Recruitment and Training Policies and Practices: The Case of Turkey as an EU Candidate

ERIC Educational Resources Information Center

Tanova, Cem; Nadiri, Halil

2005-01-01

Purpose: To provide information on differences between recruitment methods and training practices used in SMEs and large organizations in Turkey, as a representative of a developing country. Design/methodology/approach: A survey as designed by the Cranfield Network on International Human Resource Management (CRANET-G) was used for this study. The…

Identification of a Competency Model for the Recruitment, Retention & Development of Intermodal Transportation

DOT National Transportation Integrated Search

2009-09-30

The objective of this research project will be to develop a detailed and valid model of the managerial and executive competencies that are need to recruit assess train and develop the next generation of executives and managers that will guide the int...

Employee Upgrading for a Quality Workforce.

ERIC Educational Resources Information Center

Drier, Harry N.; And Others

This training program is a model for recruiting and training counselors to address the career development and educational planning needs of current employees. Section A is directed to the instructor who will train counselors to provide career development assistance to employees of an organization. It describes the program concept and discusses…

Semiconductor Manufacturing Comes to Virginia: Developing Partnerships for Workforce Education and Training.

ERIC Educational Resources Information Center

Cantor, Jeffrey A.

1998-01-01

In Virginia, a community college consortium for semiconductor education and training programs works with a semiconductor manufacturers' partnership to review programs based on a national core curriculum model. The results are being used to improve curriculum development, faculty training, facility improvement, and student recruitment. (SK)

Selection and Training of Navy Recruit Company Commanders. Final Report.

ERIC Educational Resources Information Center

Curry, Thomas F., Jr.; And Others

This report addresses the selection, training, and utilization of Navy Recruit Company Commanders (Recruit Training Instructors). It represents one in a series of reports concerning the optimization of Navy Recruit Training to meet the needs of the post-1980 period. The report provides a comprehensive review of the Navy's Recruit Company Commander…

Preparing Physicians for Rural-Based Primary Care Practice: A Preliminary Evaluation of Rural Training Initiatives at OSU-COM.

PubMed

Wheeler, Denna L; Hackler, Jeffrey B

2017-05-01

The physician shortage in Oklahoma coupled with geographic maldistribution of primary care physicians limits access to care in rural and underserved areas. One of the most effective strategies to recruit and retain physicians in rural areas is to create undergraduate and graduate medical education training sites in these locations. Oklahoma State University Center for Health Sciences College of Osteopathic Medicine has implemented a rural training program that begins with early recruitment of rural high school students, introduces medical students to rural practice options through rural clinical training opportunities, and provides opportunities to remain in rural Oklahoma for residency training through ongoing graduate medical education development. The purpose of this article is to provide a case study of the development of the college's Rural Medical Track. Preliminary findings indicate that rural-based clinical training for third- and fourth-year students strengthens performance on standardized tests.

Training Needs of Clinical and Research Professionals to Optimize Minority Recruitment and Retention in Cancer Clinical Trials.

PubMed

Niranjan, Soumya J; Durant, Raegan W; Wenzel, Jennifer A; Cook, Elise D; Fouad, Mona N; Vickers, Selwyn M; Konety, Badrinath R; Rutland, Sarah B; Simoni, Zachary R; Martin, Michelle Y

2017-08-03

The study of disparities in minority recruitment to cancer clinical trials has focused primarily on inquiries among minority patient populations. However, clinical trial recruitment is complex and requires a broader appreciation of the multiple factors that influence minority participation. One area that has received little attention is minority recruitment training for professionals who assume various roles in the clinical trial recruitment process. Therefore, we assessed the perspectives of cancer center clinical and research personnel on their training and education needs toward minority recruitment for cancer clinical trials. Ninety-one qualitative interviews were conducted at five U.S. cancer centers among four stakeholder groups: cancer center leaders, principal investigators, referring clinicians, and research staff. Interviews were recorded and transcribed. Qualitative analyses focused on response data related to training for minority recruitment for cancer clinical trials. Four prominent themes were identified: (1) Research personnel are not currently being trained to focus on recruitment and retention of minority populations; (2) Training for minority recruitment and retention provides for a specific focus on factors influencing minority research participation; (3) Training on cultural awareness may help to bridge cultural gaps between potential minority participants and research professionals; (4) Views differ regarding the importance of research personnel training designed to focus on recruitment of minority populations. There is a lack of systematic training for minority recruitment. Many stakeholders acknowledged the benefits of minority recruitment training and welcomed training that focuses on increasing cultural awareness to increase the participation of minorities in cancer clinical trials.

TRAINING THE POOR FOR NEW CAREERS.

ERIC Educational Resources Information Center

SHAFFER, ANATOLE; SPECHT, HARRY

IN A DISCUSSION OF THE RICHMOND COMMUNITY DEVELOPMENT DEMONSTRATION PROJECT FOR TRAINING SUBPROFESSIONALS, THE FOLLOWING ACTIVITIES OF THE PROJECT ARE DISCUSSED--(1) RECRUITMENT AND SELECTION OF PERSONNEL, AND (2) BASIC, INSERVICE, AND OTHER TRAINING PROCEDURES. THE PROJECT TRAINS LOW-INCOME INDIVIDUALS FOR SUBPROFESSIONAL JOBS IN THE POLICE…

Development of a Continuum of Services for Children and Adults with Autism and Other Severe Behavior Disorders.

ERIC Educational Resources Information Center

Luce, Stephen C.; And Others

1992-01-01

Key elements of a continuum of services for individuals with autism and other severe behavior disorders are described, focusing on development of a strong central organization; funding; staff recruitment, training, supervision, and evaluation; program evaluation; outreach parent training; home-based early intervention; vocational training;…

Predictive validity of a selection centre testing non-technical skills for recruitment to training in anaesthesia.

PubMed

Gale, T C E; Roberts, M J; Sice, P J; Langton, J A; Patterson, F C; Carr, A S; Anderson, I R; Lam, W H; Davies, P R F

2010-11-01

Assessment centres are an accepted method of recruitment in industry and are gaining popularity within medicine. We describe the development and validation of a selection centre for recruitment to speciality training in anaesthesia based on an assessment centre model incorporating the rating of candidate's non-technical skills. Expert consensus identified non-technical skills suitable for assessment at the point of selection. Four stations-structured interview, portfolio review, presentation, and simulation-were developed, the latter two being realistic scenarios of work-related tasks. Evaluation of the selection centre focused on applicant and assessor feedback ratings, inter-rater agreement, and internal consistency reliability coefficients. Predictive validity was sought via correlations of selection centre scores with subsequent workplace-based ratings of appointed trainees. Two hundred and twenty-four candidates were assessed over two consecutive annual recruitment rounds; 68 were appointed and followed up during training. Candidates and assessors demonstrated strong approval of the selection centre with more than 70% of ratings 'good' or 'excellent'. Mean inter-rater agreement coefficients ranged from 0.62 to 0.77 and internal consistency reliability of the selection centre score was high (Cronbach's α=0.88-0.91). The overall selection centre score was a good predictor of workplace performance during the first year of appointment. An assessment centre model based on the rating of non-technical skills can produce a reliable and valid selection tool for recruitment to speciality training in anaesthesia. Early results on predictive validity are encouraging and justify further development and evaluation.

Training and Development, Division of Personnel and Labor Relations,

Science.gov Websites

Employee Training Exit Survey HR Forms New Employee Orientation For Admin Staff Classification Form Packets Office Classification EPIC EEO Program Labor Relations Payroll Services Recruitment Services Training and State Officer Compensation Commission Administration / Personnel and Labor Relations / Training &

Development of a Prediction Model for Stress Fracture During an Intensive Physical Training Program: The Royal Marines Commandos

PubMed Central

Sanchez-Santos, Maria T.; Davey, Trish; Leyland, Kirsten M.; Allsopp, Adrian J.; Lanham-New, Susan A.; Judge, Andrew; Arden, Nigel K.; Fallowfield, Joanne L.

2017-01-01

Background: Stress fractures (SFs) are one of the more severe overuse injuries in military training, and therefore, knowledge of potential risk factors is needed to assist in developing mitigating strategies. Purpose: To develop a prediction model for risk of SF in Royal Marines (RM) recruits during an arduous military training program. Study Design: Case-control study; Level of evidence, 3. Methods: RM recruits (N = 1082; age range, 16-33 years) who enrolled between September 2009 and July 2010 were prospectively followed through the 32-week RM training program. SF diagnosis was confirmed from a positive radiograph or magnetic resonance imaging scan. Potential risk factors assessed at week 1 included recruit characteristics, anthropometric assessment, dietary supplement use, lifestyle habits, fitness assessment, blood samples, 25(OH)D, bone strength as measured by heel broadband ultrasound attention, history of physical activity, and previous and current food intake. A logistic least absolute shrinkage and selection operator (LASSO) regression with 10-fold cross-validation was used to select potential predictors among 47 candidate variables. Model performance was assessed using measures of discrimination (c-index) and calibration. Bootstrapping was used for internal validation of the developed model and to quantify optimism. Results: A total of 86 (8%) volunteer recruits presented at least 1 SF during training. Twelve variables were identified as the most important risk factors of SF. Variables strongly associated with SF were age, body weight, pretraining weightbearing exercise, pretraining cycling, and childhood intake of milk and milk products. The c-index for the prediction model, which represents the model performance in future volunteers, was 0.73 (optimism-corrected c-index, 0.68). Although 25(OH)D and VO2max had only a borderline statistically significant association with SF, the inclusion of these factors improved the performance of the model. Conclusion: These findings will assist in identifying recruits at greater risk of SF during training and will support interventions to mitigate this injury risk. However, external validation of the model is still required. PMID:28804727

Game on: The Impact of Game Features in Computer-Based Training

ERIC Educational Resources Information Center

DeRouin-Jessen, Renee E.

2008-01-01

The term "serious games" became popularized in 2002 as a result of an initiative to promote the use of games for education, training, and other purposes. Today, many companies are using games for training and development, often with hefty price tags. For example, the development budget for the U.S. Army recruiting game, "America's…

Is baseline aerobic fitness associated with illness and attrition rate in military training?

PubMed

Dimitriou, Lygeri; Lockey, J; Castell, L

2017-02-01

Respiratory illnesses are a leading cause of morbidity and medical discharge in the military. This study aimed to investigate the effects of baseline aerobic fitness on haematological, salivary and mood variables, and simultaneously, in a novel approach, to identify factors precipitating illness and attrition rate in recruits during military training. Thirty-five healthy male recruits from an Army Training Regiment undertaking 12 weeks of training were prospectively investigated. Their 2.4 km run time (RT) was used as a surrogate of baseline aerobic fitness. Saliva and venous blood samples were analysed for secretory IgA, full blood counts and cell cytokine production (interleukin (IL) 6 and IL-8), respectively. Each recruit completed questionnaires on mood profile, and gastrointestinal and upper respiratory tract symptoms (URTS). Significant salivary and haematological perturbations were observed and coincided with increased duration of URTS/week and mood disturbance over this military training period. From Start to End: leucocyte count decreased by 28% (p<0.001); neutrophil percentage (%) decreased by 13% (p<0.01); lymphocyte % increased by 17% (p<0.05); the neutrophil:lymphocyte ratio decreased by 22% (p<0.01); eosinophil% increased by 71% (p<0.01). From Start to Mid to End: monocyte% increased by 68% at Mid (p<0.01) but only by 30% at End (p<0.01); IL-6 increased by 39% at Mid (p<0.01) and a further 61% by End. The 2.4 km RT was significantly associated with URTS duration (p<0.01). In addition, a 1-min increase in 2.4 km RT increased a recruit's risk 9.8-fold of developing URTS lasting, on average, 3.36 days/week. In recruits ranked with high-URTS duration their RT was 48 s slower (p<0.01) than those with low-URTS, and their attrition rate reached 45%. The least fit recruits may have found training more physically demanding as reflected in the higher URTS duration, which may have led to a high attrition rate from the Army. It is worth considering that baseline aerobic fitness might be an important factor in illness development and attrition rate in recruits during this type of military training. Published by the BMJ Publishing Group Limited. For permission to use (where not already granted under a licence) please go to http://www.bmj.com/company/products-services/rights-and-licensing/.

Examining the Relationship Between Mental, Physical, and Organizational Factors Associated With Attrition During Maritime Forces Training.

PubMed

Binsch, Olaf; Banko, Katherine M; Veenstra, Bertil J; Valk, Pierre J L

2015-11-01

For infantry units of the Dutch Ministry of Defence, high attrition rates (varying from 42 to 68%) during initial training are a persisting problem. The reasons for this attrition are diverse. Having better insight into the causes of attrition is a prerequisite for implementing preventive measures. To achieve this, a monitoring assessment system was developed that integrated the effects of physical, mental, and organizational determinants on operational readiness. The aim of this study was to implement the monitoring tools and to establish the set of determinants that best predicted attrition during infantry training of new recruits. Eighty-five recruits were monitored over a 24-week infantry training course. Before the training, recruits were screened for medical, psychological, and physical wellness. During the monitoring phase, mental, physiological, and organizational indicants were obtained using an array of tools such as questionnaires, chest belt monitors (for heart rate, acceleration, and skin temperature measurements), and computerized tests (e.g., vigilance, long-term memory). Survival analyses were used to tease out the determinants of individual and grouped predictors of attrition. Nearly half the recruits (47%) failed the training. Attrition was predicted by both physiological and mental determinants. However, the organizational determinant "trainers' judgment" on the "recruits' military quality" dominated the physiological and mental determinants. It was concluded that the monitoring system was successfully implemented during infantry training, and that the survival analysis method emphasized on single effects and interactions between the different determinants. Based on the current findings, we recommend several steps to successfully implement a monitoring method in settings with high demands.

Identifying, Recruiting, Developing, and Retaining Quality Adjunct Faculty in Rural Community Colleges in Ohio

ERIC Educational Resources Information Center

Wise, Jessica L.

2013-01-01

The purpose of this research was to determine how to identify, recruit, develop, and retain suitable adjunct faculty in rural community colleges in Ohio. The research problem resulted from a limited availability of potential faculty possessing the required credentials and andragogical training in Ohio's rural and Appalachian areas. Research…

Virtual Recruiting Analysis and Process Development Study: Final Report

DTIC Science & Technology

2017-11-01

are provide customer service , keep DEPer/recruit motivated, have a training background, identify problems early so that they can take their attrite...concerned with customer service to Future Sailors in DEP, which is measured by feedback they may receive from Future Sailors and their family members. h...buddy program, have a significant other also in training , have prior military service , or are involved with a host of other special programs. g. Some

The Role of Friendship within Social Networks of Divisions at Recruit Training Command and its Effect on the Resilience of Naval Recruits

DTIC Science & Technology

2017-06-01

a custom -built structure created to resemble a ship in order to make the training as realistic as possible (RTC, 2017). The firefighting portion of...technique with recruits is meant to offer recruits a chance to slow down and look at some of the positive things around them. Recruit training is very...belong to. We wish to explore whether the connections formed in recruit training are beneficial to coping and offer a support network to those who

Lessons Learned From a Decade of Focused Recruitment and Training to Develop Minority Public Health Professionals

PubMed Central

Griffith, Deidre J.; Thompson, Vetta; Brownson, Ross C.; McClure, Stephanie; Scharff, Darcell P.; Clark, Eddie M.; Haire-Joshu, Debra

2011-01-01

From 1999 to 2009, the Eliminating Health Disparities Pre-doctoral Fellowship Program provided specialized education and mentoring to African American graduate students in public health. Fellows received a public health degree, coursework in understanding and eliminating health disparities, experiential learning, mentored research, and professional network building with African American role models. We describe successful strategies for recruiting and training fellows and make 5 recommendations for those seeking to increase workforce diversity in public health: (1) build a community of minority students, not a string of individual recruits; (2) reward mentoring; (3) provide a diverse set of role models and mentors; (4) dedicate staffing to assure a student-centered approach; and, (5) commit to training students with varying levels of academic refinement. PMID:21551376

Comparison of stress fractures of male and female recruits during basic training in the Israeli anti-aircraft forces.

PubMed

Gam, Arnon; Goldstein, Liav; Karmon, Yuval; Mintser, Igor; Grotto, Itamar; Guri, Alex; Goldberg, Avishay; Ohana, Nissim; Onn, Erez; Levi, Yehezkel; Bar-Dayan, Yaron

2005-08-01

In military basic training, stress fractures are a common orthopedic problem. Female recruits have a significantly higher incidence of stress fractures than do male recruits. Because the Israeli Defense Forces opened traditionally male roles in combat units to female recruits, their high risk for stress fractures is of concern. To compare the prevalence of stress fractures during Israeli Defense Forces anti-aircraft basic training among otherwise healthy young male and female recruits, in terms of anatomic distribution and severity. Ten mixed gender batteries, including 375 male recruits and 138 female recruits, carried out basic training in the Israeli anti-aircraft corps between November 1999 and January 2003. Each battery was monitored prospectively for 10 weeks of a basic training course. During that time, recruits who were suspected of having an overuse injury went through a protocol that included an orthopedic specialist physical examination followed by a radionuclide technetium bone scan, which was assessed by consultant nuclear medicine experts. The assessment included the anatomic site and the severity of the fractures, labeled as either high severity or low severity. Stress fractures were significantly more common among female recruits than among male recruits. A total of 42 male (11.2%) and 33 female (23.91%) recruits had positive bone scans for stress fractures (female:male relative ratio, 2.13; p < 0.001). Pelvic, femur, and tibia fractures were significantly more common among female recruits than among male recruits (p < 0.005). Female recruits had significantly more severe fractures in the tibia (p < 0.05). However, there was no significant difference in the severity of stress fractures in the femur or metatarsals between male and female recruits, as assessed by radionuclide uptake. We recommend that different training programs be assigned according to gender, in which female recruits would have a lower level of target strain or a more moderate incline of strain in the training program throughout basic training.

Practical solutions for staff recruitment & retention.

PubMed

Vander Hoek, N

2001-01-01

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

A Review of Extension Master Gardener Training Manuals from around the United States

ERIC Educational Resources Information Center

Moore, Kathleen; Bradley, Lucy K.

2015-01-01

Extension Master Gardener Volunteers (EMGVs) are recruited and trained to answer questions and diagnose gardening problems for the public. Most states have developed an EMGV Manual for use in the initial training. Thirty-two EMGV Training manuals from across the United States were reviewed for form and content. While many of the manuals have…

Leg Power As an Indicator of Risk of Injury or Illness in Police Recruits.

PubMed

Orr, Robin; Pope, Rodney; Peterson, Samantha; Hinton, Benjamin; Stierli, Michael

2016-02-19

Tactical trainees, like those entering the police force, are required to undergo vigorous training as part of their occupational preparation. This training has the potential to cause injuries. In addition, the physical training, communal living and pressures of tactical training are known to induce immune suppression and have the potential to increase the risk of illness. The aim of this study was to investigate the relationship between leg power, as measured by a vertical jump (VJ), and rates of reported injuries and illnesses during police recruit training. Retrospective data from recruits (n = 1021) undergoing basic police recruit training at an Australian Police Force College was collected. Recruits completed a VJ assessment at the commencement of their second state of training. Formally reported illness and injuries were collected 12 weeks later, following completion of training. Correlations between VJ height and rates of reported illness and injury were low (r = -0.16 and -0.09, respectively) but significant (p < 0.005), with VJ height accounting for 2.6% and 0.8% of the variance in illness and injury rates, respectively. In terms of relative risks, recruits with the lowest recorded VJ heights were more than three times as likely as those with highest VJ heights to suffer injury and/or illness. Police recruits with lower VJ height are at a significantly greater risk of suffering an injury or illness during police basic recruit training.

The Primary Prevention of PTSD in Firefighters: Preliminary Results of an RCT with 12-Month Follow-Up.

PubMed

Skeffington, Petra M; Rees, Clare S; Mazzucchelli, Trevor G; Kane, Robert T

2016-01-01

To develop and evaluate an evidence-based and theory driven program for the primary prevention of Post-traumatic Stress Disorder (PTSD). A pre-intervention / post-intervention / follow up control group design with clustered random allocation of participants to groups was used. The "control" group received "Training as Usual" (TAU). Participants were 45 career recruits within the recruit school at the Department of Fire and Emergency Services (DFES) in Western Australia. The intervention group received a four-hour resilience training intervention (Mental Agility and Psychological Strength training) as part of their recruit training school curriculum. Data was collected at baseline and at 6- and 12-months post intervention. We found no evidence that the intervention was effective in the primary prevention of mental health issues, nor did we find any significant impact of MAPS training on social support or coping strategies. A significant difference across conditions in trauma knowledge is indicative of some impact of the MAPS program. While the key hypotheses were not supported, this study is the first randomised control trial investigating the primary prevention of PTSD. Practical barriers around the implementation of this program, including constraints within the recruit school, may inform the design and implementation of similar programs in the future. Australian New Zealand Clinical Trials Registry (ANZCTR) ACTRN12615001362583.

Asymptomatic group A Streptococcal throat carriage in Royal Marines recruits and Young Officers.

PubMed

Pearson, M; Fallowfield, J L; Davey, T; Thorpe, N M; Allsopp, A J; Shaw, A; Wilson, D R; Sriskandan, S; Lamb, L E

2017-06-01

A prospective observational study was conducted in Royal Marines (RM) recruits to investigate throat carriage of group A Streptococcus (GAS) and incidence of soft tissue infections. 1012 RM recruits were followed through a 32-week training programme, with throat swabs being obtained in weeks 1, 6, 15, and 32. Alongside a separate cohort of 46 RM Young Officers (YO) undergoing training were sampled in parallel. Carriage of group A Streptococcus was detected in only 5/1012 (0.49%) recruits at the beginning of training and remained low throughout training. There was no association between GAS carriage and development of soft tissue infection. There was no carriage of GAS in the smaller YO cohort at the start of training, (0/46). At week 6, a surge in GAS carriage was detected in 8/46 (17%) YO, that could be ascribed to a cluster of GAS genotype emm83. Asymptomatic GAS carriage is very infrequent among young adults in England and this should be borne in mind when considering the relevance of a positive throat swab result in symptomatic patients or outbreaks. Despite low prevalence, there is however potential for GAS to rapidly and transiently disseminate among adults during outbreaks. Crown Copyright © 2017. Published by Elsevier Ltd. All rights reserved.

Changes in muscle coordination with training.

PubMed

Carson, Richard G

2006-11-01

Three core concepts, activity-dependent coupling, the composition of muscle synergies, and Hebbian adaptation, are discussed with a view to illustrating the nature of the constraints imposed by the organization of the central nervous system on the changes in muscle coordination induced by training. It is argued that training invoked variations in the efficiency with which motor actions can be generated influence the stability of coordination by altering the potential for activity-dependent coupling between the cortical representations of the focal muscles recruited in a movement task and brain circuits that do not contribute directly to the required behavior. The behaviors that can be generated during training are also constrained by the composition of existing intrinsic muscle synergies. In circumstances in which attempts to produce forceful or high velocity movements would otherwise result in the generation of inappropriate actions, training designed to promote the development of control strategies specific to the desired movement outcome may be necessary to compensate for protogenic muscle recruitment patterns. Hebbian adaptation refers to processes whereby, for neurons that release action potentials at the same time, there is an increased probability that synaptic connections will be formed. Neural connectivity induced by the repetition of specific muscle recruitment patterns during training may, however, inhibit the subsequent acquisition of new skills. Consideration is given to the possibility that, in the presence of the appropriate sensory guidance, it is possible to gate Hebbian plasticity and to promote greater subsequent flexibility in the recruitment of the trained muscles in other task contexts.

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.

Training physician-scientists: a model for integrating research into psychiatric residency.

PubMed

Back, Sudie E; Book, Sarah W; Santos, Alberto B; Brady, Kathleen T

2011-01-01

the number of physicians engaged in research careers has declined significantly over the past two decades. Physicians with in-depth experience and formal training in research design, development, implementation, statistical analysis, and interpretation of scientific information are rare. in response to this shortage, the Medical University of South Carolina (MUSC) launched an NIH-funded research track in 2006 to address the institutional, financial, and regulatory barriers to research training during residency. The primary aim was to incorporate a research track within a 4-year psychiatric residency program for physicians. A secondary goal was to extend recruitment into earlier phases of medical training by offering summer research fellowships to medical and undergraduate students. this article describes the program including core mechanisms of training, recruitment, and outcomes to date. the program provides a model to effectively integrate research training during residency without increasing the number of years of residency training. The training components described herein should be exportable to other psychiatric residency training programs and potentially other specialties of medicine.

In-House Career Coaching: An International Partnership

ERIC Educational Resources Information Center

McDermott, Debra; Neault, Roberta A.

2011-01-01

This article describes a project in the United Arab Emirates (UAE) to develop an in-house career coaching program to support and develop young employees recruited on an affirmative action initiative. The project involved the international partnership of a financial services organization in the UAE and a training provider in Canada to train human…

LAW ENFORCEMENT OFFICER TRAINING, BASIC COURSE, UNIT II, INSTRUCTOR'S MANUAL.

ERIC Educational Resources Information Center

REESE, ROBERT M.; AND OTHERS

INSTRUCTORS MAY USE THIS MANUAL IN CONDUCTING A TRAINING PROGRAM FOR INSERVICE LAW ENFORCEMENT OFFICERS AND RECRUITS. IT WAS DEVELOPED BY A STATEWIDE COMMITTEE OF STATE LAW ENFORCEMENT CONSULTANTS, SPECIALISTS, AND AN ADVISORY COMMITTEE AND WAS TESTED BY A SUBJECT-MATTER SPECIALIST IN PILOT-CLASS STUDY. THE TRAINING PROGRAM IS DESIGNED TO PROVIDE…

Effect of UK policy on medical migration: a time series analysis of physician registration data

PubMed Central

2012-01-01

Background Economically developed countries have recruited large numbers of overseas health workers to fill domestic shortages. Recognition of the negative impact this can have on health care in developing countries led the United Kingdom Department of Health to issue a Code of Practice for National Health Service (NHS) employers in 1999 providing ethical guidance on international recruitment. Case reports suggest this guidance had limited influence in the context of other NHS policy priorities. Methods The temporal association between trends in new professional registrations from doctors qualifying overseas and relevant United Kingdom government policy is reported. Government policy documents were identified by a literature review; further information was obtained, when appropriate, through requests made under the Freedom of Information Act. Data on new professional registration of doctors were obtained from the General Medical Council (GMC). Results New United Kingdom professional registrations by doctors trained in Africa and south Asia more than doubled from 3105 in 2001 to 7343 in 2003, as NHS Trusts sought to achieve recruitment targets specified in the 2000 NHS Plan; this occurred despite ethical guidance to avoid active recruitment of doctors from resource-poor countries. Registration of such doctors declined subsequently, but in response to other government policy initiatives. A fall in registration of South African-trained doctors from 3206 in 2003 to 4 in 2004 followed a Memorandum of Understanding with South Africa signed in 2003. Registrations from India and Pakistan fell from a peak of 4626 in 2004 to 1169 in 2007 following changes in United Kingdom immigration law in 2005 and 2006. Since 2007, registration of new doctors trained outside the European Economic Area has remained relatively stable, but in 2010 the United Kingdom still registered 722 new doctors trained in Africa and 1207 trained in India and Pakistan. Conclusions Ethical guidance was ineffective in preventing mass registration by doctors trained in resource-poor countries between 2001 and 2004 because of competing NHS policy priorities. Changes in United Kingdom immigration laws and bilateral agreements have subsequently reduced new registrations, but about 4000 new doctors a year continue to register who trained in Africa, Asia and less economically developed European countries. PMID:23009665

Effect of UK policy on medical migration: a time series analysis of physician registration data.

PubMed

Blacklock, Claire; Heneghan, Carl; Mant, David; Ward, Alison M

2012-09-25

Economically developed countries have recruited large numbers of overseas health workers to fill domestic shortages. Recognition of the negative impact this can have on health care in developing countries led the United Kingdom Department of Health to issue a Code of Practice for National Health Service (NHS) employers in 1999 providing ethical guidance on international recruitment. Case reports suggest this guidance had limited influence in the context of other NHS policy priorities. The temporal association between trends in new professional registrations from doctors qualifying overseas and relevant United Kingdom government policy is reported. Government policy documents were identified by a literature review; further information was obtained, when appropriate, through requests made under the Freedom of Information Act. Data on new professional registration of doctors were obtained from the General Medical Council (GMC). New United Kingdom professional registrations by doctors trained in Africa and south Asia more than doubled from 3105 in 2001 to 7343 in 2003, as NHS Trusts sought to achieve recruitment targets specified in the 2000 NHS Plan; this occurred despite ethical guidance to avoid active recruitment of doctors from resource-poor countries. Registration of such doctors declined subsequently, but in response to other government policy initiatives. A fall in registration of South African-trained doctors from 3206 in 2003 to 4 in 2004 followed a Memorandum of Understanding with South Africa signed in 2003. Registrations from India and Pakistan fell from a peak of 4626 in 2004 to 1169 in 2007 following changes in United Kingdom immigration law in 2005 and 2006. Since 2007, registration of new doctors trained outside the European Economic Area has remained relatively stable, but in 2010 the United Kingdom still registered 722 new doctors trained in Africa and 1207 trained in India and Pakistan. Ethical guidance was ineffective in preventing mass registration by doctors trained in resource-poor countries between 2001 and 2004 because of competing NHS policy priorities. Changes in United Kingdom immigration laws and bilateral agreements have subsequently reduced new registrations, but about 4000 new doctors a year continue to register who trained in Africa, Asia and less economically developed European countries.

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…

The Use of Standardized Patients to Teach Low-Literacy Communication Skills

ERIC Educational Resources Information Center

Manning, Kimberly D.; Kripalani, Sunil

2007-01-01

Objective: To describe methods for incorporating standardized patients into health literacy training programs. Methods: We discuss aspects of program development that are relatively unique to this educational context. Results: Individuals were recruited to play the role of an average adult with limited health literacy. Methods of recruitment,…

Evaluation of the Recruit Company Commander Leadership and Management Education and Training (LMET) Course

DTIC Science & Technology

1983-11-01

FL 32813 -t RECRUIT COMPANY COMMANDER LEADERSHIP & MANAGEMENT EDUCATION AND TRAINING QUESTIONNAIRE SECTION I: Background Infurmation Last four digits...Memorandum 83-8 RECRUIT COMPANY COMMANDER LEADERSHIP & MANAGEMENT EDUCATION AND TRAINING COURSE INTERVIEW GUIDE: After the questionnaire has been

LAW ENFORCEMENT OFFICER TRAINING, BASIC COURSE, UNIT II, A UNIT OF THE OHIO LAW ENFORCEMENT OFFICERS' TRAINING PROGRAM, LEARNER'S MANUAL.

ERIC Educational Resources Information Center

REESE, ROBERT M.; AND OTHERS

STUDENTS MAY USE THIS MANUAL IN A LAW ENFORCEMENT TRAINING PROGRAM FOR INSERVICE LAW ENFORCEMENT OFFICERS AND RECRUITS. IT WAS DEVELOPED BY A STATEWIDE COMMITTEE OF LAW ENFORCEMENT TRAINING CONSULTANTS, SPECIALISTS, AND AN ADVISORY COMMITTEE AND WAS TESTED BY A SUBJECT MATTER SPECIALIST IN A PILOT-CLASS STUDY. THE PROGRAM IS DESIGNED TO PROVIDE…

A 21st Century Training Model for Flexible, Quick, and Life-Long Workforce Development

DTIC Science & Technology

2016-02-01

specialty code . Differentiation and tailored training are made possible through modern talent management. 8 When Joslin entered Initial Skills...associated with the IST pipeline, but also identified five overarching themes:  Talent Management,  Asynchronous Training,  Modularity (coaching...augmented reality Figure 1: The combination of modern recruitment, talent management, and modular training both in the school house and online speed

Low fitness, low body mass and prior injury predict injury risk during military recruit training: a prospective cohort study in the British Army

PubMed Central

Robinson, Mark; Siddall, Andrew; Bilzon, James; Thompson, Dylan; Greeves, Julie; Izard, Rachel; Stokes, Keith

2016-01-01

Background Injuries sustained by military recruits during initial training impede training progression and military readiness while increasing financial costs. This study investigated training-related injuries and injury risk factors among British Army infantry recruits. Methods Recruits starting infantry training at the British Army Infantry Training Centre between September 2008 and March 2010 were eligible to take part. Information regarding lifestyle behaviours and injury history was collected using the Military Pre-training Questionnaire. Sociodemographic, anthropometric, physical fitness and injury (lower limb and lower back) data were obtained from Army databases. Univariable and multivariable Cox regression models were used to explore the association between time to first training injury and potential risk factors. Results 58% (95% CI 55% to 60%) of 1810 recruits sustained at least 1 injury during training. Overuse injuries were more common than traumatic injuries (65% and 35%, respectively). The lower leg accounted for 81% of all injuries, and non-specific soft tissue damage was the leading diagnosis (55% of all injuries). Injuries resulted in 122 (118 to 126) training days lost per 1000 person-days. Slower 2.4 km run time, low body mass, past injury and shin pain were independently associated with higher risk of any injury. Conclusions There was a high incidence of overuse injuries in British Army recruits undertaking infantry training. Recruits with lower pretraining fitness levels, low body mass and past injuries were at higher risk. Faster 2.4 km run time performance and minimal body mass standards should be considered for physical entry criteria. PMID:27900170

The Primary Prevention of PTSD in Firefighters: Preliminary Results of an RCT with 12-Month Follow-Up

PubMed Central

Rees, Clare S.; Mazzucchelli, Trevor G.; Kane, Robert T.

2016-01-01

Aim To develop and evaluate an evidence-based and theory driven program for the primary prevention of Post-traumatic Stress Disorder (PTSD). Design A pre-intervention / post-intervention / follow up control group design with clustered random allocation of participants to groups was used. The “control” group received “Training as Usual” (TAU). Method Participants were 45 career recruits within the recruit school at the Department of Fire and Emergency Services (DFES) in Western Australia. The intervention group received a four-hour resilience training intervention (Mental Agility and Psychological Strength training) as part of their recruit training school curriculum. Data was collected at baseline and at 6- and 12-months post intervention. Results We found no evidence that the intervention was effective in the primary prevention of mental health issues, nor did we find any significant impact of MAPS training on social support or coping strategies. A significant difference across conditions in trauma knowledge is indicative of some impact of the MAPS program. Conclusion While the key hypotheses were not supported, this study is the first randomised control trial investigating the primary prevention of PTSD. Practical barriers around the implementation of this program, including constraints within the recruit school, may inform the design and implementation of similar programs in the future. Trial Registration Australian New Zealand Clinical Trials Registry (ANZCTR) ACTRN12615001362583 PMID:27382968

The World Bank Rural Development Field Staff Distance Learning and Training Strategy.

ERIC Educational Resources Information Center

Mortera-Gutierrez, Fernando

The Rural Development Distance Learning and Training Strategy targets locally recruited field staff of the World Bank Rural Sector. Field staff at the bank's mission offices worldwide are heterogeneous in terms of culture, ethnicity, race, gender, social class, and religion. However, they have the following in common: they follow the Bank's work…

MANAGEMENT TRAINING IN LARGE CORPORATIONS, A SURVEY OF METHODS, PROGRAMS AND RECRUITING.

ERIC Educational Resources Information Center

FOREMAN, WAYNE J.

A SURVEY WAS MADE OF MANAGEMENT AND DEVELOPMENT PROGRAMS, USING DATA OBTAINED FROM 49 CORPORATIONS WITH THE HIGHEST SALES VOLUME IN 1964. IT WAS FOUND THAT THE TRAINING TECHNIQUES MOST EFFECTIVELY USED INCLUDED ON-THE-JOB TRAINING, CONFERENCE AND DISCUSSION GROUPS, AND JOB ROTATION, AND THAT UNIVERSITY COURSES, MANAGEMENT SEMINARS, AND AMERICAN…

Developing Parenting Skills through Health Visitors: Preliminary Results from an Evaluation Study.

ERIC Educational Resources Information Center

Stevenson, Jim

Preliminary results of a study of the extent to which training health visitors in behavior modification techniques improves the effectiveness of their work with families of young children are presented. A total of 14 health visitors were recruited and assigned to training and delay-of-training groups. Selected from case loads, participating…

The Recruitment, Education, and Training of PLA Navy Personnel (China Maritime Study, Number 12)

DTIC Science & Technology

2014-08-01

as to “cultivate,” “ nurture ,” “foster,” “train,” “develop,” or “educate.”9 It is defined in this context as the process by which cadets master the...individuals with criminal records or who are otherwise barred from service and subjecting the remaining candidates to physical, political, and psy...That all recruits continue to be referred to as conscripts demonstrates the oxymoronic nature of the system and suggests a reluctance to aban- don it

Recruitment and Training. Symposium.

ERIC Educational Resources Information Center

2002

This document contains three papers from a symposium on recruitment and training. "College Choice: The State of Marketing and Effective Student Recruitment Strategies" (Fredrick Muyia Nafukho, Michael F. Burnett) reports on a study of the recruitment strategies used by Louisiana State University's admissions office and College of…

A Manhattan Project in Educational Technology, Part II.

ERIC Educational Resources Information Center

Roberts, Wesley K.

The initial four phases of the Training Extension Course (TEC), a project to remedy deficiencies in training programs for armed forces recruits, employed systematic instructional development and extensive audiovisual resources. The project required subcontracting for lesson production and modifications in personnel and budgeting. Posttest evidence…

A Brief Exploratory Report of Coping Strategies Among Police Recruits During Academy Training.

PubMed

Patterson, George T

2016-10-01

Few longitudinal studies have investigated the use of coping strategies among police recruits. This study investigated perceived life and work stressors, appraisal, and coping over a seven-month police recruit academy training program. Participants were 81 police recruits who completed the Ways of Coping Questionnaire at three time points approximately three months apart. The average age of the recruits was 27.6 years (SD = 5.1, range 20-51). Separate repeated measures analyses of variance were conducted to examine coping scores. Statistically significant decreases, although small, were observed in reported emotion-focused, problem-focused, and seeking social support coping strategies. Results suggested that as police recruits undergo academy training, they rely on fewer coping strategies to deal with life and work stress. More longitudinal studies are needed that assess the methods police recruits utilize to manage stress during academy training. Such results can inform stress management interventions. © The Author(s) 2016.

The Recruitment and Retention of Minority Trainees in University Affiliated Programs--Hispanics.

ERIC Educational Resources Information Center

Hickey, Carol A.; Solis, Delia

This monograph addresses the recruitment and retention of Hispanic-Americans in University Affiliated Programs (UAP), which train personnel for the provision of health, education, and social services to people with developmental disabilities. It is designed to assist UAP faculty and staff to develop a comprehensive plan to increase the…

Missouri Customized Training Program. Skills for Tomorrow's Work Force. Brochure #80238.

ERIC Educational Resources Information Center

Missouri State Div. of Job Development and Training, Jefferson City.

This publication provides businesses with information on the Missouri Customized Training Program (MCTP), which provides assistance to Missouri businesses in recruiting, training, and retraining of workers. It describes the two types of MCTP training: Skill Training and On-the-Job Training. Employee recruitment options are also discussed. Four…

41 CFR 60-250.82 - Labor organizations and recruiting and training agencies.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 41 Public Contracts and Property Management 1 2010-07-01 2010-07-01 true Labor organizations and recruiting and training agencies. 60-250.82 Section 60-250.82 Public Contracts and Property Management Other... OTHER PROTECTED VETERANS Ancillary Matters § 60-250.82 Labor organizations and recruiting and training...

41 CFR 60-250.82 - Labor organizations and recruiting and training agencies.

Code of Federal Regulations, 2011 CFR

2011-07-01

... 41 Public Contracts and Property Management 1 2011-07-01 2009-07-01 true Labor organizations and recruiting and training agencies. 60-250.82 Section 60-250.82 Public Contracts and Property Management Other... OTHER PROTECTED VETERANS Ancillary Matters § 60-250.82 Labor organizations and recruiting and training...

41 CFR 60-250.82 - Labor organizations and recruiting and training agencies.

Code of Federal Regulations, 2013 CFR

2013-07-01

... 41 Public Contracts and Property Management 1 2013-07-01 2013-07-01 false Labor organizations and recruiting and training agencies. 60-250.82 Section 60-250.82 Public Contracts and Property Management Other... OTHER PROTECTED VETERANS Ancillary Matters § 60-250.82 Labor organizations and recruiting and training...

41 CFR 60-250.82 - Labor organizations and recruiting and training agencies.

Code of Federal Regulations, 2012 CFR

2012-07-01

... 41 Public Contracts and Property Management 1 2012-07-01 2009-07-01 true Labor organizations and recruiting and training agencies. 60-250.82 Section 60-250.82 Public Contracts and Property Management Other... OTHER PROTECTED VETERANS Ancillary Matters § 60-250.82 Labor organizations and recruiting and training...

Estimating High Tech Army Recruiting Markets

DTIC Science & Technology

1992-09-01

SCORES: 1963-1988 11 TABLE 4 AVERAGE AMERICAN COLLEGE TESTING ( ACT ) SCORES: 1970-1988 12 TABLE 5 DISTRIBUTION OF THE NLSY SAMPLE BY GENDER AND RACE 21...training, competent leaders, sufficient resources and funds to equip the force 1 . In order to maximize the quality of training, recruiting success is...training policies to current conditions in the ’educational training market 1 . Recruiting success is highly dependent on the nature of the civilian

A survey of facilitators and barriers to recruitment to the MAGNETIC trial.

PubMed

Kaur, Geetinder; Smyth, Rosalind L; Powell, Colin V E; Williamson, Paula

2016-12-23

Recruitment to randomised controlled trials with children is challenging. It is imperative to understand the factors that boost or hinder recruitment of children to clinical trials. We conducted a survey of facilitators and barriers to recruitment to the MAGNETIC trial, using a previously developed web-based tool. MAGNETIC is a multicentre randomised trial of nebulised magnesium in acute severe asthma, recruiting 508 children from 30 UK sites. Recruiters were asked to grade a list of factors from -3 to +3 depending on whether the factor was perceived as a strong, intermediate or weak barrier (-3 to -1) or facilitator (+1 to + 3), and using (0) if it was thought to be not applicable. Free text responses were invited on strategies applied to counter the identified barriers. The commonly identified facilitators were motivation and experience of study teams, effective communication and coordination between teams at site and between sites and the Clinical Trials Unit, the presence of designated research nurses, good trial management, clinical trial publicity, simple inclusion criteria, effective communication with parents and presentation of trial information in a simple and clear manner. The commonly identified barriers were heavy clinical workload, shift patterns of work, Good Clinical Practice (GCP) training, inadequate number of trained staff, time and setting of consent seeking, non-availability of research staff out of hours and parents' concerns about their child taking an experimental medicine. Having a designated research nurse, arranging GCP training and trial-related training sessions for staff were the most commonly reported interventions. This study highlights important generic and trial-specific facilitators and barriers to recruitment to a paediatric trial in the acute setting and provides information on the recruitment strategies or interventions that were applied to overcome these barriers. This information can be very useful in informing the design and conduct of future clinical trials with children, particularly in the acute or emergency setting. ISRCTN, ISRCTN81456894 . Registered on 15 November 2007.

An Innovative, Comprehensive Faculty Recruitment and Development Program at One U.S. Dental School: Early Results.

PubMed

Sabato, Emily; DeCastro, Jeanette E; Fenesy, Kim

2017-06-01

Dental faculty recruitment and development are critical to replenish and cultivate sufficient and adequately prepared educators to educate future generations of dentists. At Rutgers School of Dental Medicine, the From Practice to Preceptor (FP2P) program, now in the last of its five years of funding from the U.S. Health Resources and Services Administration (HRSA), has an overall aim of recruiting, training, and retaining a diverse and well-prepared dental faculty workforce. The FP2P program introduced novel methods for recruiting and preparing new faculty members since its goal is to help participants transition from being practicing dentists to becoming part- or full-time faculty members. The recruitment and selection process has emphasized reaching community practitioners in general or pediatric dentistry, individuals from underrepresented groups, and those with a passion for teaching. The two-year program with weekly meetings was designed to develop participants' skills to meet the teaching, clinical, and administrative roles of dental faculty. The aims of this study were to determine if the program recruitment methods used would result in participants who were more ethnically and racially diverse than the school's current faculty and to determine if, after training, participants perceived they had increased knowledge, skills, and abilities in specified areas as compared to before training. Participants completed pre- and post-program surveys assessing their perceived level of preparedness in critical competencies for dental faculty. Surveys were completed by 94% of participants in cohorts one through four; 75% (n=15) of cohorts two and three completed both the pre- and post-program surveys, which were used for this analysis. Over 30% of the 35 participants to date were from an underrepresented group. Survey results suggest the participants increased their perceived preparedness in administrative, clinical, and educational competencies. Follow-up is needed to ascertain how many go on to become dental educators and whether they are better prepared to succeed as new faculty compared to nonparticipants.

Subspeciality training in hematology and oncology, 2003: results of a survey of training program directors conducted by the American Society of Hematology.

PubMed

Todd, Robert F; Gitlin, Scott D; Burns, Linda J

2004-06-15

A survey of directors of adult and pediatric hematology/oncology subspecialty training programs in the United States and Canada was conducted to assess the environment in which recruitment and training is conducted in these medical disciplines. A total of 107 program directors responded to the survey, representing 66% of internal medicine and 47% of pediatric subspecialty programs in hematology or hematology/oncology. Specific areas covered in the web-based questionnaire included the type and demographics of the training program, profile of the training program director, characteristics of the applicant pool and existing trainee recruits, characteristics of the training program environment and curricula, research productivity of trainees, and the career pathways taken by recent training program graduates (including dominant areas of clinical interest). The results of this survey show considerable heterogeneity in the recruiting practices and the environment in which subspecialty training occurs, leading the authors to recommend improvements in or a heightened attention to issues, including recruitment of minority trainees, flexibility to recruit international medical school graduates, timing of trainee acceptance, maintaining the financial support of Medicare graduation medical education (GME), training of physician scientists, organization of the continuity clinic experience, visibility of nonmalignant hematology as a career path, and level of training program director support.

[Auditory training with wide-band white noise: effects on the recruitment (III)].

PubMed

Domínguez Ugidos, L J; Rodríguez Morejón, C; Vallés Varela, H; Iparraguirre Bolinaga, V; Knaster del Olmo, J

2001-05-01

The auditory training with wide-band white noise is a methodology for the qualitative recovery of the hearing loss in people suffering from sensorineural hearing loss. It is based on the application of a wide-band white modified noise. In a prospective study, we have assessed the modifications of the recruitment coefficient in a sample of 48 patients who have followed a program of 15 auditory training with wide-band white noise sessions. The average improvement of the recruitment coefficient expressed in percentage is a 7.7498%, which comes up to 23.5249% in the case of a binaural recruitment coefficient. From our results, it can be deduced that the auditory training with wide-band white noise reduces the recruitment. That is to say, the decrease of the recruitment in high intensities both binaurally and in all ears.

Building a sustainable workforce in a rural and remote health service: A comprehensive and innovative Rural Generalist training approach.

PubMed

Orda, Ulrich; Orda, Sabine; Sen Gupta, Tarun; Knight, Sabina

2017-04-01

Historically it has been challenging to recruit and retain an appropriately trained medical workforce to care for rural and remote Australians. This paper describes the Queensland North West Hospital and Health Service (NWHHS) workforce redesign, developing education strategies and pathways to practice, thereby improving service provision, recruitment and retention of staff. The Mount Isa-based Medical Education Unit sought accreditation for a Rural Generalist (RG) training pathway from Internship to Fellowship with the Australian College of Rural and Remote Medicine (ACRRM) and the Regional Training Provider (RTP). This approach enhanced the James Cook University (JCU) undergraduate pathway for rurally committed students while improving recruitment and retention of RMOs/Registrars. Accreditation was achieved through collaboration with training providers, accreditation agencies, ACRRM and a local general practice. The whole pathway from ignore Internship to Fellowship is offered with the RG Intern intake as a primary allocation site beginning in 2016. Comprehensive supervision and excellent clinical exposure provide an interesting and rewarding experience - for staff at all levels. Since 2013 RMO locum rates have been <1%. Registrars on the ACRRM pathway and Interns increased from 0 to 7 positions each in 2015, with similar achievements in SMO staffing. Three RMOs expressed interest in a Registrar position, CONCLUSIONS: Appropriate governance is needed to develop and advertise the program. This includes the NWHHS, the RG Pathway and JCU. © 2016 National Rural Health Alliance Inc.

The Recruitment and Retention of Minority Trainees in University Affiliated Programs. Native American Indians.

ERIC Educational Resources Information Center

Layton, Jean; And Others

This monograph addresses the recruitment and retention of Native American Indians in University Affiliated Programs (UAP) which train personnel to provide health, education, and social services to people with developmental disabilities. It is designed to assist UAP faculty and staff to develop a comprehensive plan to increase the participation of…

Maintaining Faculty Excellence. New Directions for Community Colleges, Number 79.

ERIC Educational Resources Information Center

Kroll, Keith, Ed.

1992-01-01

Offering new perspectives on community college faculty recruitment and training, and on the renewal of current faculty, this journal issue contains articles on preservice training, faculty development, and teacher improvement. The following 10 chapters are included: (1) "Quo Vadis: Staffing the People's College 2000," by Michael H. Parsons, which…

Recruiting, Reviewing, and Retaining High-Risk Older Adult Populations

ERIC Educational Resources Information Center

Rosen, Daniel

2014-01-01

The Institute on Aging and Social Work (IASW) provides social work faculty with advanced training in aging research with the goal of mentoring individuals to develop National Institutes of Health (NIH) research proposals. The program offers an excellent opportunity for top-level training with nationally recognized experts in research methodology…

Bilingual Vocational Training for Health Care Workers: A Guide for Practitioners.

ERIC Educational Resources Information Center

Career Resources Development Center, Inc., San Francisco, CA.

A model for bilingual vocational training of health care workers, designed for immigrants and refugees with limited English skills, is presented. The model's seven components include: recruitment; intake assessment; adapted vocational instruction; Vocational English as a Second Language (VESL); counseling and support services; job development and…

The Road to Rural Primary Care: A Narrative Review of Factors That Help Develop, Recruit, and Retain Rural Primary Care Physicians.

PubMed

Parlier, Anna Beth; Galvin, Shelley L; Thach, Sarah; Kruidenier, David; Fagan, Ernest Blake

2018-01-01

To examine the literature documenting successes in recruiting and retaining rural primary care physicians. The authors conducted a narrative review of literature on individual, educational, and professional characteristics and experiences that lead to recruitment and retention of rural primary care physicians. In May 2016, they searched MEDLINE, PubMed, CINAHL, ERIC, Web of Science, Google Scholar, the Grey Literature Report, and reference lists of included studies for literature published in or after 1990 in the United States, Canada, or Australia. The authors identified 83 articles meeting inclusion criteria. They synthesized results and developed a theoretical model that proposes how the findings interact and influence rural recruitment and retention. The authors' proposed theoretical model suggests factors interact across multiple dimensions to facilitate the development of a rural physician identity. Rural upbringing, personal attributes, positive rural exposure, preparation for rural life and medicine, partner receptivity to rural living, financial incentives, integration into rural communities, and good work-life balance influence recruitment and retention. However, attending medical schools and/or residencies with a rural emphasis and participating in rural training may reflect, rather than produce, intention for rural practice. Many factors enhance rural physician identity development and influence whether physicians enter, remain in, and thrive in rural practice. To help trainees and young physicians develop the professional identity of a rural physician, multifactorial medical training approaches aimed at encouraging long-term rural practice should focus on rural-specific clinical and nonclinical competencies while providing trainees with positive rural experiences.

Related Factors of the Influence on Mental Symptoms of the Recruits in the Basic Military Training

ERIC Educational Resources Information Center

Hong-zheng, Li; Mei-ying, Lei; Dong-hai Zhao; Li-qiong, Zhao; Geng, Liu; Hong-kui, Zhou; Mei, Qin; Jie-feng, Li; Jian, Wen; Pin-de, Huang; Yi, Li; Chuang, Wang; Zhou-ran, Wang

2012-01-01

The objective of the study is to explore the psychosocial characteristics of recruits for mental health education during the basic military training. A total of 1,366 male recruits were assessed during the basic military training. The psychosocial characteristics, such as effects of LE (life events), mental symptoms, personality trait coping style…

Effect of cardiovascular and muscular endurance is not associated with stress fracture incidence in female military recruits: a 12-month follow up study.

PubMed

Scheinowitz, Mickey; Yanovich, Ran; Sharvit, Nurit; Arnon, Michal; Moran, Daniel S

2017-05-01

Stress fracture (SF) is a common injury among military recruits, especially among women, during the army basic training (ABT). The purpose of this study was to evaluate the effects of health habits and physical activity before recruitment on the fitness level and the incidence of SF during the 4-month ABT. We screened 226 female recruit volunteers (weight: 60.5±10 kg; height: 163±6 cm) from an integrated combat unit and 124 aged-matched female controls (weight: 57.0±8.3 kg, height 162±7 cm) from a non-combat unit. A self-report questionnaire on their habits pertaining to smoking, physical activity, and orthopedic injuries prior to recruitment were analyzed in relation to the incidences of SF during ABT. Aerobic fitness was similar between the two groups. The overall incidence of SFs was 10.2%. Physical training prior to recruitment had no significant effect on the incidence of SF during ABT (11.7% vs. 9.6% in those who trained and did not train before recruitment, respectively) (Odds ratio, OR)=1.24, p=0.236). Nearly 42% of the female recruits smoked regularly, and the incidence of SFs among smokers was 10.5% compared with 9.9% among the non-smokers (OR=1.07, p=0.188). The overall incidence of SFs 12 months after recruitment was 1.78%. The use of contraceptive medication did not affect the incidence of SF: 10.0% among prior-trained vs. 6.4% in non-prior trained (p>0.05) recruits. SFs were not correlated to these variables at the end of the ABT program and 16 months after recruitment. In the present female cohort, physical activity prior to recruitment had no protective effect against SF during or after ABT. The incidence of SFs during the 12-month period after ABT was negligible.

Meeting people where they are: engaging public housing residents for integrated pest management.

PubMed

Scammell, Madeleine K; Duro, Laurie; Litonjua, Emily; Berry, Lilly; Reid, Margaret

2011-01-01

In a unique partnership, the Boston Public Health Commission, the Boston Housing Authority (BHA), Boston University School of Public Health, the Committee for Boston Public Housing, and the West Broadway Task Force (WBTF) led an Integrated Pest Management (IPM) intervention in Boston's public housing developments. Key to the success of the program was recruiting residents to participate. Residents who were trained as Community Health Advocates (CHAs) at the West Broadway Development in South Boston, Massachusetts, recruited over 300 homes to participate in the IPM intervention (out of 484 living units). This article describes the recruitment strategy and success from the perspective of CHAs at the West Broadway development.

Developing leadership talent in healthcare organizations.

PubMed

Wells, Wendy; Hejna, William

2009-01-01

Effective initiatives for developing and retaining leadership talent are built around five supporting elements: Identification of key leader competencies. Effective job design. A strong focus on leadership recruitment, development, and retention. Leadership training and development throughout all levels of the organization. Ongoing leadership assessment and performance management.

The feasibility and acceptability of training volunteer mealtime assistants to help older acute hospital inpatients: the Southampton Mealtime Assistance Study.

PubMed

Roberts, Helen C; De Wet, Sanet; Porter, Kirsty; Rood, Gemma; Diaper, Norma; Robison, Judy; Pilgrim, Anna L; Elia, Marinos; Jackson, Alan A; Cooper, Cyrus; Aihie Sayer, Avan; Robinson, Sian

2014-11-01

To determine the feasibility and acceptability of using trained volunteers as mealtime assistants for older hospital inpatients. Poor nutrition among hospitalised older patients is common in many countries and associated with poor outcomes. Competing time pressures on nursing staff may make it difficult to prioritise mealtime assistance especially on wards where many patients need help. Mixed methods evaluation of the introduction of trained volunteer mealtime assistants on an acute female medicine for older people ward in a teaching hospital in England. A training programme was developed for volunteers who assisted female inpatients aged 70 years and over on weekday lunchtimes. The feasibility of using volunteers was determined by the proportion recruited, trained, and their activity and retention over one year. The acceptability of the training and of the volunteers' role was obtained through interviews and focus groups with 12 volunteers, nine patients and 17 nursing staff. Fifty-nine potential volunteers were identified: 38 attended a training session, of whom 29 delivered mealtime assistance, including feeding, to 3911 (76%) ward patients during the year (mean duration of assistance 5·5 months). The volunteers were positive about the practical aspects of training and ongoing support provided. They were highly valued by patients and ward staff and have continued to volunteer. Volunteers can be recruited and trained to help acutely unwell older female inpatients at mealtimes, including feeding. This assistance is sustainable and is valued. This paper describes a successful method for recruitment, training and retention of volunteer mealtime assistants. It includes a profile of those volunteers who provided the most assistance, details of the training programme and role of the volunteers and could be replicated by nursing staff in other healthcare units. © 2014 John Wiley & Sons Ltd.

