The New Guide to Student Recruitment Marketing. The Best of "Case Currents."

ERIC Educational Resources Information Center

Smith, Virginia Carter, Ed.; Hunt, Susan, Ed.

The 53 best articles from "Case Currents" on student recruitment marketing are presented. The importance of a marketing plan and ways to apply basic marketing principles to recruitment programs are explained. Eight sections cover: exploring the marketing concept; conducting market research and putting the data to work; reaching out to recruit…

Do the Right Thing.

ERIC Educational Resources Information Center

Salopek, Jennifer J.

2001-01-01

An effective ethics program can enhance an organization's recruitment and retention, work environment, and reputation. Values statements and codes of conduct are the infrastructure of an effective program. (JOW)

Federal Recruiting 1976-1977: A Summary of Federal Agency Recruiting Programs.

ERIC Educational Resources Information Center

Civil Service Commission, Washington, DC. Bureau of Recruiting and Examining.

The publication, a catalog describing Federal agency recruiting and career information activities, is intended as a desk reference for college counselors and placement advisors working in the area of government placement. To be most helpful, it should be used as a companion piece to other Federal career literature such as the Federal Career…

5 CFR 720.204 - Agency programs.

Code of Federal Regulations, 2010 CFR

2010-01-01

... continuing program for the recruitment of minorities and women for positions in the agency and its components... out as part of their periodic performance appraisals. (b) Programs established under this subpart must... underrepresentation in the agency work force. ...

45 CFR 83.12 - Recruitment.

Code of Federal Regulations, 2011 CFR

2011-10-01

... DEPARTMENT OF HEALTH AND HUMAN SERVICES GENERAL ADMINISTRATION REGULATION FOR THE ADMINISTRATION AND... program of such entity or is used in connection with the recruitment of employees who will work directly... on the basis of sex any announcements, bulletins, catalogues, or other materials used in connection...

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.

Executive High School Internship Program.

ERIC Educational Resources Information Center

Duperrault, JoAnn Hunter

1992-01-01

The Executive High School Internship Program in Tampa, Florida, involves gifted and talented high school seniors working for a semester as nonpaid administrative assistants in public or private sector organizations. The program's history, recruitment policies, placement practices, and monitoring are reviewed. (DB)

5 CFR 532.251 - Special rates.

Code of Federal Regulations, 2010 CFR

2010-01-01

... recruitment or retention of well-qualified personnel when these handicaps are due to any of the following... appropriate appointment authorities, redesigning jobs, establishing training programs, and improving working... recruitment or retention of well-qualified personnel. The amount of the special rate adjustment may be up to...

Increasing interest in rural mental health work: the impact of a short term program to orientate allied health and nursing students to employment and career opportunities in a rural setting.

PubMed

Sutton, Keith P; Patrick, Kent; Maybery, Darryl; Eaton, Kaytlyn

2015-01-01

Ongoing workforce shortages affect the provision of mental health services to rural and remote communities. This article examines the immediate impact of a novel recruitment strategy that aims to increase the number of mental health professionals commencing their careers in a rural area of Australia. This study utilised a sequential confirmatory mixed methods design which included both online pre- and post-program surveys and semi-structured individual interviews. Statistical analyses compared participants' pre- and post-program survey interest in rural work/career, mental health work/career and rural mental health work/career. Content analysis was undertaken to explore interview transcripts for data that confirmed, contradicted or added depth to the quantitative findings. Comparison of pre- and post-program surveys indicated a significant increase in participants' interest in rural work/career and rural mental health work/career. The qualitative findings provided depth to and supported the change in interest toward working in a rural environment. Despite qualitative evidence that the program has increased participants' knowledge and understanding of the mental health sector as a whole, overt support for the changes in interest toward mental health work was not evident. The study provides evidence that a short-term program can change allied health and nursing students' interest in rural mental health work. The findings have important implications for the recruitment of mental health practitioners to underserved rural areas.

Frontier nursing: nursing work and training in Alberta, 1890-1905.

PubMed

Richardson, S

1996-01-01

This article analyzes the relationship of nursing work and training from 1890 to 1905 in that part of the North West Territory which in 1905 became the province of Alberta. Primary (archival) and secondary (published) data are analyzed to determine the nature of salaried nursing work, how nurses were recruited, the conditions of employment, how women were prepared for nursing work, and the relationship between hospital training programs and the salaried work of graduate nurses. Prior to 1905, most graduate nurses in Alberta were employed in hospitals. Their work involved administration as well as attending to patients and assisting physicians. Hospital boards had difficulty recruiting graduate nurses and began training programs to remedy their labour shortage. Programs were begun by the Medicine Hat General Hospital in 1894 and the Calgary General Hospital in 1895. Hospitals with training programs soon came to rely on pupil nurses for staffing. The success of these programs stimulated other Alberta hospitals to begin training programs, and by 1915 there were 10 programs in existence. Graduates of hospital programs were expected to be entrepreneurs, seeking employment in private practice and being reimbursed on a free-for-service basis by their patients. Although they were not designed to prepare nurses for private practice, hospital training programs did achieve some integration between hospital and home nursing work, partly because the primitive conditions of Alberta hospitals matched those of the ranches, homesteads, and even town homes. Pupil nurses became oriented to private duty when they were "hired out" during their period of training to care for ill individuals in their homes.

Home/Work.

ERIC Educational Resources Information Center

Atkinson, William

1985-01-01

In the computer age, telecommuting programs can be an effective means of recruiting and retaining valuable employees. This article discusses how companies can select employee participants and how to manage people working at home. (Author/CT)

A contest to create media messages aimed at recruiting adolescents for stop smoking programs.

PubMed

Croghan, Ivana T; Campbell, Heather M; Patten, Christi A; Croghan, Gary A; Schroeder, Darrell R; Novotny, Paul J

2004-10-01

This project engaged adolescents in a contest to create advertising messages aimed at recruiting teens for stop smoking programs. Middle school students were invited to design a media message for television, radio, Web, or print (newspaper or billboard). Of 4,289 students in eight middle schools of Rochester, Minn., 265 (6.2%) developed 172 stop smoking messages. The quality of their work confirmed that teens can design media messages to encourage their smoking adolescent peers to enroll in a program to stop smoking.

Recruitment of African Americans into prostate cancer screening.

PubMed

Weinrich, S P; Boyd, M D; Bradford, D; Mossa, M S; Weinrich, M

1998-01-01

Both incidence and mortality rates for prostate cancer are significantly higher in African American men than in white men. This report identifies community sites for the optimal recruitment of African American men into prostate cancer screening. A descriptive study was conducted, providing an educational program to 1369 African American men, 1264 of whom completed a survey on demographic data, prostate cancer knowledge, and prostate cancer screening history. The programs were offered at six different types of community sites, including various work sites, churches, housing projects, National Association for Advancement of Colored Persons (NAACP) sites, barber shops, and a state fairground. Free prostate cancer screening was offered to all participants. The advertised mass screening site (state fairground), the most common method used nationally to recruit African American men for cancer screening, was the least effective site, with only 16 men completing the survey. Of the 1264 men completing the survey at all community sites, 597 men (47%) did so at work sites and 438 (35%) did so at churches. Per site, the largest percentage of men who had never been screened was at work sites (n = 276, 46%) and NAACP sites (n = 22, 33.8%). The highest percentage of men who obtained free screening were at the state fairground (14 of 16), churches (256 of 438), and work sites (336 of 597). The most prostate cancers were detected at the housing projects, where 3 of 38 (7.9%) men who were screened received diagnoses of prostate cancer. To reduce prostate mortality rates in African American men, healthcare providers need to make a concerted effort to increase prostate cancer education and screening in this population. To be effective, recruitment of African American men must move from a provider/health site orientation to a consumer/community orientation. These findings indicate that recruitment strategies are more successful if efforts are based in the community or where a large number of African American men live and/or work. Because a history of screening has been shown to be a predictor for current participation, programs need to target men who have not had previous screening ever or within the last year. In addition, the large percentage of men recruited at work sites who had not been screened previously indicates an opportunity for collaboration with healthcare professionals in employee health programs. Efforts to increase participation in prostate cancer screening will be enhanced significantly by eliciting the active involvement of community leaders.

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)

Alberta: evaluation of nursing retention and recruitment programs.

PubMed

Weidner, Arlene; Graham, Carol; Smith, Jennifer; Aitken, Julia; Odell, Jill

2012-03-01

Retention and recruitment strategies are essential to address nursing workforce supply and ensure the viability of healthcare delivery in Canada. Knowledge transfer between experienced nurses and those new to the profession is also a focus for concern. The Multi-Employer/United Nurses of Alberta Joint Committee attempted to address these issues by introducing a number of retention and recruitment (R&R) initiatives for nurses in Alberta: in total, seven different programs that were introduced to some 24,000 nurses and employers across the province of Alberta in 2001 (the Transitional Graduate Nurse Recruitment Program) and 2007 (the remaining six R&R programs). Approximately 1,600 nurses participated in the seven programs between 2001 and 2009. Of the seven strategies, one supported entry into the workplace, two were pre-retirement strategies and four involved flexible work options. This project entailed a retrospective evaluation of the seven programs and differed from the other Research to Action (RTA) projects because it was solely concerned with evaluation of pre-existing initiatives. All seven programs were launched without a formal evaluation component, and the tracking of local uptake varied throughout the province. The union and various employers faced challenges in implementing these strategies in a timely fashion, as most were designed at the bargaining table during negotiations. As a result, systems, policy and procedural changes had to be developed to support their implementation after they became available.Participants in the programs indicated improvements over time in several areas, including higher levels of satisfaction with work–life balance, hours worked and their current practice and profession. The evaluation found that participation led to perceived improvements in nurses' confidence, greater control over their work environment, decreased stress levels, increased energy and morale and perceived improved ability to provide high-quality care. However, no formal implementation plan had been developed or made available to assist employers with implementation of the programs. The findings highlight the need for more discipline in communicating, implementing and evaluating initiatives such as those evaluated retrospectively in this project. In particular, key performance indicators, baseline data, monitoring mechanisms and an evaluation plan need to be developed prior to implementation.

Recruitment of Secondary School Physics Teachers--An International Viewpoint.

ERIC Educational Resources Information Center

Mayfield, M. R.

This report of the findings of the working group on "recruitment" of the International Congress on the Education of Secondary School Physics Teachers held in Hungary in September, 1970, includes reasons for the shortage of physics teachers (low salaries, excessive class load, lack of prestige, and inadequate programs of teacher preparation),…

Family and Consumer Sciences Program Recruitment: An Interdisciplinary Service-Learning Project

ERIC Educational Resources Information Center

Roofe, Nina; Ryburn, Renee

2013-01-01

The family and consumer sciences (FCS) teacher shortage is one need that can be mitigated by exposing high school students to professional trends and future work settings via service-learning. Such exposure can affect student recruitment by influencing high school students' knowledge and attitudes toward FCS careers. This study explored the impact…

Strategies for Improving Diversity at Bell Labs, Lucent Technologies

NASA Astrophysics Data System (ADS)

Murray, Cherry A.

2001-03-01

Over the last quarter century, top management in Bell Labs Research has initiated efforts to train, recruit, and encourage underrepresented minorities into science and engineering positions, and in hiring and retaining underrepresented minority scientists and engineers. I will give some historical background of some of the programs which have worked over the years and some of the new programs in recruiting, mentoring and career planning that we have recently initiated in order to better create a workplace that is accepting and even welcoming of diversity.

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 influence of loan repayment on rural healthcare provider recruitment and retention in Colorado.

PubMed

Renner, Daniel M; Westfall, John M; Wilroy, Lou Ann; Ginde, Adit A

2010-01-01

There is an ongoing shortage of rural healthcare providers relative to urban healthcare providers worldwide. Many strategies have been implemented to increase the distribution of rural healthcare providers, and financial incentives such as loan repayment programs have become popular means to both recruit and retain healthcare providers in rural communities. Studies detailing the effects of such programs on rural provider recruitment and retention are limited. The objective of this study was to assess the influence of loan repayment and other factors on the recruitment and retention of healthcare providers in rural Colorado, USA, and to compare the motivations and attitudes of these rural providers with their urban counterparts. A survey was sent to 122 healthcare providers who had participated in one of three loan repayment programs in Colorado between the years of 1992 and 2007: the Colorado Health Professional Loan Repayment Program; the Colorado Rural Outreach Program; and the Dental Loan Repayment Program of Colorado. Differentiation between rural and urban communities was accomplished by using the Rural Urban Commuting Area Codes developed by the University of Washington's Rural Health Research Center and Economic Research Service. Statistical analysis was performed using STATA from StataCorp. Of the 93 respondents included in the study, 57 worked in rural communities and 36 worked in urban communities during their programs. Of the rural participants, 74% were already working in or intending to work in an eligible community when they were made aware of the loan repayment program. Of those planning to work in a rural community regardless of any loan repayment option, 42% reported that the loan repayment program had an important influence on the specific community in which they chose to practice. Of the rural participants already working in a rural community, 38% reported loan repayment as being an important factor in their retention. The most important factors the rural providers cited for their recruitment were the location of the community, scope of practice, and family fit with the community. The most important factors for the urban providers were the location of the community, salary, and scope of practice. Of the rural providers, 36% attended rural high schools, while 9% of urban providers attended rural high schools. Of the rural providers who were planning on practicing in a rural area regardless of any loan repayment option, 37% had attended rural high schools. Rural participants most often left their communities because their families wanted to move, personal or professional isolation, and dissatisfaction with the medical community. Of rural participants 22% cited the desire for a higher income as an important reason to leave their communities, while the desire for a higher income was the most commonly cited reason for the urban providers. Rural retention rates were not influenced by past attendance at rural high schools or by intention to practice in a rural community regardless of loan repayment. Loan repayment programs targeting rural Colorado usually enroll providers who would have worked in a rural area regardless of loan repayment opportunities, but are likely to play a role in providers' choice of specific rural community for practice. They also appear to have a limited but important influence on rural provider retention, though financial concerns are generally less influential for non-retained rural providers than are family preferences and professional dissatisfaction.

Quality of Work-Life Programs in U.S. Medical Schools: Review and Case Studies

ERIC Educational Resources Information Center

Otto, Ann; Bourguet, Claire

2006-01-01

Quality of work life is being recognized more and more as a driving factor in the recruitment and retention of highly qualified employees. Before Northeastern Ohio Universities College of Medicine began development of its QWL initiative, it surveyed other medical schools across the U.S. to determine benchmarks of best practices in these programs.…

Impact of the Northern Studies Stream and Rehabilitation Studies programs on recruitment and retention to rural and remote practice: 2002-2010.

PubMed

Winn, Christopher S; Chisholm, Brock A; Hummelbrunner, Jackie A; Tryssenaar, Joyce; Kandler, Liane S

2015-01-01

A shortage of rehabilitation practitioners in rural and/or remote (rural/remote) practice areas has a negative impact on healthcare delivery. In Northern Ontario, Canada, a shortage of rehabilitation professionals (audiology, occupational therapy, physiotherapy, speech-language pathology) has been well documented. In response to this shortage, the Northern Studies Stream (NSS) and Rehabilitation Studies (RS) programs were developed with the mandate to increase the recruitment and retention of rehabilitation professionals to Northern Ontario. However, the number of NSS or RS program graduates who choose to live and work in Northern Ontario or other rural/remote areas, and the extent to which participation in these programs or other factors contributed to their decision, is largely unknown. Between 2002 and 2010, a total of 641 individuals participated in the NSS and RS programs and were therefore eligible to participate in the study. Current contact information was obtained for 536 of these individuals (83.6%) who were eligible to participate in the study. An internet-hosted survey was administered in June of 2011. The survey consisted of 48 questions focusing on personal and professional demographics, postgraduate practice and experience, educational preparation, and factors affecting recruitment and retention decisions. A total of 280 respondents completed the survey (response rate 52%). Of these, 95 (33.9%) reported having chosen rural or remote practice following graduation. Multiple factors predictive of recruitment and retention to rural/remote practice were identified. Of particular note was that individuals raised in a rural or remote community were 3.3 times more likely to work in a rural or remote community after graduation. Recruitment was strongly associated with length of time immersed in rural/remote education settings and to participation in the NSS academic semester. Job satisfaction, professional networking opportunities, and rural lifestyle options were identified as important factors for retention in rural/remote practice areas. The NSS and RS programs have experienced encouraging recruitment outcomes in the past 10 years. Recruitment and retention of rehabilitation therapists to rural/remote locations appears to be positively and significantly affected by the origins of the health professional. The completion of both academic and clinical education in a rural/remote setting and longer duration of rural/remote education were positively associated with an increased likelihood of choosing to practice in a rural/remote area following entry to practice. These findings have potential implications for admission criteria to rehabilitation education programs with a rural curriculum focus as well as implications for postgraduate mentorship programs and employers in rural/remote areas.

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.

MSFC personnel management tasks: Recruitment and orientation of new employees

NASA Technical Reports Server (NTRS)

Brindley, T. A.

