase in research by professional staff, about professional staff. In Australia, professional staff comprise more than half the…

Online professional development for digitally differentiated nurses: An action research perspective.

PubMed

Green, J K; Huntington, A D

2017-01-01

Professional development opportunities for nurses are increasingly being offered in the online environment and therefore it is imperative that learning designers, nurse educators and healthcare organisations consider how best to support staff to enable Registered Nurses to capitalise on the resources available. Research participants explored educational strategies to support digitally differentiated nurses' engagement with professional development activities in an online environment through a participatory action research project that collected data over a 16 month period through six focus groups before being analysed thematically. The reality of work-based, e-learning while managing clinical workloads can be problematic however specific measures, such as having a quiet space and computer away from the clinical floor, access to professional development resources from anywhere and at any time, can be effective. A 'one-size-fits-all' approach to resources offered will not meet the needs of diverse staffing groups whereas heutagogical learning offers tangible benefits to Registered Nurses seeking professional development opportunities in this context. Apparent proficiency with technological skills may not reflect a Registered Nurse's actual ability in this environment and face-to-face support offered regularly, rather than remedially, can be beneficial for some staff. Implementing specific strategies can result in successful transition to the online environment. Copyright © 2016 Elsevier Ltd. All rights reserved.

Consumer involvement in the health technology assessment program.

PubMed

Royle, Jane; Oliver, Sandy

2004-01-01

This study aims to describe a cycle of development leading to sustainable methods for involving consumers in the management of a program commissioning health technology assessment. Staff time was dedicated to developing procedures for recruiting and briefing consumers to participate in prioritizing, commissioning, and reporting research. Resources and support were developed in light of early feedback from consumers and those working with them. These were piloted and amended before being used routinely. Over 4 years, procedures and resources have been developed to support six consumers attending seven to eight prioritization meetings a year; thirty to forty-five consumers each year commenting on research need for particular topics; thirty consumers a year commenting on research proposals, and twenty a year commenting on research reports. The procedures include clear job descriptions, induction and development days, clear briefing materials, payment for substantial tasks, and regularly seeking feedback to improve procedures. Explicit, inclusive, and reproducible methods for supporting consumer involvement that satisfy National Health Service policy recommendations for involving consumers in research require dedicated staff time to support a cycle of organizational development.

A decision-analytic approach to the optimal allocation of resources for endangered species consultation

USGS Publications Warehouse

Converse, Sarah J.; Shelley, Kevin J.; Morey, Steve; Chan, Jeffrey; LaTier, Andrea; Scafidi, Carolyn; Crouse, Deborah T.; Runge, Michael C.

2011-01-01

The resources available to support conservation work, whether time or money, are limited. Decision makers need methods to help them identify the optimal allocation of limited resources to meet conservation goals, and decision analysis is uniquely suited to assist with the development of such methods. In recent years, a number of case studies have been described that examine optimal conservation decisions under fiscal constraints; here we develop methods to look at other types of constraints, including limited staff and regulatory deadlines. In the US, Section Seven consultation, an important component of protection under the federal Endangered Species Act, requires that federal agencies overseeing projects consult with federal biologists to avoid jeopardizing species. A benefit of consultation is negotiation of project modifications that lessen impacts on species, so staff time allocated to consultation supports conservation. However, some offices have experienced declining staff, potentially reducing the efficacy of consultation. This is true of the US Fish and Wildlife Service's Washington Fish and Wildlife Office (WFWO) and its consultation work on federally-threatened bull trout (Salvelinus confluentus). To improve effectiveness, WFWO managers needed a tool to help allocate this work to maximize conservation benefits. We used a decision-analytic approach to score projects based on the value of staff time investment, and then identified an optimal decision rule for how scored projects would be allocated across bins, where projects in different bins received different time investments. We found that, given current staff, the optimal decision rule placed 80% of informal consultations (those where expected effects are beneficial, insignificant, or discountable) in a short bin where they would be completed without negotiating changes. The remaining 20% would be placed in a long bin, warranting an investment of seven days, including time for negotiation. For formal consultations (those where expected effects are significant), 82% of projects would be placed in a long bin, with an average time investment of 15. days. The WFWO is using this decision-support tool to help allocate staff time. Because workload allocation decisions are iterative, we describe a monitoring plan designed to increase the tool's efficacy over time. This work has general application beyond Section Seven consultation, in that it provides a framework for efficient investment of staff time in conservation when such time is limited and when regulatory deadlines prevent an unconstrained approach. ?? 2010.

A basis of settlement: Economic foundations of permanent pioneer communities

NASA Technical Reports Server (NTRS)

Jones, Eric M.

1992-01-01

High transport costs will dominate the course of lunar development. During the earliest phases, when lunar facilities consist of a research and resource development complex with staff serving tours of a few months, transport costs will encourage local production of fuel, food, and building materials. Once these capabilities are in place and the number of personnel grows to a few hundred, staff rotation might well dominate transport budgets. At that point it would make economic sense to encourage some members of staff to become permanent residents. By analogy with early British settlement in Australia, a vigorous private sector economy could emerge if the lunar organization provided quasi-export earnings through its role as the community's major employer and as the major buyer of locally produced goods. By providing such a market for goods and services, the lunar organization would not only provide a means whereby permanent residents could support themselves, but could also accelerate the process of replacing imported goods with local manufacturers, thereby reducing the cost of operations. By analogy with recent Alaskan experience, if the resource development activity started making money from sales to orbital customers, export taxes and/or royalty payments could also provide means by which a lunar community could support itself.

The Design and Development of Staff Wellbeing Initiatives: Staff Stressors, Burnout and Emotional Exhaustion at Children and Young People's Mental Health in Australia.

PubMed

Coates, Dominiek D; Howe, Deborah

2015-11-01

Mental health work presents problems for staff over and above those encountered in other organisations, including other areas of healthcare. Healthcare workers, in particular mental health workers, have poorer job satisfaction and higher job burnout and turnover compared with established norms for other occupational groups. To make sense of why healthcare workers experience high levels of burnout, a strong body of literature points to the emotionally demanding nature of people-work. The negative effects of mental health work on employee health can be mitigated by the provision of appropriate job resources and wellbeing initiatives. As to develop initiatives that appropriately target staff sources of stress and needs, it is important to engage staff in this process. As such, Children and Young People's Mental Health (CYPMH) and headspace Gosford, in Australia, New South Wales (NSW), developed a survey to identify how staff experience and manage the emotional demands of mental health work, what they identify as key stressors and which initiatives they would like to see implemented. Fifty-five staff (response rate of 73 %) completed the survey, and the results suggest that while staff find the work emotionally demanding, they do not appear to be emotionally exhausted and report administrative rather than client issues as their primary concerns. While a strong body of literature identifies the management of emotions in the workplace as a significant cause of stress, organisational stressors such as working in a bureaucratic environment are also important to understanding staff wellbeing.

A new workforce in the making? A case study of strategic human resource management in a whole-system change effort in healthcare.

PubMed

Macfarlane, Fraser; Greenhalgh, Trish; Humphrey, Charlotte; Hughes, Jane; Butler, Ceri; Pawson, Ray

2011-01-01

This paper seeks to describe the exploration of human resource issues in one large-scale program of innovation in healthcare. It is informed by established theories of management in the workplace and a multi-level model of diffusion of innovations. A realist approach was used based on interviews, ethnographic observation and documentary analysis. Five main approaches ("theories of change") were adopted to develop and support the workforce: recruiting staff with skills in service transformation; redesigning roles and creating new roles; enhancing workforce planning; linking staff development to service needs; creating opportunities for shared learning and knowledge exchange. Each had differing levels of success. The paper includes HR implications for the modernisation of a complex service organisation. This is the first time a realist evaluation of a complex health modernisation initiative has been undertaken.

WE-FG-201-01: Patient Centric Technologies for Diagnosis of Breast and Cervical Cancer

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

Ramanujam, N.

Many low- and middle-income countries lack the resources and services to manage cancer, from screening and diagnosis to radiation therapy planning, treatment and quality assurance. The challenges in upgrading or introducing the needed services are enormous, and include severe shortages in equipment and trained staff. In this symposium, we will describe examples of technology and scientific research that have the potential to impact all these areas. These include: (1) the development of high-quality/low-cost colposcopes for cervical cancer screening, (2) the application of automated radiotherapy treatment planning to reduce staffing shortages, (3) the development of a novel radiotherapy treatment unit, andmore » (4) utilizing a cloud-based infrastructure to facilitate collaboration and QA. Learning Objectives: Understand some of the issues in cancer care in low- resource environments, including shortages in staff and equipment, and inadequate physical infrastructure for advanced radiotherapy. Understand the challenges in developing and deploying diagnostic and treatment devices and services for low-resource environments. Understand some of the emerging technological solutions for cancer management in LMICs. NCI; L. Court, NIH, Varian, Elekta; I. Feain, Ilana Feain is founder and CTO of Nano-X Pty Ltd.« less

WE-FG-201-03: Lean Innovation Transforming Global Access to Best Practice Radiotherapy Treatment

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

Feain, I.

Many low- and middle-income countries lack the resources and services to manage cancer, from screening and diagnosis to radiation therapy planning, treatment and quality assurance. The challenges in upgrading or introducing the needed services are enormous, and include severe shortages in equipment and trained staff. In this symposium, we will describe examples of technology and scientific research that have the potential to impact all these areas. These include: (1) the development of high-quality/low-cost colposcopes for cervical cancer screening, (2) the application of automated radiotherapy treatment planning to reduce staffing shortages, (3) the development of a novel radiotherapy treatment unit, andmore » (4) utilizing a cloud-based infrastructure to facilitate collaboration and QA. Learning Objectives: Understand some of the issues in cancer care in low- resource environments, including shortages in staff and equipment, and inadequate physical infrastructure for advanced radiotherapy. Understand the challenges in developing and deploying diagnostic and treatment devices and services for low-resource environments. Understand some of the emerging technological solutions for cancer management in LMICs. NCI; L. Court, NIH, Varian, Elekta; I. Feain, Ilana Feain is founder and CTO of Nano-X Pty Ltd.« less

WE-FG-201-04: Cloud-Based Collaboration for Radiotherapy Clinical Trials, Research and Training

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

Palta, J.

Many low- and middle-income countries lack the resources and services to manage cancer, from screening and diagnosis to radiation therapy planning, treatment and quality assurance. The challenges in upgrading or introducing the needed services are enormous, and include severe shortages in equipment and trained staff. In this symposium, we will describe examples of technology and scientific research that have the potential to impact all these areas. These include: (1) the development of high-quality/low-cost colposcopes for cervical cancer screening, (2) the application of automated radiotherapy treatment planning to reduce staffing shortages, (3) the development of a novel radiotherapy treatment unit, andmore » (4) utilizing a cloud-based infrastructure to facilitate collaboration and QA. Learning Objectives: Understand some of the issues in cancer care in low- resource environments, including shortages in staff and equipment, and inadequate physical infrastructure for advanced radiotherapy. Understand the challenges in developing and deploying diagnostic and treatment devices and services for low-resource environments. Understand some of the emerging technological solutions for cancer management in LMICs. NCI; L. Court, NIH, Varian, Elekta; I. Feain, Ilana Feain is founder and CTO of Nano-X Pty Ltd.« less

Do Librarians Really Do That? Or Providing Custom, Fee-Based Services.

ERIC Educational Resources Information Center

Whitmore, Susan; Heekin, Janet

This paper describes some of the fee-based, custom services provided by National Institutes of Health (NIH) Library to NIH staff, including knowledge management, clinical liaisons, specialized database searching, bibliographic database development, Web resource guide development, and journal management. The first section discusses selecting the…

Developing Minds: A Resource Book for Teaching Thinking. 3rd Edition.

ERIC Educational Resources Information Center

Costa, Arthur L., Ed.

The major purpose of this book is to rejuvenate the focus on thinking throughout the curriculum. This collection of 85 essays is intended to help educational leaders--teachers, administrators, curriculum workers, staff developers, and teacher educators--infuse curriculum, instruction, and school organization with practices that more fully develop…

Training, L&D, OD, HRD--What's in a Name?

ERIC Educational Resources Information Center

O'Toole, Sean

2010-01-01

This article describes the various aspects of human resources development and highlights the intersections and the differences between what are often mistakenly viewed as interchangeable concepts. It argues that, while it is generally accepted that developing staff is fundamental to good organisational health and business outcomes, a clear…

TRAINING AND DEVELOPMENT HANDBOOK.

ERIC Educational Resources Information Center

CRAIG, ROBERT L., ED.; BITTEL, LESTER R., ED.

TO PROVIDE A BROAD REFERENCE SOURCE, FROM THE VIEWPOINT OF THE EMPLOYER ORGANIZATION, FOR THOSE RESPONSIBLE FOR DEVELOPING HUMAN RESOURCES IN ANY ORGANIZATION, THIS HANDBOOK INCLUDES MATERIALS FOR THE SOPHISTICATED MANAGER OF A LARGE TRAINING STAFF AS WELL AS THE FUNDAMENTALS OF TRAINING FOR THE BEGINNING OR PART-TIME TRAINER. THE LEVELS OF…

E-Learning Development in Higher Education: Maximising Efficiency--Maintaining Quality.

ERIC Educational Resources Information Center

Jones, Deborah; Sims, Rod

Many tertiary institutions in Australia provide support to develop online teaching and learning resources, an environment characterized by demands from students for quality face-to-face and distance education, staff concern over workloads, institutional budgeting constraints and an imperative to use management systems. There also remains a…

ASA24® Instructions for Study Staff & Respondents

Cancer.gov

The following documents have been created by the National Cancer Institute (NCI) as resources for study staff and Respondents. Each resource is available as a ready-to-use PDF to allow users to adapt the content as desired.

Retaining Staff Employees: The Relationship between Human Resources Management Strategies and Organizational Commitment.

ERIC Educational Resources Information Center

Buck, Jeffrey M.; Watson, John L.

2002-01-01

Explored whether an institution's human resources management (HRM) strategies can influence individuals' organizational commitment levels, which ultimately can affect staff turnover rates. Found significant relationship between certain HRM strategies and commitment constructs. (EV)

The challenge of designing a database for auditing surgical in-patients.

PubMed

Branday, J M; Crandon, I; Carpenter, R; Rhoden, A; Meeks-Aitken, N

1999-12-01

Surgical audit is imperative in modern practice, particularly in the developing world where resources are limited and efficient allocation important. The structure, process and outcome of surgical care can be determined for quality assurance or for research. Improved efficiency and reduction of morbidity and mortality are additional goals which may be accomplished. However, computerization, medical staff cooperation and the availability of dedicated staff are among the hurdles which may be encountered. We report the challenge of designing and establishing a database for auditing surgical inpatients in a developing country and the difficulties which were encountered.

Technical Assistance From State Health Departments for Communities Engaged in Policy, Systems, and Environmental Change: The ACHIEVE Program

PubMed Central

Hefelfinger, Jenny; Patty, Alice; Ussery, Ann

2013-01-01

Introduction This study assessed the value of technical assistance provided by state health department expert advisors and by the staff of the National Association of Chronic Disease Directors (NACDD) to community groups that participated in the Action Communities for Health, Innovation, and Environmental Change (ACHIEVE) Program, a CDC-funded health promotion program. Methods We analyzed quantitative and qualitative data reported by community project coordinators to assess the nature and value of technical assistance provided by expert advisors and NACDD staff and the usefulness of ACHIEVE resources in the development and implementation of community action plans. A grounded theory approach was used to analyze and categorize phrases in text data provided by community coordinators. Open coding placed conceptual labels on text phrases. Frequency distributions of the quantitative data are described and discussed. Results The most valuable technical assistance and program support resources were those determined to be in the interpersonal domain (ie, interactions with state expert advisors, NACDD staff, and peer-to-peer support). The most valuable technical assistance events were action institutes, coaches’ meetings, webinars, and technical assistance conference calls. Conclusion This analysis suggests that ACHIEVE communities valued the management and training assistance provided by expert advisors and NACDD staff. State health department expert advisors provided technical guidance and support, including such skills or knowledge-based services as best-practice strategies, review and discussion of community assessment data, sustainability planning, and identification of possible funding opportunities. NACDD staff led development and implementation of technical assistance events. PMID:24157078

Slack resources and quality of primary care.

PubMed

Mohr, David C; Young, Gary J

2012-03-01

Research generally shows that greater resource utilization fails to translate into higher-quality healthcare. Organizational slack is defined as extra organizational resources needed to meet demand. Divergent views exist on organizational slack in healthcare. Some investigators view slack negatively because it is wasteful, inefficient, and costly, whereas others view slack positively because it allows flexibility in work practices, expanding available services, and protecting against environmental changes. We tested a curvilinear relationship between organizational slack and care quality. The study setting was primary care clinics (n=568) in the Veterans Health Administration. We examined organizational slack using the patient panel size per clinic capacity ratio and support staff per provider ratio staffing guidelines developed by the Veterans Health Administration. Patient-level measures were influenza vaccinations, continuity of care, and overall quality of care ratings. We obtained 2 independent patient samples with approximately 28,000 and 62,000 observations for the analysis. We used multilevel modeling and examined the linear and quadratic terms for both organizational slack measures. We found a significant curvilinear effect for panel size per clinic capacity for influenza vaccinations and overall quality of care. We also found support staff per provider exhibited a curvilinear effect for continuity of care and influenza vaccinations. Greater available resources led to better care, but at a certain point, additional resources provided minimal quality gains. Our findings highlight the importance of primary care clinic managers monitoring staffing levels. Healthcare systems managing a balanced provider workload and staff-mix may realize better patient care delivery and cost management.

Improving socially constructed cross-cultural communication in aged care homes: A critical perspective.

PubMed

Xiao, Lily Dongxia; Willis, Eileen; Harrington, Ann; Gillham, David; De Bellis, Anita; Morey, Wendy; Jeffers, Lesley

2018-01-01

Cultural diversity between residents and staff is significant in aged care homes in many developed nations in the context of international migration. This diversity can be a challenge to achieving effective cross-cultural communication. The aim of this study was to critically examine how staff and residents initiated effective cross-cultural communication and social cohesion that enabled positive changes to occur. A critical hermeneutic analysis underpinned by Giddens' Structuration Theory was applied to the study. Data were collected by interviews with residents or their family and by focus groups with staff in four aged care homes in Australia. Findings reveal that residents and staff are capable of restructuring communication via a partnership approach. They can also work in collaboration to develop communication resources. When staff demonstrate cultural humility, they empower residents from culturally and linguistically diverse backgrounds to engage in effective communication. Findings also suggest that workforce interventions are required to improve residents' experiences in cross-cultural care. This study challenges aged care homes to establish policies, criteria and procedures in cross-cultural communication. There is also the challenge to provide ongoing education and training for staff to improve their cross-cultural communication capabilities. © 2017 John Wiley & Sons Ltd.

Sustaining a "culture of silence" in the neonatal intensive care unit during nonemergency situations: a grounded theory on ensuring adherence to behavioral modification to reduce noise levels.

PubMed

Swathi, S; Ramesh, A; Nagapoornima, M; Fernandes, Lavina M; Jisina, C; Rao, P N Suman; Swarnarekha, A

2014-01-01

The aim of this study was to generate a substantive theory explaining how the staff in a resource-limited neonatal intensive care unit (NICU) of a developing nation manage to ensure adherence to behavioral modification components of a noise reduction protocol (NsRP) during nonemergency situations. The study was conducted after implementation of an NsRP in a level III NICU of south India. The normal routine of the NICU is highly dynamic because of various categories of staff conducting clinical rounds followed by care-giving activities. This is unpredictably interspersed with very noisy emergency management of neonates who suddenly fall sick. In-depth interviews were conducted with 36 staff members of the NICU (20 staff nurses, six nursing aides, and 10 physicians). Group discussions were conducted with 20 staff nurses and six nursing aides. Data analysis was done in line with the reformulated grounded theory approach, which was based on inductive examination of textual information. The results of the analysis showed that the main concern was to ensure adherence to behavioral modification components of the NsRP. This was addressed by using strategies to "sustain a culture of silence in NICU during nonemergency situations" (core category). The main strategies employed were building awareness momentum, causing awareness percolation, developing a sense of ownership, expansion of caring practices, evolution of adherence, and displaying performance indicators. The "culture of silence" reconditions the existing staff and conditions new staff members joining the NICU. During emergency situations, a "noisy culture" prevailed because of pragmatic neglect of behavioral modification when life support overrode all other concerns. In addition to this, the process of operant conditioning should be formally conducted once every 18 months. The results of this study may be adapted to create similar strategies and establish context specific NsRPs in NICUs with resource constraints.

A university extension course in leprosy: telemedicine in the Amazon for primary healthcare.

PubMed

Paixão, Maurício Pedreira; Miot, Hélio Amante; de Souza, Pedro Elias; Haddad, Ana Estela; Wen, Chao Lung

2009-01-01

There is a high prevalence of leprosy in the Amazon region of Brazil. We have developed a distance education course in leprosy for training staff of the Family Health Teams (FHTs). The course was made available through a web portal. Tele-educational resources were mediated by professors and coordinators, and included the use of theoretical content available through the web, discussion lists, Internet chat, activity diaries, 3-D video animations (Virtual Human on Leprosy), classes in video streaming and case simulation. Sixty-five FHT staff members were enrolled. All of them completed the course and 47 participants received a certificate at the end of the course. At the end of the course, 48 course-evaluation questionnaires were answered. A total of 47 participants (98%) considered the course as excellent. The results demonstrate the feasibility of an interactive, tele-education model as an educational resource for staff in isolated regions. Improvements in diagnostic skills should increase diagnostic suspicion of leprosy and may contribute to early detection.

Improving clinical handover in a paediatric ward: implications for nursing management.

PubMed

Mannix, Trudi; Parry, Yvonne; Roderick, Allison

2017-04-01

To describe how nursing staff in a paediatric ward improved the conduct of clinical handover, using a practise development approach. ISBAR (Identify, Situation, Background, Assessment and Recommendation) is a mnemonic tool to aid the safe transfer of patient information in clinical handover. The nurses identified the need to improve the use of ISBAR, and other issues related to handover that could compromise patient safety and constrain family-centred care. Sixty-one percent of nurses on the ward contributed to issue identification and the design of the educational material, including a set of written and video resources and incorporating the role of a handover coach. Staff performance was evaluated before and after access to the resources using self-administered Likert scales, observation and a focus group. After the intervention, there was a stronger relationship between the participants' understanding of ISBAR and their application of it in handover. Further, there were statistically significant increases in improved handover practises, including family inclusion and safety checks. A practise development approach is useful in the provision of education to guide clinical performance in patient handover. Nurse managers can use this approach to empower their staff to make positive changes to practise. © 2017 John Wiley & Sons Ltd.

Piloting an information literacy program for staff nurses: lessons learned.

PubMed

Rosenfeld, Peri; Salazar-Riera, Noraliza; Vieira, Dorice

2002-01-01

Intrinsic to all models of evidence-based practice is the need for information literacy and the critical assessment of information. As part of a house-wide evidence-based practice initiative, the objective of this pilot project was to develop the information literacy skills of staff nurses to increase their ability to find and assess available electronic resources for clinical decision making. An intensive care unit was chosen to pilot a unit-based approach to educate staff nurses to perform patient care-related electronic literature searches. An additional goal was to determine the effectiveness of unit-based training sessions on the frequency and quality of electronic literature searches by participating nurses. In addition to the unit-based instruction, nursing and library staff collaborated to develop a Web-based tutorial to supplement and reinforce the content of the training sessions. A pretest-post-test design was used to evaluate the initiative and to assess the effect of the educational intervention over time. Among the lessons learned from this pilot study was that unit-based instruction presents significant obstacles for effective learning of new technological skills for staff nurses.

How to Implement the Ways of Knowing through the Realms of Meaning in Human Resource Management: Ten Recommendations for Selecting Campus Administrators

ERIC Educational Resources Information Center

Jacobs, Karen Dupre; Kritsonis, William Allan

2006-01-01

Human resource management in education is a vital function of hiring, developing, nurturing, and sustaining highly-qualified personnel for the school system. In an age where strong accountability measures are in place, school districts across America must become aware of the types of teachers and administrative staff being selected and retained…

Supporting Self-Improvement in Teaching, Literacy, Language and Numeracy. Tools for Staff Development. Module 3: Resources and the Learning Environment

ERIC Educational Resources Information Center

Basic Skills Agency, 2007

2007-01-01

In unit 1 we consider practical approaches to: (1) creating an effective learning environment; (2) selecting and using resources; (3) using ICT at different stages in the teaching and learning cycle; and (4) getting away from worksheets. Unit 2 looks at effective working with learning supporters and co-workers. [For related reports, see…

Developing an Internet-based Communication System for Residency Training Programs

PubMed Central

Fortin, Auguste H; Luzzi, Kristina; Galaty, Leslie; Wong, Jeffrey G; Huot, Stephen J

2002-01-01

Administrative communication is increasingly challenging for residency programs as the number of training sites expands. The Internet provides a cost-effective opportunity to address these needs. Using the World Wide Web, we developed a single, reliable, accurate, and accessible source of administrative information for residents, faculty, and staff in a multisite internal medicine residency at reduced costs. Evaluation of the effectiveness of the website was determined by tracking website use, materials and personnel costs, and resident, staff, and faculty satisfaction. Office supply and personnel costs were reduced by 89% and personnel effort by 85%. All users were highly satisfied with the web communication tool and all reported increased knowledge of program information and a greater sense of “connectedness.” We conclude that an internet-based communication system that provides a single, reliable, accurate, and accessible source of information for residents, faculty, and staff can be developed with minimum resources and reduced costs. PMID:11972724

Optimising the performance of an outpatient setting.

PubMed

Sendi, Pedram; Al, Maiwenn J; Battegay, Manuel; Al Maiwenn, J

2004-01-24

An outpatient setting typically includes experienced and novice resident physicians who are supervised by senior staff physicians. The performance of this kind of outpatient setting, for a given mix of experienced and novice resident physicians, is determined by the number of senior staff physicians available for supervision. The optimum mix of human resources may be determined using discrete-event simulation. An outpatient setting represents a system where concurrency and resource sharing are important. These concepts can be modelled by means of timed Coloured Petri Nets (CPN), which is a discrete-event simulation formalism. We determined the optimum mix of resources (i.e. the number of senior staff physicians needed for a given number of experienced and novice resident physicians) to guarantee efficient overall system performance. In an outpatient setting with 10 resident physicians, two staff physicians are required to guarantee a minimum level of system performance (42-52 patients are seen per 5-hour period). However, with 3 senior staff physicians system performance can be improved substantially (49-56 patients per 5-hour period). An additional fourth staff physician does not substantially enhance system performance (50-57 patients per 5-hour period). Coloured Petri Nets provide a flexible environment in which to simulate an outpatient setting and assess the impact of any staffing changes on overall system performance, to promote informed resource allocation decisions.

18 CFR 154.8 - Informal submission for staff suggestions.

Code of Federal Regulations, 2011 CFR

2011-04-01

... staff suggestions. 154.8 Section 154.8 Conservation of Power and Water Resources FEDERAL ENERGY... General Provisions and Conditions § 154.8 Informal submission for staff suggestions. Any natural gas... suggestions of the Commission staff prior to filing. Opinions of the Commission staff are not binding upon the...

18 CFR 154.8 - Informal submission for staff suggestions.

Code of Federal Regulations, 2012 CFR

2012-04-01

... staff suggestions. 154.8 Section 154.8 Conservation of Power and Water Resources FEDERAL ENERGY... General Provisions and Conditions § 154.8 Informal submission for staff suggestions. Any natural gas... suggestions of the Commission staff prior to filing. Opinions of the Commission staff are not binding upon the...

18 CFR 154.8 - Informal submission for staff suggestions.

Code of Federal Regulations, 2013 CFR

2013-04-01

... staff suggestions. 154.8 Section 154.8 Conservation of Power and Water Resources FEDERAL ENERGY... General Provisions and Conditions § 154.8 Informal submission for staff suggestions. Any natural gas... suggestions of the Commission staff prior to filing. Opinions of the Commission staff are not binding upon the...

18 CFR 154.8 - Informal submission for staff suggestions.

Code of Federal Regulations, 2010 CFR

2010-04-01

... staff suggestions. 154.8 Section 154.8 Conservation of Power and Water Resources FEDERAL ENERGY... General Provisions and Conditions § 154.8 Informal submission for staff suggestions. Any natural gas... suggestions of the Commission staff prior to filing. Opinions of the Commission staff are not binding upon the...

18 CFR 154.8 - Informal submission for staff suggestions.

Code of Federal Regulations, 2014 CFR

2014-04-01

... staff suggestions. 154.8 Section 154.8 Conservation of Power and Water Resources FEDERAL ENERGY... General Provisions and Conditions § 154.8 Informal submission for staff suggestions. Any natural gas... suggestions of the Commission staff prior to filing. Opinions of the Commission staff are not binding upon the...

The Three-Minute Classroom Walk-Through (Multimedia Kit): A Multimedia Kit for Professional Development

ERIC Educational Resources Information Center

Downey, Carolyn J.; Steffy, Betty E.; English, Fenwick W.; Frase, Larry E.; Poston, William K.

2006-01-01

Showcasing the "Downey Walk-Through"--a method developed over a 40-year period, tested and refined in real-world schools and classrooms, and described in the pioneering book, "The Three-Minute Classroom Walk-Through," this innovative multimedia presentation provides trainers and staff developers with a complete resource answering the questions…

Building Virtuality into University-Based Human Resources Policy in China's Universities

ERIC Educational Resources Information Center

Guoliang, Zhang

2005-01-01

On the basis of discussing the notion of virtual human resources and its structure, this paper analyzes the necessity of building up virtual university teaching staff and proposes a model for the structural makeup of virtual university teaching staff.

Evaluating the link between human resource management decisions and patient satisfaction with quality of care.