Strength at Home Couples Program to Prevent Military Partner Violence

DTIC Science & Technology

2016-10-01

2015), and is pending at Northern Illinois and Fort Carson.  Hire and Train Study Staff (months 1-6; 50% completed by month 3)  The major activities...have been to hire and train a research technician at the Boston home site (accomplished Dec 2016) and to train study staff at the site of the...Trial Status Recruitment has not begun No amendments this period No adverse events  What opportunities for training and professional development has

Developing challenges in the urbanisation of village doctors in economically developed regions: A survey of 844 village doctors in Changzhou, China.

PubMed

Chen, Minxing; Lu, Jun; Hao, Chao; Hao, Mo; Yao, Fang; Sun, Mei

2015-03-25

To reveal the challenges of village doctors' survival and training in economically developed areas in eastern China. A field survey was used to assess the challenges of village doctors. The study was conducted in Changzhou, Jiangsu province, which is an economically developed region in eastern China. The participants included 844 village doctors, 15 township hospital staff members and 6 health bureau leaders. The main challenges in Changzhou include an insufficient amount of village doctors, difficulties in obtaining professional qualification for village doctors, low salaries and benefits, and difficulties in recruitment. With increasing urbanisation in China, the gap between actual and expected income and social security has been increasing. Changes to training have influenced the stability of village doctor teams. Declining attachment of young people to their hometown village has contributed to recruitment difficulties. © 2015 National Rural Health Alliance Inc.

Optimal Physical Training During Military Basic Training Period.

PubMed

Santtila, Matti; Pihlainen, Kai; Viskari, Jarmo; Kyröläinen, Heikki

2015-11-01

The goal for military basic training (BT) is to create a foundation for physical fitness and military skills of soldiers. Thereafter, more advanced military training can safely take place. Large differences in the initial physical performance of conscripts or recruits have led military units to develop more safe and effective training programs. The purpose of this review article was to describe the limiting factors of optimal physical training during the BT period. This review revealed that the high volume of low-intensity physical activity combined with endurance-type military training (like combat training, prolonged physical activity, and field shooting) during BT interferes with optimal development of maximal oxygen uptake and muscle strength of the soldiers. Therefore, more progressive, periodized, and individualized training programs are needed. In conclusion, optimal training programs lead to higher training responses and lower risks for injuries and overloading.

Violence Exposure in Home and Community: Influence on Posttraumatic Stress Symptoms in Army Recruits

ERIC Educational Resources Information Center

Chapin, Mark G.

2004-01-01

This study assessed the levels and types of violence exposure, levels of posttraumatic stress symptoms, and the relationship among exposure to violence, posttraumatic stress symptoms, and early discharge in U.S. Army recruits at Basic Combat Training (BCT). The study applied a modified ABCX model of family stress adaptation developed by McCubbin,…

Attitudes on en route air traffic control training and work : a comparison of recruits initially trained at the FAA Academy and recruits initially trained at assigned centers.

DOT National Transportation Integrated Search

1975-05-01

In this comparison, questionnaires concerning aspects of training-related and work-related attitudes were sent to 225 ATC trainees who represented groups of attritions and retentions in two En Route training programs; viz, programs that provided basi...

Military Training Time and Cost Should Be Reduced Through Improved Management.

ERIC Educational Resources Information Center

General Accounting Office, Washington, DC.

The report on the management of recruit and initial skill training identifies delays in training cycles, their causes, and resultant costs. In visits to four recruit training centers, eight initial skill training schools, and various headquarters offices, the General Accounting Office (GAO) identified 1,979,000 man-days per year that new members…

Breastfeeding knowledge, attitudes and training amongst Australian community pharmacists.

PubMed

Ryan, Morgan; Smith, Julie

2016-07-01

Pharmacists are one of the most accessible and trusted professionals in the Australian health care system and can have a large impact in supporting and encouraging breastfeeding. This study aimed to research the knowledge, attitudes and training satisfaction of Australian pharmacists in the area of infant nutrition and breastfeeding. The mixed method study involved quantitative data collection via an online survey and qualitative data collected via separate semi-structured interviews. All registered pharmacists in the Australian Capital Territory and surrounding regional areas were eligible. Participants were recruited via emailed information sheets and individual onsite recruitment. Positive attitudes towards and a desire to support and advocate for breastfeeding by pharmacists were hampered by a lack of knowledge, confidence, training and education. Government or other non-profit organisations can enhance community-based support for breastfeeding, including developing new education and training programs for pharmacy students and pharmacists.

Leadership Training at First Bank of Nigeria: A Case Study

ERIC Educational Resources Information Center

Lawal, Fatai; Thompson, Randall; Thompson, Elizabeth

2016-01-01

The purpose of this qualitative exploratory case study was to identify components of an exemplary leadership development program that might serve as a framework for training leaders for banking organizations in Nigeria. We recruited 30 managers, supervisors, and officers with at least 10 years of banking experience to explore leadership…

What Is a Day's Work? A Personnel Practices Guide for Household Employees and Employers.

ERIC Educational Resources Information Center

Bowen, Uvelia S. A.

The guide presents the policies of the Household Employment Association for Reevaluation and Training (HEART) for upgrading the status of household employment. An overview is given of the association's methods of recruitment, training (in its licensed, private trade school), community education, job development, and post-placement counseling. The…

Injury Reduction Effectiveness of Assigning Running Shoes Based on Plantar Shape in Marine Corps Basic Training

DTIC Science & Technology

2010-06-24

female recruits. Men and women were trained by drill instructors of their own sex . Because of logistical and geographical reasons alone, the training...CA. Negative first- tenn outcomes associated with lower extremity injury during recruit training among female Marine Corps graduates. Mif Med

Managing equality and cultural diversity in the health workforce.

PubMed

Hunt, Beverley

2007-12-01

This article offers practical strategies to managers and others for supporting overseas trained nurses and managing cultural diversity in the health workforce. Widespread nursing shortages have led managers to recruit nurses from overseas, mainly from developing countries. This paper draws on evidence from the Researching Equal Opportunities for Internationally Recruited Nurses and Other Health Professionals study reported elsewhere in this issue, which indicates that overseas trained nurses encountered widespread discriminatory practices including an overuse of complaints and grievances against them. The researchers also found that the overseas trained nurses responded to their experiences by using various personal strategies to resist or re-negotiate and overcome such discriminatory practices. A research workshop was held in June 2005 at the midpoint of the Researching Equal Opportunities for Internationally Recruited Nurses and Other Health Professionals study. Twenty-five participants attended the workshop. They were the Researching Equal Opportunities for Internationally Recruited Nurses and Other Health Professionals study researchers, advisory group members, including the author of this paper and other researchers in the field of migration. The overall aim of the workshop was to share emerging research data from the Researching Equal Opportunities for Internationally Recruited Nurses and Other Health Professionals and related studies. The final session of the workshop on which this paper is based, was facilitated by the author, with the specific aim of asking the participants to discuss and determine the challenges to managers when managing a culturally diverse workforce. The discussion yielded four main themes collated by the author from which a framework of strategies to facilitate equality and cultural diversity management of the healthcare workers may be developed. The four themes are: assumptions and expectations; education and training to include cultural sensitivity, equality and human rights; performance management; and transparent human resource management processes. Managing a racially and culturally diverse workforce is complex and challenging for managers. There are no ready-made tools to show them how to do so. Achieving effective management of a culturally diverse workforce comes from an intrinsic motivation to develop the cultural competence to engage with them. This article, together with others in this special issue, provides a springboard for moving this agenda on. It offers managers a framework of themes, which they can draw on to develop their own best practice for managing racial equality and cultural diversity in the health workforce.

The Role of the Delayed Entry Program in Recruiting the All-Volunteer Force

DTIC Science & Technology

2013-10-01

27  The selection and training of recruiting personnel .................... 27  Applicant quality...47  Physical training in DEP ........................................................ 48  ii...differences in DEP activities ............................................ 52  Interaction with the entry-level training establishment .............. 53

JTPA Recruitment Made (Much) Easier. Employment and Training Issues.

ERIC Educational Resources Information Center

Kelly, Jodie Sue

Intended for Job Training Partnership Act (JTPA) administrators and service deliverers, this publication provides those programs that are experiencing recruitment difficulties with new and innovative approaches to attracting eligible clients into their programs. It begins by listing the 10 most common recruitment marketing errors. Marketing is…

The Use of Instructor-Patients to Teach Physical Examination Techniques

ERIC Educational Resources Information Center

Anderson, Karen K.; Meyer, Thomas C.

1978-01-01

Sixteen community residents with relatively stable respiratory, cardiovascular, musculoskeletal, or neurological findings were recruited and trained as instructor-patients to teach the technical elements of the examination of an affected organ system. Faculty recruitment, instructor-patient recruitment and training, and evaluation are discussed.…

Minimum and Preferred Entry Qualifications and Training Provision for North Australian Workers

ERIC Educational Resources Information Center

Acutt, Bruce; Becker, Karen; Hyland, Paul; Miller, Linda

2006-01-01

This paper reports on the outcomes of a replication study of a survey of British employers that requested information on the qualifications sought when recruiting employees and on subsequent training and development. While the British survey was interested in the uptake and use of the British National Vocational Qualifications, the study reported…

The Merchant Apprentices. A Guide to the Training and Administration of Staff in the Distributive Trades.

ERIC Educational Resources Information Center

Denny, Elizabeth

Intended as a guide to staff training and administration in the British distributive trades, this book begins by considering the special managerial needs and problems of retailers. It goes on to discuss job satisfaction and dissatisfaction, job analysis, recruitment and reception of new employees, management development (including the evaluation…

The challenges of military medical education and training for physicians and nurses in the Nordic countries - an interview study.

PubMed

Sonesson, Linda; Boffard, Kenneth; Lundberg, Lars; Rydmark, Martin; Karlgren, Klas

2017-04-11

Development and use of e-learning has not taken place to the same extent in military medicine in the Nordic countries. The aim was to explore the similarities and differences in education and training in military medicine for health professionals in the Nordic countries, and more specifically to identify the specific challenges regarding education and training of military medicine, and how e-learning is used at present and the opportunities for the future. Key educators within military medicine in the Nordic countries, as approved by the respective Surgeons General, were interviewed and the interviews were analyzed using content analysis. The data showed that all Nordic countries cooperate in the field of military medical training to some extent. The models of recruitment and employment of health professionals differed as well as the degree of political support. These differences affected the ability for health professionals to gain actual experience from the military environment. To improve the quality of medical education and training, attempts were made to recruit physicians. The recruitment of physicians was considered a challenge which had resulted in disruptions of courses, training programs and maintenance of accreditation. The Nordic countries were described as having commonalities in the military medical systems and common needs for international collaboration within training, but differing in the range of education and training. Gaps were identified in methods for transferring outcomes from education into practice, as well as regarding evaluation and feedback of outcomes to military medicine. The educational tradition was described as oriented towards practical skills training without requirements on pedagogical education of educators. The results confirmed previous studies showing that e-learning was underutilized. Contextual understanding and experience of healthcare were seen as crucial factors for successful e-learning development. Extended Nordic cooperation on military medical education and training are needed because of the limited volumes of advanced trauma cases. A key issue to the success of e-learning and blended learning is combining educational competence with contextual understanding into a strategy, of how to use digital educational methods.

A Research Study to Develop an Army-Wide Equal Opportunity Training Model. Volume 2

DTIC Science & Technology

1979-03-01

the potency of organizational (structural) racism and sexism . These would include reviews of recruiting, job classification, advancement, and career...through the EEO offices, but not necessarily. 10. The Army and Air Force should begin to view the racism / sexism issue as seriously as it views the ...Training Army Equal Opportunity Program Racism Training Model Sexism Behavior Change Strategies Personal Discrimination Race Relations XL AftrRACr rCamoue

45 CFR 83.12 - Recruitment.

Code of Federal Regulations, 2012 CFR

2012-10-01

... on the basis of sex in selection for a training program. (b) Recruitment practices. A federally... each of its training programs, make comparable efforts to recruit members of each sex in the geographic... members or students, or which provide a service for, only members of one sex unless such entity can...

45 CFR 83.12 - Recruitment.

Code of Federal Regulations, 2013 CFR

2013-10-01

... on the basis of sex in selection for a training program. (b) Recruitment practices. A federally... each of its training programs, make comparable efforts to recruit members of each sex in the geographic... members or students, or which provide a service for, only members of one sex unless such entity can...

45 CFR 83.12 - Recruitment.

Code of Federal Regulations, 2014 CFR

2014-10-01

... on the basis of sex in selection for a training program. (b) Recruitment practices. A federally... each of its training programs, make comparable efforts to recruit members of each sex in the geographic... members or students, or which provide a service for, only members of one sex unless such entity can...

Serum creatine kinase after exercise: drawing the line between physiological response and exertional rhabdomyolysis.

PubMed

Kenney, Kimbra; Landau, Mark E; Gonzalez, Rodney S; Hundertmark, Julie; O'Brien, Karen; Campbell, William W

2012-03-01

In this investigation we assessed the spectrum of creatine kinase (CK) responses in military recruits undergoing basic training. Musculoskeletal examination data, questionnaire findings, and CK levels were obtained from 499 recruits at days 0, 3, 7, and 14 of training. Correlations of CK with ethnicity, age, body mass index, exercise, muscle pain, and climate were obtained. None of the subjects developed clinical exertional rhabdomyolysis (ER). The mean/median serum CK values were 223/157, 734/478, 1226/567, and 667/486 IU/L at days 0, 3, 7, and 14, respectively, with a wide overall range (34-35,056 IU/L). African-American subjects had higher mean CK levels. CK elevations and muscle pain are common during basic training. Widely accepted laboratory diagnostic values for ER are routinely exceeded in this military recruits, suggesting that CK levels >50 times the upper limit of normal are more specific. The findings support using CK as a marker for ER. Normal laboratory reference ranges for CK should be published by ethnicity. Copyright © 2011 Wiley Periodicals, Inc.

Recruiting, Training, and Retaining High-Performance Development Teams

ERIC Educational Resources Information Center

Elder, Stephen D.

2010-01-01

This chapter offers thoughts on some key elements of a high-performing development environment. The author describes how good development officers love to be part of something big, something that transforms a place and its people, and that thinking big is a powerful concept for development officers. He reminds development officers to be clear…

A multiple intervention strategy for reducing femoral neck stress injuries and other serious overuse injuries in U.S. Army Basic Combat Training.

PubMed

Scott, Shawn J; Feltwell, David N; Knapik, Joseph J; Barkley, Colleen B; Hauret, Keith G; Bullock, Steven H; Evans, Rachel K

2012-09-01

We hypothesized that the use of evidence based injury prevention strategies would lead to a reduction in the incidence of femoral neck stress injuries (FNSIs) and other serious overuse injuries in U.S. Army Basic Combat Training (BCT). An injury prevention strategy began in late 2008 that included: (1) leadership education, (2) leadership enforcement of proven methods, and (3) injury surveillance and reporting. Data on FNSI and removal from training for injury were analyzed based on the fiscal year 2006 through 2010 (n = 210,002). For men, FNSI were reduced from 13 to 20 cases/10,000 recruits per year (2006-2008) to 8 cases/10,000 recruits in 2010 (p < 0.01); for women, FNSI were reduced from 35 to 41 cases/10,000 recruits per year (2006-2008) to 18 cases/10,000 recruits per year in 2010 (p < 0.01). For men, removals from training for injury were reduced from 0.8 to 1.1 cases/100 recruits per year (2006-2008) to 0.5 cases/100 recruits in 2010 (p < 0.01); for women removal from training for injury was reduced from 2.3 to 2.4 cases/100 recruits (2006-2008) to 1.0 case/100 recruits per years in 2010 (p < 0.01). The time course of the changes suggests that following specific injury prevention methods was effective in reducing injuries.

A national action plan for workforce development in behavioral health.

PubMed

Hoge, Michael A; Morris, John A; Stuart, Gail W; Huey, Leighton Y; Bergeson, Sue; Flaherty, Michael T; Morgan, Oscar; Peterson, Janice; Daniels, Allen S; Paris, Manuel; Madenwald, Kappy

2009-07-01

Across all sectors of the behavioral health field there has been growing concern about a workforce crisis. Difficulties encompass the recruitment and retention of staff and the delivery of accessible and effective training in both initial, preservice training and continuing education settings. Concern about the crisis led to a multiphased, cross-sector collaboration known as the Annapolis Coalition on the Behavioral Health Workforce. With support from the Substance Abuse and Mental Health Services Administration, this public-private partnership crafted An Action Plan for Behavioral Health Workforce Development. Created with input from a dozen expert panels, the action plan outlines seven core strategic goals that are relevant to all sectors of the behavioral health field: expand the role of consumers and their families in the workforce, expand the role of communities in promoting behavioral health and wellness, use systematic recruitment and retention strategies, improve training and education, foster leadership development, enhance infrastructure to support workforce development, and implement a national research and evaluation agenda. Detailed implementation tables identify the action steps for diverse groups and organizations to take in order to achieve these goals. The action plan serves as a call to action and is being used to guide workforce initiatives across the nation.

Should Dental Schools Invest in Training Predoctoral Students for Academic Careers? Two Viewpoints: Viewpoint 1: Dental Schools Should Add Academic Careers Training to Their Predoctoral Curricula to Enhance Faculty Recruitment and Viewpoint 2: Addition of Academic Careers Training for All Predoctoral Students Would Be Inefficient and Ineffective.

PubMed

Fung, Brent; Fatahzadeh, Mahnaz; Kirkwood, Keith L; Hicks, Jeffery; Timmons, Sherry R

2018-04-01

This Point/Counterpoint considers whether providing dental students with academic career training and teaching experiences during their predoctoral education would be valuable to recruit dental academicians. While training the next generation of dentists continues to be the primary focus for dental schools, the cultivation and recruitment of dental faculty members from the pool of dental students remain challenges. Viewpoint 1 supports the position that providing dental students with exposure to academic career opportunities has positive value in recruiting new dental faculty. The advantages of academic careers training as a required educational experience in dental schools and as a potential means to recruit dental students into the ranks of faculty are described in this viewpoint. In contrast, Viewpoint 2 contends that such career exposure has limited value and argues that, across the board, allocation of resources to support preparation for academic careers would have a poor cost-benefit return on investment. Adding a requirement for educational experiences for all students would overburden institutions, students, and faculty according to this viewpoint. The authors agree that research is needed to determine how and where to make predoctoral curricular changes that will have maximum impact on academic recruitment.

Developing an Intergenerational Program.

ERIC Educational Resources Information Center

Brummel, Steven W.

1989-01-01

Steps in the development of intergenerational programs include the following: (1) needs assessment; (2) planning; (3) implementation; (4) assuring program longevity; and (5) establishing a national focus. Detailed description of such stages as facility and site procurement, recruitment, orientation, training, maintenance, and support is provided.…

Human Resource Orientation and Corporate Performance.

ERIC Educational Resources Information Center

Lam, Long W.; White, Louis P.

1998-01-01

A study of 14 manufacturing firms found significantly better financial performance among those that strongly emphasized recruitment, compensation, and training and development (a human resource orientation). Human resource development that helped sustain competence combined with that orientation to form a valuable competitive advantage. (SK)

Cue-recruitment for extrinsic signals after training with low information stimuli.

PubMed

Jain, Anshul; Fuller, Stuart; Backus, Benjamin T

2014-01-01

Cue-recruitment occurs when a previously ineffective signal comes to affect the perceptual appearance of a target object, in a manner similar to the trusted cues with which the signal was put into correlation during training. Jain, Fuller and Backus reported that extrinsic signals, those not carried by the target object itself, were not recruited even after extensive training. However, recent studies have shown that training using weakened trusted cues can facilitate recruitment of intrinsic signals. The current study was designed to examine whether extrinsic signals can be recruited by putting them in correlation with weakened trusted cues. Specifically, we tested whether an extrinsic visual signal, the rotary motion direction of an annulus of random dots, and an extrinsic auditory signal, direction of an auditory pitch glide, can be recruited as cues for the rotation direction of a Necker cube. We found learning, albeit weak, for visual but not for auditory signals. These results extend the generality of the cue-recruitment phenomenon to an extrinsic signal and provide further evidence that the visual system learns to use new signals most quickly when other, long-trusted cues are unavailable or unreliable.

WORKERS IN ADULT EDUCATION, THEIR STATUS, RECRUITMENT, AND PROFESSIONAL TRAINING.

ERIC Educational Resources Information Center

JESSUP, F.W.

A PILOT STUDY PREPARED FOR THE COUNCIL OF EUROPE COMPARES ADULT EDUCATOR STATUS, RECRUITMENT, AND PROFESSIONAL TRAINING IN FRANCE, FLANDERS (BELGIUM), WEST GERMANY, THE NETHERLANDS, NORWAY, AND THE UNITED KINGDOM. MAJOR CONCERNS INCLUDE SALARIES AND BENEFITS, QUALIFICATIONS, INSERVICE TRAINING, SPONSORING BODIES, ATTITUDES TOWARD FORMAL STAFF…

Psychological distress and coping in military cadre candidates

PubMed Central

Nakkas, Can; Annen, Hubert; Brand, Serge

2016-01-01

Background Soldiers must cope with stressors during both military operations and training if they are to accomplish their missions successfully and stay mentally stable. This holds true particularly for military superiors, as they bear greater responsibilities and must meet greater demands during both deployment and training. Accordingly, in the present study, we investigated whether recruits chosen for further promotion at the end of basic training differed with regard to psychological distress and coping strategies from those not chosen for promotion, and whether recruits’ coping styles and distress levels were associated. Methods A total of 675 Swiss recruits took part in the study. At the beginning of basic training, recruits filled out self-rating questionnaires covering demographic data, psychological distress (depression, somatization, anxiety, interpersonal sensitivity, and hostility), and coping styles. Results were compared between those recruits who received a recommendation for further promotion at the end of basic training and those who did not. Results Recruits selected for promotion had lower scores for depressive symptoms and hostility, engaged more in active coping, and considered their coping to be more effective. Dysfunctional and functional coping were associated with higher and lower distress levels, respectively. Conclusion Recruits recommended for promotion exhibited less psychological distress during basic training and exhibited a socially more conducive profile of distress. They also endorsed more efficient and more prosocial coping strategies than those recruits not recommended for promotion. These cognitive–emotional features not only contribute to resilience but are also consistent with leadership research, indicating the importance of emotional stability and prosocial behavior in successful leaders. PMID:27621634

Risk factors for lower limb injuries during initial naval training: a prospective study.

PubMed

Bonanno, Daniel R; Munteanu, S E; Murley, G S; Landorf, K B; Menz, H B

2018-04-06

This study aimed to identify risk factors associated with the development of common lower limb injuries during initial defence training in naval recruits who were enrolled in a randomised trial. Three-hundred and six naval recruits were randomly allocated flat insoles (n=153) or foot orthoses (n=153) while undertaking 11 weeks of initial training. Participant characteristics (including anthropometrics, general health, physical activity, fitness and foot characteristics) were collected at the baseline assessment and injuries were documented prospectively. Injury was defined as the combined incidence of participants with medial tibial stress syndrome, patellofemoral pain, Achilles tendinopathy and plantar fasciitis/plantar heel pain throughout the 11 weeks of training. A discriminant function analysis was used to explore the ability of baseline measures to predict injury. Overall, 67 (21.9%) participants developed an injury. Discriminant function analysis revealed that participants who sustained an injury were slightly younger (mean 21.4±SD 4.1 vs 22.5±5.0 years) and were less likely to be allocated to the foot orthosis group (40% vs 53%) compared with those who remained uninjured. The accuracy of these baseline variables to predict injury was moderate (78.1%). Lower limb injury was not accurately predicted from health questionnaires, fitness results and clinical assessments in naval recruits undertaking initial defence training. However, although not reaching statistical significance, the use of foot orthoses may be protective against common lower limb injuries. ACTRN12615000024549; Post-results. © Article author(s) (or their employer(s) unless otherwise stated in the text of the article) 2018. All rights reserved. No commercial use is permitted unless otherwise expressly granted.

Education and Political Development

ERIC Educational Resources Information Center

Massialas, Byron G.

1977-01-01

Considers how education is related to politics with the focus on political socialization, political recruitment, i.e., the selection and training of political elites, and political integration or nation building of groups of people. (Author/RK)

Evaluating the Feasibility of RESCUE: An Adjunctive HAI-Based Intervention for Veterans with PTSD

DTIC Science & Technology

2017-05-01

with clinicians on study 9/14/16 – 9/16/16. c) Independent evaluators completed 1-day Clinician Administered PTSD Scale (CAPS) training 10/31/16. d...therapists Recruit, facilitate hiring, and train study independent evaluators (IEs) 0-6 100% Facilitate and coordinate training and PE certification...developed referral stream for study 6 - 8 100% Major Task 3: Conduct pre-treatment evaluations for case series Screen, obtain consent, assess, and

Programs for developing the pipeline of early-career geriatric mental health researchers: outcomes and implications for other fields.

PubMed

Bartels, Stephen J; Lebowitz, Barry D; Reynolds, Charles F; Bruce, Martha L; Halpain, Maureen; Faison, Warachal E; Kirwin, Paul D

2010-01-01

This report summarizes the findings and recommendations of an expert consensus workgroup that addressed the endangered pipeline of geriatric mental health (GMH) researchers. The workgroup was convened at the Summit on Challenges in Recruitment, Retention, and Career Development in Geriatric Mental Health Research in late 2007. Major identified challenges included attracting and developing early-career investigators into the field of GMH research; a shortfall of geriatric clinical providers and researchers; a disproportionate lack of minority researchers; inadequate mentoring and career development resources; and the loss of promising researchers during the vulnerable period of transition from research training to independent research funding. The field of GMH research has been at the forefront of developing successful programs that address these issues while spanning the spectrum of research career development. These programs serve as a model for other fields and disciplines. Core elements of these multicomponent programs include summer internships to foster early interest in GMH research (Summer Training on Aging Research Topics-Mental Health Program), research sponsorships aimed at recruitment into the field of geriatric psychiatry (Stepping Stones), research training institutes for early career development (Summer Research Institute in Geriatric Psychiatry), mentored intensive programs on developing and obtaining a first research grant (Advanced Research Institute in Geriatric Psychiatry), targeted development of minority researchers (Institute for Research Minority Training on Mental Health and Aging), and a Web-based clearinghouse of mentoring seminars and resources (MedEdMentoring.org). This report discusses implications of and principles for disseminating these programs, including examples of replications in fields besides GMH research.

45 CFR 2522.210 - How are AmeriCorps participants recruited and selected?

Code of Federal Regulations, 2010 CFR

2010-10-01

... leadership pool—(1) Selection and training. From among individuals recruited under paragraph (b) of this... leadership potential, as determined by the Corporation, to receive special training to enhance their leadership ability. The leadership training will be provided by the Corporation directly or through a grant...

45 CFR 2522.210 - How are AmeriCorps participants recruited and selected?

Code of Federal Regulations, 2011 CFR

2011-10-01

... leadership pool—(1) Selection and training. From among individuals recruited under paragraph (b) of this... leadership potential, as determined by the Corporation, to receive special training to enhance their leadership ability. The leadership training will be provided by the Corporation directly or through a grant...

45 CFR 2522.210 - How are AmeriCorps participants recruited and selected?

Code of Federal Regulations, 2012 CFR

2012-10-01

... leadership pool—(1) Selection and training. From among individuals recruited under paragraph (b) of this... leadership potential, as determined by the Corporation, to receive special training to enhance their leadership ability. The leadership training will be provided by the Corporation directly or through a grant...

45 CFR 2522.210 - How are AmeriCorps participants recruited and selected?

Code of Federal Regulations, 2014 CFR

2014-10-01

... leadership pool—(1) Selection and training. From among individuals recruited under paragraph (b) of this... leadership potential, as determined by the Corporation, to receive special training to enhance their leadership ability. The leadership training will be provided by the Corporation directly or through a grant...

45 CFR 2522.210 - How are AmeriCorps participants recruited and selected?

Code of Federal Regulations, 2013 CFR

2013-10-01

... leadership pool—(1) Selection and training. From among individuals recruited under paragraph (b) of this... leadership potential, as determined by the Corporation, to receive special training to enhance their leadership ability. The leadership training will be provided by the Corporation directly or through a grant...

29 CFR 32.17 - Labor unions and recruiting and training agencies.

Code of Federal Regulations, 2010 CFR

2010-07-01

... Training Participation § 32.17 Labor unions and recruiting and training agencies. (a) The performance of a... revision in a collective bargaining agreement(s). The policy of the Department of Labor is to use its best... collective bargaining agreement or otherwise significantly affects a substantial number of employees...

Firearms Training Systems for Females. Final Report from July 1, 1986 to June 30, 1987.

ERIC Educational Resources Information Center

McCreedy, Ken

A project's main objective was to work actively with nine female law enforcement recruits to improve their overall performance in the firearms course and enable them to pass their Florida firearms qualifying exam. To achieve this objective, the Fire Arms Training System (FATS) was developed, including the use of the buddy system, the development…

Training Program for Cooperative Student Trainees in Professional Career Options; GS-Trainee-2 to Trainee GS-7.

ERIC Educational Resources Information Center

Coast Guard, Washington, DC. Office of Personnel.

The Student Trainee Work-Study Training and Promotion Plan is designed to furnish the Coast Guard with a long-range program for recruiting, developing, and retaining the best potential professional talent available. Students are selected for participation in the program on the basis of demonstrated scholastic ability and must maintain a relatively…

Training and Development Announcement; A Comprehensive Review of the Department of the Army Management Intern Program, August 1968.

ERIC Educational Resources Information Center

Babcock, Elaine P.

A comprehensive review of the Department of the Army Management Intern Program, August, 1968, presents details about the aims of the program, the recruitment procedure, the characteristics (including qualification) of the participants, and the achievement and rate of promotion of these individuals who are being trained for civilian careers in the…

Web-Based Learning for Emergency Airway Management in Anesthesia Residency Training

PubMed Central

Hindle, Ada; Cheng, Ji; Thabane, Lehana; Wong, Anne

2015-01-01

Introduction. Web-based learning (WBL) is increasingly used in medical education; however, residency training programs often lack guidance on its implementation. We describe how the use of feasibility studies can guide the use of WBL in anesthesia residency training. Methods. Two case-based WBL emergency airway management modules were developed for self-directed use by anesthesia residents. The feasibility of using this educational modality was assessed using a single cohort pretest/posttest design. Outcome measures included user recruitment and retention rate, perceptions of educational value, and knowledge improvement. The differences between pre- and postmodule test scores and survey Likert scores were analysed using the paired t test. Results. Recruitment and retention rates were 90% and 65%, respectively. User-friendliness of the modules was rated highly. There was a significant improvement in perceptions of the value of WBL in the postsurvey. There was a significant knowledge improvement of 29% in the postmodule test. Conclusions. Feasibility studies can help guide appropriate use of WBL in curricula. While our study supported the potential feasibility of emergency airway management modules for training, collaboration with other anesthesia residency programs may enable more efficient development, implementation, and evaluation of this resource-intensive modality in anesthesia education and practice. PMID:26788056

Web-Based Learning for Emergency Airway Management in Anesthesia Residency Training.

PubMed

Hindle, Ada; Cheng, Ji; Thabane, Lehana; Wong, Anne

2015-01-01

Introduction. Web-based learning (WBL) is increasingly used in medical education; however, residency training programs often lack guidance on its implementation. We describe how the use of feasibility studies can guide the use of WBL in anesthesia residency training. Methods. Two case-based WBL emergency airway management modules were developed for self-directed use by anesthesia residents. The feasibility of using this educational modality was assessed using a single cohort pretest/posttest design. Outcome measures included user recruitment and retention rate, perceptions of educational value, and knowledge improvement. The differences between pre- and postmodule test scores and survey Likert scores were analysed using the paired t test. Results. Recruitment and retention rates were 90% and 65%, respectively. User-friendliness of the modules was rated highly. There was a significant improvement in perceptions of the value of WBL in the postsurvey. There was a significant knowledge improvement of 29% in the postmodule test. Conclusions. Feasibility studies can help guide appropriate use of WBL in curricula. While our study supported the potential feasibility of emergency airway management modules for training, collaboration with other anesthesia residency programs may enable more efficient development, implementation, and evaluation of this resource-intensive modality in anesthesia education and practice.

Causes of sudden death in young female military recruits.

PubMed

Eckart, Robert E; Scoville, Stephanie L; Shry, Eric A; Potter, Robert N; Tedrow, Usha

2006-06-15

This study sought to examine the incidence of sudden death in a large, multiethnic cohort of young women. Approximately 852,300 women entered basic military training from 1977 to 2001. During this period, there were 15 sudden deaths in female recruits (median age 19 years, 73% African-American), occurring at a median of 25 days after arrival for training. Of the sudden deaths, 13 (81%) were due to reasons that may have been cardiac in origin. Presumed arrhythmic sudden death in the setting of a structurally normal heart was seen in 8 recruits (53%), and anomalous coronary origins were found in 2 recruits (13%). The mortality rate was 11.4 deaths per 100,000 recruit-years (95% confidence interval 6.9 to 18.9). The rate was significantly higher for African-American female recruits (risk ratio 10.2, p <0.001). Sudden death with a structurally normal heart was the leading cause of death in female recruits during military training.

Defense Threat Reduction Agency > Careers > Professional Development

Science.gov Websites

Justifications & Approvals Careers Who We Are Our Values Strategic Recruiting Programs Professional Your Reporting Day Senior Executive Service Special Programs PROFESSIONAL DEVELOPMENT Our Training and some of the pitfalls that may derail a career or delay a promotion. Competitive Professional

Impact of comprehensive psychological training on mental health of recruits in Xinjiang.

PubMed

Lv, Shi-ying; Zhang, Lan

2015-04-01

To examine the effect of comprehensive psychological training on the mental health of recruits and to provide basis for promoting mental health among recruits in Xinjiang. From September to December, 2013, a convenience sampling was used to select 613 recruits from Xinjiang. These recruits were assigned to the training group (n=306) and the control group (n=307). The Simplified Coping Style Questionnaire,the Questionnaire of Armymen's Emotion Regulation Types and the Chinese Military Personnel Social Support Scale were used to evaluate the levels of mental health at the baseline and at the end of comprehensive psychological training. After comprehensive psychological training, the negative coping style score of the training group were significantly lower than the control group (P=0.000), and there were difference in cognitive focus (P=0.000) and behavior restrain (P=0.005); also, there was significant difference in social support scale (P<0.05). The coping style showed positive correlation with emotion regulation and all factors (P<0.05). Social support and all factors was positively correlated with positive coping style (P<0.05) and negatively correlated with negative coping style (P<0.05). Social support and all factors showed positive correlation with affective appeal and self comfort (P<0.05) and negative correlation with congnitive focus and behavior restrain (P<0.05). As shown by stepwise regression analysis,the positive and negative coping styles had statistically significant impacts on cognitive focus, affective appeal, behavior restrain, and self comfort (all P<0.05). Comprehensive psychological training is useful in improving the mental health of recruits.

The development and issues of nursing education in China: a national data analysis.

PubMed

You, Li-ming; Ke, Ying-ying; Zheng, Jing; Wan, Li-hong

2015-02-01

The development of and the issues arising in the nursing educational sector as the provider for nursing workforce have drawn increasing attention. To describe the development of nursing education in mainland China and to analyze related issues. A retrospective, descriptive study with secondary data analysis. The scale and composition of nursing education programs from 2006 to 2012 in mainland China were analyzed, and changes in the scale of the nursing workforce from 2002 to 2013 were compared to facilitate an interpretation of nursing education. The scale of initial nursing education was large and expanded rapidly. In 2012, the total recruitment was 515,710, including 39,747 (7.71%) students training for a baccalaureate degree, 143,726 (27.87%) students training for an advanced diploma, and 332,237 (64.42%) students training in secondary diploma programs. The nursing workforce in China grew dramatically, with an increase of 120,000 to 286,000 nurses each year since 2006, but the nurse shortage remained existed (there were only 2.05 nurses per 1000 population, and the nurse to doctor ratio was 1:1 in 2013). The recruitment of nursing students per 1000 population was greater in the west (0.51) and middle (0.40) regions than in the east region (0.28), while the number of nurses per 1000 population had the opposite pattern (1.71, 1.75, and 2.02 nurses per 1000 population in the west, middle, and east regions, respectively) in 2012. Nursing education in China has developed rapidly, and some issues require attention. We suggest that initial nursing education be improved by increasing the recruitment to advanced diploma and baccalaureate programs and decreasing the recruitment to secondary diploma programs and by ensuring the quality of education. Multiple strategies should be taken to effectively raise the social status and prestige of the nursing profession and to ease the nurse shortage. Copyright © 2014 Elsevier Ltd. All rights reserved.

Recruiting patients for postgraduate medical training in a community family planning clinic: how do patients want to be asked?

PubMed

Heathcote, Jennifer

2008-01-01

To look at patients' views about the way in which they are recruited to assist with postgraduate medical training (i.e. Who is the best person to ask patients to participate? When is the best time for patients to be asked?) and to compare these with clinical practice. Questionnaire surveys of 103 female family planning clinic (FPC) patients and 40 Diploma of the Faculty of Family Planning (DFFP) instructing doctors. Patients were recruited from the waiting room of a community FPC, and DFFP instructing doctors from the North West of England were recruited at an updating meeting. Patients preferred to be recruited by non-medical staff (i.e. receptionist and nurses). Few patients wanted to be asked by the training doctor. Only 9% would find it difficult to refuse a receptionist, 47% would find it difficult to refuse the instructing doctor and 65% would find it difficult to refuse the training doctor. In practice, the commonest person to recruit patients is the instructing doctor. Patients wanted to be given some time to consider the request; this was not always given. Patients may feel coerced into seeing training doctors because they find it difficult to refuse requests, particularly when they are being recruited by doctors. Non-medical staff may be more appropriate for the initial recruitment of patients. Patients need time to consider their involvement. The provision of written information may be useful. Further research is indicated to empower patients' decision-making and reduce the likelihood of coercion.

The feasibility and acceptability of training volunteer mealtime assistants to help older acute hospital in-patients: the Southampton Mealtime Assistance Study

PubMed Central

Roberts, Helen C; De Wet, Sanet; Porter, Kirsty; Rood, Gemma; Diaper, Norma; Robison, Judy; Pilgrim, Anna L; Elia, Marinos; Jackson, Alan A; Cooper, Cyrus; Sayer, Avan Aihie; Robinson, Sian

2014-01-01

Aims and objectives To determine the feasibility and acceptability of using trained volunteers as mealtime assistants for older hospital inpatients. Background Poor nutrition among hospitalised older patients is common in many countries and associated with poor outcomes. Competing time pressures on nursing staff may make it difficult to prioritise mealtime assistance especially on wards where many patients need help. Design Mixed methods evaluation of the introduction of trained volunteer mealtime assistants on an acute female Medicine for Older People ward in a teaching hospital in England. Methods A training programme was developed for volunteers who assisted female inpatients aged 70 years and over on weekday lunchtimes. The feasibility of using volunteers was determined by the proportion recruited, trained, and their activity and retention over 1 year. The acceptability of the training and of the volunteers’ role was obtained through interviews and focus groups with 12 volunteers, 9 patients and 17 nursing staff. Results 59 potential volunteers were identified: 38 attended a training session of whom 29 delivered mealtime assistance, including feeding, to 3,911 (76%) ward patients during the year (mean duration of assistance 5.5 months). The volunteers were positive about the practical aspects of training and on-going support provided. They were highly valued by patients and ward staff and have continued to volunteer. Conclusions Volunteers can be recruited and trained to help acutely unwell older female inpatients at mealtimes, including feeding. This assistance is sustainable and is valued. Relevance to clinical practice This paper describes a successful method for recruitment, training and retention of volunteer mealtime assistants. It includes a profile of those volunteers who provided the most assistance, details of the training programme and role of the volunteers, and could be replicated by nursing staff in other healthcare units. PMID:24666963

Understanding recruitment and retention in the NHS community pharmacy stop smoking service: perceptions of smoking cessation advisers.

PubMed

Sohanpal, Ratna; Rivas, Carol; Steed, Liz; MacNeill, Virginia; Kuan, Valerie; Edwards, Elizabeth; Griffiths, Chris; Eldridge, Sandra; Taylor, Stephanie; Walton, Robert

2016-07-07

To understand views of pharmacy advisers about smoker recruitment and retention in the National Health Service community pharmacy stop smoking programme. Thematic framework analysis of semistructured, in-depth interviews applying the Theoretical Domains Framework and COM-B behaviour change model. We aimed to identify aspects of adviser behaviour that might be modified to increase numbers joining and completing the programme. 25 stop smoking advisers (13 pharmacists and 12 support staff). 29 community pharmacies in 3 inner east London boroughs. Advisers had preconceived ideas about smokers likely to join or drop out and made judgements about smokers' readiness to quit. Actively recruiting smokers was accorded low priority due in part to perceived insufficient remuneration to the pharmacy and anticipated challenging interactions with smokers. Suggestions to improve smoker recruitment and retention included developing a more holistic and supportive approach using patient-centred communication. Training counter assistants were seen to be important as was flexibility to extend the programme duration to fit better with smokers' needs. Cessation advisers feel they lack the interpersonal skills necessary to engage well with smokers and help them to quit. Addressing advisers' behaviours about active engagement and follow-up of clients, together with regular skills training including staff not formally trained as cessation advisers, could potentially boost numbers recruited and retained in the stop smoking programme. Adjustments to the pharmacy remuneration structure to incentivise recruitment and to allow personalisation of the programme for individual smokers should also be considered. Published by the BMJ Publishing Group Limited. For permission to use (where not already granted under a licence) please go to http://www.bmj.com/company/products-services/rights-and-licensing/

Financial Impact of Effective Human Resources Management

ERIC Educational Resources Information Center

Driessnack, Carl H.

1976-01-01

Some of the most important facets of the business to be considered are compensation policies and procedures; benefits programs and insurance premiums; taxes; recruiting, training, and management development; affirmative action; and turnover and outplacement. (Author/IRT)

Development and characterization of multifunctional composites.

DOT National Transportation Integrated Search

2009-03-01

This project is aimed at graduate research training of students interested in pursuing careers in transportation areas. Financial support will be provided to recruit eight new graduate students interested in pursuing their doctoral degrees in transpo...

Creativity Development in Adolescence: Insight from Behavior, Brain, and Training Studies

ERIC Educational Resources Information Center

Kleibeuker, Sietske W.; De Dreu, Carsten K. W.; Crone, Eveline A.

2016-01-01

Creativity is a multifaceted construct that recruits different cognitive processes. Here, we summarize studies that show that creativity develops considerably during adolescence with different developmental trajectories for insight, verbal divergent thinking, and visuospatial divergent thinking. Next, these developmental time courses are mapped to…

A Workforce Development Systems Model for Unemployed Job Seekers

ERIC Educational Resources Information Center

Holland, Brian

2015-01-01

Workforce development is a set of processes that govern the identification, recruitment, assessment and training of job seekers into employment as well as the maintenance and advancement of these persons in their careers. Given the complexity of what workforce development entails, a systems approach is illustrated to ensure that the broader goal…

Educating for ethical leadership through web-based coaching.

PubMed

Eide, Tom; Dulmen, Sandra van; Eide, Hilde

2016-12-01

Ethical leadership is important for developing ethical healthcare practice. However, there is little research-based knowledge on how to stimulate and educate for ethical leadership. The aim was to develop and investigate the feasibility of a 6-week web-based, ethical leadership educational programme and learn from participants' experience. Training programme and research design: A training programme was developed consisting of (1) a practice part, where the participating middle managers developed and ran an ethics project in their own departments aiming at enhancing the ethical mindfulness of the organizational culture, and (2) a web-based reflection part, including online reflections and coaching while executing the ethics project. Focus group interviews were used to explore the participants' experiences with and the feasibility of the training. Participants and research context: Nine middle managers were recruited from a part-time master's programme in leadership in Oslo, Norway. The research context was the participating leaders' work situation during the 6 weeks of training. Ethical considerations: Participation was voluntary, data anonymized and the confidentiality of the participating leaders/students and their institutions maintained. No patient or medical information was involved. Eight of the nine recruited leaders completed the programme. They evaluated the training programme as efficient and supportive, with the written, situational feedback/coaching as the most important element, enhancing reflection and motivation, counteracting a feeling of loneliness and promoting the execution of change. The findings seem consistent with the basic assumptions behind the educational design, based partly on e-health research, feedback studies and organizational ethics methodology, partly on theories on workplace learning, reflection, recognition and motivation. The training programme seems feasible. It should be adjusted according to participants' proposals and tested further in a large-scale study.

Training Medical Students for Rural, Underserved Areas: A Rural Medical Education Program in California.

PubMed

Eidson-Ton, W Suzanne; Rainwater, Julie; Hilty, Donald; Henderson, Stuart; Hancock, Christine; Nation, Cathryn L; Nesbitt, Thomas

2016-01-01

The Association of American Medical Colleges projects an increasing shortage of physicians in rural areas. Medical schools have developed specialty track programs to improve the recruitment and retention of physicians who can serve rural populations. One such program in California includes a variety of unique elements including outreach, admissions, rural clinical experiences, focused mentorship, scholarly and leadership opportunities, and engagement with rural communities. Preliminary outcomes demonstrate that this rural track program has achieved some success in the recruitment, retention, and training of students interested in future rural practice and in the placement of students in primary care residencies. Long-term outcomes, such as graduates entering rural practice, are still unknown, but will be monitored to assess the impact and sustainability of the rural program. This article illustrates the opportunities and challenges of training medical students for rural practice and provides lessons learned to inform newly-established and long standing rural medical education programs.

Factors Influencing Running-Related Musculoskeletal Injury Risk Among U.S. Military Recruits.

PubMed

Molloy, Joseph M

2016-06-01

Running-related musculoskeletal injuries among U.S. military recruits negatively impact military readiness. Low aerobic fitness, prior injury, and weekly running distance are known risk factors. Physical fitness screening and remedial physical training (or discharging the most poorly fit recruits) before entry-level military training have tended to reduce injury rates while decreasing attrition, training, and medical costs. Incorporating anaerobic running sessions into training programs can offset decreased weekly running distance and decrease injury risk. Varying lower extremity loading patterns, stride length or cadence manipulation, and hip stability/strengthening programming may further decrease injury risk. No footstrike pattern is ideal for all runners; transitioning to forefoot striking may reduce risk for hip, knee, or tibial injuries, but increase risk for calf, Achilles, foot or ankle injuries. Minimal evidence associates running surfaces with injury risk. Footwear interventions should focus on proper fit and comfort; the evidence does not support running shoe prescription per foot type to reduce injury risk among recruits. Primary injury mitigation efforts should focus on physical fitness screening, remedial physical training (or discharge for unfit recruits), and continued inclusion of anaerobic running sessions to offset decreased weekly running distance. Reprint & Copyright © 2016 Association of Military Surgeons of the U.S.

Increased Risk of Upper Respiratory Infection in Military Recruits Who Report Sleeping Less Than 6 h per night.

PubMed

Wentz, Laurel M; Ward, Mark D; Potter, Claire; Oliver, Samuel J; Jackson, Sarah; Izard, Rachel M; Greeves, Julie P; Walsh, Neil P

2018-05-09

Professional sleep associations recommend 7-9 h of sleep per night for young adults. Habitually sleeping less than 6 h per night has been shown to increase susceptibility to common cold in otherwise healthy, adult civilians. However, no investigations have examined the importance of sleep duration on upper respiratory tract infection (URTI) and loss of training days in military recruits. The purpose of this study was to describe self-reported sleep duration in a large cohort of military recruits and to assess the relationship between reported sleep duration and incidence of URTI's. We hypothesized that recruits who reported sleeping less than the recommended 7-9 h per night during training suffered a greater incidence of URTI and, as a consequence, lost more training days compared with recruits who met sleep recommendations. Participants included 651 British Army recruits aged 22 ± 3 yr who completed 13 wk of basic military training (67% males, 33% females). Participants were members of 21 platoons (11 male, 10 female) who commenced training across four seasons (19% winter, 20% spring, 29% summer, and 32% autumn). At the start and completion of training, participants completed a questionnaire asking the typical time they went to sleep and awoke. Incidence of physician-diagnosed URTI and lost training days due to URTI were retrieved from medical records. Self-reported sleep duration decreased from before to during training (8.5 ± 1.6 vs. 7.0 ± 0.8 h; p < 0.01). Prior to training, 13% of participants reported sleeping less than the recommended 7 h sleep per night; however, this increased to 38% during training (X2 = 3.8; p= 0.05). Overall, 49 participants (8%) were diagnosed by a physician with at least one URTI and 3 participants (<1%) were diagnosed with two URTI's. After controlling for sex, body mass index, season of recruitment, smoking, and alcohol, participants who reported sleeping less than 6 h per night during training were four times more likely to be diagnosed with URTI compared with participants who slept 7-9 h per night in a logistic regression model (OR 4.4; 95% CI, 1.5-12.9, p < 0.01). On average, each URTI resulted in 2.9 ± 1.5 lost training days. Participants who were diagnosed with URTI had more overall lost training days for any illness compared with participants who did not report a URTI during basic military training (3.3 ± 1.9 vs. 0.4 ± 1.3; p < 0.01). In a large population of British Army recruits, these findings show that more than one third of participants failed to meet sleep duration recommendations during training. Furthermore, those who reported sleeping less than 6 h per night were four times more likely to be diagnosed with an URTI and lost more training days due to URTI. Since sleep restriction is considered a necessary element of military training, future studies should examine interventions to reduce any negative effects on immunity and host defense.

Military Training. Its Effectiveness for Technical Specialties Is Unknown. Report to the Secretary of Defense.

ERIC Educational Resources Information Center

General Accounting Office, Washington, DC. Program Evaluation and Methodology Div.

A study examined the information collected by the Department of Defense on both the quality of its new recruits and the effectiveness of its training in preparing recruits to operate in a technologically sophisticated environment. It found that data were collected at a recruit's entrance to military life, during and upon completion of formal…

Individual Differences in Military Training Environments: Four Areas of Research

DTIC Science & Technology

1987-01-30

training setting. Such factors as ability, skills, experience, intelligence , interests, personal characteristics (e.g., age) and motivation interact...recruits than were Intelligence scores; fast learners retained more and relearned more quickly than slow learners. This suggests that if the goal is to...and Development Center. Gottfredson , G.D., Holland, J.L. and Ogawa, D.K. (1982). Dictionary of Holland occupational codes. Palo Alto, CA: Consulting

The Dissertation Story: What Is the Relationship between the Officer Candidate School Attrition Rate and Officer Training Command, Naval Service Training Command and Navy Recruiting Command Leadership Intervention?

DTIC Science & Technology

2013-03-01

attrition (Goodstadt, 1981). Kubisiak, et al. contend that leaders should consider attrition a negative occurrence and that each leader should develop...related to the information, and the consequences associated with the options. The ability to ruminate before acting when presented with new information or

"Don't wait for them to come to you, you go to them". A qualitative study of recruitment approaches in community based walking programmes in the UK.

PubMed

Matthews, Anne; Brennan, Graham; Kelly, Paul; McAdam, Chloe; Mutrie, Nanette; Foster, Charles

2012-08-10

This study aimed to examine the experiences of walking promotion professionals on the range and effectiveness of recruitment strategies used within community based walking programmes within the United Kingdom. Two researchers recruited and conducted semi-structured interviews with managers and project co-ordinators of community based walking programmes, across the UK, using a purposive sampling frame. Twenty eight interviews were conducted, with community projects targeting participants by age, physical activity status, socio-demographic characteristics (i.e. ethnic group) or by health status. Three case studies were also conducted with programmes aiming to recruit priority groups and also demonstrating innovative recruitment methods. Data analysis adopted an approach using analytic induction. Two types of programmes were identified: those with explicit health aims and those without. Programme aims which required targeting of specific groups adopted more specific recruitment methods. The selection of recruitment method was dependent on the respondent's awareness of 'what works' and the resource capacity at their disposal. Word of mouth was perceived to be the most effective means of recruitment but using this approach took time and effort to build relationships with target groups, usually through a third party. Perceived effectiveness of recruitment was assessed by number of participants rather than numbers of the right participants. Some programmes, particularly those targeting younger adult participants, recruited using new social communication media. Where adopted, social marketing recruitment strategies tended to promote the 'social' rather than the 'health' benefits of walking. Effective walking programme recruitment seems to require trained, strategic, labour intensive, word-of-mouth communication, often in partnerships, in order to understand needs and develop trust and motivation within disengaged sedentary communities. Walking promotion professionals require better training and resources to deliver appropriate recruitment strategies to reach priority groups.

Retention of Underrepresented Minority Faculty: Strategic Initiatives for Institutional Value Proposition Based on Perspectives from a Range of Academic Institutions

PubMed Central

Whittaker, Joseph A.; Montgomery, Beronda L.; Martinez Acosta, Veronica G.

2015-01-01

The student and faculty make-up of academic institutions does not represent national demographics. Racial and ethnic minorities are disproportionately underrepresented nationally, and particularly at predominantly white institutions (PWIs). Although significant efforts and funding have been committed to increasing points of access or recruitment of under-represented minority (URM) students and faculty at PWIs, these individuals have not been recruited and retained at rates that reflect their national proportions. Underrepresentation of URMs is particularly prevalent in Science, Technology, Engineering, and Mathematics (STEM) disciplines. This reality represents a national crisis given a predicted shortage of workers in STEM disciplines based on current rates of training of all individuals, majority and URM, and the intersection of this limitation with persistent challenges in the recruitment, training, retention and advancement of URMs who will soon represent the largest pool of future trainees. An additional compounding factor is the increasingly disproportionate underrepresentation of minorities at higher professorial and administrative ranks, thus limiting the pool of potential mentors who are correlated with successful shepherding of URM students through STEM training and development. We address issues related to improving recruitment and retention of URM faculty that are applicable across a range of academic institutions. We describe challenges with recruitment and retention of URM faculty and their advancement through promotion in the faculty ranks and into leadership positions. We offer specific recommendations, including identifying environmental barriers to diversity and implementing strategies for their amelioration, promoting effective and innovative mentoring, and addressing leadership issues related to constructive change for promoting diversity. PMID:26240521

Retention of Underrepresented Minority Faculty: Strategic Initiatives for Institutional Value Proposition Based on Perspectives from a Range of Academic Institutions.

PubMed

Whittaker, Joseph A; Montgomery, Beronda L; Martinez Acosta, Veronica G

2015-01-01

The student and faculty make-up of academic institutions does not represent national demographics. Racial and ethnic minorities are disproportionately underrepresented nationally, and particularly at predominantly white institutions (PWIs). Although significant efforts and funding have been committed to increasing points of access or recruitment of under-represented minority (URM) students and faculty at PWIs, these individuals have not been recruited and retained at rates that reflect their national proportions. Underrepresentation of URMs is particularly prevalent in Science, Technology, Engineering, and Mathematics (STEM) disciplines. This reality represents a national crisis given a predicted shortage of workers in STEM disciplines based on current rates of training of all individuals, majority and URM, and the intersection of this limitation with persistent challenges in the recruitment, training, retention and advancement of URMs who will soon represent the largest pool of future trainees. An additional compounding factor is the increasingly disproportionate underrepresentation of minorities at higher professorial and administrative ranks, thus limiting the pool of potential mentors who are correlated with successful shepherding of URM students through STEM training and development. We address issues related to improving recruitment and retention of URM faculty that are applicable across a range of academic institutions. We describe challenges with recruitment and retention of URM faculty and their advancement through promotion in the faculty ranks and into leadership positions. We offer specific recommendations, including identifying environmental barriers to diversity and implementing strategies for their amelioration, promoting effective and innovative mentoring, and addressing leadership issues related to constructive change for promoting diversity.