1980-01-01

In order to encourage highly motivated young students to learn about NASA and consider it for a career, a formal program is to be initiated whereby selected students can work on a voluntary basis at Marshall Space Flight Center (MSFC). The first task was to develop the working plan and procedures for this program, called Student Volunteer Service Program, in the writing of MSFC official guidelines, the Marshall Management Instruction (the MMI) which is a binding document that defines policy and establishes procedures and guidelines. Particular considerations written into the MMI after numerous consultations, interviews, and discussions about a satisfactory policy, include: arrangements to be made between the student, the school authorities, and concerned MSFC employees; management of the work assignments; and procedures for the student's welfare and safety. The second task was the development of a recruitment brochure for the attraction of new employees, especially scientists and engineers. The third task assigned was to develop a plan called Orientation of New Employees.

Factors affecting recruitment and retention of rehabilitation professionals in Northern Ontario, Canada: a cross-sectional study.

PubMed

Winn, C S; Chisholm, B A; Hummelbrunner, J A

2014-01-01

Historically, Northern Ontario, Canada, has been an underserviced area for health care, including the rehabilitation professions of occupational therapy, physiotherapy, speech-language pathology and audiology. The Rehabilitation Studies and Northern Studies Stream programs were created in the 1990s to improve the recruitment and retention of rehabilitation professionals to Northern Ontario. However, no recent research has been conducted examining the factors that lead to rehabilitation professionals relocating to and remaining in the region. A cross-sectional survey of rehabilitation professionals living and working in Northern Ontario was administered in 2009. Information collected included demographics and a rating of the personal and professional factors that had an impact on an individual's decision to continue living and working in Northern Ontario. A total of 345 individuals completed the survey (response rate 57%). Multiple personal and professional factors were closely linked to recruitment and retention with differences noted between those individuals originally from Northern Ontario and those who were not. Rural or remote education experiences and rural/remote origin were identified as important recruitment factors while job satisfaction and lifestyle options were important factors for retention of rehabilitation professionals to rural and remote areas of practice. This study has provided updated information specific to the recruitment and retention of rehabilitation professionals in Northern Ontario, Canada. These findings support previous work examining health professions worldwide and have clear implications for educational programs, funding agencies, and health human resource planning in underserviced areas.

Efforts to Recruit Secondary STEM Teachers at Columbus State University

NASA Astrophysics Data System (ADS)

Webster, Zodiac T.; MaSST Preparation Council

2006-12-01

Physics as a discipline is not alone in having difficulty finding qualified teachers. Under-qualified teachers are present in high school Mathematics, Chemistry, Biology, and Earth-science classrooms as well. Columbus State University (CSU) has formed the Mathematics and Science Secondary Teachers (MaSST) Preparation Council to recruit more majors into our existing secondary teaching programs: Mathematics, Biology, Chemistry, and Geology. College of Education and College of Science faculty are working together to create a higher profile for these majors at our institution within the state of Georgia. In addition, we are planning an aggressive campaign to recruit from within by implementing a peer-tutoring program using outstanding students who have completed introductory math and science courses. Our group’s organization and initiatives can serve as a model for other institutions concerned about recruiting more high-school teachers.

Workforce Diversity: Implications for Business Educators.

ERIC Educational Resources Information Center

Ball, Stacy L.

1997-01-01

Responses from 112 human resource managers in Chicago indicated that 42% offer diversity programs because it is an ethical approach to management; they offer only a few of the programs available and identified in the literature. Organizations whose major purpose is recruiting and developing a diverse work force offered more programs and a wider…

Recruiting Talent: Indiana University-Purdue University Indianapolis Graduates the First Participants in its Research Scholars Program.

ERIC Educational Resources Information Center

Lords, Erik

2001-01-01

Describes the Minority Research Scholars Program (MRSP) at Indiana University-Purdue University Indianapolis, which funds the education of a group of minority students in seven disciplines: science, engineering and technology, social work, nursing, dental hygiene, physical education, and allied health. The program includes research projects,…

24 CFR 570.416 - Hispanic-serving institutions work study program.

Code of Federal Regulations, 2012 CFR

2012-04-01

... to, students with disabilities and students who are Black, American Indian/Alaska Native, Hispanic... establish recruitment procedures that identify eligible economically disadvantaged and minority students... providing assistance to economically disadvantaged and minority students who participate in a work study...

24 CFR 570.416 - Hispanic-serving institutions work study program.

Code of Federal Regulations, 2011 CFR

2011-04-01

... to, students with disabilities and students who are Black, American Indian/Alaska Native, Hispanic... establish recruitment procedures that identify eligible economically disadvantaged and minority students... providing assistance to economically disadvantaged and minority students who participate in a work study...

24 CFR 570.416 - Hispanic-serving institutions work study program.

Code of Federal Regulations, 2013 CFR

2013-04-01

... to, students with disabilities and students who are Black, American Indian/Alaska Native, Hispanic... establish recruitment procedures that identify eligible economically disadvantaged and minority students... providing assistance to economically disadvantaged and minority students who participate in a work study...

24 CFR 570.416 - Hispanic-serving institutions work study program.

Code of Federal Regulations, 2014 CFR

2014-04-01

... to, students with disabilities and students who are Black, American Indian/Alaska Native, Hispanic... establish recruitment procedures that identify eligible economically disadvantaged and minority students... providing assistance to economically disadvantaged and minority students who participate in a work study...

Field Trip: Multimedia and the Curriculum.

ERIC Educational Resources Information Center

McBroom, George

1997-01-01

Describes the development of the Academy of Communications and Multimedia Technology--a school-to-work program integrating English, social studies, and mathematics with multimedia, art, and television production--at Mainland High School in Daytona Beach, Florida. Discusses the program's goals, student recruitment, roles of business partners (such…

Innovative strategies for nurse recruitment and retention in behavioral health.

PubMed

Valente, Sharon M; Wright, Ileen

2007-01-01

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

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.

Interactive Teaching as a Recruitment and Training Tool for K-12 Science Teachers

NASA Astrophysics Data System (ADS)

Rosenberg, J. L.

2004-12-01

The Science, Technology, Engineering, and Mathematics Teacher Preparation (STEMTP) program at the University of Colorado has been designed to recruit and train prospective K-12 science teachers while improving student learning through interactive teaching. The program has four key goals: (1) recruit undergraduate students into K-12 science education, (2) provide these prospective teachers with hands-on experience in an interactive teaching pedagogy, (3) create an intergrated program designed to support (educationally, socially, and financially) and engage these prospective science teachers up until they obtain liscensure and/or their masters degree in education, and (4) improve student learning in large introductory science classes. Currently there are 31 students involved in the program and a total of 72 students have been involved in the year and a half it has been in existence. I will discuss the design of the STEMTP program, the success in recruiting K-12 science teachers, and the affect on student learning in a large lecture class of implementing interactive learning pedagogies by involving these prospective K-12 science teachers. J. L. Rosenberg would like to acknowledge the NSF Astronomy and Astrophysics Fellowship for support for this work. The course transformation project is also supported by grants from the National Science Foundation.

Alternative Work Programs

ERIC Educational Resources Information Center

Kuehn, Kerri L.

2004-01-01

Employers are feeling the strain of needing to offer alternative work arrangements to retain and recruit employees. Due to a change in demographics, dual-career couples and increased technology; people are demanding a transformation in the workplace environment. Two alternatives, which are being offered by employers, are flextime and…

The Partnership on Work Enrichment and Readiness

ERIC Educational Resources Information Center

Haar, Diane; Raggi, Mindi

2009-01-01

The Partnership on Work Enrichment and Readiness (POWER's) unique and innovative curriculum recruits and sustains nontraditional students interested in preparing for employment or continued studies in an institution of higher education. The program specifically targets persons in mental health recovery. Students attend college during a regular…

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.

Motivations, concerns, and expectations of Scandinavian health professionals volunteering for humanitarian assignments.

PubMed

Bjerneld, Magdalena; Lindmark, Gunilla; McSpadden, Lucia Ann; Garrett, Martha J

2006-01-01

International nongovernmental organizations (NGOs) involved in humanitarian assistance employ millions of volunteers. One of the major challenges for the organizations is the high turnover rate among their personnel. Another is recruiting the right persons. As part of a series of studies investigating factors that affect the recruitment process and the success of assignment, this qualitative study examined health professionals' motivations for volunteering, their various concerns, and their expectations about themselves and the organizations for which they would work. The findings from focus group interviews with potential humanitarian volunteers were considered within the framework of Hertzberg's theory of motivations and Maslow's hierarchy of needs. The study has significant implications for personnel policy and practice in the humanitarian sector. Recruitment officers should have the self-actualized person, as described by Maslow, in mind when interviewing candidates. This perspective would make it easier for them to understand the candidates' thoughts and concerns and would lead to more effective interventions. Program officers should have satisfiers and dissatisfiers, as identified by Herzberg, in mind when planning programs. The probability that personnel will leave humanitarian work is lower if they perceive working conditions as good.

Successful strategies for recruitment of emergency medical volunteers.

PubMed

Hasselmann, Anne Rinchiuso

2013-06-01

A robust medical volunteer program is critical to ensuring a successful response to public health and medical emergencies. The New York City (NYC) Department of Health and Mental Hygiene created the NYC Medical Reserve Corps in 2003 to build a multidisciplinary team of health professionals who wish to assist NYC with response during large-scale health emergencies. This article reports on the search to determine which recruitment activities have been most successful to date, with the goal of modeling future activities upon those that worked best. A retrospective review of effectiveness of recruitment strategies to identify and register new NYC Medical Reserve Corps volunteers was undertaken. A broad range of recruitment activities have been implemented since the program's inception, with varying degrees of success. Various recruitment modalities were tried, including direct invitations to licensed professionals by the NYC Health Commissioner and announcements through professional organization partners. The direct invitation by the NYC Health Commissioner to health professionals licensed in 1 of the 5 boroughs of NYC has proved to be the most successful recruitment tool to date. The local health commissioner or other trusted community figure is an excellent messenger for recruiting emergency volunteers. It is also critical that recruitment messages reach as many potential volunteers as possible to ensure that the requisite number of volunteers and mix of professional disciplines are identified.

Student Satisfaction with an Innovative Internship

ERIC Educational Resources Information Center

Petrila, Ann; Fireman, Orah; Fitzpatrick, Leslie Schnoll; Hodas, Robyn Wertheimer; Taussig, Heather N.

2015-01-01

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…

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)

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…

Minority Community Mental Health Training: Analysis of an Educational Experiment. P/AAMHRC Monograph Series, No. 4.

ERIC Educational Resources Information Center

Wong, Paul

This monograph analyzes an experimental program that ran from 1976 to 1980 to train Pacific/Asian American social work students in community mental health. The students, who were awarded stipends, were recruited from three associate in arts programs in human services and from two universities that offered both bachelor's and master's programs in…

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…

A Cooperative Training Program for Students with Severe Behavior Problems: Description and Comparative Evaluation.

ERIC Educational Resources Information Center

Reganick, Karol A.

The Cooperative Training Program was implemented with 20 students having severe behavior problems, to augment a classroom employability curriculum. Educators and business managers at a local Perkins restaurant worked cooperatively to design a new curriculum and recruitment procedure to benefit both students and the business. A continuous and…

An Evaluation of a Shared Leadership Training Program

ERIC Educational Resources Information Center

Allen, Lavonda Ann

2010-01-01

The purpose of the quantitative quasi-experimental equivalent time series study was to evaluate the effectiveness of a work based shared leadership training program in a less than 200 bed hospital in rural, south-central United States. Nursing shortages and the current emphasis on quality are factors that make recruitment and retention of nurses…

Volunteer Motivations and Satisfaction in a Tutoring Program: Implications for Recruitment and Retention

ERIC Educational Resources Information Center

Gonzalez, Kimberly

2009-01-01

The present study employed a functional approach to assess the motivations of tutors volunteering at a non-profit tutoring program. Based on the work of Clary et al. (1998), the "Volunteer Functions Inventory" (VFI) was used to differentiate between six different functions or motivations; values, understanding, social, career, protective and…

An Effective Peer Advising Program in a Large Psychology Department.

ERIC Educational Resources Information Center

Nelson, Eileen S.; Fonzi, Ginger L.

1995-01-01

An advising program in the James Madison University (Virginia) psychology department recruits and trains students to provide basic information about majors, careers, field opportunities, and graduate schools to their peers. The work of the 20 volunteers, who serve 900 students, is coordinated by a faculty member. Each peer advisor serves on a…

New Resources on the Building Strong Geoscience Departments Website

NASA Astrophysics Data System (ADS)

Ormand, C. J.; Manduca, C. A.; MacDonald, H.

2009-12-01

The Building Strong Geoscience Departments program aims to foster communication and sharing among geoscience departments in order to allow for rapid dissemination of strong ideas and approaches. Sponsored by NAGT, AGI, AGU, and GSA, the project has developed a rich set of web resources and offered workshops on high-interest topics, such as recruiting students, curriculum development, and program assessment. The Building Strong Geoscience Departments website has a growing collection of resources, drawn from workshop discussions and presentations, showcasing how geoscience departments approach curriculum revision, student recruitment, and program assessment. Recruitment resources consist of specific examples of a wide variety of successful approaches to student recruitment from departments at a wide array of institutions. Curricular feature pages framing the process of curriculum development or revision and a collection of dozens of geoscience curricula, searchable by degree program name. Each curriculum in the collection includes a diagram of the course sequence and structure. Program assessment resources include a collection of assessment instruments, ranging from alumni surveys and student exit interviews to course evaluations and rubrics for assessing student work, and a collection of assessment planning documents, ranging from mission and vision statements through student learning goals and outcomes statements to departmental assessment plans and guidelines for external reviews. These recruitment strategies, curricula, and assessment instruments and documents have been contributed by the geoscience community. In addition, we are developing a collection of case studies of individual departments, highlighting challenges they have faced and the strategies they have used to successfully overcome those challenges. We welcome additional contributions to all of these collections. These online resources support the Building Strong Geoscience Departments Visiting Workshop program, which we launched in the fall of 2009.

The Medicaid personal care services program: implications for social work practice.

PubMed

Oktay, J S; Palley, H A

1991-05-01

Results of a survey of Medicaid personal care programs in 15 states and the District of Columbia in 1987 show that these programs suffer from many problems. Low wages and slow payment make recruitment and retention of qualified workers difficult. Other problems include lack of coordination among agencies, lack of adequate standards for training or supervision of workers, unequal access to programs, and inequities among states. Implications for social workers are discussed.

The Students-Recruiting-Students Undergraduate Engineering Recruiting Programme.

ERIC Educational Resources Information Center

Gattis, Carol; Nachtmann, Heather; Youngblood, Alisha D.

2003-01-01

Describes the Students-Recruiting-Students (SRS) program developed to recruit high school students into the Industrial Engineering Department at the University of Arkansas. Presents four phases of the program along with seven years of program results. Encourages successful development of similar recruiting programs. (KHR)

Job sharing in clinical nutrition management: a plan for successful implementation.

PubMed

Visocan, B J; Herold, L S; Mulcahy, M J; Schlosser, M F

1993-10-01

While women continue to enter the American work force in record numbers; many experience difficulty in juggling career and family obligations. Flexible scheduling is one option used to ease work and family pressures. Women's changing work roles have potentially noteworthy implications for clinical nutrition management, a traditionally female-dominated profession where the recruitment and retention of valued, experienced registered dietitians can prove to be a human resources challenge. Job sharing, one type of flexible scheduling, is applicable to the nutrition management arena. This article describes and offers a plan for overcoming obstacles to job sharing, including determining feasibility, gaining support of top management, establishing program design, announcing the job share program, and using implementation, monitoring, and fine-tuning strategies. Benefits that can be derived from a successful job share are reduced absenteeism, decreased turnover, enhanced recruitment, improved morale, increased productivity, improved job coverage, and enhanced skills and knowledge base. A case study illustrates one method for achieving job sharing success in clinical nutrition management.

Linking Work-Family Issues to the Bottom Line. Report Number 962.

ERIC Educational Resources Information Center

Friedman, Dana E.

A 1988 symposium on the effect of family problems on the corporate bottom line and a review of more than 80 other studies have confirmed that business investments in programs and policies to resolve family-work conflicts yield returns. Family issues/problems have been documented to affect employee recruitment, productivity, turnover, and…

Factors that influence the choice to work in rural township health centers among 4,669 clinical medical students from five medical universities in Guangxi, China.