PubMed

Oppel, Eva-Maria; Winter, Vera; Schreyögg, Jonas

Patient satisfaction with quality of care is becoming increasingly important in the competitive hospital market. Simultaneously, the growing shortage of clinical staff poses a considerable challenge to ensuring a high quality of care. In this context, a question emerges regarding whether and how human resource management (HRM) might serve as a means to reduce staff shortage problems and to increase patient satisfaction. Although considerable efforts have been devoted to understanding the concepts of patient satisfaction and HRM, little is known about the interrelationships between these concepts or about the link between staff shortage problems and patients' satisfaction with quality of care. The aim of this study was to investigate the relationship between strategic human resource management (SHRM), staff shortage problems, and patients' satisfaction with care. Furthermore, we analyze how the HRM decision to fill short-term vacancies through temporary staffing affects patient satisfaction. We differentiate between physicians and nurses. We develop and empirically test a theoretical model. The data (n = 165) are derived from a survey on SHRM that was sent to 732 German hospitals and from a survey on patient satisfaction that comprises 436,848 patient satisfaction ratings. We use a structural equation modeling approach to test the model. The results indicate that SHRM significantly reduces staff shortage problems for both occupational groups. Having fewer physician shortage problems is significantly associated with higher levels of patient satisfaction, whereas this effect is not significant for nurses. Furthermore, the use of temporary staffing considerably reduces patients' satisfaction with care. Hospital managers are advised to consider the effects of HRM decisions on patients' satisfaction with care. In particular, investments in SHRM targeted at physicians have significantly positive effects on patient satisfaction, whereas the temporary staffing of physicians and nurses should be avoided.

Hearing the Voices of General Staff: A Delphi Study of the Contributions of General Staff to Student Outcomes

ERIC Educational Resources Information Center

Graham, Carroll

2010-01-01

A university's key resource is its staff, both academic and general. However, relatively little attention has been paid to the work of general staff. Yet general staff comprise more than half the workforce in Australian universities and a more rigorous understanding of the contribution of general staff towards the strategic goals of their…

About the Joint Chiefs of Staff

Science.gov Websites

JCS: Search Home Media News Photos Videos Publications About The Joint Staff Chairman Vice Chairman J8 | Force Structure, Resources & Assessment Contact Joint Staff Structure Home : About About the Joint Chiefs of Staff Download the CJCS Historic Guide The Joint Chiefs of Staff consist of the Chairman

18 CFR 388.104 - Informal advice from Commission staff.

Code of Federal Regulations, 2012 CFR

2012-04-01

... Commission staff. 388.104 Section 388.104 Conservation of Power and Water Resources FEDERAL ENERGY REGULATORY... Commission staff. (a) The Commission staff provides informal advice and assistance to the general public and... expressed by the staff do not represent the official views of the Commission, but are designed to aid the...

18 CFR 388.104 - Informal advice from Commission staff.

Code of Federal Regulations, 2013 CFR

2013-04-01

... Commission staff. 388.104 Section 388.104 Conservation of Power and Water Resources FEDERAL ENERGY REGULATORY... Commission staff. (a) The Commission staff provides informal advice and assistance to the general public and... expressed by the staff do not represent the official views of the Commission, but are designed to aid the...

18 CFR 388.104 - Informal advice from Commission staff.

Code of Federal Regulations, 2014 CFR

2014-04-01

... Commission staff. 388.104 Section 388.104 Conservation of Power and Water Resources FEDERAL ENERGY REGULATORY... Commission staff. (a) The Commission staff provides informal advice and assistance to the general public and... expressed by the staff do not represent the official views of the Commission, but are designed to aid the...

18 CFR 388.104 - Informal advice from Commission staff.

Code of Federal Regulations, 2011 CFR

2011-04-01

... Commission staff. 388.104 Section 388.104 Conservation of Power and Water Resources FEDERAL ENERGY REGULATORY... Commission staff. (a) The Commission staff provides informal advice and assistance to the general public and... expressed by the staff do not represent the official views of the Commission, but are designed to aid the...

School Climate Improvement Action Guide for Noninstructional Staff. School Climate Improvement Resource Package

ERIC Educational Resources Information Center

National Center on Safe Supportive Learning Environments, 2017

2017-01-01

Improving school climate takes time and commitment from a variety of people in a variety of roles. This document outlines key action steps that noninstructional staff--including guidance counselors, social workers, school psychologists, office staff, bus drivers, maintenance and facility staff, and food service staff--can take to support school…

Haimei Zheng

Science.gov Websites

Investigators Division Staff Facilities and Centers Staff Jobs Safety Personnel Resources Committees In Case of ; Finance Templates Travel One-Stop Investigators Division Staff Facilities and Centers Staff Jobs Haimei Zheng Staff Scientist hmzheng@lbl.gov 510-486-4110 Research profile » A U.S. Department of Energy

18 CFR 388.104 - Informal advice from Commission staff.

Code of Federal Regulations, 2010 CFR

2010-04-01

... Commission staff. 388.104 Section 388.104 Conservation of Power and Water Resources FEDERAL ENERGY REGULATORY... Commission staff. (a) The Commission staff provides informal advice and assistance to the general public and... expressed by the staff do not represent the official views of the Commission, but are designed to aid the...

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J8 | Force Structure, Resources & Assessment Contact Home : Contact Chairman's Social Media Chairman's Flicker Chairman's Blog SEAC's Social Media SEAC's Facebook SEAC's Flicker SEAC's Twitter Joint Staff's Social Media Joint Staff's Facebook Joint Staff's Flicker Joint Staff 's Twitter Social Media

17 CFR 38.701 - Enforcement staff.

Code of Federal Regulations, 2014 CFR

2014-04-01

... 17 Commodity and Securities Exchanges 1 2014-04-01 2014-04-01 false Enforcement staff. 38.701... MARKETS Disciplinary Procedures § 38.701 Enforcement staff. A designated contract market must establish and maintain sufficient enforcement staff and resources to effectively and promptly prosecute possible...

17 CFR 38.701 - Enforcement staff.

Code of Federal Regulations, 2013 CFR

2013-04-01

... 17 Commodity and Securities Exchanges 1 2013-04-01 2013-04-01 false Enforcement staff. 38.701... MARKETS Disciplinary Procedures § 38.701 Enforcement staff. A designated contract market must establish and maintain sufficient enforcement staff and resources to effectively and promptly prosecute possible...

Creating a Toolkit to Reduce Disparities in Patient Engagement.

PubMed

Keddem, Shimrit; Agha, Aneeza Z; Long, Judith A; Werner, Rachel M; Shea, Judy A

2017-09-01

Patient engagement has become a major focus of health care improvement efforts nationally. Although evidence suggests patient engagement can be beneficial to patients, it has not been consistently defined, operationalized, or translated into practice. Our objective was to develop a toolkit to help providers increase patient engagement and reduce disparities in patient engagement. We used qualitative interviews and observations with staff at primary care sites nationally to identify patient engagement practices and resources used to engage patients. We then used a modified Delphi process, that included a series of conference calls and surveys, where stakeholders reduced lists of engagement practices based on perceived feasibility and importance to develop a toolkit for patient engagement. Sites were selected for interviews and site visits based on the concentration of minority patients served and performance on a measure of patient engagement, with the goal of highlighting practices at sites that successfully serve minority patients. We created a toolkit consisting of patient engagement practices and resources. No identified practice or resource specifically targeted patient engagement of minorities or addressed disparities. However, high-performing, high-minority-serving sites tended to describe more staff training opportunities and staff feedback mechanisms. In addition, low-performing and high-minority-serving sites more often reported barriers to implementation of patient engagement practices. Stakeholders agreed on feasible and important engagement practices. Implementation of this toolkit will be tracked to better understand patient engagement and its effect on patient-centered care and related disparities in care.

Iowa Statewide Disaster Recovery Plan.

ERIC Educational Resources Information Center

Porter, Barry L., Ed.

The purpose in developing a statewide disaster recovery plan for libraries is to encourage librarians at the local level to develop their own plans to be used in time of disaster and to provide information about resources which can be used in an emergency. This manual provides self-assessment forms for identifying staff members and sources of…

The Development of Employability Skills in Novice Workers.

ERIC Educational Resources Information Center

Smith, Erica; Comyn, Paul

This research study attempts to determine how teenage workers develop their employability skills in their first formal jobs. Case studies were carried out in 12 Australian enterprises of varying sizes and drawn from different industry areas. In each case study the following staff were interviewed: senior managers and/or human resources management…

QA RESOURCE MATERIALS TO ASSIST IN DEVELOPING AND WRITING RESEARCH PLANS AT A USEPA OFFICE OF RESEARCH AND DEVELOPMENT DIVISION

EPA Science Inventory

In the process of adapting the Agency's Data Quality Objectives Workshop for presentation at an ORD Research Facility, ownership and consensus approval of the presentation by the Division's research staff was sought. Three groups of researchers, at various levels of responsibilit...

Assessing and developing critical-thinking skills in the intensive care unit.

PubMed

Swinny, Betsy

2010-01-01

A lot of resources are spent on the development of new staff in the intensive care unit (ICU). These resources are necessary because the environment in the ICU is complex and the patients are critically ill. Nurses need an advanced knowledge base, the ability to accurately define and change priorities rapidly, good communication and teamwork skills, and the ability to work in a stressful environment in order to succeed and give their patients quality care. Critical thinking helps the nurse to navigate the complex and stressful environment of the ICU. Critical thinking includes more than just nursing knowledge. It includes the ability to think through complex, multifaceted problems to anticipate needs, recognize potential and actual complications, and to expertly communicate with the team. A nurse who is able to think critically will give better patient care. Various strategies can be used to develop critical thinking in ICU nurses. Nurse leaders are encouraged to support the development of critical-thinking skills in less experienced staff with the goal of improving the nurse's ability to work in the ICU and improving patient outcomes.

Learning and the Part-Time Worker.

ERIC Educational Resources Information Center

Tisdall, Caroline

1999-01-01

Part-time workers, who are primarily female, are not well served by staff development and training models that reflect values and assumptions of traditional working patterns. Part-timers face such training barriers as management attitudes, lack of time and resources, and inflexibility. (SK)

School Counselors: Untapped Resources for Safe Schools.

ERIC Educational Resources Information Center

Callahan, Connie J.

2000-01-01

Principals should consider redirecting school counselors' responsibilities to include directing safe-school teams; establishing networks to identify at-risk students and violent behavior signs; developing conflict-resolution activities; assessing and counseling misbehaving students; devising crisis- management plans; and helping staff predict and…

Human Resources Planning in the Republic of Korea. Improving Technical Education and Vocational Training. World Bank Staff Working Papers Number 554.

ERIC Educational Resources Information Center

Lee, Kye-Woo

During the 1980s the Korean economy will have to undergo far-reaching structural changes. The major problems faced by the Korean labor market continue to be an excessive demand for college graduates and an excessive supply of high school graduates. Their solution requires a renewed national commitment to human resource development with emphasis on…

Lean Manufacturing Improves Emergency Department Throughput and Patient Satisfaction.

PubMed

Kane, Marlena; Chui, Kristen; Rimicci, Janet; Callagy, Patrice; Hereford, James; Shen, Sam; Norris, Robert; Pickham, David

2015-09-01

A multidisciplinary team led by nursing leadership and physicians developed a plan to meet increasing demand and improve the patient experience in the ED without expanding the department's current resources. The approach included Lean tools and engaged frontline staff and physicians. Applying Lean management principles resulted in quicker service, improved patient satisfaction, increased capacity, and reduced resource utilization. Incorporating continuous daily management is necessary for sustainment of continuous improvement activities.

Resource Manual for Handling Body Fluids in the School Setting To Prevent the Transmission of Human Immunodeficiency Virus and Hepatitis B Virus.

ERIC Educational Resources Information Center

Maryland State Dept. of Health and Mental Hygiene, Baltimore.

Guidelines to prevent the transmission of blood-borne diseases, especially those caused by the Human Immunodeficiency Virus (HIV) and the Hepatitis B Virus (HBV), in the school setting are provided in this resource manual for school staff. Sections include information on the reasons for the development of this manual; a summary of the means of HIV…

Alessandra Lanzara

Science.gov Websites

Berkeley Lab Berkeley Lab A-Z Index Phone Book Jobs Search DOE Search MSD Go MSD - Materials Investigators Division Staff Facilities and Centers Staff Jobs Safety Personnel Resources Committees In Case of ; Finance Templates Travel One-Stop Investigators Division Staff Facilities and Centers Staff Jobs

Research culture and capacity in community health services: results of a structured survey of staff.

PubMed

Friesen, Emma L; Comino, Elizabeth J

2017-05-01

Developing research capacity is recognised as an important endeavour. However, little is known about the current research culture, capacity and supports for staff working in community-based health settings. A structured survey of Division of Community Health staff was conducted using the research capacity tool. The survey was disseminated by email and in paper format. Quantitative data were analysed using descriptive statistics. Qualitative data were analysed thematically. In total, 109 usable responses were received, giving a response rate of 26%. Respondents were predominately nurses (n=71, 65.7%), with ~50% reporting post-graduate vocational qualifications. The highest levels of skills or organisational success were in using evidence to plan, promote and guide clinical practice. Most participants were unsure of organisational and team level skills and success at generating research. Few reported recent experience in research-generating activities. Barriers to undertaking research included lack of skills, time and access to external support and funding. Lack of skills and success in accessing external funding and resources to protect research time or to 'buy-in' technical expertise appeared to exacerbate these barriers. Community health staff have limited capacity to generate research with current levels of skill, funding and time. Strategies to increase research capacity should be informed by knowledge of clinicians' research experience and interests, and target development of skills to generate research. Resources and funding are needed at the organisational and team levels to overcome the significant barriers to research generation reported.

18 CFR 385.1902 - Appeals from action of staff (Rule 1902).

Code of Federal Regulations, 2013 CFR

2013-04-01

... staff (Rule 1902). 385.1902 Section 385.1902 Conservation of Power and Water Resources FEDERAL ENERGY... § 385.1902 Appeals from action of staff (Rule 1902). (a) Any staff action (other than a decision or... subpart E of this part) taken pursuant to authority delegated to the staff by the Commission is a final...

18 CFR 385.1902 - Appeals from action of staff (Rule 1902).

Code of Federal Regulations, 2010 CFR

2010-04-01

... staff (Rule 1902). 385.1902 Section 385.1902 Conservation of Power and Water Resources FEDERAL ENERGY... § 385.1902 Appeals from action of staff (Rule 1902). (a) Any staff action (other than a decision or... subpart E of this part) taken pursuant to authority delegated to the staff by the Commission is a final...

States and EPA Office of Research and Development: Partners to Meet State Research Needs

EPA Pesticide Factsheets

EPA Reseach staff holds Tools Cafes for specific Agency partners and stakeholders. At these Tools Cafes, we share and demonstrate tools, talk with users and potential users, and solicit feedback to continually improve and update our resources.

Supervision and Administration: Programs, Positions, Perspectives.

ERIC Educational Resources Information Center

Mills, E. Andrew, Ed.

This anthology is a collection of 17 articles by arts supervisors and administrators. The authors discuss both specific and general aspects of art education program supervision. Topics include staff development, evaluation of art learning, integrating community cultural resources, establishing elementary art specialists, coordinating multiple arts…

Home | University of Illinois Urbana-Champaign

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Students Faculty & Staff Alumni Parents Campus Resources The Next 150 Strategic Plan Inclusive Illinois Search Directory Quicklinks A-Z Index & Directory Map Library Give Now Resources for Students Faculty & Staff Alumni Parents About About Links Overview Leadership Facts Research Milestones Nobels &

Joint Chiefs of Staff > Directorates > J3 | Operations

Science.gov Websites

Joint Staff Structure Joint Staff Inspector General Origin of Joint Concepts U.S. Code | Joint Chiefs of J8 | Force Structure, Resources & Assessment Contact J3 Operations Home : Directorates : J3

WA22 "it's hard to watch people die for a living": embedding the palliative approach into the organisational culture of long term care homes using participatory action research.

PubMed

Kelley, Mary Lou; Kaasalainen, Sharon; McKee, Marg; Marcella, Jill; Gaudet, Alesha; McAnulty, Jessica

2015-04-01

Long term care homes (LTC) in Canada have become a major location of death with 20% or more residents dying each year. Given the increasing age and frailty of residents, this is soon expected to increase to 40%. LTC has struggled to incorporate care of the dying into their day to day practice and culture because death is often absent from formalised policy and protocols. This workshop will share resources created during a 5 year participatory action research project in Ontario, Canada that aimed to improve the quality of life of people who were dying in long term care homes. Through staff participation and empowerment, a process of organisational capacity development was undertaken. An extensive needs assessment was followed by creating an interprofessional palliative care resource team within each home. This team assessed the assets and gaps in their home and guided development of education, policy and clinical practices to address needs. Community partners with expertise in palliative care were engaged to support staff. A framework for palliative care in LTC integrates the palliative approach into the residents' journey from admission to death. Resources for organisational change were developed and organised into a toolkit that is unique to the LTC setting and context, and can be accessed at www.palliativealliance.ca The Quality Palliative Care in Long term Care Toolkit is the first of its kind in Canada. The toolkit can guide LTC management and staff through a process of culture change to incorporate a palliative approach to care. © 2015, Published by the BMJ Publishing Group Limited. For permission to use (where not already granted under a licence) please go to http://group.bmj.com/group/rights-licensing/permissions.

Design-for-Six-Sigma To Develop a Bioprocess Knowledge Management Framework.

PubMed

Junker, Beth; Maheshwari, Gargi; Ranheim, Todd; Altaras, Nedim; Stankevicz, Michael; Harmon, Lori; Rios, Sandra; D'anjou, Marc

2011-01-01

Owing to the high costs associated with biopharmaceutical development, considerable pressure has developed for the biopharmaceutical industry to increase productivity by becoming more lean and flexible. The ability to reuse knowledge was identified as one key advantage to streamline productivity, efficiently use resources, and ultimately perform better than the competition. A knowledge management (KM) strategy was assembled for bioprocess-related information using the technique of Design-for-Six-Sigma (DFSS). This strategy supported quality-by-design and process validation efforts for pipeline as well as licensed products. The DFSS technique was selected because it was both streamlined and efficient. These characteristics permitted development of a KM strategy with minimized team leader and team member resources. DFSS also placed a high emphasis on the voice of the customer, information considered crucial to the selection of solutions most appropriate for the current knowledge-based challenges of the organization. The KM strategy developed was comprised of nine workstreams, constructed from related solution buckets which in turn were assembled from the individual solution tasks that were identified. Each workstream's detailed design was evaluated against published and established best practices, as well as the KM strategy project charter and design inputs. Gaps and risks were identified and mitigated as necessary to improve the robustness of the proposed strategy. Aggregated resources (specifically expense/capital funds and staff) and timing were estimated to obtain vital management sponsorship for implementation. Where possible, existing governance and divisional/corporate information technology efforts were leveraged to minimize the additional bioprocess resources required for implementation. Finally, leading and lagging indicator metrics were selected to track the success of pilots and eventual implementation. A knowledge management framework was assembled for bioprocess-related information using a streamlined and efficient technique that minimized team leader and member resources. The technique also highly emphasized input from the staff, who generated and used the knowledge, information considered crucial to selection of solutions most appropriate for the current knowledge-based challenges in the organization. The framework developed was comprised of nine workstreams, constructed from related solution buckets which were assembled from individual solution tasks that were identified. Each workstream's detailed design was evaluated against published and established best practices, as well as the project charter and design inputs. Gaps and risks were identified and mitigated to improve robustness of the proposed framework. Aggregated resources (specifically expense/capital funds and staff) and timing were estimated to obtain vital management sponsorship for implementation. Where possible, existing governance and information technology efforts were leveraged to minimize additional bioprocess resources required for implementation. Finally, metrics were selected to track the success of pilots and eventual implementation.

The brave new world of older patients: preparing general practice training for an ageing population.

PubMed

Bonney, Andrew; Phillipson, Lyn; Jones, Sandra C; Hall, Julie; Sharma, Rashmi

2015-11-01

Develop and pilot test evidence-based resources for general practice training practices to enhance older patients' (65+ years) interactions with General Practice Registrars (GPRs). In Australia, general practice trainees, referred to as GPRs, see fewer older patients and patients with chronic conditions than doctors who have completed their specialist GP training. This reduces learning opportunities for GPRs in the management of these important patient groups. Therefore, developing effective strategies to improve GPR-older patient interaction is critical to primary care training, to meet the current and future needs of an ageing population. Adopting a social marketing approach, GPR practice resources were developed to address knowledge and attitudinal barriers at the practice and patient level to improve older patient comfort, and willingness to engage, with GPR care. Two focus groups with older patients (n=18) and interviews with staff of training practices (n=12) were utilised to pre-test resources. Amended resources were pilot tested and evaluated in a naturalistic GPR training practice setting using a structured patient questionnaire (n=44). Pilot evaluation suggests improved comfort and willingness of older patients to interact with GPRs. In all, 54% of survey participants indicated they would be more likely to make an appointment with a Registrar in the future as a result of exposure to the resources. In all, 40% of patients would feel comfortable having a GPR manage a complex or chronic condition, which compares favourably with 28% of similarly aged patients in previous research. The use of tailored, engaging and informative GPR resources for older patients and practice staff may be an important contributor to addressing the growing problem of ensuring GPRs are adequately engaged in treating older patients. The adoption of a social marketing framework was instrumental in enhancing the acceptance and effectiveness of this intervention.

College students' preferences for health care providers when accessing sexual health resources.

PubMed

Garcia, Carolyn M; Lechner, Kate E; Frerich, Ellen A; Lust, Katherine A; Eisenberg, Marla E

2014-01-01

Many emerging adults (18-25 year olds) report unmet health needs and disproportionately experience problems such as sexually transmitted infections. This study was conducted to examine college students' perceptions of health care providers, specifically in the context of accessing sexual health resources. Students (N = 52) were recruited from five diverse colleges in one state to participate in a one-to-one interview that involved walking and virtually exploring resources on and near campus. Interviews were conducted from May to November 2010. Open-ended one-to-one interview questions. Inductive qualitative analysis yielded six themes summarizing students' perceptions of provider characteristics, health care resources, the role of their peers, and students' suggestions for strengthening health care services. Importantly, students consider a variety of staff-and their student peers-to be resources for sexual health information and services. Findings emphasize the importance of collaboration between health service staff and broader campus staff because students often turn to campus staff initially. Postsecondary students welcome opportunities to know a provider through interactive websites that include details about providers on campus; their decisions to seek sexual health care services are influenced by their perceptions of providers' characteristics and interpersonal skills. © 2014 Wiley Periodicals, Inc.

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…

Hypothermia in a Rural Setting: An Emergency Medicine Simulation Scenario

PubMed Central

Jong, Robert; Heroux, Aron; Dubrowski, Adam

2017-01-01

Patients presenting with hypothermia in a rural emergency department can be quite challenging to manage without significant mortality and morbidity. Standard medical school curricula do not fully prepare trainees for the unique aspects of practice in northern rural and remote communities. Training opportunities on site may provide a solution to this lack of experience. However, these communities often have limited simulation-based resources and expertise for conducting and developing simulation scenarios. In this technical report, we outline a hypothermia simulation that utilizes only basic resources and is, thus, practical for rural and remote facilities. The aim of this report is to better equip trainees, clinicians, and emergency department staff who may encounter such a scenario in their practice. While the simulation is specifically designed for medical students, resident doctors, and emergency department staff, it could also be applicable in other low-resource settings, such as military bases, search and rescue stations, and arctic travel and tourism infirmaries. PMID:29511605

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

Use of Community Readiness Model to Develop and Evaluate a Pilot Culinary Training Program for School Nutrition Staff.

PubMed

Hildebrand, Deana A; Blevins, Priscilla; Carl, Lillian; Brown, Barbara; Betts, Nancy M; Poe, Tiffany

2018-02-01

Use the Community Readiness Model (CRM) to develop and evaluate a contextually appropriate pilot culinary training program for school nutrition staff members. Mixed methods to guide intervention development. Six school districts in rural and urban areas of a southwestern state. School nutrition staff (n = 36; female; <1 to >20 years' experience). Pre- and post-training assessments used the CRM. Findings from the pre-assessment were used to develop the pilot culinary training intervention. Readiness to integrate new food preparation methods into existing practices. The researchers used t and Wilcoxon tests to compare overall readiness and dimension scores (P ≤ .05). Thematic analysis was used to identify themes from the discussion component of the assessments. Overall readiness increased from vague awareness to preparation (P = .02). Improved dimensions were knowledge of efforts (P = .004), leadership (P = .05), and knowledge of issues (P = .04). Themes included barriers, leadership, and motivation. The CRM was useful for developing and evaluating a contextually appropriate and effective culinary training program for school nutrition staff. Future efforts should address the provision of additional resources such as on-site chefs, small equipment grants, and engaging school stakeholders. Copyright © 2017 Society for Nutrition Education and Behavior. Published by Elsevier Inc. All rights reserved.

Factors associated with staff development processes and the creation of innovative science courses in higher education

NASA Astrophysics Data System (ADS)

Hodges, Jeanelle Bland

1999-11-01

The purpose of the study was to determine factors associated with staff development processes and the creation of innovative science courses by higher education faculty who have participated in a model staff development project. The staff development program was designed for college faculty interested in creating interdisciplinary, constructivist-based science, mathematics, or engineering courses designed for non-majors. The program includes workshops on incorporating constructivist pedagogy, alternative assessment, and technology into interdisciplinary courses. Staff development interventions used in the program include grant opportunities, distribution of resource materials, and peer mentoring. University teams attending the workshops are comprised of faculty from the sciences, mathematics, or engineering, as well as education, and administration. A purposeful and convenient sample of three university teams were subjects for this qualitative study. Each team had attended a NASA Opportunities for Visionary Academics (NOVA) workshop, received funding for course development, and offered innovative courses. Five questions were addressed in this study: (a) What methods were used by faculty teams in planning the courses? (b) What changes occurred in existing science courses? (c) What factors affected the team collaboration process? (d) What personal characteristics of faculty members were important in successful course development? and (e) What barriers existed for faculty in the course development process? Data was collected at each site through individual faculty interviews (N = 11), student focus group interviews (N = 15), and classroom observations. Secondary data included original funding proposals. The NOVA staff development model incorporated effective K--12 interventions with higher education interventions. Analysis of data revealed that there were four factors of staff development processes that were most beneficial. First, the team collaborative processes were crucial in successful course development. Second, the use of instructional grants to fund course development gave credibility to the faculty involved in course development. Third, the faculty members taking the lead in creating teams actively sought out faculty members in the sciences who had previous experience teaching at the K--12 level or in informal education. In addition, college environments were found to have an impact on the success of the innovative course development projects.

Sustainability in Health care by Allocating Resources Effectively (SHARE) 7: supporting staff in evidence-based decision-making, implementation and evaluation in a local healthcare setting.

PubMed

Harris, Claire; Allen, Kelly; Waller, Cara; Dyer, Tim; Brooke, Vanessa; Garrubba, Marie; Melder, Angela; Voutier, Catherine; Gust, Anthony; Farjou, Dina

2017-06-21

This is the seventh in a series of papers reporting Sustainability in Health care by Allocating Resources Effectively (SHARE) in a local healthcare setting. The SHARE Program was a systematic, integrated, evidence-based program for resource allocation within a large Australian health service. It aimed to facilitate proactive use of evidence from research and local data; evidence-based decision-making for resource allocation including disinvestment; and development, implementation and evaluation of disinvestment projects. From the literature and responses of local stakeholders it was clear that provision of expertise and education, training and support of health service staff would be required to achieve these aims. Four support services were proposed. This paper is a detailed case report of the development, implementation and evaluation of a Data Service, Capacity Building Service and Project Support Service. An Evidence Service is reported separately. Literature reviews, surveys, interviews, consultation and workshops were used to capture and process the relevant information. Existing theoretical frameworks were adapted for evaluation and explication of processes and outcomes. Surveys and interviews identified current practice in use of evidence in decision-making, implementation and evaluation; staff needs for evidence-based practice; nature, type and availability of local health service data; and preferred formats for education and training. The Capacity Building and Project Support Services were successful in achieving short term objectives; but long term outcomes were not evaluated due to reduced funding. The Data Service was not implemented at all. Factors influencing the processes and outcomes are discussed. Health service staff need access to education, training, expertise and support to enable evidence-based decision-making and to implement and evaluate the changes arising from those decisions. Three support services were proposed based on research evidence and local findings. Local factors, some unanticipated and some unavoidable, were the main barriers to successful implementation. All three proposed support services hold promise as facilitators of EBP in the local healthcare setting. The findings from this study will inform further exploration.

A Local Net Volume Equation for Iowa

Treesearch

Jerold T. Hahn

1976-01-01

As a part of the 1974 Forest Survey of Iowa, the Station''s Forst Resources Evaluatioin Research Staff developed a merchantable tree volume equation and tables of coefficients for Iowa. They were developed for both board-foot (International ?-inch rule) and cubic foot volumes, for several species and species groups of growing-stock trees. The equation and...

Developing Web-Based Training for Public Health Practitioners: What Can We Learn from a Review of Five Disciplines?

ERIC Educational Resources Information Center

Ballew, Paula; Castro, Sarah; Claus, Julie; Kittur, Nupur; Brennan, Laura; Brownson, Ross C.

2013-01-01

During a time when governmental funding, resources and staff are decreasing and travel restrictions are increasing, attention to efficient methods of public health workforce training is essential. A literature review was conducted to inform the development and delivery of web-based trainings for public health practitioners. Literature was gathered…

Developing Communities of Practice around e-Learning and Project Management

ERIC Educational Resources Information Center

Laxton, Ruth; Applebee, Andrelyn Cheryl

2010-01-01

In 2007-8 the Australian Catholic University (ACU National), undertook a project to develop new resources to provide training and support in eLearning for staff and students. The project was undertaken by a multidisciplinary team drawn from all six campuses and was led by an externally contracted Project Manager/eLearning specialist. This…

Nurse managers' decision-making in daily unit operation in peri-operative settings: a cross-sectional descriptive study.