2YC3: A University President's Perspective on Recruitment, Retention, and Quality

NASA Astrophysics Data System (ADS)

Kenkel, John

1997-04-01

"Recruitment and Retention of Chemistry Students" was the theme of the conference of the 2-Year College Chemistry Consortium (2YC3), held at San Antonio College in November 1996. The keynote speaker at the Friday night banquet was Robert Krienke, who is the current president of Lamar University in Beaumont, Texas. Krienke is well known, especially in 2-year colleges that have chemistry technician training programs. He is a chemist with 8 years of industrial experience and has spent 28 years in technical education, including an assignment as a chemical technology instructor at the Texas State Technical College in Waco, Texas. He has long list of service positions on his resume, including public school boards, JTPA (Job Training Partnership Act, a federal workforce training act), Tech Prep, quality work force planning, and school-to-work. He has recently been appointed to the Southeast Texas Work Force Development Board. Krienke's presentation dealt specifically with the issue of quality of 2-year college programs, since, as he stated, quality is the most important factor in student recruitment and retention. He also made some comments regarding education in general in the United States.

Validating a Culturally-sensitive Social Competence Training Programme for Adolescents with ASD in a Chinese Context: An Initial Investigation.

PubMed

Chan, Raymond Won Shing; Leung, Cecilia Nga Wing; Ng, Denise Ching Yiu; Yau, Sania Sau Wai

2018-02-01

Previous studies on social skills training on ASD were done almost exclusively in the West with children as the main subjects. Demonstrations of the applicability of social interventions in different cultures and age groups are warranted. The current study outlined the development and preliminary evaluation of a CBT-context-based social competence training for ASD (CBT-CSCA) developed in Hong Kong for Chinese adolescents with ASD. Twenty-five adolescents (aged 12-17 years, with a FSIQ above 80) were recruited. Significant improvements in social competence, autistic symptoms and general psychopathology at post-training and 3-month follow-up were reported by the parents. The study provided initial evidence support to the applicability of social competence training for adolescents with ASD in a different culture.

Professional Development for Teachers Working with International Students

ERIC Educational Resources Information Center

Tran, Ly Thi; Pasura, Rinos

2018-01-01

The commercialisation of education and the massive recruitment of international students across different vocational education and training (VET) systems including the US, UK, Canada and Australia have led to significant changes in the VET teaching and learning landscape. This situation compels the VET sector to design and develop new professional…

Prince Edward Island Newstarts' Comprehensive Manpower Development System.

ERIC Educational Resources Information Center

Connor, Thomas R.

1971-01-01

An approach to new methods of helping disadvantaged people gain employment taken by Prince Edward Island Newstart is outlined. This approach is a Comprehensive Manpower Development System. The major components of the system consist of: (1) variants of some standard manpower training programs, (2) innovative recruitment and assignment techniques,…

Online Learning: Cross-Cultural Development in Time Poor Environments

ERIC Educational Resources Information Center

Cameron, Heather; Limberger, Jacqui

2004-01-01

Faced with a unique problem of providing cross-cultural awareness training on a continuing basis, Griffith University, located in Brisbane, Queensland developed an innovative program to meet the challenges it faced. A key strategy in the University's Indigenous Recruitment Strategy was to establish a cross-cultural awareness program sensitising…

Advice to Mental Health Intervention for Recruits Based on an Investigation for Mental Status of Servicemen during Basic Military Training

ERIC Educational Resources Information Center

Hong-zheng, Li; Dan-min, Miao; Mei-ying, Lei; Xiao-yan, Chen; Xiao-bing, Liu

2007-01-01

Basic military training consists of highly regimented training in the context of fairly extreme psychosocial stressors, and some recruits suffered from rigorous disturbance in mind. Even if practical measures which include instructive psychological intervention have been taken to ameliorate the disturbance, some questions still have not been…

Changing recruitment outcomes: the 'why' and the 'how'.

PubMed

MacLean, Lisa; Pato, Michèle T

2011-01-01

Residency programs compete for applicants and commit extensive resources to the recruitment process. After failing to fill in the match for 5 years (1999-2004), this program decided to make changes in its recruitment process. The authors describe one program's experience in improving recruitment outcomes. The new training director surveyed other program directors, reviewed medical student feedback, and evaluated previous recruitment processes, developing and implementing a new plan. Tracked outcome measures included USMLE scores, COMLEX scores, match results, and American graduate ratios. After implementation of the new process in 2004-2005, the program has filled all six positions every year. Average median COMLEX 1 and 2 scores increased from 35.0 to 77.5 (p<0.012). The American graduate-to-International medical graduate ratio (AMG/IMG ratio) for the program changed from 7/16 in 1999 to 19/5 for Years 2006-2009. Changes in the recruitment process can favorably alter match outcomes.

Locomotor training using an overground robotic exoskeleton in long-term manual wheelchair users with a chronic spinal cord injury living in the community: Lessons learned from a feasibility study in terms of recruitment, attendance, learnability, performance and safety.

PubMed

Gagnon, Dany H; Escalona, Manuel J; Vermette, Martin; Carvalho, Lívia P; Karelis, Antony D; Duclos, Cyril; Aubertin-Leheudre, Mylène

2018-03-01

For individuals who sustain a complete motor spinal cord injury (SCI) and rely on a wheelchair as their primary mode of locomotion, overground robotic exoskeletons represent a promising solution to stand and walk again. Although overground robotic exoskeletons have gained tremendous attention over the past decade and are now being transferred from laboratories to clinical settings, their effects remain unclear given the paucity of scientific evidence and the absence of large-scale clinical trials. This study aims to examine the feasibility of a locomotor training program with an overground robotic exoskeleton in terms of recruitment, attendance, and drop-out rates as well as walking performance, learnability, and safety. Individuals with a SCI were invited to participate in a 6 to 8-week locomotor training program with a robotic exoskeleton encompassing 18 sessions. Selected participants underwent a comprehensive screening process and completed two familiarization sessions with the robotic exoskeleton. The outcome measures were the rate of recruitment of potential participants, the rate of attendance at training sessions, the rate of drop-outs, the ability to walk with the exoskeleton, and its progression over the program as well as the adverse events. Out of 49 individuals who expressed their interest in participating in the study, only 14 initiated the program (recruitment rate = 28.6%). Of these, 13 individuals completed the program (drop-out rate = 7.1%) and attended 17.6 ± 1.1 sessions (attendance rate = 97.9%). Their greatest standing time, walking time, and number of steps taken during a session were 64.5 ± 10.2 min, 47.2 ± 11.3 min, and 1843 ± 577 steps, respectively. During the training program, these last three parameters increased by 45.3%, 102.1%, and 248.7%, respectively. At the end of the program, when walking with the exoskeleton, most participants required one therapist (85.7%), needed stand-by or contact-guard assistance (57.1%), used forearm crutches (71.4%), and reached a walking speed of 0.25 ± 0.05 m/s. Five participants reported training-related pain or stiffness in the upper extremities during the program. One participant sustained bilateral calcaneal fractures and stopped the program. This study confirms that larger clinical trials investigating the effects of a locomotor training program with an overground robotic exoskeleton are feasible and relatively safe in individuals with complete motor SCI. Moreover, to optimize the recruitment rate and safety in future trials, this study now highlights the need of developing pre-training rehabilitation programs to increase passive lower extremity range of motion and standing tolerance. This study also calls for the development of clinical practice guidelines targeting fragility fracture risk assessment linked to the use of overground robotic exoskeletons.

An economic evaluation of the costs of training a medical scribe to work in Emergency Medicine.

PubMed

Walker, Katherine J; Dunlop, Will; Liew, Danny; Staples, Margaret P; Johnson, Matt; Ben-Meir, Michael; Rodda, Hamish Gordon; Turner, Ian; Phillips, David

2016-12-01

To undertake a cost analysis of training medical scribes in an ED. This was a pilot, observational, single-centre study at Cabrini ED, Melbourne, Australia, studying the costs of initiating a scribe programme from the perspective of the hospital and Australian Health sector. Recruitment and training occurred between August 2015 and February 2016 and comprised of a prework course (1 month), prework training sessions and clinical training shifts for scribe trainees (2-4 months, one shift per week) who were trained by emergency physicians. Costs of start-up, recruitment, administration, preclinical training, clinical training shifts and productivity changes for trainers were calculated. 10 trainees were recruited to the prework course, 9 finished, 6 were offered clinical training after simulation assessment, 5 achieved competency. Scribes required clinical training ranging from 68 to 118 hours to become competent after initial classroom training. Medical students (2) required 7 shifts to become competent, premedical students (3) 8-16 shifts, while a trainee from an alternative background did not achieve competency. Based on a scribe salary of US$15.91/hour (including 25% on-costs) plus shift loadings, costs were: recruitment and start-up US$3111, education US$1257, administration US$866 and clinical shift costs US$1137 (overall cost US$6317 per competent scribe). Physicians who trained the clinical trainee scribes during shifts did not lose productivity. Training scribes outside the USA is feasible using an on-line training course and local physicians. It makes economic sense to hire individuals who can work over a long period of time to recoup training costs. ACTRN12615000607572. Published by the BMJ Publishing Group Limited. For permission to use (where not already granted under a licence) please go to http://www.bmj.com/company/products-services/rights-and-licensing/.

A randomized control trial feasibility evaluation of an mHealth intervention for wheelchair skill training among middle-aged and older adults

PubMed Central

Miller, William C.

2017-01-01

Background Providing mobility skills training to manual wheelchair (MWC) users can have a positive impact on community participation, confidence and quality of life. Often such training is restricted or not provided at all because of the expense of, and limited access to, occupational and physical therapists before and after discharge. This is particularly true among middle-aged and older adults, who often have limited access to rehabilitation services and require more time to learn motor skills. A monitored MWC skills training home program, delivered using a computer tablet (mHealth), was developed as an alternative approach to service delivery. The purpose of this study was to evaluate the feasibility of implementing this mHealth MWC skills training program among middle-aged and older adults. Methods A 2 × 2 factorial design randomized controlled trial (RCT) was used to compare the mHealth intervention and control groups, with additional wheeling time as a second factor. Community-dwelling MWC users aged 55 and older, who had used their MWC for less than two years and propelled with two hands, were recruited. Feasibility outcomes related to process, resources, management and treatment criteria were collected. Results Eighteen participants were recruited, with a retention rate of 94%. Mean (±SD) duration for the first and second in-person training sessions were 90.1 ± 20.5 and 62.1 ± 5.5 min, respectively. In the treatment group, 78% achieved the minimum amount of home training (i.e., 300 min) over four weeks and 56% achieved the preferred training threshold (i.e., 600 min). Trainers reported only seven minor protocol deviations. No tablets were lost or damaged and there was one incident of tablet malfunction. No injuries or adverse incidents were reported during data collection or training activities. Participants indicated 98% agreement on the post-treatment benefit questionnaire. Discussion Overall, the study protocol enabled implementation of the intervention in a safe, efficient and acceptable manner. Participant recruitment proved to be challenging, particularly gaining access to individuals who might benefit. Resource issue demands were acceptable for administration of the intervention; data collection was more time-consuming than anticipated but could be reduced with minor revisions. Participant retention and home program treatment adherence was high; both participant and trainer burden was acceptable. Treatment group participants reported a positive experience and clinical benefits from training program. The findings suggest a full-scale RCT evaluating the clinical impact of the Enhancing Participation In the Community by improving Wheelchair Skills (EPIC Wheels) intervention is warranted, provided the recruitment issues are addressed through collaborative partnerships and active recruitment strategies. PMID:29018615

Transforming the present--discovering the future: the University of Pittsburgh's NLM grant on education and training of health sciences librarians.

PubMed Central

Detlefsen, E G; Epstein, B A; Mickelson, P; Detre, T

1996-01-01

BACKGROUND: The University of Pittsburgh was awarded a grant by the National Library of Medicine to study the education and training needs of present and future medical librarians and health information specialists through a collaboration of the university's School of Information Sciences and Health Sciences Library System. Goals and objectives for the year-long project included (1) assessment of education and training needs of medical librarians, (2) development of a master of library science curriculum and an internship program that would prepare graduates to take leadership roles in medical librarianship or information management, (3) development of continuing education programs for medical librarians in different formats, and (4) development of targeted recruitment efforts to attract minority group members and individuals with undergraduate science majors. The importance of this project, present practice, and success factors for programs seeking excellence in the preparation of health sciences information professionals are reviewed. A needs assessment involving a national advisory panel and a follow-up study of individuals who have participated in previous specialized training programs in health sciences information, compared with a peer group of medical librarians who did not participate in such programs, is described. This paper presents the goals and objectives of the project, describes the methods used, and outlines a curriculum, continuing education initiatives, and recruitment activities. PMID:8913555

Why do they fail? A qualitative follow up study of 1000 recruits to the British Army Infantry to understand high levels of attrition.

PubMed

Kiernan, Matthew D; Repper, Julie; Arthur, Antony

2015-01-01

The British Army has over 100 career employment groups to which recruits may apply. The Infantry is one of these career employment groups; it accounts for 25% of the overall strength. It is of concern that Infantry recruit attrition within the first 12 weeks of training remains consistently above 30% . Poor selection methods that lead to the enlistment of unsuitable recruits have negative financial and personal consequences, but little is known about the personal experiences of those who fail. The aim of this research was to understand why infantry recruits choose to leave and explore the personal experiences of those that fail. This study draws on qualitative data from the second phase of a larger mixed method study. The foci of this paper are the findings directly related to the responses of recruits in exit interviews and their Commanding Officers' training reports. An exploratory qualitative, inductive method was used to generate insights, explanations and potential solutions to training attrition. What the data describes is a journey of extreme situational demands that the recruits experience throughout their transition from civilian life to service in the British Infantry. It is the cumulative effect of the stressors, combined with the recruit being dislocated from their established support network, which appears to be the catalyst for failure among recruits. There are clearly defined areas where either further research or changes to current practice may provide a better understanding of, and ultimately reduce, the current attrition rates experienced by the Infantry Training Centre.

Incidence of admission to the Physical Training and Rehabilitation Programs in Initial Entry Training during fiscal year 2011.

PubMed

Devlin, Jevettra D; Knapik, Joseph J; Solomon, Zack; Hauret, Keith G; Morris, Krystal; Carter, Robert; McGill, Ryan; Paoli, Latondra

2014-05-01

The Physical Training and Rehabilitation Program (PTRP) is a recovery and reintegration program for recruits in Initial Entry Training (IET) who are unable to continue training because of serious injury. This investigation examined PTRP admission incidence among recruits in IET at Forts Jackson, Leonard Wood, Benning, and Sill during Fiscal Year 2011 (FY11). PTRP admission data were collected from a spreadsheet completed monthly by PTRP commanders. Total number of recruits was obtained from each post's Directorate of Programs, Training, and Management. In FY11, 368 men and 268 women were admitted into PTRPs at all installations. For Forts Jackson, Leonard Wood, Benning, and Sill, male admission incidences (cases/1,000 recruits) were 2.6, 3.0, 6.2, and 5.4, respectively; female admission incidences for Forts Jackson, Leonard Wood, and Sill, were 11.1, 10.1, and 22.6, respectively. Most injuries sent to PTRP were bone stress injuries (65%) or fractures (21%). 76% of recruits were returned to duty. Differences in admission incidence between posts appear primarily related to different local policies regarding convalescent leave and admission criteria. PTRP admission rates are lower than in the past, presumably related to policy changes and injury-reduction efforts. A cost-benefit analysis would assist in determining the value of the PTRP. Reprint & Copyright © 2014 Association of Military Surgeons of the U.S.

Naval Recruit Classification Tests As Predictors of Performance in 87 Class "A" Enlisted Schools (1964-1966). Final Report.

ERIC Educational Resources Information Center

Thomas, Edmund D.

Scores earned on the Navy's enlisted classification tests determine, in large part, the type of job specialty training a recruit will receive. About 50% of recruits qualify for academic training in Basic Class "A" level schools. How well the classification tests predict performance in these schools is important from both a cost and a…

U.S. Army Research Institute for the Behavioral and Social Sciences 1940-2015: 75 years of Science and Innovation

DTIC Science & Technology

2015-09-01

allegedly designed to im- prove human performance (such as neurolinguistic programming , para- psychology techniques, and super learning programs ), Gen...Integration program today. 5 Diversity and Integration of the Force From the 1970s through today, ARI has been central in providing the Army with...the 1980s, ARI worked with TRADOC and USAREC to establish and enhance the Army’s recruitment program , including develop- ing recruiter training

Identification of a leadership competency model for use in the development, recruitment & retention of intermodal transportation workers.

DOT National Transportation Integrated Search

2010-12-01

Transportation, like most industries, faces critical leadership challenges. Attracting, retaining, : and training high potential candidates are essential to safe and productive organizational : performance. Indeed, as the reliance on efficient public...

Designing Educational Programs for Minority Entrepreneurs.

ERIC Educational Resources Information Center

Pride, Michelle L.; Stoffel, Bruce; van Es, J. C.

1997-01-01

When Urbana (Illinois) city government had difficulty recruiting minority contractors, extension educators interviewed 22 minority entrepreneurs, finding they had difficulty meeting requirements and learning about opportunities. Solutions included training for banking, legal, and insurance representatives; workshops to develop bidding skills; and…

Vaccine trials in the developing world: operational lessons learnt from a phase IV poliomyelitis vaccine trial in South Africa.

PubMed

Geldenhuys, H; Waggie, Z; Jacks, M; Geldenhuys, M; Traut, L; Tameris, M; Hatherill, M; Hanekom, W A; Sutter, R; Hussey, G; Mahomed, H

2012-08-31

Conducting vaccine trials in developing nations is necessary but operationally complex. We describe operational lessons learnt from a phase IV poliomyelitis vaccine trial in a semi-rural region of South Africa. We reviewed operational data collected over the duration of the trial with respect to staff recruitment and training, participant recruitment and retention, and cold chain maintenance. RESULTS-LESSONS LEARNT: The recruitment model we used that relied on the 24h physical presence of a team member in the birthing unit was expensive and challenging to manage. Forecasting of enrolment rates was complicated by incomplete baseline data and by the linear nature of forecasts that do not take into account changing variables. We found that analyzing key operational data to monitor progress of the trial enabled us to identify problem areas timeously, and to facilitate a collegial problem-solving process by the extended trial team. Pro-actively nurturing a working relationship with the public sector health care system and the community was critical to our success. Despite the wide geographical area and lack of fixed addresses, we maintained an excellent retention rate through community assistance and the use of descriptive residential information. Training needs of team members were ongoing and dynamic and we discovered that these needs that were best met by an in-house, targeted and systemized training programme. The use of vaccine refrigerators instead of standard frost-free refrigerators is cost-effective and necessary to maintain the cold-chain. Operational challenges of a vaccine trial in developing world populations include inexperienced staff, the close liaison required between researchers and public health care services, impoverished participants that require complex recruitment and retention strategies, and challenges of distance and access. These challenges can be overcome by innovative strategies that allow for the unique characteristics of the setting, trial population, and trial team. Copyright © 2012 Elsevier Ltd. All rights reserved.

Identifying critical success factors for designing selection processes into postgraduate specialty training: the case of UK general practice.

PubMed

Plint, Simon; Patterson, Fiona

2010-06-01

The UK national recruitment process into general practice training has been developed over several years, with incremental introduction of stages which have been piloted and validated. Previously independent processes, which encouraged multiple applications and produced inconsistent outcomes, have been replaced by a robust national process which has high reliability and predictive validity, and is perceived to be fair by candidates and allocates applicants equitably across the country. Best selection practice involves a job analysis which identifies required competencies, then designs reliable assessment methods to measure them, and over the long term ensures that the process has predictive validity against future performance. The general practitioner recruitment process introduced machine markable short listing assessments for the first time in the UK postgraduate recruitment context, and also adopted selection centre workplace simulations. The key success factors have been identified as corporate commitment to the goal of a national process, with gradual convergence maintaining locus of control rather than the imposition of change without perceived legitimate authority.

Creating a sustainable and effective mental health workforce for Gippsland, Victoria: solutions and directions for strategic planning.

PubMed

Sutton, Keith P; Maybery, Darryl; Moore, Terry

2011-01-01

The Gippsland region of Victoria, in common with other Australian rural and regional areas, is experiencing a shortage of qualified mental health professionals. Attracting mental health professionals to work in such areas is a major concern for service providers, policy-makers and rural/regional communities. Previous studies have focused on identifying factors contributing to the maldistribution of the health workforce, principally medical practitioners. Recent reviews have highlighted the strengths and weaknesses of evidence for the effectiveness of initiatives designed to address workforce shortages in underserved locations. The reported study sought the views of mental health organisation leaders from Gippsland to identify current approaches and potential solutions to the challenges of workforce recruitment, retention and training. A key goal of the study was to inform a strategic regional approach to the development of a more sustainable and effective mental health workforce. Investigators conducted semi-structured individual interviews with 26 administrators, managers and senior clinicians from public and private sector mental health organisations throughout Gippsland. Thematic content analysis of the transcribed interviews identified current approaches and potential solutions to the recruiting, retaining and training problems in the region. The study categorised solutions as focusing on factors external or internal to organisations. Solutions external to organisations included efforts to enhance the pool of available workers, improve intra-sectoral collaboration and cross-sectoral linkages, make funding more flexible, and to institute a contemporary curriculum and take innovative pedagogical approaches to training. Internal solutions included the need for strong leadership and quality organisational culture, flexible and adaptable approaches to meeting individual worker and community needs, promoting the organisation and local area and adopting models of care. Informants indicated that individual organisations are limited in their capacity to address recruitment, retention and training issues and highlighted the potential benefits of a regional mental health workforce recruitment, retention and training strategy. This study provides a unique insight into the creative approaches adopted by managers in Gippsland to recruit and retain mental health workers. It brings a new perspective to the literature due to the reflections of managers, grounded as they are in day-to-day work.

English Language Training for Puerto Rican Navy Recruits: Evaluation of Pilot Program. Technical Report 155.

ERIC Educational Resources Information Center

Copeland, D. Robert; And Others

An evaluation of the effectiveness of the English language training for Navy recruits at the English Technical Language School (ETLS) in Puerto Rico is reported. The study covers the period of December 7, 1981, to September 30, 1983. It tracked Puerto Rican Army National Guard (PRANG) personnel from completion of English language training through…

A Novel Virtual Reality-Based Training Protocol for the Enhancement of the "Mental Frame Syncing" in Individuals with Alzheimer's Disease: A Development-of-Concept Trial.

PubMed

Serino, Silvia; Pedroli, Elisa; Tuena, Cosimo; De Leo, Gianluca; Stramba-Badiale, Marco; Goulene, Karine; Mariotti, Noemi G; Riva, Giuseppe

2017-01-01

A growing body of evidence suggests that people with Alzheimer's Disease (AD) show compromised spatial abilities. In addition, there exists from the earliest stages of AD a specific impairment in "mental frame syncing," which is the ability to synchronize an allocentric viewpoint-independent representation (including object-to-object information) with an egocentric one by computing the bearing of each relevant "object" in the environment in relation to the stored heading in space (i.e., information about our viewpoint contained in the allocentric viewpoint-dependent representation). The main objective of this development-of-concept trial was to evaluate the efficacy of a novel VR-based training protocol focused on the enhancement of the "mental frame syncing" of the different spatial representations in subjects with AD. We recruited 20 individuals with AD who were randomly assigned to either "VR-based training" or "Control Group." Moreover, eight cognitively healthy elderly individuals were recruited to participate in the VR-based training in order to have a different comparison group. Based on a neuropsychological assessment, our results indicated a significant improvement in long-term spatial memory after the VR-based training for patients with AD; this means that transference of improvements from the VR-based training to more general aspects of spatial cognition was observed. Interestingly, there was also a significant effect of VR-based training on executive functioning for cognitively healthy elderly individuals. In sum, VR could be considered as an advanced embodied tool suitable for treating spatial recall impairments.

Rural mental health workforce difficulties: a management perspective.

PubMed

Moore, T; Sutton, K; Maybery, D

2010-01-01

The recruitment, retention and training of mental health workers is of major concern in rural Australia, and the Gippsland region of Victoria is no exception. Previous studies have identified a number of common factors in these workforce difficulties, including rurality, difficulties of access to professional development and training, and professional and personal isolation. However, those previous studies have often focused on medicine and been based on the perspectives of practitioners, and have almost ignored the perspectives of managers of rural mental health services. The study reported in this article sought to contribute to the development of a more sustainable and effective regional mental health workforce by complementing earlier insights with those of leading administrators, managers and senior clinicians in the field. The study took a qualitative approach. It conducted semi-structured in-person interviews with 24 managers of health/mental-health services and senior administrators and clinicians working in organisations of varying sizes in the public and private sectors. Thematic content analysis of the transcribed interviews identified core difficulties these managers experienced in the recruitment, retention and training of employees. The study found that some of the issues commonly resulting in difficulties in recruiting, retaining and developing a trained workforce in rural areas, such as rurality (implying personal and professional isolation, distances to deliver service and small organisations) and a general shortage of trained personnel, are significant in Gippsland. Through its focus on the perspectives of leaders in the management of rural mental health services, however, the study found other key issues that contribute to workforce difficulties. Many, including the unattractive nature of mental health work, the fragmented administration of the mental health system, short-term and tied funding, and shortcomings in training are external to organisations. Interviewees indicated that these issues make it difficult for organisations to support personnel in ways that enhance personal and professional satisfaction and so retention and, in turn, the capacity to recruit new employees. Participants also highlighted issues internal to the organisation. The tensions that flow from the systemic forces require highly creative leadership to negotiate the numerous policy changes, diverse sources of funding, training regimens, worker cohorts and models of care. Managers must nurture the capacity of their own organisation to respond flexibly to the demands, by establishing a responsive culture and structure. They must also encourage the collaboration of their other organisations in their sub-regional grouping and the development of a regional sensibility. The approach taken by the study, particularly its focus on a management perspective, revealed that the difficulties experienced are the product of a core tension between a growing demand for mental health care, emerging specialities and technological advances in the field, and a diminished systemic capacity to support organisations in meeting the demand. Resolving this core tension is a key to the maintenance of a sustainable and effective workforce in Gippsland, and the role of management is crucial to that resolution.

Shock-absorbing insoles reduce the incidence of lower limb overuse injuries sustained during Royal Marine training.

PubMed

House, Carol; Reece, Allyson; Roiz de Sa, Dan

2013-06-01

This study was undertaken to determine whether the incidence of lower limb overuse injuries (LLOIs) sustained during Royal Marine training could be reduced by issuing the recruits with shock-absorbing insoles (SAIs) to wear in their military boots. This was a retrospective longitudinal trial conducted in two phases. Injury data from 1,416 recruits issued with standard Saran insoles and 1,338 recruits issued with SAI were compared. The recruits in the two groups were of similar height, body mass, and aerobic fitness and followed the same training course. The incidence of LLOI sustained by the recruits was lower (p < 0.05) in the SAI Group (19.0%) compared to the Saran Insole Group (31.7%). The incidences of lower limb stress fractures, tibial periostitis, tenosynovitis of foot, achilles tendonopathy, other tendonopathy and anterior knee pain were lower (p < 0.05) in the SAI Group. Tibial stress fracture incidence was lower (p < 0.05) in the SAI Group but metatarsal and femoral stress fracture incidences were the same for the two insole groups. Thus, issuing SAIs to military recruits undertaking a sustained, arduous physical training program with a high incidence of LLOI would provide a beneficial reduction in the incidence of LLOI. Reprint & Copyright © 2013 Association of Military Surgeons of the U.S.

Survey on allied health personnel in Canadian ophthalmology: the scalpel for change.

PubMed

Astle, William F; El-Defrawy, Sherif; LaRoche, G Robert; Lafontaine, Marc D; Anderson, Lynn D; Dukes, Margaret; Anderson, Inika; Weirens, Nicholas

2011-02-01

To determine the recruiting and training needs for ophthalmic medical personnel (OMP), assess the value of their certification, and compare the ophthalmic practice productivity and performance of non-certified and certified OMP, as rated by both ophthalmologists and OMP. Comparative analysis. One hundred and sixteen Canadian ophthalmologists and 98 OMP. An invitation to complete an online survey on OMP recruitment, training, certification, and productivity performance in a clinical setting was sent to 1081 ophthalmologists and OMP. Fifteen percent of ophthalmologists and 31% of OMP completed the survey. Ophthalmologists (61%) reported difficulty hiring OMP; employee referrals was the best method (40%). Awareness of formal OMP training programs was high and 50% of respondents supported developing additional training programs; 55% of OMP were encouraged by their employers to obtain certification. Personal challenge and achievement (79%) and improved skills (71%) were the main reasons for OMP to obtain certification. The majority of OMP and ophthalmologists felt that certified OMP enhanced most practice productivity measures. Higher wages associated with certification were reported by 73% of respondents. Training of qualified OMP was identified as a need by ophthalmologists. Ophthalmic practices can increase their overall productivity by adding certified OMP to their staff.

Job Development and Placement: CETA Program Models.

ERIC Educational Resources Information Center

Johnson, Miriam; Sugarman, Marged

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

Guiding College Students to Develop Academic Self-Regulatory Skills

ERIC Educational Resources Information Center

Chen, Pin-Hwa

2011-01-01

This study aimed to explore the efficaciousness of a guiding model for Taiwanese college students employed to develop their academic self-regulatory skills. Twenty-eight undergraduates in a university in southern Taiwan were recruited as participants. The participants received training on the proposed guiding model and were asked to take their own…

The Emerging External Labor Market and the Impact on Enterprise's Human Resource Development in China.

ERIC Educational Resources Information Center

Benson, John; Zhu, Ying

2002-01-01

Labor strategies of eight enterprises in Shanghai and Beijing were profiled. Changes in national policy had created a highly competitive market. High skill requirements of jobs and shortages of skilled labor meant companies emphasized internal employee development over recruitment. However, they lacked strategies for retaining trained employees.…

The Career Development Institute for Psychiatry: An Innovative, Longitudinal Program for Physician-Scientists

ERIC Educational Resources Information Center

Kupfer, David J.; Schatzberg, Alan F.; Grochocinski, Victoria J.; Dunn, Leslie O.; Kelley, Katherine A.; O'Hara, Ruth M.

2009-01-01

Objectives: The Research Career Development Institute for Psychiatry is a collaboration between the University of Pittsburgh and Stanford University to recruit and train a broad-based group of promising junior physicians by providing the necessary skills and support for successful research careers in academic psychiatry. Methods: Participants…

Recruitment, training outcomes, retention, and performance of community health advisors in two tobacco control interventions for Latinos.

PubMed

Woodruff, Susan I; Candelaria, Jeanette I; Elder, John P

2010-04-01

Community Health Advisors (CHAs) are indigenous lay health advisors who, with training, can create health awareness, disseminate health information and support behavior change in their communities. Little data are available that describe the characteristics, recruitment, training, retention, and performance of CHAs. The present study described the characteristics, recruitment process, training outcomes, retention activities, and performance of two sets of CHAs who delivered tobacco-related interventions in the local Latino community. The Tobacco Control in Latino Communities (TCLC) Center trained 35 CHAs to conduct either a smoking cessation program for Spanish-speaking adult smokers or a behavioral problem-solving intervention to reduce environmental tobacco smoke (ETS) exposure among low-income Latino children. Theoretical psychosocial constructs related to behavior change, general self-esteem, general self-efficacy, and demographics were collected from CHAs before and after training. Additional measures captured the level of professionalism exercised and effort undertaken by the CHAs, as well actual outcomes of their efforts. Of the 33 women and 2 men CHAs recruited, 86% were originally from Mexico, most had a high school education, most were married, and the average monthly household income was $1,100-$1,400. Mean participant age was 42 years, and level of acculturation was relatively low. There were changes in the desired direction pre-to-post training for both ETS and smoking cessation program CHAs for most of the psychosocial constructs. Expert ratings of CHA performance were good, and recipients of the CHAs' efforts showed positive changes in behavior. This information may aid in planning for recruitment and evaluation of CHAs for future tobacco control programs.

A prospective investigation of injury incidence and injury risk factors among Army recruits in military police training.

PubMed

Knapik, Joseph J; Graham, Bria; Cobbs, Jacketta; Thompson, Diane; Steelman, Ryan; Jones, Bruce H

2013-01-17

United States Army military police (MP) training is a 19-week course designed to introduce new recruits to basic soldiering skills, Army values and lifestyle, and law enforcement skills and knowledge. The present investigation examined injury rates and injury risk factors in MP training. At the start of training, 1,838 male and 553 female MP recruits were administered a questionnaire containing items on date of birth, height, weight, tobacco use, prior physical activity, injury history, and menstrual history. Injuries during training were obtained from electronic medical records and the training units provided data on student graduation and attrition. Successfully graduating from the course were 94.3% of the men and 83.7% of the women. Experiencing at least one injury during training were 34.2% of the men and 66.7% of the women (risk ratio (women/men) = 1.95, 95% confidence interval = 1.79-2.13). Recruits were at higher injury risk if they reported that they were older, had smoked in the past, or had performed less frequent exercise or sports prior to MP training. Men were at higher injury risk if they reported a prior injury and women were at higher risk if they reported missing at least six menstrual cycles in the last year or had previously been pregnant. The present investigation was the first to identify injury rates and identify specific factors increasing injury risk during MP training.

A prospective investigation of injury incidence and injury risk factors among army recruits in military police training

PubMed Central

2013-01-01

Background United States Army military police (MP) training is a 19-week course designed to introduce new recruits to basic soldiering skills, Army values and lifestyle, and law enforcement skills and knowledge. The present investigation examined injury rates and injury risk factors in MP training. Methods At the start of training, 1,838 male and 553 female MP recruits were administered a questionnaire containing items on date of birth, height, weight, tobacco use, prior physical activity, injury history, and menstrual history. Injuries during training were obtained from electronic medical records and the training units provided data on student graduation and attrition. Results Successfully graduating from the course were 94.3% of the men and 83.7% of the women. Experiencing at least one injury during training were 34.2% of the men and 66.7% of the women (risk ratio (women/men) = 1.95, 95% confidence interval = 1.79-2.13). Recruits were at higher injury risk if they reported that they were older, had smoked in the past, or had performed less frequent exercise or sports prior to MP training. Men were at higher injury risk if they reported a prior injury and women were at higher risk if they reported missing at least six menstrual cycles in the last year or had previously been pregnant. Conclusion The present investigation was the first to identify injury rates and identify specific factors increasing injury risk during MP training. PMID:23327563

Working with Rural Employers: An Interagency Partnership.

ERIC Educational Resources Information Center

Bowman, Sally R.; Manoogian, Margaret; Driscoll, Debra Minar

2002-01-01

Oregon State University Extension and county partners, organized an employer development program in a rural community. Focus groups and evaluations identified hiring and retention challenges and outlined needed support and services. Employer training workshops and recruitment and orientation services were provided. (SK)

Criteria to find qualified candidates--professional personnel recruitment methods adapted to neurosurgery.

PubMed

Gilsbach, J M; Pillong, A

1997-01-01

A neurosurgeon has not received any special training in personnel recruitment at the time he becomes chief of a department. Consequently, a suboptimal personnel policy is most probable. Due to the rapid changes in social behaviour and style of leadership in postwar Europe, he might be ill advised to follow only the example of his successful predecessors, apart from the fact, that this would only be possible if the personalities (of the former and new chief) were similar. To save time and energy for optimal patient care, personnel recruitment can be improved and made more reproducible and reliable by adopting modern, professional non-medical principles. A typical stepwise process of personnel recruitment includes an analysis of the position and function, the definition of demands and offers, the choice of advertising and searching methods, the analysis of the application documents, the interview with the candidate including its re-evaluation and the ongoing evaluation process during the training. This election process is not only conducted by the chief of a department, but also by senior staff-members and even young, competing assistants. It aims to find the candidate who fits best in the requirements, who will be trained and educated with the least effort and who has the best potential to succeed in the long run. The only factors seemingly predicting a good development of a candidate are personality, energy (potential, motivation) and intelligence. Therefore, the search should especially aim to discover these-admittedly difficult to detect-qualities.

Relationship between 1.5-mile run time, injury risk and training outcome in British Army recruits.

PubMed

Hall, Lianne J

2017-12-01

1.5-mile run time, as a surrogate measure of aerobic fitness, is associated with musculoskeletal injury (MSI) risk in military recruits. This study aimed to determine if 1.5-mile run times can predict injury risk and attrition rates from phase 1 (initial) training and determine if a link exists between phase 1 and 2 discharge outcomes in British Army recruits. 1.5-mile times from week 1 of initial training and MSI reported during training were retrieved for 3446 male recruits. Run times were examined against injury occurrence and training outcomes for 3050 recruits, using a Binary Logistic Regression and χ 2 analysis. The 1.5-mile run can predict injury risk and phase 1 attrition rates (χ 2 (1)=59.3 p<0.001, χ 2 (1)=66.873 p<0.001). Slower 1.5-mile run times were associated with higher injury occurrence (χ 2 (1)=59.3 p<0.001) and reduced phase 1 ( χ 2 104.609 a p<0.001) and 2 (χ 2 84.978 a p<0.001) success. The 1.5-mile run can be used to guide a future standard that will in turn help reduce injury occurrence and improve training success. © Article author(s) (or their employer(s) unless otherwise stated in the text of the article) 2017. All rights reserved. No commercial use is permitted unless otherwise expressly granted.

Atypical Learning in Autism Spectrum Disorders: A Functional Magnetic Resonance Imaging Study of Transitive Inference

PubMed Central

Solomon, Marjorie; Ragland, J. Daniel; Niendam, Tara A.; Lesh, Tyler A.; Beck, Jonathan S.; Matter, John C.; Frank, Michael J.; Carter, Cameron S.

2015-01-01

Objective To investigate the neural mechanisms underlying impairments in generalizing learning shown by adolescents with autism spectrum disorder (ASD). Method Twenty-one high-functioning individuals with ASD aged 12–18 years, and 23 gender, IQ, and age-matched adolescents with typical development (TYP) completed a transitive inference (TI) task implemented using rapid event-related functional magnetic resonance imaging (fMRI). They were trained on overlapping pairs in a stimulus hierarchy of colored ovals where A>B>C>D>E>F and then tested on generalizing this training to new stimulus pairings (AF, BD, BE) in a “Big Game.” Whole-brain univariate, region of interest, and functional connectivity analyses were used. Results During training, TYP exhibited increased recruitment of the prefrontal cortex (PFC), while the group with ASD showed greater functional connectivity between the PFC and the anterior cingulate cortex (ACC). Both groups recruited the hippocampus and caudate comparably; however, functional connectivity between these regions was positively associated with TI performance for only the group with ASD. During the Big Game, TYP showed greater recruitment of the PFC, parietal cortex, and the ACC. Recruitment of these regions increased with age in the group with ASD. Conclusion During TI, TYP recruited cognitive control-related brain regions implicated in mature problem solving/reasoning including the PFC, parietal cortex, and ACC, while the group with ASD showed functional connectivity of the hippocampus and the caudate that was associated with task performance. Failure to reliably engage cognitive control-related brain regions may produce less integrated flexible learning in those with ASD unless they are provided with task support that in essence provides them with cognitive control, but this pattern may normalize with age. PMID:26506585

Changes in Health and Fitness in Firefighter Recruits: An Observational Cohort Study.

PubMed

Cornell, David J; Gnacinski, Stacy L; Meyer, Barbara B; Ebersole, Kyle T

2017-11-01

To observe longitudinal changes in health and fitness among firefighter recruits. Body composition, aerobic capacity, muscular power, muscular strength, and muscular endurance measures were longitudinally collected among 27 male firefighter recruits (mean ± SD, age = 29.9 ± 4.1 yr; height, 179.8 ± 4.6 cm; body mass, 87.2 ± 9.7 kg) at the beginning (W1) and end (W14) of their firefighter training academy, as well as at the end of their probationary period (W38). Repeated-measures multivariate analyses of variance (RM MANOVA) identified significant changes across time among measures of body composition (F10,17 = 30.390, Λ = 0.053, P < 0.001), aerobic capacity (F6,21 = 55.111, Λ = 0.060, P < 0.001), muscular power (F8,17 = 2.785, Λ = 0.433, P = 0.036), muscular strength (F6,20 = 34.908, Λ = 0.087, P < 0.001), and muscular endurance (F4,23 = 25.983, Λ = 0.181, P < 0.001). Follow-up post hoc analyses indicated that all measures, except muscular power, significantly improved from W1 to W14 (P < 0.05). However, significant decrements in many of these measures were also observed from W14 to W38 (P < 0.05). The results of the current study suggest that measures of health and fitness among firefighter recruits significantly improved throughout the firefighter training academy (W1 to W14). However, many of these positive physiological adaptations are lost before these recruits finish their probationary period as active-duty firefighters (W14 to W38). These results highlight the importance of developing exercise programming that is designed for the active-duty firefighter cohort population to maintain the beneficial adaptations in health and fitness previously created during the firefighter training academy.

Developing educators, investigators, and leaders during internal medicine residency: the area of distinction program.

PubMed

Kohlwes, R Jeffrey; Cornett, Patricia; Dandu, Madhavi; Julian, Katherine; Vidyarthi, Arpana; Minichiello, Tracy; Shunk, Rebecca; Jain, Sharad; Harleman, Elizabeth; Ranji, Sumant; Sharpe, Brad; O'Sullivan, Patricia; Hollander, Harry

2011-12-01

Professional organizations have called for individualized training approaches, as well as for opportunities for resident scholarship, to ensure that internal medicine residents have sufficient knowledge and experience to make informed career choices. To address these training issues within the University of California, San Francisco, internal medicine program, we created the Areas of Distinction (AoD) program to supplement regular clinical duties with specialized curricula designed to engage residents in clinical research, global health, health equities, medical education, molecular medicine, or physician leadership. We describe our AoD program and present this initiative's evaluation data. METHODS AND PROGRAM EVALUATION: We evaluated features of our AoD program, including program enrollment, resident satisfaction, recruitment surveys, quantity of scholarly products, and the results of our resident's certifying examination scores. Finally, we described the costs of implementing and maintaining the AoDs. AoD enrollment increased from 81% to 98% during the past 5 years. Both quantitative and qualitative data demonstrated a positive effect on recruitment and improved resident satisfaction with the program, and the number and breadth of scholarly presentations have increased without an adverse effect on our board certification pass rate. The AoD system led to favorable outcomes in the domains of resident recruitment, satisfaction, scholarship, and board performance. Our intervention showed that residents can successfully obtain clinical training while engaging in specialized education beyond the bounds of core medicine training. Nurturing these interests 5 empower residents to better shape their careers by providing earlier insight into internist roles that transcend classic internal medicine training.

Preparing Facilitators From Community-Based Organizations for Evidence-Based Intervention Training in Second Life

PubMed Central

Valladares, Angel Felix; Tschannen, Dana; Villarruel, Antonia Maria

2014-01-01

Background A major barrier to the use and scale-up of evidence-based interventions are challenges related to training and capacity building. A cost-effective and highly interactive multi-user virtual environment, Second Life (SL) is a promising alternative for comprehensive face-to-face facilitator training. Objective The purpose of this study was to examine the feasibility of using SL to train facilitators from community-based organizations to use ¡Cuídate! (Take Care of Yourself), one of the few evidence-based interventions developed and tested with Latino youth to reduce sexual risk behaviors. Methods We recruited 35 participants from community-based organizations throughout the United States to participate in the SL ¡Cuídate! Training of Facilitators. Preparation to use SL consisted of four phases: (1) recruitment and computer capacity screening, (2) enrollment, (3) orientation to the SL program, and (4) technical support throughout the synchronous training sessions. Technical difficulties, the associated cause, and the mitigation strategy implemented were recorded during each session. Participants completed evaluations including perceptions of self-efficacy and confidence to complete the necessary skills to participate in SL training. Results Overall, participants reported high levels of self-efficacy for all skills necessary to participate in SL training. Based on an 11-point scale (0-10), self-efficacy to download and access the software was rated the highest: mean 8.29 (SD 2.19). Interacting with items in SL had the lowest mean score: mean 7.49 (SD 2.89). The majority of technical difficulties experienced by participants were related to inadequate Internet connections or computer malfunctions. Conclusions Our findings support the feasibility of using SL for the ¡Cuídate! Training of Facilitators. The process used in this study to prepare participants to use SL can be used as a basis for other evidence-based intervention training in SL. This study is an important contribution to developing cost-effective and accessible training options for evidence-based interventions. PMID:25270991

Preparing facilitators from community-based organizations for evidence-based intervention training in Second Life.

PubMed

Valladares, Angel Felix; Aebersold, Michelle; Tschannen, Dana; Villarruel, Antonia Maria

2014-09-30

A major barrier to the use and scale-up of evidence-based interventions are challenges related to training and capacity building. A cost-effective and highly interactive multi-user virtual environment, Second Life (SL) is a promising alternative for comprehensive face-to-face facilitator training. The purpose of this study was to examine the feasibility of using SL to train facilitators from community-based organizations to use ¡Cuídate! (Take Care of Yourself), one of the few evidence-based interventions developed and tested with Latino youth to reduce sexual risk behaviors. We recruited 35 participants from community-based organizations throughout the United States to participate in the SL ¡Cuídate! Training of Facilitators. Preparation to use SL consisted of four phases: (1) recruitment and computer capacity screening, (2) enrollment, (3) orientation to the SL program, and (4) technical support throughout the synchronous training sessions. Technical difficulties, the associated cause, and the mitigation strategy implemented were recorded during each session. Participants completed evaluations including perceptions of self-efficacy and confidence to complete the necessary skills to participate in SL training. Overall, participants reported high levels of self-efficacy for all skills necessary to participate in SL training. Based on an 11-point scale (0-10), self-efficacy to download and access the software was rated the highest: mean 8.29 (SD 2.19). Interacting with items in SL had the lowest mean score: mean 7.49 (SD 2.89). The majority of technical difficulties experienced by participants were related to inadequate Internet connections or computer malfunctions. Our findings support the feasibility of using SL for the ¡Cuídate! Training of Facilitators. The process used in this study to prepare participants to use SL can be used as a basis for other evidence-based intervention training in SL. This study is an important contribution to developing cost-effective and accessible training options for evidence-based interventions.

Training rotations at hospitals as a recruitment tool for Certified Registered Nurse Anesthetists.

PubMed

Wachtel, Ruth E; Dexter, Franklin

2012-08-01

Recruiting newly graduating Certified Registered Nurse Anesthetists (CRNAs) is expensive. Recruitment into rural areas is especially challenging. We analyzed the first jobs of all 95 graduates of the University of Iowa's CRNA training program, from the initial graduating class of 1997 through the class of 2009. We compared the location of the student's first job to where the student lived at the time of application to the program. Hospitals enhanced recruitment of CRNAs by having student rotations (P = .001). Most students who joined a practice offering an outside rotation were not from the county or contiguous counties of the hospital they joined (P < .001). In years that hospitals with rotations hired more than the median number of students, significantly more students had rotated through the hospital (P = .02). Offering a CRNA training program did not facilitate the university's retention of nurses already living in its county or contiguous counties (P = 0.58). Consequently, rural hospitals can view sponsoring rotations as a recruitment tool for graduating CRNAs. The university sponsoring the training program did not retain an advantage, however, in hiring its own graduates. Because this case study provided valuable insights, other programs should consider performing similar analyses.

The effects of anxiety and depression on stress-related growth among Chinese army recruits: Resilience and coping as mediators.

PubMed

Yu, Yongju; Peng, Li; Liu, Botao; Liu, Yunbo; Li, Min; Chen, Long; Xie, Junrun; Li, Jing; Li, Jiawen

2016-09-01

Stress-related growth can occur after various traumas or stressful events. In order to investigate how anxiety and depression relate to stress-related growth, this study was conducted with 443 Chinese army recruits who had just finished a 3-month recruit training program. Path analyses revealed that resilience and positive/negative coping partially mediated the effect of anxiety on perceived stress-related growth, while negative coping fully mediated the relationship between depression and perceived stress-related growth. Moreover, positive coping partially carried the influence of resilience on perceived stress-related growth. Anxiety and depression may be potential targets for intervention to enhance the development of stress-related growth among Chinese army recruits. © The Author(s) 2015.

Recruiting Minority Men Who Have Sex With Men for HIV Research: Results From a 4-City Campaign

PubMed Central

Silvestre, Anthony J.; Hylton, John B.; Johnson, Lisette M.; Houston, Carmoncelia; Witt, Mallory; Jacobson, Lisa; Ostrow, David

2006-01-01

We describe the efforts of a 4-city campaign to recruit Black and Hispanic men who have sex with men into an established HIV epidemiological study. The campaign used community organizing principles and a social marketing model that focused on personnel, location, product, costs and benefits, and promotion. The campaign was developed at the community, group, and individual levels to both increase trust and reduce barriers. The proportion of Hispanic men recruited during the 2002–2003 campaign doubled compared with the 1987 campaign, and the proportion and number of White men decreased by 20%. The proportion of Black men decreased because of the large increase in Hispanic men, although the number of Black men increased by 56%. Successful recruitment included training recruitment specialists, involving knowledgeable minority community members during planning, and having an accessible site with convenient hours. PMID:16670218

Tibial stress changes in new combat recruits for special forces: patterns and timing at MR imaging.

PubMed

Hadid, Amir; Moran, Daniel S; Evans, Rachel K; Fuks, Yael; Schweitzer, Mark E; Shabshin, Nogah

2014-11-01

To characterize the incidence, location, grade, and patterns of magnetic resonance (MR) imaging findings in the tibia in asymptomatic recruits before and after 4-month basic training and to investigate whether MR imaging parameters correlated with pretraining activity levels or with future symptomatic injury. This study was approved by three institutional review boards and was conducted in compliance with HIPAA requirements. Volunteers were included in the study after they signed informed consent forms. MR imaging of the tibia of 55 men entering the Israeli Special Forces was performed on recruitment day and after basic training. Ten recruits who did not perform vigorous self-training prior to and during service served as control subjects. MR imaging studies in all recruits were evaluated for presence, type, length, and location of bone stress changes in the tibia. Anthropometric measurements and activity history data were collected. Relationships between bone stress changes, physical activity, and clinical findings and between lesion size and progression were analyzed. Bone stress changes were seen in 35 of 55 recruits (in 26 recruits at time 0 and in nine recruits after basic training). Most bone stress changes consisted of endosteal marrow edema. Approximately 50% of bone stress changes occurred between the middle and distal thirds of the tibia. Lesion size at time 0 had significant correlation with progression. All endosteal findings smaller than 100 mm resolved or did not change, while most findings larger than 100 mm progressed. Of 10 control subjects, one had bone stress changes at time 0, and one had bone stress changes at 4 months. Most tibial bone stress changes occurred before basic training, were usually endosteal, occurred between the middle and distal thirds of the tibia, were smaller than 100 mm, and did not progress. These findings are presumed to represent normal bone remodeling.

The Teaching Profession in Europe.

ERIC Educational Resources Information Center

Archer, E. G.; Peck, B. T.

This volume discusses the changing face of Europe and examines dimensions of the teaching profession in different countries. Matters related to recruitment, training, recognition and status, probation, teaching conditions, career advancement, and inservice opportunities are identified and developed. Teachers who contemplate moving from one country…

Reserve Component Unit Stability: Effects on Deployability and Training

DTIC Science & Technology

2010-01-01

within the last year before mobi - lization). However, attendance rates at AT have historically ranged around 60 to 70 percent, and, the more time they...recruiters, offering enlistment incentives, boosting advertising ) but also for initial training of new nonprior- service recruits. And, since the unit would

A randomised controlled trial of an active telephone-based recruitment strategy to increase childcare-service staff attendance at a physical activity and nutrition training workshop.

PubMed

Yoong, Sze Lin; Wolfenden, Luke; Finch, Meghan; Williams, Amanda; Dodds, Pennie; Gillham, Karen; Wyse, Rebecca

2013-12-01

Centre-based childcare services represent a promising setting to target the prevention of excessive weight gain in preschool-aged children. Staff training is a key component of multi-strategy interventions to improve implementation of effective physical activity and nutrition promoting practices for obesity prevention in childcare services. This randomised controlled trial aimed to examine whether an active telephone-based strategy to invite childcare-service staff to attend a training workshop was effective in increasing the proportion of services with staff attending training, compared with a passive strategy. Services were randomised to an active telephone-based or a passive-recruitment strategy. Those in the active arm received an email invitation and one to three follow-up phone calls, whereas services in the passive arm were informed of the availability of training only via newsletters. The proportion of services with staff attending the training workshop was compared between the two arms. One hundred and twenty-eight services were included in this study. A significantly larger proportion (52%) of services in the active arm compared with those in the passive-strategy arm (3.1%) attended training (d.f.=1, χ2=34.3; P<0.001). An active, telephone-based recruitment strategy significantly increased the proportion of childcare services with staff attending training. Further strategies to improve staff attendance at training need to be identified and implemented. SO WHAT?: Active-recruitment strategies including follow-up telephone calls should be utilised to invite staff to participate in training, in order to maximise the use of training as an implementation strategy for obesity prevention in childcare services.

Understanding and Improving Recruitment to Randomised Controlled Trials: Qualitative Research Approaches.

PubMed

Elliott, Daisy; Husbands, Samantha; Hamdy, Freddie C; Holmberg, Lars; Donovan, Jenny L

2017-11-01

The importance of evidence from randomised trials is now widely recognised, although recruitment is often difficult. Qualitative research has shown promise in identifying the key barriers to recruitment, and interventions have been developed to reduce organisational difficulties and support clinicians undertaking recruitment. This article provides an introduction to qualitative research techniques and explains how this approach can be used to understand-and subsequently improve-recruitment and informed consent within a range of clinical trials. A literature search was performed using Medline, Embase, and CINAHL. All studies with qualitative research methods that focused on the recruitment activity of clinicians were included in the review. The majority of studies reported that organisational difficulties and lack of time for clinical staff were key barriers to recruitment. However, a synthesis of qualitative studies highlighted the intellectual and emotional challenges that arise when combining research with clinical roles, particularly in relation to equipoise and patient eligibility. To support recruiters to become more comfortable with the design and principles of randomised controlled trials, interventions have been developed, including the QuinteT Recruitment Intervention, which comprises in-depth investigation of recruitment obstacles in real time, followed by implementation of tailored strategies to address these challenges as the trial proceeds. Qualitative research can provide important insights into the complexities of recruitment to trials and inform the development of interventions, and provide support and training initiatives as required. Investigators should consider implementing such methods in trials expected to be challenging or recruiting below target. Qualitative research is a term used to describe a range of methods that can be implemented to understand participants' perspectives and behaviours. Data are gathered from interviews, focus groups, or observations. In this review, we demonstrate how this approach can be used to understand-and improve-recruitment to clinical trials. Taken together, our review suggests that healthcare professionals can find recruiting to trials challenging and require support with this process. Copyright © 2017 European Association of Urology. Published by Elsevier B.V. All rights reserved.

Low serum 25-hydroxyvitamin D is associated with increased risk of stress fracture during Royal Marine recruit training.

PubMed

Davey, T; Lanham-New, S A; Shaw, A M; Hale, B; Cobley, R; Berry, J L; Roch, M; Allsopp, A J; Fallowfield, J L

2016-01-01

The aim of this study was to investigate vitamin D status and stress fracture risk during Royal Marine military training. Poor vitamin D status was associated with an increased risk of stress fracture. Vitamin D supplementation may help to reduce stress fracture risk in male military recruits with low vitamin D status. Stress fracture is a common overuse injury in military recruits, including Royal Marine (RM) training in the UK. RM training is recognised as one of the most arduous basic training programmes in the world. Associations have been reported between serum 25-hydroxyvitamin D (25(OH)D) and risk of stress fracture, but the threshold of 25(OH)D for this effect remains unclear. We aimed to determine if serum 25(OH)D concentrations were associated with stress fracture risk during RM training. We prospectively followed 1082 RM recruits (males aged 16-32 years) through the 32-week RM training programme. Troops started training between September and July. Height, body weight and aerobic fitness were assessed at week 1. Venous blood samples were drawn at weeks 1, 15 and 32. Serum samples were analysed for 25(OH)D and parathyroid hormone (PTH). Seventy-eight recruits (7.2 %) suffered a total of 92 stress fractures. Recruits with a baseline serum 25(OH)D concentration below 50 nmol L(-1) had a higher incidence of stress fracture than recruits with 25(OH)D concentration above this threshold (χ(2) (1) = 3.564, p = 0.042; odds ratio 1.6 (95 % confidence interval (CI) 1.0-2.6)). Baseline serum 25(OH)D varied from 47.0 ± 23.7 nmol L(-1) in February, to 97.3 ± 24.6 nmol L(-1) in July (overall mean 69.2 ± 29.2 nmol L(-1), n = 1016). There were weak inverse correlations between serum 25(OH)D and PTH concentrations at week 15 (r = -0.209, p < 0.001) and week 32 (r = -0.214, p < 0.001), but not at baseline. Baseline serum 25(OH)D concentration below 50 nmol L(-1) was associated with an increased risk of stress fracture. Further studies into the effects of vitamin D supplementation on stress fracture risk are certainly warranted.