PubMed

Qing, Yunbo; Hu, Guijie; Chen, Qingyun; Peng, Hailun; Li, Kailan; Wei, Jinling; Yi, Yanhua

2015-01-01

To produce competent undergraduate-level medical doctors for rural township health centers (THCs), the Chinese government mandated that medical colleges in Central and Western China recruit rural-oriented, tuition-waived medical students (RTMSs) starting in 2010. This study aimed to identify and assess factors that influence the choice to work in rural township health centers among both RTMSs and other students from five medical universities in Guangxi, China. An internet-based self-administered questionnaire survey was conducted with medical students in Guangxi province. Multinomial logistic regression was used to identify factors related to the attitudes toward work in a rural township health center. Among 4,669 medical students, 1,523 (33%) had a positive attitude and 2,574 (55%) had a neutral attitude toward working in THCs. Demographic characteristics, personal job concerns, and knowledge of THCs were associated with the choice of a career in THCs. The factors related to a positive attitude included the following: three-year program, a rural-oriented medical program, being male, an expectation of working in a county or township, a focus on medical career development, some perceived difficulty of getting a job, having family support, sufficient knowledge of THCs, optimism toward THC development, seeking lower working pressure, and a lower expected monthly salary. Male students in a three-year program or a rural-oriented tuition-waived medical education program were more likely to work in THCs. Selecting medical students through interviews to identify their family support and intentions to work in THCs would increase recruitment and retention. Establishing favorable policies and financial incentives to improve living conditions and the social status of rural physicians is necessary.

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

Federal Register 2010, 2011, 2012, 2013, 2014

2011-03-31

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

Evaluation of the North Country on the Job Network: a model of facilitated care for injured workers in rural upstate New York.

PubMed

Lipscomb, Hester J; Moon, Samuel D; Li, Leiming; Pompeii, Lisa; Kennedy, Margaret Q

2002-03-01

We describe the evaluation of a community-based program designed to facilitate access to care and return to work for injured workers in a rural, medically underserved area in upstate New York. Providers are recruited to provide easily accessible care and are oriented to concepts of transitional duty and rapid return to work as medically appropriate; companies are recruited with the agreement to provide transitional work for injured employees. Registered nurses, hired by the local hospital, serve as case coordinators to facilitate care and coordinate communications among all parties. Over 3000 injured workers received care through the program in the first 56 months, with a decline in the number of transitional days over time. The number of days that the cases remain open has steadily declined, and the number of return-to-work cases has increased. The success of this initiative provides an excellent background for continued improvement in delivery of care to injured workers and proactive efforts at improving workplace safety and health in a rural area.

Recruitment and Lessons Learned from a Community-Based Intervention Program: The Learning Families Project in Hong Kong.

PubMed

Chu, Joanna T W; Wan, Alice; Stewart, Sunita M; Ng, Kwok Tung; Lam, Tai Hing; Chan, Sophia S

2018-01-01

Recruitment is central to any research project, and recruitment itself should be well documented and researched. We describe our recruitment efforts for a community-based research project-entitled the Learning Families Project-conducted in Hong Kong. In collaboration with community stakeholders, residents from a public housing estate were recruited to participate in family programs aimed at enhancing family well-being. Various recruitment strategies were employed including the distribution of 19,200 leaflets, 688 posters, a banner, a kick-off ceremony, 10 promotion activities, 1,000 direct calls, word of mouth, 51 mobile counters, and 10 door-to-door visits. Drawing on field notes, research logs, short questionnaires, and focus group conducted with our community partners and residents, we describe and discuss our recruitment strategies, challenges, and lessons learned. Over a 9-month period, 980 participants were recruited and participated in our study, exceeding our recruitment goal (860 participants). Several observations were made including active recruitment strategies (i.e., door-to-door and mobile counter) being more effective than passive strategies (i.e., posters and leaflets); the importance of raising project awareness to facilitate recruitment; and the challenges encountered (i.e., burn-out and loss of motivation of staff, decreased community capacity in collaborating in research projects). The lessons learned include the importance of engaging Chinese communities, utilizing a positive outreach approach, and setting realistic expectations. Although similar recruitment strategies have been reported the West, a number of cultural differences should be taken into account when working with Chinese population. Further research is needed to examine the effectiveness of tailoring recruitment strategies to various populations.

The impact of the night float system on internal medicine residency programs.

PubMed

Trontell, M C; Carson, J L; Taragin, M I; Duff, A

1991-01-01

To study the design, method of implementation, perceived benefits, and problems associated with a night float system. Self-administered questionnaire completed by program directors, which included both structured and open-ended questions. The answers reflect resident and student opinions as well as those of the program directors, since program directors regularly obtain feedback from these groups. The 442 accredited internal medicine residency programs listed in the 1988-89 Directory of Graduate Medical Education Programs. Of the 442 programs, 79% responded, and 30% had experience with a night float system. The most frequent methods for initiating a night float system included: decreasing elective time (42.3%), hiring more residents (26.9%), creating a non-teaching service (12.5%), and reallocating housestaff time (9.6%). Positive effects cited include decreased fatigue, improved housestaff morale, improved recruiting, and better attitude toward internal medicine training. The quality of medical care was considered the same or better by most programs using it. The most commonly cited problems were decreased continuity of care, inadequate teaching of the night float team, and miscommunication. Residency programs using a night float system usually observe a positive effect on housestaff morale, recruitment, and working hours and no detrimental effect on the quality of patient care. Miscommunication and inadequate learning experience for the night float team are important potential problems. This survey suggests that the night float represents one solution to reducing resident working hours.

UMMC recruitment plan succeeds. Multi-disciplinary approach aligned to overall marketing strategy.

PubMed

Botvin, Judith D

2002-01-01

At the University of Maryland Medical Center (UMMC), Baltimore, a team of marketing, human resources and patient care services departments staffers worked on a campaign to recruit staff members. They created a successful campaign that exceeded by 12% the four-month goal for new hires. Reportedly, the program has had lasting momentum and has helped to enhance the image of UMMC. Incidentally, the campaign also won peer recognition for its creators.

Creating a Research Experience for Undergraduates that meets the Student Halfway: The REU Site on Sustainable Land and Water Resources

NASA Astrophysics Data System (ADS)

Dalbotten, D. M.; Hill, K. M.; Berthelote, A. R.; Ito, E.; Pellerin, H.; Howes, T.; Myrbo, A.

2012-12-01

There are excellent opportunities for undergraduate students to participate in research programs across the country, but often they suffer from a lack of applicants from underrepresented groups and non-traditional students. Potential applicants are out there, but too often they are lost through the recruitment and application process. We present the results here of a decade of experience in reaching the students where they are at, metaphorically and physically. Each aspect of the REU recruitment and application process will be considered in terms of barriers to participation that occur before the student even applies, in the program design and application process. We examine the application itself, the recruiting process, reaching students through their mentors and student organizations, the non-traditional student, and how programs can be constructed that allow for a wider diversity of participants. The Research Experience for Undergraduates on Sustainable Land and Water Resources strives to meet the student at least halfway through our unique program design. Our team-orientated REU places teams of students at three sites: Salish Kootenai College on the Flathead Reservation in Montana, the Fond du Lac Band of Lake Superior Chippewa Reservation in Northern Minnesota, and at the University of Minnesota, Minneapolis. Students from across the country participate in research related to land and water resources while also learning about the sustainable management practices of these communities. Every effort is made to include the non-traditional student, including parents, through the design of the program, the materials we recruit with, and our application process. Students learn about all aspects of research, from experimental design, to field and laboratory practices, to modeling and quantitative analysis. In addition, all of our mentors are encouraged to work as a team to meet the individual needs of the students in our program—academic, cultural, and social—and work for student success.

Employer Child Care Resources: A Guide to Developing Effective Child Care Programs and Policies.

ERIC Educational Resources Information Center

Women's Bureau (DOL), Washington, DC.

Increasing numbers of employers are responding to employee child care needs by revising their benefit packages, work schedules, and recruitment plans to include child care options. This guide details ways to develop effective child care programs and policies. Section 1 of the guide describes employees' growing child care needs and employers'…

The Impact of a Caregiver Health Education Program on Health Care Costs

ERIC Educational Resources Information Center

Toseland, Ronald W.; Smith, Tamara L.

2006-01-01

Objectives: This study examined health care cost outcomes resulting from a health education program (HEP), a social work intervention for spouse caregivers of frail older adults. Method: One-hundred five spouses were recruited and randomly assigned to HEP or usual care (UC). Health care utilization and cost data were collected from the HMO's…

A College Marketing Plan That's Working: Final Report. CASE Certification Program in Executive Management.

ERIC Educational Resources Information Center

Noll, Gayle

In response to a 3% decline in fall 1977 enrollments, Odessa College developed and implemented a comprehensive marketing program. After initial planning, a marketing task force and nine mini-task forces were created to deal with the topics of community economic markets, community cultural markets, student retention, student recruitment techniques,…

Patterns of Participation in Canadian Literacy and Upgrading Programs: Results of a National Follow-Up Study.

ERIC Educational Resources Information Center

Long, Ellen

In early 1999, ABC Canada and Literacy British Columbia (BC) worked with 55 literacy organizations across Canada to study student recruitment and retention. Telephone interviews were conducted with 338 people who had contacted programs seeking literacy information or services (callers). Findings indicated callers constituted a broad cross-section…

Inter-Provincial Migration Intentions of Family Physicians in Canada: The Roles of Income and Community Characteristics

PubMed Central

Olfert, M. Rose

2015-01-01

The inter-provincial migration patterns of family physicians in Canada show that some provinces like Newfoundland and Saskatchewan experience persistent net out-migration, while others, including Ontario and British Columbia, are destinations more often than origins of migrants. Governments in provinces exhibiting net out-migration have responded with a number of incentive and recruitment programs. In this study, we investigate the determinants of the stated interprovincial migration intentions of 3,995 rural and urban family physicians in the 2010 wave of the National Physician Survey. We consider a range of physician characteristics, community attributes and working conditions. We find that in the intention to move, higher compensation has a modest effect, while the community characteristics have a consistently important influence. Our results suggest that policy and program designers should acknowledge the critical role of community-level living and working conditions in their family physician recruitment and retention efforts. PMID:26742116

Recruiting Diverse Students and Enabling Them to Succeed in STEM

NASA Astrophysics Data System (ADS)

Tremmel, Michael J.; Pre-Major in Astronomy Program

2015-01-01

Improving the diversity within the rapidly growing fields of science, technology, engineering, and mathematics (STEM) has become a forefront issue facing collegiate departments today. It is well known that there are large gaps in the participation and performance of minorities, women, and low-income students within these fields and that special attention must be paid in order to close this gap. Since 2005, the Pre-Major in Astronomy Program (Pre-MAP) at the University of Washington (UW) Department of Astronomy has made a concentrated effort to recruit and retain underrepresented undergraduates in STEM, at which it has been very successful. Of course, recruiting these students can be a challenge, as is creating a curriculum and atmosphere that enables undergraduates to successfully participate in real astronomy research during their first or second year at a four-year college. Pre-MAP recruits a significant population of minorities and women into the program. The structure of the seminar is intended to not only provide necessary skills and experience, but also create a collaborative and supportive atmosphere among each cohort. I will discuss the recruitment practices of Pre-MAP as well as the structure of the seminar and how it addresses the goal of early participation and success in STEM research and course work.The intent of this talk is to share our methods so that more programs like Pre-MAP can be adopted successfully in other institutions.

Preparing Special Educators for Work in Rural Areas: Two Field-Based Programs That Work.

ERIC Educational Resources Information Center

Minner, Sam; Prater, Greg

In response to a problem in recruiting and retaining special education teachers on the Navajo Reservation, the Rural Special Education Project (RSEP) was designed to prepare special education teachers to deliver quality services to Navajo children with handicapping conditions. The RSEP is a partnership between Northern Arizona University and the…

75 FR 9574 - Caribbean Trade Mission

Federal Register 2010, 2011, 2012, 2013, 2014

2010-03-03

...; Hotel & Restaurant Equipment; Medical Equipment & Supplies; Automotive Parts & Accessories; and... apply to the program, and once accepted (see `Criteria for Participant Selection') will work with the... conditions and best satisfy the selection criteria as outlined below. Target recruitment for the Trade...

Preparing Personnel To Work with Children with Serious Emotional Disturbance and Autism, 9/01/99-12/31/02. Final Report.

ERIC Educational Resources Information Center

McCuller, Glen

This final report describes activities and accomplishments of a 3-year federally supported personnel preparation program at Stephen F. Austin University (Texas) to train graduate-level personnel to serve children and youth with serious emotional disturbance and autism (SED/A). The program was designed to recruit, train, and seek employment in…

A Model University-School District-Teacher Education Center Alternative Teacher Training Program for Preparing and Certifying Non-Degree Vocational Teachers. A Collaborative Design.

ERIC Educational Resources Information Center

Bouchie, Mary Ellen; Vos, Robert

Vocational teachers for industrial and health occupations programs are usually recruited and selected directly from industry based upon their work experience, craft skills, and other technical criteria. This procedure provides schools with technically competent instructors who have little idea of how to teach. The certification requirements of…

Causes of Satisfaction and Disatisfaction for Diversity Resident Librarians--A Mixed Methods Study Using Herzberg's Motivation-Hygiene Theory

ERIC Educational Resources Information Center

Alston, Jason Kelly

2017-01-01

Diversity residency librarian programs are post-MLIS programs aimed at providing recently graduated professionals with real work experience, with the expressed goal of recruiting and retaining a more-diverse workforce in professional librarianship. This mixed-method study is one of the first empirical studies examining diversity residencies,…

Recruiting, Preparing and Retaining Teachers for America's Schools Progress Report: Pathways to Teaching Careers.

ERIC Educational Resources Information Center

DeWitt Wallace/Reader's Digest Fund, Pleasantville, NY.

This report describes the DeWitt Wallace-Reader's Digest Fund's Pathways to Teaching Careers Program, which is designed to help increase and diversify the supply of well-trained public school teachers willing to work in low-income schools. Program design drew on findings of leading educational researchers that made a strong case for investing in…

American Indial Educational Opportunities Program at Hampton University

NASA Technical Reports Server (NTRS)

Molin, Paulette F.

1999-01-01

The American Indian Educational Opportunities Program (AIEOP) at Hampton University was formed to provide scholarship and other support to eligible students from state and federally recognized tribal groups on campus. During the reporting period, AIEOP worked to enhance American Indian participation at Hampton through a variety of means, including recruitment and retention of students, outreach activities, curatorial efforts, course instruction, and sponsorship of educational programs. Dr. Paulette F. Molin, a member of the Minnesota Chippewa Tribe, served as the program's director.

Recruiting Fathers to Parenting Programs: Advice from Dads and Fatherhood Program Providers

PubMed Central

Stahlschmidt, Mary Jo; Threlfall, Jennifer; Seay, Kristen D.; Lewis, Ericka M.; Kohl, Patricia L.

2014-01-01

The benefits of high-quality father-child relationships for fathers and children alike are well documented. While evidence suggests parenting programs can improve the quality of father-child relationships, few fathers participate in such programs. This qualitative study aims to fill the gap in knowledge on best practices for recruiting urban African American fathers, a group of fathers with unique parenting challenges, to parenting programs. Focus groups were conducted with 29 fathers to gain their perspectives on recruitment strategies. Semi-structured interviews were also conducted with a nationwide sample of 19 fatherhood program providers to learn about their most successful recruitment strategies. Recruitment strategies based on emergent themes from the focus groups and interviews are presented here. Themes included using word-of-mouth recruitment, increasing advertising, targeting advertising specifically to urban African American fathers, providing transportation and incentives, recruiting through the courts, collaborating with other community agencies, and offering parenting programming along with other programming valued by fathers such as employment assistance. Implications for developing strategies for recruiting urban African American fathers to parenting programs are discussed. PMID:24791035

Recruiting Fathers to Parenting Programs: Advice from Dads and Fatherhood Program Providers.

PubMed

Stahlschmidt, Mary Jo; Threlfall, Jennifer; Seay, Kristen D; Lewis, Ericka M; Kohl, Patricia L

2013-10-01

The benefits of high-quality father-child relationships for fathers and children alike are well documented. While evidence suggests parenting programs can improve the quality of father-child relationships, few fathers participate in such programs. This qualitative study aims to fill the gap in knowledge on best practices for recruiting urban African American fathers, a group of fathers with unique parenting challenges, to parenting programs. Focus groups were conducted with 29 fathers to gain their perspectives on recruitment strategies. Semi-structured interviews were also conducted with a nationwide sample of 19 fatherhood program providers to learn about their most successful recruitment strategies. Recruitment strategies based on emergent themes from the focus groups and interviews are presented here. Themes included using word-of-mouth recruitment, increasing advertising, targeting advertising specifically to urban African American fathers, providing transportation and incentives, recruiting through the courts, collaborating with other community agencies, and offering parenting programming along with other programming valued by fathers such as employment assistance. Implications for developing strategies for recruiting urban African American fathers to parenting programs are discussed.

28 CFR 92.11 - Content of the recruitment and retention programs.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 28 Judicial Administration 2 2010-07-01 2010-07-01 false Content of the recruitment and retention... ORIENTED POLICING SERVICES (COPS) Police Recruitment Program Guidelines § 92.11 Content of the recruitment... program and applicant needs throughout the recruitment process. The process should be based on an...