PubMed

Siirala, Eriikka; Peltonen, Laura-Maria; Lundgrén-Laine, Heljä; Salanterä, Sanna; Junttila, Kristiina

2016-09-01

To describe the tactical and the operational decisions made by nurse managers when managing the daily unit operation in peri-operative settings. Management is challenging as situations change rapidly and decisions are constantly made. Understanding decision-making in this complex environment helps to develop decision support systems to support nurse managers' operative and tactical decision-making. Descriptive cross-sectional design. Data were collected from 20 nurse managers with the think-aloud method during the busiest working hours and analysed using thematic content analysis. Nurse managers made over 700 decisions; either ad hoc (n = 289), near future (n = 268) or long-term (n = 187) by nature. Decisions were often made simultaneously with many interruptions. Ad hoc decisions covered staff allocation, ensuring adequate staff, rescheduling surgical procedures, confirmation tangible resources and following-up the daily unit operation. Decisions in the near future were: planning of surgical procedures and tangible resources, and planning staff allocation. Long-term decisions were: human recourses, nursing development, supplies and equipment, and finances in the unit. Decision-making was vulnerable to interruptions, which sometimes complicated the managing tasks. The results can be used when planning decision support systems and when defining the nurse managers' tasks in peri-operative settings. © 2016 John Wiley & Sons Ltd.

Characteristic and Competency Measurement Instrument Development for Maintenance Staff of Mechanical Expertise with SECI Method: A Case of Manufacturing Company

NASA Astrophysics Data System (ADS)

Mahatmavidya, P. A.; Soesanto, R. P.; Kurniawati, A.; Andrawina, L.

2018-03-01

Human resource is an important factor for a company to gain competitiveness, therefore competencies of each individual in a company is a basic characteristic that is taken into account. The increasing employee’s competency will affect directly to the company's performance. The purpose of this research is to improve the quality of human resources of maintenance staff in manufacturing company by designing competency measurement instrument that aims to assess the competency of employees. The focus of this research is the mechanical expertise of maintenance staff. SECI method is used in this research for managing knowledge that is held by senior employees regarding employee competence of mechanical expertise. The SECI method converts the knowledge of a person's tacit knowledge into an explicit knowledge so that the knowledge can be used by others. The knowledge that is gathered from SECI method is converted into a list of competence and break down into the detailed competency. Based on the results of this research, it is known that 11 general competencies, 17 distinctive competencies, 20 indicators, and 20 item list for assessing the competencies are developed. From the result of competency breakdown, the five-level instrument of measurement is designed which can assist in assessing employee’s competency for mechanical expertise.

An historical overview of the National Network of Libraries of Medicine, 1985–2015

PubMed Central

Speaker, Susan L.

2018-01-01

The National Network of Libraries of Medicine (NNLM), established as the Regional Medical Library Program in 1965, has a rich and remarkable history. The network’s first twenty years were documented in a detailed 1987 history by Alison Bunting, AHIP, FMLA. This article traces the major trends in the network’s development since then: reconceiving the Regional Medical Library staff as a “field force” for developing, marketing, and distributing a growing number of National Library of Medicine (NLM) products and services; subsequent expansion of outreach to health professionals who are unaffiliated with academic medical centers, particularly those in public health; the advent of the Internet during the 1990s, which brought the migration of NLM and NNLM resources and services to the World Wide Web, and a mandate to encourage and facilitate Internet connectivity in the network; and the further expansion of the NLM and NNLM mission to include providing consumer health resources to satisfy growing public demand. The concluding section discusses the many challenges that NNLM staff faced as they transformed the network from a system that served mainly academic medical researchers to a larger, denser organization that offers health information resources to everyone. PMID:29632439

An historical overview of the National Network of Libraries of Medicine, 1985-2015.

PubMed

Speaker, Susan L

2018-04-01

The National Network of Libraries of Medicine (NNLM), established as the Regional Medical Library Program in 1965, has a rich and remarkable history. The network's first twenty years were documented in a detailed 1987 history by Alison Bunting, AHIP, FMLA. This article traces the major trends in the network's development since then: reconceiving the Regional Medical Library staff as a "field force" for developing, marketing, and distributing a growing number of National Library of Medicine (NLM) products and services; subsequent expansion of outreach to health professionals who are unaffiliated with academic medical centers, particularly those in public health; the advent of the Internet during the 1990s, which brought the migration of NLM and NNLM resources and services to the World Wide Web, and a mandate to encourage and facilitate Internet connectivity in the network; and the further expansion of the NLM and NNLM mission to include providing consumer health resources to satisfy growing public demand. The concluding section discusses the many challenges that NNLM staff faced as they transformed the network from a system that served mainly academic medical researchers to a larger, denser organization that offers health information resources to everyone.

Organizational determinants of evaluation practice in Australian prevention agencies.

PubMed

Schwarzman, J; Bauman, A; Gabbe, B; Rissel, C; Shilton, T; Smith, B J

2018-06-01

Program evaluation is essential to inform decision making, contribute to the evidence base for strategies, and facilitate learning in health promotion and disease prevention organizations. Theoretical frameworks of organizational learning, and studies of evaluation capacity building describe the organization as central to evaluation capacity. Australian prevention organizations recognize limitations to current evaluation effectiveness and are seeking guidance to build evaluation capacity. This qualitative study identifies organizational facilitators and barriers to evaluation practice, and explores their interactions in Australian prevention organizations. We conducted semi-structured interviews with 40 experienced practitioners from government and non-government organizations. Using thematic analysis, we identified seven key themes that influence evaluation practice: leadership, organizational culture, organizational systems and structures, partnerships, resources, workforce development and training and recruitment and skills mix. We found organizational determinants of evaluation to have multi-level interactions. Leadership and organizational culture influenced organizational systems, resource allocation and support of staff. Partnerships were important to overcome resource deficits, and systems were critical to embed evaluation within the organization. Organizational factors also influenced the opportunities for staff to develop skills and confidence. We argue that investment to improve these factors would allow organizations to address evaluation capacity at multiple levels, and ultimately facilitate effective evaluation practice.

Building a healthy work environment: a nursing resource team perspective.

PubMed

Vaughan, Leslie; Slinger, Trisha

2013-01-01

Leadership and staff from the London Health Sciences Centre (LHSC) Nursing Resource Team (NRT), including members of their Continuous Quality Improvement (CQI) Council, attended the first Southern Ontario Nursing Resource Team Conference (SONRTC), held March 2012 in Toronto. The SONRTC highlighted healthy work environments (HWEs), noting vast differences among the province's various organizations. Conversely, CQI Council members anecdotally acknowledged similar inconsistencies in HWEs across the various inpatient departments at LHSC. In fact, the mobility of the NRT role allows these nurses to make an unbiased observation about the culture, behaviours and practices of specific units as well as cross-reference departments regarding HWEs. Studies have documented that HWEs have a direct impact on the quality of patient care. Furthermore, the literature supports a relationship between HWEs and nurse job satisfaction. Based on this heightened awareness, the NRT CQI Council aimed to investigate HWEs at LHSC. The American Association of Critical Care Nurses (AACN) Standards for Establishing and Sustaining Healthy Work Environments was adapted in developing a survey for measuring HWEs based on the perceptions of NRT staff. Each of the departments was evaluated in terms of the following indicators: skilled communication, true collaboration, effective decision-making, appropriate staffing, meaningful recognition and authentic leadership (AACN 2005). Ultimately, the Building a Healthy Work Environment: A Nursing Resource Team Perspective survey was employed with NRT nurses at LHSC, and data was collected for use by leadership and staff for creating HWE strategies aimed at improving the quality of patient care.

Approaches to developing the capacity of health policy analysis institutes: a comparative case study.

PubMed

Bennett, Sara; Corluka, Adrijana; Doherty, Jane; Tangcharoensathien, Viroj

2012-03-05

To review and assess (i) the factors that facilitate the development of sustainable health policy analysis institutes in low and middle income countries and (ii) the nature of external support for capacity development provided to such institutes. Comparative case studies of six health policy analysis institutes (3 from Asia and 3 from Africa) were conducted. In each region an NGO institute, an institute linked to government and a university based institute were included. Data collection comprised document review, semi-structured interviews with stakeholders and discussion of preliminary findings with institute staff. The findings are organized around four key themes: (i) Financial resources: three of the institutes had received substantial external grants at start-up, however two of these institutes subsequently collapsed. At all but one institute, reliance upon short term, donor funding, created high administrative costs and unpredictability. (ii) Human resources: the retention of skilled human resources was perceived to be key to institute success but was problematic at all but one institute. In particular staff often moved to better paid positions elsewhere once having acquired necessary skills and experience, leaving remaining senior staff with heavy workloads. (iii) Governance and management: board structures and roles varied according to the nature of institute ownership. Boards made important contributions to organizational capacity through promoting continuity, independence and fund raising. Routine management systems were typically perceived to be strong. (iv) Networks: linkages to policy makers helped promote policy influences. External networks with other research organizations, particularly where these were longer term institutional collaborations helped promote capacity. The development of strong in-country analytical and research capacity to guide health policy development is critical, yet many health policy analysis institutes remain very fragile. A combination of more strategic planning, active recruitment and retention strategies, and longer term, flexible funding, for example through endowments, needs to be promoted. Specific recommendations to funders and institutes are provided.

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.

The impact of workplace empowerment, organizational trust on staff nurses' work satisfaction and organizational commitment.

PubMed

Laschinger, H K; Finegan, J; Shamian, J

2001-01-01

A predictive, nonexperimental design was used to test Kanter's work empowerment theory in a random sample of 412 staff nurses selected from the professional registry list of a central Canadian province. Kanter argues that work environments that provide access to information, support, resources, and opportunity to learn and develop are empowering and influence employee work attitudes, productivity, and organizational effectiveness. Test results suggest that fostering environments that enhance perceptions of empowerment will have positive effects on organizational members and increase organizational effectiveness.

Creating Opportunities for Training California's Public Health Workforce

ERIC Educational Resources Information Center

Demers, Anne L.; Mamary, Edward; Ebin, Vicki J.

2011-01-01

Introduction: Today there are significant challenges to public health, and effective responses to them will require complex approaches and strategies implemented by a qualified workforce. An adequately prepared workforce requires long-term development; however, local health departments have limited financial and staff resources. Schools and…

Neighbors: A Partnership Project between the St. Louis Park, Minnesota Schools and the Military Avionics Division of Honeywell.

ERIC Educational Resources Information Center

Erickson, Cindy; Bengtson, Wayne

1984-01-01

A partnership between Honeywell and a Minnesota school district benefited both organizations through shared resources and provision of staff development programs. Details on how this collaborative project was designed and implemented are discussed. (DF)

Retaining IT Staff through Effective Institutional Planning and Management.

ERIC Educational Resources Information Center

Eleey, Michael

1999-01-01

Recommends a systems approach to ensure a positive working environment for campus information technology professionals to help reduce personnel turnover in this critical area. Guidelines include appropriate compensation, reasonable and effective matching of job scope and resources, problem prevention, and balanced professional development. (DB)

The Risky Business of University/School Collaboration.

ERIC Educational Resources Information Center

Anglin, Leo W.; Viechnicki, Karen J.

Successful university/school collaborations result in meaningful staff development programs that demonstrate shared goals and expectations, that promote a sense of community, and that provide order and discipline for all involved. Institutional collaborations occur when educational organizations combine their resources and personnel to improve the…

Development of a short version of the new brief job stress questionnaire.

PubMed

Inoue, Akiomi; Kawakami, Norito; Shimomitsu, Teruichi; Tsutsumi, Akizumi; Haratani, Takashi; Yoshikawa, Toru; Shimazu, Akihito; Odagiri, Yuko

2014-01-01

This study was aimed to investigate the test-retest reliability and validity of a short version of the New Brief Job Stress Questionnaire (New BJSQ) whose scales have one item selected from a standard version. Based on the results from an anonymous web-based questionnaire of occupational health staffs and personnel/labor staffs, we selected higher-priority scales from the standard version. After selecting one item with highest item-total correlation coefficient from each scale, a 23-item questionnaire was developed. A nationally representative survey was administered to Japanese employees (n=1,633) to examine test-retest reliability and validity. Most scales (or items) showed modest but adequate levels of test-retest reliability (r>0.50). Furthermore, job demands and job resources scales (or items) were associated with mental and physical stress reactions while job resources scales (or items) were also associated with positive outcomes. These findings provided a piece of evidence that the short version of the New BJSQ is reliable and valid.

Development of a Short Version of the New Brief Job Stress Questionnaire

PubMed Central

INOUE, Akiomi; KAWAKAMI, Norito; SHIMOMITSU, Teruichi; TSUTSUMI, Akizumi; HARATANI, Takashi; YOSHIKAWA, Toru; SHIMAZU, Akihito; ODAGIRI, Yuko

2014-01-01

This study was aimed to investigate the test-retest reliability and validity of a short version of the New Brief Job Stress Questionnaire (New BJSQ) whose scales have one item selected from a standard version. Based on the results from an anonymous web-based questionnaire of occupational health staffs and personnel/labor staffs, we selected higher-priority scales from the standard version. After selecting one item with highest item-total correlation coefficient from each scale, a 23-item questionnaire was developed. A nationally representative survey was administered to Japanese employees (n=1,633) to examine test-retest reliability and validity. Most scales (or items) showed modest but adequate levels of test-retest reliability (r>0.50). Furthermore, job demands and job resources scales (or items) were associated with mental and physical stress reactions while job resources scales (or items) were also associated with positive outcomes. These findings provided a piece of evidence that the short version of the New BJSQ is reliable and valid. PMID:24975108

Identifying Effective and Sustainable Measures for Community-Based Environmental Monitoring

NASA Astrophysics Data System (ADS)

McKay, Ariana J.; Johnson, Chris J.

2017-09-01

Resource development projects typically result in monitoring programs that fail to fully consider the values and participation of surrounding communities. Also, monitoring protocols for single environmental values can be insufficient for addressing the cumulative impacts of resource development. Community-based environmental monitoring (CBEM) has emerged as a way to meaningfully include local citizens in the decision-making process and assessment of the development of natural resources. Our research explored how to develop effective and sustainable CBEM. Interviews were conducted with staff from 15 CBEM programs established across Canada to identify criteria of what constitutes effective CBEM. Results demonstrate that CBEM offers an effective, locally adapted, and culturally applicable approach to facilitate community participation in natural resource management and to track environmental change. Benefits of CBEM include: locally relevant monitoring protocols, inclusion of cumulative impacts, better informed decision-making, and increased awareness and collaboration amongst community, governments, and proponents. Challenges associated with CBEM are cost, capacity, longevity, distribution of results, and establishing credibility. This research validates the use of CBEM for improving resource management.

User Policies | Center for Cancer Research

Cancer.gov

User Policies 1. Authorship and Acknowledgement: The SAXS Core facility is a CCR resource dedicated to the CCR researchers. But we also make this resource accessible to non-CCR users free of charge. There are three ways to make use the SAXS Core resource. Asking the SAXS Core staff to collect, process and analyze data, and jointly interpret data with your teams. Asking the core staff to collect data and send it to you.

Exploration De La Résilience éducationnelle Chez Des Enseignants

NASA Astrophysics Data System (ADS)

Théorêt, Manon; Garon, Roseline; Hrimech, Mohamed; Carpentier, Anylène

2006-12-01

AN EXPLORATION OF THE EDUCATIONAL RESILIENCE OF TEACHING STAFF - This study focuses on the degree of resilience displayed by teaching staff with the aim of promoting their professional development and preventing job-related exhaustion. Seven underprivileged schools in Montreal were selected, and 24 teaching staff with contrasting personal profiles were interviewed on the subject of their work. The Alceste software was used to analyse the conversations, which revolved around techniques applied when dealing with critical incidents. The main analysis identified five different discourses among the respondents. Three of these were associated with the more resilient of the teachers and two were associated with the more vulnerable ones. Resilient teaching staff characteristically discussed dealing with aggressive behaviour, the teaching-learning relationship and the subject of social relationships, whereas vulnerable teaching staff focused on work beyond the classroom, people in positions of higher authority and the community. The authors note that teachers who are just embarking on their careers appear more vulnerable than more experienced teaching staff, which suggests that more resources should be provided to support teachers in their profession.

Staff Assist: A Resource to Improve Nursing Home Quality and Staffing

ERIC Educational Resources Information Center

Castle, Nicholas G.

2011-01-01

Purpose: This study describes the creation and use of a web-based resource, designed to help nursing homes implement quality improvements through changes in staffing characteristics. Design and Methods: Information on staffing characteristics (i.e., staffing levels, turnover, stability, and use of agency staff), facility characteristics (e.g.,…

English as a Second Language/Dialect Resource Book for K-12.

ERIC Educational Resources Information Center

British Columbia Dept. of Education, Victoria. Curriculum Development Branch.

This resource guide is designed for use by all educators who work with English-as-a-Second-Language/Dialect (ESL/D) students, including administrators, regular classroom teachers in both elementary and secondary schools, trained ESL/D teachers, and other support staff such as language assistance teachers and special education staff. The book…

When Service Matters: Library Budgets 2010

ERIC Educational Resources Information Center

London, Charles

2010-01-01

There is a surging need for library services, placing high demands on staff time just as staff time and resources are shrinking. The increased demand coupled with decreased resources puts stress on those on the front lines and on administrators, many of whom are themselves suffering the same financial anxieties as their patrons. Nationwide, public…

Opportunities and Challenges of Academic Staff in Higher Education in Africa

ERIC Educational Resources Information Center

Mushemeza, Elijah Dickens

2016-01-01

This paper analyses the opportunities and challenges of academic staff in higher education in Africa. The paper argues that recruitment, appointment and promotion of academic staff should depend highly on their productivity (positive production per individual human resource). The staff profile and qualifications should be posted on the University…

18 CFR 401.85 - Staff and other expert testimony.

Code of Federal Regulations, 2013 CFR

2013-04-01

... 18 Conservation of Power and Water Resources 2 2013-04-01 2012-04-01 true Staff and other expert... ADMINISTRATIVE MANUAL RULES OF PRACTICE AND PROCEDURE Administrative and Other Hearings § 401.85 Staff and other... the presentation of testimony by the Commission's technical staff and other experts, as he may deem...

18 CFR 35.6 - Submission for staff suggestions.

Code of Federal Regulations, 2013 CFR

2013-04-01

... 18 Conservation of Power and Water Resources 1 2013-04-01 2013-04-01 false Submission for staff... § 35.6 Submission for staff suggestions. Any public utility may submit a rate schedule, tariff or service agreement or any part thereof or any material relating thereto for the purpose of receiving staff...

18 CFR 35.6 - Submission for staff suggestions.

Code of Federal Regulations, 2010 CFR

2010-04-01

... 18 Conservation of Power and Water Resources 1 2010-04-01 2010-04-01 false Submission for staff... § 35.6 Submission for staff suggestions. Any public utility may submit a rate schedule, tariff or service agreement or any part thereof or any material relating thereto for the purpose of receiving staff...

18 CFR 401.85 - Staff and other expert testimony.

Code of Federal Regulations, 2010 CFR

2010-04-01

... 18 Conservation of Power and Water Resources 2 2010-04-01 2010-04-01 false Staff and other expert... ADMINISTRATIVE MANUAL RULES OF PRACTICE AND PROCEDURE Administrative and Other Hearings § 401.85 Staff and other... the presentation of testimony by the Commission's technical staff and other experts, as he may deem...

18 CFR 35.6 - Submission for staff suggestions.

Code of Federal Regulations, 2014 CFR

2014-04-01

... 18 Conservation of Power and Water Resources 1 2014-04-01 2014-04-01 false Submission for staff... § 35.6 Submission for staff suggestions. Any public utility may submit a rate schedule, tariff or service agreement or any part thereof or any material relating thereto for the purpose of receiving staff...

18 CFR 401.85 - Staff and other expert testimony.

Code of Federal Regulations, 2012 CFR

2012-04-01

... 18 Conservation of Power and Water Resources 2 2012-04-01 2012-04-01 false Staff and other expert... ADMINISTRATIVE MANUAL RULES OF PRACTICE AND PROCEDURE Administrative and Other Hearings § 401.85 Staff and other... the presentation of testimony by the Commission's technical staff and other experts, as he may deem...

18 CFR 35.6 - Submission for staff suggestions.

Code of Federal Regulations, 2012 CFR

2012-04-01

... 18 Conservation of Power and Water Resources 1 2012-04-01 2012-04-01 false Submission for staff... § 35.6 Submission for staff suggestions. Any public utility may submit a rate schedule, tariff or service agreement or any part thereof or any material relating thereto for the purpose of receiving staff...

18 CFR 401.85 - Staff and other expert testimony.

Code of Federal Regulations, 2014 CFR

2014-04-01

... 18 Conservation of Power and Water Resources 2 2014-04-01 2014-04-01 false Staff and other expert... ADMINISTRATIVE MANUAL RULES OF PRACTICE AND PROCEDURE Administrative and Other Hearings § 401.85 Staff and other... the presentation of testimony by the Commission's technical staff and other experts, as he may deem...

18 CFR 35.6 - Submission for staff suggestions.

Code of Federal Regulations, 2011 CFR

2011-04-01

... 18 Conservation of Power and Water Resources 1 2011-04-01 2011-04-01 false Submission for staff... § 35.6 Submission for staff suggestions. Any public utility may submit a rate schedule, tariff or service agreement or any part thereof or any material relating thereto for the purpose of receiving staff...

Primer on the Implementation of a Pharmacy Intranet Site to Improve Department Communication

PubMed Central

Hale, Holly J.

2013-01-01

Purpose: The purpose of the article is to describe the experience of selecting, developing, and implementing a pharmacy department intranet site with commentary regarding application to other institutions. Clinical practitioners and supporting staff need an effective, efficient, organized, and user-friendly communication tool to utilize and relay information required to optimize patient care. Summary: To create a functional and user-friendly department intranet site, department leadership and staff should be involved in the process from selection of product through implementation. A product that supports both document storage management and communication delivery and has the capability to be customized to provide varied levels of site access is desirable. The designation of an intranet site owner/developer within the department will facilitate purposeful site design and site maintenance execution. A well-designed and up-to-date site along with formal end-user training are essential for staff adoption and continued utilization. Conclusion: Development of a department intranet site requires a considerable time investment by several members of the department. The implementation of an intranet site can be an important step toward achieving improved communications. Staff utilization of this resource is key to its success. PMID:24421523

Primer on the implementation of a pharmacy intranet site to improve department communication.

PubMed

Hale, Holly J

2013-07-01

The purpose of the article is to describe the experience of selecting, developing, and implementing a pharmacy department intranet site with commentary regarding application to other institutions. Clinical practitioners and supporting staff need an effective, efficient, organized, and user-friendly communication tool to utilize and relay information required to optimize patient care. To create a functional and user-friendly department intranet site, department leadership and staff should be involved in the process from selection of product through implementation. A product that supports both document storage management and communication delivery and has the capability to be customized to provide varied levels of site access is desirable. The designation of an intranet site owner/developer within the department will facilitate purposeful site design and site maintenance execution. A well-designed and up-to-date site along with formal end-user training are essential for staff adoption and continued utilization. Development of a department intranet site requires a considerable time investment by several members of the department. The implementation of an intranet site can be an important step toward achieving improved communications. Staff utilization of this resource is key to its success.

Proactive patient rounding to increase customer service and satisfaction on an orthopaedic unit.

PubMed

Tea, Christine; Ellison, Michael; Feghali, Fadia

2008-01-01

Customer service and patient satisfaction have become increasingly important in the healthcare industry. Given limited resources and a myriad of choices, on which facets of patient satisfaction should healthcare providers focus? An analysis of 40,000 observations across 4 hospitals found 1 important intervention: timely staff responsiveness. Using the Plan-Do-Check-Act (PDCA) quality methodology, the goal was set to improve staff responsiveness to orthopaedic patient needs and requests, thus improving patient satisfaction. A model to improve staff responsiveness was systematically developed and implemented. The I Care Rounding model places the emphasis on proactively meeting patient needs through hourly rounding, rather than caregivers providing care in a reactionary mode. After full implementation, positive improvement was demonstrated.

OHD/HL - Staff

Science.gov Websites

Laboratory Branches Hydrologic Software Engineering Branch (HSEB) Hydrologic Science and Modeling Branch (HSMB) General Info Publications Documentation Software Standard and Guidelines Contact Us HL Staff resources and services. Staff Directory Chief, Hydrology Laboratory; Chief, Hydrologic Software Engineering

Mount Rainier National Park

USGS Publications Warehouse

Hoffman, Robert; Woodward, Andrea; Haggerty, Patricia K.; Jenkins, Kurt J.; Griffin, Paul C.; Adams, Michael J.; Hagar, Joan; Cummings, Tonnie; Duriscoe, Dan; Kopper, Karen; Riedel, Jon; Samora, Barbara; Marin, Lelaina; Mauger, Guillaume S.; Bumbaco, Karen; Littell, Jeremy S.

2014-01-01

Natural Resource Condition Assessments (NRCAs) evaluate current conditions for a subset of natural resources and resource indicators in national parks. NRCAs also report on trends in resource condition (when possible), identify critical data gaps, and characterize a general level of confidence for study findings. The resources and indicators emphasized in a given project depend on the park’s resource setting, status of resource stewardship planning and science in identifying high-priority indicators, and availability of data and expertise to assess current conditions for a variety of potential study resources and indicators. Although the primary objective of NRCAs is to report on current conditions relative to logical forms of reference conditions and values, NRCAs also report on trends, when appropriate (i.e., when the underlying data and methods support such reporting), as well as influences on resource conditions. These influences may include past activities or conditions that provide a helpful context for understanding current conditions and present-day threats and stressors that are best interpreted at park, watershed, or landscape scales (though NRCAs do not report on condition status for land areas and natural resources beyond park boundaries). Intensive cause-andeffect analyses of threats and stressors, and development of detailed treatment options, are outside the scope of NRCAs. It is also important to note that NRCAs do not address resources that lack sufficient data for assessment. For Mount Rainier National Park, this includes most invertebrate species and many other animal species that are subject to significant stressors from climate change and other anthropogenic sources such as air pollutants and recreational use. In addition, we did not include an analysis of the physical hydrology associated with streams (such as riverine landforms, erosion and aggradation which is significant in MORA streams), due to a loss of staff expertise from the USGS-BRD staff conducting the work, and human disturbance landcover issues such as the effects of roads, trails, and other anthropogenic developments due to lack of funds.

International Relations: Library Instruction Unit.

ERIC Educational Resources Information Center

Hall, Cathie

In support of the United States Naval Academy's program in international relations, library reference staff developed an instruction unit featuring appropriate research guides and a videotape produced at the Naval Academy Educational Resource Center. The videotape illustrates a sample search strategy and then highlights the use of four basic…

CUNY Tech Continuing Education Annual Report, 1982-1983.

ERIC Educational Resources Information Center

New York City Technical Coll., Brooklyn. Div. of Continuing Education and Extension Services.

This nine-part report reviews the activities and programs of the Division of Continuing Education and Extension Services of New York City Technical College for 1982-83. Following introductory material examining the effects of second-year resource reductions, enrollment declines, space scarcity, staff development activities, credit possibilities…

Child Mental Health.

ERIC Educational Resources Information Center

Fredericks, Jeff, Ed.

2002-01-01

Children's school experience is more positive and productive when they have a sense of personal well being and when they are grounded in stable caring relationships in their early lives. Developed for Head Start staff, administrators and program supervisors, this issue includes features, resources and articles. Some of the most current…

Using activity-based costing to track resource use in group practices.

PubMed

Zeller, T L; Siegel, G; Kaciuba, G; Lau, A H

1999-09-01

Research shows that understanding how resources are consumed can help group practices control costs. An American Academy of Orthopaedic Surgeons study used an activity-based costing (ABC) system to measure how resources are consumed in providing medical services. Teams of accounting professors observed 18 diverse orthopedic surgery practices. The researchers identified 17 resource-consuming business processes performed by nonphysician office staff. They measured resource consumption by assigning costs to each process according to how much time is spent on related work activities. When group practices understand how their resources are being consumed, they can reduce costs and optimize revenues by making adjustments in how administrative and clinical staff work.

Fees for Service in Medical Library Networks

PubMed Central

Cheshier, Robert G.

1972-01-01

In 1969 the Cleveland Health Sciences Library began an Institutional Membership. This was to be a fee-for-service arrangement to provide for library service, consultation on library and related matters, and development of educational programs for a wide range of institutional staff. Over fifty institutions now belong. Experience suggests that serious questions are raised by such a relationship between a resource library and libraries in a number of institutions. The membership involves a per capita cost for Cleveland hospitals with house staff, and a cost-plus-fixed-fee for others. Total access has been provided in hopes that experience in use can lead to the development of costs and policies. PMID:16017608

Visualizing variations in organizational safety culture across an inter-hospital multifaceted workforce.

PubMed

Kobuse, Hiroe; Morishima, Toshitaka; Tanaka, Masayuki; Murakami, Genki; Hirose, Masahiro; Imanaka, Yuichi

2014-06-01

To develop a reliable and valid questionnaire that can distinguish features of organizational culture for patient safety across subgroups such as hospitals, professions, management/non-management positions and units/wards. We developed a Hospital Organizational Culture Questionnaire based on a conceptual framework incorporating items from a review of existing literature. The questionnaire was administered to hospital staff including doctors, nurses, allied health personnel, and administrative staff at six public hospitals in Japan. Reliability and validity were assessed through exploratory factor analysis, multitrait scaling analysis, Cronbach's alpha coefficient and multiple regression analysis using staff-perceived achievement of safety as the response variable. Discriminative power across subgroups was assessed with radar chart profiling. Of the 3304 hospital staff surveyed, 2924 (88.5%) responded. After exploratory factor analysis and multitrait analysis, the finalized questionnaire was composed of 24 items in the following eight dimensions: improvement orientation, passion for mission, professional growth, resource allocation prioritization, inter-sectional collaboration, responsibility and authority, teamwork, and information sharing. Construct validity and internal consistency of dimensions were confirmed with multitrait analysis and Cronbach's alpha coefficients, respectively. Multiple regression analysis showed that improvement orientation, passion for mission, resource allocation prioritization and information sharing were significantly associated with higher achievement in safety practices. Our questionnaire tool was able to distinguish features of safety culture among different subgroups. Our questionnaire demonstrated excellent validity and reliability, and revealed distinct cultural patterns among different subgroups. Quantitative assessment of organizational safety culture with this tool may further the understanding of associated characteristics of each subgroup and provide insight into organizational readiness for patient safety improvement. © 2014 John Wiley & Sons, Ltd.