Teaching elementary students with developmental disabilities to recruit teacher attention in a general education classroom: effects on teacher praise and academic productivity.

PubMed Central

Craft, M A; Alber, S R; Heward, W L

1998-01-01

Four fourth graders with developmental disabilities were trained to recruit teacher attention while they worked on spelling assignments in a general education classroom. The students were taught to show their work to the teacher two to three times per session and to make statements such as, "How am I doing?" or "Look, I'm all finished!" Training was conducted in the special education classroom and consisted of modeling, role playing, error correction, and praise. A multiple baseline across students design showed that recruitment training increased (a) the frequency of students' recruiting, (b) the frequency of teacher praise received by the students, (c) the percentage of worksheet items completed, and (d) the accuracy with which the students completed the spelling assignments. PMID:9757582

Effects of barbell deadlift training on submaximal motor unit firing rates for the vastus lateralis and rectus femoris.

PubMed

Stock, Matt S; Thompson, Brennan J

2014-01-01

Previous investigations that have studied motor unit firing rates following strength training have been limited to small muscles, isometric training, or interventions involving exercise machines. We examined the effects of ten weeks of supervised barbell deadlift training on motor unit firing rates for the vastus lateralis and rectus femoris during a 50% maximum voluntary contraction (MVC) assessment. Twenty-four previously untrained men (mean age  = 24 years) were randomly assigned to training (n = 15) or control (n = 9) groups. Before and following the intervention, the subjects performed isometric testing of the right knee extensors while bipolar surface electromyographic signals were detected from the two muscles. The signals were decomposed into their constituent motor unit action potential trains, and motor units that demonstrated accuracy levels less than 92.0% were not considered for analysis. One thousand eight hundred ninety-two and 2,013 motor units were examined for the vastus lateralis and rectus femoris, respectively. Regression analyses were used to determine the linear slope coefficients (pulses per second [pps]/% MVC) and y-intercepts (pps) of the mean firing rate and firing rate at recruitment versus recruitment threshold relationships. Deadlift training significantly improved knee extensor MVC force (Cohen's d = .70), but did not influence force steadiness. Training had no influence on the slopes and y-intercepts for the mean firing rate and firing rate at recruitment versus recruitment threshold relationships. In agreement with previous cross-sectional comparisons and randomized control trials, our findings do not support the notion that strength training affects the submaximal control of motor units.

THE RECRUITMENT AND TRAINING OF AUTOMOBILE MECHANICS.

ERIC Educational Resources Information Center

LESH, SEYMOUR

A SURVEY OF 20 EMPLOYERS, ASSOCIATION REPRESENTATIVES, AND UNION LEADERS INDICATED THAT DIFFICULTIES IN RECRUITING CAPABLE YOUTH FOR THE AUTOMOBILE MECHANICS TRADE ARE CAUSED BY (1) A CHAOTIC STRUCTURE, INCLUDING UNCLEAR DEFINITION OF FUNCTION, VARIETY OF PLACES OF EMPLOYMENT, AND SIZE OF THE EMPLOYING UNITS, (2) THE COMPLEXITIES OF TRAINING AND…

Training Students with Behavioral Problems to Recruit Teacher Praise

ERIC Educational Resources Information Center

Markelz, Andrew; Riden, Benjamin; Rizzo, Karen

2018-01-01

Students with emotional and behavioral disorders exhibit high levels of inappropriate behaviors. Although many teachers are aware of the benefits of teacher praise, its use in classrooms remains low. Training students to recruit praise is a method to counter suppressing contingencies and increase praise rates for desired classroom behaviors. With…

Factors Affecting Recruitment into Child and Adolescent Psychiatry Training

ERIC Educational Resources Information Center

Shaw, Jon A.; Lewis, John E.; Katyal, Shalini

2010-01-01

Objective: The authors studied the factors affecting the recruitment into child and adolescent psychiatry training in the United States. Methods: Medical students (n = 154) and general and child and adolescent psychiatry residents (n = 111) completed a questionnaire to evaluate career choice in child psychiatry (n = 265). Results: Compared with…

Napa County Entrepreneurial Child Care Training.

ERIC Educational Resources Information Center

Napa County Employment Training Office, CA.

A multiagency project designed a program to train participants to become licensed family day care home operators. Participant recruitment was conducted by means of a flyer, advertisements in the help wanted section, community service announcements, press releases, and notices to the high schools. The program recruited 43 potential family day care…

Issues in Television-Centered Instruction for Adults.

ERIC Educational Resources Information Center

Richardson, Penelope L.

1983-01-01

Discusses trends in adult education and their implications for instructional developers, and notes areas where reviews of research are needed: existing telecourse packages, recruitment and retention of adult learners, effective instructional strategies, logistics and costs of alternate delivery systems, and technical assistance and training needs…

School Leadership in the Caribbean: Perceptions, Practices, Paradigms

ERIC Educational Resources Information Center

Miller, Paul, Ed.

2013-01-01

Successful school leadership is an issue currently being debated up and down Caribbean territories. Key issues in the ongoing debate include: students' outcomes and participation in the regional Caribbean Secondary Examinations (CSEC); teacher recruitment and retention; teacher training and continuing professional development (upgrading); and…

Factors Associated with Abuse in Residential Child Care Institutions.

ERIC Educational Resources Information Center

Colton, Matthew

2002-01-01

Examines factors associated with abuse of children in residential child care institutions including: failings in staff recruitment, training, and supervision; ineffective management and accountability; development of inappropriate institutional cultures; public ambivalence toward children in care; slow response to threats posed to children in…

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…

Respiratory Infections in the U.S. Military: Recent Experience and Control

PubMed Central

Cooper, Michael J.; Myers, Christopher A.; Cummings, James F.; Vest, Kelly G.; Russell, Kevin L.; Sanchez, Joyce L.; Hiser, Michelle J.; Gaydos, Charlotte A.

2015-01-01

SUMMARY This comprehensive review outlines the impact of military-relevant respiratory infections, with special attention to recruit training environments, influenza pandemics in 1918 to 1919 and 2009 to 2010, and peacetime operations and conflicts in the past 25 years. Outbreaks and epidemiologic investigations of viral and bacterial infections among high-risk groups are presented, including (i) experience by recruits at training centers, (ii) impact on advanced trainees in special settings, (iii) morbidity sustained by shipboard personnel at sea, and (iv) experience of deployed personnel. Utilizing a pathogen-by-pathogen approach, we examine (i) epidemiology, (ii) impact in terms of morbidity and operational readiness, (iii) clinical presentation and outbreak potential, (iv) diagnostic modalities, (v) treatment approaches, and (vi) vaccine and other control measures. We also outline military-specific initiatives in (i) surveillance, (ii) vaccine development and policy, (iii) novel influenza and coronavirus diagnostic test development and surveillance methods, (iv) influenza virus transmission and severity prediction modeling efforts, and (v) evaluation and implementation of nonvaccine, nonpharmacologic interventions. PMID:26085551

Design Concepts for Semi-Open-Bay Barracks for Use by Navy ’A’ School Students.

DTIC Science & Technology

1981-08-01

information was sought from other organizations on lessons learned in designing and managing housing facilities for unaccompanied personnel. Trends...military learning started in recruit training, the CNO on 1 October 1979 established the Integrated Training Brigade (ITB). The objectives of the ITB were...continue practicing clothes folding which was learned as part of the regular routine in recruit training. The walkways between buildings are student

Sports and nutritional supplement use in USMC recruits: a pilot study.

PubMed

Young, Colin R; Stephens, Mark B

2009-02-01

This is a pilot study to describe patterns of nutritional supplement use by recruits entering the U.S. Marine Corps (USMC). A survey asking USMC recruits to self-report nutritional supplement use was administered upon entry to basic training. Simple descriptive statistics and prevalence ratios were used to describe patterns of supplement use. The response rate was 65%. Half of respondents reported nutritional sports supplement use at some point before boot camp. The five most commonly supplements were: protein powder (43%), postrecovery workout drinks (36%), vitamin supplements (26%), creatine (26%), and nitric oxide (16%). Nutritional supplement use is frequent among recruits entering the USMC. The impact of supplement use on recruit fitness, training, and injury rates is not known.

Northwest Tribal Interaction with Washington State University: Research and Education Opportunities Afforded Through the Center for Multiphase Environmental Research

NASA Astrophysics Data System (ADS)

Rumburg, B.; Yonge, D.; Jacob, J.

2003-12-01

The under-representation of Native Americans in engineering and science at the student and practicing engineer or scientist level is a national problem. To begin addressing this problem Washington State University (WSU) has initiated discussio with local Native American tribes to strengthen the relationship between WSU and the tribes and to improve the educational opportunities available to tribal members. The Center for Multiphase Environmental Research (CMER) received a 1999 National Science Foundation (NSF) Integrative Graduate Education and Research Training (IGERT) grant to train Ph.D. students. The main goal of the program is to foster multidisciplinary research and education for future scientists and engineers in the broad field of study that incorporates the fate and transport of environmentally significant species between interfaces. We are also focused on recruiting and educating Native American students. CMER is committed to cultivating its relationship with Native American tribes by identifying the environmental concerns of the tribes and developing collaborative research efforts utilizing CMER's infrastructure. Through these collaborative projects the CMER hopes to better understand the social and cultural aspects important to the tribes and develop the familiarity needed to effectively enhance student recruitment. This poster highlights the CMER's interdisciplinary research and teaching efforts and focuses on Native American recruitment.

Building Capacity for Actionable Science and Decision Making in Alaska

NASA Astrophysics Data System (ADS)

Timm, K.; Kettle, N.; Buxbaum, T. M.; Trainor, S.; Walsh, J. E.; York, A.

2017-12-01

Investigations of the processes for developing actionable science and supporting partnerships between researchers and practitioners has received increasing attention over the past decade. These studies highlight the importance of leveraging existing relationships and trust, supporting iterative interactions, and dedicating sufficient financial and human capital to the development of usable climate science. However, significant gaps remain in our understanding of how to build capacity for more effective partnerships. To meet these ends, the Alaska Center for Climate Assessment and Policy (ACCAP) is developing a series of trainings for scientists and practitioners to build capacity for producing actionable science. This process includes three phases: scoping and development, training, and evaluation. This presentation reports on the scoping and development phase of the project, which draws on an extensive web-based search of past and present capacity building and training activities, document analysis, and surveys of trainers. A synthesis of successful formats (e.g., training, placements, etc.), curriculum topics (e.g., climate science, interpersonal communication), and approaches to recruitment and curriculum development will be outlined. We then outline our approach for co-developing trainings in three different sectors, which engages other boundary organizations to leverage trust and exiting network connections to tailor the training activities. Through this effort we ultimately seek to understand how the processes and outcomes for co-developing trainings in actionable science vary across sectors and their implications for building capacity.

Why sub-Saharan African health workers migrate to European countries that do not actively recruit: a qualitative study post-migration.

PubMed

Poppe, Annelien; Jirovsky, Elena; Blacklock, Claire; Laxmikanth, Pallavi; Moosa, Shabir; De Maeseneer, Jan; Kutalek, Ruth; Peersman, Wim

2014-01-01

Many studies have investigated the migration intentions of sub-Saharan African medical students and health professionals within the context of a legacy of active international recruitment by receiving countries. However, many health workers migrate outside of this recruitment paradigm. This paper aims to explore the reasons for migration of health workers from sub-Saharan Africa to Belgium and Austria; European countries without a history of active recruitment in sub-Saharan Africa. Data were collected using semistructured interviews. Twenty-seven health workers were interviewed about their migration experiences. Included participants were born in sub-Saharan Africa, had trained as health workers in sub-Saharan Africa, and were currently living in Belgium or Austria, though not necessarily currently working as a health professional. Both Austria and Belgium were shown not to be target countries for the health workers, who instead moved there by circumstance, rather than choice. Three principal reasons for migration were reported: 1) educational purposes; 2) political instability or insecurity in their country of origin; and 3) family reunification. In addition, two respondents mentioned medical reasons and, although less explicit, economic factors were also involved in several of the respondents' decision to migrate. These results highlight the importance of the broader economic, social, and political context within which migration decisions are made. Training opportunities proved to be an important factor for migration. A further development and upgrade of primary care might help to counter the common desire to specialize and improve domestic training opportunities.

Suicide Attempts and Suicide among Marines: A Decade of Follow-Up

ERIC Educational Resources Information Center

Gradus, Jaimie L.; Shipherd, Jillian C.; Suvak, Michael K.; Giasson, Hannah L.; Miller, Matthew

2013-01-01

Suicidal behavior among military personnel is of paramount public health importance because of the increased risk of death from suicide in this population. Pre- and post-Marine recruit training risk factors for suicide attempts among current and former Marines were examined in 10 years following recruit training. The characteristics of the…

20 CFR 655.158 - Duration of positive recruitment.

Code of Federal Regulations, 2010 CFR

2010-04-01

... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false Duration of positive recruitment. 655.158 Section 655.158 Employees' Benefits EMPLOYMENT AND TRAINING ADMINISTRATION, DEPARTMENT OF LABOR TEMPORARY... recruitment. Except as otherwise noted, the obligation to engage in positive recruitment described in §§ 655...

Recruitment and Rotation of the Trainers in the Lifelong Learning Context

NASA Astrophysics Data System (ADS)

Mamaqi, Xhevrie; Rubio, Pilar Olave; Alvarez, Jesús Miguel

The workplace of today is characterized by rapid changes in work processes, in competition, in customer demands, and in work practices. To keep abreast of these rapid changes employers and employees must be committed to lifelong learning in order to keep ahead. One of the most important actors in the lifelong learning development process are the trainers, whose professional characteristics needs meeting new skills and adapting an varied and specific contents of the current labour market. Affected by the discontinuity and a high rate of job rotation, the recognition of it labour status and basic competence and skills, forms part of the Bologna Process recognized as Vocational Education Training (VET). Sixty in-depth interviews realized to managers of the centres of formation, are used as tools to obtain information about following topics: recruitment strategies, conventional and not conventional routes of the recruitment, rate rotation, qualification and training of the Spanish trainers. The transcription of the interviews achieve that not always exist a previous plan of recruitment, except that it is a question as big centers of formation. Also, the obtained information indicates a high rate of rotation that affects the trainers ones as professionals since there exists the discontinuity of the formative offer on the labour market.

Literacy Education Action.

ERIC Educational Resources Information Center

Clymer, Carol

The Literacy Education Action (LEA) program was established in the fall of 1985 under the initiative of the president of the El Paso Community College (Texas). During 1985 and 1986, LEA concentrated on developing its own literacy tutoring program, including recruiting and training volunteers and community members with reading skills below the…

Methods & Strategies: Sculpt-a-Scientist

ERIC Educational Resources Information Center

Jackson, Julie; Rich, Ann

2014-01-01

Elementary science experiences help develop students' views of science and scientific interests. As a result, teachers have been charged with the task of inspiring, cultivating, recruiting, and training the scientists needed to create tomorrow's innovations and solve future problems (Business Roundtable 2005). Who will these future…

5 CFR 337.204 - Severe shortage of candidates.

Code of Federal Regulations, 2010 CFR

2010-01-01

..., schedule B) and flexibilities, training and development programs tailored to the position(s), and an... desirability of the duties and/or work environment associated with the position(s); and (8) Other pertinent... agency use of hiring flexibilities such as recruitment or retention allowances or special salary rates...

What medical students value in a population health tutor: characteristics for consideration in staff recruitment and development.

PubMed

Trevena, Lyndal

2003-03-01

Recent moves to integrate aspects of population health into medical curricula have created new staff development challenges for many institutions. Small group teaching in population health is a relatively new initiative, often requiring recruitment of additional staff and considerable training. This analysis identifies the tutor characteristics rated most positively by medical students in a small-group course in population health and discusses their implication for staff recruitment and development. Retrospective evaluation of tutors by students using a self-administered questionnaire. Overall tutor rating was analysed against various tutor characteristics, using univariate logistic regression methods. Optional qualitative comments were summarized by thematic methods and triangulated with findings from the quantitative analysis. Creating a supportive group climate was the tutor attribute most positively evaluated by students (OR=9.62, 95%CI 4.46-20.83). Perceived interest in teaching (OR=8.93, 95%CI 3.83-20.83) and the ability to give useful feedback (OR=8.40, 95%CI 4.07-17.54) were also highly rated by students as valuable qualities in their tutors. Qualitative analysis highlighted the importance of informed comment, good knowledge and expert input from tutors. Whilst a degree of content expertise in population health was desirable in a tutor, its value was secondary to good facilitation skills and an enthusiasm for teaching when student evaluation was considered. Faculties implementing small-group methods of teaching population health should consider facilitation skills and interest in teaching as priorities when recruiting and training staff. As is the case for self-directed student-led learning in basic and clinical sciences, these appear to be more influential than content expertise, from the students' perspective.

Navy Recruit Training Optimization, Post 1980. Phase I: Current Assessment and Concept for the Future.

DTIC Science & Technology

1976-05-01

subjective in nature , -it provides a practical method for analyzing a mass of data, including data which can be utilized to predict probable future... nature and administered when the individual student is unable to maintain acceptable perfornance during the training cycle. Service-wide remedial...are directly related to the curriculum topics of recruit training. Others are of a broader nature related to general Navy problo•is which present a

Fundamental differences in axial and appendicular bone density in stress fractured and uninjured Royal Marine recruits--a matched case-control study.

PubMed

Davey, Trish; Lanham-New, Susan A; Shaw, Anneliese M; Cobley, Rosalyn; Allsopp, Adrian J; Hajjawi, Mark O R; Arnett, Timothy R; Taylor, Pat; Cooper, Cyrus; Fallowfield, Joanne L

2015-04-01

Stress fracture is a common overuse injury within military training, resulting in significant economic losses to the military worldwide. Studies to date have failed to fully identify the bone density and bone structural differences between stress fractured personnel and controls due to inadequate adjustment for key confounding factors; namely age, body size and physical fitness; and poor sample size. The aim of this study was to investigate bone differences between male Royal Marine recruits who suffered a stress fracture during the 32 weeks of training and uninjured control recruits, matched for age, body weight, height and aerobic fitness. A total of 1090 recruits were followed through training and 78 recruits suffered at least one stress fracture. Bone mineral density (BMD) was measured at the lumbar spine (LS), femoral neck (FN) and whole body (WB) using Dual X-ray Absorptiometry in 62 matched pairs; tibial bone parameters were measured using peripheral Quantitative Computer Tomography in 51 matched pairs. Serum C-terminal peptide concentration was measured as a marker of bone resorption at baseline, week-15 and week-32. ANCOVA was used to determine differences between stress fractured recruits and controls. BMD at the LS, WB and FN sites was consistently lower in the stress fracture group (P<0.001). Structural differences between the stress fracture recruits and controls were evident in all slices of the tibia, with the most prominent differences seen at the 38% tibial slice. There was a negative correlation between the bone cross-sectional area and BMD at the 38% tibial slice. There was no difference in serum CTx concentration between stress fracture recruits and matched controls at any stage of training. These results show evidence of fundamental differences in bone mass and structure in stress fracture recruits, and provide useful data on bone risk factor profiles for stress fracture within a healthy military population. Crown Copyright © 2014. Published by Elsevier Inc. All rights reserved.

Encouraging French medical students to choose a career in psychiatry: how and why?

PubMed

Andlauer, Olivier; Van Effenterre, Aude; Haffen, Emmanuel; Sechter, Daniel; Farooq, Kitty; Lydall, Gregory; Malik, Amit; Bhugra, Dinesh

2013-08-01

There is an increasing demand for psychiatrists in France. This paper reviews the reasons for French medical students choosing psychiatry and the rationale and mechanisms for encouraging them towards this medical speciality. The main factors associated with choosing psychiatry as a career are the quantity and quality of undergraduate training and placements in psychiatry, better attitudes towards psychiatry and more emphasis on a positive life/work balance. The quality of postgraduate training can also influence students' decisions. Medical students should be encouraged to choose psychiatry first to counterbalance the existing stigma towards mental illness within the society, but also towards psychiatry within the medical profession, and second because of the current decline in French medical demography. Ways to improve recruitment are a selection process that favours a large number of psychiatric trainees, and an increase in the quality and quantity of training. Providing medical students with relevant information about training in psychiatry, notably through a national trainees' association, will not only improve the quality of care by increasing recruitment in psychiatry, but also ensure that all future doctors are familiar with and develop positive attitudes towards mental health issues.

Epidemiology of metatarsal stress fractures versus tibial and femoral stress fractures during elite training.

PubMed

Finestone, Aharon; Milgrom, Charles; Wolf, Omer; Petrov, Kaloyan; Evans, Rachel; Moran, Daniel

2011-01-01

The training of elite infantry recruits takes a year or more. Stress fractures are known to be endemic in their basic training and the clinical presentation of tibial, femoral, and metatarsal stress fractures are different. Stress fracture incidence during the subsequent progressively more demanding training is not known. The study hypothesis was that after an adaptation period, the incidence of stress fractures during the course of 1 year of elite infantry training would fall in spite of the increasingly demanding training. Seventy-six male elite infantry recruits were followed for the development of stress fractures during a progressively more difficult training program composed of basic training (1 to 14 weeks), advanced training (14 to 26 weeks), and unit training (26 to 52 weeks). Subjects were reviewed regularly and those with clinical suspicion of stress fracture were assessed using bone scan and X-rays. The incidence of stress fractures was 20% during basic training, 14% during advanced training and 23% during unit training. There was a statistically significant difference in the incidence of tibial and femoral stress fractures versus metatarsal stress fractures before and after the completion of phase II training at week 26 (p=0.0001). Seventy-eight percent of the stress fractures during phases I and II training were either tibial or femoral, while 91% of the stress fractures in phase III training were metatarsal. Prior participation in ball sports (p=0.02) and greater tibial length (p=0.05) were protective factors for stress fracture. The study hypothesis that after a period of soldier adaptation, the incidence of stress fractures would decrease in spite of the increasingly demanding elite infantry training was found to be true for tibial and femoral fractures after 6 months of training but not for metatarsal stress fractures. Further studies are required to understand the mechanism of this difference but physicians and others treating stress fractures should be aware of this pattern.

A State-Wide Research Network for Alzheimer's Disease

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

Mintzer, Jacobo E.; Bachman, D. L.; Stuckey, M.

2014-03-13

The Specific Aim of the proposal was to develop an administrative structure that will facilitate the development of AD research across the state of SC by providing key services such as (but not limited to) seeking funding research opportunities, financial tracking, regulatory management, central recruitment, training for investigators and coordinators, data collection, data storing, and data processing to researchers across the state.

Effects of Barbell Deadlift Training on Submaximal Motor Unit Firing Rates for the Vastus Lateralis and Rectus Femoris

PubMed Central

Stock, Matt S.; Thompson, Brennan J.

2014-01-01

Previous investigations that have studied motor unit firing rates following strength training have been limited to small muscles, isometric training, or interventions involving exercise machines. We examined the effects of ten weeks of supervised barbell deadlift training on motor unit firing rates for the vastus lateralis and rectus femoris during a 50% maximum voluntary contraction (MVC) assessment. Twenty-four previously untrained men (mean age  = 24 years) were randomly assigned to training (n = 15) or control (n = 9) groups. Before and following the intervention, the subjects performed isometric testing of the right knee extensors while bipolar surface electromyographic signals were detected from the two muscles. The signals were decomposed into their constituent motor unit action potential trains, and motor units that demonstrated accuracy levels less than 92.0% were not considered for analysis. One thousand eight hundred ninety-two and 2,013 motor units were examined for the vastus lateralis and rectus femoris, respectively. Regression analyses were used to determine the linear slope coefficients (pulses per second [pps]/% MVC) and y-intercepts (pps) of the mean firing rate and firing rate at recruitment versus recruitment threshold relationships. Deadlift training significantly improved knee extensor MVC force (Cohen's d = .70), but did not influence force steadiness. Training had no influence on the slopes and y-intercepts for the mean firing rate and firing rate at recruitment versus recruitment threshold relationships. In agreement with previous cross-sectional comparisons and randomized control trials, our findings do not support the notion that strength training affects the submaximal control of motor units. PMID:25531294

High precision during food recruitment of experienced (reactivated) foragers in the stingless bee Scaptotrigona mexicana (Apidae, Meliponini)

NASA Astrophysics Data System (ADS)

Sánchez, Daniel; Nieh, James C.; Hénaut, Yann; Cruz, Leopoldo; Vandame, Rémy

Several studies have examined the existence of recruitment communication mechanisms in stingless bees. However, the spatial accuracy of location-specific recruitment has not been examined. Moreover, the location-specific recruitment of reactivated foragers, i.e., foragers that have previously experienced the same food source at a different location and time, has not been explicitly examined. However, such foragers may also play a significant role in colony foraging, particularly in small colonies. Here we report that reactivated Scaptotrigona mexicana foragers can recruit with high precision to a specific food location. The recruitment precision of reactivated foragers was evaluated by placing control feeders to the left and the right of the training feeder (direction-precision tests) and between the nest and the training feeder and beyond it (distance-precision tests). Reactivated foragers arrived at the correct location with high precision: 98.44% arrived at the training feeder in the direction trials (five-feeder fan-shaped array, accuracy of at least +/-6° of azimuth at 50 m from the nest), and 88.62% arrived at the training feeder in the distance trials (five-feeder linear array, accuracy of at least +/-5 m or +/-10% at 50 m from the nest). Thus, S. mexicana reactivated foragers can find the indicated food source at a specific distance and direction with high precision, higher than that shown by honeybees, Apis mellifera, which do not communicate food location at such close distances to the nest.

Perspectives on Aerobic and Strength Influences on Military Physical Readiness: Report of an International Military Physiology Roundtable.

PubMed

Friedl, Karl E; Knapik, Joseph J; Häkkinen, Keijo; Baumgartner, Neal; Groeller, Herbert; Taylor, Nigel A S; Duarte, Antonio F A; Kyröläinen, Heikki; Jones, Bruce H; Kraemer, William J; Nindl, Bradley C

2015-11-01

Physical fitness training of military recruits is an enduring focus of armies. This is important for safe and effective performance of general tasks that anyone may have to perform in a military setting as well as preparation for more specialized training in specific job specialties. Decades of studies on occupationally specific physical requirements have characterized the dual aerobic and strength demands of typical military tasks; however, scientifically founded strategies to prepare recruits with a good mix of these 2 physiologically opposing capabilities have not been well established. High levels of aerobic training can compromise resistance training gains and increase injury rates. Resistance training requires a greater commitment of time and resources as well as a greater understanding of the science to produce true strength gains that may be beneficial to military performance. These are critical issues for modern armies with increased demands for well-prepared soldiers and fewer injury losses. The actual physical requirements tied to metrics of success in military jobs are also under renewed examination as women are increasingly integrated into military jobs previously performed only by men. At the third International Congress on Soldiers' Physical Performance, a roundtable of 10 physiologists with military expertise presented comparative perspectives on aerobic and strength training. These topics included the physiological basis of training benefits, how to train effectively, how to measure training effectiveness, considerations for the integration of women, and the big perspective. Key discussion points centered on (a) the significance of findings from research on integrated training, (b) strategies for effective strength development, and (c) injury reduction in training as well as the benefits of improved fitness to injury reduction across the force.

Bridging the training-practice gap in interprofessional student supervision.

PubMed

Martin, Priya; Kumar, Saravana; Abernathy, LuJuana

2017-04-01

Workforce recruitment and retention issues are common in highly dispersed regions such as Queensland in Australia. Provision of student placements in these non-metropolitan areas is one way of promoting staff recruitment. However, healthcare professionals in these areas face a number of challenges in accessing training opportunities including student supervision training. Funding was made available to develop and run a series of targeted, evidence-based, interprofessional student supervision workshops in non-metropolitan Queensland. Workshop participants were health professionals from both public and private health service providers in Queensland. Using a pre-post design, anonymous data were collected through surveys administered before and after workshop participation. Descriptive statistics were used to analyze participant information. Free text responses were categorized using an iterative process to identify prevalent themes. A total of 147 participants attended nine face-to-face workshops and provided data. Allied health participants represented 70% of the population, with the remainder largely from nursing, medicine and dentistry. There was a positive shift in self-reported level of confidence in student supervision following training. Of the participants 143 (97%) reported that they acquired new skills and knowledge from training. A number of enablers of and barriers to translation of learning to practice following interprofessional student supervision training were identified. Targeted interprofessional student supervision training is valuable and can increase participants' self-reported level of confidence in student supervision. It is recommended that health organizations promote a culture of providing positive student placement experiences in order to maximize future workforce opportunities.

Are H-reflex and M-wave recruitment curve parameters related to aerobic capacity?

PubMed

Piscione, Julien; Grosset, Jean-François; Gamet, Didier; Pérot, Chantal

2012-10-01

Soleus Hoffmann reflex (H-reflex) amplitude is affected by a training period and type and level of training are also well known to modify aerobic capacities. Previously, paired changes in H-reflex and aerobic capacity have been evidenced after endurance training. The aim of this study was to investigate possible links between H- and M-recruitment curve parameters and aerobic capacity collected on a cohort of subjects (56 young men) that were not involved in regular physical training. Maximal H-reflex normalized with respect to maximal M-wave (H(max)/M(max)) was measured as well as other parameters of the H- or M-recruitment curves that provide information about the reflex or direct excitability of the motoneuron pool, such as thresholds of stimulus intensity to obtain H or M response (H(th) and M(th)), the ascending slope of H-reflex, or M-wave recruitment curves (H(slp) and M(slp)) and their ratio (H(slp)/M(slp)). Aerobic capacity, i.e., maximal oxygen consumption and maximal aerobic power (MAP) were, respectively, estimated from a running field test and from an incremental test on a cycle ergometer. Maximal oxygen consumption was only correlated with M(slp), an indicator of muscle fiber heterogeneity (p < 0.05), whereas MAP was not correlated with any of the tested parameters (p > 0.05). Although higher H-reflex are often described for subjects with a high aerobic capacity because of endurance training, at a basic level (i.e., without training period context) no correlation was observed between maximal H-reflex and aerobic capacity. Thus, none of the H-reflex or M-wave recruitment curve parameters, except M(slp), was related to the aerobic capacity of young, untrained male subjects.

Fort Ord’s Merit-Reward System: A Contingency Management Program in Basic Combat Training,

DTIC Science & Technology

1979-01-01

medicine colleague, Dr. Llewellyn Legters , that the recommendation emerged to develop and test a contingency management system for basic training. One...1965, 16, 438. 9Datel, W. E., & Legters , L. J. Reinforcement measurement in a social system. Journal of Biological Psychology, 1971, 13 (1), 33-38 13...ODatel, W. E., & Legters , L. J. The psychology of the Army recruit. Journal of Biological Psychology, 1970-71, 12, 34-40. l1Datel, W. E. Technical

Master of Professional Studies in Agriculture and Life Sciences Offered through the Field of Food Science and Technology at Cornell University: A Model for the Development of a Course-Based Graduate Degree in Food Science and Technology

ERIC Educational Resources Information Center

Weller, Daniel; Robbins, Janette; Elmore, Andrea; Wiedmann, Martin

2015-01-01

The shortage of highly qualified graduates with advanced training in food science is a pressing problem facing government agencies and the food industry. This has created a need to recruit and train food scientists at the graduate level. However, most graduate level programs are research-based and do not meet the needs of many students. The…

Adult Training and Retraining for Single Parents and Homemakers. A Vocational Project to Assist Single Parents and Homemakers to Pursue Careers as Nursing Assistants. Final Report from September 1986 through June 1987.

ERIC Educational Resources Information Center

Hernando County School Board, Brooksville, FL.

A program was developed to provide single parents who were without marketable skills with the training or retraining necessary to secure and keep a job in the health care field. During the course of the project, 31 trainees between the ages of 21 and 60 who were living below the poverty level were recruited into the program. They received…

Experiences of Mentors Training Underrepresented Undergraduates in the Research Laboratory

ERIC Educational Resources Information Center

Prunuske, Amy J.; Wilson, Janelle; Walls, Melissa; Clarke, Benjamin

2013-01-01

Successfully recruiting students from underrepresented groups to pursue biomedical science research careers continues to be a challenge. Early exposure to scientific research is often cited as a powerful means to attract research scholars with the research mentor being critical in facilitating the development of an individual's science identity…

Strategic Planning. Alliance Action Information Sheets

ERIC Educational Resources Information Center

Technical Assistance ALLIANCE for Parent Centers, 2005

2005-01-01

Executive Directors of parent centers have very challenging careers. For example, they need to ensure that high quality services are developed and provided; funds are raised; bills are paid on time; staff are hired, trained and supported; boards are recruited and effective; community awareness is high; and reports are accurate and submitted on…

Impact of Automation on Technical Services.

ERIC Educational Resources Information Center

Rooks, Dana C.; Thompson, Linda L.

1988-01-01

Discusses the impact of automation on library technical services, and the need for library managers to be aware of the issues involved and to plan for future developments. The discussion focuses on the areas of job related concerns of technical staff, organizational structures, recruitment and training, and ergonomic considerations. (CLB)

Banks: Colleges - A Joint Undertaking.

ERIC Educational Resources Information Center

Cordy, Thomas O.

The banking industry has recognized an increasing need to recruit, hire, and train minorities for positions within the industry. Following this line of thought, the American Bankers Association (ABA) formed a task force composed of bankers and black college educators to develop a program mutually beneficial to industry as well as colleges. A Black…

A Research-Led Approach to Establishing Foundation Degrees

ERIC Educational Resources Information Center

Smith, Claire; Akhtar, Yaseen; Reynolds, Soneeta; Tatton, Allison; Tucker, Stan

2005-01-01

This article discusses the research approach adopted by one higher education institution in the United Kingdom (UK) to explore employers' and employees' responses to local skills, recruitment and training issues and how these responses were used to develop a curriculum for Foundation degrees. The article discusses skills issues, the varying…

Rural Women Proprietorship Project. Research and Development Annual Report.

ERIC Educational Resources Information Center

Hazard Community Coll., KY.

A project was created to provide individualized and technical training specially designed for women who desired to become small business owners. Recruitment of eastern Kentucky women in the Hazard Community College five-county service area was done through direct mailing; posting of flyers; and newspaper, radio, and television publicity. In…

20 CFR 641.864 - What functions and activities constitute program costs?

Code of Federal Regulations, 2010 CFR

2010-04-01

... assignments, as described in § 641.565; (b) Outreach, recruitment and selection, intake, orientation, assessment, and preparation and updating of IEPs; (c) Participant training provided on the job, in a... the restrictions in § 641.535(c), job placement assistance, including job development and job search...

Support Systems for Educationally Disadvantaged Students and Assuring Practitioner Competence

ERIC Educational Resources Information Center

Griffiths, Kenneth A.

1977-01-01

Student support systems developed and utilized in a three-year training effort with more than 104 Native American social work students at the School of Social Work, University of Utah are assessed. Focus is on recruitment, communication, modeling, counseling, follow-up, student involvement, and discrimination education. (Author/LBH)

GED Items. Volume 4, Numbers 1-6.

ERIC Educational Resources Information Center

GED Items, 1987

1987-01-01

The first of six issues of the GED Items newsletter published in 1987 contains articles on one company's approach to literacy in the workplace, General Educational Development (GED) teacher training videotapes, and a process model for improving thinking skills. Articles in issue 2 address military recruiting, synthesis thinking skills, and GED in…

Meriden Public Library, Final Performance Report for Library Services and Construction Act (LSCA) Title VI, Library Literacy Program.

ERIC Educational Resources Information Center

MacCabe, Bruce

The Literacy Learning Center Project, a project of the Meriden Public Library (Connecticut), targeted the educationally underserved and functionally illiterate, and involved recruitment, retention, space renovation, coalition building, public awareness, training, basic literacy, collection development, tutoring, computer assisted services, and…

Human Resource Strategies and Organisational Structures for Managing Gold-collar Workers.

ERIC Educational Resources Information Center

Holland, Peter J.; Hecker, Robert; Steen, John

2002-01-01

Case studies of two Australian companies illustrate different approaches to recruitment and retention of information technology workers. One company uses a relational and psychological contract approach, niche training, and development as central strategies. In the other, rapid expansion and restructuring shifted them from psychological to…

Social Capital: Strengthening Mexican-American Families through Parenting Education

ERIC Educational Resources Information Center

Montanez, Marcel; Devall, Esther; VanLeeuwen, Dawn M.

2010-01-01

Development of social capital was explored from a scientific evaluation of adult and teen parents (N = 102) who voluntarily participated in a parenting program. Most were unmarried, young, low-income, and Mexican-American. A strengths-based, culturally specific method was utilized to recruit and retain participants. After training, parents had…

Aggravation of Helicobacter pylori stomach infections in stressed military recruits.

PubMed

Jia, Keran; An, Liyun; Wang, Fukun; Shi, Lanchun; Ran, Xiangyang; Wang, Xianling; He, Zhanguo; Chen, Jing

2016-04-01

To investigate the effect of military stress on immune response and Helicobacter pylori stomach infections. In this prospective, observational study, the Symptom Checklist-90 questionnaire was completed by military recruits before and following a 3-month basic training programme. H. pylori immunoglobulin (Ig)G levels, C(14)-urea breath-test values and levels of cortisol, catecholamine, and certain humoral and cellular immune responses were measured before and after the basic training. For 60 military recruits, somatization, depression and paranoid ideation scores were significantly increased after, compared with before, basic training. Post-training H. pylori IgG detection revealed three additional cases of H. pylori infection. Post-training C(14)-urea breath-test values were significantly higher compared with before training - thus suggesting higher levels of H. pylori colonization in the stomach. Post-training cortisol and catecholamine levels were increased, while serum IgG levels were decreased; complement component (C)3 and C4 levels remained unchanged. Post-training CD4(+) and CD8(+) T-cell percentages and the CD4(+)/CD8(+) ratio were significantly reduced compared with before training. Serum interleukin (IL)-2 levels were lower and IL-10 levels were higher following training and there was a significant decrease in the IL-2/IL-10 ratio. Military stress may reduce humoral and cellular immune responses and may aggravate the severity of H. pylori infection. © The Author(s) 2016.

Aggravation of Helicobacter pylori stomach infections in stressed military recruits

PubMed Central

Jia, Keran; An, Liyun; Shi, Lanchun; Ran, Xiangyang; Wang, Xianling; He, Zhanguo; Chen, Jing

2016-01-01

Objective To investigate the effect of military stress on immune response and Helicobacter pylori stomach infections. Methods In this prospective, observational study, the Symptom Checklist-90 questionnaire was completed by military recruits before and following a 3-month basic training programme. H. pylori immunoglobulin (Ig)G levels, C14-urea breath-test values and levels of cortisol, catecholamine, and certain humoral and cellular immune responses were measured before and after the basic training. Results For 60 military recruits, somatization, depression and paranoid ideation scores were significantly increased after, compared with before, basic training. Post-training H. pylori IgG detection revealed three additional cases of H. pylori infection. Post-training C14-urea breath-test values were significantly higher compared with before training – thus suggesting higher levels of H. pylori colonization in the stomach. Post-training cortisol and catecholamine levels were increased, while serum IgG levels were decreased; complement component (C)3 and C4 levels remained unchanged. Post-training CD4+ and CD8+ T-cell percentages and the CD4+/CD8+ ratio were significantly reduced compared with before training. Serum interleukin (IL)-2 levels were lower and IL-10 levels were higher following training and there was a significant decrease in the IL-2/IL-10 ratio. Conclusion Military stress may reduce humoral and cellular immune responses and may aggravate the severity of H. pylori infection. PMID:26800706

The Australian and New Zealand regional neurology training survey.

PubMed

McAulay-Powell, C; Ranta, A

2016-06-01

There is inequitably poorer access to specialist neurologists in regional areas. Recruitment could be improved if more neurology trainees chose to spend some time at regional training sites, which they currently appear to avoid for unclear reasons. We surveyed neurology advanced trainees to assess their attitudes and perceptions about regional training. Aside from innate geographical challenges, there are concerning negative perceptions of the impact of regional training on future metropolitan employment prospects. Minimisation of bias against regional trainees or even rewarding regional exposure would likely improve regional trainee and subsequent specialist recruitment. © 2016 Royal Australasian College of Physicians.

A Novel Virtual Reality-Based Training Protocol for the Enhancement of the “Mental Frame Syncing” in Individuals with Alzheimer's Disease: A Development-of-Concept Trial

PubMed Central

Serino, Silvia; Pedroli, Elisa; Tuena, Cosimo; De Leo, Gianluca; Stramba-Badiale, Marco; Goulene, Karine; Mariotti, Noemi G.; Riva, Giuseppe

2017-01-01

A growing body of evidence suggests that people with Alzheimer's Disease (AD) show compromised spatial abilities. In addition, there exists from the earliest stages of AD a specific impairment in “mental frame syncing,” which is the ability to synchronize an allocentric viewpoint-independent representation (including object-to-object information) with an egocentric one by computing the bearing of each relevant “object” in the environment in relation to the stored heading in space (i.e., information about our viewpoint contained in the allocentric viewpoint-dependent representation). The main objective of this development-of-concept trial was to evaluate the efficacy of a novel VR-based training protocol focused on the enhancement of the “mental frame syncing” of the different spatial representations in subjects with AD. We recruited 20 individuals with AD who were randomly assigned to either “VR-based training” or “Control Group.” Moreover, eight cognitively healthy elderly individuals were recruited to participate in the VR-based training in order to have a different comparison group. Based on a neuropsychological assessment, our results indicated a significant improvement in long-term spatial memory after the VR-based training for patients with AD; this means that transference of improvements from the VR-based training to more general aspects of spatial cognition was observed. Interestingly, there was also a significant effect of VR-based training on executive functioning for cognitively healthy elderly individuals. In sum, VR could be considered as an advanced embodied tool suitable for treating spatial recall impairments. PMID:28798682

Manpower Projections, Recruitment Needs and Training Requirements for Commercial Airline Pilots in the United States 1968-1979.

ERIC Educational Resources Information Center

Simons, Robert Marchand

This study evaluated the reported airline pilot shortage in relation to certified air carriers; recruitment needs for qualified applicants; training requirements as recommended by air carriers, airline captains, and flight officers; and airline pilot supply and demand during 1968-79. A literature review on foreign and domestic pilot shortages was…

Recruitment, Training, and Retention of Volunteers in Youth-Serving Organizations: A Review of the Literature. Working Paper.

ERIC Educational Resources Information Center

Sitrin, Barbara

Noting a paucity of research on volunteerism, this report examines research on volunteer recruitment, training, and retention, particularly in youth-serving organizations that rely on volunteers to accomplish their missions. The report also proposes questions for further research. The report notes that while the number of individuals volunteering…

41 CFR 60-1.9 - Compliance by labor unions and by recruiting and training agencies.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 41 Public Contracts and Property Management 1 2010-07-01 2010-07-01 true Compliance by labor unions and by recruiting and training agencies. 60-1.9 Section 60-1.9 Public Contracts and Property... Preliminary Matters; Equal Opportunity Clause; Compliance Reports § 60-1.9 Compliance by labor unions and by...

41 CFR 60-1.9 - Compliance by labor unions and by recruiting and training agencies.

Code of Federal Regulations, 2011 CFR

2011-07-01

... 41 Public Contracts and Property Management 1 2011-07-01 2009-07-01 true Compliance by labor unions and by recruiting and training agencies. 60-1.9 Section 60-1.9 Public Contracts and Property... Preliminary Matters; Equal Opportunity Clause; Compliance Reports § 60-1.9 Compliance by labor unions and by...

Predictors of career progression and obstacles and opportunities for non-EU hospital doctors to undertake postgraduate training in Ireland.

PubMed

Tyrrell, Ella; Keegan, Conor; Humphries, Niamh; McAleese, Sara; Thomas, Steve; Normand, Charles; Brugha, Ruairí

2016-06-30

The World Health Organization's Global Code on the International Recruitment of Health Personnel urges Member States to observe fair recruitment practices and ensure equality of treatment of migrant and domestically-trained health personnel. However, international medical graduates (IMGs) have experienced difficulties in accessing postgraduate training and in progressing their careers in several destination countries. Ireland is highly dependent on IMGs, but also employs non-European Union (EU) doctors who qualified as doctors in Ireland. However, little is known regarding the career progression of these doctors. In this context, the present study assesses the determinants of career progression of non-EU doctors with particular focus on whether barriers to progression exist for those graduating outside Ireland compared to those who have graduated within. The study utilises quantitative data from an online survey of non-EU doctors registered with the Medical Council of Ireland undertaken as part of the Doctor Migration Project (2011-2013). Non-EU doctors registered with the Medical Council of Ireland were asked to complete an online survey about their recruitment, training and career experiences in Ireland. Analysis was conducted on the responses of 231 non-EU hospital doctors whose first post in Ireland was not permanent. Career progression was analysed by means of binary logistic regression analysis. While some of the IMGs had succeeded in accessing specialist training, many experienced slow or stagnant career progression when compared with Irish-trained non-EU doctors. Key predictors of career progression for non-EU doctors working in Ireland showed that doctors who qualified outside of Ireland were less likely than Irish-trained non-EU doctors to experience career progression. Length of stay as a qualified doctor in Ireland was strongly associated with career progression. Those working in anaesthesia were significantly more likely to experience career progression than those in other specialities. The present study highlights differences in terms of achieving career progression and training for Irish-trained non-EU doctors, compared to those trained elsewhere. However, the findings herein warrant further attention from a workforce planning and policy development perspective regarding Ireland's obligations under the Global Code of hiring, promoting and remunerating migrant health personnel on the basis of equality of treatment with the domestically-trained health workforce.

Retention in service of recruits assigned to the army physical fitness test enhancement program in basic combat training.

PubMed

Knapik, Joseph J; Hauret, Keith G; Lange, Jeffery L; Jovag, Brian

2003-06-01

Recruits are assigned to the Army Physical Fitness Test Enhancement Program (APFTEP) if they are unable to pass the final Army physical fitness test at the end of basic combat training (BCT). The U.S. Army Medical Command tasked the U.S. Army Center for Health Promotion and Preventive Medicine to examine the retention in service of individuals completing this program. To accomplish this tasking, the following data were obtained: a list of APFTEP recruits at Fort Jackson, South Carolina between January 1999 and June 2001; a list of BCT graduates from the Army Training Requirements and Resources System; and a comparison group of non-APFTEP recruits matched 3 to 1 on the basis of age, gender, Army entry date (+/- 30 days), BCT location, and active Army status from the Army Medical Surveillance Activity. We found that the proportion of recruits who successfully completed the APFTEP and graduated from BCT (85% of men, 80% of women) was lower than documented graduation rates for all recruits (93% of men, 87% of women). Retention in service after 1 year was also lower for APFTEP recruits than for non-APFTEP recruits among both men (74% vs. 92%, p < 0.01) and women (63% vs. 84%, p < 0.01). Despite the lower BCT graduation success and retention in service for APFTEP recruits, the program does assist in retaining soldiers who would otherwise be discharged for failing the Army physical fitness test. Thus, the program may be a useful tool for limiting attrition.

Cardiometabolic risk in US Army recruits and the effects of basic combat training.

PubMed

Pasiakos, Stefan M; Karl, J Philip; Lutz, Laura J; Murphy, Nancy E; Margolis, Lee M; Rood, Jennifer C; Cable, Sonya J; Williams, Kelly W; Young, Andrew J; McClung, James P

2012-01-01

Cardiometabolic disease risk in US military recruits and the effects of military training have not been determined. This study examined lifestyle factors and biomarkers associated with cardiometabolic risk in US Army recruits (209; 118 male, 91 female, 23 ± 5 yr) before, during, and after basic combat training (BCT). Anthropometrics; fasting total (TC), high-density lipoprotein (HDL) and low-density lipoprotein (LDL) cholesterol; triglycerides (TG); glucose; and insulin were measured at baseline and every 3 wks during the 10 wk BCT course. At baseline, 14% of recruits were obese (BMI>30 kg/m(2)), 27% were cigarette smokers, 37% were sedentary, and 34% reported a family history of cardiometabolic disease. TC was above recommended levels in 8%, LDL in 39%, TG in 5%, and glucose in 8% of recruits, and HDL was below recommended levels in 33% of recruits at baseline. By week 9, TC decreased 8%, LDL 10%, TG 13%, glucose 6% and homeostasis model assessment of insulin resistance (HOMA-IR) 40% in men (P<0.05). In women, TC, LDL, glucose and HOMA-IR were decreased from baseline at weeks 3 and 6 (P<0.05), but were not different from baseline levels at week 9. During BCT, body weight declined in men but not women, while body fat percentage declined in both men and women (P<0.05). At the start of military service, the prevalence of cardiometabolic risk in US military recruits is comparable to that reported in similar, college-aged populations. Military training appears to be an effective strategy that may mitigate risk in young people through improvements in lipid profiles and glycemic control.

Cardiometabolic Risk in US Army Recruits and the Effects of Basic Combat Training

PubMed Central

Lutz, Laura J.; Murphy, Nancy E.; Margolis, Lee M.; Rood, Jennifer C.; Cable, Sonya J.; Williams, Kelly W.; Young, Andrew J.; McClung, James P.

2012-01-01

Background Cardiometabolic disease risk in US military recruits and the effects of military training have not been determined. This study examined lifestyle factors and biomarkers associated with cardiometabolic risk in US Army recruits (209; 118 male, 91 female, 23±5 yr) before, during, and after basic combat training (BCT). Methodology/Principal Findings Anthropometrics; fasting total (TC), high-density lipoprotein (HDL) and low-density lipoprotein (LDL) cholesterol; triglycerides (TG); glucose; and insulin were measured at baseline and every 3 wks during the 10 wk BCT course. At baseline, 14% of recruits were obese (BMI>30 kg/m2), 27% were cigarette smokers, 37% were sedentary, and 34% reported a family history of cardiometabolic disease. TC was above recommended levels in 8%, LDL in 39%, TG in 5%, and glucose in 8% of recruits, and HDL was below recommended levels in 33% of recruits at baseline. By week 9, TC decreased 8%, LDL 10%, TG 13%, glucose 6% and homeostasis model assessment of insulin resistance (HOMA-IR) 40% in men (P<0.05). In women, TC, LDL, glucose and HOMA-IR were decreased from baseline at weeks 3 and 6 (P<0.05), but were not different from baseline levels at week 9. During BCT, body weight declined in men but not women, while body fat percentage declined in both men and women (P<0.05). Conclusions/Significance At the start of military service, the prevalence of cardiometabolic risk in US military recruits is comparable to that reported in similar, college-aged populations. Military training appears to be an effective strategy that may mitigate risk in young people through improvements in lipid profiles and glycemic control. PMID:22384004

An instrument to assess subjective task value beliefs regarding the decision to pursue postgraduate training.

PubMed

Hagemeier, Nicholas E; Murawski, Matthew M

2014-02-12

To develop and validate an instrument to assess subjective ratings of the perceived value of various postgraduate training paths followed using expectancy-value as a theoretical framework; and to explore differences in value beliefs across type of postgraduate training pursued and type of pharmacy training completed prior to postgraduate training. A survey instrument was developed to sample 4 theoretical domains of subjective task value: intrinsic value, attainment value, utility value, and perceived cost. Retrospective self-report methodology was employed to examine respondents' (N=1,148) subjective task value beliefs specific to their highest level of postgraduate training completed. Exploratory and confirmatory factor analytic techniques were used to evaluate and validate value belief constructs. Intrinsic, attainment, utility, cost, and financial value constructs resulted from exploratory factor analysis. Cross-validation resulted in a 26-item instrument that demonstrated good model fit. Differences in value beliefs were noted across type of postgraduate training pursued and pharmacy training characteristics. The Postgraduate Training Value Instrument demonstrated evidence of reliability and construct validity. The survey instrument can be used to assess value beliefs regarding multiple postgraduate training options in pharmacy and potentially inform targeted recruiting of individuals to those paths best matching their own value beliefs.

Rural pharmacy in Canada: pharmacist training, workforce capacity and research partnerships.

PubMed

Soon, Judith A; Levine, Marc

2011-09-01

To characterize rural health care and pharmacy recruitment and retention issues explored in Canadian pharmacy strategic guidelines and Canadian Faculties of Pharmacy curricula; compare the availability of pharmacy workforce across Canadian jurisdictions; and identify models for potential collaborations between universities and rural pharmacies in the North. Review of Canadian pharmacy strategic documents, Canadian Faculty of Pharmacy websites, Canadian pharmacy workforce data and relevant literature based on the search terms to identify university-rural community pharmacy initiatives. Three recent Canadian pharmacy strategic documents do not directly address issues related to rural and northern pharmacy practice, with recruitment and retention mentioned only in Canadian Pharmacists Association documents. Few Canadian Faculties of Pharmacy provide curricula on rural and northern health care issues or discuss rural recruitment and retention during training, with barriers to experiential rural practicums impeding placements. An innovative new partnership between the University of Waterloo School of Pharmacy and Gateway Rural Health Research Institute has the potential to enhance rural education, pharmacy services and community-based research. The number of pharmacists per 100,000 population in northern regions of British Columbia and the territories is low when compared with other Canadian provinces. In Australia, a model of university-rural pharmacy collaboration has been developed that may have the potential to inform future Canadian initiatives. Development of a coordinated, multifaceted approach involving universities, pharmacy professional associations and community-based research organizations in rural and northern regions of the country has the potential to enhance pharmacist education, practice recruitment, practice retention and community-based health outcomes research.

Recruitment and retention strategies for expert nurses in abortion care provision.

PubMed

McLemore, Monica R; Levi, Amy; James, E Angel

2015-06-01

The purpose of this thematic analysis is to describe recruitment, retention and career development strategies for expert nurses in abortion care provision. Thematic analysis influenced by grounded theory methods were used to analyze interviews, which examined cognitive, emotional, and behavioral processes associated with how nurses make decisions about participation in abortion care provision. The purposive sample consisted of 16 nurses, who were interviewed between November 2012 and August 2013, who work (or have worked) with women seeking abortions in abortion clinics, emergency departments, labor and delivery units and post anesthesia care units. Several themes emerged from the broad categories that contribute to successful nurse recruitment, retention, and career development in abortion care provision. All areas were significantly influenced by engagement in leadership activities and professional society membership. The most notable theme specific to recruitment was exposure to abortion through education as a student, or through an employer. Retention is most influenced by flexibility in practice, including: advocating for patients, translating one's skill set, believing that nursing is shared work, and juggling multiple roles. Lastly, providing on the job training opportunities for knowledge and skill advancement best enables career development. Clear mechanisms exist to develop expert nurses in abortion care provision. The findings from our study should encourage employers to provide exposure opportunities, develop activities to recruit and retain nurses, and to support career development in abortion care provision. Additionally, future workforce development efforts should include and engage nursing education institutions and employers to design structured support for this trajectory. Copyright © 2015 Elsevier Inc. All rights reserved.

I follow, therefore I lead: A longitudinal study of leader and follower identity and leadership in the marines.

PubMed

Peters, Kim; Haslam, S Alexander

2018-05-22

It is acknowledged that identity plays an important role in a person's leadership development. To date, however, there has been little consideration of the possibility - suggested by the social identity perspective - that individuals who identify as followers may be especially likely to emerge as leaders. We test this possibility in a longitudinal sample of recruit commandos in the Royal Marines. Recruits rated their identification with leader and follower roles five times over the course of their 32-week training programme. Recruits' leadership and followership were evaluated by their commanders, and their leadership was assessed by their peers. Analysis indicated that while recruits who identified as leaders received higher leadership ratings from their commanders, recruits who identified - and were perceived - as followers emerged as leaders for their peers. These findings suggest that follower and leader identities underpin different aspects of leadership and that these are differentially recognized by others. © 2018 The British Psychological Society.

Recruit--An Ontology Based Information Retrieval System for Clinical Trials Recruitment.