28 CFR 42.3 - Responsibility for Department of Justice Equal Opportunity Recruitment Program.

Code of Federal Regulations, 2010 CFR

2010-07-01

... Equal Opportunity Recruitment Program. 42.3 Section 42.3 Judicial Administration DEPARTMENT OF JUSTICE... Department of Justice § 42.3 Responsibility for Department of Justice Equal Opportunity Recruitment Program... implementing the Department of Justice Equal Opportunity Recruitment Program under 5 U.S.C. 7201. [Order No...

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)

Increasing diversity in radiologic technology.

PubMed

Carwile, Laura

2003-01-01

Diversity is increasingly important in the radiologic technology workplace. For significant changes to occur in work force diversity, educators must first recruit and retain students from a wide variety of backgrounds. This article examines personality, race and gender as factors affecting career choice and how educators can use these factors to increase diversity in their programs. An overview of the ASRT's efforts to improve diversity within the profession is presented, along with suggestions for developing effective recruitment and retention plans to increase diversity.

Applying for Noyce

NASA Astrophysics Data System (ADS)

Stewart, Gay; Prival, Joan

2012-02-01

The NSF Robert Noyce Teacher Scholarship Program seeks to encourage talented STEM majors and STEM professionals to become mathematics and science teachers. The program also supports the development of Master Teachers in science and mathematics. There are key features in managing a Noyce program that often present difficulty and are vital to successful, sustainable, teacher preparation programs: mentoring, advising and recruiting, and working with school partners. In this workshop, we will help participants consider ways to alleviate existing difficulties or how to set up a program to reduce them. A sample proposal will be available for a mock review.

Population-based recruitment for quit-smoking programs: an analytic review of communication variables.

PubMed

McDonald, P W

1999-06-01

Attempts to reduce the prevalence of smoking through quit-smoking programs have been unsuccessful because they have not attracted large numbers of smokers to participate in them. An analytic review of the literature was conducted to identify potential communication variables that might enhance recruitment for community-based quit-smoking programs. Recruitment was defined as the number of smokers who enroll in a quit-smoking program divided by the estimated number of smokers in the target population. Thirty-three publications reporting the results of 40 recruitment campaigns were located. The median recruitment rate was 2.0%. Logistic regression was used to examine the effect of six variables on recruitment rate: the type of program sponsor, the type of program, program costs, use of participation incentives, whether messages were segmented by stage of change, and the type of channel used to send messages. The only significant predictor of recruitment rate was channel type (i.e., the method used to deliver a message). Studies that used interactive recruitment channels (telephone, interpersonal communication) were 66.5 times more effective than those using passive recruitment strategies (mass media, direct mail). Results examining the segmentation of messages by stage of change on recruitment were inconclusive. Results suggest that researchers and practitioners interested in population-based smoking cessation programs should pay more attention to recruitment methods. The use of interpersonal channels has been underused and appears to be particularly promising for improving the population impact of quit-smoking programs.

Challenges and opportunities for recruiting a new generation of neurosurgeons.

PubMed

Brown, Ann J; Friedman, Allan H

2007-12-01

Several factors have converged to raise concern among program directors about attracting and training the next generation of neurosurgeons. These include the relatively new duty-hour regulations, the projected physician shortage, and the preference of many current medical students for controllable lifestyles. Attracting top talent into training programs may require innovations geared to Generation X such as policies supporting work-life balance, flexible work options, lots of feedback, mentoring programs, talented leadership, and standardized communication strategies during patient handoffs. Larger programmatic changes may also be needed such as "competency-based" training and additional years of training for mastery of highly specialized procedures.

Love, Money, or Flexibility: What Motivates People to Work in Consumer-Directed Home Care?

ERIC Educational Resources Information Center

Howes, Candace

2008-01-01

Purpose: The purpose of this study was to investigate the impact of wages and benefits (relative to other jobs available to workers), controlling for personal characteristics, on the recruitment and retention of providers working in a consumer-directed home care program. Design and Methods: I used the results of focus groups to design a survey…

Does personality influence job acquisition and tenure in people with severe mental illness enrolled in supported employment programs?

PubMed

Fortin, Guillaume; Lecomte, Tania; Corbière, Marc

2017-06-01

When employment difficulties in people with severe mental illness (SMI) occur, it could be partly linked to issues not specific to SMI, such as personality traits or problems. Despite the fact that personality has a marked influence on almost every aspect of work behavior, it has scarcely been investigated in the context of employment for people with SMI. We aimed to evaluate if personality was more predictive than clinical variables of different competitive work outcomes, namely acquisition of competitive employment, delay to acquisition and job tenure. A sample of 82 people with a SMI enrolled in supported employment programs (SEP) was recruited and asked to complete various questionnaires and interviews. Statistical analyses included logistic regressions and survival analyses (Cox regressions). Prior employment, personality problems and negative symptoms are significantly related to acquisition of a competitive employment and to delay to acquisition whereas the conscientiousness personality trait was predictive of job tenure. Our results point out the relevance of personality traits and problems as predictors of work outcomes in people with SMI registered in SEP. Future studies should recruit larger samples and also investigate these links with other factors related to work outcomes.

Lincoln Advanced Science and Engineering Reinforcement (LASER) program

NASA Technical Reports Server (NTRS)

Williams, Willie E.

1989-01-01

Lincoln University, under the Lincoln Advanced Science and Engineering Reinforcement (LASER) Program, has identified and successfully recruited over 100 students for majors in technical fields. To date, over 70 percent of these students have completed or will complete technical degrees in engineering, physics, chemistry, and computer science. Of those completing the undergraduate degree, over 40 percent have gone on to graduate and professional schools. This success is attributable to well planned approaches to student recruitment, training, personal motivation, retention, and program staff. Very closely coupled to the above factors is a focus designed to achieve excellence in program services and student performance. Future contributions by the LASER Program to the pool of technical minority graduates will have a significant impact. This is already evident from the success of the students that began the first year of the program. With program plans to refine many of the already successful techniques, follow-on activities are expected to make even greater contributions to the availability of technically trained minorities. For example, undergraduate research exposure, broadened summer, and co-op work experiences will be enhanced.

Is That Graduate Degree Worth It? Comparing the Recruitment of Undergraduate and Graduate Degree Job Applicants

NASA Astrophysics Data System (ADS)

Richardson, R. M.

2001-12-01

One could argue from a business prospective that colleges and universities are not working hard enough to train students for life in the business and civic world, at either the undergraduate or graduate levels. What is it that employers are looking for in students? How different are the skills and attributes employers are looking for between undergraduate and graduate students? How unique are the geosciences in this respect? At the undergraduate level recruiters have spoken loud and clear about what they want. According to the dean of the business school here at the University of Arizona, recruiters at the undergraduate degree level in business base less than half of their hiring decision on specific content knowledge in the discipline, and correspondingly more than half on the so-called soft skills ... ability to apply knowledge in new situations, ability to think critically, ability to communicate with others in both written and oral forms, ability to work in teams, ability to work with a diverse set of employees and customers (especially, but not limited to, the global job market), etc. How true is this at the graduate level, where students have typically spent 4-6 years specializing in a discipline? Is there a set of fundamental knowledge that employers are looking for at the graduate level? Are the so-called soft skills correspondingly less important? I will present results from a survey of graduate programs and industry recruiters addressing these questions, and highlight the areas of overlap and difference between undergraduates and graduates looking for jobs. I will concentrate specifically on jobs in the oil industry and on both masters and Ph.D. programs.

Is the Partners in Recovery program connecting with the intended population of people living with severe and persistent mental illness? What are their prioritised needs?

PubMed

Hancock, Nicola; Smith-Merry, Jennifer; Gillespie, James A; Yen, Ivy

2017-10-01

Objective The Partners in Recovery (PIR) program is an Australian government initiative designed to make the mental health and social care sectors work in more coordinated ways to meet the needs of those with severe and complex mental illness. Herein we reflect on demographic data collected during evaluation of PIR implementation in two Western Sydney sites. The aims of the present study were to: (1) explore whether two Sydney-based PIR programs had recruited their intended population, namely people living with severe and persistent mental illness; and (2) learn more about this relatively unknown population and their self-identified need priorities. Methods Routinely collected initial client assessment data were analysed descriptively. Results The data suggest that the two programs are engaging the intended population. The highest unmet needs identified included psychological distress, lack of daytime activities and company, poor physical health and inadequate accommodation. Some groups remain hard to connect, including people from Aboriginal and other culturally diverse communities. Conclusions The data confirm that the PIR program, at least in the two regions evaluated, is mostly reaching its intended audience. Some data were being collected inconsistently, limiting the usefulness of the data and the ability to build on PIR findings to develop ongoing support for this population. What is known about the topic? PIR is a unique national program funded to engage with and address the needs of Australians living with severe and persistent mental illness by facilitating service access. What does this paper add? This paper reports on recruitment of people living with severe and persistent mental illness, their need priorities and data collection. These are three central elements to successful roll-out of the much anticipated mental health component of the National Disability Insurance Scheme, as well as ongoing PIR operation. What are the implications for practitioners? Active recruitment, exploration of self-reported need priorities and routine outcome measurement are essential yet challenging work practices when working with people living with severe and persistent mental illness.

Why Study Geoscience? Identifying Effective Recruitment and Retention Strategies for an Undergraduate Earth & Environmental Sciences Program

NASA Astrophysics Data System (ADS)

Vajoczki, S.; Eyles, C. H.; Stewart, J.; Dasilva, L.

2005-12-01

McMaster University is a `research intensive' university with 17,000+ full time undergraduate students. The School of Geography and Earth Sciences (SGES) is located within the Faculty of Science, offers B.Sc., B.A., M.Sc., M.A. and PhD degree programs and teaches more than 70 undergraduate courses on an annual basis. The Honours B.Sc program in Earth and Environmental Sciences (EES) graduates approximately 25 students per year. Students enroll in undergraduate SGES programs in their second year, after completion of an introductory first year in the Faculty of Science in which they take compulsory science courses including math, physics, chemistry, and biology. First year students, as well as those in upper years, may also elect to take one or more of three introductory courses offered by SGES (Earth & the Environment, The Living Environment, Atmosphere & Hydrosphere) to complete their science requirements. Most students entering the Faculty of Science know little about geoscience as it does not form an important part of the Ontario secondary school curriculum. Hence, recruitment into the EES program is primarily via the first year courses. In order to establish reasons why students elected to take the introductory courses offered by SGES, and their reasons for considering subsequent entry to the B.Sc program, a survey of students taking one of the courses was conducted in the fall of 2003. Results from the survey indicate that students enroll in the course, and subsequently the EES program, for a variety of reasons including: general interest in how the planet works, concern for the environment, interesting title of the course and reputation of the instructor. Student concern over lack of potential jobs is cited as the main reason for not pursuing a degree in geoscience. This survey has helped to direct the multifaceted recruitment strategies used by SGES to continue to develop its undergraduate program through delivery of high quality first year courses. Additional recruitment strategies used to recruit and retain high quality students include an active undergraduate society and departmental events that contribute towards a culture of learning and sense of belonging that is sought by students.

Optimizing Clinical Trial Enrollment Methods Through "Goal Programming"

PubMed Central

Davis, J.M.; Sandgren, A.J.; Manley, A.R.; Daleo, M.A.; Smith, S.S.

2014-01-01

Introduction Clinical trials often fail to reach desired goals due to poor recruitment outcomes, including low participant turnout, high recruitment cost, or poor representation of minorities. At present, there is limited literature available to guide recruitment methodology. This study, conducted by researchers at the University of Wisconsin Center for Tobacco Research and Intervention (UW-CTRI), provides an example of how iterative analysis of recruitment data may be used to optimize recruitment outcomes during ongoing recruitment. Study methodology UW-CTRI’s research team provided a description of methods used to recruit smokers in two randomized trials (n = 196 and n = 175). The trials targeted low socioeconomic status (SES) smokers and involved time-intensive smoking cessation interventions. Primary recruitment goals were to meet required sample size and provide representative diversity while working with limited funds and limited time. Recruitment data was analyzed repeatedly throughout each study to optimize recruitment outcomes. Results Estimates of recruitment outcomes based on prior studies on smoking cessation suggested that researchers would be able to recruit 240 low SES smokers within 30 months at a cost of $72,000. With employment of methods described herein, researchers were able to recruit 374 low SES smokers over 30 months at a cost of $36,260. Discussion Each human subjects study presents unique recruitment challenges with time and cost of recruitment dependent on the sample population and study methodology. Nonetheless, researchers may be able to improve recruitment outcomes though iterative analysis of recruitment data and optimization of recruitment methods throughout the recruitment period. PMID:25642125

Building a Network of Internships for a Diverse Geoscience Community

NASA Astrophysics Data System (ADS)

Sloan, V.; Haacker-Santos, R.; Pandya, R.

2011-12-01

Individual undergraduate internship programs, however effective, are not sufficient to address the lack of diversity in the geoscience workforce. Rather than competing with each other for a small pool of students from historically under-represented groups, REU and internship programs might share recruiting efforts and application processes. For example, in 2011, the RESESS program at UNAVCO and the SOARS program at UCAR shared recruiting websites and advertising. This contributed to a substantial increase in the number of applicants to the RESESS program, the majority of which were from historically under-represented groups. RESESS and SOARS shared qualified applications with other REU/internship programs and helped several additional minority students secure summer internships. RESESS and SOARS also leveraged their geographic proximity to pool resources for community building activities, a two-day science field trip, a weekly writing workshop, and our final poster session. This provided our interns with an expanded network of peers and gave our staff opportunities to work together on planning. Recently we have reached out to include other programs and agencies in activities for our interns, such as mentoring high-school students, leading outreach to elementary school students, and exposing our interns to geoscience careers options and graduate schools. Informal feedback from students suggests that they value these interactions and appreciate learning with interns from partner programs. Through this work, we are building a network of program managers who support one another professionally and share effective strategies. We would like to expand that network, and future plans include a workshop with university partners and an expanded list of REU programs to explore further collaborations.

Recruiting Minority Geoscientists: A 30 Year Success Story

NASA Astrophysics Data System (ADS)

Serpa, L.; Pavlis, T. L.; Hall, F.

2003-12-01

The University of New Orleans (UNO) is located in a city rich in diversity and industries that employ geoscientists. Thus, it is an ideal place to develop a strong diversity program in geology and geophysics. In 1974, Dr. Louis Fernandez received a grant from the NSF to formally develop a minority recruiting program. The focus of that initial program was a field trip for local minority high school students and that trip has gone continuously every year since then. It is still our best tool for recruiting outstanding minority students into our department. The initial NSF funding disappeared long ago and was replaced variously by support from private industry and creative use of departmental funds which kept the program alive through some lean funding years. As a result of this effort UNO has graduated more minority, particularly African-American, geoscientist than any other institution in the US for most of the past 30 years. The field trip is not the only reason for our success. Indeed, retaining and graduating students, regardless of their ethnicity, required a serious commitment to education on the part of our department. There are six universities in the city of New Orleans and several more within commuting distance from the city. Three of the six local universities are HBCU's with excellent reputations but, fortunately for us, no geoscience degree programs. There are several strong geoscience departments in the non-minority serving institutions in our area that attract many outstanding local students. To meet the competition, we have worked with local K-12 teachers, developed additional programs to interest local 7-12 students, and worked closely with our majors to keep them in the program and help them succeed once they are recruited. This has required a cohesive effort on the part of our faculty and students that is constantly changing to meet new demands as our department has expanded in size and developed its research activities sometimes at the expense of teaching. The result is something we are very proud of-- 40% of our undergraduates and 20% of our graduate students are minority students. This is increasing each year, particularly the graduate enrollment, without any apparent decrease in non-minority enrollment or division within the student body.

Supporting the whole student: Inclusive program design for making undergraduate research experiences accessible

NASA Astrophysics Data System (ADS)

Haacker-Santos, R.; Allen, L.; Batchelor, R. L.

2013-12-01

As undergraduate research experiences have become an unofficial pre-requisite to enter graduate school programs in the sciences, we have to make sure that these experiences are inclusive and accessible to all students. Program managers who make a conscious effort to recruit students from traditionally under-represented groups, including veterans, non-traditional students or students with disabilities, are often unaware of the financial and program implications these students require, and discover that their current program design might inadvertently exclude or not fully support these students. The SOARS Program, an undergraduate-to-graduate bridge program in the atmospheric sciences, has supported this group of students for over 15 years. We have found that we needed to adjust some program elements and secure extra funding sources to holistically support our students in their research experience, however, the program and the students have reaped tremendous benefits. Involving non-traditional students or veterans in our program has raised the maturity level and problem solving skills of the group, and having students with disabilities participate has been a vehicle for broadening perspective and diverse knowledge into the field of study, e.g. researching weather and climate beyond what you can 'see'. This presentation will highlight some of the findings from the SOARS program experience, and will share practices for recruitment and holistic support to ensure student success. We will share resources and tips on inclusive program design, including working with students with family commitments or physical disabilities, and will report on the enormous program benefits and peer learning these students have brought to the student cohorts and research labs they are working in.

College Basketball on the Line.