The Coconut Wireless Project: Sharing Culturally Responsive Pedagogy through the World Wide Web.

ERIC Educational Resources Information Center

Nelson-Barber, Sharon; Trumbull, Elise; Wenn, Richard

Beginning in the 1997-98 school year, WestEd staff, with the support of the Pacific Resources for Education and Learning (PREL), worked intensively with a group of five Chamorro teachers from Rota Elementary School (Hawaii) to develop culturally responsive, standards-based science units. The larger goal was to develop Web-based case examples of…

Service Providers Assessment of the Career Development Needs of Blind and Visually Impaired Students and Rehabilitation Clients and the Resources Available to Meet Those Needs.

ERIC Educational Resources Information Center

Bagley, Martha

1985-01-01

The article considers career development needs of blind and visually impaired individuals and discusses results of a survey of schoolteachers (grades K, three, six, nine, and 12), rehabilitation counselors, management staff of rehabilitation agencies, and agency administrators. Respondents cited the need for greater accessibility to career…

A Cost-Effective Distributed Architecture for Content Delivery and Exchange over Emerging Wireless Technologies

ERIC Educational Resources Information Center

Islam, Khondkar R.

2013-01-01

Opportunities in education are lacking in many parts of the developed nations and are missing in most parts of the developing nations. This is, in significant part, due to shortages of classroom instructional resources such as quality teaching staff, hardware and software. Distance education (DE) has proved to be a successful teaching approach and…

Making It Real: Project Managing Strategic e-Learning Development Processes in a Large, Campus-Based University

ERIC Educational Resources Information Center

Ward, Mary-Helen; West, Sandra; Peat, Mary; Atkinson, Susan

2010-01-01

The University of Sydney is a large, research-intensive, campus-based Australian University. Since 2004 a strategic initiative of project-based eLearning support has been creating teams of non-academic and academic staff, who have worked together to develop online resources to meet identified needs. The University's aims in continuing to provide…

Role of Department Heads in Academic Development: A Leader-Member Exchange and Organizational Resource Perspective

ERIC Educational Resources Information Center

Horne, Andre Leonard; du Plessis, Yvonne; Nkomo, Stella

2016-01-01

This article examines the role of leadership in the development of academic talent in higher education from a social exchange and organizational support perspective. Drawing from a sample of academic staff at a large South African university, the study investigates the extent to which a quality leader-member exchange relationship versus a formal…

Utilising Enterprise Risk Management Strategies to Develop a Governance and Operations Framework for a New Research Complex: A Case Study

ERIC Educational Resources Information Center

Clyde-Smith, Jodi

2014-01-01

Enterprise risk management strategies were used to develop a regulatory and operational framework for a new multi-partner Research Institute that will house up to 900 staff from four different institutions in Queensland, Australia. The Institute will operate in a business environment while functioning as a research resource for the higher…

Investigation of Education Databases in Four States To Support Policy Research on Resource Allocation. Policy Report

ERIC Educational Resources Information Center

Pan, Diane; Smith-Hansen, Lotte; Jones, Debra Hughes; Rudo, Zena H.; Alexander, Celeste; Kahlert, Rahel Kahlert, Rahel

2004-01-01

Information is one of the most important tools education decision makers need to help them effectively spend taxpayer money, allocate qualified staff, and determine the effectiveness of education investments. Decision makers must understand the role and influence of monetary and staff resources on the education system, and they must have…

Researching into Learning Resources in Colleges and Universities. The Practical Research Series.

ERIC Educational Resources Information Center

Higgins, Chris; Reading, Judy; Taylor, Paul

This book examines issues and methods for conducting research into the educational resource environment in colleges and universities. That environment is defined as whatever is used to facilitate the learning process, including learning space, support staff, and teaching staff. Chapter 1 is an introduction to the series and lays out the process of…

18 CFR 2.1b - Availability in contested cases of information acquired by staff investigation.

Code of Federal Regulations, 2010 CFR

2010-04-01

... 18 Conservation of Power and Water Resources 1 2010-04-01 2010-04-01 false Availability in contested cases of information acquired by staff investigation. 2.1b Section 2.1b Conservation of Power and Water Resources FEDERAL ENERGY REGULATORY COMMISSION, DEPARTMENT OF ENERGY GENERAL RULES GENERAL POLICY...

18 CFR 2.1b - Availability in contested cases of information acquired by staff investigation.

Code of Federal Regulations, 2013 CFR

2013-04-01

... 18 Conservation of Power and Water Resources 1 2013-04-01 2013-04-01 false Availability in contested cases of information acquired by staff investigation. 2.1b Section 2.1b Conservation of Power and Water Resources FEDERAL ENERGY REGULATORY COMMISSION, DEPARTMENT OF ENERGY GENERAL RULES GENERAL POLICY...

18 CFR 2.1b - Availability in contested cases of information acquired by staff investigation.

Code of Federal Regulations, 2014 CFR

2014-04-01

... 18 Conservation of Power and Water Resources 1 2014-04-01 2014-04-01 false Availability in contested cases of information acquired by staff investigation. 2.1b Section 2.1b Conservation of Power and Water Resources FEDERAL ENERGY REGULATORY COMMISSION, DEPARTMENT OF ENERGY GENERAL RULES GENERAL POLICY...

18 CFR 2.1b - Availability in contested cases of information acquired by staff investigation.

Code of Federal Regulations, 2012 CFR

2012-04-01

... 18 Conservation of Power and Water Resources 1 2012-04-01 2012-04-01 false Availability in contested cases of information acquired by staff investigation. 2.1b Section 2.1b Conservation of Power and Water Resources FEDERAL ENERGY REGULATORY COMMISSION, DEPARTMENT OF ENERGY GENERAL RULES GENERAL POLICY...

[Schistosomiasis status of staff in Hydrology Bureau of Yangtze Water Resources Committee in 2013].

PubMed

Fu, Jun; Leng, Cheng-mei; Tang, Min; Yao, Wei-gang

2014-08-01

To understand the status of schistosomiasis of staff in the Hydrology Bureau of Yangtze Water Resources Committee and the Oncomelania hupensis snail condition of their work areas in 2013, so as to provide the evidences for the schistosomiasis control in the industry. The physical examination data about schistosomiasis of the staff from 2006 to 2013 were collected and analyzed to understand the schistosomiasis prevalence condition of the staff and the changes of their liver parenchyma. Meanwhile, the snail status in the work areas was surveyed. There were 1,393 staff involved in the physical examinations of schistosomiasis in 2003, 197 of them were schistosomiasis patients, the prevalence rate was 14.14%, and no new acute schistosomiasis case occurred. The cases whose liver parenchyma were classified as Grade 0, I , II , III occupied 28.9%, 67.0%, 3.05% and 1.02%, respectively. A total of 24 work areas were involved in the snail survey, and 71 snails were captured. Among the whole snails captured, 39 were living snails, but no schistosome infected snails were found. The prevalence rate of schistosomiasis in staff of the Hydrology Bureau of Yangtze Water Resources Committee is relatively high, so the schistosomiasis surveillance as well as the snail survey and control still should be carried out consistently.

The Resource Team: an innovative service delivery support model for mental health services.

PubMed

O'Sullivan, Julie; Powell, Jacinta; Gibbon, Peter; Emmerson, Brett

2009-04-01

This paper outlines the development of the Resource Team, an innovative service delivery model supporting clinical services at the Inner North Brisbane Mental Health Service, Royal Brisbane and Women's Hospital Health Service District. The team aims to provide a base for specialist mental health support staff, improve knowledge management and support the development of meaningful community partnerships. Development of the team included a literature review and consultation with internal and external stakeholders. From this, the objectives, roles and functions of the team were clarified and disseminated to stakeholders. The team currently encompasses 12 positions and has initiated a number of programs and service developments. These include improved IT management of clinical resources and the development of partnerships with the community and non-government sectors. The Resource Team effectively coordinates specialist clinical support positions, addresses knowledge management issues and facilitates meaningful engagement with the community and non-government sectors. The model could easily be applied in other mental health and general health services.

Gen. Paul J. Selva > Joint Chiefs of Staff > Article View

Science.gov Websites

aircraft systems and executive officer, Deputy Chief of Staff, Plans and Resources, Headquarters Strategic Facebook on Flickr Joint Chiefs Army Chief of Staff Marine Corps Commandant Chief of Naval Operations Air Force Chief of Staff Chief of National Guard Bureau Biographies Directorates Directorates of Management

Iranian staff nurses' views of their productivity and human resource factors improving and impeding it: a qualitative study

PubMed Central

Nayeri, Nahid Dehghan; Nazari, Ali Akbar; Salsali, Mahvash; Ahmadi, Fazlollah

2005-01-01

Background Nurses, as the largest human resource element of health care systems, have a major role in providing ongoing, high-quality care to patients. Productivity is a significant indicator of professional development within any professional group, including nurses. The human resource element has been identified as the most important factor affecting productivity. This research aimed to explore nurses' perceptions and experiences of productivity and human resource factors improving or impeding it. Method A qualitative approach was used to obtain rich data; open, semi-structured interviews were also conducted. The sampling was based on the maximum variant approach; data analysis was carried out by content analysis, with the constant comparative method. Results Participants indicated that human resources issues are the most important factor in promoting or impeding their productivity. They suggested that the factors influencing effectiveness of human resource elements include: systematic evaluation of staff numbers; a sound selection process based on verifiable criteria; provision of an adequate staffing level throughout the year; full involvement of the ward sister in the process of admitting patients; and sound communication within the care team. Paying attention to these factors creates a suitable background for improved productivity and decreases negative impacts of human resource shortages, whereas ignoring or interfering with them would result in lowering of nurses' productivity. Conclusion Participants maintained that satisfactory human resources can improve nurses' productivity and the quality of care they provide; thereby fulfilling the core objective of the health care system. PMID:16212672

Nursing home spending, staffing, and turnover.

PubMed

Kash, Bita A; Castle, Nicholas G; Phillips, Charles D

2007-01-01

Recent work on nursing home staffing and turnover has stressed the importance of ownership and resources. However, few studies have examined spending behaviors, which might also influence staffing levels and staff turnover rates. This study investigates whether spending behaviors measured by financial ratios are associated with staffing levels and staff turnover in nursing homes. We analyzed cross-sectional data from 1,014 Texas homes. Data were from the 2002 Texas Nursing Facility Medicaid Cost Report and the 2003 Area Resource File. First, we examined differences in financial ratios by ownership type. Next, the effect of 10 financial ratios on staffing levels and turnover rates for registered nurses, licensed vocational nurses, and certified nursing assistants was examined using robust regression models. Descriptive data indicated that expense ratios related to resident care activities and staff development were significantly higher among not-for-profit than for-profit homes. Higher profits were associated with lower staffing levels, but not higher turnover rates. Administrative expenses (a measure of management capacity) had a negative impact both on staffing levels and staff turnover for licensed vocational nurses and certified nursing assistants, but they did not affect registered nurse staffing. Employee benefit expenses exhibited a positive impact on registered nurse and licensed vocational nurse staffing levels. The addition of information on financial ratios to models predicting staffing indicators reduced the effect of ownership on these indicators. Solutions to the staffing and turnover problem should focus on more effective management practices. Certain levels of administrative and staff benefit expenses may be necessary to improve professional staff recruitment and reduce both staffing and turnover costs. Differences in these financial ratios may partially explain the role played by ownership in determining staffing levels and turnover.

Continuing education for staff in long-term care facilities: corporate philosophies and approaches.

PubMed

Ross, M M; Carswell, A; Dalziel, W B; Aminzadeh, F

2001-01-01

The purpose of this study was to determine corporate philosophies of continuing education and approaches to meeting the learning needs of staff who strive to provide for the increasingly challenging care requirements of seniors who reside in long-term care facilities. In-depth interviews lasting approximately 1 hour were conducted with key informants at the administrative level from nine long-term care facilities. Content analysis revealed a commitment to continuing education for staff. While recognizing the importance of organizational responsibility for continuing education, administrators placed emphasis on the individual responsibility of staff. Learning needs were identified as affective, managerial, and physical in nature. Challenges to providing continuing education programs were derived from a general lack of fiscal and human resources. A variety of measures was suggested as important to supporting the continuing learning of staff. Implications of this study point to the need for long-term care facilities to incorporate into their strategic plans measures of ensuring continuing education as a basis for the ongoing competence and development of staff. In addition, there is a need for collaboration between long-term care facilities and other institutions of a long-term care, acute care, and educational nature in the development of strategies to operationalize a philosophy of continuing learning as a basis for the provision of optimal care to residents.

Your New Role in the Organizational Drama: Measuring Effectiveness.

ERIC Educational Resources Information Center

Chalofsky, Neal E.; Reinhart, Carlene

1988-01-01

Presents a research-based model for human resource development effectiveness. Model standards specify that the HRD function has (1) the ability to diagnose problems, (2) the support of the corporate mission and culture, (3) a commitment to strategic planning and support for organizational change, (4) clearly defined staff roles and…

Home Page, Sweet Home Page: Creating a Web Presence.

ERIC Educational Resources Information Center

Falcigno, Kathleen; Green, Tim

1995-01-01

Focuses primarily on design issues and practical concerns involved in creating World Wide Web documents for use within an organization. Concerns for those developing Web home pages are: learning HyperText Markup Language (HTML); defining customer group; allocating staff resources for maintenance of documents; providing feedback mechanism for…

Command Sgt. Maj. John Wayne Troxell > Joint Chiefs of Staff > Article View

Science.gov Websites

DOCNET Leadership CJCS | Gen. Dunford on Flickr VCJCS | Gen. Selva on Flickr SEAC | CSM Troxell on J8 | Force Structure, Resources & Assessment Contact Home : Leadership : Article View Command Sgt includes Ranger, Airborne, Jumpmaster, Pathfinder, the Primary Leadership Development Course, the Basic

Handbook for Qualities of Effective Teachers

ERIC Educational Resources Information Center

Stronge, James H.; Tucker, Pamela D.; Hindman, Jennifer L.

2004-01-01

This book makes it much easier to implement a staff development, teacher education, or self-help program to improve the six research-based teacher qualities that are most apt to raise student achievement. Use the dozens of assessments, observation guides, planning tools, and other resources to: (1) Strengthen teachers' verbal abilities, content…

Occupation-Specific VESL Teaching Techniques. A VESL Staff Development Training Resource Packet.

ERIC Educational Resources Information Center

West, Linda; Wilkinson, Betty

Materials for a workshop on teaching vocational English as a Second Language (VESL) are gathered. An annotated outline presents the content and sequence of the workshop, including an icebreaker activity, general techniques for teaching occupation-specific vocabulary, sample lesson plans and accompanying instructional materials for teaching…

77 FR 33000 - Solicitation for a Cooperative Agreement: Resources for NIC's Web Site on Data Collection and...

Federal Register 2010, 2011, 2012, 2013, 2014

2012-06-04

... examples of policy and procedure governing information management; information on effective practices in developing or acquiring automated information management systems; and an overview of current information... agencies do not have staff dedicated to data collection and analysis, information system management, or...

Adult Career Counseling Center. Fifteenth Annual Report, September 1997-June 1998.

ERIC Educational Resources Information Center

Goodman, Jane

The Adult Career Counseling Center (ACCC) at Oakland University provides career exploration and planning opportunities to community adults at no cost; trains faculty, staff, and students in the use of computer-assisted career guidance programs; and supports research efforts for a better understanding of career development resources. Clients…

Policy Rhetorics and Resource Neutral Reforms in Higher Education: Their Impact and Implications?

ERIC Educational Resources Information Center

Sugrue, Ciaran; Solbrekke, Tone Dyrdal

2017-01-01

As higher education (HE) comes under increasing pressure from policy-makers, nationally and internationally, to contribute more directly to economic development, tensions between more traditional missions of universities and their more recent entrepreneurial makeovers create major dilemmas for academic staff regarding their roles and…

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)

Improving Sex Equity in Postsecondary Vocational/Technical Programs: A Resource Manual.

ERIC Educational Resources Information Center

Lovelace, Bill E.; And Others

This manual was developed to assist postsecondary administrators, faculty, staff, and students by providing materials specifically designed to eliminate sex bias and stereotyping of students and to recruit students into nontraditional careers and vocational-technical programs. The manual is organized in six sections. The first section introduces…

Museums and the Education of Adults.

ERIC Educational Resources Information Center

Chadwick, Alan, Ed.; Stannett, Annette, Ed.

This book, which is intended for individuals involved in the education of adults and museum education, explores the potential role of museums in creation of a learning society, possibilities for collaboration between museums and adult education providers, access to museum resources by adult learners, and training and staff development. The…

Education Information Centers: An Evaluation.

ERIC Educational Resources Information Center

Tice, Karin E.; Gill, Stephen Joel

1991-01-01

Key findings of an evaluation of the Education Information Centers (EICs) project were that (1) many EICs have affected patrons lives; (2) libraries have improved career collections, attracted new patrons, and become viewed as community resources; (3) library staff have developed better ways to ascertain information needs; and (4) new agency…

The Day Search Stood Still

ERIC Educational Resources Information Center

Sexton, Will

2010-01-01

That little rectangle with a button next to it? (Those things called search boxes but might just as well be called "resource drains.") Imagine it disappearing from a library's webpages. The intricate works behind these design elements make up a major portion of what library staff spends time and money developing, populating, supporting,…

Third World Libraries; Is There an American Role?

ERIC Educational Resources Information Center

Sager, Donald J.

1994-01-01

Presents viewpoints of four library professionals on the role of American libraries in the development of third world libraries. Topics discussed include the role of libraries in democracies; financial and human resource needs; the role of library associations; and staff exchange programs, including the American Library Association's Library…

Open Educational Resources

ERIC Educational Resources Information Center

Mallon, Melissa

2015-01-01

One particular topic likely on the minds of many university faculty, staff, and administrators starting a new academic year is budgets. While budget constraints are nothing new to libraries, many academic departments are starting to see more cuts in areas of faculty research and curriculum development. Academic libraries are in a prime position to…

Management Information System Project.

ERIC Educational Resources Information Center

Foley, Walter J.; Harr, Gordon G.

The Management Information System (MIS) described in this report represents a plan to utilize modern management techniques to facilitate the goal of a learner-responsive school system. The MIS component is being developed to meet the need for the coordination of the resources of staff, facilities, and time with the long range planning and…

The Teacher Trainer: A Practical Journal Mainly for Modern Language Teacher Trainers, 1992.

ERIC Educational Resources Information Center

Woodward, Tessa, Ed.

1992-01-01

This document consists of the three issues of the serial "The Teacher Trainer" issued during 1992. Articles include: "Resistance to Change in Teacher Training Courses"; "Teacher Training Games Series: Game 6: Language Bridge"; "How Trainees Can Provide a Resource for Staff Development"; "Do Unto Them As…

Restraint and Seclusion: Resource Document

ERIC Educational Resources Information Center

US Department of Education, 2012

2012-01-01

The first responsibility of education leaders must be to ensure that schools foster learning in a safe and healthy environment for all of our children, teachers, and staff. To support schools in fulfilling that responsibility, the U.S. Department of Education has developed this document that describes 15 principles for States, school districts,…

Using One Evaluation to Affect Many

ERIC Educational Resources Information Center

Ong, Angelina; Cadenhead, Christina

2015-01-01

Although visitor studies has gained in popularity in the museum field over the past decade, staff members in many institutions still believe that evaluation is a time-consuming, often complex practice that requires considerable resources and expertise. Over the past few years, evaluation professionals have begun developing innovative methods to…

Those Summer Nights: Building Audience through Calculated Risk

ERIC Educational Resources Information Center

Eterginoso, Rylee

2017-01-01

In the summer of 2016, the Staten Island Museum was challenged with developing an audience for its new building and location. With exhibitions that change infrequently, programs became the way guests accessed museum resources. Museum staff reinvented the personality of museum programming while putting its new location "on the map." The…

Building Community Based Initiatives in Rural Coastal Communities. Staff Paper 95.2.

ERIC Educational Resources Information Center

Behr, Chris; Lamb, Greg; Miller, Al; Sadowske, Sue; Shaffer, Ron

In rural coastal communities, trade-offs between conserving and developing environmentally sensitive resources are acute. At the community level, part-time volunteers and citizen officials are asked to make complex decisions based on ambiguous and frequently contradictory "scientific" evidence of economic and environmental relationships.…

Recent Developments in Special Education: Proceedings of the Professional Seminar in Special Education Held at Macquarie University to Commemorate the International Year of the Child (North Ryde, Australia, September 14-December 7, 1979).

ERIC Educational Resources Information Center

Ward, James, Ed.; Bochner, Sandra, Ed.

Intended for teachers, resource staff, administrators, counselors, research workers, and individuals in training, the document presents 15 papers from a series of professional seminars on developments in the field of special education. Entries include the following titles and authors: "Direct Instruction Technology--Recent Developments and…

Managing diverse occupational therapy resources in a creative, corporate model.

PubMed

Baptiste, S

1993-10-01

Two occupational therapy departments were amalgamated into a corporate whole and charged with the development of a workable, corporate structure. The departmental model which was developed served to enhance the concepts of quality of working life, employee autonomy, management team and quality circle theory. This paper provides a background from business and organizational literature, and outlines the development of the departmental model, in concert with the adoption of the client-centred model of occupational performance as a department basis for practice. This development was taking place concurrently with larger, institutional changes into a decentralized clinical programme management model. Discussion highlights the level of staff satisfaction with the changes, areas of concern during the development of the system and plans for the future growth. During this period of massive and critical change in the delivery of health care services, there has been a trend in restructuring health care institutions towards decentralized models. This paper will describe the experience of one occupational therapy department in developing an innovative departmental structure involving participatory management amalgamation. It is believed that the experience of the past occupational therapy work units with one viable option for a renewed management model. Staff skill sets can be maximized and optimal potential realized while faced with inevitable resource shrinkage and service reorganization.

Building and maintaining a library Gopher: traditional skills applied to emerging resources.

PubMed

Riley, R A; Shipman, B L

1995-04-01

Gopher software has emerged rapidly as a powerful tool for providing library users with organized access to Internet resources. Building and maintaining Gophers is one way in which librarians' traditional knowledge and skills are being applied in a nontraditional area. In March 1992, the University of Michigan's ULibrary Gopher was created, mainly as a means of providing access to U.S. Census data and the U.S. Department of Commerce's Economic Bulletin Board. In an effort to broaden the scope of the Gopher, librarians were asked to submit ideas for new resources to access. The result was the ULibrary Gopher Working Group, a team of eighteen librarians from six libraries on campus. The Alfred Taubman Medical Library staff drafted a menu design for life sciences resources and received basic UNIX training. In March 1993, the life sciences section of ULibrary became fully operational and now is maintained by the Taubman staff. This paper describes the history of the ULibrary Gopher and the working group, the creation and ongoing maintenance of the life sciences area of the Gopher, staffing issues, and the relationship of Gopher building to traditional collection development.

HKHC Community Dashboard: design, development, and function of a Web-based performance monitoring system.

PubMed

Bors, Philip A; Kemner, Allison; Fulton, John; Stachecki, Jessica; Brennan, Laura K

2015-01-01

As part of Robert Wood Johnson Foundation's Healthy Kids, Healthy Communities (HKHC) national grant program, a technical assistance team designed the HKHC Community Dashboard, an online progress documentation and networking system. The Dashboard was central to HKHC's multimethod program evaluation and became a communication interface for grantees and technical assistance providers. The Dashboard was designed through an iterative process of identifying needs and priorities; designing the user experience, technical development, and usability testing; and applying visual design. The system was created with an open-source content management system and support for building an online community of users. The site developer trained technical assistance providers at the national program office and evaluators, who subsequently trained all 49 grantees. Evaluators provided support for Dashboard users and populated the site with the bulk of its uploaded tools and resource documents. The system tracked progress through an interactive work plan template, regular documentation by local staff and partners, and data coding and analysis by the evaluation team. Other features included the ability to broadcast information to Dashboard users via e-mail, event calendars, discussion forums, private messaging, a resource clearinghouse, a technical assistance diary, and real-time progress reports. The average number of Dashboard posts was 694 per grantee during the grant period. Technical assistance providers and grantees uploaded a total of 1304 resource documents. The Dashboard functions with the highest grantee satisfaction were its interfaces for sharing and progress documentation. A majority of Dashboard users (69%) indicated a preference for continued access to the Dashboard's uploaded resource documents. The Dashboard was a useful and innovative tool for participatory evaluation of a large national grant program. While progress documentation added some burden to local project staff, the system proved to be a useful resource-sharing technology.

Exploring weight loss services in primary care and staff views on using a web-based programme.

PubMed

Ware, Lisa J; Williams, Sarah; Bradbury, Katherine; Brant, Catherine; Little, Paul; Hobbs, F D Richard; Yardley, Lucy

2012-01-01

Demand is increasing for primary care to deliver effective weight management services to patients, but research suggests that staff feel inadequately resourced for such a role. Supporting service delivery with a free and effective web-based weight management programme could maximise primary care resource and provide cost-effective support for patients. However, integration of e-health into primary care may face challenges. To explore primary care staff experiences of delivering weight management services and their perceptions of a web-based weight management programme to aid service delivery. Focus groups were conducted with primary care physicians, nurses and healthcare assistants (n = 36) involved in delivering weight loss services. Data were analysed using inductive thematic analysis. Participants thought that primary care should be involved in delivering weight management, especially when weight was aggravating health problems. However, they felt under-resourced to deliver these services and unsure as to the effectiveness of their input, as routine services were not evaluated. Beliefs that current services were ineffective resulted in staff reluctance to allocate more resources. Participants were hopeful that supplementing practice with a web-based weight management programme would enhance patient services and promote service evaluation. Although primary care staff felt they should deliver weight loss services, low levels of faith in the efficacy of current treatments resulted in provision of under-resourced and 'ad hoc' services. Integration of a web-based weight loss programme that promotes service evaluation and provides a cost-effective option for supporting patients may encourage practices to invest more in weight management services.

Medical Education in Decentralized Settings: How Medical Students Contribute to Health Care in 10 Sub-Saharan African Countries.

PubMed

Talib, Zohray; van Schalkwyk, Susan; Couper, Ian; Pattanaik, Swaha; Turay, Khadija; Sagay, Atiene S; Baingana, Rhona; Baird, Sarah; Gaede, Bernhard; Iputo, Jehu; Kibore, Minnie; Manongi, Rachel; Matsika, Antony; Mogodi, Mpho; Ramucesse, Jeremais; Ross, Heather; Simuyeba, Moses; Haile-Mariam, Damen

2017-12-01

African medical schools are expanding, straining resources at tertiary health facilities. Decentralizing clinical training can alleviate this tension. This study assessed the impact of decentralized training and contribution of undergraduate medical students at health facilities. Participants were from 11 Medical Education Partnership Initiative-funded medical schools in 10 African countries. Each school identified two clinical training sites-one rural and the other either peri-urban or urban. Qualitative and quantitative data collection tools were used to gather information about the sites, student activities, and staff perspectives between March 2015 and February 2016. Interviews with site staff were analyzed using a collaborative directed approach to content analysis, and frequencies were generated to describe site characteristics and student experiences. The clinical sites varied in level of care but were similar in scope of clinical services and types of clinical and nonclinical student activities. Staff indicated that students have a positive effect on job satisfaction and workload. Respondents reported that students improved the work environment, institutional reputation, and introduced evidence-based approaches. Students also contributed to perceived improvements in quality of care, patient experience, and community outreach. Staff highlighted the need for resources to support students. Students were seen as valuable resources for health facilities. They strengthened health care quality by supporting overburdened staff and by bringing rigor and accountability into the work environment. As medical schools expand, especially in low-resource settings, mobilizing new and existing resources for decentralized clinical training could transform health facilities into vibrant service and learning environments.

Impact of electronic healthcare-associated infection surveillance software on infection prevention resources: a systematic review of the literature.

PubMed

Russo, P L; Shaban, R Z; Macbeth, D; Carter, A; Mitchell, B G

2018-05-01

Surveillance of healthcare-associated infections is fundamental for infection prevention. The methods and practices for surveillance have evolved as technology becomes more advanced. The availability of electronic surveillance software (ESS) has increased, and yet adoption of ESS is slow. It is argued that ESS delivers savings through automation, particularly in terms of human resourcing and infection prevention (IP) staff time. To describe the findings of a systematic review on the impact of ESS on IP resources. A systematic search was conducted of electronic databases Medline and the Cumulative Index to Nursing and Allied Health Literature published between January 1 st , 2006 and December 31 st , 2016 with analysis using the Newcastle-Ottawa Scale. In all, 2832 articles were reviewed, of which 16 studies met the inclusion criteria. IP resources were identified as time undertaken on surveillance. A reduction in IP staff time to undertake surveillance was demonstrated in 13 studies. The reduction proportion ranged from 12.5% to 98.4% (mean: 73.9%). The remaining three did not allow for any estimation of the effect in terms of IP staff time. None of the studies demonstrated an increase in IP staff time. The results of this review demonstrate that adopting ESS yields considerable dividends in IP staff time relating to data collection and case ascertainment while maintaining high levels of sensitivity and specificity. This has the potential to enable reinvestment into other components of IP to maximize efficient use of scarce IP resources. Copyright © 2017 The Healthcare Infection Society. Published by Elsevier Ltd. All rights reserved.

Failure mode and effects analysis of the universal anaesthesia machine in two tertiary care hospitals in Sierra Leone

PubMed Central

Rosen, M. A.; Sampson, J. B.; Jackson, E. V.; Koka, R.; Chima, A. M.; Ogbuagu, O. U.; Marx, M. K.; Koroma, M.; Lee, B. H.