PubMed

Patrão, Diogo F C; Oleynik, Michel; Massicano, Felipe; Morassi Sasso, Ariane

2015-01-01

Clinical trials are studies designed to assess whether a new intervention is better than the current alternatives. However, most of them fail to recruit participants on schedule. It is hard to use Electronic Health Record (EHR) data to find eligible patients, therefore studies rely on manual assessment, which is time consuming, inefficient and requires specialized training. In this work we describe the design and development of an information retrieval system with the objective of finding eligible patients for cancer trials. The Recruit system has been in use at A. C. Camargo Cancer Center since August/2014 and contains data from more than 500,000 patients and 9 databases. It uses ontologies to integrate data from several sources and represent medical knowledge, which helps enhance results. One can search both in structured data and inside free text reports. The preliminary quality assessments shows excellent recall rates. Recruit proved to be an useful tool for researchers and its modular design could be applied to other clinical conditions and hospitals.

38 CFR 21.9505 - Definitions.

Code of Federal Regulations, 2010 CFR

2010-07-01

.... (Authority: 38 U.S.C. 3034(a), 3323(a), 3680(g)) Entry level and skill training means— (1) Basic Combat Training and Advanced Individual Training for members of the Army; (2) Recruit Training (Boot Camp) and Skill Training (“A” School) for members of the Navy; (3) Basic Military Training and Technical Training...

Military Manpower Training Report for FY 1976.

ERIC Educational Resources Information Center

Office of the Assistant Secretary of Defense for Manpower and Reserve Affairs (DOD), Washington, DC.

The document presents anticipated needs and costs for training military personnel in FY 1976, based on national security objectives. Training loads for each of the following categories are presented with supporting tables: (1) recruit training, (2) officer acquisition training, (3) specialized skill training, (4) flight training programs, and (5)…

Balance and agility training does not always decrease lower limb injury risks: a cluster-randomised controlled trial.

PubMed

Goodall, Rodney L; Pope, Rodney P; Coyle, Julia A; Neumayer, Robert

2013-01-01

The objective of this study was to examine the effects on lower limb injury rates of adding structured balance and agility exercises to the 80-day basic training programme of army recruits. A blocked (stratified), cluster-randomised controlled trial was employed, with one intervention group (IG) and one control group (CG), in which 732 male and 47 female army recruits from the Australian Army Recruit Training Centre participated through to analysis. The IG performed specified balance and agility exercises in addition to normal physical training. The incidence of lower limb injury during basic training was used to measure effect. Analysis, which adhered to recommendations for this type of trial, used a weighted paired t-test based on the empirical logistic transform of the crude event rates. The intervention had no statistically significant effect on lower limb injury incidence (RR = 1.25, 95% CI 0.97-1.53, 90% CI 1.04-1.47), on knee and ankle injury incidence (RR = 1.08, 95% CI 0.83-1.38), and on knee and ankle ligament injury incidence (RR = 0.98, 95% CI 0.64-1.47). We conclude that the intervention, implemented in this fashion, is possibly harmful, with our best estimate of effect being a 25% increase in lower limb injury incidence rates. This type of structured balance and agility training added to normal military recruit physical training did not significantly reduce lower limb, knee and ankle, or knee and ankle ligament injury rates. Caution needs to be used when adding elements to training programmes with the aim of reducing injury, as fatigue associated with the addition may actually raise injury risk.

Dental manpower development in the Pacific: case study in the Republic of the Marshall Islands.

PubMed

Tut, Ohnmar K; Langidrik, Justina R; Milgrom, Peter M

2007-03-01

This case study reports the ongoing progress and results of a manpower development program to expand indigenous dental personnel at four levels in the Republic of the Marshall Islands. The program was designed to: 1) increase the number of Marshallese students who successfully complete dentistry training; 2) recruit and train a group of Marshallese high school graduates in dental assisting for service in new preventive outreach programs within the community; 3) enhance the dental training of health assistants providing primary medical care to outer islands away from the main population centers of Majuro and Ebeye; and 4) provide in-service training on tooth decay prevention for Head Start teachers. The program resulted in the training of one Marshallese dentist and two Marshallese dental therapist, 16 primary care health aides who received oral health training for work in the outer island dispensaries, and 200 Head Start and kindergarten teachers who completed in-service training in oral health. Additional expertise was shared with other United States Affiliated Pacific Islands (USAPI) to enhance the dental workforce throughout the Pacific.

Motor unit recruitment and bursts of activity in the surface electromyogram during a sustained contraction.

PubMed

Riley, Zachary A; Terry, Mary E; Mendez-Villanueva, Alberto; Litsey, Jane C; Enoka, Roger M

2008-06-01

Bursts of activity in the surface electromyogram (EMG) during a sustained contraction have been interpreted as corresponding to the transient recruitment of motor units, but this association has never been confirmed. The current study compared the timing of trains of action potentials discharged by single motor units during a sustained contraction with the bursts of activity detected in the surface EMG signal. The 20 motor units from 6 subjects [recruitment threshold, 35.3 +/- 11.3% maximal voluntary contraction (MVC) force] that were detected with fine wire electrodes discharged 2-9 trains of action potentials (7.2 +/- 5.6 s in duration) when recruited during a contraction that was sustained at a force below its recruitment threshold (target force, 25.4 +/- 10.6% MVC force). High-pass filtering the bipolar surface EMG signal improved its correlation with the single motor unit signal. An algorithm applied to the surface EMG was able to detect 75% of the trains of motor unit action potentials. The results indicate that bursts of activity in the surface EMG during a constant-force contraction correspond to the transient recruitment of higher-threshold motor units in healthy individuals, and these results could assist in the diagnosis and design of treatment in individuals who demonstrate deficits in motor unit activation.

Characterizing Community Health Workers on Research Teams: Results From the Centers for Population Health and Health Disparities

PubMed Central

Thompson, Beti; Krok-Schoen, Jessica L.; Weier, Rory C.; Martin, Molly; Bone, Lee; McCarthy, William J.; Noel, Sabrina E.; Garcia, Beverly; Calderón, Nancy E.; Paskett, Electra D.

2016-01-01

Objectives. To quantify the characteristics of community health workers (CHWs) involved in community intervention research and, in particular, to characterize their job titles, roles, and responsibilities; recruitment and compensation; and training and supervision. Methods. We developed and administered a structured questionnaire consisting of 25 closed- and open-ended questions to staff on National Institutes of Health–funded Centers for Population Health and Health Disparities projects between March and April 2014. We report frequency distributions for CHW roles, sought-after skills, education requirements, benefits and incentives offered, and supervision and training activities. Results. A total of 54 individuals worked as CHWs across the 18 research projects and held a diverse range of job titles. The CHWs commonly collaborated on research project implementation, provided education and support to study participants, and collected data. Training was offered across projects to bolster CHW capacity to assist in intervention and research activities. Conclusions. Our experience suggests national benefit in supporting greater efforts to recruit, retain, and support the work of CHWs in community-engagement research. PMID:26794157

The Role of Social Support in First-Term Sailors’ Attrition from Recruit Training

DTIC Science & Technology

2008-04-01

organizational outcomes (Glass & Estes, 1997), burnout (Davis-Sacks, Jayaratne, & Chess, 1985; Lee & Ashforth, 1996; Leiter, 1993; Schaufeli , 1990...stress theory applied to burnout. In Schaufeli , W.B., Maslach, C., & Market, T. (Eds.), Professional burnout: Recent developments in theory and...Considerations of models. In Schaufeli , W.B., Maslach, C., & Market, T. (Eds.), Professional burnout: Recent developments in theory and research (pp. 237

Atypical Learning in Autism Spectrum Disorders: A Functional Magnetic Resonance Imaging Study of Transitive Inference.

PubMed

Solomon, Marjorie; Ragland, J Daniel; Niendam, Tara A; Lesh, Tyler A; Beck, Jonathan S; Matter, John C; Frank, Michael J; Carter, Cameron S

2015-11-01

To investigate the neural mechanisms underlying impairments in generalizing learning shown by adolescents with autism spectrum disorder (ASD). A total of 21 high-functioning individuals with ASD aged 12 to 18 years, and 23 gender-, IQ-, and age-matched adolescents with typical development (TYP), completed a transitive inference (TI) task implemented using rapid event-related functional magnetic resonance imaging (fMRI). Participants were trained on overlapping pairs in a stimulus hierarchy of colored ovals where A>B>C>D>E>F and then tested on generalizing this training to new stimulus pairings (AF, BD, BE) in a "Big Game." Whole-brain univariate, region of interest, and functional connectivity analyses were used. During training, the TYP group exhibited increased recruitment of the prefrontal cortex (PFC), whereas the group with ASD showed greater functional connectivity between the PFC and the anterior cingulate cortex (ACC). Both groups recruited the hippocampus and caudate comparably; however, functional connectivity between these regions was positively associated with TI performance for only the group with ASD. During the Big Game, the TYP group showed greater recruitment of the PFC, parietal cortex, and the ACC. Recruitment of these regions increased with age in the group with ASD. During TI, TYP individuals recruited cognitive control-related brain regions implicated in mature problem solving/reasoning including the PFC, parietal cortex, and ACC, whereas the group with ASD showed functional connectivity of the hippocampus and the caudate that was associated with task performance. Failure to reliably engage cognitive control-related brain regions may produce less integrated flexible learning in individuals with ASD unless they are provided with task support that, in essence, provides them with cognitive control; however, this pattern may normalize with age. Copyright © 2015 American Academy of Child and Adolescent Psychiatry. Published by Elsevier Inc. All rights reserved.

The impact of dialogic book-sharing training on infant language and attention: a randomized controlled trial in a deprived South African community.

PubMed

Vally, Zahir; Murray, Lynne; Tomlinson, Mark; Cooper, Peter J

2015-08-01

Dialogic book-sharing is an interactive form of shared reading. It has been shown in high income countries (HICs) to be of significant benefit to child cognitive development. Evidence for such benefit in low and middle income countries (LMICs) is scarce, although a feasibility study of our own produced encouraging findings. Accordingly, we aimed to establish the impact on child language and attention of providing training in dialogic booksharing to carers of infants in an impoverished South African community. We conducted a randomized controlled trial in Khayelitsha, an informal settlement in South Africa. Mothers of infants aged between 14 and 16 months were recruited and randomized to either 8 weeks of manualized training in dialogic book-sharing or a no-intervention control group. Independent assessments were made of infant language and attention at baseline and following training. The trial was registered (ISRCTN39953901). Ninety one carer-infant dyads were recruited and randomized to the intervention group (n = 49) or the control group (n = 42), 82 (90%) of whom were available for follow-up assessments. On a standardized carer report of infant vocabulary, compared to those in the control group, carers who received the intervention reported a significantly greater increase in the number of words understood by their infants as well as a larger increase in the number of words that their infant understood and could vocalize. Intervention group children also showed substantially greater gains on a measure of sustained attention. In line with evidence from HICs, a dialogic book-sharing programme delivered to an impoverished South African sample was shown to be of considerable benefit to the development of child language and focussed attention. The training programme, which is simple and inexpensive to deliver, has the potential to benefit child cognitive development in LMIC contexts where such development is commonly compromised. © 2014 Association for Child and Adolescent Mental Health.

The impact of dialogic book-sharing training on infant language and attention: a randomized controlled trial in a deprived South African community

PubMed Central

Vally, Zahir; Murray, Lynne; Tomlinson, Mark; Cooper, Peter J.

2015-01-01

Background Dialogic book-sharing is an interactive form of shared reading. It has been shown in high income countries (HICs) to be of significant benefit to child cognitive development. Evidence for such benefit in low and middle income countries (LMICs) is scarce, although a feasibility study of our own produced encouraging findings. Accordingly, we aimed to establish the impact on child language and attention of providing training in dialogic booksharing to carers of infants in an impoverished South African community. Methods We conducted a randomized controlled trial in Khayelitsha, an informal settlement in South Africa. Mothers of infants aged between 14 and 16 months were recruited and randomized to either eight weeks of manualized training in dialogic book-sharing or a no-intervention control group. Independent assessments were made of infant language and attention at baseline and following training. The trial was registered (ISRCTN39953901). Results Ninety one carer-infant dyads were recruited and randomized to the intervention group (n = 49) or the control group (n = 42), 82 (90%) of whom were available for follow-up assessments. On a standardized carer report of infant vocabulary, compared to those in the control group, carers who received the intervention reported a significantly greater increase in the number of words understood by their infants as well as a larger increase in the number of words that their infant understood and could vocalize. Intervention group children also showed substantially greater gains on a measure of sustained attention. Conclusions In line with evidence from HICs, a dialogic book-sharing programme delivered to an impoverished South African sample was shown to be of considerable benefit to the development of child language and focussed attention. The training programme, which is simple and inexpensive to deliver, has the potential to benefit child cognitive development in LMIC contexts where such development is commonly compromised. PMID:25399699

They Are Old Enough to Carry Guns, Should We Teach Them Like Children? The Application of Adult Learning Strategies in Police Training

ERIC Educational Resources Information Center

McCay, Donald Alan

2011-01-01

For some time scholars have been advocating the application of adult learning techniques such as andragogy to police recruit training. This study attempted to further that discussion by determining how police recruits make meaning while attending the police academy. Through observations, interviews, and reflective journaling, data were collected.…

Recruiting and training labor for woods work

Treesearch

Fred C. Simmons

1949-01-01

This is the second in a series of papers about the supervisory part of the logging job. It deals with recruiting and training men for logging; it stresses the need for safety. The previous paper in the series (Station Paper 18) dealt with choosing methods and equipment; other papers planned will be about job lay-out, purchase of timber, and marketing timber products....

A Longitudinal Emergency Medical Services Track in Emergency Medicine Residency.

PubMed

Adams, Daniel; Bischof, Jason; Larrimore, Ashley; Krebs, William; King, Andrew

2017-03-30

Emergency medicine residency programs offer Emergency Medical Services (EMS) curricula to address Accreditation Council for Graduate Medical Education (ACGME) milestones. While some programs offer advanced clinical tracks in EMS, no standard curriculum exists. We sought to establish a well-defined EMS curriculum to allow interested residents to develop advanced clinical skills and scholarship within this subspecialty. Core EMS fellowship trained faculty were recruited to help develop the curriculum. Building on ACGME graduation requirements and milestones, important elements of EMS fellowship training were incorporated into the curriculum to develop the final document. The final curriculum focuses on scholarly activities relating to the four core areas of EMS identified by The American Board of Emergency Medicine and serves as an intermediary between ACGME graduation requirements for education in EMS and fellowship level training. Standardization of the EMS scholarly track can provide residents with the potential to obtain competency beyond ACGME requirements and prepare them for success in fellowship training and/or leadership within EMS on graduation.

A Longitudinal Emergency Medical Services Track in Emergency Medicine Residency

PubMed Central

Bischof, Jason; Larrimore, Ashley; Krebs, William; King, Andrew

2017-01-01

Emergency medicine residency programs offer Emergency Medical Services (EMS) curricula to address Accreditation Council for Graduate Medical Education (ACGME) milestones. While some programs offer advanced clinical tracks in EMS, no standard curriculum exists. We sought to establish a well-defined EMS curriculum to allow interested residents to develop advanced clinical skills and scholarship within this subspecialty. Core EMS fellowship trained faculty were recruited to help develop the curriculum. Building on ACGME graduation requirements and milestones, important elements of EMS fellowship training were incorporated into the curriculum to develop the final document. The final curriculum focuses on scholarly activities relating to the four core areas of EMS identified by The American Board of Emergency Medicine and serves as an intermediary between ACGME graduation requirements for education in EMS and fellowship level training. Standardization of the EMS scholarly track can provide residents with the potential to obtain competency beyond ACGME requirements and prepare them for success in fellowship training and/or leadership within EMS on graduation. PMID:28465874

STEAM: Using the Arts to Train Well-Rounded and Creative Scientists

PubMed Central

Segarra, Verónica A.; Natalizio, Barbara; Falkenberg, Cibele V.; Pulford, Stephanie; Holmes, Raquell M.

2018-01-01

While the demand for a strong STEM workforce continues to grow, there are challenges that threaten our ability to recruit, train, and retain such a workforce in a way that is effective and sustainable and fosters innovation. One way in which we are meeting this challenge is through the use of the arts in the training of scientists. In this Perspectives article, we review the use of the arts in science education and its benefits in both K–12 and postsecondary education. We also review the use of STEAM (science, technology, engineering, arts, and mathematics) programs in science outreach and the development of professional scientists. PMID:29904562

Online self-administered training for post-traumatic stress disorder treatment providers: design and methods for a randomized, prospective intervention study

PubMed Central

2012-01-01

This paper presents the rationale and methods for a randomized controlled evaluation of web-based training in motivational interviewing, goal setting, and behavioral task assignment. Web-based training may be a practical and cost-effective way to address the need for large-scale mental health training in evidence-based practice; however, there is a dearth of well-controlled outcome studies of these approaches. For the current trial, 168 mental health providers treating post-traumatic stress disorder (PTSD) were assigned to web-based training plus supervision, web-based training, or training-as-usual (control). A novel standardized patient (SP) assessment was developed and implemented for objective measurement of changes in clinical skills, while on-line self-report measures were used for assessing changes in knowledge, perceived self-efficacy, and practice related to cognitive behavioral therapy (CBT) techniques. Eligible participants were all actively involved in mental health treatment of veterans with PTSD. Study methodology illustrates ways of developing training content, recruiting participants, and assessing knowledge, perceived self-efficacy, and competency-based outcomes, and demonstrates the feasibility of conducting prospective studies of training efficacy or effectiveness in large healthcare systems. PMID:22583520

Preparing pharmacists to deliver a targeted service in hypertension management: evaluation of an interprofessional training program.

PubMed

Bajorek, Beata V; Lemay, Kate S; Magin, Parker J; Roberts, Christopher; Krass, Ines; Armour, Carol L

2015-09-28

Non-adherence to medicines by patients and suboptimal prescribing by clinicians underpin poor blood pressure (BP) control in hypertension. In this study, a training program was designed to enable community pharmacists to deliver a service in hypertension management targeting therapeutic adjustments and medication adherence. A comprehensive evaluation of the training program was undertaken. Tailored training comprising a self-directed pre-work manual, practical workshop (using real patients), and practice scenarios, was developed and delivered by an inter-professional team (pharmacists, GPs). Supported by practical and written assessment, the training focused on the principles of BP management, BP measurement skills, and adherence strategies. Pharmacists' experience of the training (expectations, content, format, relevance) was evaluated quantitatively and qualitatively. Immediate feedback was obtained via a questionnaire comprising Likert scales (1 = "very well" to 7 = "poor") and open-ended questions. Further in-depth qualitative evaluation was undertaken via semi-structured interviews several months post-training (and post service implementation). Seventeen pharmacists were recruited, trained and assessed as competent. All were highly satisfied with the training; other than the 'amount of information provided' (median score = 5, "just right"), all aspects of training attained the most positive score of '1'. Pharmacists most valued the integrated team-based approach, GP involvement, and inclusion of real patients, as well as the pre-reading manual, BP measurement workshop, and case studies (simulation). Post-implementation the interviews highlighted that comprehensive training increased pharmacists' confidence in providing the service, however, training of other pharmacy staff and patient recruitment strategies were highlighted as a need in future. Structured, multi-modal training involving simulated and inter-professional learning is effective in preparing selected community pharmacists for the implementation of new services in the context of hypertension management. This training could be further enhanced to prepare pharmacists for the challenges encountered in implementing and evaluating services in practice.

Development of the Competency Assessment Tool-Mental Health, an instrument to assess core competencies for mental health care workers.

PubMed

Clasen, Carla; Meyer, Cheryl; Brun, Carl; Mase, William; Cauley, Kate

2003-01-01

As the focus on accountability in health care increases, there has been a corresponding emphasis on establishing core competencies for health care workers. This article discusses the development of an instrument to establish core competencies for workers in inpatient mental health settings. Twenty-six competencies were identified and rated by mental health care personnel on two subscales: the importance of the competency and how much behavioral health care workers could benefit from training on the competency. The reliability of the scale and its contributions to the training, retention and recruitment of direct care workers for behavioral health are discussed.

Strategies and ethical considerations for the recruitment of young men who have sex with men: challenges of a vaccination trial in Mexico.

PubMed

Gutiérrez-Luna, Arturo; Angeles-Llerenas, Angelica; Wirtz, Veronika J; Del Río, Asunción Alvarez; Zamilpa-Mejía, Laura; Aranda-Flores, Carlos; Viramontes, Jose Luis; Lazcano-Ponce, Eduardo

2009-08-01

The importance of recruiting and retaining study participants from minority groups is well recognized; however, there are no established rules for recruitment as its success depends on the setting and population. To describe and analyze recruitment strategies, ethical considerations, and recruitment outcomes from a study to evaluate the efficacy the Human Papilloma Virus vaccine in young men who have sex with men (MSM). The recruitment settings were university and community sites in the state of Morelos, Mexico. Eligibility requirement were men between 18 and 23 years old, who were free of anal-genital lesions as confirmed by clinical exploration, HIV negative, with no history of sexual relations with female partners and with fewer than five male lifetime sexual partners. Recruitment goals were 25 study participants in a four and a half month period. In addition to traditional recruitment strategies (flyers and media advertising, specific training of the recruitment team and adequate choice of recruitment sites)-engagement of local leaders in the MSM community formed a crucial part of the strategy. Special consideration was given to confidentiality and respect for study participants and a Bill of Participant Rights was developed as an explicit commitment to respect and acceptance. In total 723 MSM were initially contacted, 243 filled out the recruitment questionnaire, of which 151 met the criteria to be invited to the clinical examination. After clinical examination and interviews with the recruitment team, 131 fulfilled the inclusion criteria, of whom 73 were enrolled in the study - nearly triple the recruitment goal. Among the initial recruitment strategies (application of the screening questionnaire) attending meetings with MSM activist organizations was the most successful (326), followed by recruitment at bars and dance clubs (107). The recruitment strategies should be formally evaluated for their effectiveness to identify those which are most successful. In addition, future studies should consider the evaluation of study participants' perceptions of the recruitment strategies. Recruiting MSM in a developing country such as Mexico presented multiple challenges. We recommend that future studies actively engage the local MSM community and pay special attention to designing recruitment strategies that guarantee the confidentiality of and respect for participants.

Selecting forensic pathology as a career: a survey of the past with an eye on the future.

PubMed

Hanzlick, Randy; Prahlow, Joseph A; Denton, Scott; Jentzen, Jeffrey; Quinton, Reade; Sathyavagiswaran, Lakshmanan; Utley, Suzanne

2008-06-01

Each year there are about 30 to 40 physicians who train and become board-certified in the specialty area of forensic pathology, compared with hundreds or thousands in other disciplines. There are not enough board-certified forensic pathologists to cover national need. The National Association of Medical Examiners' (NAME) Forensic Pathology Training Committee conducted a survey of its members to determine which factors influenced them to select forensic pathology as a career, and to offer suggestions about possible recruitment methods in the future. Two of the authors developed a 13-question survey form that included questions designed to determine the demographics of the responders, education level at which interest emerged, influential factors in the selection of forensic pathology, exposure to the subject matter of forensic pathology in medical school and residency, opinions about the best educational level for recruitment targeting, and faculty reactions to selection of forensic pathology as a career choice. Comments and suggestions were also solicited. The survey was sent by email to the 552 physician NAME members who have email addresses on file at the NAME Home Office. One hundred sixty-one surveys were returned for a response rate of 29%. Most responders were full-time, board-certified forensic pathologists who had been practicing for an average of 18 years. The most influential factors in developing interest were exposure to forensic pathology in residency training and the influence of a professor or mentor. Medical school was the favored education level to target recruitment. Less than half had a forensic pathologist as an autopsy instructor in anatomic pathology residency. The number of responders who were encouraged by faculty to pursue forensic pathology was about the same as the number who were either discouraged or who perceived no particular positive or negative reinforcement. The typical scenario for forensic pathology exposure during anatomic pathology residency was a 4-week rotation at an off-site location from the medical school or hospital, with a mentor that had an adjunct, assistant, associate, or clinical faculty appointment. If the past predicts the future, it will be important to ensure that pathology residents have a planned and positive exposure to forensic pathology and that forensic pathologist mentors are available to training programs. There are a variety of other methods that might be used for recruitment which include more emphasis on medical students, a more academic approach, and affiliation, emphasizing the scientific nature of the work, integrating forensic pathology more into the ongoing medical school curriculum, improving the anatomic pathology residency autopsy experience, and avoiding possible turnoffs that can be caused by presentation of sensational or unpleasant cases that are not representative of routine daily work. Improved remuneration and building esteem by peers were also cited as critical factors, as was recruitment of more physicians into pathology in general. The Committee intends to develop a plan for recruitment and retention in the field of forensic pathology. Based on the survey data, this will require a conjoined effort with the American Association of Medical Colleges, the Accreditation Council on Graduate Medical Education, the Association of Pathology Chairman, and other entities to enable a planned and multifaceted approach to recruitment and retention in the field.

Dietary intake and stress fractures among elite male combat recruits.

PubMed

Moran, Daniel S; Heled, Yuval; Arbel, Yael; Israeli, Eran; Finestone, Aharon S; Evans, Rachel K; Yanovich, Ran

2012-03-13

Appropriate and sufficient dietary intake is one of the main requirements for maintaining fitness and health. Inadequate energy intake may have a negative impact on physical performance which may result in injuries among physically active populations. The purpose of this research was to evaluate a possible relationship between dietary intake and stress fracture occurrence among combat recruits during basic training (BT). Data was collected from 74 combat recruits (18.2 ± 0.6 yrs) in the Israeli Defense Forces. Data analyses included changes in anthropometric measures, dietary intake, blood iron and calcium levels. Measurements were taken on entry to 4-month BT and at the end of BT. The occurrence of stress reaction injury was followed prospectively during the entire 6-month training period. Twelve recruits were diagnosed with stress fracture in the tibia or femur (SF group). Sixty two recruits completed BT without stress fractures (NSF). Calcium and vitamin D intakes reported on induction day were lower in the SF group compared to the NSF group-38.9% for calcium (589 ± 92 and 964 ± 373 mg·d-1, respectively, p < 0.001), and-25.1% for vitamin D (117.9 ± 34.3 and 157.4 ± 93.3 IU·d-1, respectively, p < 0.001). During BT calcium and vitamin D intake continued to be at the same low values for the SF group but decreased for the NSF group and no significant differences were found between these two groups. The development of stress fractures in young recruits during combat BT was associated with dietary deficiency before induction and during BT of mainly vitamin D and calcium. For the purpose of intervention, the fact that the main deficiency is before induction will need special consideration.

Assessing physical and cognitive function of older adults in continuing care retirement communities: who are we recruiting?

PubMed

Wrights, Abbie P; Fain, Christie W; Miller, Michael E; Rejeski, W Jack; Williamson, Jeff D; Marsh, Anthony P

2015-01-01

In partnership with six Continuing Care Retirement Communities (CCRCs), the current study focused on the feasibility of recruiting a representative sample of residents and then assessing their functional health. With our guidance, each of the six CCRCs recruited a volunteer (V-Group) and random (R-Group) sample of independent living residents. We provided face-to-face training and ongoing remote electronic support to the CCRC staff on the testing battery and the Web-based data entry system. The testing battery was consisted of demographic, physical function, and psychosocial assessments. After training, CCRC staff were receptive to the study goals and successfully used the data entry Website. In the V-Group (N=189), 76% were already participating in CCRC wellness programs. We attempted to recruit a random, unbiased (R-Group) sample of 20% (n=105) of eligible residents; however, only 30 consented to be tested and 70% of this group (21/30) were also already participating in a wellness program. Mean age of all participants was 82.9 years. The V-Group had a higher Short Physical Performance Battery (SPPB) total score (least squares mean [SE], 9.4 [0.2] vs 8.2 [0.4], p=0.014) and SPPB gait speed component score (3.5 [0.1] vs 3.0 [0.2], p=0.007) and spent more time doing moderate-to-vigorous physical activity (300 [21] vs 163 [49] min/week, p=0.013) compared to the R-Group. While it is feasible to recruit, assess and transmit data on residents' functional health in partnership with CCRCs, population validity was severely compromised. Attention needs to be given to the development of more effective methods to recruit less interested residents. Copyright © 2014 Elsevier Inc. All rights reserved.

78 FR 1256 - Guam Military Base Realignment Contractor Recruitment Standards

Federal Register 2010, 2011, 2012, 2013, 2014

2013-01-08

... Contractor Recruitment Standards AGENCY: Employment and Training Administration, Labor. ACTION: Final notice... issuing this notice to announce recruitment standards that construction contractors are required to follow... B) by adding a new subsection (6). This provision prohibits contractors engaged in construction...

77 FR 3503 - Guam Military Base Realignment Contractor Recruitment Standards

Federal Register 2010, 2011, 2012, 2013, 2014

2012-01-24

... Contractor Recruitment Standards AGENCY: Employment and Training Administration, Labor. ACTION: Notice... issuing this notice to announce the recruitment standards that construction contractors are required to... contractors engaged in construction projects related to the realignment of U.S. military forces from Okinawa...

Training volume and body composition as risk factors for developing jumper's knee among young elite volleyball players.

PubMed

Visnes, H; Bahr, R

2013-10-01

Training volume and body composition have been suggested as risk factors for jumper's knee among athletic youth, but research is lacking. The aim of this 4-year prospective cohort study was to examine the relationship between training and competition load, body composition, and risk for developing jumper's knee. Participants are elite volleyball players, aged 16-18 years. Training and competition load was recorded continuously and body composition semiannually. Jumper's knee was diagnosed on a standardized clinical examination. We recruited 141 healthy students (69 males and 72 females), and 28 developed jumper's knee (22 boys and six girls). In a multivariate analyses, boys had three to four times higher risk compared with girls. Volleyball training had an odds ratio (OR) 1.72 (1.18-2.53) for every extra hour trained, and match exposure was the strongest sports-related predictor for developing jumper's knee with an OR of 3.88 (1.80-8.40) for every extra set played per week. We did not detect any significant differences between the groups in body composition at the time of inclusion or in the change of body composition during the study period. Conclusion, male gender, a high volume of volleyball training and match exposure were risk factors for developing jumper's knee. © 2012 John Wiley & Sons A/S. Published by John Wiley & Sons Ltd.

Strategic Directions for Careers Services in Higher Education. NICEC Project Report.

ERIC Educational Resources Information Center

Watts, A. G.

Higher education career services are more strongly developed in the United Kingdom than in other European countries. Increasing numbers of students and pressures on university budgets and recent major transformations in the structures of work and career (including reduced recruitment into graduate training programs in large companies and erosion…

Ethnicity and Bicultural Considerations in Psychology: Meeting the Needs of Ethnic Minorities.

ERIC Educational Resources Information Center

Taylor, Dalmas A.; Henry, J. Marilyn

This paper summarizes the history, philosophy, and recruitment methodology of the American Psychological Association (APA) Minority Fellowship Program. The aim of the program is participation by ethnic minorities in the development of psychology, both as a practicing art and as a science. The APA received a training grant to provide fellowship…

Preparing Teachers for Rural Appointments: Lessons from Australia

ERIC Educational Resources Information Center

Lock, Graeme

2008-01-01

Education authorities continue to experience difficulty in recruiting and retaining teachers in rural and remote schools. In Western Australia (WA), a state noted for its vastness and number of schools located in rural and remote settings, a scheme developed by the Western Australian Department of Education and Training (DET) and the WA Chamber of…

Women in Education for Apprenticeship and Non-Traditional Employment. Final Performance Report.

ERIC Educational Resources Information Center

Portland Community Coll., OR.

This report describes a partnership between Portland Community College (Oregon), private industry, and public agencies to develop and implement a comprehensive program to recruit, train, and place women in apprenticeship and other nontraditional employment in the building trades. The Building Futures in Industry and Trades (B-FIT) program's final…

Wayne Township Public Library, Final Performance Report for Library Services and Construction Act (LSCA) Title VI, Library Literacy Program.

ERIC Educational Resources Information Center

Smyth, Carol B.; Grannell, Dorothy S.; Moore, Miriam

The Literacy Resource Center project, a program of the Wayne Township Public Library also known as the Morrisson-Reeves Library (Richmond, Indiana), involved recruitment, retention, coalition building, public awareness, training, basic literacy, collection development, tutoring, computer-assisted, other technology, employment oriented,…

Jackson District Library, Final Performance Report for Library Services and Construction Act (LSCA) Title VI, Library Literacy Program.

ERIC Educational Resources Information Center

Rosynek, Joy

This final performance report provides project outcome information and data to the U.S. Department of Education for the federally-funded Library Literacy Program. The Jackson District Library (Michigan) conducted a project that involved recruitment, retention, public awareness, training, basic literacy, collection development, tutoring, employment…

Mesa County Public Library District, Final Performance Report for Library Services and Construction Act (LSCA) Title VI, Library Literacy Program.

ERIC Educational Resources Information Center

LaDuke, Caryl

The Adult Reading Program, a project of the Mesa County Public Library District (Grand Junction, Colorado), involved recruitment, retention, coalition building, public awareness, training, rural oriented, basic literacy, collection development, tutoring, employment oriented, intergenerational/family, and English as a Second Language (ESL)…

Core Leadership: Teacher Leaders and Common Core Implementation in Tennessee

ERIC Educational Resources Information Center

Aspen Institute, 2014

2014-01-01

In the summer of 2012, thousands of teachers across the United States attended several days of professional development workshops. The workshops, which focused on the Common Core State Standards, were part of a Tennessee Department of Education initiative in teacher leadership. The department recruited and trained 200 highly-effective teachers to…

Ordering Chaos: Eva Miller--Multnomah County Library, Portland, OR

ERIC Educational Resources Information Center

Library Journal, 2004

2004-01-01

Eva Miller has a knack for creating order out of disorder. She single-handedly brought Oregon's virtual reference service, Answerland, live in just under 90 days, says Rivkah Sass, now director of the Omaha Public Library. Miller created its web site, designed the graphics, developed marketing materials, and recruited and trained librarians--all…

The Cafeteria Workers' Skills Enhancement Training Program. Performance Report.

ERIC Educational Resources Information Center

Burt, Miriam

A program was conducted by the Food and Beverage Workers Union in Washington, D.C., to provide workplace literacy classes for food service workers in the city's government agencies, universities, and museums. A curriculum for workplace literacy skills was developed, sites were selected, and students were recruited. From a target audience of…

Columbia County Public Library, Final Performance Report for Library Services and Construction Act (LSCA) Title VI, Library Literacy Program.

ERIC Educational Resources Information Center

Cole, Lucy; Fraser, Ruth

The Columbia County Public Library (Lake City, Florida) conducted a project that involved recruitment, retention, public awareness, training, basic literacy, collection development, tutoring, computer- assisted, other technology, intergenerational/family, and English as a Second Language (ESL) programs. The project served a community of…

Unraveling Appalachia's Rural Economy: The Case of a Flexible Manufacturing Network.

ERIC Educational Resources Information Center

Oberhauser, Ann M.; Pratt, Amy; Turnage, Anne-Marie

2001-01-01

The growing importance of multiple-income strategies in the changing rural Appalachian economy is discussed via a case study of a network of female home-based machine-knitters. Social networks are an important part of the knitters' recruitment and training process, promote leadership development, and help overcome some of women's economic…

Analysis of the Skills Used in Public Broadcasting's Key Jobs with Recommended Uses by Public Broadcasting Organizations.

ERIC Educational Resources Information Center

Olian, Judy; Schneier, Craig E.

Designed to provide a listing of knowledge, skills, and abilities (collectively known as KSAs) that could be used by public broadcasting stations for recruitment, selection, promotion, evaluation, training, and staff career development, this document addresses three key broadcasting personnel areas. These areas are programming/production,…

State Policies on Human Capital Resource Management: Illinois. Human Capital Resource Management Technical Brief

ERIC Educational Resources Information Center

Meyers, Coby; Bhatt, Monica; Wraight, Sara; Behrstock, Ellen; Cushing, Ellen

2010-01-01

Training, recruiting, developing, and supporting talented and effective educators throughout their careers is known as human capital resource management (HCRM) in education. HCRM has been identified in recent literature as one of the ways in which districts and states may increase school effectiveness and improve student learning (Heneman &…

State Policies on Human Capital Resource Management: Michigan. Human Capital Resource Management Technical Brief

ERIC Educational Resources Information Center

Meyer, Cassandra; Bhatt, Monica; Wraight, Sara; Behrstock, Ellen; Cushing, Ellen

2010-01-01

Training, recruiting, developing, and supporting talented and effective educators throughout their careers is known as human capital resource management (HCRM) in education. HCRM has been identified in recent literature as one of the ways in which districts and states may increase school effectiveness and improve student learning (Heneman &…

State Policies on Human Capital Resource Management: Wisconsin. Human Capital Resource Management Technical Brief

ERIC Educational Resources Information Center

Cushing, Ellen; Bhatt, Monica; Wraight, Sara; Behrstock, Ellen; Meyer, Cassandra

2010-01-01

Training, recruiting, developing, and supporting talented and effective educators throughout their careers is known as human capital resource management (HCRM) in education. HCRM has been identified in recent literature as one of the ways in which districts and states may increase school effectiveness and improve student learning (Heneman &…

State Policies on Human Capital Resource Management: Minnesota. Human Capital Resource Management Technical Brief

ERIC Educational Resources Information Center

Bhatt, Monica; Behrstock, Ellen; Cushing, Ellen; Wraight, Sara

2010-01-01

Training, recruiting, developing, and supporting talented and effective educators throughout their careers is known as human capital resource management (HCRM) in education. HCRM has been identified in recent literature as one of the ways in which districts and states may increase school effectiveness and improve student learning (Heneman &…

State Policies on Human Capital Resource Management: Iowa. Human Capital Resource Management Technical Brief

ERIC Educational Resources Information Center

Behrstock, Ellen; Bhatt, Monica; Cushing, Ellen; Wraight, Sara

2010-01-01

Training, recruiting, developing, and supporting talented and effective educators throughout their careers is known as human capital resource management (HCRM) in education. HCRM has been identified in recent literature as one of the ways in which districts and states may increase school effectiveness and improve student learning (Heneman &…

State Policies on Human Capital Resource Management: Indiana. Human Capital Resource Management Technical Brief

ERIC Educational Resources Information Center

Meyer, Cassandra; Bhatt, Monica; Wraight, Sara; Behrstock, Ellen; Cushing, Ellen

2010-01-01

Training, recruiting, developing, and supporting talented and effective educators throughout their careers is known as human capital resource management (HCRM) in education. HCRM has been identified in recent literature as one of the ways in which districts and states may increase school effectiveness and improve student learning (Heneman &…

State Policies on Human Capital Resource Management: Ohio. Human Capital Resource Management Technical Brief

ERIC Educational Resources Information Center

Bhatt, Monica; Wraight, Sara; Behrstock, Ellen; Cushing, Ellen

2010-01-01

Training, recruiting, developing, and supporting talented and effective educators throughout their careers is known as human capital resource management (HCRM) in education. HCRM has been identified in recent literature as one of the ways in which districts and states may increase school effectiveness and improve student learning (Heneman &…

Rural Idaho Family Physicians' Scope of Practice

ERIC Educational Resources Information Center

Baker, Ed; Schmitz, David; Epperly, Ted; Nukui, Ayaka; Miller, Carissa Moffat

2010-01-01

Context: Scope of practice is an important factor in both training and recruiting rural family physicians. Purpose: To assess rural Idaho family physicians' scope of practice and to examine variations in scope of practice across variables such as gender, age and employment status. Methods: A survey instrument was developed based on a literature…

Improving Teacher Quality: Lessons from America's "No Child Left Behind"

ERIC Educational Resources Information Center

Smith, Emma; Gorard, Stephen

2007-01-01

How developed countries train, recruit and retain their schoolteachers is an area of considerable interest in education today. In this paper we consider how the US is addressing the issue of teacher quality by holding schools and school districts accountable for ensuring that all teachers of core subjects are "highly qualified" by the…

Selecting Top-of-the-Class Teachers for an Alternative Principal Preparation Program

ERIC Educational Resources Information Center

Mallory, Barbara J.; Zwadyk, Barbara; Johnson, Tina; Davis, James V.

2017-01-01

In an attempt to improve training and development of principals, the General Assembly in North Carolina established a competitive grant program to transform the way principals are certified. This qualitative study aimed to inform principal preparation practices by examining the initial, critical steps of recruitment, screening, and selection of…

The association of smoking and the cost of military training

PubMed Central

Klesges, R.; Haddock, C; Chang, C.; Talcott, G; Lando, H.

2001-01-01

OBJECTIVE—To determine if premature discharge from the US Air Force was associated with the smoking status of recruits.
DESIGN AND SETTING—A total of 29 044 US Air Force personnel recruited from August 1995 to August 1996 were administered baseline behavioural risk assessment surveys during basic military training. They were tracked over a 12 month period to determine those who were prematurely discharged.
MAIN OUTCOME MEASURES—Excess training costs as a result of premature discharge.
RESULTS— In this 12 month period, 14.0% of those entering the US Air Force were discharged at a one year follow up. In both univariate and multivariate models, the best single predictor of early discharge was smoking status. Overall, 11.8% of non-smokers versus 19.4% of smokers were prematurely discharged (relative risk 1.795).
CONCLUSIONS—Using US Department of Defense data on the cost of military training, recruits who smoke in the US Air Force are associated with $18 million per year in excess training costs. Applied to all service branches, smoking status, which represents a constellation of underlying behaviours and attitudes that can contribute to early discharge, is associated with over $130 million per year in excess training costs.


Keywords: military; smoking ban; training costs PMID:11226360

10 CFR 4.13 - Employment practices.

Code of Federal Regulations, 2010 CFR

2010-01-01

... its employment practices under such program (including recruitment or recruitment advertising... commencement or continuation of their education or training, or (2) to provide work experience which...

Training of Personnel to Work with Young Children in India.

ERIC Educational Resources Information Center

Kahalakdina, M.

1984-01-01

Describes recruitment procedures for child care workers in India. Includes a description of training programs, training needs and approaches, and curriculum and training procedures. Monitoring and evaluation of child welfare programs are discussed. Appendices include descriptions of and norms for training programs. (AS)

Palliative care volunteerism across the healthcare system: A survey study.

PubMed

Vanderstichelen, Steven; Houttekier, Dirk; Cohen, Joachim; Van Wesemael, Yanna; Deliens, Luc; Chambaere, Kenneth

2018-05-01

Volunteers fulfil several roles in supporting terminally ill people and their relatives and can positively influence quality of care. Healthcare in many countries faces resource constraints and some governments now expect communities to provide an increasing proportion of palliative care. However, systematic insights into volunteer presence, tasks and training and organisational challenges for volunteerism are lacking. Describe organised volunteerism in palliative direct patient care across the Flemish healthcare system (Belgium). A cross-sectional postal survey using a self-developed questionnaire was conducted with 342 healthcare organisations. The study included full population samples of palliative care units, palliative day-care centres, palliative home care teams, medical oncology departments, sitting services, community home care services and a random sample of nursing homes. Responses were obtained for 254 (79%) organisations; 80% have volunteers providing direct patient care. Psychosocial, signalling and existential care tasks were the most prevalent volunteer tasks. The most cited organisational barriers were finding suitable (84%) and new (80%) volunteers; 33% of organisations offered obligatory training (75% dedicated palliative care, 12% nursing homes). Differences in volunteer use were associated with training needs and prevalence of organisational barriers. Results suggest potential for larger volunteer contingents. The necessity of volunteer support and training and organisational coordination of recruitment efforts is emphasised. Organisations are encouraged to invest in adequate volunteer support and training. The potential of shared frameworks for recruitment and training of volunteers is discussed. Future research should study volunteerism at the volunteer level to contrast with organisational data.

Overcoming difficulties with equipoise to enable recruitment to a randomised controlled trial of partial ablation versus radical prostatectomy for unilateral localised prostate cancer.

PubMed

Elliott, Daisy; Hamdy, Freddie C; Leslie, Tom A; Rosario, Derek; Dudderidge, Tim; Hindley, Richard; Emberton, Mark; Brewster, Simon; Sooriakumaran, Prasanna; Catto, James W F; Emara, Amr; Ahmed, Hashim; Whybrow, Paul; le Conte, Steffi; Donovan, Jenny L

2018-06-11

To describe how clinicians conceptualised equipoise in the PART (Partial prostate Ablation versus Radical prosTatectomy in intermediate risk, unilateral clinically localised prostate cancer) feasibility study and how this affected recruitment. PART included a QuinteT Recruitment Intervention (QRI) to optimise recruitment. Phase I aimed to understand recruitment, and included scrutinising recruitment data, interviewing the Trial Management Group and recruiters (n=13), and audio-recording recruitment consultations (n=64). Data were analysed using qualitative content and thematic analysis methods. In Phase II, strategies to improve recruitment were developed and delivered. Initially many recruiters found it difficult to maintain a position of equipoise and held preconceptions about which treatment was best for particular patients. They did not feel comfortable about approaching all eligible patients, and when the study was discussed, biases were conveyed through the use of terminology, poorly balanced information and direct treatment recommendations. Individual and group feedback led to presentations to patients becoming clearer and enabled recruiters to reconsider their sense of equipoise. Although the precise impact of the QRI alone cannot be determined, recruitment increased (from mean 1.4 (range=0-4) to 4.5 (range=0-12) patients per month) and the feasibility study reached its recruitment target. Although clinicians find it challenging to recruit participants to a trial comparing different contemporary treatments for prostate cancer, training and support can enable recruiters to become more comfortable with conveying equipoise and providing clearer information to patients. This article is protected by copyright. All rights reserved. This article is protected by copyright. All rights reserved.

Barriers and facilitators to recruitment of physicians and practices for primary care health services research at one centre.

PubMed

Johnston, Sharon; Liddy, Clare; Hogg, William; Donskov, Melissa; Russell, Grant; Gyorfi-Dyke, Elizabeth

2010-12-13

While some research has been conducted examining recruitment methods to engage physicians and practices in primary care research, further research is needed on recruitment methodology as it remains a recurrent challenge and plays a crucial role in primary care research. This paper reviews recruitment strategies, common challenges, and innovative practices from five recent primary care health services research studies in Ontario, Canada. We used mixed qualitative and quantitative methods to gather data from investigators and/or project staff from five research teams. Team members were interviewed and asked to fill out a brief survey on recruitment methods, results, and challenges encountered during a recent or ongoing project involving primary care practices or physicians. Data analysis included qualitative analysis of interview notes and descriptive statistics generated for each study. Recruitment rates varied markedly across the projects despite similar initial strategies. Common challenges and creative solutions were reported by many of the research teams, including building a sampling frame, developing front-office rapport, adapting recruitment strategies, promoting buy-in and interest in the research question, and training a staff recruiter. Investigators must continue to find effective ways of reaching and involving diverse and representative samples of primary care providers and practices by building personal connections with, and buy-in from, potential participants. Flexible recruitment strategies and an understanding of the needs and interests of potential participants may also facilitate recruitment.

Construction of an evidence-based, graduated training curriculum for D-box, a webcam-based laparoscopic basic skills trainer box.

PubMed

Debes, Anders J; Aggarwal, Rajesh; Balasundaram, Indran; Jacobsen, Morten B J

2012-06-01

Surgical training programs are now including simulators as training tools for teaching laparoscopic surgery. The aim of this study was to develop a standardized, graduated, and evidence-based curriculum for the newly developed D-box (D-box Medical, Lier, Norway) for training basic laparoscopic skills. Eighteen interns with no laparoscopic experience completed a training program on the D-box consisting of 8 sessions of 5 tasks with assessment on a sixth task. Performance was measured by the use of 3-dimensional electromagnetic tracking of hand movements, path length, and time taken. Ten experienced surgeons (>100 laparoscopic surgeries, median 250) were recruited for establishing benchmark criteria. Significant learning curves were obtained for all construct valid parameters for tasks 4 (P < .005) and 5 (P < .005) and reached plateau levels between the fifth and sixth session. Within the 8 sessions of this study, between 50% and 89% of the interns reached benchmark criteria on tasks 4 and 5. Benchmark criteria and an evidence-based curriculum have been developed for the D-box. The curriculum is aimed at training and assessing surgical novices in basic laparoscopic skills. Copyright © 2012 Elsevier Inc. All rights reserved.

Examining neural correlates of skill acquisition in a complex videogame training program.

PubMed

Prakash, Ruchika S; De Leon, Angeline A; Mourany, Lyla; Lee, Hyunkyu; Voss, Michelle W; Boot, Walter R; Basak, Chandramallika; Fabiani, Monica; Gratton, Gabriele; Kramer, Arthur F

2012-01-01

Acquisition of complex skills is a universal feature of human behavior that has been conceptualized as a process that starts with intense resource dependency, requires effortful cognitive control, and ends in relative automaticity on the multi-faceted task. The present study examined the effects of different theoretically based training strategies on cortical recruitment during acquisition of complex video game skills. Seventy-five participants were recruited and assigned to one of three training groups: (1) Fixed Emphasis Training (FET), in which participants practiced the game, (2) Hybrid Variable-Priority Training (HVT), in which participants practiced using a combination of part-task training and variable priority training, or (3) a Control group that received limited game play. After 30 h of training, game data indicated a significant advantage for the two training groups relative to the control group. The HVT group demonstrated enhanced benefits of training, as indexed by an improvement in overall game score and a reduction in cortical recruitment post-training. Specifically, while both groups demonstrated a significant reduction of activation in attentional control areas, namely the right middle frontal gyrus, right superior frontal gyrus, and the ventral medial prefrontal cortex, participants in the control group continued to engage these areas post-training, suggesting a sustained reliance on attentional regions during challenging task demands. The HVT group showed a further reduction in neural resources post-training compared to the FET group in these cognitive control regions, along with reduced activation in the motor and sensory cortices and the posteromedial cortex. Findings suggest that training, specifically one that emphasizes cognitive flexibility can reduce the attentional demands of a complex cognitive task, along with reduced reliance on the motor network.

Examining neural correlates of skill acquisition in a complex videogame training program

PubMed Central

Prakash, Ruchika S.; De Leon, Angeline A.; Mourany, Lyla; Lee, Hyunkyu; Voss, Michelle W.; Boot, Walter R.; Basak, Chandramallika; Fabiani, Monica; Gratton, Gabriele; Kramer, Arthur F.

2012-01-01

Acquisition of complex skills is a universal feature of human behavior that has been conceptualized as a process that starts with intense resource dependency, requires effortful cognitive control, and ends in relative automaticity on the multi-faceted task. The present study examined the effects of different theoretically based training strategies on cortical recruitment during acquisition of complex video game skills. Seventy-five participants were recruited and assigned to one of three training groups: (1) Fixed Emphasis Training (FET), in which participants practiced the game, (2) Hybrid Variable-Priority Training (HVT), in which participants practiced using a combination of part-task training and variable priority training, or (3) a Control group that received limited game play. After 30 h of training, game data indicated a significant advantage for the two training groups relative to the control group. The HVT group demonstrated enhanced benefits of training, as indexed by an improvement in overall game score and a reduction in cortical recruitment post-training. Specifically, while both groups demonstrated a significant reduction of activation in attentional control areas, namely the right middle frontal gyrus, right superior frontal gyrus, and the ventral medial prefrontal cortex, participants in the control group continued to engage these areas post-training, suggesting a sustained reliance on attentional regions during challenging task demands. The HVT group showed a further reduction in neural resources post-training compared to the FET group in these cognitive control regions, along with reduced activation in the motor and sensory cortices and the posteromedial cortex. Findings suggest that training, specifically one that emphasizes cognitive flexibility can reduce the attentional demands of a complex cognitive task, along with reduced reliance on the motor network. PMID:22615690

[A NOVEL GENDER-SPECIFIC VEST FOR FEMALE INFANTRY RECRUITS DOES NOT REDUCE THE INCIDENCE OF OVERUSE PAIN SYNDROMES: A PROSPECTIVE RANDOMIZED STUDY AMONG 240 RECRUITS].

PubMed

Palmanovich, Ezequiel; Frankl, Michal; Hetsroni, Iftach; Nyska, Meir; Maron, Niv; Constantin, Naama; Trejo, Leonardo; Bechar, Ron; Novak, Gideon; Lankovsky, Zeev; Mann, Gideon

2016-06-01

Overuse pain syndromes constitute a troublesome byproduct of military infantry training, particularly in female fighters. These injuries result in lost days of training, pain and discomfort and can affect fitness and fighting abilities. We hypothesized that a gender specific vest would reduce the incidence of overuse pain syndromes in a population of female recruits during basic training. The purpose of this study was therefore to examine the effect of a novel gender-specific combat vest on the incidence of lower back pain (LBP), anterior knee pain syndrome (AKPS), and plantar heel foot pain (PHFP) among female recruits. A prospective randomized study was conducted among 243 female border police infantry recruits who were followed over 4-months of basic training. In this group, 101 females were equipped with standard unisex special unit fighting vest (SUFV) and compared to 139 females who were equipped with a novel well-padded new fighting vest (NFV), specifically designed to fit the upper body morphology of females. This novel vest was supplied in three sizes, and equipped with adjustable straps. Information regarding the occurrence of overuse injuries was collected every two weeks. Medical records and clinic visits were evaluated. Attention was given to complaints of low back pain (LBP), anterior knee pain (AKP) and plantar heel foot pain (PHFP). Two hundred and forty recruits completed the study. Three recruits were lost to follow-up. Anterior knee pain was recorded in 65% of recruits in the SUFV group versus 62% in the NFV group (p = ns). Lower back pain was recorded in 86% of the SUFV group versus 82% in the NFV group (p = ns), and plantar heel foot pain was recorded in 73% of the SUFV group versus 69% in the NFV group (p = ns). Overuse pain injuries are more commonly reported among female fighters. These injuries result in lost days of training, pain and discomfort and can affect combat ability. Several researchers have found that changes in fighting equipment, such as size and weight, can affect the rates of these injuries. There is still a lack of information regarding changes related to gender-based fighting equipment and their effects. A gender-specific combat vest, designed to fit the upper female body, did not have any protective effect on the occurrence of overuse pain syndromes of the back, knee and foot in this study. It seems that in order to reduce the incidence of these injuries in female recruits, emphasis should be directed at other factors such as modifications in equipment weight, as well as modifications in the intensity of the training programs.

Strategies for recruiting Hispanic women into a prospective cohort study of modifiable risk factors for gestational diabetes mellitus.

PubMed

Chasan-Taber, Lisa; Fortner, Renée T; Hastings, Valerie; Markenson, Glenn

2009-12-11

The purpose of this article was to describe effective strategies for recruitment of Hispanic women into a prospective cohort study of modifiable risk factors for gestational diabetes mellitus (GDM). Although Hispanic women have two to four times the risk of developing GDM compared with non-Hispanic white women, few GDM prevention studies have included Hispanic women. The study was conducted in the ambulatory obstetrical practices of Baystate Medical Center located in a socioeconomically and ethnically diverse city in Massachusetts. The study employed a range of strategies to recruit Hispanic women based on a review of the literature as well as prior experience with the study population. Over a period of 32 months, a total of 851 Hispanic prenatal care patients were recruited. Among eligible women, 52.4% agreed to participate. Participants were young (70% <25 years), with low levels of education, and on public health insurance (81.5%); 88% were unmarried. Study design features such as use of bilingual recruiters, a flexible recruitment process, training recruiters to be culturally sensitive, use of culturally tailored materials, prescreening participants, participant compensation, seeking the cooperation of clinic staff, and continuous monitoring of recruitment goals emerged as important issues influencing recruitment. Findings suggest that investigators can successfully recruit pregnant women from ethnic minority groups of low socioeconomic status into observational studies. The study provides culturally appropriate recruitment strategies useful for practice-based settings recruiting Hispanic research participation.

Learning, assessment and professional identity development in public health training.

PubMed

Wood, Annette

2016-06-01

Professional identity formation is important for new recruits to training programmes. The integration of the accumulation of knowledge and assessment is a key aspect in its acquisition. This study assessed this interaction in Public Health Training in one English region. Semi-structured interviews were held with 15 registrars from the West Midlands Public Health Training Programme. Pre-interview questionnaires gathered background information. A thematic content analysis approach was taken. There was a lack of integration between academic and workplace learning, the professional examination process and professional identity development. Registrars considered sitting the examination and their workplace learning as two parallel processes. Passing the examination was considered a key part in the early development of a professional identity but this was replaced by the opinions of others by the third year of training. Having a Masters' in Public Health was less important but played a different role in their perceived acceptance by the wider Public Health workforce. The lack of integration between assessment and learning seemed to have a detrimental effect on professional identity development. A review of how these two aspects might combine in a more positive manner is needed.