ERIC Educational Resources Information Center

Suggs, Welch

1999-01-01

The National Collegiate Athletic Association (NCAA) has convened a working group to address problems in recruiting, gambling, academic standards, and other corrupt practices in college basketball programs. Such problems are neither new nor unique to basketball, and changing college sports has proven to be difficult. Recommendations are anticipated…

Inter-Provincial Migration Intentions of Family Physicians in Canada: The Roles of Income and Community Characteristics.

PubMed

Mou, Haizhen; Olfert, M Rose

2015-11-01

The inter-provincial migration patterns of family physicians in canada show that some provinces like newfoundland and saskatchewan experience persistent net out-migration, while others, including ontario and british columbia, are destinations more often than origins of migrants. Governments in provinces exhibiting net out-migration have responded with a number of incentive and recruitment programs. In this study, we investigate the determinants of the stated interprovincial migration intentions of 3,995 rural and urban family physicians in the 2010 wave of the national physician survey. We consider a range of physician characteristics, community attributes and working conditions. We find that in the intention to move, higher compensation has a modest effect, while the community characteristics have a consistently important influence. Our results suggest that policy and program designers should acknowledge the critical role of community-level living and working conditions in their family physician recruitment and retention efforts. Copyright © 2015 Longwoods Publishing.

Management issues related to effectively implementing a nutrition education program using peer educators.

PubMed

Taylor, T; Serrano, E; Anderson, J

2001-01-01

To explore the influence of administrative aspects of a nutrition education program with peer educators delivering the program. Telephone interviews with peer educators trained to deliver La Cocina Saludable, a nutrition education program for Hispanics. Open- and closed-ended questions. Abuelas (grandmothers) recruited and trained as peer educators for the program. The sample included peer educators no longer teaching (22%), currently teaching (30%), and who never taught after training. Motives and incentives for becoming peer educators, challenges for peer educators, and reasons peer educators withdrew from the program. Descriptive statistics were used to analyze quantitative data from the closed-ended questions. Qualitative analysis was applied to data from open-ended questions. Working with community and learning about nutrition were prime motivators. Recruiting participants and coordination of classes appeared to be major challenges. Personal issues and traveling in a large geographic area were cited as the main reasons for quitting. The effectiveness of using peer educators for La Cocina Saludable may be improved through empowerment, additional training, a structured and equitable reimbursement system, and assistance to carry out administrative tasks.

28 CFR 92.11 - Content of the recruitment and retention programs.

Code of Federal Regulations, 2011 CFR

2011-07-01

... 28 Judicial Administration 2 2011-07-01 2011-07-01 false Content of the recruitment and retention programs. 92.11 Section 92.11 Judicial Administration DEPARTMENT OF JUSTICE (CONTINUED) OFFICE OF COMMUNITY ORIENTED POLICING SERVICES (COPS) Police Recruitment Program Guidelines § 92.11 Content of the recruitment...

28 CFR 92.11 - Content of the recruitment and retention programs.

Code of Federal Regulations, 2012 CFR

2012-07-01

... 28 Judicial Administration 2 2012-07-01 2012-07-01 false Content of the recruitment and retention programs. 92.11 Section 92.11 Judicial Administration DEPARTMENT OF JUSTICE (CONTINUED) OFFICE OF COMMUNITY ORIENTED POLICING SERVICES (COPS) Police Recruitment Program Guidelines § 92.11 Content of the recruitment...

28 CFR 92.11 - Content of the recruitment and retention programs.

Code of Federal Regulations, 2014 CFR

2014-07-01

... 28 Judicial Administration 2 2014-07-01 2014-07-01 false Content of the recruitment and retention programs. 92.11 Section 92.11 Judicial Administration DEPARTMENT OF JUSTICE (CONTINUED) OFFICE OF COMMUNITY ORIENTED POLICING SERVICES (COPS) Police Recruitment Program Guidelines § 92.11 Content of the recruitment...

28 CFR 92.11 - Content of the recruitment and retention programs.

Code of Federal Regulations, 2013 CFR

2013-07-01

... 28 Judicial Administration 2 2013-07-01 2013-07-01 false Content of the recruitment and retention programs. 92.11 Section 92.11 Judicial Administration DEPARTMENT OF JUSTICE (CONTINUED) OFFICE OF COMMUNITY ORIENTED POLICING SERVICES (COPS) Police Recruitment Program Guidelines § 92.11 Content of the recruitment...

Changing Recruitment Outcomes: The "Why" and the "How"

ERIC Educational Resources Information Center

MacLean, Lisa; Pato, Michele T.

2011-01-01

Objective: 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. Methods: The new training…

45 CFR 2520.35 - Must my program recruit or support volunteers?

Code of Federal Regulations, 2011 CFR

2011-10-01

... 45 Public Welfare 4 2011-10-01 2011-10-01 false Must my program recruit or support volunteers... my program recruit or support volunteers? (a) Unless the Corporation or the State commission, as... the Corporation must involve recruiting or supporting volunteers. (b) If you demonstrate that...

45 CFR 2520.35 - Must my program recruit or support volunteers?

Code of Federal Regulations, 2014 CFR

2014-10-01

... 45 Public Welfare 4 2014-10-01 2014-10-01 false Must my program recruit or support volunteers... my program recruit or support volunteers? (a) Unless the Corporation or the State commission, as... the Corporation must involve recruiting or supporting volunteers. (b) If you demonstrate that...

45 CFR 2520.35 - Must my program recruit or support volunteers?

Code of Federal Regulations, 2010 CFR

2010-10-01

... 45 Public Welfare 4 2010-10-01 2010-10-01 false Must my program recruit or support volunteers... my program recruit or support volunteers? (a) Unless the Corporation or the State commission, as... the Corporation must involve recruiting or supporting volunteers. (b) If you demonstrate that...

45 CFR 2520.35 - Must my program recruit or support volunteers?

Code of Federal Regulations, 2013 CFR

2013-10-01

... 45 Public Welfare 4 2013-10-01 2013-10-01 false Must my program recruit or support volunteers... my program recruit or support volunteers? (a) Unless the Corporation or the State commission, as... the Corporation must involve recruiting or supporting volunteers. (b) If you demonstrate that...

45 CFR 2520.35 - Must my program recruit or support volunteers?

Code of Federal Regulations, 2012 CFR

2012-10-01

... 45 Public Welfare 4 2012-10-01 2012-10-01 false Must my program recruit or support volunteers... my program recruit or support volunteers? (a) Unless the Corporation or the State commission, as... the Corporation must involve recruiting or supporting volunteers. (b) If you demonstrate that...

Using a Non-Equivalent Groups Quasi Experimental Design to Reduce Internal Validity Threats to Claims Made by Math and Science K-12 Teacher Recruitment Programs

NASA Astrophysics Data System (ADS)

Moin, Laura

2009-10-01

The American Recovery and Reinvestment Act national policy established in 2009 calls for ``meaningful data'' that demonstrate educational improvements, including the recruitment of high-quality teachers. The scant data available and the low credibility of many K-12 math/science teacher recruitment program evaluations remain the major barriers for the identification of effective recruitment strategies. Our study presents a methodology to better evaluate the impact of recruitment programs on increasing participants' interest in teaching careers. The research capitalizes on the use of several control groups and presents a non-equivalent groups quasi-experimental evaluation design that produces program effect claims with higher internal validity than claims generated by current program evaluations. With this method that compares responses to a teaching career interest question from undergraduates all along a continuum from just attending an information session to participating (or not) in the recruitment program, we were able to compare the effect of the program in increasing participants' interest in teaching careers versus the evolution of the same interest but in the absence of the program. We were also able to make suggestions for program improvement and further research. While our findings may not apply to other K-12 math/science teacher recruitment programs, we believe that our evaluation methodology does and will contribute to conduct stronger program evaluations. In so doing, our evaluation procedure may inform recruitment program designers and policy makers.

Strategies for broadening participation in the Maryland Sea Grant REU program

NASA Astrophysics Data System (ADS)

Moser, F. C.; Kramer, J.; Allen, J. R.

2011-12-01

A core goal of the ocean science community is to increase gender and ethnic diversity in its scientific workforce. Maryland Sea Grant strives to provide women and students from underrepresented groups in marine science opportunities to participate in its NSF-supported Research Experiences for Undergraduates (REU) program in estuarine processes. While women currently dominate the applicant student pool, and often the accepted student pool, we are trying a variety of strategies to increase the number of applicants and accepted students from underrepresented groups who might not otherwise be lured into marine science research and, ultimately, careers. For example, we have built partnerships with multicultural-focused undergraduate research programs and institutions, which can raise awareness about our REU program and its commitment to broadening diversity. Further, we work to attract first generation college students, students from small colleges with limited marine science opportunities and students from varied racial and ethnic backgrounds using such strategies as: 1) developing trust and partnerships with faculty at minority serving institutions; 2) expanding our outreach in advertising our program; 3) recruiting potential applicants at professional meetings; 4) targeting minority serving institutions within and beyond our region; 5) encouraging our REU alumni to promote our REU program among their peers; and 6) improving our application process. We believe these efforts contribute to the increase in the diversity of our summer-supported students and the change in the composition of our applicant pool over the last decade. Although we cannot definitively identify which strategies are the most effective at broadening participation in our program, we attribute most of our improvements to some combination of these strategies. In addition, pre- and post-surveying of our REU students improves our understanding of effective tools for recruiting and adapting our program to better serve a diversity of students and to promote a life-long interest in marine science. To help sustain long-term outcomes, we are exploring ways to work directly with minority-serving institutions to build 'bridging REU programs' that can train prospective REU students and thus enlarge the pool of potential applicants to recruit.

5 CFR 720.205 - Agency plans.

Code of Federal Regulations, 2011 CFR

2011-01-01

... the Federal civil service system and a description of recruitment programs developed to increase... program plans and should be developed with full consideration of the agency's overall recruiting and...) AFFIRMATIVE EMPLOYMENT PROGRAMS Federal Equal Opportunity Recruitment Program § 720.205 Agency plans. (a) Each...

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.

Long-term follow-up of a facilitated peer mentoring program.

PubMed

Mayer, Anita P; Blair, Janis E; Ko, Marcia G; Patel, Salma I; Files, Julia A

2014-03-01

Mentoring plays an important role in career success of academic medical faculty. New mentoring models such as peer mentoring have emerged. To evaluate the long-term impact of a facilitated peer mentoring program on academic achievements. Women faculty at the instructor or assistant professor rank were recruited to voluntarily participate in a facilitated peer mentoring program. Recruitment occurred over 3.8 years between 2005 and 2009. A 26-item questionnaire to assess academic skill, career satisfaction, and self-efficacy was administered before program participation and again with seven additional questions in 2011. Curriculum vitae were reviewed retrospectively to tally peer-reviewed publications, other academic activities, and promotions. Participants had long-term improvement in their perceived mastery of academic skills. Peer-reviewed publications, book chapters, abstracts, posters, and other academic activities increased when activities before the program were compared to those in the five years after program enrollment. At follow-up, participants reported positive perceptions of the program and 44% continued to work with their original peer mentor groups. Involvement in the facilitated peer mentoring program was associated with increased skills and academic activities for most participants. Future studies are needed to assess its applicability and success among various demographic groups in academic medicine.

Guidance Counselors.

ERIC Educational Resources Information Center

Winds of Change, 1999

1999-01-01

Four American Indian college counselors who work with Native students discuss their role in helping to recruit and retain Native students, the importance of student support groups on campus, negative stereotypes of students of color, outreach programs for Native high school and middle school students, and the emotional struggle of Native students…

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...

Recruiting Pregnant Indigenous Women Who Smoke into a High Contact Incentivized Cessation Trial: A Feasibility Study.

PubMed

Kira, Anette; Glover, Marewa; Walker, Natalie; Bauld, Linda

2016-10-01

Smoking prevalence among pregnant indigenous women is disproportionately higher than for nonindigenous pregnant women. Incentives have been shown to increase retention in and the effectiveness of smoking cessation programs. To trial if this could work for indigenous women, we aimed to recruit and observe retention of Māori (New Zealand indigenous people) pregnant women that smoke into a cessation program using incentives. A parallel group, randomized controlled feasibility trial was undertaken in New Zealand. Pregnant Māori women who smoked were recruited through health practitioners, social media, and general media advertising. Outcomes included ease of recruitment, enrollment rate, retention, cost, and time and distance traveled to visit participants. Seventy-four women were referred for the trial over 7 months. The highest enrollment rate was among self-referrals from media (6 of 10), then women referred from cessation providers (47%, 8 of 17). About three-quarters of women referred from health professionals did not enroll. Only 32% (24) were randomized. Nine women completed the intervention, three withdrew, and 12 were lost to follow-up. On average, it took less time to contact abstinent participants (29 vs. 43 minutes for nonabstinent women). No deception was noted. Recruitment was difficult and varied by source of first contact. Once enrolled, it was feasible to maintain intensive contact with participants who stayed engaged. The number lost to follow-up was high. We concluded that the tenor of trial promotion could have influenced recruitment and retention rates. Further research with indigenous women is needed to identify better recruitment and retention methods. With the rising cost of research and the increased competition for funds, it is important to have evidence that intervention studies with minority group pregnant women who smoke are feasible. Maintaining contact with participants seemed feasible, but the tenor of trial promotion and type of recruitment strategy could influence enrollment and retention of sufficient numbers of participants. Nonjudgmental supportive advertising and invitations direct to women may work better than relying on health professionals as recruiters. © The Author 2016. Published by Oxford University Press on behalf of the Society for Research on Nicotine and Tobacco. All rights reserved. For permissions, please e-mail: journals.permissions@oup.com.

Recruitment of minority physicians into careers in internal medicine.

PubMed

Potts, J T

1992-06-15

Despite some initial success in the early 1970s, the important goal of increasing the numbers of underrepresented minorities in medical school and on medical faculties has stalled short of proportionate representation. To further the current efforts of the Association of Professors in Medicine (APM) and other national medical groups that are devoted to improving the numbers of minorities in medicine, ideas and program information must be shared among institutions. In this spirit, we review our experience at Massachusetts General Hospital. We found that the first step toward this goal must be an institutional commitment based on increased awareness and on special effort focused on housestaff recruitment. Once the numbers of minorities increase, the department chairperson, training program directors, and other involved faculty can work with younger minority physicians; the cooperative relationship thus created can guide the development of a strong minority recruitment program without requiring an undue time commitment from minority trainees and faculty. The APM has a combined goal: to achieve early practical results in individual departments, to play a catalytic role with the community and other national medical organizations, and to increase the number of minorities entering medical school and careers in medicine generally.

Quantitative and Qualitative Effectiveness Dimensions of the U.S. Coast Guard Recruiting Program.

DTIC Science & Technology

1983-06-01

of the recruiting program’s ou-put in qualitative form as well as the practical exercise of this thesis’ recommendations. In order to describe...i- nually investigating the relationships between the vaicus elements of the recruiting program and their octent-ial ’t 41 postively impact the...to identify and promote desirable recruiting behaviors, the recruiting management (Headquarters level) can exercise considerable control over the

The Work-It Study for people with arthritis: Study protocol and baseline sample characteristics.

PubMed

Keysor, Julie J; AlHeresh, Rawan; Vaughan, Molly; LaValley, Michael P; Allaire, Saralynn

2016-06-14

People with arthritis are at risk of work disability. Job accommodation and educational programs delivered before imminent work loss can minimize work disability, yet are not currently being widely implemented. The Work-It Study is a randomized controlled trial testing the efficacy of a problem solving program delivered by physical and occupational therapy practitioners to prevent work loss over a two-year period among people with arthritis and rheumatological conditions. The purpose of this paper is to describe the protocol of the randomized controlled trial, and describe the baseline characteristics of the subjects and their work outcomes. 287 participants were recruited from the Boston area in Massachusetts, USA. Eligible participants were aged between 21-65, self-reported a physicians' diagnosis of arthritis, rheumatic condition, or chronic back pain, reported a concern about working now or in the near future due to your health, worked at least 15 hours a week, had plans to continue working, and worked or lived in Massachusetts. Subjects were recruited through community sources and rheumatology offices. Participants in the experimental group received a structured interview and an education and resource packet, while participants in the control received the resource packet only. The baseline characteristics and work related outcomes of the participants were analyzed. To our knowledge, the Work-It Study is the largest and most diverse randomized controlled trial to date aiming to identify and problem solve work-related barriers, promote advocacy, and foster work disability knowledge among people with chronic disabling musculoskeletal conditions. Despite advances in medical management of arthritis and other rheumatological and musculoskeletal conditions, many people still have concerns about their ability to remain employed and are seeking strategies to help them sustain employment.

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.

A Best Practices Approach to Working with Undergraduate Women in the Geosciences

NASA Astrophysics Data System (ADS)

Godfrey, E. S.; Clinton, S. M.; Adams, A. S.; Pollack, I. B.; Barnes, R.; Bloodhart, B.; Bowker, C.; Burt, M. A.; Henderson, H.; Hernandez, P. R.; Maertens, J.; Sample McMeeking, L. B.; Sayers, J.; Fischer, E. V.