2014-01-01

Background Anaesthesia care in developed countries involves sophisticated technology and experienced providers. However, advanced machines may be inoperable or fail frequently when placed into the austere medical environment of a developing country. Failure mode and effects analysis (FMEA) is a method for engaging local staff in identifying real or potential breakdowns in processes or work systems and to develop strategies to mitigate risks. Methods Nurse anaesthetists from the two tertiary care hospitals in Freetown, Sierra Leone, participated in three sessions moderated by a human factors specialist and an anaesthesiologist. Sessions were audio recorded, and group discussion graphically mapped by the session facilitator for analysis and commentary. These sessions sought to identify potential barriers to implementing an anaesthesia machine designed for austere medical environments—the universal anaesthesia machine (UAM)—and also engaging local nurse anaesthetists in identifying potential solutions to these barriers. Results Participating Sierra Leonean clinicians identified five main categories of failure modes (resource availability, environmental issues, staff knowledge and attitudes, and workload and staffing issues) and four categories of mitigation strategies (resource management plans, engaging and educating stakeholders, peer support for new machine use, and collectively advocating for needed resources). Conclusions We identified factors that may limit the impact of a UAM and devised likely effective strategies for mitigating those risks. PMID:24833727

Actualizing the Learning Community.

ERIC Educational Resources Information Center

Braman, Dave

Where conditions are right, continuing education (CE) staff working in true collaboration with campus-based credit staff can meet the learning needs of the community and improve instructional quality with greater resource efficiency. CE staff must become learning strategists who bring ideas from their marketplace experience to the instructional…

Stress, Social Support, and Burnout Among Long-Term Care Nursing Staff.

PubMed

Woodhead, Erin L; Northrop, Lynn; Edelstein, Barry

2016-01-01

Long-term care nursing staff are subject to considerable occupational stress and report high levels of burnout, yet little is known about how stress and social support are associated with burnout in this population. The present study utilized the job demands-resources model of burnout to examine relations between job demands (occupational and personal stress), job resources (sources and functions of social support), and burnout in a sample of nursing staff at a long-term care facility (N = 250). Hierarchical linear regression analyses revealed that job demands (greater occupational stress) were associated with more emotional exhaustion, more depersonalization, and less personal accomplishment. Job resources (support from supervisors and friends or family members, reassurance of worth, opportunity for nurturing) were associated with less emotional exhaustion and higher levels of personal accomplishment. Interventions to reduce burnout that include a focus on stress and social support outside of work may be particularly beneficial for long-term care staff. © The Author(s) 2014.

Impact of Human Resources on Implementing an Evidence-based HIV Prevention Intervention

PubMed Central

McKay, Virginia R.; Dolcini, M. Margaret; Catania, Joseph A.

2016-01-01

Evidence-based interventions (EBIs) often require competent staff, or human resources (HR), for implementation. The empirical evidence characterizing the influence of HR fluctuations on EBI delivery is limited and conflicting. Using the Interactive Systems Framework, we explored staff fluctuation and the subsequent influence on RESPECT, an HIV prevention EBI. Methods We conducted interviews with staff in two waves (n=53, Wave I; n=37, Wave II) in a national sample of organizations delivering RESPECT (N=29). We analyzed interviews qualitatively to describe changes among RESPECT staff and explore the subsequent influences on RESPECT implementation. Results Organizations reported downsizing, turnover, and expansion of staff positions. Staff changes had multiple influences on RESPECT implementation including clients reached, fidelity to specific RESPECT protocols, and overall sustainability of RESPECT over time. Discussion HR fluctuations are common, and our analyses provide an initial characterization of the relationship between HR fluctuation and EBI implementation. Given the prominent influence of HR on EBI implementation, the Interactive Systems Framework is a useful guiding tool for future examinations. PMID:27150896

District health managers' perceptions of supervision in Malawi and Tanzania.

PubMed

Bradley, Susan; Kamwendo, Francis; Masanja, Honorati; de Pinho, Helen; Waxman, Rachel; Boostrom, Camille; McAuliffe, Eilish

2013-09-05

Mid-level cadres are being used to address human resource shortages in many African contexts, but insufficient and ineffective human resource management is compromising their performance. Supervision plays a key role in performance and motivation, but is frequently characterised by periodic inspection and control, rather than support and feedback to improve performance. This paper explores the perceptions of district health management teams in Tanzania and Malawi on their role as supervisors and on the challenges to effective supervision at the district level. This qualitative study took place as part of a broader project, "Health Systems Strengthening for Equity: The Power and Potential of Mid-Level Providers". Semi-structured interviews were conducted with 20 district health management team personnel in Malawi and 37 council health team members in Tanzania. The interviews covered a range of human resource management issues, including supervision and performance assessment, staff job descriptions and roles, motivation and working conditions. Participants displayed varying attitudes to the nature and purpose of the supervision process. Much of the discourse in Malawi centred on inspection and control, while interviewees in Tanzania were more likely to articulate a paradigm characterised by support and improvement. In both countries, facility level performance metrics dominated. The lack of competency-based indicators or clear standards to assess individual health worker performance were considered problematic. Shortages of staff, at both district and facility level, were described as a major impediment to carrying out regular supervisory visits. Other challenges included conflicting and multiple responsibilities of district health team staff and financial constraints. Supervision is a central component of effective human resource management. Policy level attention is crucial to ensure a systematic, structured process that is based on common understandings of the role and purpose of supervision. This is particularly important in a context where the majority of staff are mid-level cadres for whom regulation and guidelines may not be as formalised or well-developed as for traditional cadres, such as registered nurses and medical doctors. Supervision needs to be adequately resourced and supported in order to improve performance and retention at the district level.

District health managers’ perceptions of supervision in Malawi and Tanzania

PubMed Central

2013-01-01

Background Mid-level cadres are being used to address human resource shortages in many African contexts, but insufficient and ineffective human resource management is compromising their performance. Supervision plays a key role in performance and motivation, but is frequently characterised by periodic inspection and control, rather than support and feedback to improve performance. This paper explores the perceptions of district health management teams in Tanzania and Malawi on their role as supervisors and on the challenges to effective supervision at the district level. Methods This qualitative study took place as part of a broader project, “Health Systems Strengthening for Equity: The Power and Potential of Mid-Level Providers”. Semi-structured interviews were conducted with 20 district health management team personnel in Malawi and 37 council health team members in Tanzania. The interviews covered a range of human resource management issues, including supervision and performance assessment, staff job descriptions and roles, motivation and working conditions. Results Participants displayed varying attitudes to the nature and purpose of the supervision process. Much of the discourse in Malawi centred on inspection and control, while interviewees in Tanzania were more likely to articulate a paradigm characterised by support and improvement. In both countries, facility level performance metrics dominated. The lack of competency-based indicators or clear standards to assess individual health worker performance were considered problematic. Shortages of staff, at both district and facility level, were described as a major impediment to carrying out regular supervisory visits. Other challenges included conflicting and multiple responsibilities of district health team staff and financial constraints. Conclusion Supervision is a central component of effective human resource management. Policy level attention is crucial to ensure a systematic, structured process that is based on common understandings of the role and purpose of supervision. This is particularly important in a context where the majority of staff are mid-level cadres for whom regulation and guidelines may not be as formalised or well-developed as for traditional cadres, such as registered nurses and medical doctors. Supervision needs to be adequately resourced and supported in order to improve performance and retention at the district level. PMID:24007354

Learning Resources Center, North Carolina Central University. Twenty-Ninth Annual Report, 1978-79.

ERIC Educational Resources Information Center

Jermundson, Aaron

This overview of services extended to students, faculty, staff, and administration by the Learning Resources Center includes an assessment of the staff and funding needed to support its continued growth, as well as reports on the various facets of its operation. Both narrative and statistical reports are provided in each of the service areas: (1)…

Promoting Physical Activity within Under-Resourced Afterschool Programs: A Qualitative Investigation of Staff Experiences and Motivational Strategies for Engaging Youth

ERIC Educational Resources Information Center

Zarrett, Nicole; Abraczinskas, Michelle; Skiles Cook, Brittany; Wilson, Dawn K.; Ragaban, Faten

2018-01-01

Afterschool programs (ASPs) have become increasingly recognized as a key context to support youth daily physical activity (PA) accrual. Using Self-Determination Theory (SDT) as a framework, this study examined staff perspectives on the strengths and barriers within under-resourced ASPs for establishing a social-motivational climate for encouraging…

[Human resources management in a mother and child department: a research study on new nursing and obstetric staff].

PubMed

Sferrazza, Silvia; Papalia, Monica; Rossi, Sergio

2011-01-01

To put "human resources" in the first place in a working context is an ambitious target. The basic idea is the give more value to the human and professional contribution of each individual in order to create an alliance between an organization and the people who work in it. In this context, the nursing coordinator plays a key role in inserting new staff. In this delicate phase, the expectations of new staff may or may not be fulfilled. The aim of the present study is to examine the possible difficulties that may occur during this phase. The study included 175 new staff and 175 nurses, obstetricians and pediatric nurses already at work for a total of 350. Research instruments consisted of two anonymous ad hoc questionnaires, the first issued to new staff at the Mother and Child Department, the second to staff already working in the same department. Results showed a lack of sensitivity towards new staff and a lack of dedicated procedures to help them during this delicate phase which is fundamental for their future career. Key words: newly assumed staff, work insertion, nurses.

Making tradeoffs between the reasons to leave and reasons to stay employed in long-term care homes: perspectives of licensed nursing staff.

PubMed

McGilton, Katherine S; Boscart, Veronique M; Brown, Maryanne; Bowers, Barbara

2014-06-01

Turnover of licensed nursing staff in long-term care (LTC) settings (e.g., nursing homes) is a mounting concern and is associated with poor quality of care and low staff morale. Retention and turnover research in LTC have focused primarily on direct care workers (i.e., nurse aides) leaving the issues largely unexplored for licensed nursing staff (i.e., registered nurses and licensed practical nurses). The main objective of this study was to understand factors that influence nurses' intentions to remain employed at their current job. Qualitative descriptive study. Seven nursing homes in Ontario, Canada. A convenience sample of forty-one licensed LTC nurses. Data were collected through focus groups conducted at each of the participating nursing homes. Focus group discussions were transcribed verbatim. Directed content analysis was used to identify and develop themes. Work conditions were a salient element affecting nurses' intention to stay and included impact of regulations on nurse role flexibility and professional judgment, an underfunded system contributing to insufficient resources and staffing, and a lack of supportive leadership. Factors promoting nurses' willingness to stay included the development of meaningful relationships with residents and staff and opportunities for learning and professional development. Nurses also considered personal and life circumstances (e.g., marital status and seniority) when discussing intention to stay. Nurses in this study weighed positive and negative work-related factors as well as personal circumstances to determine their intent to stay. Developing a more individualized approach to address attrition of licensed nurses in LTC may be the most successful strategy for improving retention of highly skilled staff in this sector. Copyright © 2013 Elsevier Ltd. All rights reserved.

Improving communication between staff and disabled children in hospital wards: testing the feasibility of a training intervention developed through intervention mapping.

PubMed

Gumm, Rebecca; Thomas, Eleanor; Lloyd, Claire; Hambly, Helen; Tomlinson, Richard; Logan, Stuart; Morris, Christopher

2017-01-01

To develop and test the feasibility of a novel parent-inspired training intervention for hospital ward staff to improve communication with disabled children when inpatients. Training content and delivery strategies were informed by the iterative process of Intervention Mapping and developed in collaboration with parents of disabled children. UK University Hospital children's ward. 80 medical, nursing, allied health professionals, clerical and housekeeping staff on a children's ward. Themes identified in previous qualitative research formed the basis of the training. Learning objectives included prioritising communication, cultivating empathy, improving knowledge and developing confidence. Participant feedback was used to refine content and delivery. Intervention documentation adheres to the Template for Intervention Description and Replication checklist. Highlighting mandated National Health Service policies and involving the hospital Patient and Carer Experience Group facilitated management support for the training. Eighty staff participated in one of four 1-hour sessions. A paediatric registrar and nurse delivered sessions to mixed groups of staff. General feedback was very positive. The intervention, fully documented in a manual, includes videos of parent carers discussing hospital experiences, interactive tasks, small group discussion, personal reflection and intention planning. Generic and local resources were provided. It was feasible to deliver this new communication training to hospital ward staff and it was positively received. Early feedback was encouraging and indicates a commitment to behaviour change. Further piloting is required to establish the transferability of the intervention to other hospitals, followed by consideration of downstream markers to evaluate the effects on disabled children's inpatient experience. Organisational and cultural change is required to support individual behaviour change.

Casemix Funding Optimisation: Working Together to Make the Most of Every Episode.

PubMed

Uzkuraitis, Carly; Hastings, Karen; Torney, Belinda

2010-10-01

Eastern Health, a large public Victorian Healthcare network, conducted a WIES optimisation audit across the casemix-funded sites for separations in the 2009/2010 financial year. The audit was conducted using existing staff resources and resulted in a significant increase in casemix funding at a minimal cost. The audit showcased the skill set of existing staff and resulted in enormous benefits to the coding and casemix team by demonstrating the value of the combination of skills that makes clinical coders unique. The development of an internal web-based application allowed accurate and timely reporting of the audit results, providing the basis for a restructure of the coding and casemix service, along with approval for additional staffing resources and inclusion of a regular auditing program to focus on the creation of high quality data for research, health services management and financial reimbursement.

Workforce Characteristics, Perceptions, Stress, and Satisfaction among Staff in Green House and Other Nursing Homes.

PubMed

Brown, Patrick B; Hudak, Sandra L; Horn, Susan D; Cohen, Lauren W; Reed, David Allen; Zimmerman, Sheryl

2016-02-01

To compare workforce characteristics and staff perceptions of safety, satisfaction, and stress between Green House (GH) and comparison nursing homes (CNHs). Primary data on staff perceptions of safety, stress, and satisfaction from 13 GHs and 8 comparison NHs in 11 states; secondary data from human resources records on workforce characteristics, turnover, and staffing from 01/01/2011-06/30/2012. Observational study. Workforce data were from human resources offices; staff perceptions were from surveys. Few significant differences were found between GH and CNHs. Exceptions were GH direct caregivers were older, provided twice the normalized hours per week budgeted per resident than CNAs in CNHs or Legacy NHs, and trended toward lower turnover. GH environment may promote staff longevity and does not negatively affect worker's stress, safety perceptions, or satisfaction. Larger studies are needed to confirm findings. © Health Research and Educational Trust.

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.

Joint Chiefs of Staff > Directorates > Directorates of Management

Science.gov Websites

establishes information management requirements and manages the corporate Joint Staff decision process to Force Chief of Staff Chief of National Guard Bureau Biographies Directorates Directorates of Management J8 | Force Structure, Resources & Assessment Contact Directorate of Management Home

Trends in International Trade in Higher Education: Implications and Options for Developing Countries. Education Working Paper Series, Number 6

ERIC Educational Resources Information Center

Bashir, Sajitha

2007-01-01

This paper analyzes the trends, underlying factors and implications of the trade in higher education services. The term "trade in higher education" refers to the purchase of higher education services from a foreign country using domestic resources. The objectives of this paper are to provide policy makers in developing countries, World Bank staff,…

17,000 Islands, One Goal: Indonesia Turns to Online Resources to Create a Network of School-Based Coaches

ERIC Educational Resources Information Center

Burns, Mary

2010-01-01

Community has taken on a new meaning for several school-based coaches spread across Indonesia. For far too long in developing countries, educators have been forced to rely on one-shot centralized professional development for teachers and those who work with them. A shortage of money, locally trained staff, and access to learning materials has made…

The Emperor’s New Clothes -- SF Force Structure and EAF Force Protection

DTIC Science & Technology

2002-07-01

Competencies.129 USAF Major Commands and Wings should develop supporting Mission Essential Task Lists tailored to their specific situation. Outsourcing ...United States Marine Corps Command and Staff College Marine Corps University 2076 South Street Marine Corps Combat Development Command Quantico...Within current resource constraints, some present SF functions must be outsourced or reassigned, other present functions must be expanded, and some

Allocating limited resources in a time of fiscal constraints: a priority setting case study from Dalhousie University Faculty of Medicine.

PubMed

Mitton, Craig; Levy, Adrian; Gorsky, Diane; MacNeil, Christina; Dionne, Francois; Marrie, Tom

2013-07-01

Facing a projected $1.4M deficit on a $35M operating budget for fiscal year 2011/2012, members of the Dalhousie University Faculty of Medicine developed and implemented an explicit, transparent, criteria-based priority setting process for resource reallocation. A task group that included representatives from across the Faculty of Medicine used a program budgeting and marginal analysis (PBMA) framework, which provided an alternative to the typical public-sector approaches to addressing a budget deficit of across-the-board spending cuts and political negotiation. Key steps to the PBMA process included training staff members and department heads on priority setting and resource reallocation, establishing process guidelines to meet immediate and longer-term fiscal needs, developing a reporting structure and forming key working groups, creating assessment criteria to guide resource reallocation decisions, assessing disinvestment proposals from all departments, and providing proposal implementation recommendations to the dean. All departments were required to submit proposals for consideration. The task group approved 27 service reduction proposals and 28 efficiency gains proposals, totaling approximately $2.7M in savings across two years. During this process, the task group faced a number of challenges, including a tight timeline for development and implementation (January to April 2011), a culture that historically supported decentralized planning, at times competing interests (e.g., research versus teaching objectives), and reductions in overall health care and postsecondary education government funding. Overall, faculty and staff preferred the PBMA approach to previous practices. Other institutions should use this example to set priorities in times of fiscal constraints.

Structural empowerment and burnout among Portuguese nursing staff: An explicative model.

PubMed

Orgambídez-Ramos, Alejandro; Borrego-Alés, Yolanda; Vázquez-Aguado, Octavio; March-Amegual, Jaume

2017-11-01

Kanter's structural empowerment model was used to assess the influence of access to opportunities, resources, information and support on core burnout through global empowerment in a nursing sample in Portugal. The empowerment experience increases the levels of nursing professionals' satisfaction and performance preventing the emergence of burnout. However, the relationship between structural empowerment and burnout has been scarcely studied in Portugal. We conducted a cross-sectional correlational study assessing a final sample of 297 participants (62.13% response rate, 63.64% women). Model fit and mediation test were examined using structural equation modelling (path analysis). Access to opportunities and access to support had direct impact, through global empowerment, on core burnout, whereas access to resources had both direct and indirect impact on core burnout. The results validated the structural empowerment model and its application in nursing staff in Portugal. Professional training plans, the development of formal and informal support networks, and the availability of resources increase the levels of empowerment and decrease the likelihood of experiencing burnout in nursing professionals. © 2017 John Wiley & Sons Ltd.

Early risk assessment for viral haemorrhagic fever: experience at the Hospital for Tropical Diseases, London, UK.

PubMed

Woodrow, Charles J; Eziefula, Alice C; Agranoff, Dan; Scott, Geoffrey M; Watson, Julie; Chiodini, Peter L; Lockwood, Diana N J; Grant, Alison D

2007-01-01

To implement a policy of systematic screening for viral haemorrhagic fever (VHF) among travellers returning from African countries with fever, commencing at initial clinical contact. A protocol based on UK Advisory Committee on Dangerous Pathogens guidance was developed collaboratively by medical, nursing and laboratory staff. Audit was carried out to quantify resource demands and effects on time to diagnose malaria, the main differential diagnosis. A protocol is now implemented for all patients presenting to HTD with fever, with clear guidelines for interaction with clinical and laboratory staff at each stage. The protocol required moderate amounts of clinical and laboratory staff time and resulted in some additional hospital admissions. The time to a diagnosis of malaria increased from a median of 90 (range 50-125) min in patients without VHF risk to a median of 140 (range 101-225) min (p=0.0025) in those assessed as at risk. Although all acute medical services need to have robust procedures for early detection of patients with serious transmissible conditions, few implement such a policy. Our protocol requires increased human and other resources but has no important impact on the rapidity of diagnosis of malaria, and is now embedded in local practice.

Emotional and informational support for families during their child's illness.

PubMed

Sarajärvi, A; Haapamäki, M L; Paavilainen, E

2006-09-01

To describe and compare the support provided by nursing staff to families during their child's illness from the viewpoint of families and nurses. A survey method was used. Data were collected by questionnaires planned for families and staff separately. The study population consisted of families who visited paediatric outpatient clinics, families with hospitalized children (n = 344) and the paediatric nursing staff (n = 60). Almost half of the families had received adequate emotional and informational support from the nursing staff for their physical and psychological reactions. One-fifth of the families reported that they had not been supported at all during the child's hospitalization. According to families and nurses, the support was provided in the forms of discussion, listening and giving time. Families' and nurses' suggestions for development of support were related to the time resources of the staff, to the flow of information, to more client-centred attitudes, to being appreciated and listened to and to home care guidance. However, the pervasiveness of this problem in the international literature suggests that deeper consideration of possible underlying reasons for this phenomenon is called for.

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

National Guard > Leadership > Joint Staff > Special Staff > Chaplain

Science.gov Websites

ARNG Command Sergeant Major of the ARNG State Mission Sustainability Training ARNG Distributed Learning Program Training & Technology Battle Lab (T3BL) Civil Support Simulation Exercises Regional Training Site Maintenance Battle Focused Training Strategy Battle Staff Training Resources News Publications

Personal Staff - Joint Staff - The National Guard

Science.gov Websites

ARNG Command Sergeant Major of the ARNG State Mission Sustainability Training ARNG Distributed Learning Program Training & Technology Battle Lab (T3BL) Civil Support Simulation Exercises Regional Training Site Maintenance Battle Focused Training Strategy Battle Staff Training Resources News Publications

Special Staff - Joint Staff - Leadership - The National Guard

Science.gov Websites

ARNG Command Sergeant Major of the ARNG State Mission Sustainability Training ARNG Distributed Learning Program Training & Technology Battle Lab (T3BL) Civil Support Simulation Exercises Regional Training Site Maintenance Battle Focused Training Strategy Battle Staff Training Resources News Publications

Accounting for Academic Staff Resources for the Tutorial Support of Open Learning. Coombe Lodge Working Paper. Information Bank Number 1605.

ERIC Educational Resources Information Center

Birch, Derek W.; Latcham, Jack

The problems of resource allocation and management within open learning systems in colleges of further and higher education in Britain are discussed in this paper, with particular focus on the deployment of academic staff. First, the components of open learning systems are outlined; e.g., providing materials for students' private study, grading…

Occupation-Specific VESL Needs Assessment. A VESL Staff Development Training Resource Packet.

ERIC Educational Resources Information Center

West, Linda; Wilkinson, Betty

Materials for a teacher workshop on assessing student needs for vocational English as a Second Language (VESL) are gathered. An annotated workshop outline presents the content and sequence of the workshop. Masters are provided for handouts and transparencies, which include an icebreaker activity, the workshop agenda, materials from the "Dictionary…

Organizing and Managing Small Rural Colleges: More Bang for the Buck.

ERIC Educational Resources Information Center

McCarter, W. Ronald; Barnes, Edwin L.

While small rural colleges have much the same goals as larger institutions, they have fewer resources with which to work, and therefore their management problems are unique. In the areas of staffing, time management, staff development, and recruitment and promotion, the small college can increase management effectiveness. Despite increasing…

From Early Career Researcher to Research Leader: Survival of the Fittest?

ERIC Educational Resources Information Center

Browning, Lynette; Thompson, Kirrilly; Dawson, Drew

2017-01-01

The higher education sector is a dynamic environment where universities compete on a global basis for resources, students, and high-quality staff. The impending retirement of the baby boomer generation will create increased competition for research leaders. One way to address this is to develop research leaders from existing researchers. However,…

Guidelines and Regulations for the Establishment and Operation of Missouri Extended Employment Sheltered Workshops.

ERIC Educational Resources Information Center

Wyrick, Rex R.

Determination of the need for workshops for handicapped people, development of a new corporation, the adoption of bylaws, financial considerations, federal laws, workshop staff, resource material, state law, regulations, and forms, and procedures for establishing an extended employment workshop are mentioned and expanded in appendixes. Appendixes…

Papers on the National Health Guidelines: The Priorities of Section 1502.

ERIC Educational Resources Information Center

Health Resources Administration (DHEW/PHS), Bethesda, MD.

This monograph brings together staff papers relating to the national guidelines for health planning called for by Section 1501 of the National Health Planning and Resources Development Act of 1974 (Public Law 93-641). The papers consider relationships between local plans and programs and ten health policies designated for priority consideration:…

Voices from the Chalkface: Tutor Perceptions in Adult Education.

ERIC Educational Resources Information Center

Wilkinson, Graham

1996-01-01

A survey of 66 part-time tutors in Suffolk College's Community and Leisure Learning Program revealed that they spend considerable time in travel and preparation; more than one-third feel isolated and many coped with poor facilities and inadequate resources; and almost half indicated a need for subject-related staff development and subject-based…

Interpreting Biodiversity: A Manual for Environmental Educators in the Tropics.

ERIC Educational Resources Information Center

Domroese, Margret C.; Sterling, Eleanor J.

This manual was developed for educators and natural resource managers who are establishing interpretive programs where biodiversity is the richest and most threatened. The manual contains five units which are based on the experiences of staff at the American Museum of Natural History and represent the key steps of designing an interpretation…

Developing a Technology Workshop Series for Your Faculty and Staff.

ERIC Educational Resources Information Center

Zeitz, Leigh E.

1995-01-01

Based on a needs assessment questionnaire, 13 technology workshops were designed for school personnel. Topics included an introduction; troubleshooting; e-mail and the Internet; ERIC and CD-ROM databases; Microsoft Works; desktop publishing; presentation software; resources on CD-ROM; the X-Press news service; and interactive laser video discs. A…

Wired for the Future: Developing Your Library Technology Plan.

ERIC Educational Resources Information Center

Mayo, Diane; Nelson, Sandra

A technology plan provides a blueprint against which to measure new technologies and applications, assess future needs, and allocate resources to balance technology with the needs of users and staff. This book is a comprehensive and practical guide for librarians preparing a technology plan. The book is divided into five planning steps, each of…

The "Technical and Vocational Education Initiative": Enclaves in British Schools.

ERIC Educational Resources Information Center

Saunders, Murray

The Technical and Vocational Education Initiative (TVEI) is intended as a pilot, on a massive scale, of particular approaches, with a systematic need to identify TVEI effects on students, staff, resources, and curricula. TVEI has a strong tendency toward the development of pilot enclaves in terms of its administrative, curricular,…

Marking and Moderation in the UK: False Assumptions and Wasted Resources

ERIC Educational Resources Information Center

Bloxham, Sue

2009-01-01

This article challenges a number of assumptions underlying marking of student work in British universities. It argues that, in developing rigorous moderation procedures, we have created a huge burden for markers which adds little to accuracy and reliability but creates additional work for staff, constrains assessment choices and slows down…

Learning Paramedic Science Skills from a First Person Point of View

ERIC Educational Resources Information Center

Lynch, Kathy; Barr, Nigel; Oprescu, Florin

2012-01-01

Paramedic students need to acquire knowledge and skills necessary to perform basic as well as complex clinical skills, to ensure patient safety, and to manage sophisticated equipment. Time and resource pressures on students, teaching staff and institutions have led health professional educators to develop and embrace alternative opportunities such…

Teaching with the World Wide Web: Internet Resources for Educators in Illinois Schools.

ERIC Educational Resources Information Center

Barker, Bruce O.; Hall, Robert F.

1998-01-01

This report focuses on teaching with the World Wide Web. An introduction describes the Illinois State Board of Education's (ISBE's) efforts in urging local schools to integrate information technology into all aspects of their curriculum and in emphasizing the need for technology-focused staff development for Illinois teachers. ISBE supports…

Making Embedded Librarians a Part of an Online Community of Learners

ERIC Educational Resources Information Center

Francis, Mary

2012-01-01

This paper will look at the services presently offered to distance students by libraries within the categories of professional staff, access to resources, reference assistance, and library user instruction. It will then offer the argument that these services could be improved by developing embedded librarians within online academic courses as a…

Beginning Teacher Success: An Investigation into the Feedback from Mentors of Formal Mentoring Programs

ERIC Educational Resources Information Center

Barrera, Arnold; Braley, Richard T.; Slate, John R.

2010-01-01

Teacher mentors of first-year teachers provided insight into those practices they viewed as essential for their success in the mentoring role. Specifically, they were queried about teacher involvement/support, staff development, administrative support and resource materials. Almost all of the mentor teachers believed a teacher mentoring program…

76 FR 27164 - Extension of Accreditation Agreement With Colorado Department of Human Services Under the...

Federal Register 2010, 2011, 2012, 2013, 2014

2011-05-10

... applications by the TAD by expending its own funds and other resources for materials development, staff... application deadline'' (TAD) and ``deadline for initial accreditation or approval'' (DIAA) shall have the... 96.97, use its best efforts to evaluate and decide by the DIAA all applications for accreditation...

The Stammering Information Programme: A Delphi Study

ERIC Educational Resources Information Center

Berquez, Ali E.; Cook, Frances M.; Millard, Sharon K.; Jarvis, Effie

2011-01-01

Purpose: To find out what information children, parents and education staff feel would be important to know to support a child who stutters in the educational environment, in order to develop appropriate resources. Method: A Delphi study was carried out to seek the opinions of experts about the information to include. A structured six stage…

Home Start Evaluation Study. Interim Case Studies IIa.

ERIC Educational Resources Information Center

Fein, Robert

This formative evaluation study of Home Start uses a case study approach. A brief case study focuses on the administrative structure and staff resources and responsibilities of National Home Start. Also included are reports on seven local programs developed after two field visits had been made to each program. In the first visit, objectives chosen…

Bereavement and Loss Manual: For Administrators and Teachers.

ERIC Educational Resources Information Center

Alberta Dept. of Education, Edmonton. Education Response Centre.

This manual is designed as a resource for elementary and secondary school administrators, counselors, and teachers to help develop a crisis management plan for use in the event of death of a staff member or student through illness, accident, or by suicide. The first section discusses the grieving process. Characteristics associated with grieving…

Pools and Spas

Science.gov Websites

State Employees [Food Safety and Sanitation] Search DEC State of Alaska Home Food Establishments Public Facilities Seafood Shellfish Contact Us How Do I Open a Food Business Train My Employees Make a Complaint Resources Open a Restaurant Train My Staff View Last Inspection Develop a Food Safety System Alaska Smoking

Energy/Environment Fact Book. Decision Series.