Trainee perspectives on postdoctoral recruitment in clinical neuropsychology: reflections on commentaries by Bodin and Grote (2016) and Nelson et al. (2016).

PubMed

Towns, S J; Hahn-Ketter, A E; Halpern, J; Block, C K

2018-01-01

The aim of the current invited paper is to provide the trainees' perspective on recent commentaries on recruitment for postdoctoral fellowship in clinical neuropsychology. The current system of recruitment includes both a match and non-match process and has been problematic for trainees and training programs alike. The author team completed a non-systematic review of previously published commentaries on the current state of postdoctoral fellowship recruitment, which are briefly summarized in the current paper. The trainee perspective is addressed using both survey data and anecdotal experiences of the authors. Trainees report high levels of dissatisfaction with the current dual recruitment system; however, there is no clear preference from trainees for either a match or non-match system. Trainees from both recruitment systems report high levels of satisfaction with their training experience. It seems that either a match or non-match approach, if it led to a unified system, would improve trainee satisfaction.

Effects of Sleep on Training Effectiveness in Soldiers at Fort Leonard Wood

DTIC Science & Technology

2010-02-01

by design or unintentionally, which may have important implications for Soldier physical health, well-being, and performance . This study was... performance in Army recruits completing basic combat training (BCT). A total of 394 recruits and instructor cadre were enrolled in the study: 185...Data on physical fitness, marksmanship performance , and attrition were collected from organizational databases. 2) Project Schedule: The

Analyses of Recruit Training Practices Related to the Military Performance of Enlisted Navy Women

DTIC Science & Technology

1983-12-01

currently addresses pregnancy and child care issues indirectly through instruction in birth control . 20 Technical Note 10-83 policy change will increase...recruit, lacking sufficient experience, is unlikely to associate the information, and a learning opportunity is diminished. BIRTH CONTROL . This...hygiene practices necessary in communal living environments, venereal diseases, birth control , and cancer detection. Two training periods are allotted

[Recruitment and training of prehospital emergency care nurses in Paris].

PubMed

Pladec, Boris Martin le; Menoret, Romuald; Rodes, Raphaël

2016-11-01

In collaboration with the ambulance driver and the emergency doctor, the prehospital nurse provides care in a universe which is often difficult and sometimes hostile. Whether they are a nurse from the Samu (urgent medical aid service) or from the Paris fire service, how are they recruited and what training do these emergency care professionals receive? Copyright © 2016 Elsevier Masson SAS. All rights reserved.

Fellowship training: a qualitative study of scope and purpose across one department of medicine.

PubMed

Karpinski, Jolanta; Ajjawi, Rola; Moreau, Katherine

2017-11-21

Fellowship training follows certification in a primary specialty or subspecialty and focusses on distinct and advanced clinical and/or academic skills. This phase of medical education is growing in prevalence, but has been an "invisible phase of postgraduate training" lacking standards for education and accreditation, as well as funding. We aimed to explore fellowship programs and examine the reasons to host and participate in fellowship training, seeking to inform the future development of fellowship education. During the 2013-14 academic year, we conducted interviews and focus groups to examine the current status of fellowship training from the perspectives of division heads, fellowship directors and current fellows at the Department of Medicine, University of Ottawa, Canada. Descriptive statistics were used to depict the prevailing status of fellowship training. A process of data reduction, data analysis and conclusions/verifications was performed to analyse the quantitative data. We interviewed 16 division heads (94%), 15 fellowship directors (63%) and 8 fellows (21%). We identified three distinct types of fellowships. Individualized fellowships focus on the career goals of the trainee and/or the recruitment goals of the division. Clinical fellowships focus on the attainment of clinical expertise over and above the competencies of residency. Research fellowships focus on research productivity. Participants identified a variety of reasons to offer fellowships: improve academic productivity; improve clinical productivity; share/develop enhanced clinical expertise; recruit future faculty members/attain an academic position; enhance the reputation of the division/department/trainee; and enhance the scholarly environment. Fellowships serve a variety of purposes which benefit both individual trainees as well as the academic enterprise. Fellowships can be categorized within a distinct taxonomy: individualized; clinical; and research. Each type of fellowship may serve a variety of purposes, and each may need distinct support and resources. Further research is needed to catalogue the operational requirements for hosting and undertaking fellowship training, and establish recommendations for educational and administrative policy and processes in this new phase of postgraduate education.

Comparison of the Educational Needs of Neonatologists and Neonatal Nurses Regarding Palliative Care in Taiwan.

PubMed

Lee, Min-Chun; Chen, Yong-Chuan; Chen, Chao-Huei; Lu, Frank Leigh; Hsiao, Chien-Chou; Peng, Niang-Huei

2016-04-01

Education and training are very critical to development of high-quality neonatal palliative care. However, little investigation has been done into Taiwanese neonatal clinicians' educational needs regarding neonatal palliative care. The purposes of this study were to characterize and identify neonatal clinicians' educational needs regarding neonatal palliative care. A cross-sectional descriptive surveyed method via a self administered questionnaire was used in this research. Thirty neonatologists were recruited by a convenience sampling and 30 nurses were recruited by a randomized sampling. Out of sixty neonatal clinicians' survey, few had received the education in neonatal palliative care. Most reported minimal training in, experience with, and knowledge of neonatal palliative care. For neonatologists, two of twelve most strongly-felt educational needs were "discussing palliative care and ethical decision-making with parents" (70%) and "informing parents the poor progress in neonates" (63.3%). In contrast, neonatal nurses wanted more training regarding pain control (50%). Communication skills, including the discussing poor prognosis, bad news, and code status and talking with neonates about end-of-life care, were the educational need most commonly felt by both neonatologists and nurses. Survey data from neonatologists and neonatal nurses in Taiwan indicate a need for further training on a range of neonatal palliative care competencies. © The Author(s) 2014.

Feasibility of Recruiting Peer Educators to Promote HIV Testing Using Facebook Among Men Who have Sex with Men in Peru.

PubMed

Menacho, Luis A; Galea, Jerome T; Young, Sean D

2015-06-01

A peer leader-based intervention using social media can be an effective means to encourage Peruvian gay men to test for HIV. The objective was to explore the feasibility of recruiting and training leaders to deliver a peer intervention via Facebook to promote HIV testing. Training consisted of three sessions focused on HIV epidemiology, consequences of stigma associated with HIV, and ways to use Facebook. We performed pre- and post-training evaluations to assess HIV knowledge and comfort using Facebook. We trained 34 peer leaders. At baseline, the majority of peer leaders were already qualified and knowledgeable about HIV prevention and use of social media. We found a significant increase in proportion of peer leaders who were comfortable using social media to discuss about sexual partners and about STIs. It is feasible to recruit peer leaders who are qualified to conduct a social media based HIV prevention intervention in Peru.

Emergency preparedness volunteer training program.

PubMed

Matthews, Amanda K; Sprague, Kristin; Girling, Eileen; Dapice, Lynne; Palumbo, Mary Val; Berry, Patricia

2005-11-01

The Vermont Department of Health (VDH) does not have sufficient personnel to fully staff a mass prophylaxis or vaccination clinic in response to a natural or man-made disease outbreak. Therefore, the VDH developed an emergency preparedness volunteer training program with three primary goals: to include both background information about public health and emergency preparedness and a hands-on training for clinic volunteers; to be adaptable for both community and healthcare professional volunteers; and to examine local emergencies and the VDH public health response to these events. Major components of the training program include basic public health goals and capacities; an introduction to emergency preparedness; a role-playing exercise using Job Action Sheets to simulate "just-in-time" training; and guidance for personal and family preparedness. The VDH has experienced difficulty finding and recruiting volunteers. To increase the potential volunteer pool, it will be implementing a multifaceted training program (on-line, through the mail, in person) to most effectively engage volunteers with varying interests and learning styles. The VDH must also develop a system to maintain regular contact with volunteers and clarify regulations regarding their scope of practice and liability.

[What medical students want - evaluation of medical recruitment ads by future physicians].

PubMed

Renkawitz, T; Schuster, T; Benditz, A; Craiovan, B; Grifka, J; Lechler, P

2013-10-01

Three-quarters of all hospitals in Germany are now struggling to fill open positions for doctors. The medical job ad is a vital tool for human resources marketing and an important image factor. The present study examines the importance of information and offers in medical recruitment ads on application decisions by medical students. A total of 184 future physicians from clinical semesters participated voluntarily in an anonymous cross-sectional survey. Using a standardised questionnaire, the importance of 49 -individual items extracted from medical recruitment ads were rated with the help of a 4-point Likert Scale. Finally, the study participants prioritised their reasons for an application as a physician. Primary influence on the application decision on medical recruitment ads by medical students had offers/information in relation to education and training aspects and work-life balance. Payment rates for physicians and work load played an important role for the application motivation. Additional earnings for, e. g., emergency calls, providing of medical expertise and assistance with housing, relocation and reimbursement of interview expenses were less crucial. In prioritising key reasons for selecting a prospective employer "regular working hours," an "individual training concept" and an "attractive work-life balance" scored the highest priority. The "opportunity for scientific work" was assigned only a small significance. High importance for the application decision by future physicians on medical recruitment ads is placed on jobs with an opportunity for personal development and aspects that contribute to work-life balance. © Georg Thieme Verlag KG Stuttgart · New York.

Training Public Health Advisors.

PubMed

Meyer, Pamela A; Brusuelas, Kristin M; Baden, Daniel J; Duncan, Heather L

2015-01-01

Federal public health advisors provide guidance and assistance to health departments to improve public health program work. The Centers for Disease Control and Prevention (CDC) prepares them with specialized training in administering public health programs. This article describes the evolving training and is based on internal CDC documents and interviews. The first federal public health advisors worked in health departments to assist with controlling syphilis after World War II. Over time, more CDC prevention programs hired them. To meet emerging needs, 3 major changes occurred: the Public Health Prevention Service, a fellowship program, in 1999; the Public Health Associate Program in 2007; and integration of those programs. Key components of the updated training are competency-based training, field experience, supervision, recruitment and retention, and stakeholder support. The enduring strength of the training has been the experience in a public health agency developing practical skills for program implementation and management.

Sales Training for Army Recruiter Success: Modeling the Sales Strategies and Skills of Excellent Recruiters

DTIC Science & Technology

1987-11-01

strategies used by excellent Army recruiters. Neurolinguistic programming (NLP) was used as the protocol for modeling performance and acquiring...Behavioral and Social Sciences 3001 Eisenhower Avenue, Alexandria, VA 22333-5600 10. PROGRAM ELEMENT. PROJECT. TASK ARE* 4 WORK UNIT...Modeling ’Expert knowledge,, Neurolinguistics Knowledge engineering; Recruiting Sales, &’ Sales cycle Sales skills Sales strategies 20

In the field: exploring nature with Carolus Linnaeus.

PubMed

Hodacs, Hanna

2010-06-01

Teaching his students the art of observing nature outdoors was central to the Swedish naturalist Carolus (Carl) Linnaeus (1707-1778). These exercises came to influence both their progress and his work. The open-air classroom was a stage where Linnaeus could demonstrate his skills and mobilize support. It was also a testing, training and recruitment ground: the students' field observations helped Linnaeus to develop his new scientific nomenclature, and it was in the field that students could train their observational skills and progress from novices to naturalists. Copyright 2009. Published by Elsevier Ltd.

Motor unit recruitment in human biceps brachii during sustained voluntary contractions.

PubMed

Riley, Zachary A; Maerz, Adam H; Litsey, Jane C; Enoka, Roger M

2008-04-15

The purpose of the study was to examine the influence of the difference between the recruitment threshold of a motor unit and the target force of the sustained contraction on the discharge of the motor unit at recruitment. The discharge characteristics of 53 motor units in biceps brachii were recorded after being recruited during a sustained contraction. Some motor units (n = 22) discharged action potentials tonically after being recruited, whereas others (n = 31) discharged intermittent trains of action potentials. The two groups of motor units were distinguished by the difference between the recruitment threshold of the motor unit and the target force for the sustained contraction: tonic, 5.9 +/- 2.5%; intermittent, 10.7 +/- 2.9%. Discharge rate for the tonic units decreased progressively (13.9 +/- 2.7 to 11.7 +/- 2.6 pulses s(-1); P = 0.04) during the 99 +/- 111 s contraction. Train rate, train duration and average discharge rate for the intermittent motor units did not change across 211 +/- 153 s of intermittent discharge. The initial discharge rate at recruitment during the sustained contraction was lower for the intermittent motor units (11.0 +/- 3.3 pulses s(-1)) than the tonic motor units (13.7 +/- 3.3 pulses s(-1); P = 0.005), and the coefficient of variation for interspike interval was higher for the intermittent motor units (34.6 +/- 12.3%) than the tonic motor units (21.2 +/- 9.4%) at recruitment (P = 0.001) and remained elevated for discharge duration (34.6 +/- 9.2% versus 19.1 +/- 11.7%, P < 0.001). In an additional experiment, 12 motor units were recorded at two different target forces below recruitment threshold (5.7 +/- 1.9% and 10.5 +/- 2.4%). Each motor unit exhibited the two discharge patterns (tonic and intermittent) as observed for the 53 motor units. The results suggest that newly recruited motor units with recruitment thresholds closer to the target force experienced less synaptic noise at the time of recruitment that resulted in them discharging action potentials at more regular and greater rates than motor units with recruitment thresholds further from the target force.

Child Neurology Recruitment and Training: Views of Residents and Child Neurologists From the 2015 AAP/CNS Workforce Survey.

PubMed

Gilbert, Donald L; Horn, Paul S; Kang, Peter B; Mintz, Mark; Joshi, Sucheta M; Ruch-Ross, Holly; Bale, James F

2017-01-01

To assess and compare resident and practicing child neurologists' attitudes regarding recruitment and residency training in child neurology. A joint task force of the American Academy of Pediatrics and the Child Neurology Society conducted an electronic survey of child neurology residents (n = 305), practicing child neurologists (n = 1290), and neurodevelopmental disabilities specialists (n = 30) in 2015. Descriptive and multivariate analyses were performed. Response rates were 32% for residents (n = 97; 36% male; 65% Caucasian) and 40% for practitioners (n = 523; 63% male; 80% Caucasian; 30% lifetime certification). Regarding recruitment, 70% (n = 372) attributed difficulties recruiting medical students to insufficient early exposure. Although 68% (n = 364) reported that their medical school required a neurology clerkship, just 28% (n = 152) reported a child neurology component. Regarding residency curriculum, respondents supported increased training emphasis for genetics, neurodevelopmental disabilities, and multiple other subspecialty areas. Major changes in board certification requirements were supported, with 73% (n = 363) favoring reduced adult neurology training (strongest predictors: fewer years since medical school P = 0.003; and among practicing child neurologists, working more half-day clinics per week P = 0.005). Furthermore, 58% (n = 289) favored an option to reduce total training to 4 years, with 1 year of general pediatrics. Eighty-two percent (n = 448) would definitely or probably choose child neurology again. These findings provide support for recruitment efforts emphasizing early exposure of medical students to child neurology. Increased subspecialty exposure and an option for major changes in board certification requirements are favored by a significant number of respondents. Copyright © 2016 Elsevier Inc. All rights reserved.

Lost in translation: using bilingual simulated patients to improve consulting across language barriers.

PubMed

Escott, Sarah; Lucas, Beverley; Pearson, David

2009-03-01

In the light of rapid demographic change and increased globalisation of health, ways to consult effectively across language barriers are increasingly important. This article describes the development, organisation and evaluation of a UK workshop designed to develop the skills of undergraduate medical students consulting with patients with limited English proficiency, using specially recruited and trained bilingual simulated patients. The authors discuss the advantages and areas for development of the approach, before considering possible future developments.

Identifying and exploring factors influencing career choice, recruitment and retention of anaesthesia trainees in the UK.

PubMed

Moore, J N; McDiarmid, A J; Johnston, P W; Cleland, J A

2017-02-01

Many acute hospital specialties are experiencing low recruitment and high attrition of trainees. Understanding what is important to current trainees is critical in terms of identifying and addressing factors which adversely affect recruitment and retention. To identify and explore factors involved in anaesthetic trainees' career decision making. This was a mixed methods study using a questionnaire survey (assessing how influential 18 different factors were when choosing anaesthetics, using a five-point Likert scale), supplemented by semi-structured interviews, carried out in August-December 2014, in Scotland, UK. 42/68 (62%) completed responses were received, representing over half of all core (58%) and Acute Care Common Stem (65%) trainees across Scotland. Overall, questionnaire data indicated that the following were most important in career decision making: perceived job satisfaction among those already in the specialty, structured training, the nature of the work (practical, varied, immediate outcomes). Thirteen interviews were carried out. These highlighted that prior positive exposure and experience with anaesthetists encouraged trainees into the specialty. Enthusiastic, supportive colleagues and structured training (including clear milestones, regular teaching and feedback) were considered to enhance the quality of training. Sustainable working conditions, flexibility within programme and out-of-programme opportunities were valued. Respondents reported concerns about the impact of increasing service delivery demands on training quality. Many of the elements important to today's anaesthetics trainees are related to positive learning and working environments. This fits with research findings from other professional groups. These findings can inform the development of programmes which cultivate trainee commitment to, and enthusiasm for, anaesthetics. Published by the BMJ Publishing Group Limited. For permission to use (where not already granted under a licence) please go to http://www.bmj.com/company/products-services/rights-and-licensing/.

Effects of Riot Control Training on Systemic Microvascular Reactivity and Capillary Density.

PubMed

Pereira, Flavio; de Moraes, Roger; Van Bavel, Diogo; De Lorenzo, Andrea; Tibirica, Eduardo

2018-03-14

The main aim of the present study is to evaluate the effects of strenuous exercise, related to special military training for riot control, on systemic microvascular endothelial function and skin capillary density. Endothelium-dependent microvascular reactivity was evaluated in the forearm skin of healthy military trainees (age 23.4 ± 2.3 yr; n = 15) using laser speckle contrast imaging coupled with cutaneous acetylcholine (ACh) iontophoresis and post-occlusive reactive hyperemia (PORH). Functional capillary density was assessed using high-resolution, intra-vital color microscopy in the dorsum of the middle phalanx. Capillary recruitment (capillary reserve) was evaluated using PORH. Microcirculatory tests were performed before and after a 5-wk special military training for riot control. Microvascular endothelium-dependent vasodilatory responses were markedly and significantly reduced after training, compared with values obtained before training. The peak values of microvascular conductance obtained during iontophoresis of ACh or PORH before training (0.84 ± 0.22 and 0.94 ± 0.72 APU/mmHg, respectively) were markedly reduced after training (0.47 ± 0.11 and 0.71 ± 0.14 APU/mmHg; p < 0.0001 and p = 0.0037, respectively). Endothelium-dependent capillary recruitment was significantly reduced after training (before 101 ± 9 and after 95 ± 8 capillaries/mm2; p = 0.0007). The present study showed that a 5-wk strenuous military training, performed in unfavorable climatic conditions, induces marked systemic microvascular dysfunction, mainly characterized by reduced endothelium-dependent microvascular vasodilation and blunted capillary recruitment.

Evaluation of recruitment and selection for specialty training in public health: interim results of a prospective cohort study to measure the predictive validity of the selection process.

PubMed

Pashayan, Nora; Gray, Selena; Duff, Celia; Parkes, Julie; Williams, David; Patterson, Fiona; Koczwara, Anna; Fisher, Grant; Mason, Brendan W

2016-06-01

The recruitment process for public health specialty training includes an assessment centre (AC) with three components, Rust Advanced Numerical Reasoning Appraisal (RANRA), Watson-Glaser Critical Thinking Appraisal (WGCT) and a Situation Judgement Test (SJT), which determines invitation to a selection centre (SC). The scores are combined into a total recruitment (TR) score that determines the offers of appointment. A prospective cohort study using anonymous record linkage to investigate the association between applicant's scores in the recruitment process and registrar's progress through training measured by results of Membership Faculty Public Health (MFPH) examinations and outcomes of the Annual Review of Competence Progression (ARCP). Higher scores in RANRA, WGCT, AC, SC and TR were all significantly associated with higher adjusted odds of passing Part A MFPH exam at the first attempt. Higher scores in AC, SC and TR were significantly associated with passing Part B exam at the first attempt. Higher scores in SJT, AC and SC were significantly associated with satisfactory ARCP outcomes. The current UK national recruitment and selection process for public health specialty training has good predictive validity. The individual components of the process are testing different skills and abilities and together they are providing additive value. © The Author 2015. Published by Oxford University Press on behalf of Faculty of Public Health. All rights reserved. For permissions, please e-mail: journals.permissions@oup.com.

Schooling, occupational motivation, and personality as related to success in paramedical training.

PubMed Central

Booth, R F; Webster, E G; McNally, M S

1976-01-01

Measures of prior school experience, motivation for working in a health care job, and personality were evaluated as potential predictors of success in Navy paramedical training. When, by multiple regression procedures, years of school completed, numbers of suspensions or expulsions from school, occupational motivation, and Comrey personality scale scores were combined with an aptitude measure that is used for guiding recruits into paramedical training, the cross-validity for predicting training completion was significantly increased (P less than 0.001) from 0.40 to 0.50. Practical means for applying these measures to the screening of candidates for paramedical training were developed. Results of the evaluation suggest that guiding people into jobs that they neither prefer nor perceive as congruent with their abilities and interests can significantly reduce the chances for occupational success. PMID:825919

Why Games Work and the Science of Learning

NASA Technical Reports Server (NTRS)

Murphy, Curtiss

2012-01-01

In 2010, the Navy formally added the Damage Control Trainer (DCT) to the recruit training program at Great Lakes, Illinois. Despite the incredibly dense training schedule at the Navy's boot camp, the instructors were willing to set aside two hours of time for recruits to play a game. Why? Because it worked. Even with just one hour of play, research showed that recruits gained a 50-80% improvement in performance that transferred to Battle Stations 21 (B821), the Navy's capstone training event. This paper explores why games makes these kinds of results possible. It argues that the things that are known to improve learning are almost exactly the same reasons why games work: the time-honored laws of learning. It concludes that the traditional gulf between instructional design and game design is really an issue of perspective, rather than fundamentals.

A census study exploring the training needs of nurses working in Kwong Wah Hospital and Wong Tai Sin Hospital in Hong Kong, China.

PubMed

Lai, Yuk-Wah

2013-01-01

As part of the strategic professional development plan for nurses, training needs analysis was conducted from August 2011 to February 2012, in the form of descriptive research with survey design. The aim was to support nursing staff in their professional development needs and promote staff engagement. Consecutive sampling was employed; all full time nurses working in Kwong Wah Hospital (KWH) and Wong Tai Sin Hospital (WTSH) were recruited and invited to complete a self-administered questionnaire. Based on the findings and conclusions, follow up strategies were proposed. Management then built a sustainable learning environment for KWH and WTSH nurses in the 2012-2015 professional development plan.

Response to Bodin and Grote regarding postdoctoral recruitment in clinical neuropsychology.

PubMed

Nelson, Aaron; Bilder, Robert M; O'Connor, Margaret; Brandt, Jason; Weintraub, Sandra; Bauer, Russell M

2016-07-01

Bodin and Grote convey their opinion that the field of clinical neuropsychology would be best served by a match system for recruitment into postdoctoral training. We critically review their arguments and offer an alternative point of view. Our view considers the current state of the match system in neuropsychology, incorporates comparisons with other disciplines that rely on a match system, and addresses the role of postdoctoral training and the specialization that takes shape at this level. We make recommendations aimed at promoting greater unity among postdoctoral training programs with the goal of focusing leadership efforts on advancing our shared mission of providing the highest quality training in clinical neuropsychology.

Teacher and Administrator Training, Recruitment and Retention. INAR/NACIE Joint Issues Sessions National Indian Education Assocation (NIEA) Annual Conference (22nd, San Diego, California, October 15, 1990).

ERIC Educational Resources Information Center

National Advisory Council on Indian Education, Washington, DC.

This report summarizes two joint sessions held by the Indian Nations At Risk Task Force and the National Advisory Council on Indian Education to hear testimony on Native American issues in educator training and employment. Issues and problems related to recruitment of Native Americans into teacher education include raised admission standards, more…

Clinical Pharmacology and Therapeutics—past, present and future

PubMed Central

Reid, John L.

1997-01-01

Aims To obtain information about the speciality of clinical pharmacology and therapeutics in the United Kingdom. Methods A survey of the views of 26 individuals in academic posts in clinical pharmacology and therapeutics was carried out by postal questionnaire. Response rate was 100%. Results Of 25 assessable responses of 25 centres, there were 35 academic staff of professorial status (median 2, range 0–5) and 61 staff of reader/senior lecturer status (median 2, range 0–5) but only 20 clinical staff in training grades in 19 institutions. All had extensive clinical commitments. Two-thirds of respondents considered that the speciality was stable locally and nationally. However, recruitment of trainees was poor with only 8% of responders having several good applicants for each post and 90% reported that recruitment had deteriorated in the last 5–10 years. Likely good future careers for clinical pharmacologists in training were considered by 75–80% of respondents to likely lie in the pharmaceutical industry or regulatory authorities. Greater flexibility is required to facilitate training in clinical pharmacology and therapeutics. Conclusions Clincal pharmacology and therapeutics in the United Kingdom has a strong academic base but a sub-optimal age structure. Recent experience in recruitment into training posts was disappointing. This may reflect wider problems of recruitment into academic medicine in this country. PMID:9241105

77 FR 57096 - Agency Information Collection Activities: Proposed Collection: Comment Request

Federal Register 2010, 2011, 2012, 2013, 2014

2012-09-17

...: Workforce Recruitment in Health Resources and Services Administration (HRSA)--Funded Health Centers (OMB No... recruitment, and recommendations on whether additional training or technical assistance might be needed to... recruitment. The annual estimate of burden is as follows: Number of Responses per Total Hours per Total burden...

Considering the Audience: Air Force Recruiting Presentations

ERIC Educational Resources Information Center

Malone, Darek L.

2012-01-01

Each Air Force recruiter is formally trained in public speaking and the art of salesmanship or persuasion. These recruiters communicate to thousands of high school students each year through presentations in classrooms, auditoriums and other venues as part of their assigned duties. Persuasive presentations are public speaking events specifically…

It's more than money: policy options to secure medical specialist workforce for regional centres.

PubMed

May, Jennifer; Walker, Judi; McGrail, Mathew; Rolley, Fran

2017-12-01

Objectives Regional centres and their rural hinterlands support significant populations of non-metropolitan Australians. Despite their importance in the settlement hierarchy and the key medical services provided from these centres, little research has focused on their issues of workforce supply and long-term service requirements. In addition, they are a critical component of the recent growth of 'regional' hub-and-spoke specialist models of service delivery. Methods The present study interviewed 62 resident specialists in four regional centres, seeking to explore recruitment and retention factors important to their location decision making. The findings were used to develop a framework of possible evidence-informed policies. Results This article identifies key professional, social and locational factors, several of which are modifiable and amenable to policy redesign, including work variety, workplace culture, sense of community and spousal employment; these factors that can be targeted through initiatives in selection, training and incentives. Conclusions Commonwealth, state and local governments in collaboration with communities and specialist colleges can work synergistically, with a multiplicity of interdigitating strategies, to ensure a positive approach to the maintenance of a critical mass of long-term rural specialists. What is known about the topic? Rural origin increases likelihood of long-term retention to rural locations, with rural clinical school training associated with increased rural intent. Recruitment and retention policy has been directed at general practitioners in rural communities, with little focus on regional centres or medical specialists. What does this study add? Rural origin is associated with regional centre recruitment. Professional, social and locational factors are all moderately important in both recruitment and retention. Specialist medical training for regional centres ideally requires both generalist and subspecialist skills sets. Workforce policy needs to address modifiable factors with four groups, namely commonwealth and state governments, specialist medical colleges and local communities, all needing to align their activities for achievement of long-term medical workforce outcomes. What are the implications for practitioners? Modifiable factors affecting recruitment and retention must be addressed to support specialist models of care in regional centres. Modifiable factors relate to maintenance of a critical mass of practitioners, training a fit-for-purpose workforce and coordinated effort between stakeholders. Although remuneration is important, the decision to stay relates primarily to non-financial factors.

Corrigendum to: It's more than money: policy options to secure medical specialist workforce for regional centres.

PubMed

May, Jennifer; Walker, Judi; McGrail, Mathew; Rolley, Fran

2017-12-01

Objectives Regional centres and their rural hinterlands support significant populations of non-metropolitan Australians. Despite their importance in the settlement hierarchy and the key medical services provided from these centres, little research has focused on their issues of workforce supply and long-term service requirements. In addition, they are a critical component of the recent growth of 'regional' hub-and-spoke specialist models of service delivery. Methods The present study interviewed 62 resident specialists in four regional centres, seeking to explore recruitment and retention factors important to their location decision making. The findings were used to develop a framework of possible evidence-informed policies. Results This article identifies key professional, social and locational factors, several of which are modifiable and amenable to policy redesign, including work variety, workplace culture, sense of community and spousal employment; these factors that can be targeted through initiatives in selection, training and incentives. Conclusions Commonwealth, state and local governments in collaboration with communities and specialist colleges can work synergistically, with a multiplicity of interdigitating strategies, to ensure a positive approach to the maintenance of a critical mass of long-term rural specialists. What is known about the topic? Rural origin increases likelihood of long-term retention to rural locations, with rural clinical school training associated with increased rural intent. Recruitment and retention policy has been directed at general practitioners in rural communities, with little focus on regional centres or medical specialists. What does this study add? Rural origin is associated with regional centre recruitment. Professional, social and locational factors are all moderately important in both recruitment and retention. Specialist medical training for regional centres ideally requires both generalist and subspecialist skills sets. Workforce policy needs to address modifiable factors with four groups, namely commonwealth and state governments, specialist medical colleges and local communities, all needing to align their activities for achievement of long-term medical workforce outcomes. What are the implications for practitioners? Modifiable factors affecting recruitment and retention must be addressed to support specialist models of care in regional centres. Modifiable factors relate to maintenance of a critical mass of practitioners, training a fit-for-purpose workforce and coordinated effort between stakeholders. Although remuneration is important, the decision to stay relates primarily to non-financial factors.

Training preschoolers on first-order false belief understanding: transfer on advanced ToM skills and metamemory.

PubMed

Lecce, Serena; Bianco, Federica; Demicheli, Patrizia; Cavallini, Elena

2014-01-01

This study investigated the relation between theory of mind (ToM) and metamemory knowledge using a training methodology. Sixty-two 4- to 5-year-old children were recruited and randomly assigned to one of two training conditions: A first-order false belief (ToM) and a control condition. Intervention and control groups were equivalent at pretest for age, parents' education, verbal ability, inhibition, and ToM. Results showed that after the intervention children in the ToM group improved in their first-order false belief understanding significantly more than children in the control condition. Crucially, the positive effect of the ToM intervention was stable over 2 months and generalized to more complex ToM tasks and metamemory. © 2014 The Authors. Child Development © 2014 Society for Research in Child Development, Inc.

The impact of training and delivering alcohol brief intervention on the knowledge and attitudes of community pharmacists: a before and after study.

PubMed

Dhital, Ranjita; Whittlesea, Cate M; Milligan, Peter; Khan, Natasha S; Norman, Ian J

2013-03-01

Alcohol misuse is the third leading cause of ill health in the UK. Alcohol brief intervention can identify risky drinkers and motivate individuals to take action. Community pharmacists have been identified as having a role in providing brief interventions. This study aimed to evaluate: pharmacists' attitudes towards hazardous/harmful drinkers and knowledge before training and after delivering brief intervention; and their experience of training. Pharmacists' attitudes to alcohol problems were assessed using Short Alcohol and Alcohol Problems Perception Questions before training and after brief intervention delivery. Alcohol misuse knowledge was assessed by questionnaire prior to and immediately after training, and after the delivery period. Following brief intervention delivery, pharmacists' experience of training was obtained using a questionnaire and focus groups. Qualitative thematic analysis identified experiences of brief intervention training. Quantitative data were analysed using spss. One hundred and thirty-nine alcohol interventions were delivered by 19 pharmacists over five months (recruiters). Ten pharmacists completed no interventions (non-recruiters). Both groups improved their alcohol knowledge between baseline and immediately following training; and their knowledge decreased between the end of training and following service delivery. Pharmacists who were initially more motivated recruited more participants and increased their work satisfaction. This confirmed findings of previous studies that pharmacists unfamiliar with brief intervention could be trained to deliver this service. Pharmacists with positive attitude towards drinkers delivered a greater number of alcohol interventions and experienced increased work satisfaction than those pharmacists with less positive attitudes. © 2012 Australasian Professional Society on Alcohol and other Drugs.

The growing importance of geo-scientists in the global oil field service industry

NASA Astrophysics Data System (ADS)

Schwartz, L.

2005-12-01

Schlumberger is often seen as a physics, chemistry and engineering company whose primary businesses are directional drilling, well logging, cementing, perforating and stimulation. However, in the future we see enormous potential for growth in the areas of seismic for reservoir monitoring, production services and project management. To succeed we will have to greatly strengthen our geo-technical workforce - geologists, geophysicists, drilling, reservoir and petroleum engineers. This will involve recruiting new graduates and developing their careers in addition to mid-career hiring. For the last 25 years, we have developed a culture of hiring in the countries where we work and of career development for employees of all nationalities. I will review our recruiting, training and university relations efforts and will discuss the adjustments we have made to effectively manage the growth of our geo-technical community.

Using a Delphi approach to develop a strategy for A&E in defence nursing.

PubMed

Kenward, Gary; Berry, Andy; Despres, Julian; McLeod, Judith

The Armed Forces has seen an increase in the number of operational deployments overseas and a greater demand for Accident and Emergency (A&E) trained nurses. This article describes a modified Delphi study used to contribute to the development of a strategy for emergency nursing in the Defence Nursing Services. Twenty-eight A&E specialists took part and the key issues raised were recruitment and retention, staff development, new roles, research priorities, increased internal recruitment of A&E nurses to meet operational demands, and the need for a structured career pathway to help retention. The most pressing areas requiring research were evaluation of the nurse practitioner role, clinical competencies and managing heat injuries in the operational setting. The modified Delphi study provided a valuable and detailed insight into the challenges and aspirations of the military A&E nursing cadre and has assisted in developing a strategy for emergency nursing.

Developing a Knowledge Base for Educational Leadership and Management in East Asia

ERIC Educational Resources Information Center

Hallinger, Philip

2011-01-01

The role of school leadership in educational reform has reached the status of a truism, and led to major changes in school leader recruitment, selection, training and appraisal. While similar policy trends are evident in East Asia, the empirical knowledge base underlying these measures is distorted and lacking in validation. This paper begins by…

Gender Balance in Primary Initial Teacher Education: Some Current Perspectives

ERIC Educational Resources Information Center

Szwed, Christine

2010-01-01

The drive to recruit more male primary teachers has been a longstanding aim of many Western countries. Within England the Training and Development Agency for Schools has undertaken a 10-year marketing campaign to increase the numbers with limited success. Researchers have attempted to analyse the reasons for this failure, considering many areas,…

Expanding Police Educators' Understanding of Teaching, Are They as Learner-Centred as They Think?

ERIC Educational Resources Information Center

Shipton, Brett

2011-01-01

Police educators, that is, police and non-police teachers involved in recruit education and training, have traditionally suffered from a lack of organisational focus on developing their teaching and learning practices. The New South Wales (NSW) Police College, which is currently implementing Problem Based Learning (PBL), has begun to take a more…

Why Do They Want to Teach? The Multiple Reasons of Different Groups of Students for Undertaking Teacher Education

ERIC Educational Resources Information Center

Struyven, Katrien; Jacobs, Karen; Dochy, Filip

2013-01-01

In times of teacher shortage, well-considered, goal-oriented teacher recruitment is important. An understanding of the reasons why different groups of students undertake teacher training would be useful in developing targeted campaigns. Against this background, the research question is as follows: what are the motivations prompting students to…

Martinsburg-Berkeley County Public Library, Final Performance Report for Library Services and Construction Act (LSCA) Title VI, Library Literacy Program.

ERIC Educational Resources Information Center

Hess, Therese M.

The Martinsburg-Berkeley County Public Library (West Virginia) conducted a project that involved recruitment, retention, coalition building, public awareness, training, basic literacy, collection development, tutoring, computer assisted, other technology, and English as a Second Language (ESL) programs. The project served a three-county community…

The Higher Education Policy of Global Experts Recruitment Program: Focused on China

ERIC Educational Resources Information Center

Kim, Hanna

2017-01-01

There is an increasing interest in how to train and use national experts around the world. Major advanced countries are putting their national efforts into attracting global experts overseas and preventing domestic experts from flowing out of their countries. China has also endeavored much to attract global experts for its economic development and…

Women and Men Together in Recruit Training.

PubMed

Orme, Geoffrey J; Kehoe, E James

2018-05-01

Although men and women recruits to the Australian Army have trained in mixed-gender platoons since 1995, restrictions on women joining the combat arms were only removed in 2016. As part of a longitudinal study starting with recruit training, this article examined recruit records collected before 2016 with the aims of delineating (1) the relative performance of women versus men in mixed-gender platoons and (2) the relative performance of men in mixed-gender platoons versus all-male platoons. De-identified instructor ratings for 630 females and 4,505 males who completed training between 2011 and 2015 were obtained. Recruits were distributed across 128 platoons (averaging 41.6 members, SD = 8.3) of which 75% contained females, in proportions from 5% to 45%. These analyses were conducted under defense ethics approval DPR-LREP 069-15. Factor analyses revealed that instructor ratings generally loaded onto a single factor, accounting 77.2% of the variance. Consequently, a composite recruit performance score (range 1-5) was computed for 16 of 19 competencies. Analyses of the scores revealed that the distributions of the scores for females and males overlapped considerably. Observed effects were negligible to small in size. The distributions were all centered between 3.0 and 3.5. In mixed-gender platoons, 51% of the females and 52% of the males fell in this band, and 44% of recruits in all-male platoons had scores in this band. The lower three bands (1.0-3.0) contained a slightly greater proportion of females (18%) than males in either mixed-gender platoons (12%) or all-male platoons (12%). Conversely, the upper three bands (3.5-5.0) contained a slightly smaller percentage of females (31%) than males in either mixed-gender platoons (36%) or all-male platoons (44%). Although scores for females were reliably lower than those of males in mixed-gender platoons, χ2 (4) = 16.01, p < 0.01, the effect size (V = 0.07) did not reach the criterion for even a small effect (0.10). For male recruits, those in mixed-gender platoons had scores that were reliably lower than in all-male platoons, χ2 (4) = 48.38, p < 0.001; its effect size (V = 0.11) just exceeded the criterion for a small effect (0.10). Further analyses revealed that male scores had a near-zero correlation (r = -0.033) with the proportion of females in platoons (0-45%). This large-scale secondary analysis of instructor ratings of female and male recruits provides a platform for monitoring the integration of women into the combat arms. The analyses revealed nearly complete overlap in the performance of female versus male recruits. The detected gender-related differences were negligible to small in size. These small differences must be viewed with considerable caution. They may be artifacts of rater bias or other uncontrolled features of the rating system, which was designed for reporting individual recruit performance rather than aggregate analyses. Even with these limitations, this baseline snapshot of recruit performance suggests that, at recruit training, women and men are already working well together, which bodes well for their subsequent integration into the combat arms.

Structural reorganization of the early visual cortex following Braille training in sighted adults.

PubMed

Bola, Łukasz; Siuda-Krzywicka, Katarzyna; Paplińska, Małgorzata; Sumera, Ewa; Zimmermann, Maria; Jednoróg, Katarzyna; Marchewka, Artur; Szwed, Marcin

2017-12-12

Training can induce cross-modal plasticity in the human cortex. A well-known example of this phenomenon is the recruitment of visual areas for tactile and auditory processing. It remains unclear to what extent such plasticity is associated with changes in anatomy. Here we enrolled 29 sighted adults into a nine-month tactile Braille-reading training, and used voxel-based morphometry and diffusion tensor imaging to describe the resulting anatomical changes. In addition, we collected resting-state fMRI data to relate these changes to functional connectivity between visual and somatosensory-motor cortices. Following Braille-training, we observed substantial grey and white matter reorganization in the anterior part of early visual cortex (peripheral visual field). Moreover, relative to its posterior, foveal part, the peripheral representation of early visual cortex had stronger functional connections to somatosensory and motor cortices even before the onset of training. Previous studies show that the early visual cortex can be functionally recruited for tactile discrimination, including recognition of Braille characters. Our results demonstrate that reorganization in this region induced by tactile training can also be anatomical. This change most likely reflects a strengthening of existing connectivity between the peripheral visual cortex and somatosensory cortices, which suggests a putative mechanism for cross-modal recruitment of visual areas.

Air Education and Training Command > Home

Science.gov Websites

Media Guide (PDF) USAF Social Media Sites Basic Training Technical Training AF Recruiting Service Flying Air Education and Training Command Air Education and Training Command Join the Air Force Home News Our Experts Search Air Education and Training Command: Continuum of Learning AETC Strategic Plan Ask

When and why do doctors decide to become general practitioners? Implications for recruitment into UK general practice specialty training.

PubMed

Irish, Bill; Lake, Jonathan

2011-01-01

All applicants to round 1 of national recruitment into the general practice specialty recruitment process were surveyed as to the reasons for, and the timing of their career choices. Most applicants reported decision making after completing undergraduate training citing variety, continuity of care and work-life balance as their main drivers for a career in general practice. Applicants were statistically more likely to have undertaken a Foundation placement in general practice than their peers on a Foundation programme. Reasons for choice of deanery were largely related to location and social ties, rather than to the educational 'reputation' of its programmes.

Firefighters' cardiovascular health and fitness: An observation of adaptations that occur during firefighter training academies.

PubMed

Gnacinski, Stacy L; Ebersole, Kyle T; Cornell, David J; Mims, Jason; Zamzow, Aaron; Meyer, Barbara B

2016-03-09

Firefighters' cardiovascular fitness remains a foremost concern among fire departments and organizations, yet very little research has been conducted to examine the cardiovascular fitness adaptations that occur during firefighter training academies. To describe the cardiovascular adaptations observed among firefighter recruits during firefighter training academies using measures of estimated maximal oxygen uptake (VO2max) and heart rate recovery (ΔHR). Firefighter recruits (n = 41) enrolled in a 16-week firefighter training academy completed a 5-minute step test during the first, eighth, and sixteenth week of training. Repeated measures analysis of variance (RM ANOVA) calculations were conducted to determine changes in estimated VO2max and ΔHR. Results of the RM ANOVA calculations revealed that mean estimated VO2max and mean ΔHR differed significantly between time points: F(2, 80) = 75.525, p < 0.001, and F(2, 80) = 4.368, p = 0.016, respectively. No significant changes were observed in mean estimated VO2max and mean ΔHR beyond the eighth week of training. No significant relationship was identified between estimated VO2max and ΔHR. Although firefighter recruits' estimated VO2max and ΔHR change significantly over the course of the firefighter training academy, the measures may not be equal predictors of cardiovascular fitness.

Risk factors for the development of posttraumatic stress disorder following combat trauma: a semiprospective study.

PubMed

Zohar, Joseph; Fostick, Leah; Cohen, Ayala; Bleich, Avi; Dolfin, Dan; Weissman, Zeev; Doron, Miki; Kaplan, Zeev; Klein, Ehud; Shalev, Arieh Y

2009-12-01

When positioned in a combat situation, soldiers may be subjected to extreme stress. However, only a few combat-exposed soldiers develop long-term disturbance, namely, posttraumatic stress disorder (PTSD). This study aimed to explore risk factors for developing PTSD in order to improve the psychiatric screening process of new recruits. In a semiprospective design, we compared 2,362 war veterans who developed PTSD (according to DSM-IV criteria) with an equal number of war veterans who did not develop PTSD. Controls were matched on the basis of sequential army identification numbers, that is, the soldier drafted immediately after the index PTSD veteran (usually on the same day). This method ensured similar demographic variables such as socioeconomic level and education. Data were collected from the Israeli Defense Force database and used in a comprehensive survey conducted between January 2000 and March 2001. Comparisons were made on predrafting personal factors (behavioral assessment, cognitive assessment, linguistic ability, and education) and pretrauma army characteristics (ie, rank and training). Neither behavioral assessment nor training were found to predict PTSD. The predictive factors that were found were essentially nonspecific, such as cognitive functioning, education, rank, and position during the trauma, with little effect from training. In an armed force that uses universal recruitment, carefully structured predrafting psychological assessment of social and individual qualifications (including motivation) failed to identify increased risk factors for PTSD. However, nonspecific factors were found to be associated with an increased risk for PTSD. This study suggests that the focus of future research on risk factors for PTSD should incorporate other domains rather than behavioral assessment alone. clinicaltrials.gov Identifier: NCT00229359. Copyright 2009 Physicians Postgraduate Press, Inc.

Epidemiology of Podiatric Injuries in U.S. Marine Recruits Undergoing Basic Training

DTIC Science & Technology

1992-01-01

0.56 per 1,000 recruit days), ankle sprains (0.53 per 1,000 recruit days), and Achilles tendinitis (0.39 per 1,000 recruit days). Most injuries...who were Ankle sprain 845.00 125 0.53 physically located at the base and would present Achilles tendinitis 726.71 91 0.39 to the clinic if injured...sprain (0.53 per 1,000 recruit days) and Definitive podiatric injury incidence rates are Achilles tendinitis (0.39 per 1,000 recruit days). necessary as a

Biomechanical study using fuzzy systems to quantify collagen fiber recruitment and predict creep of the rabbit medial collateral ligament.

PubMed

Ali, A F; Taha, M M Reda; Thornton, G M; Shrive, N G; Frank, C B

2005-06-01

In normal daily activities, ligaments are subjected to repeated loads, and respond to this environment with creep and fatigue. While progressive recruitment of the collagen fibers is responsible for the toe region of the ligament stress-strain curve, recruitment also represents an elegant feature to help ligaments resist creep. The use of artificial intelligence techniques in computational modeling allows a large number of parameters and their interactions to be incorporated beyond the capacity of classical mathematical models. The objective of the work described here is to demonstrate a tool for modeling creep of the rabbit medial collateral ligament that can incorporate the different parameters while quantifying the effect of collagen fiber recruitment during creep. An intelligent algorithm was developed to predict ligament creep. The modeling is performed in two steps: first, the ill-defined fiber recruitment is quantified using the fuzzy logic. Second, this fiber recruitment is incorporated along with creep stress and creep time to model creep using an adaptive neurofuzzy inference system. The model was trained and tested using an experimental database including creep tests and crimp image analysis. The model confirms that quantification of fiber recruitment is important for accurate prediction of ligament creep behavior at physiological loads.

Military Training Lands Historic Context: Miscellaneous Training Sites

DTIC Science & Technology

2010-03-01

Resource Management Program Cultural Resources Management 1225 South Clark Street , Suite 1500 Arlington, VA 22202 ERDC/CERL TR-10-9 ii Abstract...4 December 1945 (NARA College Park, RG 342-FH, Box 2207, Photo 4A- 18347) 90 143 Recruits go through daily physical workouts at the obstacle...Box 2207, Photo 4A-18347). ERDC/CERL TR-10-9 91 Weight stations Figure 143. Recruits go through daily physical workouts at the obstacle course

Assessing the professional development needs of public health educators in light of changing competencies.

PubMed

Demers, Anne Roesler; Mamary, Edward

2008-10-01

Because of the need for a well-trained public health workforce, professional competencies have been recently revised by the Institute of Medicine and the National Health Educator Competencies Update Project. This study compared the self-identified training needs of public health educators with the updated competencies and assessed employer support for continuing education. A convenience sample of public health educators was recruited from an e-mail list of San Jose State University master of public health alumni. Respondents completed a Web-based survey that elicited information on emerging trends in public health education, training needs, and employer support for continuing education. Concerns about funding cuts and privatization of resources emerged as a theme. Key trends reported were an increase in information technology, the need for policy advocacy skills, and the importance of a lifespan approach to health issues. Primary areas for training were organization development, evaluation, and management. Although most employers were reported to support continuing education, less than two-thirds of respondents were reimbursed for expenses. These findings have implications for both research and practice. Innovative technologies should be developed to address health education professionals' training needs, and emerging themes should be incorporated into curricula for students.

Clinician–Investigator Training and the Need to Pilot New Approaches to Recruiting and Retaining This Workforce

PubMed Central

Hall, Alison K.; Lund, P. Kay

2017-01-01

Clinician–investigators, also called physician–scientists, offer critical knowledge and perspectives that benefit research on basic science mechanisms, improved diagnostic and therapeutic approaches, population and outcomes medicine, health policy, and health services, yet few clinically trained health professionals pursue a research career. Sustaining this workforce requires attention to the unique challenges faced by investigators who must achieve clinical and research competence during training and their careers. These challenges include the duration of required clinical training, limited or discontinuous research opportunities, high levels of educational debt, balancing the dual obligations and rewards of clinical care and research, competition for research funding, and the need for leadership development after training. Women and individuals from underrepresented racial and ethnic groups comprise a small percentage of this workforce. The authors summarize the recent literature on training for clinician–investigators, emphasizing approaches with encouraging outcomes that warrant broader implementation. Using this overview as background, they convened three workshops at the National Institutes of Health in 2016 to identify and refine key priorities for potential new pilot programs to recruit and retain the clinician–investigator workforce. From these workshops emerged three priorities for future pilot programs: (1) support for research in residency, (2) new research on-ramps for health professionals at multiple career stages, and (3) national networks to diversify and sustain clinician–investigator faculty. Implementation of any pilot program will require coordinated commitment from academic health centers, medical licensing/certification boards, professional societies, and clinician–investigators themselves, in addition to support from the National Institutes of Health. PMID:28767499

Clinician-Investigator Training and the Need to Pilot New Approaches to Recruiting and Retaining This Workforce.

PubMed

Hall, Alison K; Mills, Sherry L; Lund, P Kay

2017-10-01

Clinician-investigators, also called physician-scientists, offer critical knowledge and perspectives that benefit research on basic science mechanisms, improved diagnostic and therapeutic approaches, population and outcomes medicine, health policy, and health services, yet few clinically trained health professionals pursue a research career. Sustaining this workforce requires attention to the unique challenges faced by investigators who must achieve clinical and research competence during training and their careers. These challenges include the duration of required clinical training, limited or discontinuous research opportunities, high levels of educational debt, balancing the dual obligations and rewards of clinical care and research, competition for research funding, and the need for leadership development after training. Women and individuals from underrepresented racial and ethnic groups comprise a small percentage of this workforce.The authors summarize the recent literature on training for clinician-investigators, emphasizing approaches with encouraging outcomes that warrant broader implementation. Using this overview as background, they convened three workshops at the National Institutes of Health in 2016 to identify and refine key priorities for potential new pilot programs to recruit and retain the clinician-investigator workforce. From these workshops emerged three priorities for future pilot programs: (1) support for research in residency, (2) new research on-ramps for health professionals at multiple career stages, and (3) national networks to diversify and sustain clinician-investigator faculty. Implementation of any pilot program will require coordinated commitment from academic health centers, medical licensing/certification boards, professional societies, and clinician-investigators themselves, in addition to support from the National Institutes of Health.

Strategies for Recruitment and Retention of Minority Students in Michigan Vocational Education Programs.

ERIC Educational Resources Information Center

CRW Associates, Inc., Detroit, MI.

This manual provides step-by-step strategies and materials for recruiting and retaining minority students in secondary and postsecondary vocational education programs. Particular emphasis is placed on recruiting for training, education, and placement in high-growth, emerging occupations and on providing equal access to all vocational and technical…

Training New Admissions Recruiters: A Guide for Survival and Success.

ERIC Educational Resources Information Center

Swanson, Roger M.; Wilkinson, Christine Kajikawa

This volume is a guide for new college admissions recruiters and their supervisors. Chapter 1 discusses office space and related policy and telephone and computer equipment use as well as other important practical information. Chapter 2 discusses the recruiter's duty to become completely informed about his/her institution in various categories.…

Differential Recruitment of Distinct Amygdalar Nuclei across Appetitive Associative Learning

ERIC Educational Resources Information Center

Cole, Sindy; Powell, Daniel J.; Petrovich, Gorica D.

2013-01-01

The amygdala is important for reward-associated learning, but how distinct cell groups within this heterogeneous structure are recruited during appetitive learning is unclear. Here we used Fos induction to map the functional amygdalar circuitry recruited during early and late training sessions of Pavlovian appetitive conditioning. We found that a…

Defense Manpower Commission Staff Studies and Supporting Papers. Volume 3. Military Recruitment and Accessions and Future of the All Volunteer Force

DTIC Science & Technology

1976-05-01

active duty end additional Reserve recruiters were assigned to large ustropeliten areas. * The relationship of AF Reserve recruiting functions io...headquarters. There Also is a marked contrast between the Services in the comand relationship between recruiting and the initial training of recruits...the Deputy Chief of Staff, Personnel. Thus, the only formal command relationship between the two waste st the Office of the Chief of Staff. The sm

Factors That May Tend to Limit the Religious Education of Recruits

DTIC Science & Technology

1992-05-01

chaplains also mentioned the following as tending to limit recruit religious education : (1) a lack of adequate chapel facilities , (2) not enough chaplains...inadequate chapel facilities at Recruit Training Command for recruit worship and religious education . This is a particular concern for the Catholic and... education . Procedures Data was gathered by distributing questionnaires to members of Division Six on October 22-23, 1991. Participation was voluntary

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.

25 CFR 166.906 - What can happen if we recruit you after graduation?

Code of Federal Regulations, 2010 CFR

2010-04-01

... to recruit Indian and Alaska Native natural resource and trained agriculture technicians into the... lending institutions of Indian and Alaska Native natural resources and agriculture technicians who have...

32 CFR 88.3 - Definitions.

Code of Federal Regulations, 2010 CFR

2010-07-01

... defined in paragraph (c) of this section and their families. These benefits include: Training... organizing, administering, recruiting, instructing, or training the Reserve components, he or she is... training the Reserve components, he or she is denied reenlistment or is involuntarily discharged or...

Improving recruitment into geriatric medicine in Canada: Findings and recommendations from the geriatric recruitment issues study.

PubMed

Torrible, Susan J; Diachun, Laura L; Rolfson, Darryl B; Dumbrell, Andrea C; Hogan, David B

2006-09-01

As the number of Canadians aged 65 and older continues to increase, declining recruitment into geriatric medicine (GM) raises concerns about the future viability of this medical subspecialty. To develop effective strategies to attract more GM trainees into the field, it is necessary to understand how medical students, residents, GM trainees, and specialists make career choices. The Geriatric Recruitment Issues Study (GRIST) was designed to assess specific methods that could be used to improve recruitment into geriatrics in Canada. Between November 2002 and January 2003, 530 participants were invited to complete the GRIST survey (117 Canadian geriatricians, 12 GM trainees, 96 internal medicine residents, and 305 senior medical students). Two hundred fifty-three surveys (47.7%) were completed and returned (from 54 participating geriatricians, 9 GM trainees, 50 internal medicine residents, and 140 senior medical students). The survey asked respondents to rate factors influencing their choice of medical career, the attractiveness of GM, and the anticipated effectiveness of potential recruitment strategies. Although feedback varied across the four groups on these issues, consistencies were observed between medical students and residents and between GM trainees and geriatricians. All groups agreed that role modeling was effective and that summer student research programs were an ineffective recruitment strategy. Based on the GRIST findings, this article proposes six recommendations for improving recruitment into Canadian geriatric medicine training programs.

The development and implementation of a volunteer lay navigation competency framework at an outpatient cancer center.

PubMed

Lorhan, Shaun; Wright, Michelle; Hodgson, Sally; van der Westhuizen, Michael

2014-09-01

To describe the development and delivery of a competency framework designed to guide the recruitment, training, and competency screening of volunteer lay navigators at an outpatient cancer centre in Victoria, BC. Volunteers that passed a screening interview underwent 22 h of training focusing on the scope of the navigator's role, communication skills, and cancer center processes and resources. Volunteers that passed a post-training interview, by demonstrating a basic level of competency in three domains (Self as Navigator, Communication, and Knowledge/Information), were invited to participate as volunteer lay navigators in a three-step intervention with newly diagnosed lung cancer patients at the British Columbia Cancer Agency-Vancouver Island Centre. Of the 27 volunteers who attended a screening interview, 20 were invited to participate in training. From the subset of 20, 13 of these participants achieved competency scores high enough to qualify them to practice as volunteer lay navigators. By incorporating the lessons we have learned from this study, we believe that the lay navigation competency framework serves as a useful model for selecting, training, and supporting competent navigators.