2017-12-01

Many projects and programs aim to increase female participation in STEM fields, but there is little existing literature about the best practices for implementing such programs. An NSF-sponsored project, PROmoting Geoscience Research, Education & SuccesS (PROGRESS), aims to assess the effectiveness of a professional development and peer-mentoring program on undergraduate students' interest and persistence in geoscience-related fields and on self-perceptions as a scientist. We held workshops in off-campus locations in the Carolinas and the Colorado/Wyoming Front Range in 2015 (2016) for students at seven (nine) universities. Recruiting 1st and 2nd year female STEM students, however, proved challenging, even though all transportation and expenses were provided at no cost to participants. The initial acceptance rate to attend the workshop was surprisingly low (less than 30%) and was further impacted by a high number of cancellations ( 1/3 of acceptees) in the days leading up to each workshop. However, 88% of students who completed an online strength assessment beforehand attended the workshop. Thus, an activity that requires student effort in advance can be used to gauge the likelihood of participation. The PROGRESS model is proving to be effective and beneficial for undergraduate students. Post-workshop evaluations revealed that nearly all participants would recommend the workshop to others. Students found it successful in both establishing a support system in the geosciences and increasing their knowledge of geoscience opportunities. Participant surveys show that panel discussions on career paths and the mentoring experiences of working geoscientists were the most favorably-viewed workshop components. It's not enough to offer excellent programs, however; interventions are required to recruit and incentivize participants and to help students recognize the value of a mentoring program. A successful program will devote significant time toward maintaining frequent contact with participants using a variety of media (i.e., email, texting, and/or phone calls). This presentation will discuss the challenges of recruiting students and maintaining their interest and involvement in a mentoring program, as well as the potential best practices for implementing similar programs.

Profile of the Successful Recruiter

DTIC Science & Technology

1986-12-01

INSTRUMENT IDENTIFICATION NUMBER 8c ADDRESS (Cry. State, and ZlPCode) 10 SOURCE OF FUNDING NUMBERS PROGRAM ELEMENT NO PROJECT NO TASK NO WORK JNIT ACCESSION...Stephen Mehay, for always having time and enthusiasm for my work , and Loren Solnick, who had more faith in me than I had. I would also like to...Jacki, Tom, and Jan, for helping me work out some of the bugs in my project. Generic thanks to to Renske, Michele, The Whip, Mary, Peggy, Kathy, and many

The benefits of a work-at-home program.

PubMed

Brownson, Kenneth

2004-01-01

Working from home offers the employee and the organization many benefits. The organization can use telework to recruit and retain valuable employees. The organization can also save money on work space and boost morale and loyalty. Employees enjoy the flexibility and convenience that telework offers. Teleworking is popular in the general business world and can be adapted to some jobs in the health care field. Managers must look throughout their organization to see what jobs can be accomplished either partially or completely at home.

Strengthening the rural dietetics workforce: examining early effects of the Northern Ontario Dietetic Internship Program on recruitment and retention.

PubMed

Hill, Mary Ellen; Raftis, Denise; Wakewich, Pamela

2017-01-01

As with other allied health professions, recruitment and retention of dietitians to positions in rural and isolated positions is challenging. The aim of this study was to examine the early effects of the Northern Ontario Dietetic Internship Program (NODIP) on recruitment and retention of dietitians to rural and northern dietetics practice. The program is unique in being the only postgraduate dietetics internship program in Canada that actively selects candidates who have a desire to live and work in northern and rural areas. Objectives of the survey were to track the early career experiences of the first five cohorts (2008-2012) of NODIP graduates, with an emphasis on employment in underserviced rural and northern areas of Ontario. NODIP graduates (62) were invited to complete a 27-item, self-administered, mailed questionnaire approximately 22 months after graduation. The survey, reflecting issues identified in the rural allied health and dietetics literature, documented their work history, practice locations, employment settings, roles, future career intentions and rural background. Aggregated data were analyzed descriptively to assess their early work experiences, with a focus on their acceptance of positions in rural and northern communities. Items also assessed professional and personal factors influencing their most recent decisions concerning practice locations. Three-quarters of graduates chose organizations serving rural or northern communities for their first employment positions and two-thirds were practicing in rural and underserviced areas when surveyed. Most worked as clinical, community health or public health dietitians, in diverse settings including clinics, hospitals and diabetes care programs. Although most had found permanent positions, working for more than one employer at a time was not uncommon. Factors affecting practice choices included prior awareness of employers, prospects for full-time employment, flexible working conditions, access to interprofessional practice and continuing education, as well as community and family concerns. Intentions to remain in current positions were also shaped by a mixture of professional and personal considerations. Some would relocate in search of opportunities for specialization; a few would leave due to dissatisfaction with employment conditions and disinterest in work; others would move due to personal and family commitments. This study provides early evidence that the NODIP distributed and community-engaged learning model has been very successful in its goal of augmenting the rural and northern dietetics workforce, with a majority of graduates accepting and remaining in rural positions during their first 2 years of practice. Whether graduates remain in rural practice, however, depends on a number of other factors, including career aspirations, availability of professional supports and personal commitments. This suggests that additional supports, above and beyond the NODIP internship, may be needed to encourage graduate dietitians to stay in rural and northern practice locations over the longer term.

Modeling: An Important Ingredient in Higher Education for American Indian Women Students.

ERIC Educational Resources Information Center

Edwards, E. Daniel; And Others

1984-01-01

Discusses characteristics and behaviors of effective role models for American Indian women, based on surveys of graduates of the American Indian Social Work Career Training Program at the University of Utah. Recruitment and retention of American Indian women students will require an active support system. (JAC)

The Preservation of Leather Bindings: Background, Organization of a Project, and Procedures.

ERIC Educational Resources Information Center

Brown, Meredith

This manual, intended primarily for use by preservation supervisors, includes a discussion of basic leather preservation techniques, and a description of the entire leather book preservation program at Olin Library, Cornell University. Discussions of work flow, materials, treatment steps, schedulinq, and recruiting student assistants are included.…

Community Education and the Mature Worker: Training, Working, and Learning for a Brighter Future.

ERIC Educational Resources Information Center

Voorhees, Anita E.; Yoseloff, Darlene S.

1989-01-01

Describes Project RESOURCES (Retired Employee Skills Outreach Using Retirees in Continuing Employment Situations), Middlesex County College's (New Jersey) program to help people over 55 find employment. Notes project activities such as job fairs, discussion groups, information dissemination, workshops, recruitment, a job bank, and training…

International Translation of Project EX: A Teen Tobacco Use Cessation Program.

PubMed

Sussman, Steve

2012-10-01

There are relatively few documented teen tobacco use cessation efforts outside the United States (U.S.). Project EX is an evidence-based program that consists of eight sessions, as a school-based clinic tobacco cessation-only version and a classroom-based prevention and cessation version. This paper provides a 'snapshot' of progress on international translation of ProjectEXpilot study work in eight countries that have been approached thus far. The program was implemented in Wuhan, China; Israel and partners; Bashkortostan, Russia; and Elche, Spain. Implementation is planned for Vienna, Austria; Mumbai, India; and Bangkok, Thailand. This work will lead eventually to a greater understanding regarding preference for type of programming (e.g., clinic versus classroom modality), challenges in recruitment and retention, program receptivity, and short-term (approximately 3-month post-program) quit rates. Convenience samples are being recruited based on previous contacts with each location. A protocol was sent to each location, proposing a controlled design, in which subjects enter cessation groups or become a wait-list control, with an immediate pretest, posttest, and 3-month follow-up. Language translation of program materials was completed in seven of the eight locations. Several variations in design and implementation were demanded though. For example, youth fear of reporting tobacco publicly mandated to researchers that the prevention/cessation classroom version be implemented in some locations (Israel and partners, and India). Program effects are suggested across countries. Ongoing partnerships with parties actively involved in tobacco control facilitate pilot testing of teen tobacco use cessation programming. The Project EX curriculum appears quite translatable, though having flexibility in implementation modality eased being able to pilot test the program. Research on this cognitive-behavioral, motivation enhancement approach continues.

International Translation of Project EX: A Teen Tobacco Use Cessation Program

PubMed Central

Sussman, Steve

2013-01-01

Aims There are relatively few documented teen tobacco use cessation efforts outside the United States (U.S.). Project EX is an evidence-based program that consists of eight sessions, as a school-based clinic tobacco cessation-only version and a classroom-based prevention and cessation version. This paper provides a ‘snapshot’ of progress on international translation of ProjectEXpilot study work in eight countries that have been approached thus far. The program was implemented in Wuhan, China; Israel and partners; Bashkortostan, Russia; and Elche, Spain. Implementation is planned for Vienna, Austria; Mumbai, India; and Bangkok, Thailand. This work will lead eventually to a greater understanding regarding preference for type of programming (e.g., clinic versus classroom modality), challenges in recruitment and retention, program receptivity, and short-term (approximately 3-month post-program) quit rates. Protocol and Interim Results of International Translation of Project EX Convenience samples are being recruited based on previous contacts with each location. A protocol was sent to each location, proposing a controlled design, in which subjects enter cessation groups or become a wait-list control, with an immediate pretest, posttest, and 3-month follow-up. Language translation of program materials was completed in seven of the eight locations. Several variations in design and implementation were demanded though. For example, youth fear of reporting tobacco publicly mandated to researchers that the prevention/cessation classroom version be implemented in some locations (Israel and partners, and India). Program effects are suggested across countries. Conclusions Ongoing partnerships with parties actively involved in tobacco control facilitate pilot testing of teen tobacco use cessation programming. The Project EX curriculum appears quite translatable, though having flexibility in implementation modality eased being able to pilot test the program. Research on this cognitive-behavioral, motivation enhancement approach continues. PMID:23885135

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

PubMed

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

2013-06-01

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

Motivational Factors for Youth Recruitment in Voluntary Interventions: The Case of a Community Sport Program

ERIC Educational Resources Information Center

Plante, Catherine; Moreau, Nicolas; Jaimes, Annie; Turbide, Carole

2016-01-01

Recruitment is known to be a challenge for intervention programs targeting youths, including sports programs. Following the popularity of the "Alter-Action" program of the Montreal-based organization "DesÉquilibres", we wanted to understand the motivations and barriers to youths' recruitment in this voluntary sports community…

IMPACT OF THE U.S. SUPPORT PROGRAM SAFEGUARDS INTERNSHIP PROGRAM.

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

PEPPER, S.; OSIECKI, C.

2006-07-16

The U.S. Support Program began funding an internship program in the IAEA Department of Safeguards in 2002. Since that time, 39 U.S. citizens and permanent residents have been placed in one-year, paid internships with the IAEA. The management of the internship program was originally the responsibility of the International Safeguards Project Office but was transferred to the Office of Educational Programs at Brookhaven National Laboratory in 2004. Feedback on the internship program from the U.S. government and the IAEA has been positive. The interns have completed basic yet essential work for the Department of Safeguards and freed IAEA staff membersmore » to perform more complex tasks. The cost of an intern is low relative to other forms of human resources support. After the conclusion of their assignments, many of the interns go on to work for the U.S. government, the national laboratories, or companies in international safeguards and nonproliferation. This paper will discuss the work done by the interns for the IAEA, factors influencing the success of the internship program, and the effects the program has had on the careers of interns, in preparing the next generation to work in the nuclear industry, participation in INMM activities, and recruitment for U.S. citizens for safeguards positions.« less

Implementation of a salaried compensation program for registered nurses.

PubMed

Sills, L R

1993-01-01

Compensation is a key variable in recruitment and retention of registered nurses. A 6-month trial of an exempt/salaried wage program for registered nurses, based on normative change theory, was implemented in the adult critical care division of a 491-bed community hospital. A total of 58 registered nurses participated in the trial. At the end of 6 months on salary, 94% (53) of the nurses voted to remain salaried. The staff perceived that the new wage program increased flexibility in work schedules and promoted teamwork and professional autonomy.

Digital video technology and production 101: lights, camera, action.

PubMed

Elliot, Diane L; Goldberg, Linn; Goldberg, Michael J

2014-01-01

Videos are powerful tools for enhancing the reach and effectiveness of health promotion programs. They can be used for program promotion and recruitment, for training program implementation staff/volunteers, and as elements of an intervention. Although certain brief videos may be produced without technical assistance, others often require collaboration and contracting with professional videographers. To get practitioners started and to facilitate interactions with professional videographers, this Tool includes a guide to the jargon of video production and suggestions for how to integrate videos into health education and promotion work. For each type of video, production principles and issues to consider when working with a professional videographer are provided. The Tool also includes links to examples in each category of video applications to health promotion.

Recruitment and retention of Alaska natives into nursing: elements enabling educational success.

PubMed

Rearden, Annette K

2012-01-01

In response to the underrepresentation of Alaska Native/American Indian nurses, nursing programs have implemented recruitment and retention efforts to support undergraduate Alaska Native/American Indian nursing students. The objective of this project was to provide graduates from the Recruitment and Retention of Alaska Natives into Nursing (RRANN) program the opportunity to identify program elements important to achieving academic success, levels of satisfaction, and make recommendations for future program direction. Findings suggest RRANN graduates viewed the program as vital to academic success. Recommendations include utilizing former graduates in recruitment and retention efforts, as mentors, and extending the program to benefit graduate students.

A process evaluation: does recruitment for an exercise program through ethnically specific channels and key figures contribute to its reach and receptivity in ethnic minority mothers?

PubMed

Hartman, Marieke A; Nierkens, Vera; Cremer, Stephan W; Stronks, Karien; Verhoeff, Arnoud P

2013-08-19

Ethnic minority women from low-income countries who live in high-income countries are more physically inactive than ethnic majority women in those countries. At the same time, they can be harder to reach with health promotion programs. Targeting recruitment channels and execution to ethnic groups could increase reach and receptivity to program participation. We explored using ethnically specific channels and key figures to reach Ghanaian, Antillean, and Surinamese mothers with an invitation for an exercise program, and subsequently, to determine the mothers' receptivity and participation. We conducted a mixed methods process evaluation in Amsterdam, The Netherlands. To recruit mothers, we employed ethnically specific community organizations and ethnically matched key figures as recruiters over Dutch health educators. Reach and participation were measured using reply cards and the attendance records from the exercise programs. Observations were made of the recruitment process. We interviewed 14 key figures and 32 mothers to respond to the recruitment channel and recruiter used. Content analysis was used to analyze qualitative data. Recruitment through ethnically specific community channels was successful among Ghanaian mothers, but less so among Antillean and Surinamese mothers. The more close-knit an ethnic community was, retaining their own culture and having poorer comprehension of the Dutch language, the more likely we were to reach mothers through ethnically specific organizations. Furthermore, we found that using ethnically matched recruiters resulted in higher receptivity to the program and, among the Ghanaian mothers in particular, in greater participation. This was because the ethnically matched recruiter was a familiar, trusted person, a translator, and a motivator who was enthusiastic, encouraging, and able to adapt her message (targeting/tailoring). Using a health expert was preferred in order to increase the credibility and professionalism of the recruitment. Recruitment for an exercise program through ethnically specific organizations seems to contribute to its reach, particularly in close-knit, highly organized ethnic communities with limited fluency in the local language. Using ethnically matched recruiters as motivator, translator, and trusted person seems to enhance receptivity of a health promotion program. An expert is likely to be needed for effective information delivery.

10 CFR 1042.510 - Recruitment.

Code of Federal Regulations, 2013 CFR

2013-01-01

... 10 Energy 4 2013-01-01 2013-01-01 false Recruitment. 1042.510 Section 1042.510 Energy DEPARTMENT OF ENERGY (GENERAL PROVISIONS) NONDISCRIMINATION ON THE BASIS OF SEX IN EDUCATION PROGRAMS OR... Education Programs or Activities Prohibited § 1042.510 Recruitment. (a) Nondiscriminatory recruitment and...

49 CFR 25.510 - Recruitment.

Code of Federal Regulations, 2011 CFR

2011-10-01

... 49 Transportation 1 2011-10-01 2011-10-01 false Recruitment. 25.510 Section 25.510 Transportation Office of the Secretary of Transportation NONDISCRIMINATION ON THE BASIS OF SEX IN EDUCATION PROGRAMS OR... Education Programs or Activities Prohibited § 25.510 Recruitment. (a) Nondiscriminatory recruitment and...

Using Facebook to Recruit Parents to Participate in a Family Program to Prevent Teen Drug Use.