ERIC Educational Resources Information Center

Environmental Protection Agency, Washington, DC. Office of Research and Development.

This collection of data and graphics were prepared in response to a request from the White House Energy Policy and Planning Staff. The focus of this document is on those environmental issues which will, in the near and midterm future, prove important to the rapid development of domestic energy resources. This report emphasizes coal because of its…

Mentors' Views of Factors Essential for the Success of Beginning Teachers

ERIC Educational Resources Information Center

Barrera, Arnold; Braley, Richard; Slate, John R.

2008-01-01

The views of 46 mentors of first-year teachers were obtained regarding practices that they viewed as essential for their success in mentoring teachers. Specifically, they were queried about teacher involvement/support, staff development, administrative support, and resource materials. Almost all of the mentor teachers believed a teacher-mentoring…

Using the Stop Transmission of Polio (STOP) Program to Develop a South Sudan Expanded Program on Immunization Workforce.

PubMed

Tchoualeu, Dieula D; Hercules, Margaret A; Mbabazi, William B; Kirbak, Anthony L; Usman, Abdulmumini; Bizuneh, Ketema; Sandhu, Hardeep S

2017-07-01

In 2009, the international Stop Transmission of Polio (STOP) program began supporting the Global Polio Eradication Initiative in the Republic of South Sudan to address shortages of human resources and strengthen acute flaccid paralysis surveillance. Workforce capacity support is provided to the South Sudan Expanded Program on Immunization by STOP volunteers, implementing partners, and non-governmental organizations. In 2013, the Polio Technical Advisory Group recommended that South Sudan transition key technical support from external partners to national staff as part of the Polio Eradication and Endgame Strategic Plan, 2013-2018. To assist in this transition, the South Sudan Expanded Program on Immunization human resources development project was launched in 2015. This 3-year project aims to build national workforce capacity as a legacy of the STOP program by training 56 South Sudanese at national and state levels with the intent that participants would become Ministry of Health staff on their successful completion of the project. © The Author 2017. Published by Oxford University Press for the Infectious Diseases Society of America.

Five key players shape institution's ethical character.

PubMed

Craig, R P; Middleton, C J; O'Connell, L J

1986-05-01

Various individuals or groups play important roles in achieving moral insight and direction in a health care facility. The administration, medical and nursing staffs, the professional theologian, and the bishop all contribute unique perspectives to the complex process of developing an institution's ethical character. An institutional ethics committee's (IEC's) effectiveness depends largely on the administrator's ability to support educational programming in ethics for the entire staff, coordinate ethical reflection throughout the organization, and shape ethically informed policy based on an IEC's practical experience. The medical staff brings its scientific background and practical experience to ethical issues under a committee's consideration, and nurses offer valuable insights based on their close contact with patients and family. The theologian provides resources and background on Catholic tradition as well as information on current theological developments. The IEC also should maintain a relationship with the local bishop whose duty is to articulate the Church's positions in health care ethics. Forthright dialogue among all parties is central to the IEC's task.

Concentrating Solar Power and Water Issues in the U.S. Southwest

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

Bracken, Nathan; Macknick, Jordan; Tovar-Hastings, Angelica

2015-03-01

Concentrating solar power (CSP) systems utilize the sun's energy to create heat that is used to generate electrical power. CSP systems in the United States are installed primarily in the Southwest, with 92% of plants that are operational, under construction, or under development located in three western states--Arizona, California, and Nevada. This report provides an overview of CSP development in these states, or the 'Southwest' for the purposes of this discussion, with a particular focus on the water supply issues associated with CSP. The Western Governors' Association (WGA) commissioned staff from the Western States Water Council (WSWC) to collaborate withmore » staff from the National Renewable Energy Laboratory (NREL) to prepare this report. The WGA has long supported the effective management of the West's water resources, as well as the development of a clean, diverse, reliable, and affordable energy supply consisting of traditional and renewable energy resources. This report is specifically intended to help inform these goals, especially as WGA continues to underwrite a Regional Transmission Expansion Planning project, undertaken by the WSWC and the Western Electricity Coordinating Council (WECC), to better understand energy development within the existing and future water resource constraints of the West. This report builds upon earlier research conducted by NREL, the University of Colorado-Boulder, and Stanford University that was supported through the Joint Institute for Strategic Energy Analysis (JISEA) and presents information gathered through extensive research and literature reviews, as well as interviews and outreach with state water administrators and energy regulators, WECC and other experts familiar with CSP development in the Southwest.« less

Building laboratory capacity to support HIV care in Nigeria: Harvard/APIN PEPFAR, 2004-2012.

PubMed

Hamel, Donald J; Sankalé, Jean-Louis; Samuels, Jay Osi; Sarr, Abdoulaye D; Chaplin, Beth; Ofuche, Eke; Meloni, Seema T; Okonkwo, Prosper; Kanki, Phyllis J

From 2004-2012, the Harvard/AIDS Prevention Initiative in Nigeria, funded through the US President's Emergency Plan for AIDS Relief programme, scaled up HIV care and treatment services in Nigeria. We describe the methodologies and collaborative processes developed to improve laboratory capacity significantly in a resource-limited setting. These methods were implemented at 35 clinic and laboratory locations. Systems were established and modified to optimise numerous laboratory processes. These included strategies for clinic selection and management, equipment and reagent procurement, supply chains, laboratory renovations, equipment maintenance, electronic data management, quality development programmes and trainings. Over the eight-year programme, laboratories supported 160 000 patients receiving HIV care in Nigeria, delivering over 2.5 million test results, including regular viral load quantitation. External quality assurance systems were established for CD4+ cell count enumeration, blood chemistries and viral load monitoring. Laboratory equipment platforms were improved and standardised and use of point-of-care analysers was expanded. Laboratory training workshops supported laboratories toward increasing staff skills and improving overall quality. Participation in a World Health Organisation-led African laboratory quality improvement system resulted in significant gains in quality measures at five laboratories. Targeted implementation of laboratory development processes, during simultaneous scale-up of HIV treatment programmes in a resource-limited setting, can elicit meaningful gains in laboratory quality and capacity. Systems to improve the physical laboratory environment, develop laboratory staff, create improvements to reduce costs and increase quality are available for future health and laboratory strengthening programmes. We hope that the strategies employed may inform and encourage the development of other laboratories in resource-limited settings.

78 FR 57128 - Forest Resource Coordinating Committee

Federal Register 2010, 2011, 2012, 2013, 2014

2013-09-17

... Solomon, Forest Resource Coordinating Committee Program Coordinator, Cooperative Forestry Staff, 202-205.... Written comments and requests for time for oral comments must be sent to Maya Solomon, Forest Resource...

Public health emergencies and responses: what are they, how long do they last, and how many staff does your agency need?

PubMed

Posid, Joseph M; Bruce, Sherrie M; Guarnizo, Julie T; O'Connor, Ralph C; Papagiotas, Stephen S; Taylor, Melissa L

2013-12-01

Responding to outbreaks is one of the most routine yet most important functions of a public health agency. However, some outbreaks are bigger, more visible, or more complex than others, prompting discussion about when an "outbreak" becomes a "public health emergency." When a public health emergency is identified, resources (eg, funding, staff, space) may need to be redirected from core public health programs to contribute to the public health emergency response. The need to sustain critical public health functions while preparing for public health emergency responses raises a series of operational and resource management questions, including when a public health emergency begins and ends, why additional resources are needed, how long an organization should expect staff to be redirected, and how many staff (or what proportion of the agency's staff ) an organization should anticipate will be needed to conduct a public health emergency response. This article addresses these questions from a national perspective by reviewing events for which the Centers for Disease Control and Prevention redirected staff from core public health functions to respond to a series of public health emergencies. We defined "public health emergency" in both operational and public health terms and found that on average each emergency response lasted approximately 4 months and used approximately 9.5% of our workforce. We also provide reasons why public health agencies should consider the impact of redirecting resources when preparing for public health emergencies.

Universities' expectations of pastoral care: trends, stressors, resource gaps and support needs for teaching staff.

PubMed

Laws, Thomas A; Fiedler, Brenton A

2012-10-01

Since the mid-90s, the university environment has challenged the motivation of academic staff to engage in pastoral care. A literature review revealed five themes that aligned with analysis of interview data from a previous study (Laws and Fiedler, 2010). The key themes were i) staff were often disturbed by unplanned intrusions of students who exhibited behavioural problems or sought emotional support, ii) the management of emotions in face-to-face encounters was stressful, iii) staff felt under-equipped for dealing with Mental Health (MH) issues, iv) standards and control needed updating and v) counselling and disability services did not meet academics' need to know about 'at risk' students. Having identified the incidence of mental health issues among Australian University students, this study aims to locate literature that describes how well current university policies/protocols are supported by Evidence Based Practice in the management of MH problems in the student population. Findings from a content analysis of the literature were triangulated with verbatim comments recorded during a previous study that utilised semi structured interviews with 34 academics at the School of Nursing and Midwifery and the School of Commerce at the University of South Australia (Laws and Fiedler, 2010). Lack of clarity on role boundaries around promotion of students' well-being was not clearly defined. The Higher Education (HE) institutions' slowness in responding to mental health needs of students combined with the increasing expectations of academics' performance monitoring has lead staff to avoid deep investment in their students' well-being. The literature indicates that students are in need of psychological support, but pastoral care remains ill-defined despite enduring expectations held by university administrators. Teacher motivation is diminished by time spent with students in need of emotional support which is not acknowledged in workloads. Staff stress is increased by 'emotion work' requiring a greater integration of resources that guide them toward more appropriate and timely student support. Staff require ongoing professional development on the nature of MH problems among students. There is a need for specific orientation programs that better define pastoral care and identify support services for staff and students. Universities need to focus on what is needed to create a well-being environment. Workload allocations must include 'emotion work', and mental health professionals must be employed to improve intervention and support not only for students but also for University staff. With better defined pastoral care roles, academics can more effectively balance their intrinsic and extrinsic motivations toward both personal and corporate objectives. Further research into the efficacy of university resourcing of programs and services is needed. Copyright © 2012 Elsevier Ltd. All rights reserved.

Use of a dementia training designed for nurse aides to train other staff.

PubMed

Irvine, A Blair; Beaty, Jeff A; Seeley, John R; Bourgeois, Michelle

2013-12-01

Problematic resident behaviors may escalate in long-term care facilities (LTCs). If nurse aides (NAs) are not nearby, the nearest staff to intervene may be non-direct care workers (NDCWs), who have little or no dementia training. This pilot research tested Internet dementia-training program, designed for NAs, on NDCWs in a LTC setting. Sixty-eight NDCWs participated, filling out two baseline surveys at 1-month intervals and a posttest survey after training. The surveys included video-situation testing, items addressing psychosocial constructs associated with behavior change, and measures training-acceptance. Paired t tests showed significant positive effects on measures of knowledge, attitudes, self-efficacy, and behavioral intentions, with small-moderate effect sizes. Nursing staff as well as non-health care workers showed improved scores, and the web-site training program was well received by all participants. These results suggest that Internet training may allow staff development coordinators to conserve limited resources by cross-training of different job categories with the same program.

Developing an emotional coping skills workbook for inpatient psychiatric settings: a focus group investigation.

PubMed

Sharp, Molly; Gulati, Anu; Barker, Chris; Barnicot, Kirsten

2018-06-22

Evidence suggests an unmet need for provision of psychological interventions in inpatient psychiatric settings. However, inpatient wards can present a challenging environment in which to implement interventions. The authors developed the Emotional Coping Skills workbook, a psychosocial intervention designed to overcome these challenges and provide inpatients with an opportunity for psychologically-informed therapeutic engagement. The workbook includes information and exercises to empower inpatients to understand their emotions and learn to cope with their distress. A qualitative study using thematic analysis was undertaken in two UK inpatient psychiatric hospitals to explore staff's views about whether and how the workbook could be implemented, and on barriers to its use. Thirty-five nursing and occupational therapy staff members participated in four focus groups, and a further two psychologists in semi-structured interviews. Staff identified key barriers to successful implementation of the workbook. These were firstly, the difficulty in finding time and space for therapeutic work in the stressful ward environment. Secondly, staff identified a culture of emotional neglect whereby neither staff nor inpatients felt able to talk about emotions, and patients' physical needs and medication were prioritised. Thirdly, staff discussed how psychotic symptoms and emotional distress could limit patients' ability to engage with the workbook material. Staff suggested ways in which the feasibility of using the workbook could be enhanced. Firstly, they discussed the importance of encouraging staff to value psychological approaches and to view the workbook as a resource to help them manage their existing tasks. Secondly, they emphasised the value of staff drawing on their expertise to deliver the workbook flexibly in different formats and settings, depending on each patient's particular presentation. Thirdly, they advocated empowering staff to decide the timing of intervention delivery in the context of each inpatient's fluctuations in distress and progress towards recovery. The study has highlighted key principles for flexible and well-integrated intervention delivery; these principles will be helpful for enhancing the feasibility of any nurse-delivered psychological intervention in inpatient settings.

Where do I go from here: we've got enough seniors?

PubMed

Gillham, Selena; Ristevski, Eli

2007-10-01

To identify recruitment and retention issues for allied health professionals at two rural health services. A qualitative study using semi-structured interviews was used to collect the data which were analysed using thematic analysis. A regional public health service and a community health service in central eastern Victoria, Australia. Eight final-year allied health students, 7 allied health or discipline managers, 18 current allied health staff and 10 former allied health staff participated in the interviews. Participants' professional backgrounds included: dentistry, dietetics, occupational therapy, physiotherapy, psychology, social work and speech pathology. Recruitment and retention themes identified from the interview transcripts. Career opportunities and social and community connections were significant for both recruitment and retention of all the participant groups. Financial incentives were important for recruiting staff, while organisational management and policy were important for retaining staff. Health service resources were a specific issue for the recruitment of dentists, but were found to be a significant factor in the retention of all allied health staff. A number of strategies can be used by health care organisations in rural areas to recruit staff, including: career progression, mentoring and profession development, connecting people with social networks and providing financial remuneration. To maximise staff retention, it is important to ensure that there are career progression pathways within the organisation, and that organisational management and policy provides support and opportunities for staff. Staff also need to be included as part of a social network in the community.

Berkeley Lab - Materials Sciences Division

Science.gov Websites

Investigators Division Staff Facilities and Centers Staff Jobs Safety Personnel Resources Committees In Case of ? Click Here! Commitment to Safety at MSD In the Materials Sciences Division, our mission is to do world -class science in a safe environment. We proudly support a strong safety culture in which all staff and

The ICCB Computer Based Faculty and Staff Utilization Subsystem.

ERIC Educational Resources Information Center

Lach, Ivan J.

The Illinois Community College Board (ICCB) Faculty and Staff Utilization subsystem, a component of the ICCB management information system, was designed to produce meaningful and useful information reports for the analysis of faculty and staff, as a resource, in Illinois community colleges. Accommodating the complex nature of staffing at the 49…

Attitudes of Academic Staff towards Their Job and Organisation: An Empirical Assessment

ERIC Educational Resources Information Center

Capelleras, Joan-Lluis

2005-01-01

The relationships and differences in how academic staff perceive their work and organisation are of great importance for human resource strategies in the higher education sector. The present study examines work-related attitudes of academic staff, namely job satisfaction, self-efficacy and organisational commitment. The purpose is to analyse how…

Utilization of Information and Communication Technology (ICT) Resources and Job Effectiveness among Library Staff in the University of Calabar and Cross River University of Technology, Nigeria

ERIC Educational Resources Information Center

Ntui, Aniebiet Inyang; Inyang, Comfort Linus

2015-01-01

This study investigated utilization of Information and Communication Technology (ICT) resources and job effectiveness among library staff in the University of Calabar and Cross River University of Technology, Nigeria. To achieve the purpose of this study, four hypotheses were formulated to guide the study. Ex-post facto research design was adopted…

Survey of the current state of emergency care in Chennai, India

PubMed Central

Khadpe, Jay; Thangalvadi, Tausif; Rajavelu, Parivalavan; Sinert, Richard

2011-01-01

BACKGROUND: On July 21, 2009, the Medical Council of India officially recognized the specialty of emergency medicine in India. The city of Chennai with over six and a half million people is the fourth largest on the subcontinent and has already been a prominent city of interest in the specialty's development. However, there is no standardization of the resources found in the city's emergency departments. This study was to survey the equipment, training, and certification of Chennai area emergency departments and their staff. METHODS: We conducted a cross-sectional survey of emergency department staff from 38 Chennai area hospitals. The survey instrument contained 44 questions pertaining to hospital demographics, staff training and certification, and ED equipment and supplies. The items on the survey were specifically chosen to represent only the most basic and common resources necessary to practise emergency medicine. RESULTS: The survey found a majority of hospitals are privately operated but there is a wide range in terms of size and volume of patients. A minority of both doctors and nurses are certified in BLS, ACLS, PALS, and ATLS. While almost all departments surveyed had the basic code medications, a number of basic equipment items were lacking from a large percentage of the EDs surveyed. CONCLUSION: The newly established EP community in Chennai will have the responsibility to establish standards for both training and resources so that the specialty may grow and provide a higher standard of emergency care moving into the future. PMID:25215004

Integrating Self-Determination and Job Demands-Resources Theory in Predicting Mental Health Provider Burnout.

PubMed

Dreison, Kimberly C; White, Dominique A; Bauer, Sarah M; Salyers, Michelle P; McGuire, Alan B

2018-01-01

Limited progress has been made in reducing burnout in mental health professionals. Accordingly, we identified factors that might protect against burnout and could be productive focal areas for future interventions. Guided by self-determination theory, we examined whether supervisor autonomy support, self-efficacy, and staff cohesion predict provider burnout. 358 staff from 13 agencies completed surveys. Higher levels of supervisor autonomy support, self-efficacy, and staff cohesion were predictive of lower burnout, even after accounting for job demands. Although administrators may be limited in their ability to reduce job demands, our findings suggest that increasing core job resources may be a viable alternative.

Provider cost analysis supports results-based contracting out of maternal and newborn health services: an evidence-based policy perspective.

PubMed

Hatcher, Peter; Shaikh, Shiraz; Fazli, Hassan; Zaidi, Shehla; Riaz, Atif

2014-11-13

There is dearth of evidence on provider cost of contracted out services particularly for Maternal and Newborn Health (MNH). The evidence base is weak for policy makers to estimate resources required for scaling up contracting. This paper ascertains provider unit costs and expenditure distribution at contracted out government primary health centers to inform the development of optimal resource envelopes for contracting out MNH services. This is a case study of provider costs of MNH services at two government Rural Health Centers (RHCs) contracted out to a non-governmental organization in Pakistan. It reports on four selected Basic Emergency Obstetrical and Newborn Care (BEmONC) services provided in one RHC and six Comprehensive Emergency Obstetrical and Newborn Care (CEmONC) services in the other. Data were collected using staff interviews and record review to compile resource inputs and service volumes, and analyzed using the CORE Plus tool. Unit costs are based on actual costs of MNH services and are calculated for actual volumes in 2011 and for volumes projected to meet need with optimal resource inputs. The unit costs per service for actual 2011 volumes at the BEmONC RHC were antenatal care (ANC) visit USD$ 18.78, normal delivery US$ 84.61, newborn care US$ 16.86 and a postnatal care (PNC) visit US$ 13.86; and at the CEmONC RHC were ANC visit US$ 45.50, Normal Delivery US$ 148.43, assisted delivery US$ 167.43, C-section US$ 183.34, Newborn Care US$ 41.07, and PNC visit US$ 27.34. The unit costs for the projected volumes needed were lower due to optimal utilization of resources. The percentage distribution of expenditures at both RHCs was largest for salaries of technical staff, followed by salaries of administrative staff, and then operating costs, medicines, medical and diagnostic supplies. The unit costs of MNH services at the two contracted out government rural facilities remain higher than is optimal, primarily due to underutilization. Provider cost analysis using standard treatment guideline (STG) based service costing frameworks should be applied across a number of health facilities to calculate the cost of services and guide development of evidence based resource envelopes and performance based contracting.

The anatomy of a World Wide Web library service: the BONES demonstration project. Biomedically Oriented Navigator of Electronic Services.

PubMed Central

Schnell, E H

1995-01-01

In 1994, the John A. Prior Health Sciences Library at Ohio State University began to develop a World Wide Web demonstration project, the Biomedically Oriented Navigator of Electronic Services (BONES). The initial intent of BONES was to facilitate the health professional's access to Internet resources by organizing them in a systematic manner. The project not only met this goal but also helped identify the resources needed to launch a full-scale Web library service. This paper discusses the tasks performed and resources used in the development of BONES and describes the creation and organization of documents on the BONES Web server. The paper also discusses the outcomes of the project and the impact on the library's staff and services. PMID:8547903

Energy Resources | Alaska Division of Geological & Geophysical Surveys

Science.gov Websites

Alaska MAPTEACH Tsunami Inundation Mapping Energy Resources Gas Hydrates Sponsors' Proposals STATEMAP content Energy Resources Additional information Energy Resources Posters and Presentations Gas Hydrates Sponsors' Proposals Energy Resources Staff Projects The Alaska Division of Geological & Geophysical

10 years of didactic training for novices in medical education at Charité.

PubMed

Sonntag, Ulrike; Peters, Harm; Schnabel, Kai P; Breckwoldt, Jan

2017-01-01

Introduction: Many medical faculties are introducing faculty development programmes to train their teaching staff with the aim of improving student learning performance. Frequently changing parameters within faculties pose a challenge for the sustainable establishment of such programmes. In this paper, we aim to describe facilitating and hindering parameters using the example of the basic teacher training (BTT) course at the Charité - Universtitätsmedizin Berlin (Charité). Project description: After sporadic pilot attempts for university education training, basic teacher training was finally established at the Charité in 2006 for all new teaching staff. An interdisciplinary taskforce at the office for student affairs designed the programme according to the Kern cycle of curriculum development, while the Charité advanced training academy provided the necessary resources. Within ten years more than 900 faculty members have completed the BTT (9% of current active teaching staff at the Charité). The BTT programme underwent several phases (piloting, evaluation, review, personnel and financial boosting), all of which were marked by changes in the staff and organizational framework. Evaluations by participants were very positive, sustainable effects on teaching could be proven to a limited extent. Discussion: Success factors for the establishment of the programme were the institutional framework set by the faculty directors, the commitment of those involved, the support of research grants and the thoroughly positive evaluation by participants. More challenging were frequent changes in parameters and the allocation of incentive resources for other, format-specific training courses (e.g. PBL) as part of the introduction of the new modular curriculum of the Charité. Conclusion: The sustainment of the programme was enabled through strategic institutional steps taken by the faculty heads. Thanks to the commitment and input by those at a working level as well as management level, the basic teacher training course is today an established part of the faculty development programme at the Charité.

10 years of didactic training for novices in medical education at Charité

PubMed Central

Sonntag, Ulrike; Peters, Harm; Schnabel, Kai P.; Breckwoldt, Jan

2017-01-01

Introduction: Many medical faculties are introducing faculty development programmes to train their teaching staff with the aim of improving student learning performance. Frequently changing parameters within faculties pose a challenge for the sustainable establishment of such programmes. In this paper, we aim to describe facilitating and hindering parameters using the example of the basic teacher training (BTT) course at the Charité – Universtitätsmedizin Berlin (Charité). Project description: After sporadic pilot attempts for university education training, basic teacher training was finally established at the Charité in 2006 for all new teaching staff. An interdisciplinary taskforce at the office for student affairs designed the programme according to the Kern cycle of curriculum development, while the Charité advanced training academy provided the necessary resources. Within ten years more than 900 faculty members have completed the BTT (9% of current active teaching staff at the Charité). The BTT programme underwent several phases (piloting, evaluation, review, personnel and financial boosting), all of which were marked by changes in the staff and organizational framework. Evaluations by participants were very positive, sustainable effects on teaching could be proven to a limited extent. Discussion: Success factors for the establishment of the programme were the institutional framework set by the faculty directors, the commitment of those involved, the support of research grants and the thoroughly positive evaluation by participants. More challenging were frequent changes in parameters and the allocation of incentive resources for other, format-specific training courses (e.g. PBL) as part of the introduction of the new modular curriculum of the Charité. Conclusion: The sustainment of the programme was enabled through strategic institutional steps taken by the faculty heads. Thanks to the commitment and input by those at a working level as well as management level, the basic teacher training course is today an established part of the faculty development programme at the Charité. PMID:29085883

A professional development model for medical laboratory scientists working in the microbiology laboratory.

PubMed

Amerson, Megan H; Pulido, Lila; Garza, Melinda N; Ali, Faheem A; Greenhill, Brandy; Einspahr, Christopher L; Yarsa, Joseph; Sood, Pramilla K; Hu, Peter C

2012-01-01

The University of Texas M.D. Anderson Cancer Center, Division of Pathology and Laboratory Medicine is committed to providing the best pathology and medicine through: state-of-the art techniques, progressive ground-breaking research, education and training for the clinical diagnosis and research of cancer and related diseases. After surveying the laboratory staff and other hospital professionals, the Department administrators and Human Resource generalists developed a professional development model for Microbiology to support laboratory skills, behavior, certification, and continual education within its staff. This model sets high standards for the laboratory professionals to allow the labs to work at their fullest potential; it provides organization to training technologists based on complete laboratory needs instead of training technologists in individual areas in which more training is required if the laboratory needs them to work in other areas. This model is a working example for all microbiology based laboratories who want to set high standards and want their staff to be acknowledged for demonstrated excellence and professional development in the laboratory. The PDM model is designed to focus on the needs of the laboratory as well as the laboratory professionals.

Teamwork and delegation in medical homes: primary care staff perspectives in the Veterans Health Administration.

PubMed

True, Gala; Stewart, Greg L; Lampman, Michelle; Pelak, Mary; Solimeo, Samantha L

2014-07-01

The patient-centered medical home (PCMH) relies on a team approach to patient care. For organizations engaged in transitioning to a PCMH model, identifying and providing the resources needed to promote team functioning is essential. To describe team-level resources required to support PCMH team functioning within the Veterans Health Administration (VHA), and provide insight into how the presence or absence of these resources facilitates or impedes within-team delegation. Semi-structured interviews with members of pilot teams engaged in PCMH implementation in 77 primary care clinics serving over 300,000 patients across two VHA regions covering the Mid-Atlantic and Midwest United States. A purposive sample of 101 core members of pilot teams, including 32 primary care providers, 42 registered nurse care managers, 15 clinical associates, and 12 clerical associates. Investigators from two evaluation sites interviewed frontline primary care staff separately, and then collaborated on joint analysis of parallel data to develop a broad, comprehensive understanding of global themes impacting team functioning and within-team delegation. We describe four themes key to understanding how resources at the team level supported ability of primary care staff to work as effective, engaged teams. Team-based task delegation was facilitated by demarcated boundaries and collective identity; shared goals and sense of purpose; mature and open communication characterized by psychological safety; and ongoing, intentional role negotiation. Our findings provide a framework for organizations to identify assets already in place to support team functioning, as well as areas in need of improvement. For teams struggling to make practice changes, our results indicate key areas where they may benefit from future support. In addition, this research sheds light on how variation in medical home implementation and outcomes may be associated with variation in team-based task delegation.

Enhancing health students' understanding of generic research concepts using a web-based video resource.

PubMed

Callaghan, Lynne; Lea, Susan J; Mutton, Lauren; Whittlesea, Emma

2011-11-01

This paper presents the development and evaluation of a set of innovative video resources aimed at enhancing health students' understanding and learning of generic research concepts. It is vital that health students achieve a solid foundation in research methods in order to support and inform evidence-based practice. Research concepts were identified through a stakeholder consultation with research methods teaching staff from a variety of health professions. Research concepts and processes included reliability, validity, statistical significance, descriptive statistics, qualitative and quantitative methods, sampling and population, research ethics and searching for and evaluating literature. Videos were produced, informed by a 3-component model, including: first, animated slides of concept definition, second, acted analogical scenarios of concepts and third, interviews with staff regarding the application of the concepts in their own research. Workshop-style focus groups were conducted with 27 students from midwifery, paramedicine and physiotherapy degree programmes. Overall, students perceived the resources as demystifying the topic of research methods through the clarification of definition and application of concepts and making sense of concepts through the analogical videos. Students evaluated the resources extremely positively in comparison with books and lectures and believed that the combination of audio and visual media benefited their learning. Copyright © 2011 Elsevier Ltd. All rights reserved.

The Second Victim Experience and Support Tool: Validation of an Organizational Resource for Assessing Second Victim Effects and the Quality of Support Resources.

PubMed

Burlison, Jonathan D; Scott, Susan D; Browne, Emily K; Thompson, Sierra G; Hoffman, James M

2017-06-01

Medical errors and unanticipated negative patient outcomes can damage the well-being of health care providers. These affected individuals, referred to as "second victims," can experience various psychological and physical symptoms. Support resources provided by health care organizations to prevent and reduce second victim-related harm are often inadequate. In this study, we present the development and psychometric evaluation of the Second Victim Experience and Support Tool (SVEST), a survey instrument that can assist health care organizations to implement and track the performance of second victim support resources. The SVEST (29 items representing 7 dimensions and 2 outcome variables) was completed by 303 health care providers involved in direct patient care. The survey collected responses on second victim-related psychological and physical symptoms and the quality of support resources. Desirability of possible support resources was also measured. The SVEST was assessed for content validity, internal consistency, and construct validity with confirmatory factor analysis. Confirmatory factor analysis results suggested good model fit for the survey. Cronbach α reliability scores for the survey dimensions ranged from 0.61 to 0.89. The most desired second victim support option was "A respected peer to discuss the details of what happened." The SVEST can be used by health care organizations to evaluate second victim experiences of their staff and the quality of existing support resources. It can also provide health care organization leaders with information on second victim-related support resources most preferred by their staff. The SVEST can be administered before and after implementing new second victim resources to measure perceptions of effectiveness.

Opportunistic immunisation in the emergency department: a survey of staff knowledge, opinion and practices.