MARSOC

Science.gov Websites

Raider Support Battalion Marine Raider Training Center Leaders About Heritage Recruiting Contact Us FOIA Command, demonstrate proper removal of a gas mask from a simulated chemical contact victim while training medical training at Stone Bay on Marine Corps Base Camp Lejeune, N.C., Dec. 1, 2017. During this training

Hospitality Occupational Skills Training Cooperative. Project HOST Curriculum Guide.

ERIC Educational Resources Information Center

Northwest Educational Cooperative, Des Plaines, IL.

This curriculum guide provides instructional materials for an 8-week training program, entitled Hospitality Occupational Skills Training (HOST) Cooperative. It offers an alternative skills training program to meet the needs of disadvantaged, minority populations and of employers who must recruit more highly skilled workers from those populations.…

Trained Aides as Baby Sitters of Deaf-Blind Children.

ERIC Educational Resources Information Center

Southwestern Region Deaf-Blind Center, Sacramento, CA.

The document contains the coordinator's guide, recruitment guide, practicum guide, training model, curriculum guide, bibliography, and evaluation guide for TABS, (Trained Aides as Baby Sitters), a training program that prepares individuals to be competent sitters for deaf-blind children and that provides a curriculum tailored to the needs of the…

The Benefits of Physician Training Programs for Rural Communities: Lessons Learned from the Teaching Health Center Graduate Medical Education Program.

PubMed

Lee, Marshala; Newton, Helen; Smith, Tracey; Crawford, Malena; Kepley, Hayden; Regenstein, Marsha; Chen, Candice

2016-01-01

Rural communities disproportionately face preventable chronic diseases and death from treatable conditions. Health workforce shortages contribute to limited health care access and health disparities. Efforts to address workforce shortages have included establishing graduate medical education programs with the goal of recruiting and retaining physicians in the communities in which they train. However, rural communities face a number of challenges in developing and maintaining successful residency programs, including concerns over financial sustainability and the integration of resident trainees into existing clinical practices. Despite these challenges, rural communities are increasingly interested in investing in residency programs; those that are successful see additional benefits in workforce recruitment, access, and quality of care that have immediate and direct impact on the health of rural communities. This commentary examines the challenges and benefits of rural residency programs, drawing from lessons learned from the Health Resources and Services Administration's Teaching Health Center Graduate Medical Education program.

Strategies used by interdisciplinary rural health training programs to assure community responsiveness and recruit practitioners.

PubMed

Slack, Marion K; Cummings, Doyle M; Borrego, Matthew E; Fuller, Kathi; Cook, Sherrie

2002-05-01

In this article, the strategies used by five US rural interdisciplinary training grant programs to respond to local needs and to promote recruitment in rural communities are described. The programs provide training to 17 health care disciplines and serve disadvantaged Hispanic, African-American, Amish, Native American, and Anglo populations. Four programs are based in academic institutions; one is based in a community health center. The programs provide services to the rural communities through individual clinical or case management services, population-level interventions, and collaborative research. All programs use specific mechanisms (e.g. case conferences or participation in local coalitions) to facilitate collaboration with residents and to link student activities with community or individual needs. Unique strategies include the use of problem-based learning and community health workers on the interdisciplinary team to increase responsiveness. The programs also provide educational support to students while they work in the rural communities. Finally, the primary strategy used to promote recruitment is the training experience in rural communities. The programs also appear to indirectly improve the environment of rural practice.

The effects of two different incentives on recruitment rates of families into a prevention program.

PubMed

Heinrichs, Nina

2006-07-01

This study experimentally manipulated two incentives for participation (monetary: paid participation for sessions and setting: group vs. individual) in a child behavior problem prevention program to analyze their effects on recruitment and retention of families. A population of 690 eligible families from 15 preschools located in socially disadvantaged neighborhoods was invited to participate in a parent training (PT) program. The study recruited parents by using advertisements that had information describing only the indicated condition (i.e., PT in group-unpaid, or PT individual-unpaid, or PT in group-paid, or PT individual-paid). Results demonstrate significant impact of payment on recruitment and initial attendance. Training setting alone (individual or group) did not significantly influence these rates. Editors' Strategic Implications: A compelling case is made for the utility of monetary incentives to increase proportions of low-income families in prevention research and programs. Evaluators and program designers should note the impressive use of the experimental design and hierarchical linear modeling to test the effects on recruitment.

IFT trains in different stages of assembly queue at the ciliary base for consecutive release into the cilium

PubMed Central

Wingfield, Jenna L; Mengoni, Ilaria; Bomberger, Heather; Jiang, Yu-Yang; Walsh, Jonathon D; Brown, Jason M; Picariello, Tyler; Cochran, Deborah A; Zhu, Bing; Pan, Junmin; Eggenschwiler, Jonathan; Gaertig, Jacek; Witman, George B; Kner, Peter; Lechtreck, Karl

2017-01-01

Intraflagellar transport (IFT) trains, multimegadalton assemblies of IFT proteins and motors, traffic proteins in cilia. To study how trains assemble, we employed fluorescence protein-tagged IFT proteins in Chlamydomonas reinhardtii. IFT-A and motor proteins are recruited from the cell body to the basal body pool, assembled into trains, move through the cilium, and disperse back into the cell body. In contrast to this ‘open’ system, IFT-B proteins from retrograde trains reenter the pool and a portion is reused directly in anterograde trains indicating a ‘semi-open’ system. Similar IFT systems were also observed in Tetrahymena thermophila and IMCD3 cells. FRAP analysis indicated that IFT proteins and motors of a given train are sequentially recruited to the basal bodies. IFT dynein and tubulin cargoes are loaded briefly before the trains depart. We conclude that the pool contains IFT trains in multiple stages of assembly queuing for successive release into the cilium upon completion. DOI: http://dx.doi.org/10.7554/eLife.26609.001 PMID:28562242

Development and process evaluation of a Web-based responsible beverage service training program.

PubMed

Danaher, Brian G; Dresser, Jack; Shaw, Tracy; Severson, Herbert H; Tyler, Milagra S; Maxwell, Elisabeth D; Christiansen, Steve M

2012-09-22

Responsible beverage service (RBS) training designed to improve the appropriate service of alcohol in commercial establishments is typically delivered in workshops. Recently, Web-based RBS training programs have emerged. This report describes the formative development and subsequent design of an innovative Web-delivered RBS program, and evaluation of the impact of the program on servers' knowledge, attitudes, and self-efficacy. Formative procedures using focus groups and usability testing were used to develop a Web-based RBS training program. Professional alcohol servers (N = 112) who worked as servers and/or mangers in alcohol service settings were recruited to participate. A pre-post assessment design was used to assess changes associated with using the program. Participants who used the program showed significant improvements in their RBS knowledge, attitudes, and self-efficacy. Although the current study did not directly observe and determine impact of the intervention on server behaviors, it demonstrated that the development process incorporating input from a multidisciplinary team in conjunction with feedback from end-users resulted in creation of a Web-based RBS program that was well-received by servers and that changed relevant knowledge, attitudes, and self-efficacy. The results also help to establish a needed evidence base in support of the use of online RBS training, which has been afforded little research attention.

Lessons learnt on recruitment and fieldwork from a pilot European human biomonitoring survey.

PubMed

Fiddicke, Ulrike; Becker, Kerstin; Schwedler, Gerda; Seiwert, Margarete; Joas, Reinhard; Joas, Anke; Biot, Pierre; Aerts, Dominique; Casteleyn, Ludwine; Dumez, Birgit; Castaño, Argelia; Esteban, Marta; Angerer, Jürgen; Koch, Holger M; Schoeters, Greet; Den Hond, Elly; Sepai, Ovnair; Exley, Karen; Knudsen, Lisbeth E; Horvat, Milena; Bloemen, Louis; Katsonouri, Andromachi; Hadjipanayis, Adamos; Cerna, Milena; Krsková, Andrea; Jensen, Janne Fangel; Nielsen, Jeanette K S; Rudnai, Peter; Közepésy, Szilvia; Gutleb, Arno C; Fischer, Marc E; Ligocka, Danuta; Kamińska, Joanna; Reis, M Fátima; Namorado, Sónia; Lupsa, Ioana-Rodica; Gurzau, Anca E; Halzlová, Katarína; Mazej, Darja; Tratnik, Janja Snoj; Rivas, Teresa C; Gómez, Silvia; Berglund, Marika; Larsson, Kristin; Lehmann, Andrea; Crettaz, Pierre; Dewolf, Marie-Christine; Burns, Damien; Kellegher, Anne; Kolossa-Gehring, Marike

2015-08-01

Within the European Environment and Health Action Plan an initiative to establish a coherent human biomonitoring approach in Europe was started. The project COPHES (COnsortium to Perform Human biomonitoring on a European Scale ) developed recommendations for a harmonized conduct of a human biomonitoring (HBM) survey which came into action as the pilot study DEMOCOPHES (DEMOnstration of a study to COordinate and Perform Human biomonitoring on a European Scale). Seventeen European countries conducted a survey with harmonized instruments for, inter alia, recruitment, fieldwork and sampling, in autumn/winter 2011/2012. Based on the countries' experiences of conducting the pilot study, following lessons learnt were compiled: the harmonized fieldwork instruments (basic questionnaire, urine and hair sampling) turned out to be very valuable for future HBM surveys on the European scale. A school approach was favoured by most of the countries to recruit school-aged children according to the established guidelines and country specific experiences. To avoid a low participation rate, intensive communication with the involved institutions and possible participants proved to be necessary. The communication material should also include information on exclusion criteria and offered incentives. Telephone contact to the participants the day before fieldwork during the survey can prevent the forgetting of appointments and first morning urine samples. To achieve comparable results on the European scale, training of interviewers in all issues of recruitment, fieldwork and sampling through information material and training sessions is crucial. A survey involving many European countries needs time for preparation and conduct. Materials for quality control prepared for all steps of recruitment, fieldwork and sampling proved to be important to warrant reliable results. Copyright © 2014 Elsevier Inc. All rights reserved.

Training peers to deliver a church-based diabetes prevention program.

PubMed

Tang, Tricia S; Nwankwo, Robin; Whiten, Yolanda; Oney, Christina

2012-01-01

The purpose of this study was to examine the feasibility and acceptability of training peers to function as lifestyle coaches and to deliver a church-based lifestyle modification program. We recruited 6 African-American adults to participate in an 8-hour peer lifestyle coach (PLC) training program followed by a subsequent 2-hour booster session. The PLC training program addressed several key areas, including: (1) developing empowerment-based facilitation, active listening, and behavior change skills; (2) learning self-management strategies (eg, reading food labels, counting calories); (3) practicing session delivery; and (4) interpreting clinical lab results. Training evaluation was conducted retrospectively (immediately following the delivery of the diabetes prevention intervention rather than after the 8-hour training session) and measured program satisfaction and efficacy from the perspective of participants. Peer lifestyle coaches' confidence levels for performing core skills (eg, asking open-ended questions, 5-step behavioral goal-setting process) and advanced skills (eg, addressing resistance, discussing sensitive topics) were uniformly high. Similarly, PLCs were very satisfied with the length of training, balance between content and skills development, and preparation for leading group- and individual-based support activities. Findings suggest that it is feasible to customize a PLC training program that is acceptable to participants and that equips participants with the knowledge and skills to facilitate a church-based diabetes prevention intervention.

Exploring the process of professional socialisation and development during pharmacy pre-registration training in England.

PubMed

Jee, Samuel D; Schafheutle, Ellen I; Noyce, Peter R

2016-08-01

To explore the process of professional socialisation in pharmacy trainees during pre-registration training. A prospective, longitudinal qualitative design was used. A purposive sample of 20 trainees from community and hospital pharmacy in North West England was recruited. A total of 79 semi-structured interviews were conducted with trainees on three occasions during training and once four months after training. Data were analysed thematically using template analysis. Early on in training, non-pharmacists played a significant role in socialising trainees into the work setting; pharmacists played the stronger role towards the end. Pre-registration tutors were strong role models throughout training. Training experiences differed between settings, where services provided and patient mix varied. Hospital trainees learnt about specialist medicines on ward rotations. Community trainees developed knowledge of over-the-counter, and less complex, medicines. In hospital, trainees were exposed to a range of role models in comparison to community where this was generally limited to a small pharmacy team. Newly qualified pharmacists were challenged by having full responsibility and accountability. This study showed the experiences encountered by trainees that affect their professional socialisation. More standardisation across training sites may reduce the variation in experiences and professional socialisation and development. Formal training for pre-registration tutors and support staff that play a key role in supporting trainees could be considered. Support for newly qualified pharmacists may allay the challenging transition they face when entering practice. © 2016 Royal Pharmaceutical Society.

Using Personal Narratives for Curriculum Development about Substance Abuse and Older Adults

ERIC Educational Resources Information Center

Bial, Martha C.; Gutheil, Irene A.; Hanson, Meredith; White-Ryan, Linda

2012-01-01

This article reports on a project to sensitize graduate social work students taking courses in substance abuse to the needs of older adults. Graduate social work students at a major urban school of social work in the Northeast were recruited and trained to interview older adults with a history of substance abuse problems regarding their life…

Ouachita Parish Public Library, Final Performance Report for Library Services and Construction Act (LSCA) Title VI, Library Literacy Program, 1992-1993.

ERIC Educational Resources Information Center

Camp, Gloria S.

The Ouachita Parish Public Library (Louisiana) conducted a project that involved recruitment, coalition building, public awareness, training, basic literacy, collection development, tutoring, technology, and English as a Second Language (ESL) programs. The project served a community of over 200,000 people, and targeted the learning disabled,…

Joint Curriculum Development of the Training Program for Five-Year, Rural-Oriented, Tuition-Waived Medical Students

ERIC Educational Resources Information Center

Che, Xiang-Xin; Niu, Li; Xia, Xiu-Long; Wang, Xin

2014-01-01

To alleviate the shortage of competent undergraduate-level medical professionals in the central and western rural regions of China, from 2010 to 2012, the Chinese government mandated 100 medical colleges to recruit 30,000 rural-oriented, tuition-waived medical students (RTMS) for the township and village hospitals. But no educational curriculum is…

Civil Rights Activists in the Information Age: The Development of Math Literacy Workers. CIRCLE Working Paper 50

ERIC Educational Resources Information Center

Watts, Roderick J.; Guessous, Omar

2006-01-01

Roderick Watts and Omar Guessous of Georgia State University conducted exploratory research to investigate the link between math and civic engagement. Their research is based on an evaluation of the Young People's Project (YPP), a national program that recruits, trains, and deploys high school and college Math Literacy Workers for mentoring middle…

Student Satisfaction With an Innovative Internship

PubMed Central

Petrila, Ann; Fireman, Orah; Fitzpatrick, Leslie Schnoll; Hodas, Robyn Wertheimer; Taussig, Heather N.

2014-01-01

This article describes an internship program designed specifically to meet graduate students’ training needs within the context of their work in a prevention program for children in foster care. An internship based on a strong model of intern recruitment and supervision, structured inclusion of interns in a supportive agency culture, a manualized orientation, and an ongoing didactic program, was hypothesized to result in a positive experience for interns. Results of anonymous surveys administered to 102 interns over a 9-year period assessing their internship experience are presented and discussed. Recommendations are made for development of internship training sites. PMID:25642119

Relationships of personality traits and stress to gingival status or soft-tissue oral pathology: an exploratory study.

PubMed

Minneman, M A; Cobb, C; Soriano, F; Burns, S; Schuchman, L

1995-01-01

The purpose of this study was to examine the relationships of personality traits and stress with gingival inflammation and with soft-tissue oral pathology. Personality traits of psychoticism (P), extroversion and introversion (E), and neuroticism (N) were measured with Eysenck's personality questionnaire (EPQ). Stress was measured with a modified organizational and individual assessment survey (OIAS) developed by Hendrix. Military recruits from Ft. Leonard Wood, Missouri, were examined for soft-tissue oral pathology and gingival status at weeks one (n = 241) and six (n = 61) of basic combat training (BCT). The EPQ and OIAS were administered to 217 recruits during week six of BCT. A discriminant analysis was used to determine correlations among study variables. Significant correlations (P < .05) were found between personality traits and various measures of tolerance of stress. Little variance was found between groups originally presenting with or without disease. Only physical stress (P < .005) was shown to affect soft-tissue pathology, while gingival inflammation correlated significantly to E scores (P < .02), tolerance to change (P < .02), and anxiety (P < .05). Data support a possible relationship among certain personality traits, stress variables, and gingival inflammation or soft-tissue pathology in recruits with extreme personality characteristics or perception of high physical stress levels in basic combat training.

Recruiting Campaigns: How Advertising and Training Target the Millennial Generation

DTIC Science & Technology

2007-12-01

problem solvers; America’s hope for great things to come. They knew how to get things done and did them--together as a generation. The GI Generation...Confident. The second clip is one of the most exciting segments in the web-based commercials. Get inside an Army Mission and see how a soldier can take...RECRUITING CAMPAIGNS: HOW ADVERTISING AND TRAINING TARGET THE MILLENNIAL GENERATION A thesis presented to the Faculty of the U.S

Department of Defense Annual Report on Sexual Assault in the Military. Fiscal Year 2013

DTIC Science & Technology

2014-04-16

a web based, self-guided training solution for SARCs and SAPR PMs consisting of simulations demonstrating DSAID’s capabilities;  Included D-SAACP...for future Soldiers. This is a web -based training tool for potential and new recruits that can be accessed and used in Recruiting Stations. Topics...sensitive” to protect and promote the welfare of the patient. Paper records are treated as “sensitive,” maintained in a locked, secured container

Core stability training for injury prevention.

PubMed

Huxel Bliven, Kellie C; Anderson, Barton E

2013-11-01

Enhancing core stability through exercise is common to musculoskeletal injury prevention programs. Definitive evidence demonstrating an association between core instability and injury is lacking; however, multifaceted prevention programs including core stabilization exercises appear to be effective at reducing lower extremity injury rates. PUBMED WAS SEARCHED FOR EPIDEMIOLOGIC, BIOMECHANIC, AND CLINICAL STUDIES OF CORE STABILITY FOR INJURY PREVENTION (KEYWORDS: "core OR trunk" AND "training OR prevention OR exercise OR rehabilitation" AND "risk OR prevalence") published between January 1980 and October 2012. Articles with relevance to core stability risk factors, assessment, and training were reviewed. Relevant sources from articles were also retrieved and reviewed. Stabilizer, mobilizer, and load transfer core muscles assist in understanding injury risk, assessing core muscle function, and developing injury prevention programs. Moderate evidence of alterations in core muscle recruitment and injury risk exists. Assessment tools to identify deficits in volitional muscle contraction, isometric muscle endurance, stabilization, and movement patterns are available. Exercise programs to improve core stability should focus on muscle activation, neuromuscular control, static stabilization, and dynamic stability. Core stabilization relies on instantaneous integration among passive, active, and neural control subsystems. Core muscles are often categorized functionally on the basis of stabilizing or mobilizing roles. Neuromuscular control is critical in coordinating this complex system for dynamic stabilization. Comprehensive assessment and training require a multifaceted approach to address core muscle strength, endurance, and recruitment requirements for functional demands associated with daily activities, exercise, and sport.

Using learning theory, interprofessional facilitation competencies, and behavioral indicators to evaluate facilitator training.

PubMed

LeGros, Theresa A; Amerongen, Helen M; Cooley, Janet H; Schloss, Ernest P

2015-01-01

Despite the increasing need for faculty and preceptors skilled in interprofessional facilitation (IPF), the relative novelty of the field poses a challenge to the development and evaluation of IPF programs. We use learning theory and IPF competencies with associated behavioral indicators to develop and evaluate six key messages in IPF training and experience. Our mixed methods approach included two phases: quantitative data collection with embedded qualitative data, followed by qualitative data collection in explanatory sequential fashion. This enabled triangulated analyses of both data types and of facilitation behaviors from facilitator and student perspectives. Results indicate the competency-based training was effective. Facilitators felt comfortable performing behaviors associated with IPF competencies; student observations of those behaviors supported facilitator self-reported performance. Overall, students perceived more facilitation opportunities than facilitators. Findings corroborate the importance of recruiting seasoned facilitators and establishing IPF guidelines that acknowledge variable team dynamics and help facilitators recognize teachable moments.

Starting a new residency program: a step-by-step guide for institutions, hospitals, and program directors

PubMed Central

Barajaz, Michelle; Turner, Teri

2016-01-01

Although our country faces a looming shortage of doctors, constraints of space, funding, and patient volume in many existing residency programs limit training opportunities for medical graduates. New residency programs need to be created for the expansion of graduate medical education training positions. Partnerships between existing academic institutions and community hospitals with a need for physicians can be a very successful means toward this end. Baylor College of Medicine and The Children's Hospital of San Antonio were affiliated in 2012, and subsequently, we developed and received accreditation for a new categorical pediatric residency program at that site in 2014. We share below a step-by-step guide through the process that includes building of the infrastructure, educational development, accreditation, marketing, and recruitment. It is our hope that the description of this process will help others to spur growth in graduate medical training positions. PMID:27507541

Vocational Training with HIV Prevention for Ugandan Youth

PubMed Central

Rotheram-Borus, Mary Jane; Lightfoot, Marguerita; Kasirye, Rogers; Desmond, Katherine

2013-01-01

In a pilot study, young people in slums in Kampala, Uganda received an HIV prevention program (Street Smart) and were randomized to receive vocational training immediately (Immediate) or four months later (Delayed). Youth were monitored at recruitment, 4 months (85% retention), and 24 months (74% retention). Employment increased dramatically: Only 48% had ever been employed at recruitment, 86% were employed from months 21 to 24 post recruitment. Over two years, decreases were recorded in the number of sexual partners, mental health symptoms, delinquent acts, and drug use; condom use increased. Providing employment in low income countries, in conjunction with HIV prevention, may provide sustained support to young people to prevent HIV acquisition. PMID:21800180

Neuromuscular adaptations to training, injury and passive interventions: implications for running economy.

PubMed

Bonacci, Jason; Chapman, Andrew; Blanch, Peter; Vicenzino, Bill

2009-01-01

Performance in endurance sports such as running, cycling and triathlon has long been investigated from a physiological perspective. A strong relationship between running economy and distance running performance is well established in the literature. From this established base, improvements in running economy have traditionally been achieved through endurance training. More recently, research has demonstrated short-term resistance and plyometric training has resulted in enhanced running economy. This improvement in running economy has been hypothesized to be a result of enhanced neuromuscular characteristics such as improved muscle power development and more efficient use of stored elastic energy during running. Changes in indirect measures of neuromuscular control (i.e. stance phase contact times, maximal forward jumps) have been used to support this hypothesis. These results suggest that neuromuscular adaptations in response to training (i.e. neuromuscular learning effects) are an important contributor to enhancements in running economy. However, there is no direct evidence to suggest that these adaptations translate into more efficient muscle recruitment patterns during running. Optimization of training and run performance may be facilitated through direct investigation of muscle recruitment patterns before and after training interventions. There is emerging evidence that demonstrates neuromuscular adaptations during running and cycling vary with training status. Highly trained runners and cyclists display more refined patterns of muscle recruitment than their novice counterparts. In contrast, interference with motor learning and neuromuscular adaptation may occur as a result of ongoing multidiscipline training (e.g. triathlon). In the sport of triathlon, impairments in running economy are frequently observed after cycling. This impairment is related mainly to physiological stress, but an alteration in lower limb muscle coordination during running after cycling has also been observed. Muscle activity during running after cycling has yet to be fully investigated, and to date, the effect of alterations in muscle coordination on running economy is largely unknown. Stretching, which is another mode of training, may induce acute neuromuscular effects but does not appear to alter running economy. There are also factors other than training structure that may influence running economy and neuromuscular adaptations. For example, passive interventions such as shoes and in-shoe orthoses, as well as the presence of musculoskeletal injury, may be considered important modulators of neuromuscular control and run performance. Alterations in muscle activity and running economy have been reported with different shoes and in-shoe orthoses; however, these changes appear to be subject-specific and non-systematic. Musculoskeletal injury has been associated with modifications in lower limb neuromuscular control, which may persist well after an athlete has returned to activity. The influence of changes in neuromuscular control as a result of injury on running economy has yet to be examined thoroughly, and should be considered in future experimental design and training analysis.

Primary care training and the evolving healthcare system.

PubMed

Peccoralo, Lauren A; Callahan, Kathryn; Stark, Rachel; DeCherrie, Linda V

2012-01-01

With growing numbers of patient-centered medical homes and accountable care organizations, and the potential implementation of the Patient Protection and Affordable Care Act, the provision of primary care in the United States is expanding and changing. Therefore, there is an urgent need to create more primary-care physicians and to train physicians to practice in this environment. In this article, we review the impact that the changing US healthcare system has on trainees, strategies to recruit and retain medical students and residents into primary-care internal medicine, and the preparation of trainees to work in the changing healthcare system. Recruitment methods for medical students include early preclinical exposure to patients in the primary-care setting, enhanced longitudinal patient experiences in clinical clerkships, and primary-care tracks. Recruitment methods for residents include enhanced ambulatory-care training and primary-care programs. Financial-incentive programs such as loan forgiveness may encourage trainees to enter primary care. Retaining residents in primary-care careers may be encouraged via focused postgraduate fellowships or continuing medical education to prepare primary-care physicians as both teachers and practitioners in the changing environment. Finally, to prepare primary-care trainees to effectively and efficiently practice within the changing system, educators should consider shifting ambulatory training to community-based practices, encouraging resident participation in team-based care, providing interprofessional educational experiences, and involving trainees in quality-improvement initiatives. Medical educators in primary care must think innovatively and collaboratively to effectively recruit and train the future generation of primary-care physicians. © 2012 Mount Sinai School of Medicine.

Building Partner Capacity: DOD Should Improve Its Reporting to Congress on Challenges to Expanding Ministry of Defense Advisors Program

DTIC Science & Technology

2015-02-11

with additional information on the program’s performance ; and (3) develop a time frame for updating the policy for the MODA program. DOD...requirement development , State concurrence, DOD formal approval, recruitment, and training and pre-deployment (see fig. 1). While some of these...Georgia, and Bosnia and Herzegovina (see table 1).7 For more information on DOD’s first 2 Global MODA deployments, see app. II

Empowering Promotores de Salud to engage in Community-Based Participatory Research

PubMed Central

Cupertino, A. Paula; Suarez, Natalia; Cox, Lisa Sanderson; Fernández, Cielo; Jaramillo, Mary Lou; Morgan, Aura; Garrett, Susan; Mendoza, Irazema; Ellerbeck, Edward F.

2015-01-01

Background Latino immigrants are less likely to be involved in addressing health-related issues affecting their own community. Community health workers have played a significant role in addressing the health of underserved communities in several countries. Objective The objective of this article is to describe the development, implementation and evaluation of a community-based training program that empowers promotores to identify the health needs of recent Latino immigrants. Promotores were able to develop interventions based on the needs of recent Latino immigrants. Methods Latino community members participated in a 30-hour training program. Training was provided in 15 two-hour sessions over 3 months. Training included field work accompanied by skills development in leadership, organization, interpersonal communication, and survey implementation. Upon completion of the training, promotores conducted household surveys designed to identify community health needs. The evaluation employed quantitative measures to track promotores’ canvassing activities and assessment of health behaviors. Results Out of the 22 promotores enrolled in the training program, 15 (68.18%) completed the training program. Within 3 months, promotores administered 105 household surveys and identified poor access to health care, lack of insurance (78.6%), low daily consumption of fruits (73%) and vegetables (37.5%) and frequent exposure to tobacco smoke (31.7%). Conclusion Our study demonstrated the feasibility of recruiting and engaging promotores to identify health priorities within the Latino community. This initial step will inform the development of future community-based interventions. PMID:25705141

A blended supervision model in Australian general practice training.

PubMed

Ingham, Gerard; Fry, Jennifer

2016-05-01

The Royal Australian College of General Practitioners' Standards for general practice training allow different models of registrar supervision, provided these models achieve the outcomes of facilitating registrars' learning and ensuring patient safety. In this article, we describe a model of supervision called 'blended supervision', and its initial implementation and evaluation. The blended supervision model integrates offsite supervision with available local supervision resources. It is a pragmatic alternative to traditional supervision. Further evaluation of the cost-effectiveness, safety and effectiveness of this model is required, as is the recruitment and training of remote supervisors. A framework of questions was developed to outline the training practice's supervision methods and explain how blended supervision is achieving supervision and teaching outcomes. The supervision and teaching framework can be used to understand the supervision methods of all practices, not just practices using blended supervision.

Identification of recruitment and retention strategies for rehabilitation professionals in Ontario, Canada: results from expert panels

PubMed Central

Tran, Diem; Hall, Linda McGillis; Davis, Aileen; Landry, Michel D; Burnett, Dawn; Berg, Katherine; Jaglal, Susan

2008-01-01

Background Demand for rehabilitation services is expected to increase due to factors such as an aging population, workforce pressures, rise in chronic and complex multi-system disorders, advances in technology, and changes in interprofessional health service delivery models. However, health human resource (HHR) strategies for Canadian rehabilitation professionals are lagging behind other professional groups such as physicians and nurses. The objectives of this study were: 1) to identify recruitment and retention strategies of rehabilitation professionals including occupational therapists, physical therapists and speech language pathologists from the literature; and 2) to investigate both the importance and feasibility of the identified strategies using expert panels amongst HHR and education experts. Methods A review of the literature was conducted to identify recruitment and retention strategies for rehabilitation professionals. Two expert panels, one on Recruitment and Retention and the other on Education were convened to determine the importance and feasibility of the identified strategies. A modified-delphi process was used to gain consensus and to rate the identified strategies along these two dimensions. Results A total of 34 strategies were identified by the Recruitment and Retention and Education expert panels as being important and feasible for the development of a HHR plan for recruitment and retention of rehabilitation professionals. Seven were categorized under the Quality of Worklife and Work Environment theme, another seven in Financial Incentives and Marketing, two in Workload and Skill Mix, thirteen in Professional Development and five in Education and Training. Conclusion Based on the results from the expert panels, the three major areas of focus for HHR planning in the rehabilitation sector should include strategies addressing Quality of Worklife and Work Environment, Financial Incentives and Marketing and Professional Development. PMID:19068134

Identification of recruitment and retention strategies for rehabilitation professionals in Ontario, Canada: results from expert panels.

PubMed

Tran, Diem; Hall, Linda McGillis; Davis, Aileen; Landry, Michel D; Burnett, Dawn; Berg, Katherine; Jaglal, Susan

2008-12-09

Demand for rehabilitation services is expected to increase due to factors such as an aging population, workforce pressures, rise in chronic and complex multi-system disorders, advances in technology, and changes in interprofessional health service delivery models. However, health human resource (HHR) strategies for Canadian rehabilitation professionals are lagging behind other professional groups such as physicians and nurses. The objectives of this study were: 1) to identify recruitment and retention strategies of rehabilitation professionals including occupational therapists, physical therapists and speech language pathologists from the literature; and 2) to investigate both the importance and feasibility of the identified strategies using expert panels amongst HHR and education experts. A review of the literature was conducted to identify recruitment and retention strategies for rehabilitation professionals. Two expert panels, one on Recruitment and Retention and the other on Education were convened to determine the importance and feasibility of the identified strategies. A modified-delphi process was used to gain consensus and to rate the identified strategies along these two dimensions. A total of 34 strategies were identified by the Recruitment and Retention and Education expert panels as being important and feasible for the development of a HHR plan for recruitment and retention of rehabilitation professionals. Seven were categorized under the Quality of Worklife and Work Environment theme, another seven in Financial Incentives and Marketing, two in Workload and Skill Mix, thirteen in Professional Development and five in Education and Training. Based on the results from the expert panels, the three major areas of focus for HHR planning in the rehabilitation sector should include strategies addressing Quality of Worklife and Work Environment, Financial Incentives and Marketing and Professional Development.

Task-Oriented Training with Computer Games for People with Rheumatoid Arthritis or Hand Osteoarthritis: A Feasibility Randomized Controlled Trial.

PubMed

Srikesavan, Cynthia Swarnalatha; Shay, Barbara; Szturm, Tony

2016-09-13

To examine the feasibility of a clinical trial on a novel, home-based task-oriented training with conventional hand exercises in people with rheumatoid arthritis or hand osteoarthritis. To explore the experiences of participants who completed their respective home exercise programmes. Thirty volunteer participants aged between 30 and 60 years and diagnosed with rheumatoid arthritis or hand osteoarthritis were proposed for a single-center, assessor-blinded, randomized controlled trial ( ClinicalTrials.gov : NCT01635582). Participants received task-oriented training with interactive computer games and objects of daily life or finger mobility and strengthening exercises. Both programmes were home based and were done four sessions per week with 20 minutes each session for 6 weeks. Major feasibility outcomes were number of volunteers screened, randomized, and retained; completion of blinded assessments, exercise training, and home exercise sessions; equipment and data management; and clinical outcomes of hand function. Reaching the recruitment target in 18 months and achieving exercise compliance >80% were set as success criteria. Concurrent with the trial, focus group interviews explored experiences of those participants who completed their respective programmes. After trial initiation, revisions in inclusion criteria were required to promote recruitment. A total of 17 participants were randomized and 15 were retained. Completion of assessments, exercise training, and home exercise sessions; equipment and data collection and management demonstrated excellent feasibility. Both groups improved in hand function outcomes and exercise compliance was above 85%. Participants perceived both programmes as appropriate and acceptable. Participants who completed task-oriented training also agreed that playing different computer games was enjoyable, engaging, and motivating. Findings demonstrate initial evidence on recruitment, feasibility of trial procedures, and acceptability of task-oriented training in people with rheumatoid arthritis or hand osteoarthritis. Since the pilot trial was unsuccessful in participant recruitment, a large trial will not follow.

Connected Vehicle Pilot Deployment Program Phase 1, Participant Training and Stakeholder Education Plan – Tampa (THEA).

DOT National Transportation Integrated Search

2016-08-01

The Participant Training and Stakeholder Education Plan is a high-level plan for the recruitment and training of all automobile drivers, pedestrians, transit drivers, traffic management center (TMC) operators, and installation and maintenance technic...

United States Air Force Training Line Simulator. Final Report.

ERIC Educational Resources Information Center

Nauta, Franz; Pierce, Michael B.

This report describes the technical aspects and potential applications of a computer-based model simulating the flow of airmen through basic training and entry-level technical training. The objective of the simulation is to assess the impacts of alternative recruit classification and training policies under a wide variety of assumptions regarding…

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

Code of Federal Regulations, 2010 CFR

2010-04-01

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

Applied Research Consultants (ARC): A Vertical Practicum Model of Training Applied Research

ERIC Educational Resources Information Center

Nadler, Joel T.; Cundiff, Nicole L.

2009-01-01

The demand for highly trained evaluation consultants is increasing. Furthermore, the gap between job seekers' evaluation competencies and job recruiters' expectations suggests a need for providing practical training experiences. A model using a vertical practicum (advanced students assisting in the training of newer students) is suggested as an…

Issues concerning recruitment, retention and attrition of student nurses in the 1950/60s: a comparative study.

PubMed

Jinks, Annette M; Richardson, Kathleen; Jones, Chris; Kirton, Jennifer A

2014-11-01

To investigate student nurse recruitment and attrition in the 1950' and 1960s and undertake comparisons to modern day concerns. The study was set in one hospital in the U.K. In the period studied nursing was unpopular as a profession and there were difficulties surrounding recruitment. Attrition rates were high. Documentary analysis of 641 training records dating 1955 to 1968 was undertaken. Attrition rates, reasons for non-completion and employment following successful completion were determined. Most recruits were young, unmarried, females and had overseas addresses. The majority (n = 88) had prior nursing experience. Over 69% (n = 443) successfully completed their training. Attrition rates were over 30% (n = 198), the main reason being academic failure. Following completion over 40% (n = 183) undertook midwifery training (n = 183) or secured a staff nurse post (n = 153). Issues relating to recruitment, retention and attrition in the 1950s and 1960s put into context present day issues. Recent attrition rates from pre-registration nurse education have fallen, nevertheless some of the issues of yesteryear remain problematic. In the present study significant numbers of entrants left due to domestic and ill-health problems resonates with many modern day studies. Also failure to complete due to academic shortcomings continues to be a concern. Copyright © 2014 Elsevier Ltd. All rights reserved.

Development of university-industry partnerships in railroad engineering education

NASA Astrophysics Data System (ADS)

Lautala, Pasi T.

Rail transportation has been an important part of the North American transportation network since the 19th century and it continues to be a major contributor to the economic well-being and the global competitiveness of the U.S. The recent expansion in freight rail volumes and forecasts for continuous growth, together with more favorable attitudes for urban passenger rail present several challenges for the rail industry. One of the challenges is the availability of a well educated engineering workforce. The rail industry has recognized a need to attract new railroad professionals from various disciplines for management and technical positions, but most universities eliminated railroad engineering from their curricula after the recruitment levels faded several decades ago. Today, railroad expertise and related engineering courses exist at only a few universities and most students graduate without any exposure to rail topics. While industry representatives have expressed their concern about a future workforce, little data is available on the extent of the demand, on the characteristics and skills of preferred candidates, and on the role that universities can play. A benchmarking study was undertaken to investigate the demand for university engineering graduates and assess whether current methods are sufficient to attract, educate, recruit, train and retain engineering students in the railroad profession. Data was collected from industry human resources and training managers to define the quantitative and qualitative needs for railroad engineers. In addition, recently hired engineers working in the rail industry were surveyed to determine the extent of their university exposure in rail topics and how it affected their career choice. The surveys indicated an increase of over 300 percent in the annual recruitment for railroad engineers by the participating companies between 2002 and 2005. Recruitment levels are expected to remain high for the next five to ten years due to high demand for rail transportation and an older engineering workforce with the greatest demand for civil, electrical and mechanical engineers with bachelor's degrees. The rail industry and universities have grown apart over the past several decades, as rail programs and courses were abandoned at universities and there were very limited recruitment and research activities by the railroads at universities. Today, specialized course(s) in rail topics are offered at approximately three percent of ABET accredited civil engineering programs in the U.S. and only 16 percent of engineers who responded to the survey had received university exposure to rail topics. The research findings suggest that increased university participation has the potential to assist the rail industry in all aspects related to attracting, educating, recruiting, training and retaining engineering graduates. The primary advantages would be greater industry visibility and student knowledge in rail topics. Increased prior knowledge, on the other hand, improves the effectiveness of industry training programs and offers a potential for sizable training cost reductions. As a final conclusion, the research suggests that the most effective approach for developing future railroad engineers is a balancing act where the responsibilities should be shared by the rail industry and universities based on each others strengths. University participation should include multiple types and levels, including introductory lectures, co-op/internship programs, courses in railroad engineering, and a minor or certificate in railroad engineering that would include several courses. Due to the urgent demand for railroad engineers and time it takes to rebuild the expertise on campuses, the development process should begin immediately, be incremental, and utilize concepts, such as cooperation with other universities or engineer-in-residence, that reduce the demand of internal university resources. The challenges to the process, such as willingness of partners to understand each others needs and motivations for the relationship should be alleviated by developing performance goals and measures of success. While it is impossible to evaluate all aspects of university level railroad engineering education in one study, this research suggests that there are opportunities for a partnership between the rail industry and universities. The purpose of this research was to identify those opportunities and increase the understanding of the forces that shape the demand for railroad engineers and engineering education. The findings can be used both by the rail industry and the universities as they initiate change in the current processes and thrive to develop railroad engineers to meet the demands of the 21 st century.

Training of lay health educators to implement an evidence-based behavioral weight loss intervention in rural senior centers.

PubMed

Krukowski, Rebecca A; Lensing, Shelly; Love, Sharhonda; Prewitt, T Elaine; Adams, Becky; Cornell, Carol E; Felix, Holly C; West, Delia

2013-02-01

Lay health educators (LHEs) offer great promise for facilitating the translation of evidence-based health promotion programs to underserved areas; yet, there is little guidance on how to train LHEs to implement these programs, particularly in the crucial area of empirically validated obesity interventions. This article describes experiences in recruiting, training, and retaining 20 LHEs who delivered a 12-month evidence-based behavioral lifestyle intervention (based on the Diabetes Prevention Program) in senior centers across a rural state. A mixed method approach was used which incorporated collecting the folllowing: quantitative data on sociodemographic characteristics of LHEs; process data related to training, recruitment, intervention implementation, and retention of LHEs; and a quantitative program evaluation questionnaire, which was supplemented by a qualitative program evaluation questionnaire. Descriptive statistics were calculated for quantitative data, and qualitative data were analyzed using content analysis. The training program was well received, and the LHEs effectively recruited participants and implemented the lifestyle intervention in senior centers following a structured protocol. The methods used in this study produced excellent long-term retention of LHEs and good adherence to intervention protocol, and as such may provide a model that could be effective for others seeking to implement LHE-delivered health promotion programs.

A "Common Factors" Approach to Developing Culturally Tailored HIV Prevention Interventions.

PubMed

Owczarzak, Jill; Phillips, Sarah D; Filippova, Olga; Alpatova, Polina; Mazhnaya, Alyona; Zub, Tatyana; Aleksanyan, Ruzanna

2016-06-01

The current dominant model of HIV prevention intervention dissemination involves packaging interventions developed in one context, training providers to implement that specific intervention, and evaluating the extent to which providers implement it with fidelity. Research shows that providers rarely implement these programs with fidelity due to perceived incompatibility, resource constraints, and preference for locally generated solutions. In this study, we used the concept of "common factors," or broad constructs shared by most evidence-based HIV prevention interventions, to train service providers to develop their own programs. We recruited eight Ukrainian HIV prevention organizations from regions with HIV epidemics concentrated among people who inject drugs. We trained staff to identify HIV risk behaviors and determinants, construct behavior change logic models, and develop and manualize an intervention. We systematically reviewed each manual to assess intervention format and content and determine whether the program met intervention criteria as taught during training. All agencies developed programs that reflected common factors of effective behavior change HIV prevention interventions. Each agency's program targeted a unique population that reflected local HIV epidemiology. All programs incorporated diverse pedagogical strategies that focused on skill-building, goal-setting, communication, and empowerment. Agencies struggled to limit information dissemination and the overall scope and length of their programs. We conclude that training service providers to develop their own programs based on common elements of effective behavior change interventions can potentially transform existing processes of program development, implementation, and capacity building. Expanding this model will require committed training and support resources. © 2015 Society for Public Health Education.

[The Internet:an alternative to face-to-face training for teachers in remote locations?].

PubMed

Gagnon, Suzanne; Minguet, Cassian

2008-08-01

For some family medicine supervisors working in rural and remote areas, access to face-to-face training is problematic. They need distance training programs designed specifically for them. To study the advantages, disadvantages, and feasibility of a training program for these supervisors that is delivered over the Internet. This was a pilot project for international on-line training consisting of a platform of courses and a collaborative type of Web conferencing that ran for 2 hours each week for 5 weeks. The training focused on the acquisition of teaching skills and the use of information and communications technology, and included discussions on topics related to practising and teaching in rural areas. Such a program is feasible and economical. The main difficulties are recruiting participants, keeping them in the program, and the amount of time spent on development and supervision. Participants who persevered reported high levels of satisfaction. The content of this type of training, barriers to participation, and the role of distance education in rural supervisor training programs remain to be explored.

An evaluation of taster days to recruit untrained health care staff to pre-registration mental health nurse education within one UK university.

PubMed

Rhodes, Sheri; Bouic, Louise

2005-10-01

With a decrease in the amount of college leavers available to recruit to nurse training and a simultaneous increase in demand for nurses, achieving recruitment targets is becoming more difficult. The widening participation agenda has encouraged us to look wider and one very rich area for recruitment is untrained health and social care staff. Some of this group do eventually opt for professional education, but many could take up places sooner, but lack the confidence or the information they need to make informed decisions. The mental health directorate of an NHS Trust (Shropshire County PCT) agreed to fund 2 'Taster Days' for up to 40 untrained healthcare staff. The Trust was keen that this opportunity was offered to value the contribution, continued learning and skills development of their untrained staff. The Taster Days were to be delivered within the Faculty of Health & Sciences of Staffordshire University. The Trust gave permission for their name to be used on advertising materials and in subsequent publication. A literature review highlighted a dearth of material, consequently allowing freedom to develop and trial our own ideas. Current students and student nurse ambassadors (funded by Advantage West Midlands and Stoke Local Strategic Partnership through Full Circle) were involved in developing materials and the delivery of the day. An evaluation of the day and recommendations are included.

Outbreak of Influenza and Rhinovirus Co-circulation Among Unvaccinated Recruits, U.S. Coast Guard Training Center Cape May, NJ, 24 July-21 August 2016

DTIC Science & Technology

2018-01-01

mission success. The on-site health clinic includes a 21-bed patient care unit for recruits requiring overnight treatment. TCCM participates as a...patients and sends them for laboratory testing and characterization at the Naval Health Research Center (NHRC) in San Diego, CA. TCCM typically...and facilities, as well as laundry regimen. Eliminated close physical contact during training and team-building activities. Pharmaceutical Treatment

Sickle-Cell Trait as a Risk Factor for Sudden Death in Physical Training

DTIC Science & Technology

1987-09-24

8 percent for black and 0.08 ->We conclude that recruits in basic training with the percent for nonblack recruits), death rates (per 100,000) sickle...there is no for calculation of death rates . means of distinguishing histologically between incon- We investigated the risk of sudden death in conipa...from alter- pt 00)renddrtn iit ida prto exhubitd an (Fig.s tIt. gic epgottsadth teFa ondda nbd able 2 summarizes the death rates for subjects Thirty

Practice Report / Bericht aus der Praxis: An exploration of peer tutor roles and recruitment at German medical schools.

PubMed

Alvarez, Simone; Schultz, Jobst-Hendrik

2017-11-01

Almost all medical faculties in Germany actively employ peer tutors. However, little is known about the roles these tutors play from a faculty point of view. Also, there are only few descriptions of the tutor recruitment and selection processes. 32 of the medical faculties in Germany, where tutors are used in the training of medical students, were asked to provide information on the role and recruitment of tutors by means of a partially standardized questionnaire. At the surveyed faculties (return rate 28%), tutors are mostly employed for the purpose of teaching staff support. Even though desired in individual cases, tutors rarely play an active role in curriculum- or faculty development. The way tutor recruitment is handled strongly depends on the capabilities of the individual faculties and the way tutors are utilized. In many cases this process is structured, consisting of written and oral application phases, in other cases recruitment takes place without formal application procedures. The selection criteria, however, were found to be very similar at most faculties. The role of tutors from the faculties' point of view depends strongly on the respective nature of the tutorials, which are just as diverse as the approaches to tutor recruitment. Copyright © 2017. Published by Elsevier GmbH.

The intellectual challenges and emotional consequences of equipoise contributed to the fragility of recruitment in six randomized controlled trials.

PubMed

Donovan, Jenny L; de Salis, Isabel; Toerien, Merran; Paramasivan, Sangeetha; Hamdy, Freddie C; Blazeby, Jane M

2014-08-01

The aim of the study was to investigate how doctors considered and experienced the concept of equipoise while recruiting patients to randomized controlled trials (RCTs). In-depth interviews with 32 doctors in six publicly funded pragmatic RCTs explored their perceptions of equipoise as they undertook RCT recruitment. The RCTs varied in size, duration, type of complex intervention, and clinical specialties. Interview data were analyzed using qualitative content and thematic analytical methods derived from grounded theory and synthesized across six RCTs. All six RCTs suffered from poor recruitment. Doctors wanted to gather robust evidence but experienced considerable discomfort and emotion in relation to their clinical instincts and concerns about patient eligibility and safety. Although they relied on a sense of community equipoise to justify participation, most acknowledged having "hunches" about particular treatments and patients, some of which undermined recruitment. Surgeons experienced these issues most intensely. Training and support promoted greater confidence in equipoise and improved engagement and recruitment. Recruitment to RCTs is a fragile process and difficult for doctors intellectually and emotionally. Training and support can enable most doctors to become comfortable with key RCT concepts including equipoise, uncertainty, patient eligibility, and randomization, promoting a more resilient recruitment process in partnership with patients. Copyright © 2014 The Authors. Published by Elsevier Inc. All rights reserved.

Sensory analysis of lipstick.

PubMed

Yap, K C S; Aminah, A

2011-06-01

Sensory analysis of lipstick product by trained panellists started with recruiting female panels who are lipstick users, in good health condition and willing to be a part of sensory members. This group of people was further scrutinized with duo-trio method using commercial lipstick samples that are commonly used among them. About 40% of the 15 panels recruited were unable to differentiate the lipstick samples they usually use better than chance. The balance of nine panels that were corrected at least with 65% across all trials in panels screening process was formed a working group to develop sensory languages as a means of describing product similarities and differences and a scoring system. Five sessions with each session took about 90 min were carried out using 10 types of lipsticks with different waxes mixture ratio in the formulation together with six commercial lipsticks that are the most common to the panels. First session was focus on listing out the panels' perception towards the characteristic of the lipstick samples after normal application on their lips. Second session was focus on the refining and categorizing the responses gathered from the first session and translated into sensory attributes with its definition. Third session was focus on the scoring system. Fourth and fifth sessions were repetition of the third session to ensure consistency. In a collective effort of the panels, sensory attributes developed for lipstick were Spreadability, Off flavour, Hardness, Smoothness, Moist, Not messy, Glossy and Greasy. Analysis of variance was able to provide ample evidence on gauging the panel performance. A proper panels selecting and training was able to produce a reliable and sensitive trained panel for evaluating the product based on the procedures being trained. © 2011 The Authors. ICS © 2011 Society of Cosmetic Scientists and the Société Française de Cosmétologie.

Expanding clinical medical training opportunities at the University of Nairobi: adapting a regional medical education model from the WWAMI program at the University of Washington.

PubMed

Child, Mara J; Kiarie, James N; Allen, Suzanne M; Nduati, Ruth; Wasserheit, Judith N; Kibore, Minnie W; John-Stewart, Grace; Njiri, Francis J; O'Malley, Gabrielle; Kinuthia, Raphael; Norris, Tom E; Farquhar, Carey

2014-08-01

A major medical education need in Sub-Saharan Africa includes expanding clinical training opportunities to develop health professionals. Medical education expansion is a complicated process that requires significant investment of financial and human resources, but it can also provide opportunities for innovative approaches and partnerships. In 2010, the U.S. President's Emergency Plan for AIDS Relief launched the Medical Education Partnership Initiative to invest in medical education and health system strengthening in Africa. Building on a 30-year collaborative clinical and research training partnership, the University of Nairobi in Kenya developed a pilot regional medical education program modeled on the WWAMI (Washington, Wyoming, Alaska, Montana, and Idaho) medical education program at the University of Washington in the United States. The University of Nairobi adapted key elements of the WWAMI model to expand clinical training opportunities without requiring major capital construction of new buildings or campuses. The pilot program provides short-term clinical training opportunities for undergraduate students and recruits and trains clinical faculty at 14 decentralized training sites. The adaptation of a model from the Northwestern United States to address medical education needs in Kenya is a successful transfer of knowledge and practices that can be scaled up and replicated across Sub-Saharan Africa.

Development of Partial Discharging Simulation Test Equipment

NASA Astrophysics Data System (ADS)

Kai, Xue; Genghua, Liu; Yan, Jia; Ziqi, Chai; Jian, Lu

2017-12-01

In the case of partial discharge training for recruits who lack of on-site work experience, the risk of physical shock and damage of the test equipment may be due to the limited skill level and improper operation by new recruits. Partial discharge simulation tester is the use of simulation technology to achieve partial discharge test process simulation, relatively true reproduction of the local discharge process and results, so that the operator in the classroom will be able to get familiar with and understand the use of the test process and equipment.The teacher sets up the instrument to display different partial discharge waveforms so that the trainees can analyze the test results of different partial discharge types.

A pilot Internet "value of health" panel: recruitment, participation and compliance.

PubMed

Stein, Ken; Dyer, Matthew; Crabb, Tania; Milne, Ruairidh; Round, Alison; Ratcliffe, Julie; Brazier, John

2006-11-27

To pilot using a panel of members of the public to provide preference data via the Internet A stratified random sample of members of the general public was recruited and familiarized with the standard gamble procedure using an Internet based tool. Health states were periodically presented in "sets" corresponding to different conditions, during the study. The following were described: Recruitment (proportion of people approached who were trained); Participation (a) the proportion of people trained who provided any preferences and (b) the proportion of panel members who contributed to each "set" of values; and Compliance (the proportion, per participant, of preference tasks which were completed). The influence of covariates on these outcomes was investigated using univariate and multivariate analyses. A panel of 112 people was recruited. 23% of those approached (n = 5,320) responded to the invitation, and 24% of respondents (n = 1,215) were willing to participate (net = 5.5%). However, eventual recruitment rates, following training, were low (2.1% of those approached). Recruitment from areas of high socioeconomic deprivation and among ethnic minority communities was low. Eighteen sets of health state descriptions were considered over 14 months. 74% of panel members carried out at least one valuation task. People from areas of higher socioeconomic deprivation and unmarried people were less likely to participate. An average of 41% of panel members expressed preferences on each set of descriptions. Compliance ranged from 3% to 100%. It is feasible to establish a panel of members of the general public to express preferences on a wide range of health state descriptions using the Internet, although differential recruitment and attrition are important challenges. Particular attention to recruitment and retention in areas of high socioeconomic deprivation and among ethnic minority communities is necessary. Nevertheless, the panel approach to preference measurement using the Internet offers the potential to provide specific utility data in a responsive manner for use in economic evaluations and to address some of the outstanding methodological uncertainties in this field.

Substrate and flow characteristics associated with White Sturgeon recruitment in the Columbia River Basin

USGS Publications Warehouse

Hatten, James R.; Parsley, Michael; Barton, Gary; Batt, Thomas; Fosness, Ryan L.

2018-01-01

A study was conducted to identify habitat characteristics associated with age 0+ White Sturgeon (Acipenser transmontanus Richardson, 1863) recruitment in three reaches of the Columbia River Basin: Skamania reach (consistent recruitment), John Day reach (intermittent/inconsistent recruitment), and Kootenai reach (no recruitment). Our modeling approach involved numerous steps. First, we collected information about substrate, embeddedness, and hydrodynamics in each reach. Second, we developed a set of spatially explicit predictor variables. Third, we built two habitat (probability) models with Skamania reach training data where White Sturgeon recruitment was consistent. Fourth, we created spawning maps of each reach by populating the habitat models with in-reach physical metrics (substrate, embeddedness, and hydrodynamics). Fifth, we examined model accuracy by overlaying spawning locations in Skamania and Kootenai reaches with habitat predictions obtained from probability models. Sixth, we simulated how predicted habitat changed in each reach after manipulating physical conditions to more closely match Skamania reach. Model verification confirmed White Sturgeon generally spawned in locations with higher model probabilities in Skamania and Kootenai reaches, indicating the utility of extrapolating the models. Model simulations revealed significant gains in White Sturgeon habitat in all reaches when spring flow increased, gravel/cobble composition increased, or embeddedness decreased. The habitat models appear well suited to assist managers when identifying reach-specific factors limiting White Sturgeon recruitment in the Columbia River Basin or throughout its range.

Motor unit recruitment during neuromuscular electrical stimulation: a critical appraisal.

PubMed

Bickel, C Scott; Gregory, Chris M; Dean, Jesse C

2011-10-01

Neuromuscular electrical stimulation (NMES) is commonly used in clinical settings to activate skeletal muscle in an effort to mimic voluntary contractions and enhance the rehabilitation of human skeletal muscles. It is also used as a tool in research to assess muscle performance and/or neuromuscular activation levels. However, there are fundamental differences between voluntary- and artificial-activation of motor units that need to be appreciated before NMES protocol design can be most effective. The unique effects of NMES have been attributed to several mechanisms, most notably, a reversal of the voluntary recruitment pattern that is known to occur during voluntary muscle contractions. This review outlines the assertion that electrical stimulation recruits motor units in a nonselective, spatially fixed, and temporally synchronous pattern. Additionally, it synthesizes the evidence that supports the contention that this recruitment pattern contributes to increased muscle fatigue when compared with voluntary actions and provides some commentary on the parameters of electrical stimulation as well as emerging technologies being developed to facilitate NMES implementation. A greater understanding of how electrical stimulation recruits motor units, as well as the benefits and limitations of its use, is highly relevant when using this tool for testing and training in rehabilitation, exercise, and/or research.