PubMed

Oesterle, Sabrina; Epstein, Marina; Haggerty, Kevin P; Moreno, Megan A

2018-05-01

Despite strong evidence that family programs are effective in preventing adolescent substance use, recruiting parents to participate in such programs remains a persistent challenge. This study explored the feasibility of using Facebook to recruit parents of middle school students to a self-directed family program to prevent adolescent drug use. The study used paid Facebook ads aiming to recruit 100 parents in Washington and Colorado using marijuana- or parenting-focused messages. All ad-recruited parents were also invited to refer others in order to compare Facebook recruitment to web-based respondent-driven sampling. Despite offering a $15 incentive for each successfully referred participant, the majority of the screened (70.4%) and eligible (65.1%) parents were recruited through Facebook ads. Yet, eligibility and consent rates were significantly higher among referred (76.6 and 57.3%, respectively) than Facebook-recruited parents (60.0 and 36.6%, respectively). Click-through rates on Facebook were higher for marijuana-focused than parenting-focused ads (0.72 and 0.65%, respectively). The final sample (54% Facebook-recruited) consisted of 103 demographically homogeneous parents (female, educated, non-Hispanic White, and mostly from Washington). Although Facebook was an effective and efficient method to recruit parents to a study with equal to better cost-effectiveness than traditional recruitment strategies, the promise of social media to reach a diverse population was not realized. Additional approaches to Facebook recruitment are needed to reach diverse samples in real-world settings and increase public health impact of family programs.

22 CFR 146.510 - Recruitment.

Code of Federal Regulations, 2011 CFR

2011-04-01

... 22 Foreign Relations 1 2011-04-01 2011-04-01 false Recruitment. 146.510 Section 146.510 Foreign Relations DEPARTMENT OF STATE CIVIL RIGHTS NONDISCRIMINATION ON THE BASIS OF SEX IN EDUCATION PROGRAMS OR... Education Programs or Activities Prohibited § 146.510 Recruitment. (a) Nondiscriminatory recruitment and...

22 CFR 146.510 - Recruitment.

Code of Federal Regulations, 2010 CFR

2010-04-01

... 22 Foreign Relations 1 2010-04-01 2010-04-01 false Recruitment. 146.510 Section 146.510 Foreign Relations DEPARTMENT OF STATE CIVIL RIGHTS NONDISCRIMINATION ON THE BASIS OF SEX IN EDUCATION PROGRAMS OR... Education Programs or Activities Prohibited § 146.510 Recruitment. (a) Nondiscriminatory recruitment and...

Clinic-based intervention projects: STD and family planning programs get involved. Intervention model.

PubMed

Finger, W R

1991-06-01

The sexually transmitted disease (STD) program in Udorn, a popular Thai tourist city, has worked closely with 750 prostitutes for 15 years, incorporating the concerns of brothel managers and prostitutes into service delivery. The program in Udorn is part of a nationwide network of STD clinics. The level of person-to-person interaction was increased once it was determined by 1989 that HIV had infected 6% of prostitutes in the city's brothels. Outreach educators were recruited and trained to ensure that all prostitutes in Udorn had the basic facts about HIV and AIDS. Over the last 2 years, the STD program has trained outreach educators to work in 8 brothels, started a local AIDS prevention foundation supported by local businessmen, and taken other steps to incorporate AIDS prevention into its clinic structure. Such clinic-based programs are an important way of targeting groups at high risk of HIV transmission.

Recruiting for Caregiver Education Research

PubMed Central

Finlayson, Marcia; Henkel, Christin

2012-01-01

Caregiver education programs can support participants in a role that is often challenging. Research is needed to determine the effectiveness of these programs; however, recruitment for such studies can be difficult. The objectives of this study were to explore 1) how multiple sclerosis (MS) caregivers respond to recruitment materials for a research study evaluating a caregiver education program, including aspects of the materials that encourage or discourage their interest in participation; and 2) what recommendations MS caregivers have for improving study recruitment advertising. Qualitative interviews were conducted with seven MS caregivers. Participants were asked about their reactions to advertisements for a pilot study intended to evaluate an MS caregiver education program. Participants were also asked to reflect on factors that would influence their decision to participate in the program and to provide suggestions to improve recruitment materials. Data were analyzed using a constant-comparative approach. Study findings indicated that the language and visual design of the advertisements influenced the participants' initial responses. Some caregivers first responded to the fact that the program was part of a research study, and these caregivers had overall negative responses to the advertising, such as concern that the program was being “tested.” Other caregivers first considered the personal relevance of the program. These caregivers had neutral-to-positive responses to the flyers and weighed the relevance of the program against the research and logistical aspects. Participants provided recommendations to improve the recruitment materials. While recruiting for caregiver education research can be challenging, piloting recruitment materials and using a variety of advertising options may improve response. PMID:24453751

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…

Public Library Service for the Urban Disadvantaged.

ERIC Educational Resources Information Center

Casey, Genevieve M.; And Others

An experimental program of the master's level to prepare twenty students for public library service to the urban disadvantaged is reported. The institute had two general purposes: (1) to recruit and prepare twenty students to be effective librarians working with the poor in urban public libraries and (2) to test a variety of common assumptions…

Costs and Benefits in the Economy of Honors

ERIC Educational Resources Information Center

Badenhausen, Richard

2012-01-01

To be in honors is to be engaged in many different economic arrangements and exchanges. Honors educators work in concert with their admissions offices while recruiting high-achieving students whose decisions often hinge on how much money the institution can offer in the form of discounts to tuition and financial aid. Honors programs that tie…

Literacy Outreach: The Community Link. A Guide to Working with Literacy Helpers.

ERIC Educational Resources Information Center

Green, Karen Reed; And Others

This guide, which is addressed to community-based organizations desiring to start or expand existing adult literacy programs, deals with recruiting and training volunteer literacy tutors. Outlined in the guide are strategies for expanding community outreach efforts (identifying who needs help and where help is typically obtained, learning from…

Reducing Inequality in Higher Education: The Link between Faculty Empowerment and Climate and Retention

ERIC Educational Resources Information Center

Taylor, Lori L.; Beck, Molly I.; Lahey, Joanna N.; Froyd, Jeffrey E.

2017-01-01

Since 2001 the National Science Foundation's ADVANCE program has distributed over $130 million in grants to improve work climate, enhance professional success, and increase recruitment and retention of female faculty in STEM fields. The process by which each institution designs and implements these interventions is seldom studied, however. Using…

National Service Programs and Their Effects on Military Manpower and Civilian Youth Problems. Budget Issue Paper for Fiscal Year 1979.

DTIC Science & Technology

1978-01-01

advent of the All-Volunteer Force (AVF), military salaries have risen substantially; working conditions have improved; recruiting and advertising ...to be second-class citizens. 14/ Alienation among disavantaged youth—for example, black teenagers in urban ghettos—is particularly high. 13/ ACE

Language Interpretation for Diverse Families: Considerations for Special Education Teachers

ERIC Educational Resources Information Center

More, Cori M.; Hart, Juliet E.; Cheatham, Gregory A.

2013-01-01

The special education field is challenged by a lack of attention to and recruitment of well-trained language interpreters in schools. As such, special education teachers need to take a leadership role in working with interpreters to ensure diverse families are collaborative members of individualized education program (IEP) teams. Using the…

Innovative Experiential Learning Activities in Aging: The Experiences of Four BEL Projects

ERIC Educational Resources Information Center

Hash, Kristina M.; Poole, Jay; Floyd, Melissa; Moore, Crystal Dea; Rogers, Anissa T.; Tower, Leslie E.

2017-01-01

The BSW Experiential Learning (BEL) Program aims to infuse intergenerational content into the curriculum and recruit students to the field of social work by implementing face-to-face learning opportunities with older adults. This article discusses and compares the experiences of 4 diverse BEL projects that implemented gero-experiential learning…

A 'Passport' to a Four-Year Degree.

ERIC Educational Resources Information Center

Roach, Ronald

2003-01-01

Historically black colleges and universities are finding the community college to be a valuable resource as they try to recruit students of color. Focuses on the PASSport program of Norfolk State University and the Tidewater Community College system, which allows students to take remedial work at the community college level before enrolling. (SLD)

Turning an Extension Aide into an Extension Agent

ERIC Educational Resources Information Center

Seevers, Brenda; Dormody, Thomas J.

2010-01-01

For any organization to remain sustainable, a renewable source of faculty and staff needs to be available. The Extension Internship Program for Juniors and Seniors in High School is a new tool for recruiting and developing new Extension agents. Students get "hands on" experience working in an Extension office and earn college credit…

Amachi: Mentoring Children of Prisoners in Philadelphia.

ERIC Educational Resources Information Center

Jucovy, Linda

This report documents the work of Amachi, a mentoring program for children of incarcerated and formerly incarcerated parents in Philadelphia, Pennsylvania. Volunteers are recruited from inner-city congregations to provide one-to-one mentoring to the children. Beyond being the source of mentors, the congregations are a key part of the initiative.…

Honors Programs at Smaller Colleges. 3rd Edition. National Collegiate Honors Council Monograph Series

ERIC Educational Resources Information Center

Schuman, Samuel

2011-01-01

This monograph focuses upon areas of special concern to those working with honors at smaller colleges and universities: mission, recruitment, facilities, administration, budget, and curriculum. In each area, the author makes some general suggestions about overall operating principles, note specific issues that can lead to difficulties, and suggest…

Visual Merchandising through Display: Advertising Services Occupations.

ERIC Educational Resources Information Center

Maurer, Nelson S.

The increasing use of displays by businessmen is creating a demand for display workers. This demand may be met by preparing high school students to enter the field of display. Additional workers might be recruited by offering adult training programs for individuals working within the stores. For this purpose a curriculum guide has been developed…

Minority Teacher Recruitment and Retention Strategies

ERIC Educational Resources Information Center

Kearney-Gissendaner, Janet E.

2010-01-01

The tools and resources in this book help school leaders seamlessly incorporate minority teacher recruitment and retention programs into current human-resources activities. With details about exemplary minority teacher recruitment and retention programs, this book also showcases strategies for how to replicate such programs in your own school or…

Adult Recruitment Practices.

ERIC Educational Resources Information Center

Kaufman, Juliet, Ed.; And Others

Findings of an American College Testing Program 1981 survey on college recruitment of adult students are summarized, and 12 articles on adult recruitment are presented. Titles and authors are as follows: "Adult Recruitment Practices: A Report of a National Survey" (Patricia Spratt, Juliet Kaufmann, Lee Noel); "Three Programs for Adults in Shopping…

Recruiting Strategically: Increasing Enrollment in Academic Programs of Agriculture

ERIC Educational Resources Information Center

Baker, Lauri M.; Settle, Quisto; Chiarelli, Christy; Irani, Tracy

2013-01-01

Agriculture continues to struggle to find enough qualified students to advance the industry. Thus, recruiting practice improvement is imperative. This study assessed the efficacy of message strategies, message channels, recruiting materials, and messages for recruiting students into an academic program with low enrollment. Focus groups were…

A Marketing Plan for Recruiting Students into Pharmacy School-based Graduate Programs. A Report.

ERIC Educational Resources Information Center

Holdford, David A.; Stratton, Timothy P.

2000-01-01

Outlines a marketing plan for recruiting students into pharmacy school-based graduate programs, particularly into social and administrative sciences. Addresses challenges and opportunities when recruiting, the need to clearly define the "product" that graduate programs are trying to sell to potential students, types of students…

Advancing nursing leadership in long-term care.

PubMed

O'Brien, Jennifer; Ringland, Margaret; Wilson, Susan

2010-05-01

Nurses working in the long-term care (LTC) sector face unique workplace stresses, demands and circumstances. Designing approaches to leadership training and other supportive human-resource strategies that reflect the demands of the LTC setting fosters a positive work life for nurses by providing them with the skills and knowledge necessary to lead the care team and to address resident and family issues. Through the St. Joseph's Health Centre Guelph demonstration site project, funded by the Nursing Secretariat of Ontario's Ministry of Health and Long-Term Care, the Excelling as a Nurse Leader in Long Term Care training program and the Mentor Team program were developed to address these needs. Evaluation results show that not only have individual nurses benefitted from taking part in these programs, but also that the positive effects were felt in other parts of the LTC home (as reported by Directors of Care). By creating a generally healthier work environment, it is anticipated that these programs will also have a positive effect on recruitment and retention.

A strategic approach to workforce development for local public health.

PubMed

Bryant, Beverley; Ward, Megan

2017-11-09

In 2009, Peel Public Health set a vision to transform the work of public health from efficient delivery of public health services as defined by provincial mandate to the robust analysis of the health status of the local population and selection and implementation of programming to achieve best health outcomes. A strategic approach to the workforce was a key enabler. PPH is a public health unit in Ontario that serves 1.4 million people. An organization-wide strategic workforce development program was instituted. It is theory-based, evidence-informed and data-driven. A first step was a conceptual framework, followed by interventions in workforce planning, human resources management, and capacity development. The program was built on evidence reviews, theory, and public health core competencies. Interventions spread across the employee work-life span. Capacity development based on the public health core competencies is a main focus, particularly analytical capacity to support decision-making. Employees gain skill and knowledge in comprehensive population health. Leadership evolves as work shifts to the analysis of health status and development of interventions. Effective human resource processes ensure appropriate job design, recruitment and orientation. Analysis of the workforce leads to vigorous employee development to ensure a strong pool of potential leadership successors. Theory, research evidence, and data provide a robust foundation for workforce development. Competencies are important inputs to job descriptions, recruitment, training, and human resource processes. A comprehensive workforce development strategy enables the development of a skilled workforce capable of responding to the needs of the population it serves.

A process evaluation: Does recruitment for an exercise program through ethnically specific channels and key figures contribute to its reach and receptivity in ethnic minority mothers?

PubMed Central

2013-01-01

Background Ethnic minority women from low-income countries who live in high-income countries are more physically inactive than ethnic majority women in those countries. At the same time, they can be harder to reach with health promotion programs. Targeting recruitment channels and execution to ethnic groups could increase reach and receptivity to program participation. We explored using ethnically specific channels and key figures to reach Ghanaian, Antillean, and Surinamese mothers with an invitation for an exercise program, and subsequently, to determine the mothers’ receptivity and participation. Methods We conducted a mixed methods process evaluation in Amsterdam, the Netherlands. To recruit mothers, we employed ethnically specific community organizations and ethnically matched key figures as recruiters over Dutch health educators. Reach and participation were measured using reply cards and the attendance records from the exercise programs. Observations were made of the recruitment process. We interviewed 14 key figures and 32 mothers to respond to the recruitment channel and recruiter used. Content analysis was used to analyze qualitative data. Results Recruitment through ethnically specific community channels was successful among Ghanaian mothers, but less so among Antillean and Surinamese mothers. The more close-knit an ethnic community was, retaining their own culture and having poorer comprehension of the Dutch language, the more likely we were to reach mothers through ethnically specific organizations. Furthermore, we found that using ethnically matched recruiters resulted in higher receptivity to the program and, among the Ghanaian mothers in particular, in greater participation. This was because the ethnically matched recruiter was a familiar, trusted person, a translator, and a motivator who was enthusiastic, encouraging, and able to adapt her message (targeting/tailoring). Using a health expert was preferred in order to increase the credibility and professionalism of the recruitment. Conclusions Recruitment for an exercise program through ethnically specific organizations seems to contribute to its reach, particularly in close-knit, highly organized ethnic communities with limited fluency in the local language. Using ethnically matched recruiters as motivator, translator, and trusted person seems to enhance receptivity of a health promotion program. An expert is likely to be needed for effective information delivery. PMID:23957695

Commentary: the postdoctoral residency match in clinical neuropsychology.

PubMed

Bodin, Doug; Grote, Christopher L

2016-07-01

Postdoctoral recruitment in clinical neuropsychology has evolved significantly over the past two decades. Prior to 1994, there were no organized recruitment guidelines for the specialty. From 1994 to 2001, the Association of Postdoctoral Programs in Clinical Neuropsychology (APPCN) facilitated a uniform notification date where member programs agreed to not make offers prior to a specified date. In 2001, APPCN partnered with National Matching Services to administer a computerized match recruitment system. Presently, not all programs participate in the match. This often results in students applying to 'match' and 'non-match' programs which can lead to significant stress on the part of applicants and program directors. This issue has recently become the focus of journal articles and public discussions. The goals of this paper were to review the history of postdoctoral recruitment in clinical neuropsychology, review the benefits of coordinated recruitment systems, review the structure and function of the computerized match, and explain why the computerized match for postdoctoral recruitment in clinical neuropsychology is beneficial for the specialty of clinical neuropsychology.

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

PubMed

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

2014-03-01

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

South Carolina Center For Teacher Recruitment: 94-95 Annual Report.

ERIC Educational Resources Information Center

South Carolina Center for Teacher Recruitment, Rock Hill.

This publication reports on the 1994-95 activities of the South Carolina Center for Teacher Recruitment including the status of programs, mission, goals and budget for the next year. The Center was established in 1985 and has become a national model for teacher recruitment. Its most widely known programs are: Minority Recruitment, Crossroads…

Cornell Astronomy REU: Casting a Wide Net to Increase Access to Research Opportunities

NASA Astrophysics Data System (ADS)

Fernandez de Castro, Patricia; Haynes, Martha P.