PubMed

Philips, Leanne; Young, Jeanine; Williams, Lesley A; Cooke, Marie; Rickard, Claire

2014-05-01

The aim of this study was to identify (a) emergency department staff knowledge, opinion and practices in relation to childhood vaccines and opportunistic immunisation in the emergency department and (b) differences between nursing and medical staff knowledge, opinion and self reported practices. A self-administered, cross-sectional survey was offered to a convenience sample of medical and nursing staff (n=86) working in a tertiary paediatric emergency department. Variables of interest were described using frequencies and odds ratios to report differences between medical and nursing staff responses. An 87% survey response was achieved. The majority of staff agreed that childhood vaccines were safe (96%), effective (99%) and necessary (97%). Less than half (45%) of the staff correctly identified that there is no association between measles, mumps and rubella (MMR) vaccine and autism. Medical staff were more likely than nurses to disagree that giving multiple vaccines overloads the immune system (p<0.01), or that complementary therapies reduced the need for a child to be vaccinated (p<0.006). These knowledge deficits exist despite a reported awareness of immunisation resources. The majority (96%) of those surveyed reported that the Australian Immunisation Handbook was as a useful resource. Overall, the majority of staff agreed vaccines are safe, effective and necessary. This study highlighted that staff knowledge deficits and misconceptions about vaccines and vaccine management may be barriers to promoting opportunistic immunisation practices in ED. Copyright © 2014 College of Emergency Nursing Australasia Ltd. All rights reserved.

NursesforTomorrow: a proactive approach to nursing resource analysis.

PubMed

Bournes, Debra A; Plummer, Carolyn; Miller, Robert; Ferguson-Paré, Mary

2010-03-01

This paper describes the background, development, implementation and utilization of NursesforTomorrow (N4T), a practical and comprehensive nursing human resources analysis method to capture regional, institutional and patient care unit-specific actual and predicted nurse vacancies, nurse staff characteristics and nurse staffing changes. Reports generated from the process include forecasted shortfalls or surpluses of nurses, percentage of novice nurses, occupancy, sick time, overtime, agency use and other metrics. Readers will benefit from a description of the ways in which the data generated from the nursing resource analysis process are utilized at senior leadership, program and unit levels to support proactive hiring and resource allocation decisions and to predict unit-specific recruitment and retention patterns across multiple healthcare organizations and regions.

Policy at play: The implementation of Healthy Eating and Active Living Guidelines in municipal child care settings.

PubMed

McKay, Kelly; Nigro, Sherry

2017-03-01

In 2012, Ottawa Public Health (OPH) partnered with the City of Ottawa Municipal Child Care (MCC) Services to develop Healthy Eating and Active Living (HEAL) Guidelines. The Guidelines aim to promote consistent standards of practice in child care settings related to healthy environments and food, physical activity, physical literacy, decreased sedentary behaviours, and positive role modeling by staff. The Guidelines targeted 498 children aged 18 months to 5 years, attending MCC centres. Resources and training were provided to 10 supervisors, 63 child care educators and 9 cooks. Components of the Guidelines were piloted in 5 MCC sites prior to being launched in 10 MCC sites across Ottawa, Ontario. Two project Advisory Groups supported the development of the Guidelines. Staff training, resources, recipes and menus were provided. An evaluation was conducted and has informed the Guidelines' subsequent community implementation. In 2015, accompanying web-based resources and e-modules were developed. The evaluation demonstrated environmental and programming changes. Parent satisfaction was high and preliminary findings showed no real changes in food costs. Following implementation, the cooks reported high compliance to the 6-week menu plans provided, and the number of sites offering 120 minutes or more of daily physical activity increased. Through novel intersectoral partnerships, OPH was able to implement and evaluate HEAL Guidelines in tandem. The interdisciplinary project Advisory Groups, training of cooks, and engagement of the Ontario Coaches Association were all innovative elements of this project and may influence future public health activity in this area.

Development and Implementation of a Pediatric Palliative Care Program in a Developing Country.

PubMed

Doherty, Megan; Thabet, Chloé

2018-01-01

Palliative care is recognized as an important component of care for children with cancer and other life-limiting conditions. In resource limited settings, palliative care is a key component of care for children with cancer and other life-limiting conditions. Globally, 98% of children who need palliative care live in low- or middle-income countries, where there are very few palliative care services available. There is limited evidence describing the practical considerations for the development and implementation of sustainable and cost-effective palliative care services in developing countries. Our aim is to describe the key considerations and initiatives that were successful in planning and implementing a hospital-based pediatric palliative care service specifically designed for a resource-limited setting. Bangabandu Sheikh Mujib Medical University (BSMMU) is a tertiary referral hospital in Bangladesh. Local palliative care services are very limited and focused on adult patients. In partnership with World Child Cancer, a project establishing a pediatric palliative care service was developed for children with cancer at BSMMU. We describe four key elements which were crucial for the success of this program: (1) raising awareness and sensitizing hospital administrators and clinical staff about pediatric palliative care; (2) providing education and training on pediatric palliative care for clinical staff; (3) forming a pediatric palliative care team; and (4) collecting data to characterize the need for pediatric palliative care. This model of a hospital-based pediatric palliative care service can be replicated in other resource-limited settings and can be expanded to include children with other life-limiting conditions. The development of pilot programs can generate interest among local physicians to become trained in pediatric palliative care and can be used to advocate for the palliative care needs of children.

A multi-method approach to curriculum development for in-service training in China's newly established health emergency response offices.

PubMed

Wang, Yadong; Li, Xiangrui; Yuan, Yiwen; Patel, Mahomed S

2014-01-01

To describe an innovative approach for developing and implementing an in-service curriculum in China for staff of the newly established health emergency response offices (HEROs), and that is generalisable to other settings. The multi-method training needs assessment included reviews of the competency domains needed to implement the International Health Regulations (2005) as well as China's policies and emergency regulations. The review, iterative interviews and workshops with experts in government, academia, the military, and with HERO staff were reviewed critically by an expert technical advisory panel. Over 1600 participants contributed to curriculum development. Of the 18 competency domains identified as essential for HERO staff, nine were developed into priority in-service training modules to be conducted over 2.5 weeks. Experts from academia and experienced practitioners prepared and delivered each module through lectures followed by interactive problem-solving exercises and desktop simulations to help trainees apply, experiment with, and consolidate newly acquired knowledge and skills. This study adds to the emerging literature on China's enduring efforts to strengthen its emergency response capabilities since the outbreak of SARS in 2003. The multi-method approach to curriculum development in partnership with senior policy-makers, researchers, and experienced practitioners can be applied in other settings to ensure training is responsive and customized to local needs, resources and priorities. Ongoing curriculum development should reflect international standards and be coupled with the development of appropriate performance support systems at the workplace for motivating staff to apply their newly acquired knowledge and skills effectively and creatively.

Daily Living Resources

MedlinePlus

... PPMD. Click here to review PPMD’s policy on corporate support . Daily Living Resources PPMD Resource Fair Participants ... About PPMD ❯ Mission & Impact Staff & Board News History Finance & Operations Partners Media Contact us Get Involved ❯ Donate ...

Berkeley Lab - Materials Sciences Division

Science.gov Websites

Berkeley Lab Berkeley Lab A-Z Index Phone Book Jobs Search DOE Search MSD Go MSD - Materials Investigators Division Staff Facilities and Centers Staff Jobs Safety Personnel Resources Committees In Case of

State Systems Improvement Self-Assessment

ERIC Educational Resources Information Center

Mid-South Regional Resource Center (MSRRC), 2008

2008-01-01

This document was developed by the Mid-South Regional Resource Center (MSRRC) and is designed to be used as an assessment of State systems by State Part B and Part C staff and their stakeholders. It provides a detailed process for State Education Agencies (SEA) and Lead Agencies (LA) to follow that will guide improvement efforts relative to the…

Kindergarten through 12th Grade Project in Career Development and Bridging the Gap Between School and Work: Final Report.

ERIC Educational Resources Information Center

Watertown Independent School District 1, SD.

Divided into four phases, this project in career education includes the following aspects: planning of project policies and activities and securing resource materials; orientation of the school district staff to the project; integration of occupational information, exploration, and career education concepts into the curriculum, identification of…

Planning and Reviewing for Success. Training Guides for the Head Start Learning Community.

ERIC Educational Resources Information Center

Aspen Systems Corp., Rockville, MD.

This guide offers Head Start staff a blueprint for developing the skills and methods necessary for a Head Start program's planning and review process. The guide stresses the need for Head Start administrative and managerial leadership to maintain a holistic, integrated approach; use the strength and resources of Head Start team members; identify…

Best Practices in Marine and Coastal Science Education: Lessons Learned from a National Estuarine Research Reserve.

ERIC Educational Resources Information Center

McDonnell, Janice D.

The Jacques Cousteau National Estuarine Research Reserve (JC NERR) program has successfully capitalized on human fascination with the ocean by using the marine environment to develop interest and capability in science. The Institute of Marine & Coastal Sciences, as the managing agency of the JC NERR, makes its faculty, staff resources, and…

Study of Programs To Meet the Developmental Needs of Young Children. Report to the Legislature.

ERIC Educational Resources Information Center

Minnesota State Dept. of Education, St. Paul. Div. of Development and Partnership.

Committees discussed six educational program options for 4- and 5-year-old children, in terms of curriculum, staff and licensure, cost and school facilities, coordination with existing resources, public opinion, and school-age day care. The curriculum committee developed a set of goals, outlined a program design, and considered the possible…

Does Support for VET Reduce Employee Churn? A Case Study in Local Government. Occasional Paper

ERIC Educational Resources Information Center

Curry, Kath

2010-01-01

To what extent do local governments use vocational education and training as a staff retention strategy? Human resources personnel from a selection of councils around Australia believed that a lack of career development or training opportunities might cause an employee to leave their organisation. They had some reservations about the quality and…

Helping Residents Succeed on the Job: How To Design and Deliver an Effective Job Retention Program. Neighbor Networks.

ERIC Educational Resources Information Center

Department of Housing and Urban Development, Washington, DC. Office of Multifamily Housing.

This guide describes how Neighborhood Networks centers can identify, provide, and use local partners and center staff to deliver effective follow-up retention services to residents who have just made the transition from unemployment to employment. (Neighborhood Networks, a community-based initiative, encourages the development of resource and…

Project ESL-SEDAC. O.E.E. Annual Evaluation Report, E.S.E.A. Title VII. 1982-83.

ERIC Educational Resources Information Center

Tobias, Robert; And Others

During 1982-83, the first of three projected program cycles, the Title VII English as a Second Language, Special Education Developmental Approach Curriculum Project (ESL-SEDAC) provided direct instruction to 246 handicapped limited English proficient students in schools throughout New York City. Resource assistance, staff development, and parent…

SETRC Basic Training Program. O.E.E. Evaluation Report, 1981-82.

ERIC Educational Resources Information Center

Tobias, Robert; And Others

The Special Education Training and Resource Center (SETRC) program was developed in 1979-80 to design, provide, and coordinate specialized staff and parent training to ensure that handicapped students in New York City Schools receive appropriate and meaningful education in accordance with public policy. An evaluation of the program in the 1981-82…

Delinquency and Crime Prevention: Overview of Research Comparing Treatment Foster Care and Group Care

ERIC Educational Resources Information Center

Osei, Gershon K.; Gorey, Kevin M.; Jozefowicz, Debra M. Hernandez

2016-01-01

Background: Evidence of treatment foster care (TFC) and group care's (GC) potential to prevent delinquency and crime has been developing. Objectives: We clarified the state of comparative knowledge with a historical overview. Then we explored the hypothesis that smaller, probably better resourced group homes with smaller staff/resident ratios have…

Evaluation of SHEEO's State Policy Resource Connections (SPRC) Initiative. Final Report

ERIC Educational Resources Information Center

Ryherd, Ann Daley

2011-01-01

With the assistance of the Lumina Foundation, the State Higher Education Executive Officers (SHEEO) staff has been working to develop a broad, up-to-date database of policy relevant information for the states and to create analytical studies to help state leaders identify priorities and practices for improving policies and performance across the…

Achieving Equity in Education Programs for Disabled Women and Girls. A Model Workshop Manual.

ERIC Educational Resources Information Center

Kratovil, Jane; And Others

The model workshop manual is intended for use with state and local special education and sex equity staff. The manual contains a model workshop format, information on problems faced by disabled students, and suggested workshop activities. A sample workshop agenda, accompanying materials and resources developed, compiled, and field-tested at two…

10 CFR 1.39 - Office of the Chief Human Capital Officer.

Code of Federal Regulations, 2014 CFR

2014-01-01

... 10 Energy 1 2014-01-01 2014-01-01 false Office of the Chief Human Capital Officer. 1.39 Section 1... Headquarters Staff Offices § 1.39 Office of the Chief Human Capital Officer. The Office of the Chief Human... effective organization, utilization, and development of the agency's human resources; (b) Provides labor...

Conceptual Framework for Using Computers to Enhance Employee Engagement in Large Offices

ERIC Educational Resources Information Center

Gill, Rob

2010-01-01

Using computers to engage with staff members on their organization's Employer of Choice (EOC) program as part of a human resource development (HRD) framework can add real value to that organization's reputation. EOC is an evolving principle for Australian business. It reflects the value and importance organizations place on their key stakeholders,…

Workplace Factors Which Enhance Self-Directed Learning. A Report of a Project on Self-Directed Learning in the Workplace.

ERIC Educational Resources Information Center

Baskett, H. K. Morris

A study to explore organizational conditions that facilitate workplace learning involved 35 resource development consultants in Calgary, Alberta, Canada and line staff from 22 organizations in a 9-hour participatory research workshop using Appreciative Inquiry--a technology emphasizing the positive or "life-giving" forces which…

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…

Awareness, Attitudes and Participation of Teaching Staff towards the Open Content Movement in One University

ERIC Educational Resources Information Center

Reed, Peter

2012-01-01

This research investigates the current awareness of, and participation in, the open content movement at one UK institution for higher education. The open content movement and the open educational resources can be seen as potential methods for reducing time and cost of technology-enhanced learning developments; however, its sustainability and, to…

Caring for You and Your Baby: From Pregnancy through the First Year of Life.

ERIC Educational Resources Information Center

Minnesota Univ., Minneapolis. Fairview Health Services.

Prepared by the Maternal and Newborn Services staff at a health care system affiliated with the University of Minnesota, this book is designed as several resources in one, encompassing pregnancy, childbirth, infant care, child development, baby keepsakes, medical records, and journal-keeping. The book provides authoritative, up-to-date information…

Preparing for High Technology: Model Programs in the USA. Research and Development Series No. 258.

ERIC Educational Resources Information Center

Doty, Charles R.

This publication identifies exemplary programs and human resources in the automated manufacturing technologies. Its purpose is to assist vocational education program planners and curriculum specialists in updating programs and staff skills to prepare for high technology. Chapter 1 is an introduction. Chapter 2 describes the seven U.S. Secretary of…

Organizing a Successful Family Center in Your School. A Resource Guide. Revised 2005

ERIC Educational Resources Information Center

Wisconsin Department of Public Instruction, 2005

2005-01-01

This booklet was developed to help school staff members, parents, and community leaders understand how family centers can promote family participation and strengthen their schools. It also serves as a guide to establishing family centers. The term, family center, is used throughout this booklet, although many schools prefer to call their center…

This is Your Life: A Career and Education Planning Guide: Educator's Companion

ERIC Educational Resources Information Center

Alberta Advanced Education and Technology, 2009

2009-01-01

This guide was developed to fill a need identified by high school educators and Alberta Advanced Education and Technology staff. The Guide introduces students to the principles of career and education planning and various authorized Alberta resources by helping students work through the planning process. The student guide is a series of modules…

An Analysis on Academicians Job Satisfaction in the Perspective of HRD Practices

ERIC Educational Resources Information Center

Long, Choi Sang; Xuan, Sia Shi; Ismail, Wan Khairuzzaman Wan; Rasid, Siti Zaleha Abd; Kowang, Tan Owee

2014-01-01

This paper examines the relationship between human resource development (HRD) practices and employees' job satisfaction. This study is conducted at a public university in Malaysia. A total of 95 questionnaires were collected out of 1110 distributed, indicating an 8.5% rate of return. All respondents were academic staff of the university. Four HRD…

REPORT OF NATIONAL ADVISORY COMMITTEE ON HEALTH OCCUPATIONS EDUCATION (MARCH 10-11, 1966).

ERIC Educational Resources Information Center

Office of Education (DHEW), Washington, DC.

COMMITTEE MEMBERS AND OFFICE OF EDUCATION STAFF MET WITH RESOURCE PERSONS IN HEALTH OCCUPATIONS AREA. HIGHLIGHTS OF THE SPECIALISTS REPORTS ARE--BY 1970, 60 TO 70 THOUSAND MEDICAL TECHNOLOGISTS WILL BE NEEDED. PROGRAMS DEVELOPED IN TECHNICAL AND HIGH SCHOOLS AND COMMUNITY COLLEGES ARE ALL NEEDED TO REACH THIS GOAL. SHORTAGES OF QUALIFIED TEACHERS…

The Power of the Symposium: Impacts from Students' Perspectives

ERIC Educational Resources Information Center

Vanek, Diana; Marra, Nancy; Hester, Carolyn; Ware, Desirae; Holian, Andrij; Ward, Tony; Knuth, Randy; Adams, Earle

2011-01-01

The Air Toxics under the Big Sky program developed at the University of Montana is a regional outreach and education initiative that offers a yearlong exploration of air quality and its relation to respiratory health. The program was designed to connect university staff and resources with rural schools enabling students to learn and apply science…

A Queue Simulation Tool for a High Performance Scientific Computing Center

NASA Technical Reports Server (NTRS)

Spear, Carrie; McGalliard, James

2007-01-01

The NASA Center for Computational Sciences (NCCS) at the Goddard Space Flight Center provides high performance highly parallel processors, mass storage, and supporting infrastructure to a community of computational Earth and space scientists. Long running (days) and highly parallel (hundreds of CPUs) jobs are common in the workload. NCCS management structures batch queues and allocates resources to optimize system use and prioritize workloads. NCCS technical staff use a locally developed discrete event simulation tool to model the impacts of evolving workloads, potential system upgrades, alternative queue structures and resource allocation policies.

Developing a Marketing Orientation in Hospital Library Services: A Case Report.

PubMed

Delawska-Elliott, Basia; Grinstead, Carrie; Martin, Heather J

2015-01-01

When the four Providence Health & Services libraries in Oregon regionalized services and resources, the transition, which was originally met with apprehension from some library users, turned out to be a resounding success. Despite a loss of two-thirds of the professional staff and a decreased budget, the new regionalized library experienced an increase in business and recognition. While many factors contributed to the success, a creative marketing and outreach campaign was a key component. This column describes the steps taken to promote regionalized library reference services and online resources.

Infection prevention and control in nursing homes: a qualitative study of decision-making regarding isolation-based practices.

PubMed

Cohen, Catherine Crawford; Pogorzelska-Maziarz, Monika; Herzig, Carolyn T A; Carter, Eileen J; Bjarnadottir, Ragnhildur; Semeraro, Patricia; Travers, Jasmine L; Stone, Patricia W

2015-10-01

Isolation-based practices in nursing homes (NHs) differ from those in acute care. NHs must promote quality of life while preventing infection transmission. Practices used in NHs to reconcile these goals of care have not been characterised. To explore decision-making in isolation-based infection prevention and control practices in NHs. A qualitative study was conducted with staff (eg, staff nurses, infection prevention directors and directors of nursing) employed in purposefully sampled US NHs. Semistructured, role-specific interview guides were developed and interviews were digitally recorded, transcribed verbatim and analysed using directed content analysis. The research team discussed emerging themes in weekly meetings to confirm consensus. We inferred from 73 interviews in 10 NHs that there was variation between NHs in practices regarding who was isolated, when isolation-based practices took place, how they were implemented, and how they were tailored for each resident. Interviewees' decision-making depended on staff perceptions of acceptable transmission risk and resident quality of life. NH resources also influenced decision-making, including availability of private rooms, extent to which staff can devote time to isolation-based practices and communication tools. A lack of understanding of key infection prevention and control concepts was also revealed. Current clinical guidelines are not specific enough to ensure consistent practice that meets care goals and resource constraints in NHs. However, new epidemiological research regarding effectiveness of varying isolation practices in this setting is needed to inform clinical practice. Further, additional infection prevention and control education for NH staff may be required. Published by the BMJ Publishing Group Limited. For permission to use (where not already granted under a licence) please go to http://group.bmj.com/group/rights-licensing/permissions.

How primary health care staff working in rural and remote areas access skill development and expertise to support health promotion practice.

PubMed

McFarlane, Kathryn A; Judd, Jenni; Wapau, Hylda; Nichols, Nina; Watt, Kerrianne; Devine, Sue

2018-05-01

Health promotion is a key component of comprehensive primary health care. Health promotion approaches complement healthcare management by enabling individuals to increase control over their health. Many primary healthcare staff have a role to play in health promotion practice, but their ability to integrate health promotion into practice is influenced by their previous training and experience. For primary healthcare staff working in rural and remote locations, access to professional development can be limited by what is locally available and prohibitive in terms of cost for travel and accommodation. This study provides insight into how staff at a large north Queensland Aboriginal community controlled health service access skill development and health promotion expertise to support their work. A qualitative exploratory study was conducted. Small group and individual semi-structured interviews were conducted with staff at Apunipima Cape York Health Council (n=9). A purposive sampling method was used to recruit participants from a number of primary healthcare teams that were more likely to be involved in health promotion work. Both on-the-ground staff and managers were interviewed. All participants were asked how they access skill development and expertise in health promotion practice and what approaches they prefer for ongoing health promotion support. The interviews were transcribed verbatim and analysed thematically. All participants valued access to skill development, advice and support that would assist their health promotion practice. Skill development and expertise in health promotion was accessed from a variety of sources: conferences, workshops, mentoring or shared learning from internal and external colleagues, and access to online information and resources. With limited funds and limited access to professional development locally, participants fostered external and internal organisational relationships to seek in-kind advice and support. Irrespective of where the advice came from, it needed to be applicable to work with Aboriginal and Torres Strait Islander remote communities. To improve health outcomes in rural and remote communities, the focus on health promotion and prevention approaches must be strengthened. Primary healthcare staff require ongoing access to health promotion skill development and expertise to increase their capacity to deliver comprehensive primary health care. Practice-based evidence from staff working in the field provides a greater understanding of how skill development and advice are accessed. Many of these strategies can be formalised through organisational plans and systems, which would ensure that a skilled health promotion workforce is sustained.

Cellular Therapies Clinical Research Roadmap: Lessons learned on how to move a cellular therapy into a clinical trial

PubMed Central

Ouseph, Stacy; Tappitake, Darah; Armant, Myriam; Wesselschmidt, Robin; Derecho, Ivy; Draxler, Rebecca; Wood, Deborah; Centanni, John M.

2014-01-01

A clinical research roadmap has been developed as a resource for researchers to identify critical areas and potential pitfalls when transitioning a cellular therapy product from the research laboratory, via and Investigational New Drug (IND) application, into early phase clinical trials. The roadmap describes four key areas; basic and preclinical research, resource development, translational research and good manufacturing practice (GMP), and IND assembly and submission. Basic and preclinical research identifies a new therapeutic concept and demonstrates its potential value using a model of the relevant disease. During resource development the appropriate specialists and the required expertise to bring this product into the clinic are identified (e.g., researchers, regulatory specialists, GMP manufacturing staff, clinicians, and clinical trials staff, etc.). Additionally, the funds required to achieve this goal (or a plan to procure them) are identified. In the next phase the plan to translate the research product into a clinical grade therapeutic is developed. Finally regulatory approval to start the trial must be obtained. In the United States this is done by filing an IND application with the Food and Drug Administration. The NHLBI-funded Production Assistance for Cellular Therapies (PACT) program has facilitated the transition of a variety of cellular therapy products from the laboratory into Phase1/2 trials. The five PACT facilities have assisted investigators by performing translational studies and GMP manufacturing to ensure that cellular products met release specifications and were manufactured safely, reproducibly, and at the appropriate scale. The roadmap resulting from this experience is the focus of this article. PMID:25484311

The value of mentoring: a strategic approach to retention and recruitment.

PubMed

Greene, Maureen T; Puetzer, Mary

2002-10-01

The issues of recruitment, training, and retention of experienced nursing staff remains an ongoing business strategy of nursing service in many health care facilities. The implementation of a structured mentoring program recognizes the need to develop and maintain relationships between the new and the experienced nurses. The terms of mentor and mentee are defined within a structured orientation program, highlighting specific roles and responsibilities of each. The use of other staff as preceptors and resources is discussed as a mechanism to enhance diversity in skill and knowledge development. The value of clinical tracking forms, planning calendars, and feedback mechanisms are stressed to ensure success in monitoring this program in a longitudinal way. Problems associated with the assignment of mentors are addressed as an area for future investigation in different care settings.

Academic Job Satisfaction and Motivation: Findings from a Nationwide Study in Portuguese Higher Education

ERIC Educational Resources Information Center

de Lourdes Machado-Taylor, Maria; Meira Soares, Virgílio; Brites, Rui; Brites Ferreira, José; Farhangmehr, Minoo; Gouveia, Odília Maria Rocha; Peterson, Marvin

2016-01-01

Academic staff is a key resource in higher education institutions (HEIs) and therefore has a major role in the achievement of the objectives of these institutions. Satisfied and well-motivated academic staff can build a national and international reputation for themselves and their institutions. Moreover, the performance of academic staff impacts…

Joint Chiefs of Staff > Directorates > J1 | Manpower and Personnel

Science.gov Websites

Management J1 | Manpower and Personnel J2 | Joint Staff Intelligence J3 | Operations J4 | Logistics► J8 | Force Structure, Resources & Assessment Contact J1 Manpower and Personnel Home : Directorates : J1 | Manpower and Personnel Mission To provide the Chairman of the Joint Chiefs of Staff

Exploiting the Potential of CD-ROM Databases: Staff Induction at the University of East Anglia.

ERIC Educational Resources Information Center

Guillot, Marie-Noelle; Kenning, Marie-Madeleine

1995-01-01

Overviews a project exploring the possibility of using CD-ROM applications and the design of exploratory didactic materials to introduce academic staff to the field of computer-assisted instruction. The project heightened the staff's awareness of electronic resources and their potential as research, teaching, and learning aids, with particular…

Becoming a health literate organization: Formative research results from healthcare organizations providing care for undeserved communities.

PubMed

Adsul, Prajakta; Wray, Ricardo; Gautam, Kanak; Jupka, Keri; Weaver, Nancy; Wilson, Kristin

2017-11-01

Background Integrating health literacy into primary care institutional policy and practice is critical to effective, patient centered health care. While attributes of health literate organizations have been proposed, approaches for strengthening them in healthcare systems with limited resources have not been fully detailed. Methods We conducted key informant interviews with individuals from 11 low resourced health care organizations serving uninsured, underinsured, and government-insured patients across Missouri. The qualitative inquiry explored concepts of impetus to transform, leadership commitment, engaging staff, alignment to organization wide goals, and integration of health literacy with current practices. Findings Several health care organizations reported carrying out health literacy related activities including implementing patient portals, selecting easy to read patient materials, offering community education and outreach programs, and improving discharge and medication distribution processes. The need for change presented itself through data or anecdotal staff experience. For any change to be undertaken, administrators and medical directors had to be supportive; most often a champion facilitated these changes in the organization. Staff and providers were often resistant to change and worried they would be saddled with additional work. Lack of time and funding were the most common barriers reported for integration and sustainability. To overcome these barriers, managers supported changes by working one on one with staff, seeking external funding, utilizing existing resources, planning for stepwise implementation, including members from all staff levels and clear communication. Conclusion Even though barriers exist, resource scarce clinical settings can successfully plan, implement, and sustain organizational changes to support health literacy.

College Students’ Preferences for Health Care Providers when Accessing Sexual Health Resources

PubMed Central

Garcia, Carolyn M.; Lechner, Kate E.; Frerich, Ellen A.; Lust, Katherine A.; Eisenberg, Marla E.

2017-01-01

Objective Many emerging adults (18–25 year olds) report unmet health needs and disproportionately experience problems such as sexually transmitted infections. This study was conducted to examine college students’ perceptions of health care providers, specifically in the context of accessing sexual health resources. Design and Sample Students (N=52) were recruited from five diverse colleges in one state to participate in a one-to-one interview that involved walking and virtually exploring resources on and near campus. Interviews were conducted from May to November 2010. Results Inductive qualitative analysis yielded six themes summarizing students’ perceptions of provider characteristics, health care resources, the role of their peers, and students’ suggestions for strengthening health care services. Importantly, students consider a variety of staff—and their student peers—to be resources for sexual health information and services. Conclusions Findings emphasize the importance of collaboration between health service staff and broader campus staff because students often turn to campus staff initially. Post-secondary students welcome opportunities to know a provider through interactive websites that include details about providers on campus; their decisions to seek sexual health care services are influenced by their perceptions of providers’ characteristics and interpersonal skills. PMID:25159532

Leadership styles of nursing home administrators and their association with staff turnover.

PubMed

Donoghue, Christopher; Castle, Nicholas G

2009-04-01

The purpose of this study was to examine the associations between nursing home administrator (NHA) leadership style and staff turnover. We analyzed primary data from a survey of 2,900 NHAs conducted in 2005. The Online Survey Certification and Reporting database and the Area Resource File were utilized to extract organizational and local economic characteristics of the facilities. A general linear model (GLM) was used to estimate the effects of NHA leadership style, organizational characteristics, and local economic characteristics on nursing home staff turnover for registered nurses (RNs), licensed practical nurses (LPNs), and nurse's aides (NAs). The complete model estimates indicate that NHAs who are consensus managers (leaders who solicit, and act upon, the most input from their staff) are associated with the lowest turnover levels, 7% for RNs, 3% for LPNs, and 44% for NAs. Shareholder managers (leaders who neither solicit input when making a decision nor provide their staffs with relevant information for making decisions on their own) are associated with the highest turnover levels, 32% for RNs, 56% for LPNs, and 168% for NAs. The findings indicate that NHA leadership style is associated with staff turnover, even when the effects of organizational and local economic conditions are held constant. Because leadership strategies are amenable to change, the findings of this study may be used to develop policies for lowering staff turnover.