Personal satisfaction and mentorship are critical factors for today's resident surgeons to seek surgical training.

PubMed

Lukish, Jeffrey; Cruess, David

2005-11-01

The specific aim of this study was to summarize the viewpoints of the Resident and Associate Society of the American College of Surgeons (RAS-ACS) membership regarding current training and quality of life-related issues prior to implementation of the new duty-hour guidelines. The goal was to gain insight of the members that may be useful to recruit and guide the future training of surgical residents. An Internet-based survey was developed to evaluate the viewpoints of RAS-ACS. The survey was administered by Esurveymaker.com via the ACS Web page from 2000 to 2003. RAS-ACS member participation was voluntary and anonymous. Analyses were performed to determine the frequency of response for each survey item. Two hundred thirty-five members completed the survey representing 5 per cent of RAS-ACS. Eighty-four per cent were general surgery residents. Personal satisfaction (64%) and mentorship (49%) were top factors for respondents to pursue surgical training; discussion with colleagues and future income was less important. Forty-five per cent reported that job performance was their most important concern during residency. A rewarding surgical career and family life were ranked as the most important expectations. Eighty-six per cent reported that they were satisfied with their residency, and 66 per cent reported that work hours should be limited. Personal satisfaction and mentorship were critical factors for members of the RAS-ACS to seek surgical training. Although most of the members report that work hours should be limited, an overwhelming majority reports satisfaction with surgical training prior to institution of the new duty-hour guidelines. Further emphasis on mentorship and work-hour reform may be beneficial in recruiting medical students into surgical residencies.

Preparing Two-Year College Teachers for the '70's; Report of a Conference (Warrenton, Virginia, November 17-19, 1968).

ERIC Educational Resources Information Center

American Association of Junior Colleges, Washington, DC.

Teacher preparation is a critical problem for the 2-year college in terms of recruitment and training and the varying qualifications among states, communities, schools within a community, and even within a single college. AAJC, with Carnegie funds, has undertaken a Faculty Development Project. More than 30 experts attended a conference, at which…

A New Approach to Managing the Army Selective Reenlistment Bonus. Technical Report 634.

ERIC Educational Resources Information Center

Haber, Sheldon E.; And Others

In this study, a theoretical model of profit maximization was developed in which the Selective Reenlistment Bonus (SRB) is treated as a wage premium payable to military personnel who are more productive, more costly to recruit and train, and less likely to continue in the Army in the absence of the SRB. Empirical estimation of the model is based…

Hard-to-fill vacancies.

PubMed

Williams, Ruth

2010-09-29

Skills for Health has launched a set of resources to help healthcare employers tackle hard-to-fill entry-level vacancies and provide sustainable employment for local unemployed people. The Sector Employability Toolkit aims to reduce recruitment and retention costs for entry-level posts and repare people for employment through pre-job training programmes, and support employers to develop local partnerships to gain access to wider pools of candidates and funding streams.

[General conditions concerning the implementation of an outpatient education programme--characteristics and distinctions from an inpatient training programme].

PubMed

Brandes, I; Wunderlich, B; Niehues, C

2011-04-01

The aim of the EVA study was to develop an outpatient education programme for women with endometriosis with a view to permanent transfer into routine care. Implementation of the programme generated several problems and obstacles that are not, or not to this extent, present in the inpatient setting of a rehabilitation clinic. The patient education programme was developed in line with an existing inpatient programme, taking into account the criteria for evaluating such training programmes. Several adjustments to process, structure and content level had to be made to achieve the conditions of the outpatient setting. Since May 2008, 17 training courses took place in various outpatient and acute inpatient settings, and a total of 156 women with diagnosed endometriosis participated. The problems and obstacles that emerged affected similarly the process, structure and content of the training programme. On the structural level, especially problems with availability of rooms, technical equipment and trainers occurred, leading to significant time pressures. The main problem on the procedural level was the recruitment of participants, since--in contrast to the inpatient setting and to disease management programmes--no assignment by physicians or insurers takes place. Furthermore, gainful activity of the participants and the resulting shift of the training beyond the usual working and opening hours are important barriers for implementation. The unavailability of trainers in these settings requires creative solutions. Regarding the contents of the training it has to be taken into consideration that--unlike the inpatient setting--no aftercare intervention and no individual psychological consultation are possible. The training programme has to be designed in such a way that all problems that have occurred could be dealt with appropriately. In summary, the permanent implementation of an outpatient training programme is possible but is more time-consuming than inpatient trainings due to unfavourable conditions concerning recruitment, organization and procedure. It seems that "soft" factors such as motivation, integration into the clinic concept, well-defined acceptance of responsibility and experience in dealing with the disease and with patient groups are the critical success factors. Until now cost carriage by the health insurance funds has not been realized--except for disease management programmes; so there is still a need for action here. © Georg Thieme Verlag KG Stuttgart · New York.

The mother and child in Bangladesh. A view from the People's Health Centre (Gonoshasthaya Kendra).

PubMed

Chowdhury, Z

1976-01-01

2 stories of children in misery in Bangladesh are recounted, and the Gonoshasthaya Kendra project begun in January 1972 is described. In 1972 it was found in Bangladesh that 3.8 million children under 10-years-old suffer from malnutrition, and 26% of all children die before age 5 from diarrhea, whooping cough, measles, diptheria, smallpox, and malnutriation. In rural Bangladesh the ratio is 30,000 people to 1 doctor, but a well-trained paramedic can meet rural needs. The Gonoshasthaya Kendra project is a cooperative health program integrating itself with a rural development program. 1st paramedics are trained, and the village midwife is trained and returned to the village. An insurance scheme costs patients 2 taka (14 U.S. cents) per month for the entire family and includes visits and medicine. A corps of village-recruited, paraprofessional agriculture development workers is being developed, and efforts are being made to increase and improve the food supply. A woman's vocational program has been developed to provide women with economic independence.

The Basic Organizing/Optimizing Training Scheduler (BOOTS): User's Guide. Technical Report 151.

ERIC Educational Resources Information Center

Church, Richard L.; Keeler, F. Laurence

This report provides the step-by-step instructions required for using the Navy's Basic Organizing/Optimizing Training Scheduler (BOOTS) system. BOOTS is a computerized tool designed to aid in the creation of master training schedules for each Navy recruit training command. The system is defined in terms of three major functions: (1) data file…

Training in Tobacco Treatments in Psychiatry: A National Survey of Psychiatry Residency Training Directors

ERIC Educational Resources Information Center

Prochaska, Judith J.; Fromont, Sebastien C.; Louie, Alan K.; Jacobs, Marc H.; Hall, Sharon M.

2006-01-01

Objective: Nicotine dependence is the most prevalent substance abuse disorder among adult psychiatric patients and is a leading cause of death and disability. This study examines training in tobacco treatment in psychiatry residency programs across the United States. Method: The authors recruited training directors to complete a survey of their…

Training in the Food and Beverages Sector in the United Kingdom. Report for the FORCE Programme. First Edition.

ERIC Educational Resources Information Center

Burns, Jim A.; King, Richard

An international team of researchers studied the following aspects of training in the United Kingdom's food and beverage sector: structure and characteristics, business and social context, training and recruitment, and future training requirements. Data were collected from an analysis of social and labor/employment statistics, literature review,…

Summary and Evaluation of EPDA-B2 Project 70.02. Psychological Personnel Training Program at the Tennessee Appalachia Educational Cooperative July 1, 1970-August 31, 1971.

ERIC Educational Resources Information Center

Holt, William W.

The purpose of this psychological training program was twofold--training and service on the assumption that closely and expertly supervised service with accessible and available qualified consultants is the most realistic and thorough research training method known. Interns were recruited, trained, and supported financially and professionally to…

Developing and piloting a peer mentoring intervention to reduce teenage pregnancy in looked-after children and care leavers: an exploratory randomised controlled trial.

PubMed

Mezey, Gillian; Meyer, Deborah; Robinson, Fiona; Bonell, Chris; Campbell, Rona; Gillard, Steve; Jordan, Peter; Mantovani, Nadia; Wellings, Kaye; White, Sarah

2015-10-01

Looked-after children (LAC) are at greater risk of teenage pregnancy than non-LAC, which is associated with adverse health and social consequences. Existing interventions have failed to reduce rates of teenage pregnancy in LAC. Peer mentoring is proposed as a means of addressing many of the factors associated with the increased risk of teenage pregnancy in this group. To develop a peer mentoring intervention to reduce teenage pregnancy in LAC. Phase I and II randomised controlled trial of a peer mentoring intervention for LAC; scoping exercise and literature search; national surveys of social care professionals and LAC; and focus groups and interviews with social care professionals, mentors and mentees. Three local authorities (LAs) in England. LAC aged 14-18 years (mentees/care as usual) and 19-25 years (mentors). Recruitment and training of mentors; randomisation and matching of mentors to mentees; and 1-year individual peer mentoring. pregnancy in LAC aged 14-18 years. sexual attitudes, behaviour and knowledge; psychological health; help-seeking behaviour; locus of control; and attachment style. A health economic evaluation was also carried out. In total, 54% of target recruitment was reached for the exploratory trial and 13 out of 20 mentors (65%) and 19 out of 30 LAC aged 14-18 years (63%) (recruited during Phases I and II) were retained in the research. The training programme was acceptable and could be manualised and replicated. Recruitment and retention difficulties were attributed to systemic problems and LA lack of research infrastructure and lack of additional funding to support and sustain such an intervention. Mentees appeared to value the intervention but had difficulty in meeting weekly as required. Only one in four of the relationships continued for the full year. A future Phase III trial would require the intervention to be modified to include provision of group and individual peer mentoring; internal management of the project, with support from an external agency such as a charity or the voluntary sector; funds to cover LA research costs, including the appointment of a dedicated project co-ordinator; a reduction in the lower age for mentee recruitment and an increase in the mentor recruitment age to 21 years; and the introduction of a more formal recruitment and support structure for mentors. Given the problems identified and described in mounting this intervention, a new development phase followed by a small-scale exploratory trial incorporating these changes would be necessary before proceeding to a Phase III trial. This project was funded by the NIHR Health Technology Assessment programme and will be published in full in Health Technology Assessment; Vol. 19, No. 85. See the NIHR Journals Library website for further project information.

19 CFR Appendix to Part 181 - Rules of Origin Regulations

Code of Federal Regulations, 2010 CFR

2010-04-01

... and after-sales service personnel; (d) recruiting and training of sales promotion, marketing and after-sales service personnel, and after-sales training of customers' employees, where such costs are... similar agreements that can be related to specific services such as (a) personnel training, without regard...

Simulation Techniques in Training College Administrators.

ERIC Educational Resources Information Center

Fincher, Cameron

Traditional methods of recruitment and selection in academic administration have not placed an emphasis on formal training or preparation but have relied heavily on informal notions of experiential learning. Simulation as a device for representing complex processes in a manageable form, gaming as an organizing technique for training and…

Strengthening Faculty Recruitment for Health Professions Training in Basic Sciences in Zambia

PubMed Central

Simuyemba, Moses; Talib, Zohray; Michelo, Charles; Mutale, Wilbroad; Zulu, Joseph; Andrews, Ben; Katubulushi, Max; Njelesani, Evariste; Bowa, Kasonde; Maimbolwa, Margaret; Mudenda, John; Mulla, Yakub

2014-01-01

Zambia is facing a crisis in its human resources for health (HRH), with deficits in the number and skill mix of health workers. The University of Zambia School of Medicine (UNZA SOM) was the only medical school in the country for decades, but recently it was joined by three new medical schools—two private and one public. In addition to expanding medical education, the government has also approved several allied health programs, including pharmacy, physiotherapy, biomedical sciences, and environmental health. This expansion has been constrained by insufficient numbers of faculty. Through a grant from the Medical Education Partnership Initiative (MEPI), UNZA SOM has been investing in ways to address faculty recruitment, training, and retention. The MEPI-funded strategy involves directly sponsoring a cohort of faculty at UNZA SOM during the five-year grant, as well as establishing more than a dozen new master’s programs, with the goal that all sponsored faculty are locally trained and retained. Because the issue of limited basic science faculty plagues medical schools throughout Sub-Saharan Africa, this strategy of using seed funding to build sustainable local capacity to recruit, train, and retain faculty could be a model for the region. PMID:25072591

Peer support for postpartum depression: volunteers' perceptions, recruitment strategies and training from a randomized controlled trial

PubMed Central

Dennis, Cindy-Lee

2013-01-01

A randomized controlled trial evaluated the effect of telephone-based peer support (mother-to-mother) on preventing postpartum depression among high-risk mothers. This paper reports volunteers' perceptions, which showed that peer support is an effective preventative intervention. Two-hundred and five (205) volunteers were recruited and trained to provide peer support to 349 mothers randomized to the intervention group. Volunteers' perceptions were measured at 12 weeks using the Peer Volunteer Experience Questionnaire, completed by 69% (121) of the 175 volunteers who provided support to at least one mother. Large majorities felt that the training session had prepared them for their role (94.2%), that volunteering did not interfere with their lives (81.8%) and that providing support helped them grow as individuals (87.8%). Over 90% stated that they would become a peer volunteer again, given the opportunity. Recruitment and retention of effective volunteers is essential to the success of any peer-support intervention. Results from this study can assist clinicians and program planners to provide effective training, sufficient on-going support and evaluation and appropriate matching of volunteers to mothers who desire peer support and are at high risk of postpartum depression. PMID:22388589

Strengthening faculty recruitment for health professions training in basic sciences in Zambia.

PubMed

Simuyemba, Moses; Talib, Zohray; Michelo, Charles; Mutale, Wilbroad; Zulu, Joseph; Andrews, Ben; Nzala, Selestine; Katubulushi, Max; Njelesani, Evariste; Bowa, Kasonde; Maimbolwa, Margaret; Mudenda, John; Mulla, Yakub

2014-08-01

Zambia is facing a crisis in its human resources for health, with deficits in the number and skill mix of health workers. The University of Zambia School of Medicine (UNZA SOM) was the only medical school in the country for decades, but recently it was joined by three new medical schools--two private and one public. In addition to expanding medical education, the government has also approved several allied health programs, including pharmacy, physiotherapy, biomedical sciences, and environmental health. This expansion has been constrained by insufficient numbers of faculty. Through a grant from the Medical Education Partnership Initiative (MEPI), UNZA SOM has been investing in ways to address faculty recruitment, training, and retention. The MEPI-funded strategy involves directly sponsoring a cohort of faculty at UNZA SOM during the five-year grant, as well as establishing more than a dozen new master's programs, with the goal that all sponsored faculty are locally trained and retained. Because the issue of limited basic science faculty plagues medical schools throughout Sub-Saharan Africa, this strategy of using seed funding to build sustainable local capacity to recruit, train, and retain faculty could be a model for the region.

[What is the impact of education and training on flexible nursing management? Experiences from a tertiary care hospital].

PubMed

Lux, V

2013-08-01

Healthcare reforms and new legislations have a significant impact on patient care. New and more complex treatment designs and technologies are a great challenge for allied healthcare professionals. There is a growing demand for qualified allied healthcare professionals to increase productivity and to perform complex therapeutic regimens. Since recruitment of specialized healthcare workers is difficult, the University Hospital of Cologne arranges various training programs for allied healthcare staff. We provide more than 500 apprenticeship positions, 225 for nurses. Currently, 216 nursing students have been enrolled; thus, we have reached a 96 % capacity and could again improve last year's results. Some of our graduates continue their career in an academic course of study at university or a university of applied science. In this way nursing management loses qualified and dedicated employees at the bedside. In order to offer attractive alternatives to an academic course, it is important to complement basic education with advanced training and specialization. Traditional in-house education, basic as well as advanced training, is still the primary means to recruit qualified healthcare workers. Nursing management, therefore, still relies on this important strategic instrument for the recruitment and retention of staff.

Progress in workforce development since 2000: advanced training opportunities in public and community psychiatry.

PubMed

Sowers, Wesley; Pollack, David; Everett, Anita; Thompson, Kenneth S; Ranz, Jules; Primm, Annelle

2011-07-01

A crisis in the behavioral health care workforce has drawn considerable attention from consumers, families, advocates, clinical professionals, and system administrators at local, state, and federal levels in the past decade. Its effects have been felt in the recruitment, retention, and performance of psychiatrists in the public sector, where a focus on biological aspects of illness and efforts to cut costs have made it difficult for public psychiatrists to engage meaningfully in leadership, consultation, prevention, and psychosocial interventions. An array of training opportunities has recently been created to meet the needs of community psychiatrists at various stages of their careers, from psychiatrists just beginning their careers to those who have been working as medical directors for several years. This article describes the development of these initiatives and their impact on public psychiatry in four key areas--training of experienced psychiatrists, ensuring retention of psychiatrists in community programs, providing fellowship training, and creating professional identity and pride. Although these programs constitute only initial steps, opportunities for psychiatrists to obtain advanced training in community psychiatry are much greater now than they were ten years ago. These initiatives will enhance the professional identity of community psychiatrists and provide a solid foundation for future development of public service psychiatry in the behavioral health workforce.

Building a workforce of physicians to care for underserved patients.

PubMed

Anthony, David; El Rayess, Fadya; Esquibel, Angela Y; George, Paul; Taylor, Julie

2014-09-02

There is a shortage of physicians to care for underserved populations. Medical educators at The Warren Alpert Medical School of Brown University have used five years of Health Resources and Services Administration funding to train medical students to provide outstanding primary care for underserved populations. The grant has two major goals: 1) to increase the number of graduating medical students who practice primary care in underserved communities ("Professional Development"); and 2) to prepare all medical school graduates to care for underserved patients, regardless of specialty choice ("Curriculum Development"). Professional Development, including a new scholarly concentration and an eight-year primary care pipeline, has been achieved in partnership with the Program in Liberal Medical Education, the medical school's Admissions Committee, and an Area Health Education Center. Curriculum Development has involved systematic recruitment of clinical training sites and disease-specific curricula including tools for providing care to vulnerable populations. A comprehensive, longitudinal evaluation is ongoing.

Prehospital care training in a rapidly developing economy: a multi-institutional study.

PubMed

Vyas, Dinesh; Hollis, Michael; Abraham, Rohit; Rustagi, Neeti; Chandra, Siddharth; Malhotra, Ajai; Rajpurohit, Vikas; Purohit, Harshada; Pal, Ranabir

2016-06-01

The trauma pandemic is one of the leading causes of death worldwide but especially in rapidly developing economies. Perhaps, a common cause of trauma-related mortality in these settings comes from the rapid expansion of motor vehicle ownership without the corresponding expansion of national prehospital training in developed countries. The resulting road traffic injuries often never make it to the hospital in time for effective treatment, resulting in preventable disability and death. The current article examines the development of a medical first responder training program that has the potential to reduce this unnecessary morbidity and mortality. An intensive training workshop has been differentiated into two progressive tiers: acute trauma training (ATT) and broad trauma training (BTT) protocols. These four-hour and two-day protocols, respectively, allow for the mass education of laypersons-such as police officials, fire brigade, and taxi and/or ambulance drivers-who are most likely to interact first with prehospital victims. Over 750 ATT participants and 168 BTT participants were trained across three Indian educational institutions at Jodhpur and Jaipur. Trainees were given didactic and hands-on education in a series of critical trauma topics, in addition to pretraining and post-training self-assessments to rate clinical confidence across curricular topics. Two-sample t-test statistical analyses were performed to compare pretraining and post-training confidence levels. Program development resulted in recruitment of a variety of career backgrounds for enrollment in both our ATT and BTT workshops. The workshops were run by local physicians from a wide spectrum of medical specialties and previously ATT-trained police officials. Statistically significant improvements in clinical confidence across all curricular topics for ATT and BTT protocols were identified (P < 0.0001). In addition, improvement in confidence after BTT training was similar in Jodhpur compared with Jaipur. These results suggest a promising level of reliability and reproducibility across different geographic areas in rapidly developing settings. Program expansion can offer an exponential growth in the training rate of medical first responders, which can help curb the trauma-related mortality in rapidly developing economies. Future directions will include clinical competency assessments and further progressive differentiation into higher tiers of trauma expertise. Published by Elsevier Inc.

Musculoskeletal injuries in British Army recruits: a prospective study of diagnosis-specific incidence and rehabilitation times.

PubMed

Sharma, Jagannath; Greeves, Julie P; Byers, Mark; Bennett, Alexander N; Spears, Iain R

2015-05-04

Musculoskeletal injuries during initial military training are a significant medical problem facing military organisations globally. In order to develop an injury management programme, this study aims to quantify the incidence and rehabilitation times for injury specific diagnoses. This was a prospective follow-up study of musculoskeletal injuries in 6608 British Army recruits during a 26-week initial military training programme over a 2-year period. Incidence and rehabilitation times for injury specific diagnoses were recorded and analysed. During the study period the overall incidence of musculoskeletal injuries was 48.6%, and the most common diagnosis was iliotibial band syndrome (6.2%). A significant proportion of the injuries occurred during the first 11 weeks of the programme. The longest rehabilitation times were for stress fractures of the femur, calcaneus and tibia (116 ± 17 days, 92 ± 12 days, and 85 ± 11 days, respectively). The combination of high incidence and lengthy rehabilitation indicates that medial tibial stress syndrome had the greatest impact on training, accounting for almost 20% of all days spent in rehabilitation. When setting prevention priorities consideration should be given to both the incidence of specific injury diagnoses and their associated time to recovery.

28 CFR 92.13 - Program eligibility.

Code of Federal Regulations, 2010 CFR

2010-07-01

... (COPS) Police Recruitment Program Guidelines § 92.13 Program eligibility. (a) Eligible organizations for the Police Recruitment program grant are certified nonprofit organizations that have training and/or... encounter problems throughout the application process; and (4) The program provides retention services to...

24 CFR 585.305 - Eligible activities.

Code of Federal Regulations, 2011 CFR

2011-04-01

...) Architectural and engineering work associated with Youthbuild housing; (c) Construction of housing and related... recruitment activities, emphasizing special outreach efforts to be undertaken to recruit eligible young women (including young women with dependent children); (h) Education and job training services and activities...

45 CFR 1624.6 - Employment.

Code of Federal Regulations, 2010 CFR

2010-10-01

... discrimination in employment applies to the following activities: (1) Recruitment, advertising, and the... for leaves of absence to pursue training; (8) Employer sponsored activities, including social or... not discriminate on the basis of disability. (i) Any recruitment materials published or used by a...

Resilience Among Naval Recruits: A Quantitative and Qualitative Analysis of Interventions at Recruit Training Command and Implications on Fleet Readiness

DTIC Science & Technology

2016-03-01

associated with higher levels of resilience (Connor & Davidson, 2003). The CD-RISC offers a validated quantitative scale to researchers , allowing for the...a total of 35 recruits and 12 RDCs were interviewed. Four focus groups and 30 personal interviews were conducted. The interviews included recruits...two to four individuals. The interviews and focus groups were semi-structured. A set of questions were identified prior to the interviews as a

Assessment of Nutritional Status and Fatigue Among Army Recruits During the Army Common Recruit Training Course: Part A: Catering Services and Diet

DTIC Science & Technology

2005-06-01

meat to chicken, fish and eggs—with insufficient chicken and fish being offered—and low-joule cordials, decaffeinated coffee and rye bread not being...be available for those recruits who are overweight. Decaffeinated coffee should be available for recruits who are sensitive to the effects of...Is salt-reduced tomato paste, salt-reduced sauces (including soy & tomato sauces), salt- reduced tinned vegetables, salt-reduced processed meats used

Outcomes of Global Public Health Training Program for US Minority Students: A Case Report.

PubMed

Krawczyk, Noa; Claudio, Luz

The numbers and success of minority students in science and the health fields remain relatively low. This study presents the outcomes of a research training program as an illustrative case study. The Short-Term Training Program for Minority Students (STPMS) recruits underrepresented minority undergraduate and graduate students for immersion in research training. A total of 69 students participated in the STPMS between 1995 and 2012, and 59 of these completed our survey to determine the perceived impact of the program on the students' motivations and professional development. Results indicated that motivations to participate in the STPMS were commonly related to long-term professional development, such as obtaining mentoring and guidance in career decision making, rather than gaining specific research skills or for economic reasons. Students reported that participation in short-term research training had the most significant effect on improving their attitudes toward biomedical research and promoted positive attitudes toward future careers in health research. A total of 85% of the program's alumni have since completed or are currently working toward a degree in higher education, and 79% are currently working in science research and health care fields. Overall, the short-term training program improved students' attitudes toward research and health science careers. Mentoring and career guidance were important in promoting academic development in students. Copyright © 2017. Published by Elsevier Inc.

Training and career development in palliative care and end-of-life research: opportunities for development in the U.S.

PubMed

Aziz, Noreen M; Grady, Patricia A; Curtis, J Randall

2013-12-01

There has been a dramatic increase in attention to the field of palliative care and end-of-life (PCEOL) research over the past 20 years. This increase is particularly notable in the development of palliative care clinical and educational programs. However, there remain important shortcomings in the evidence base to ensure access to and delivery of effective palliative care for patients with life-limiting illness and their families. Development of this evidence base will require that we train the next generation of researchers to focus on issues in PCEOL. The purpose of this article was to explore the current status of the recruitment, training, and retention of future investigators in PCEOL research in the U.S. and propose recommendations to move us forward. Some key contextual issues for developing and supporting this research workforce are articulated, along with timely and important research areas that will need to be addressed during research training and career development. We provide targeted key recommendations to facilitate the nurturing and support of the future research workforce that is needed to ensure the development and implementation of the science necessary for providing high-quality, evidence-based palliative care to all who need and desire it. Copyright © 2013 U.S. Cancer Pain Relief Committee. Published by Elsevier Inc. All rights reserved.

Career transition and dental school faculty development program.

PubMed

Hicks, Jeffery L; Hendricson, William D; Partida, Mary N; Rugh, John D; Littlefield, John H; Jacks, Mary E

2013-11-01

Academic dentistry, as a career track, is not attracting sufficient numbers of new recruits to maintain a corps of skilled dental educators. The Faculty Development Program (FDP) at the University of Texas Health Science Center at San Antonio Dental School received federal funds to institute a 7-component program to enhance faculty recruitment and retention and provide training in skills associated with success in academics including:(1) a Teaching Excellence and Academic Skills (TExAS)Fellowship, (2) training in research methodology,evidence-based practice research, and information management, (3) an annual dental hygiene faculty development workshop for dental hygiene faculty, (4) a Teaching Honors Program and Academic Dental Careers Fellowship to cultivate students' interest in educational careers, (5) an Interprofessional Primary Care Rotation,(6) advanced education support toward a master's degree in public health, and (7) a key focus of the entire FDP, an annual Career Transition Workshop to facilitate movement from the practice arena to the educational arm of the profession.The Career Transition Workshop is a cap stone for the FDP; its goal is to build a bridge from practice to academic environment. It will provide guidance for private practice, public health, and military dentists and hygienists considering a career transition into academic dentistry. Topics will be addressed including: academic culture, preparation for the academic environment,academic responsibilities, terms of employment,compensation and benefits, career planning, and job search / interviewing. Instructors for the workshop will include dental school faculty who have transitioned from the practice, military, and public health sectors into dental education.Objectives of the Overall Faculty Development Program:• Provide training in teaching and research skills,career planning, and leadership in order to address faculty shortages in dental schools and under representation of minority faculty.• Provide resident and faculty training in cultural and linguistic competency.• Develop and conduct a collaborative inter professional education project with a Pediatric Medicine department, a nursing school, and other health professions' education programs.• Provide faculty and residents with financial support to pursue a master's degree in public health; and • Provide support and assistance for dental practitioners desiring to explore a transition into the educational environment.

Food hygiene training in the UK: time for a radical re-think?

PubMed

MacAuslan, E

2001-12-01

Training food handlers in the hospitality industry has been recommended by various organisations as a means of improving food handling practices and thus the safety of food for consumers. It is nearly 20 years since the first examinations for basic level food hygiene certificates were made available to food handlers in the UK. Since then little has changed in the syllabuses and in the way the questions are worded. However, the range of languages spoken by food handlers working in the UK has increased substantially since more employers are recruiting those who speak English as a second language. Training can be an unwelcome expense for managers where there is a high turnover of employees, especially amongst those for whom English is not a first language. To improve practical implementation of food hygiene theory it is time to develop a radical strategy concerning the way training is targeted and delivered in the UK, and perhaps Europe.

Factors that attract veterinarians to or discourage them from research careers: a program director's perspective.

PubMed

Atchison, Michael L

2009-01-01

There is a nationwide shortage of veterinarian-scientists in the United States. Barriers to recruiting veterinary students into research careers need to be identified, and mechanisms devised to reduce these barriers. Barriers to attracting veterinary students into research careers include ignorance of available research careers and of the training opportunities. Once admitted, students in research training programs often feel isolated, fitting into neither the veterinary environment nor the research environment. To address the above issues, it is necessary to advertise and educate the public about opportunities for veterinarian-scientists. Schools need to develop high-quality training programs that are well structured but retain appropriate flexibility. Sufficient resources are needed to operate these programs so that students do not graduate with significant debt. A community of veterinarian-scientists needs to be developed so that students do not feel isolated but, rather, are part of a large community of like-minded individuals. Because of the complexities of programs that train veterinarian-scientists, it is necessary to provide extensive advising and for faculty to develop a proactive, servant-leadership attitude. Finally, students must be made aware of career options after graduation.

Effectiveness of revised fluid replacement guidelines for military training in hot weather.

PubMed

Kolka, Margaret A; Latzka, Willliam A; Montain, Scott J; Corr, William P; O'Brien, Karen K; Sawka, Michael N

2003-03-01

This study compared the revised U.S. Army fluid replacement guidelines (REV) with the old guidelines (OLD) on daily changes in serum sodium concentration (Na+) and body mass (BM) during Basic Combat Training at Fort Benning, GA during two successive summers. Recruits (n = 550; OLD = 277, REV = 273) were evaluated before and after 8-12 h of outdoor military combat training in hot weather. The WBGT (mean +/- SD) averaged 26.6 +/- 1.7 degrees C for OLD and 27.4 +/- 0.9 degrees C for REV (NS). Serum Na+ decreased from 137.5 +/- 1.6 mEq x L(-1) to 137.0 +/- 2.1 mEq x L(-1) after outdoor military training in OLD (p < 0.05). Twenty-two recruits (8%) had serum sodium fall to below 135 mEq x L(-1) during OLD. Serum Na+ increased from 139.0 +/- 1.7 mEq x L(-1) to 139.4 +/- 2.1 mEq x L(-1) after outdoor military training in REV (p < 0.05). Only two recruits (1%) had serum Na+ fall to below 135 mEq x L(-1) during REV. BM increased an average of 1.3 +/- 1.4 kg (p < 0.05) in OLD and an average of 0.4 +/- 1.7 kg in REV (p < 0.05). The revised guidelines effectively reversed the decrease in serum sodium, reduced the increase in body mass, maintained hydration and minimized overdrinking during hot weather military training compared with the old fluid replacement guidelines.

Development and process evaluation of a web-based responsible beverage service training program

PubMed Central

2012-01-01

Background Responsible beverage service (RBS) training designed to improve the appropriate service of alcohol in commercial establishments is typically delivered in workshops. Recently, Web-based RBS training programs have emerged. This report describes the formative development and subsequent design of an innovative Web-delivered RBS program, and evaluation of the impact of the program on servers’ knowledge, attitudes, and self-efficacy. Methods Formative procedures using focus groups and usability testing were used to develop a Web-based RBS training program. Professional alcohol servers (N = 112) who worked as servers and/or mangers in alcohol service settings were recruited to participate. A pre-post assessment design was used to assess changes associated with using the program. Results Participants who used the program showed significant improvements in their RBS knowledge, attitudes, and self-efficacy. Conclusions Although the current study did not directly observe and determine impact of the intervention on server behaviors, it demonstrated that the development process incorporating input from a multidisciplinary team in conjunction with feedback from end-users resulted in creation of a Web-based RBS program that was well-received by servers and that changed relevant knowledge, attitudes, and self-efficacy. The results also help to establish a needed evidence base in support of the use of online RBS training, which has been afforded little research attention. PMID:22999419

Promoting diversity through program websites: A multicultural content analysis of school psychology program websites.

PubMed

Smith, Leann V; Blake, Jamilia J; Graves, Scott L; Vaughan-Jensen, Jessica; Pulido, Ryne; Banks, Courtney

2016-09-01

The recruitment of culturally and linguistically diverse students to graduate programs is critical to the overall growth and development of school psychology as a field. Program websites serve as an effective recruitment tool for attracting prospective students, yet there is limited research on how school psychology programs use their websites to recruit diverse students. The purpose of this study was to evaluate whether school psychology program websites include sufficient levels of diversity-related content critical for attracting diverse applicants. The website content of 250 professional psychology programs (165 school psychology training programs and 85 clinical and counseling psychology programs) were examined for the presence of themes of diversity and multiculturalism that prospective racially/ethnically and linguistically diverse students deem important for selecting a graduate program. Results indicated that school psychology programs had less diversity-related content on their program's website relative to clinical and counseling psychology programs.' Implications for improving recruitment of racially/ethnically and linguistically diverse students through websites are discussed. (PsycINFO Database Record (c) 2016 APA, all rights reserved).

Using reinforcement-based methods to enhance membership recruitment in a volunteer organization.

PubMed Central

Herndon, E J; Mikulas, W L

1996-01-01

The present study employed reinforcement-based methods to induce existing members to recruit new members to join a chamber of commerce. Three interventions took place during June and July of 3 successive years. The investigators trained chamber leaders to use reinforcement methods (e.g., contingent tokens) to reinforce recruitment and dues collections. All three interventions produced substantial increases in their targets. PMID:8995839

Using reinforcement-based methods to enhance membership recruitment in a volunteer organization.

PubMed

Herndon, E J; Mikulas, W L

1996-01-01

The present study employed reinforcement-based methods to induce existing members to recruit new members to join a chamber of commerce. Three interventions took place during June and July of 3 successive years. The investigators trained chamber leaders to use reinforcement methods (e.g., contingent tokens) to reinforce recruitment and dues collections. All three interventions produced substantial increases in their targets.

Responding to concerning posts on social media: Insights and solutions from American Indian and Alaska Native youth.

PubMed

Gritton, Jesse; Rushing, Stephanie Craig; Stephens, David; Ghost Dog, Thomas; Kerr, Bradley; Moreno, Megan A

2017-01-01

This study aimed to understand American Indian and Alaska Native (AI/AN) adolescents' perspectives on concerning social media posts, including those expressing suicidal intent. A purposive sample of AI/AN youth were recruited; trained facilitators conducted focus groups. Participants discussed experiences viewing concerning posts on social media. Qualitative analysis used the constant comparative method. A total of 32 AI/AN youth ages 14-22 participated. Three salient themes emerged: 1) youth typically respond alone; 2) barriers to action; 3) recommended training and support - trusted adults, anonymity, and privacy. Study findings will guide the development of resources trusted by AI/AN youth.

Teacher Training in France in the Early 2010s

ERIC Educational Resources Information Center

Lapostolle, Guy; Chevaillier, Thierry

2011-01-01

The organisation of teacher training was thoroughly transformed in France in 2010. This transformation was the consequence of three interrelated reforms: the requirement of a Master's degree for all teachers, the new recruitment process for teachers and the integration of teacher training colleges (IUFM) into the universities. Universities are now…

Family Day Care Training Curriculum (Lao).

ERIC Educational Resources Information Center

Nakatsu, Gail

California's Family Day Care Training Program was designed to recruit and train, in 7 weeks, Lao, Vietnamese, and Chinese refugees to establish their own state-licensed, family day care homes. Topics in the program's curriculum include an introduction to family day care, state licenses for family day care, state licensing requirements for family…

Family Day Care Training Curriculum.

ERIC Educational Resources Information Center

Nakatsu, Gail

California's Family Day Care Training Program was designed to recruit and train in 7 weeks, Lao, Vietnamese, and Chinese refugees to establish their own state-licensed, family day care homes. Topics in the program's curriculum include an introduction to family day care, state licenses for family day care, state licensing requirements for family…

The utility of the air traffic selection and training test battery in hiring graduates of an air traffic-collegiate training initiative program.

DOT National Transportation Integrated Search

2013-06-01

The FAA recruits applicants for Air Traffic Control Specialist (ATCS) training positions from multiple hiring sources. Each hiring source has requirements that applicants must meet for eligibility. These hiring sources include the Air Traffic Col...

Clinician-scientist trainee: a German perspective.

PubMed

Bossé, Dominick; Milger, Katrin; Morty, Rory E

2011-12-01

Clinician-scientists are particularly well positioned to bring basic science findings to the patient's bedside; the ultimate objective of basic research in the health sciences. Concerns have recently been raised about the decreasing workforce of clinician-scientists in both the United States of America and in Canada; however, little is known about clinician-scientists elsewhere around the globe. The purpose of this article is two-fold: 1) to feature clinician-scientist training in Germany; and 2) to provide a comparison with the Canadian system. In a question/answer interview, Rory E. Morty, director of a leading clinician-scientist training program in Germany, and Katrin Milger, a physician and graduate from that program, draw a picture of clinician-scientist training and career opportunities in Germany, outlining the place of clinician-scientists in the German medical system, the advantages and drawbacks of this training, and government initiatives to promote training and career development of clinician-scientists. The interview is followed by a discussion comparing the German and Canadian clinician-scientist development programs, focusing on barriers to trainee recruitment and career progress, and efforts to eliminate the barriers encountered along this very demanding but also very rewarding career path.

Virtual reality-based prospective memory training program for people with acquired brain injury.

PubMed

Yip, Ben C B; Man, David W K

2013-01-01

Acquired brain injuries (ABI) may display cognitive impairments and lead to long-term disabilities including prospective memory (PM) failure. Prospective memory serves to remember to execute an intended action in the future. PM problems would be a challenge to an ABI patient's successful community reintegration. While retrospective memory (RM) has been extensively studied, treatment programs for prospective memory are rarely reported. The development of a treatment program for PM, which is considered timely, can be cost-effective and appropriate to the patient's environment. A 12-session virtual reality (VR)-based cognitive rehabilitation program was developed using everyday PM activities as training content. 37 subjects were recruited to participate in a pretest-posttest control experimental study to evaluate its treatment effectiveness. Results suggest that significantly better changes were seen in both VR-based and real-life PM outcome measures, related cognitive attributes such as frontal lobe functions and semantic fluency. VR-based training may be well accepted by ABI patients as encouraging improvement has been shown. Large-scale studies of a virtual reality-based prospective memory (VRPM) training program are indicated.

Postgraduate training at the ends of the earth - a way to retain physicians?

PubMed

Straume, Karin; Søndenå, Mona S; Prydz, Peter

2010-01-01

The recruitment and retention of health workers, crucial to health service delivery, is a major challenge in many rural and remote areas. Finnmark, the most remote and northern county in Norway, has faced recurrent shortages during the last 5 decades, especially of primary care physicians. This article describes a postgraduate training model for family physicians and public health/community medicine physicians, based on group tutorial and in-service training in rural areas. The effect of the training programs on physician retention in Finnmark is evaluated by a longitudinal cohort study. In total, 65-67% of the physicians from the programs are still working in the county 5 years after completion of the group tutorial. Rural practice provides good learning conditions when accompanied by appropriate tutelage, and in-service training allows the trainees and their families to 'grow roots' in the remote area while in training. The group tutorial develops peer support and professional networks to alleviate professional isolation. On the basis of these findings, traditional centralistic training models are challenged. Postgraduate (vocational) training (residency) for primary care physicians can be successfully carried out in-service in remote areas, in a manner that enhances retention without compromising the quality of the training.

Recruitment and Retention of Assessment Personnel

ERIC Educational Resources Information Center

Simpson, Cynthia G.; Lynch, Sharon A.; Spencer, Vicky G.

2007-01-01

With a national shortage of special education personnel, including assessment personnel (Caranikas-Walker; Shapley, Cordeau, 2006; Karr, 2005), rural communities face serious challenges in retaining and recruiting highly qualified special education staff due to limited access to university training programs (Hausman & Hausman, 2003; Knapczyk,…

A computational developmental model for specificity and transfer in perceptual learning.

PubMed

Solgi, Mojtaba; Liu, Taosheng; Weng, Juyang

2013-01-04

How and under what circumstances the training effects of perceptual learning (PL) transfer to novel situations is critical to our understanding of generalization and abstraction in learning. Although PL is generally believed to be highly specific to the trained stimulus, a series of psychophysical studies have recently shown that training effects can transfer to untrained conditions under certain experimental protocols. In this article, we present a brain-inspired, neuromorphic computational model of the Where-What visuomotor pathways which successfully explains both the specificity and transfer of perceptual learning. The major architectural novelty is that each feature neuron has both sensory and motor inputs. The network of neurons is autonomously developed from experience, using a refined Hebbian-learning rule and lateral competition, which altogether result in neuronal recruitment. Our hypothesis is that certain paradigms of experiments trigger two-way (descending and ascending) off-task processes about the untrained condition which lead to recruitment of more neurons in lower feature representation areas as well as higher concept representation areas for the untrained condition, hence the transfer. We put forward a novel proposition that gated self-organization of the connections during the off-task processes accounts for the observed transfer effects. Simulation results showed transfer of learning across retinal locations in a Vernier discrimination task in a double-training procedure, comparable to previous psychophysical data (Xiao et al., 2008). To the best of our knowledge, this model is the first neurally-plausible model to explain both transfer and specificity in a PL setting.

Public health workforce research in review: a 25-year retrospective.

PubMed

Hilliard, Tracy M; Boulton, Matthew L

2012-05-01

The Robert Wood Johnson Foundation commissioned a systematic review of public health workforce literature in fall 2010. This paper reviews public health workforce articles published from 1985 to 2010 that support development of a public health workforce research agenda, and address four public health workforce research themes: (1) diversity; (2) recruitment, retention, separation, and retirement; (3) education, training, and credentialing; and (4) pay, promotion, performance, and job satisfaction. PubMed, ERIC, and Web of Science databases were used to search for articles; Google search engine was used to identify gray literature. The study used the following inclusion criteria: (1) articles written in English published in the U.S.; (2) the main theme(s) of the article relate to at least one of the four public health workforce research themes; and (3) the document focuses on the domestic public health workforce. The literature suggests that the U.S. public health workforce is facing several urgent priorities that should be addressed, including: (1) developing an ethnically/racially diverse membership to meet the needs of an increasingly diverse nation; (2) recruiting and retaining highly trained, well-prepared employees, and succession planning to replace retirees; (3) building public health workforce infrastructure while also confronting a major shortage in the public health workforce, through increased education, training, and credentialing; and (4) ensuring competitive salaries, opportunities for career advancement, standards for workplace performance, and fostering organizational cultures which generate high levels of job satisfaction for effective delivery of services. Additional research is needed in all four thematic areas reviewed to develop well-informed, evidence-based strategies for effectively addressing critical issues facing the public health workforce. Copyright © 2012 American Journal of Preventive Medicine. Published by Elsevier Inc. All rights reserved.

Cost/Benefit Evaluation of Three English Language Training Programs for Potential Navy Use.

ERIC Educational Resources Information Center

Swope, William M.; And Others

As part of its plans to recruit Hispanic personnel who speak English as a second language, the U.S. Navy will have to provide English language training as well as technical training to prepare these personnel for fleet duty. A cost/benefit analysis was conducted of three English language training programs: the English Technical Language School…

The intensity and effects of strength training in the elderly.

PubMed

Mayer, Frank; Scharhag-Rosenberger, Friederike; Carlsohn, Anja; Cassel, Michael; Müller, Steffen; Scharhag, Jürgen

2011-05-01

The elderly need strength training more and more as they grow older to stay mobile for their everyday activities. The goal of training is to reduce the loss of muscle mass and the resulting loss of motor function. The dose-response relationship of training intensity to training effect has not yet been fully elucidated. PubMed was selectively searched for articles that appeared in the past 5 years about the effects and dose-response relationship of strength training in the elderly. Strength training in the elderly (>60 years) increases muscle strength by increasing muscle mass, and by improving the recruitment of motor units, and increasing their firing rate. Muscle mass can be increased through training at an intensity corresponding to 60% to 85% of the individual maximum voluntary strength. Improving the rate of force development requires training at a higher intensity (above 85%), in the elderly just as in younger persons. It is now recommended that healthy old people should train 3 or 4 times weekly for the best results; persons with poor performance at the outset can achieve improvement even with less frequent training. Side effects are rare. Progressive strength training in the elderly is efficient, even with higher intensities, to reduce sarcopenia, and to retain motor function.

Trends in the Training Recruits Receive Before their First Fleet Assignments

DTIC Science & Technology

2011-07-01

length of time to the fleet over the last 14 years. We compare them among recruits with different initial obligations ( 4YOs and 6YOs). We also...time and time not in school decreased on average, for both 4YOs and 6YOs, we found that NUI time actually increased for 4YOs and remained very...unstable over time for 6YOs. Both 4YOs and 6YOs were recently less likely to participate in follow-on training after A-school. We saw a large decline in

Monitoring of the bed time body temperature and body weight to prevent the occurrence of heat stroke in the Royal Thai Army recruits, Lopburi Province, Thailand.

PubMed

Pumchandh, Norawee; Tedsana, Vanida; Ngow, Supak; Rangsin, Ram; Aimpun, Pote; Mungthin, Mathirut; Srilennawat, Nareerut

2012-05-01

Heat stroke is still an important health problem in Thai army recruits. The authors aimed to evaluate a new method for preventing heat stroke in the newly army recruits during basic training in May-June 2006, by monitoring the bed time body temperature and body weight. One thousand one hundred and fifteen recruits from five army units in Lopburi Province, Thailand were enrolled in the present study. Standardized questionnaire was used for data collection including unit information, personal information, environmental information and daily activity information. Bed time body temperature and body weight were recorded daily. Anyone who had a body temperature > 37.8 degrees C or body weight lossing > 10% in 24 h had to stop training until these indicators were normal. There was no incidence of heat stroke in these army units during this training period. There were 191 recruits who had a body temperature > 37.8 degrees C. The mean duration of the fever was 3.3 +/- 3.3 days. The incidence of fever was 21.4 per 100 persons-month. There were 30 recruits with the body weight lossing > 10%. The duration of body weight loss was one day. Analyzed by mixed model using STATA program, there was statistically significant difference of the body temperature (p < 0.001) but not the body weight (p = 0.644) among the period of time. This monitoring of the bed time body temperature and body weight seems to be effective for the prevention of the occurrence of heat stroke because there was no case of heat stroke in the present study. However, further large-scale study with a control group should be performed.

Differences in the motor unit firing rates and amplitudes in relation to recruitment thresholds during submaximal contractions of the first dorsal interosseous between chronically resistance trained and physically active men.

PubMed

Sterczala, Adam J; Miller, Jonathan D; Trevino, Michael A; Dimmick, Hannah L; Herda, Trent J

2018-02-26

Previous investigations report no changes in motor unit (MU) firing rates during submaximal contractions following resistance training. These investigations did not account for MU recruitment or examine firing rates as a function of recruitment threshold (REC).Therefore, MU recruitment and firing rates in chronically resistance trained (RT) and physically active controls (CON) were examined. Surface electromyography signals were collected from the first dorsal interosseous (FDI) during isometric muscle actions at 40% and 70% maximal voluntary contraction (MVC). For each MU, force at REC, mean firing rate (MFR) during the steady force, and MU action potential amplitude (MUAP_AMP) were analyzed. For each individual and contraction, the MFRs were linearly regressed against REC, whereas, exponential models were applied to the MFR vs. MUAP_AMP and MUAP_AMP vs. REC relationships with the y-intercepts and slopes (linear) and A and B terms (exponential) calculated. For the 40% MVC, the RT group had less negative slopes (p=0.001) and lower y-intercepts (p=0.006) of the MFR vs. REC relationships and lower B terms (p=0.011) of the MUAP_AMP vs. REC relationships. There were no differences in either relationship between groups for the 70% MVC. During the 40% MVC, the RT had a smaller range of MFRs and MUAP_AMPS in comparison to the CON, likely due to reduced MU recruitment. The RT had lower MFRs and recruitment during the 40% MVC that may indicate a leftward shift in the force-frequency relationship, and thus require less excitation to the motoneuron pool to match the same relative force.

The National Space Grant College and Fellowship Program

NASA Technical Reports Server (NTRS)

Schwartz, Elaine T.; Keffer, Lynne

1991-01-01

This paper outlines the development of NASA's National Space Grant College and Fellowship Program. The program was introduced by Senator Bentsen (D-TX) and passed into law on October 30, 1987. NASA consulted with professional higher education associations in translating the law's provisions into program objectives. The objectives include the establishment of a national network of universities with interests and capabilities in aeronautics, space and related fields; the formation of cooperative programs among universities, aerospace industry, and federal, state and local governments; the broadening of interdisciplinary training, research and public-service programs related to aerospace; the recruiting and training of professionals, especially women and underrepresented minorities, for careers in aerospace science, and technology and allied fields; and, the development of a strong science, mathematics and technology base from elementary school through university levels.

How underserviced rural communities approach physician recruitment: changes following the opening of a socially accountable medical school in northern Ontario.

PubMed

Mian, Oxana; Hogenbirk, John C; Warry, Wayne; Strasser, Roger P

2017-01-01

The Northern Ontario School of Medicine (NOSM) opened in 2005 with a social accountability mandate to address a long history of physician shortages in northern Ontario. The objective of this qualitative study was to understand the school's effect on recruitment of family physicians into medically underserviced rural communities of northern Ontario. We conducted a multiple case study of 8 small rural communities in northern Ontario that were considered medically underserviced by the provincial ministry of health and had successfully recruited NOSM-trained physicians. We interviewed 10 people responsible for physician recruitment in these communities. Interview transcripts were analyzed by means of an inductive and iterative thematic method. All 8 communities were NOSM medical education sites with populations of 1600-16 000. Positive changes, linked to collaboration with NOSM, included achieving a full complement of physicians in 5 communities with previous chronic shortages of 30%-50% of the physician supply, substantial reduction in recruitment expenditures, decreased reliance on locums and a shift from crisis management to long-term planning in recruitment activities. The magnitude of positive changes varied across communities, with individual leadership and communities' active engagement being key factors in successful physician recruitment. Locating medical education sites in underserviced rural communities in northern Ontario and engaging these communities in training rural physicians showed great potential to improve the ability of small rural communities to recruit family physicians and alleviate physician shortages in the region.

Development and interrater reliability testing of a telephone interview training programme for Australian nurse interviewers.

PubMed

Ahern, Tracey; Gardner, Anne; Gardner, Glenn; Middleton, Sandy; Della, Phillip

2013-05-01

The final phase of a three phase study analysing the implementation and impact of the nurse practitioner role in Australia (the Australian Nurse Practitioner Project or AUSPRAC) was undertaken in 2009, requiring nurse telephone interviewers to gather information about health outcomes directly from patients and their treating nurse practitioners. A team of several registered nurses was recruited and trained as telephone interviewers. The aim of this paper is to report on development and evaluation of the training process for telephone interviewers. The training process involved planning the content and methods to be used in the training session; delivering the session; testing skills and understanding of interviewers post-training; collecting and analysing data to determine the degree to which the training process was successful in meeting objectives and post-training follow-up. All aspects of the training process were informed by established educational principles. Interrater reliability between interviewers was high for well-validated sections of the survey instrument resulting in 100% agreement between interviewers. Other sections with unvalidated questions showed lower agreement (between 75% and 90%). Overall the agreement between interviewers was 92%. Each interviewer was also measured against a specifically developed master script or gold standard and for this each interviewer achieved a percentage of correct answers of 94.7% or better. This equated to a Kappa value of 0.92 or better. The telephone interviewer training process was very effective and achieved high interrater reliability. We argue that the high reliability was due to the use of well validated instruments and the carefully planned programme based on established educational principles. There is limited published literature on how to successfully operationalise educational principles and tailor them for specific research studies; this report addresses this knowledge gap. Copyright © 2012 Elsevier Ltd. All rights reserved.

Muscle activity pattern dependent pain development and alleviation.

PubMed

Sjøgaard, Gisela; Søgaard, Karen

2014-12-01

Muscle activity is for decades considered to provide health benefits irrespectively of the muscle activity pattern performed and whether it is during e.g. sports, transportation, or occupational work tasks. Accordingly, the international recommendations for public health-promoting physical activity do not distinguish between occupational and leisure time physical activity. However, in this body of literature, attention has not been paid to the extensive documentation on occupational physical activity imposing a risk of impairment of health - in particular musculoskeletal health in terms of muscle pain. Focusing on muscle activity patterns and musculoskeletal health it is pertinent to elucidate the more specific aspects regarding exposure profiles and body regional pain. Static sustained muscle contraction for prolonged periods often occurs in the neck/shoulder area during occupational tasks and may underlie muscle pain development in spite of rather low relative muscle load. Causal mechanisms include a stereotype recruitment of low threshold motor units (activating type 1 muscle fibers) characterized by a lack of temporal as well as spatial variation in recruitment. In contrast during physical activities at leisure and sport the motor recruitment patterns are more dynamic including regularly relatively high muscle forces - also activating type 2 muscles fibers - as well as periods of full relaxation even of the type 1 muscle fibers. Such activity is unrelated to muscle pain development if adequate recovery is granted. However, delayed muscle soreness may develop following intensive eccentric muscle activity (e.g. down-hill skiing) with peak pain levels in thigh muscles 1-2 days after the exercise bout and a total recovery within 1 week. This acute pain profile is in contrast to the chronic muscle pain profile related to repetitive monotonous work tasks. The painful muscles show adverse functional, morphological, hormonal, as well as metabolic characteristics. Of note is that intensive muscle strength training actually may rehabilitate painful muscles, which has recently been repeatedly proven in randomized controlled trials. With training the maximal muscle activation and strength can be shown to recover, and consequently allow for decreased relative muscle load during occupational repetitive work tasks. Exercise training induces adaptation of metabolic and stress-related mRNA and protein responses in the painful muscles, which is in contrast to the responses evoked during repetitive work tasks per se. Copyright © 2014 Elsevier Ltd. All rights reserved.

Learning and Teaching in a Center for the Care of Infants and Toddlers. A Descriptive Review of Experience with Staff Development.

ERIC Educational Resources Information Center

Arnote, Thelma E.

Phase I of a research and demonstration project was devoted to establishing, operating, and evaluating a demonstration nursery center to provide for the daytime care of 30 infants and toddlers ranging in age from 2 months through 3 years. During this phase, some emphasis was also given to recruiting and training the center's nursery assistants,…

Improving Healthcare Transition Planning and Health-Related Independence for Youth with ASD and their Families

DTIC Science & Technology

2015-10-01

volunteers) recruited Objective 5: Develop and test focus group & individual interview guide; train staff on protocol and procedure • Caregiver and young...and individual items will then be evaluated and revised based on finds from cognitive interviewing and full-scale pretesting . 15. SUBJECT TERMS...first modality assessed caregiver perspectives on health-related transitioning using focus groups . The second modality included individual interviews

Civilian Human Capital Strategic Plan 2006-2010

DTIC Science & Technology

2006-07-01

operations.” “ In a reconfigured Total Force, a new balance of skills must be coupled with greater accessibility to people so that the right forces...Plan for transforming DoD training) and promoting work life balance opportunities. Never before have the challenges facing DoD been greater as it...recruitment, retention, development, worklife , and workforce management strategies and systems in closing mission critical competency gaps—ensuring the right

The Promotion of Girls' Education through Recruitment and Training of Female Teachers in Nepal (Phase I). Mid-Decade Review of Progress towards Education for All.

ERIC Educational Resources Information Center

Thapa, Bijaya; Bajracharya, Hridaya; Thapa, Renu; Chitrakar, Roshan; Lamichhane, Shreeram; Tuladhar, Sumon

In 1995, the International Consultative Forum on Education for All commissioned case studies in developing countries as part of a mid-decade review of progress in expanding access to basic education. This paper examines the progress of Nepal's Basic and Primary Education Master Plan (BPEP), which aims to increase female participation in formal and…