The Patient Feedback Response Framework - Understanding why UK hospital staff find it difficult to make improvements based on patient feedback: A qualitative study.

PubMed

Sheard, Laura; Marsh, Claire; O'Hara, Jane; Armitage, Gerry; Wright, John; Lawton, Rebecca

2017-04-01

Patients are increasingly being asked for feedback about their healthcare experiences. However, healthcare staff often find it difficult to act on this feedback in order to make improvements to services. This paper draws upon notions of legitimacy and readiness to develop a conceptual framework (Patient Feedback Response Framework - PFRF) which outlines why staff may find it problematic to respond to patient feedback. A large qualitative study was conducted with 17 ward based teams between 2013 and 2014, across three hospital Trusts in the North of England. This was a process evaluation of a wider study where ward staff were encouraged to make action plans based on patient feedback. We focus on three methods here: i) examination of taped discussion between ward staff during action planning meetings ii) facilitators notes of these meetings iii) telephone interviews with staff focusing on whether action plans had been achieved six months later. Analysis employed an abductive approach. Through the development of the PFRF, we found that making changes based on patient feedback is a complex multi-tiered process and not something that ward staff can simply 'do'. First, staff must exhibit normative legitimacy - the belief that listening to patients is a worthwhile exercise. Second, structural legitimacy has to be in place - ward teams need adequate autonomy, ownership and resource to enact change. Some ward teams are able to make improvements within their immediate control and environment. Third, for those staff who require interdepartmental co-operation or high level assistance to achieve change, organisational readiness must exist at the level of the hospital otherwise improvement will rarely be enacted. Case studies drawn from our empirical data demonstrate the above. It is only when appropriate levels of individual and organisational capacity to change exist, that patient feedback is likely to be acted upon to improve services. Copyright © 2017 The Authors. Published by Elsevier Ltd.. All rights reserved.

Impact of Managers' Coaching Conversations on Staff Knowledge Use and Performance in Long-Term Care Settings.

PubMed

Cummings, Greta G; Hewko, Sarah J; Wang, Mengzhe; Wong, Carol A; Laschinger, Heather K Spence; Estabrooks, Carole A

2018-02-01

Extended lifespans and complex resident care needs have amplified resource demands on nursing homes. Nurse managers play an important role in staff job satisfaction, research use, and resident outcomes. Coaching skills, developed through leadership skill-building, have been shown to be of value in nursing. To test a theoretical model of nursing home staff perceptions of their work context, their managers' use of coaching conversations, and their use of instrumental, conceptual and persuasive research. Using a two-group crossover design, 33 managers employed in seven Canadian nursing homes were invited to attend a 2-day coaching development workshop. Survey data were collected from managers and staff at three time points; we analyzed staff data (n = 333), collected after managers had completed the workshop. We used structural equation modeling to test our theoretical model of contextual characteristics as causal variables, managers' characteristics, and coaching behaviors as mediating variables and staff use of research, job satisfaction, and burnout as outcome variables. The theoretical model fit the data well (χ 2 = 58, df = 43, p = .06) indicating no significant differences between data and model-implied matrices. Resonant leadership (a relational approach to influencing change) had the strongest significant relationship with manager support, which in turn influenced frequency of coaching conversations. Coaching conversations had a positive, non-significant relationship with staff persuasive use of research, which in turn significantly increased instrumental research use. Importantly, coaching conversations were significantly, negatively related to job satisfaction. Our findings add to growing research exploring the role of context and leadership in influencing job satisfaction and use of research by healthcare practitioners. One-on-one coaching conversations may be difficult for staff not used to participating in such conversations. Resonant leadership, as expected, has a significant impact on manager support and job satisfaction among nursing home staff. © 2017 Sigma Theta Tau International.

Continuum of Care

MedlinePlus

... Brain Tumor Treatment Locations Treatment Side Effects & their Management Support and Resources Caregiver Resource Center Pediatric Caregiver Resource Center About Us Our Founders Board of Directors Staff Leadership Strategic Plan Financials News Careers Brain Tumor Information Brain Anatomy Brain ...

Local health department epidemiologic capacity: a stratified cross-sectional assessment describing the quantity, education, training, and perceived competencies of epidemiologic staff.

PubMed

O'Keefe, Kaitlin A; Shafir, Shira C; Shoaf, Kimberley I

2013-01-01

Local health departments (LHDs) must have sufficient numbers of staff functioning in an epidemiologic role with proper education, training, and skills to protect the health of communities they serve. This pilot study was designed to describe the composition, training, and competency level of LHD staff and examine the hypothesis that potential disparities exist between LHDs serving different sized populations. Cross-sectional surveys were conducted with directors and epidemiologic staff from a sample of 100 LHDs serving jurisdictions of varied sizes. Questionnaires included inquiries regarding staff composition, education, training, and measures of competency modeled on previously conducted studies by the Council of State and Territorial Epidemiologists. Number of epidemiologic staff, academic degree distribution, epidemiologic training, and both director and staff confidence in task competencies were calculated for each LHD size strata. Disparities in measurements were observed in LHDs serving different sized populations. LHDs serving small populations reported a smaller average number of epidemiologic staff than those serving larger jurisdictions. As size of population served increased, percentages of staff and directors holding bachelors' and masters' degrees increased, while those holding RN degrees decreased. A higher degree of perceived competency of staff in most task categories was reported in LHDs serving larger populations. LHDs serving smaller populations reported fewer epidemiologic staff, therefore might benefit from additional resources. Differences observed in staff education, training, and competencies suggest that enhanced epidemiologic training might be particularly needed in LHDs serving smaller populations. RESULTS can be used as a baseline for future research aimed at identifying areas where training and personnel resources might be particularly needed to increase the capabilities of LHDs.

Staff - Kurt J. Johnson | Alaska Division of Geological & Geophysical

Science.gov Websites

Facebook DGGS News Natural Resources Geological & Geophysical Surveys Staff - Kurt J. Johnson main content Kurt J. Johnson Kurt J. Johnson Position: Geologist, Geologic Materials Center Address: 3651

Examining Time Use of Dutch Nursing Staff in Long-Term Institutional Care: A Time-Motion Study.

PubMed

Tuinman, Astrid; de Greef, Mathieu H G; Krijnen, Wim P; Nieweg, Roos M B; Roodbol, Petrie F

2016-02-01

Increasing residents' acuity levels and available resources in long-term institutional care requires insight into the care provided by nursing staff so as to guide task allocation and optimal use of resources, and enhance quality of care. The purpose of this study was to examine the relationship between time use and type of nursing staff, residents' acuity levels, and unit type by using a standardized nursing intervention classification. A multicenter cross-sectional observational study was performed using time-motion technique. Five Dutch long-term institutional care facilities participated. In total, 4 residential care units, 3 somatic units, and 6 psycho-geriatric units were included. Data were collected from 136 nursing staff members: 19 registered nurses, 89 nursing assistants, 9 primary caregivers, and 19 health care assistants. A structured observation list was used based on the Nursing Interventions Classification (NIC). Residents' acuity levels, representing residents' needs, were based on the Dutch Care Severity Index. Medians and interquartile ranges were calculated for time spent on interventions per type of nursing staff and units. Linear mixed models were used to examine the relationship between time spent on nursing interventions and the type of nursing staff, residents' acuity levels, and unit type. Observations resulted in 52,628 registered minutes for 102 nursing interventions categorized into 6 NIC domains for 335 residents. Nursing staff spent the most time on direct care interventions, particularly in the domain of basic physiological care. Variances in time spent on interventions between types of nursing staff were minimal. Unit type was more significantly (P < .05) associated with time spent on interventions in domains than the type of nursing staff. Residents' acuity levels did not affect time spent by nursing staff (P > .05). The current study found limited evidence for task allocation between the types of nursing staff, which may suggest a blurring of role differentiation. Also, findings suggest that residents received similar care regardless of their needs, implying that care is predominantly task-oriented instead of person-centered. Managers may reconsider whether the needs of residents are adequately met by qualified nursing staff, considering the differences in education and taking into account increasing acuity levels of residents and available resources. Copyright © 2016 AMDA – The Society for Post-Acute and Long-Term Care Medicine. Published by Elsevier Inc. All rights reserved.

Department of Labor. Challenges in Ensuring Workforce Development and Worker Protection. Testimony before the Subcommittee on Human Resources, Committee on Government Reform and Oversight, House of Representatives.

ERIC Educational Resources Information Center

Joyner, Carlotta C.

In Fiscal Year 1997, the U.S. Department of Labor (DOL) has an estimated budget of $34.4 billion and is authorized 16,614 full-time-equivalent staff-years. DOL's many programs fall into two major categories: enhancing workers' skills through job training and ensuring worker protection. The DOL's work force development mission is being challenged…

Cost analysis serves many purposes.

PubMed

Finger, W R

1998-01-01

This article discusses the utility of performing cost analysis of family planning (FP) personnel resources by relying on a system analysis framework in developing countries. A study of a national provider that distributes 16% of all FP services in Mexico found that more efficient use of staff would increase the number of clients served. Nurses and doctors worked slightly more than 6 hours/day, and 38% of a nurse's time and 47% of a physician's time was spent in meetings, administrative duties, unoccupied work time, and personal time. The Mexican government proposed increasing the work day to 8 hours and increasing to 66% the portion of the work day spent on direct client activity. With this change, services would increase from 1.5 million couple-years of protection (CYP) to 1.8 million CYP in 2010, without additional staff, and CYP cost would decline. CYP costs could potentially be reduced by increasing the number of contraceptive units provided per visit and switching from a 1-month- to a 3-month-duration injectable contraceptive. A Bangladesh study found that CYP costs could be reduced by eliminating absenteeism and increasing work time/day by 1 hour. Cost studies can address specific human resource issues. A study in Thailand found that Norplant was more expensive per CYP than injectables and the IUD, and Norplant acceptors were willing to switch to other effective modern methods. The Thai government decided to target Norplant to a few target groups. Staff time use evaluations can be conducted by requiring staff to record their time or by having clients maintain records of staff time on their health cards. The time-motion study, which involves direct observations of how staff spend their time, is costly but avoids estimation error. A CEMOPLAF study in Ecuador found that 1 visit detected almost as many health problems as 4 visits. Some studies examine cost savings related to other services.

Building laboratory capacity to support HIV care in Nigeria: Harvard/APIN PEPFAR, 2004–2012

PubMed Central

Hamel, Donald J.; Sankalé, Jean-Louis; Samuels, Jay Osi; Sarr, Abdoulaye D.; Chaplin, Beth; Ofuche, Eke; Meloni, Seema T.; Okonkwo, Prosper; Kanki, Phyllis J.

2015-01-01

Introduction From 2004–2012, the Harvard/AIDS Prevention Initiative in Nigeria, funded through the US President’s Emergency Plan for AIDS Relief programme, scaled up HIV care and treatment services in Nigeria. We describe the methodologies and collaborative processes developed to improve laboratory capacity significantly in a resource-limited setting. These methods were implemented at 35 clinic and laboratory locations. Methods Systems were established and modified to optimise numerous laboratory processes. These included strategies for clinic selection and management, equipment and reagent procurement, supply chains, laboratory renovations, equipment maintenance, electronic data management, quality development programmes and trainings. Results Over the eight-year programme, laboratories supported 160 000 patients receiving HIV care in Nigeria, delivering over 2.5 million test results, including regular viral load quantitation. External quality assurance systems were established for CD4+ cell count enumeration, blood chemistries and viral load monitoring. Laboratory equipment platforms were improved and standardised and use of point-of-care analysers was expanded. Laboratory training workshops supported laboratories toward increasing staff skills and improving overall quality. Participation in a World Health Organisation-led African laboratory quality improvement system resulted in significant gains in quality measures at five laboratories. Conclusions Targeted implementation of laboratory development processes, during simultaneous scale-up of HIV treatment programmes in a resource-limited setting, can elicit meaningful gains in laboratory quality and capacity. Systems to improve the physical laboratory environment, develop laboratory staff, create improvements to reduce costs and increase quality are available for future health and laboratory strengthening programmes. We hope that the strategies employed may inform and encourage the development of other laboratories in resource-limited settings. PMID:26900573

Maternity staff perspectives regarding resource demands of breastfeeding supportive practices in accordance with the Baby-Friendly Hospital Initiative accreditation: a Q methodology approach.

PubMed

Huang, Chiu-Mieh; Hung, Wei-Shu; Lai, Jung-Nien; Kao, Yu-Hsiu; Wang, Ching-Ling; Guo, Jong-Long

2016-06-01

To explore the resource demands of implementing the Baby-Friendly Hospital Initiative among maternity staff. Implementing the Baby-Friendly Hospital Initiative is the most recognized global strategy for ensuring that hospital routines support breastfeeding. The maternity services of Baby-Friendly Hospital Initiative accredited hospitals are evaluated according to the Ten Steps to Successful Breastfeeding. Q methodology was applied to investigate the perspectives of 60 maternity staff in Northern Taiwan. Data were collected from May - December 2014. An online Q-sort platform was designed for the participants to perform sorting. The Q-sorts were subjected to factor analysis by using PQ Method software. Factors were extracted using principal component analysis with a varimax rotation. A combination of eigenvalues and a scree plot were employed to determine the number of retained factors. Four factors retained in the final model accounted for 56% of the total variance: (1) emphasis on implementing an institutional policy; (2) emphasis on providing supportive practices for breastfeeding mothers; (3) emphasis on establishing continual breastfeeding support; and (4) emphasis on managing breastfeeding supportive practices concerning a designated time period. The participants that were associated with Factors 1 and 3 emphasized the necessity of allocating resources to Steps 1, 2 and 10 of the Ten Steps. The participants associated with Factors 2 and 4 emphasized allocating resources to Steps 2-5 and 7. This study revealed the various perspectives of maternity staff regarding the resource demands of implementing the Baby-Friendly Hospital Initiative. These perspectives may serve as a reference for decision-makers in prioritizing resource allocation. © 2016 John Wiley & Sons Ltd.

Effect of staff turnover on staffing: A closer look at registered nurses, licensed vocational nurses, and certified nursing assistants.

PubMed

Kash, Bita A; Castle, Nicholas G; Naufal, George S; Hawes, Catherine

2006-10-01

We examined the effects of facility and market-level characteristics on staffing levels and turnover rates for direct care staff, and we examined the effect of staff turnover on staffing levels. We analyzed cross-sectional data from 1,014 Texas nursing homes. Data were from the 2002 Texas Nursing Facility Medicaid Cost Report and the Area Resource File for 2003. After examining factors associated with staff turnover, we tested the significance and impact of staff turnover on staffing levels for registered nurses (RNs), licensed vocational nurses (LVNs) and certified nursing assistants (CNAs). All three staff types showed strong dependency on resources, such as reimbursement rates and facility payor mix. The ratio of contracted to employed nursing staff as well as RN turnover increased LVN turnover rates. CNA turnover was reduced by higher administrative expenditures and higher CNA wages. Turnover rates significantly reduced staffing levels for RNs and CNAs. LVN staffing levels were not affected by LVN turnover but were influenced by market factors such as availability of LVNs in the county and women in the labor force. Staffing levels are not always associated with staff turnover. We conclude that staff turnover is a predictor of RN and CNA staffing levels but that LVN staffing levels are associated with market factors rather than turnover. Therefore, it is important to focus on management initiatives that help reduce CNA and RN turnover and ultimately result in higher nurse staffing levels in nursing homes.

Refining a case-mix measure for nursing homes: Resource Utilization Groups (RUG-III).

PubMed

Fries, B E; Schneider, D P; Foley, W J; Gavazzi, M; Burke, R; Cornelius, E

1994-07-01

A case-mix classification system for nursing home residents is developed, based on a sample of 7,658 residents in seven states. Data included a broad assessment of resident characteristics, corresponding to items of the Minimum Data Set, and detailed measurement of nursing staff care time over a 24-hour period and therapy staff time over a 1-week period. The Resource Utilization Groups, Version III (RUG-III) system, with 44 distinct groups, achieves 55.5% variance explanation of total (nursing and therapy) per diem cost and meets goals of clinical validity and payment incentives. The mean resource use (case-mix index) of groups spans a nine-fold range. The RUG-III system improves on an earlier version not only by increasing the variance explanation (from 43%), but, more importantly, by identifying residents with "high tech" procedures (e.g., ventilators, respirators, and parenteral feeding) and those with cognitive impairments; by using better multiple activities of daily living; and by providing explicit qualifications for the Medicare nursing home benefit. RUG-III is being implemented for nursing home payment in 11 states (six as part of a federal multistate demonstration) and can be used in management, staffing level determination, and quality assurance.

Applying Resource Utilization Groups (RUG-III) in Hong Kong nursing homes.

PubMed

Chou, Kee-Lee; Chi, Iris; Leung, Joe C B

2008-01-01

Resource Utilization Groups III (RUG-III) is a case-mix system developed in the United States for categorization of nursing home residents and the financing of residential care services. In Hong Kong, RUG-III is based on several board groups of residents. The aim of this study was to examine the reliability and validity of the RUG-III in Hong Kong nursing homes. A cross-sectional survey was conducted in seven residential facilities operated by one agency. Residents ( N = 1,127) were assessed by the Minimum Data Set (MDS) and nursing as well as auxiliary staff care times were recorded within 2 weeks before or after the completion of MDS assessment. Forty-five out 1,127 residents were re-interviewed by an independent assessor to assess the inter-rater reliability. The inter-rater reliability of MDS assessment was excellent (kappa = 0.76) and the original RUG-III accounted for about 30 per cent of nursing staff time. Results provide preliminary evidence to support that RUG-III is a reliable and valid case-mix system for Hong Kong nursing homes, but future studies must be explored to reduce the variance of resource use explained by this case-mix system.

California Publicly-Owned Utilities (POUs) – LBNL ‘Beyond Widgets’ Project. Task: ambient lighting and occupancy-based plug load control. System Program Manual

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

Robinson, Alastair; Mathew, Paul A.; Regnier, Cynthia

This program manual contains detailed technical information for implementing an incentive program for task-ambient lighting and occupancy-based plug load control. This manual was developed by Lawrence Berkeley National Laboratory, in collaboration with the California Publicly-Owned Utilities (CA POUs) as a partner in the ‘Beyond Widgets’ program funded by the U.S. Department of Energy Building Technologies Office. The primary audience for this manual is the program staff of the various CA POUs. It may also be used by other utility incentive programs to help develop similar programs. It is anticipated that the content of this manual be utilized by the CAmore » POU staff for developing related documents such as the Technical Resource Manual and other filings pertaining to the rollout of an energy systems-based rebate incentive program.« less

The Low-Level Radioactive Waste Management Office: Thirty Years of Experience in Canada - 13308

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

Benitez, Liliana; Gardiner, Mark J.; Zelmer, Robert L.

2013-07-01

This paper reviews thirty years of progress by the Low-Level Radioactive Waste Management Office (LLRWMO) in developing and implementing low-level radioactive waste (LLRW) remediation projects and environmentally safe co-existence strategies. It reports on the present status and the future of the national historic waste program in Canada. There are over two million cubic metres of historic LLRW in Canada. Historic LLRW is broadly defined as LLRW that was managed in the past in a manner that is no longer considered acceptable and for which the original owner cannot reasonably be held accountable. In many cases, the original owner can notmore » be identified or no longer exists. The LLRWMO was established in 1982 as Canada's agent to carry out the responsibilities of the federal government for the management of historic LLRW. The LLRWMO is operated by Atomic Energy of Canada Limited (AECL) through a cost-recovery agreement with Natural Resources Canada (NRCan), the federal department that provides the funding and establishes national policy for radioactive waste management in Canada. The LLRWMO expertise includes project managers, environmental remediation specialists, radiation surveyors, communications staff and administrative support staff. The LLRWMO in providing all aspects of project oversight and implementation contracts additional resources supplementing core staff capacity as project/program demands require. (authors)« less

Workforce Diversity in Outpatient Substance Abuse Treatment: The Role of Leaders’ Characteristics

PubMed Central

Guerrero, Erick G.

2012-01-01

Although the outpatient substance abuse treatment field has seen an increase in referrals of African American and Latino clients, there have been limited changes in the diversity of the workforce. This discordance may exacerbate treatment disparities experienced by these clients. Program leaders have significant influence to leverage resources to develop staff diversity. Analysis of panel data from 1995 to 2005 showed that the most significant predictors of diversity were the characteristics of leaders. In particular, programs with managers with racially and ethnically concordant backgrounds and their education level were positively related to the percentage of Latino and African American staff. A high percentage of African American staff was positively associated with managers’ tenure, but inversely related to licensed directors. Diversification of the field has increased, yet efforts have not matched increases in client diversity. Implications for health care reform legislation seeking to improve cultural competence through diversification of the workforce are discussed. PMID:22658932

Telecommunications and health Care: an HIV/AIDS warmline for communication and consultation in Rakai, Uganda.

PubMed

Chang, Larry William; Kagaayi, Joseph; Nakigozi, Gertrude; Galiwango, Ronald; Mulamba, Jeremiah; Ludigo, James; Ruwangula, Andrew; Gray, Ronald H; Quinn, Thomas C; Bollinger, Robert C; Reynolds, Steven J

2008-01-01

Hotlines and warmlines have been successfully used in the developed world to provide clinical advice; however, reports on their replicability in resource-limited settings are limited. A warmline was established in Rakai, Uganda, to support an antiretroviral therapy program. Over a 17-month period, a database was kept of who called, why they called, and the result of the call. A program evaluation was also administered to clinical staff. A total of 1303 calls (3.5 calls per weekday) were logged. The warmline was used mostly by field staff and peripherally based peer health workers. Calls addressed important clinical issues, including the need for urgent care, medication side effects, and follow-up needs. Most clinical staff felt that the warmline made their jobs easier and improved the health of patients. An HIV/AIDS warmline leveraged the skills of a limited workforce to provide increased access to HIV/AIDS care, advice, and education.

A flexible e-learning resource promoting the critical reading of scientific papers for science undergraduates.

PubMed

Letchford, Julie; Corradi, Hazel; Day, Trevor

2017-11-01

An important aim of undergraduate science education is to develop student skills in reading and evaluating research papers. We have designed, developed, and implemented an on-line interactive resource entitled "Evaluating Scientific Research literature" (ESRL) aimed at students from the first 2 years of the undergraduate program. In this article, we describe the resource, then use student data collected from questionnaire surveys to evaluate the resource within 2 years of its launch. Our results add to those reported previously and indicate that ESRL can enable students to start evaluating research articles when used during their undergraduate program. We conclude maximal learning is likely to occur when the resource can be embedded in the curriculum such that students have a clearly articulated context for the resource's activities, can see their relevance in relation to assessed assignments and can be encouraged to think deeply about the activities in conversation with one another and/or with staff. © 2017 by The International Union of Biochemistry and Molecular Biology, 45(6):483-490, 2017. © 2017 The International Union of Biochemistry and Molecular Biology.

State-building and human resources for health in fragile and conflict-affected states: exploring the linkages.

PubMed

Witter, Sophie; Falisse, Jean-Benoit; Bertone, Maria Paola; Alonso-Garbayo, Alvaro; Martins, João S; Salehi, Ahmad Shah; Pavignani, Enrico; Martineau, Tim

2015-05-15

Human resources for health are self-evidently critical to running a health service and system. There is, however, a wider set of social issues which is more rarely considered. One area which is hinted at in literature, particularly on fragile and conflict-affected states, but rarely examined in detail, is the contribution which health staff may or do play in relation to the wider state-building processes. This article aims to explore that relationship, developing a conceptual framework to understand what linkages might exist and looking for empirical evidence in the literature to support, refute or adapt those linkages. An open call for contributions to the article was launched through an online community. The group then developed a conceptual framework and explored a variety of literatures (political, economic, historical, public administration, conflict and health-related) to find theoretical and empirical evidence related to the linkages outlined in the framework. Three country case reports were also developed for Afghanistan, Burundi and Timor-Leste, using secondary sources and the knowledge of the group. We find that the empirical evidence for most of the linkages is not strong, which is not surprising, given the complexity of the relationships. Nevertheless, some of the posited relationships are plausible, especially between development of health cadres and a strengthened public administration, which in the long run underlies a number of state-building features. The reintegration of factional health staff post-conflict is also plausibly linked to reconciliation and peace-building. The role of medical staff as part of national elites may also be important. The concept of state-building itself is highly contested, with a rich vein of scepticism about the wisdom or feasibility of this as an external project. While recognizing the inherently political nature of these processes, systems and sub-systems, it remains the case that state-building does occur over time, driven by a combination of internal and external forces and that understanding the role played in it by the health system and health staff, particularly after conflicts and in fragile settings, is an area worth further investigation. This review and framework contribute to that debate.

Attributions of Agency and the Construction of Moral Order: Dementia, Death, and Dignity in Nursing-Home Care

ERIC Educational Resources Information Center

Rodriquez, Jason

2009-01-01

Using evidence gathered during 18 months of participant-observation in 2 nursing homes and 65 interviews with staff, this article examines how nursing-home staff use agency as a rhetorical resource to construct a dignified workplace. Staff attribute agency to dying residents, saying they choose the timing and conditions of their death. Staff…

Estimated cost of a health visitor-led protocol for perinatal mental health.

PubMed

Oluboyede, Yemi; Lewis, Anne; Ilott, Irene; Lekka, Chrysanthi

2010-06-01

Anecdotally, protocols, care pathways and clinical guidelines are time consuming to develop and sustain, but there is little research about the actual costs of their development, use and audit.This is a notable gap considering the pervasiveness of such documents that are intended to reduce unacceptable variations in practice by standardising care processes. A case study research design was used to calculate the resource use costs of a protocol for perinatal mental health, part of the core programme for health visitors in a primary care trust in the west of England. The methods were in-depth interviews with the operational lead for the protocol (a health visitor) and documentary analysis. The total estimated cost of staff time over a five-year period (2004 to 2008) was Euro 73,598, comprising Euro 36,162 (49%) for development and Euro 37,436 (51%) for implementation. Although these are best estimates dependent upon retrospective data, they indicate the opportunity cost of staff time for a single protocol in one trust over five years. When new protocols, care pathways or clinical guidelines are proposed, the costs need to be considered and weighed against the benefits of engaging frontline staff in service improvements.

Developing human capital: what is the impact on nurse turnover?

PubMed

Rondeau, Kent V; Williams, Eric S; Wagar, Terry H

2009-09-01

To investigate the impact that increasing human capital through staff training makes on the voluntary turnover of registered nurses. Healthcare organizations in Canada, the United Kingdom, the United States, and Australia are experiencing turbulent nursing labour markets characterized by extreme staff shortages and high levels of turnover. Organizations that invest in the development of their nursing human resources may be able to mitigate high turnover through the creation of conditions that more effectively develop and utilize their existing human capital. A questionnaire was sent to the chief nursing officers of 2208 hospitals and long-term care facilities in every province and territory of Canada yielding a response rate of 32.3%. The analysis featured a three-step hierarchical regression with two sets of control variables. After controlling for establishment demographics and local labour market conditions, perceptions of nursing human capital and the level of staff training provided were modestly associated with lower levels of establishment turnover. and implications for Nursing Management The results suggest that healthcare organizations that have made greater investments in their nursing human capital are more likely to demonstrate lower levels of turnover of their registered nursing personnel.

Assessing Ongoing Electronic Resource Purchases: Linking Tools to Synchronize Staff Workflows

ERIC Educational Resources Information Center

Carroll, Jeffrey D.; Major, Colleen; O'Neal, Nada; Tofanelli, John

2012-01-01

Ongoing electronic resource purchases represent a substantial proportion of collections budgets. Recognizing the necessity of systematic ongoing assessment with full selector engagement, Columbia University Libraries appointed an Electronic Resources Assessment Working Group to promote the inclusion of such resources within our current culture of…

18 CFR 701.58 - Task forces.

Code of Federal Regulations, 2012 CFR

2012-04-01

... 18 Conservation of Power and Water Resources 2 2012-04-01 2012-04-01 false Task forces. 701.58 Section 701.58 Conservation of Power and Water Resources WATER RESOURCES COUNCIL COUNCIL ORGANIZATION... provided administrative and secretarial support by the Water Resources Council Staff to the extent possible...

18 CFR 701.58 - Task forces.

Code of Federal Regulations, 2013 CFR

2013-04-01

... 18 Conservation of Power and Water Resources 2 2013-04-01 2012-04-01 true Task forces. 701.58 Section 701.58 Conservation of Power and Water Resources WATER RESOURCES COUNCIL COUNCIL ORGANIZATION... provided administrative and secretarial support by the Water Resources Council Staff to the extent possible...

18 CFR 701.58 - Task forces.

Code of Federal Regulations, 2011 CFR

2011-04-01

... 18 Conservation of Power and Water Resources 2 2011-04-01 2011-04-01 false Task forces. 701.58 Section 701.58 Conservation of Power and Water Resources WATER RESOURCES COUNCIL COUNCIL ORGANIZATION... provided administrative and secretarial support by the Water Resources Council Staff to the extent possible...

18 CFR 701.58 - Task forces.

Code of Federal Regulations, 2014 CFR

2014-04-01

... 18 Conservation of Power and Water Resources 2 2014-04-01 2014-04-01 false Task forces. 701.58 Section 701.58 Conservation of Power and Water Resources WATER RESOURCES COUNCIL COUNCIL ORGANIZATION... provided administrative and secretarial support by the Water Resources Council Staff to the extent possible...

Resurge '79. Manual for Identifying, Classifying and Serving the Disadvantaged and Handicapped under the Vocational Education Amendments of 1976 (P.L. 94-482).

ERIC Educational Resources Information Center

Bureau of Occupational and Adult Education (DHEW/OE), Washington, DC. Div. of Vocational and Technical Education.

This manual provides resource information for state staff in planning, implementing, and evaluating vocational education programs and services for special needs students. Part 1 focuses on development of vocational education programs for youth and adults with academic or economic handicaps which prevent them from succeeding in regular vocational…