2018-01-01

We describe a Research Experience for Undergraduates program in astrophysics and planetary science hosted in a major university setting that is geared especially but not exclusively to students who matriculate at smaller colleges and universities without major astronomy research programs, have not previously had off-campus research experiences and/or have non-traditional academic backgrounds.Individual research projects which students undertake with faculty mentors and their research groups are the keystone of the program. Built around this central activity are a set of other components that aim to expose students to the broad areas of astrophysical and planetary science research and to foster their appreciation of the research enterprise and their possible place within it. We describe the professional development activities that are offered to students, including lectures and workshops on a broad range of topics in astrophysics and planetary science, research group meetings, tutorials on research and scientific presentation skills, participation in outreach, education on the graduate school experience and application process, and discussions of the scientific enterprise, career paths and options in astronomy and related fields as well as the role REU group meetings with the program director (which complement meetings students attend within the context of their research group) play in developing students’ scientific competencies and pre-professional development. Also described are program elements that aim to make the program accessible to all students, including older students, those in relationships or with children as well as cohort building. Finally, we discuss lessons learned on how recruiting on merit and suitability to the research projects on offer, with a strong emphasis on smaller colleges and universities without major astronomy research programs can work towards a broader and more inclusive recruitment.This work was supported by NSF award AST-1156780.

Reaching new heights: development of the emergency department nurse practitioner fellowship program.

PubMed

Varghese, Jane R; Silvestri, Antonette; Lopez, Patricia

2012-01-01

With nationwide resident shortages and decreasing resident shifts, and legislation decreasing resident work hours, the nurse practitioners (NPs) have been called upon to expand their scope of practice to encompass patients with immediate and critical conditions and to perform quick procedures. Most pediatric NP (PNP) programs do not have formal training for NP students to work in a pediatric emergency department (ED). Senior ED NPs in collaboration with an NP educator developed a comprehensive clinical program to prepare a general PNP student to practice in an ED. The fellowship committee, met with 3 local university PNP program directors. The fellowship program targeted highly motivated individuals with an interest in working in a pediatric ED at the completion of their program as recruits for the position. Based on positive feedback, there has been overwhelming support and acceptance from the ED attending physicians, the NPs in the specialty clinics, as well as the ED staff regarding the new NP fellowship role. The NP fellow experienced less stress transitioning from student to NP. The development of the fellowship program is a step forward in the future training of NPs. The structured fellowship will hopefully facilitate a seamless transition from student to NP.

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...

The Minority Recruitment Program at the Pennsylvania College of Optometry.

ERIC Educational Resources Information Center

Cohen, Karen

1987-01-01

A program to recruit and retain minority group optometry students is described, including the program's design, student financial aid, a preenrollment enrichment program to ease the adjustment to professional school, and the personal and academic program outcomes. (MSE)

John Flynn Scholarship Students: Case Studies of Useful Contributions to Remote Health Care.

ERIC Educational Resources Information Center

Mak, Donna; Plant, Aileen J.

2001-01-01

To recruit doctors to rural areas, an Australian scholarship program enables undergraduate medical students to spend 2 weeks each year for 4 years at the same rural location. Case studies illustrate how four such students' participation in trichiasis and diabetic retinopathy screening benefitted the Aboriginal communities in which they worked and…

Equity Efforts as Boundary Work: How Symbolic and Social Boundaries Shape Access and Inclusion in Graduate Education

ERIC Educational Resources Information Center

Posselt, Julie Renee; Reyes, Kimberly A.; Slay, Kelly E.; Kamimura, Aurora; Porter, Kamaria B.

2017-01-01

Background/Context: Education scholars have examined how state policy and informal practice can widen or reproduce racial and gender inequalities in graduate education. Just one empirical study, which focused on psychology programs, has identified organizational practice that supports recruitment and retention of graduate students of color. Focus…

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

Overview of an REU program: A case study in gender parity, ethnic diversity, and community college students

NASA Astrophysics Data System (ADS)

Pearson, J. K.; Noriega, G.; Benthien, M. L.

2017-12-01

The Undergraduate Studies in Earthquake Information Technology (USEIT) is an REU Internship Program focused in multi-disciplinary, collaborative research offered through the Southern California Earthquake Center (SCEC); a research consortium focused on earthquake science. USEIT is an 8-week intensive undergraduate research program. The program is designed for interns to work as a collaborative engine to solve an overarching real-world earthquake problem referred to as the "Grand Challenge". The interns are organized in teams and paired with mentors that have expertise in their specific task in the Grand Challenge. The program is focused around earthquake system science, where students have the opportunity to use super computers, programming platforms, geographic information systems, and internally designed and developed visualization software. The goal of the USEIT program is to motivate undergraduates from diverse backgrounds towards careers in science and engineering through team-based research in the field of earthquake information technology. Efforts are made to recruit students with diverse backgrounds, taking into consideration gender, ethnic background, socioeconomic standing, major, college year, and institution type (2-year and 4-year colleges). USEIT has a partnership with two local community colleges to recruit underserved students. Our emphasis is to attract students that would 1) grow and develop technical skills, soft skills, and confidence from the program, and 2) provide perspective and innovation to the program. USEIT offers on-campus housing to provide a submerged learning environment, recruits diverse majors to foster interdisciplinary collaboration, maintains a full time in lab mentor for day-to-day intern needs, takes students on field trips to provide context to their research, and plans activities and field trips for team building and morale. Each year metrics are collected through exit surveys, personal statements, and intern experience statements. We highlight lessons learned, including a need for pre-program engagement to ensure student success.

Recruitment Issues and Strategies for Adults Who Are Not Currently Participating in Literacy and Adult Basic Education (ABE) Programs.

ERIC Educational Resources Information Center

Kohring, Aaron

Adult basic education (ABE) and literacy programs have used many different strategies and tools to recruit new students. A small sampling of Tennessee ABE programs shows the more effective recruitment strategies are word-of-mouth referrals; newspaper advertisements and articles; fliers; brochures; posters, radio messages, and public service…

Recruiting & Preparing Diverse Urban Teachers: One Urban-Focused Teacher Education Program Breaks New Ground

ERIC Educational Resources Information Center

Waddell, Jennifer; Ukpokodu, Omiunota N.

2012-01-01

This article explores a university's Urban Teacher Education Program (UTEP) and its success not just in recruiting, preparing, retaining, and graduating its students, but in likewise leading to employment and retention as teachers in urban schools. It focuses on critical aspects of the program, including recruitment of diverse candidates,…

South Carolina Center for Teacher Recruitment: 93-94 Annual Report.

ERIC Educational Resources Information Center

South Carolina Center for Teacher Recruitment, Rock Hill.

This report outlines and evaluates the 1993-94 accomplishments of the South Carolina Center for Teacher Recruitment and addresses future directions the Center and its programs will be taking. The main body of the document reports on the following programs: (1) Minority Teacher Recruitment; (2) ProTeam Program (to make minority students and young…

Recruiting the future public health workforce: an analysis of prospect communication among accredited Schools of Public Health.

PubMed

Purcell, Jennifer M

2009-06-01

Schools of Public Health cannot sustain the national momentum for public health justice and human rights without recruiting and training a skilled public health workforce. With growing demand for public health workers, schools must work to increase their applicant pools. This project examined prospect communication materials from accredited Schools of Public Health and found that the vast majority of schools did not capitalize on opportunities to move prospects to applicants. Whereas most responded within a reasonable time, several schools made no communication efforts at all. Recruitment materials varied widely from institution to institution and between epidemiology and health education programs. Strategic, personalized communication strategies-the 3 Cs-are recommended to increase the pools of qualified applicants nationwide and can be utilized to increase prospect pools in a wide range of health sciences.

Increasing Diversity and Gender Parity by working with Professional Organizations and HBCUs

NASA Astrophysics Data System (ADS)

Wims, T. R.

2017-12-01

Context/Purpose: This abstract proposes tactics for recruiting diverse applicants and addressing gender parity in the geoscience workforce. Methods: The geoscience community should continue to develop and expand a pipeline of qualified potential employees and managers at all levels. Recruitment from professional organizations, which are minority based, such as the National Society of Black Engineers (NSBE), and the Society of Hispanic Professional Engineers (SHPE) provides senior and midlevel scientists, engineers, program managers, and corporate managers/administrators with proven track records of success. Geoscience organizations should consider increasing hiring from the 100+ Historically Black Colleges and Universities (HBCU) which have a proven track records of producing high quality graduates with math, science, computer science, and engineering backgrounds. HBCU alumni have been working in all levels of government and corporate organizations for more than 50 years. Results: Professional organizations, like NSBE, have members with one to 40 years of applicable work experience, who are prime candidates for employment in the geoscience community at all levels. NSBE, also operates pipeline programs to graduate 10,000 bachelor degree minority candidates per year by 2025, up from the current 3,620/year. HBCUs have established educational programs and several pipelines for attracting undergraduate students into the engineering and science fields. Since many HBCUs enroll more women than men, they are also addressing gender parity. Both professional organizations and HBCU's have pipeline programs that reach children in high school. Interpretation: Qualified and capable minority and women candidates are available in the United States. Pipelines for employing senior, mid-level, and junior skill sets are in place, but underutilized by some geoscience companies and organizations.

An Assessment of Talent Management Practices Targeting GS-12/13 Level Members of the Army Acquisition Corps Workforce

DTIC Science & Technology

2010-05-01

currently valid OMB control number. 1. REPORT DATE MAY 2010 2. REPORT TYPE 3. DATES COVERED 00-00-2010 to 00-00-2010 4. TITLE AND SUBTITLE An... Control , Strategy or Vision, Challenging Work, Collaboration or Teamwork, Work Culture, Shared Gains, Communication, Concern for People, Technology...As show in Figure 5, the top recruiting strategy, selected by both groups, was an emphasis on flex telework or telecommute programs (Holtshouse, 2009

Strategies for Success of Women Faculty in Science: The ADVANCE Program at the University of Rhode Island

NASA Astrophysics Data System (ADS)

Wishner, K.; Silver, B.; Boudreaux-Bartels, F.; Harlow, L.; Knickle, H.; Mederer, H.; Peckham, J.; Roheim, C.; Trubatch, J.; Webster, K.

2004-12-01

The NSF-funded ADVANCE program seeks to increase the recruitment and retention of women faculty in science, technology, engineering, and mathematics (STEM) disciplines as part of a national goal of creating a broad-based scientific workforce able to effectively address societal demands. The University of Rhode Island, a recipient of an Institutional Transformation ADVANCE grant in 2003, has begun a campus-wide initiative. The 5 goals are (1) to increase the numbers of women STEM faculty, (2) to provide faculty development opportunities, (3) to improve networks of professional and social support, (4) to assess the academic work environment for all faculty, and (5) to implement long-term changes throughout the university that promote a supportive work environment for women STEM faculty. Accomplishments during the first year include (1) hiring several ADVANCE Assistant Professors, (2) developing workshops on critical skills for junior faculty (grant writing, negotiations, mentoring), (3) initiating a series of lunch meetings where pertinent topical and work-family issues are discussed informally, (4) awarding small Incentive grants for research and other projects that enhance the careers of women STEM faculty, (5) developing and modifying university policies on family leave and dual career couple recruitment, (6) developing and implementing quantitative and qualitative assessment tools for baseline and ongoing campus-wide work climate surveys within the context of a theoretical model for change, and (7) offering directed self-study workshops for entire departments using a trained facilitator. The ADVANCE Assistant Professor position, unique to URI's program, allows a new hire to spend the first 2-3 years developing a research program without teaching obligations. ADVANCE pays their salary during this time, at which point they transition to a regular faculty position. During this first of five years of NSF funding, the ADVANCE program has been met with campus wide enthusiasm and interest from both faculty and administration. Further, the program has the potential for invigorating not only STEM departments, but also the wider university, in offering innovative and engaging workshops and policies, as well as providing an opportunity for ongoing self-study through bi-annual surveys across the university.

A successful integrated project.

PubMed

Zheng, P

1994-10-01

The experiences of the Juxian County Family Planning Committee of Shandong Province, China, were discussed in terms of the integration of family planning with income generation activities in rural areas. The integrated program was initiated in 1988 with pilot programs established by the Qiaoshan Family Planning Association to develop marketable skills in carpet weaving and grass braiding in Xiazhuang Town and Qiaoshan Township. The program gave priority of admission to women with only children and those who practiced family planning. 1400 women were recruited in these factories. Other income generation programs were developed for silkworm breeding and silk reeling, woolen embroidery, and printing. High ranking officials of the China Family Planning Association commended the work in income generation and family planning in Juxian County. This recognition spurred the second phase of development by the county family planning association: the establishment of village operated factories and mills for native products. By the end of 1991, there were 26 such projects in the county and per capita income to women increased by RMB 678 yuan. In the third stage of 1992, the number of association enterprises increased to 196 with recruitment of over 18,000 reproductive age women. The programs were initiated with collective funds from farmers and villages. The 170 projects in 1992 were developed with an investment of 9.6 million yuan, of which 2.26 million yuan was from individuals (23.5%). Emphasis was placed on self-reliance and recruitment of women with one child, women with 2 daughters and tubal ligations, and family planning motivators. The consequences of the integrated program were weakening traditional customs of marriage and childbearing, improvement in socioeconomic status of women, and effective service delivery of family planning and maternal and child health care services.

Promoting Diversity in STEM through Active Recruiting and Mentoring: The Pre-Major in Astronomy Program (Pre-MAP) at the University of Washington

NASA Astrophysics Data System (ADS)

Schwieterman, Edward; Binder, Breanna; Tremmel, Michael; Garofali, Kristen; Agol, Eric; Meadows, Victoria

2015-11-01

The Pre-Major in Astronomy Program (Pre-MAP) is a research and mentoring program for underclassmen and transfer students offered by the University of Washington Astronomy Department since 2005. The primary goal of Pre-MAP is to recruit and retain students from groups traditionally underrepresented in science, technology, engineering, and mathematics (STEM) through early exposure to research. The Pre-MAP seminar is the core component of the program and offers instruction in computing skills, data manipulation, science writing, statistical analysis, and scientific speaking and presentation skills. Students choose research projects proposed by faculty, post-docs and graduate students in areas related to astrophysics, planetary science, and astrobiology. Pre-MAP has been successful in retaining underrepresented students in STEM fields relative to the broader UW population, and we've found these students are more likely to graduate and excel academically than their peers. As of spring 2015, more than one hundred students have taken the Pre-MAP seminar, and both internal and external evaluations have shown that all groups of participating students report an increased interest in astronomy and science careers at the end of the seminar. Several former Pre-MAP students have obtained or are pursuing doctoral and master’s degrees in STEM fields; many more work at NASA centers, teaching colleges, or as engineers or data analysts. Pre- MAP student research has produced dozens of publications in peer-reviewed research journals. This talk will provide an overview of the program: the structure of the seminar, examples of projects completed by students, cohort-building activities outside the seminar, funding sources, recruitment strategies, and the aggregate demographic and achievement data of our students. It is our hope that similar programs may be adopted successfully at other institutions.

Effective recruitment and retention strategies in community health programs.

PubMed

McCann, Jennifer; Ridgers, Nicola D; Carver, Alison; Thornton, Lukar E; Teychenne, Megan

2013-08-01

The aim of this project was to identify effective recruitment and retention strategies used by health-promotion organisations that focus on increasing physical activity and improving nutrition within the local community. Semistructured telephone or face-to-face interviews with 25 key informants from stakeholder organisations were conducted. Key informants discussed strategies used by their organisation to effectively recruit and retain participants into community-based healthy eating and/or physical activity programs. Transcribed data were analysed with NVivo software. Effective recruitment strategies included word of mouth, links with organisations, dissemination of printed materials, media, referrals, cross-promotion of programs and face-to-face methods. Effective retention strategies included encouraging a sense of community ownership, social opportunities, recruiting a suitable leader and offering flexibility and support. Fees and support for recruiting and retaining participants was also identified. This study provides novel insights to a greatly under researched topic in the field of health promotion. There are two key take-home messages from the present study that are applicable to health practitioners as well as developers and deliverers of community health-promotion programs: (1) it is imperative that all community health organisations report on the effectiveness of their recruitment and retention, both successes and failures; and (2) there is a clear need to tailor the recruitment and retention approach to the target population and the setting the program is occurring in. SO WHAT? These findings provide important insights for the development of future community-based healthy eating and physical activity programs.

ABE Outreach: Teacher, Recruiter, Counselor. A Handbook for Adult Basic Education Teacher/Recruiter/Counselors. A Guide for Program Managers. Revised.

ERIC Educational Resources Information Center

Singer, Elizabeth W.

Designed for program managers and teacher/recruiter/counselors (TRC's), this handbook provides information on Brevard Community College's Adult Basic Education (ABE) Outreach program. First, background information on the ABE/TRC concept is presented, identifying the major functions of the TRC as counseling through door-to-door contact, conducting…

22 CFR 229.510 - Recruitment.

Code of Federal Regulations, 2011 CFR

2011-04-01

... 22 Foreign Relations 1 2011-04-01 2011-04-01 false Recruitment. 229.510 Section 229.510 Foreign Relations AGENCY FOR INTERNATIONAL DEVELOPMENT NONDISCRIMINATION ON THE BASIS OF SEX IN EDUCATION PROGRAMS... in Education Programs or Activities Prohibited § 229.510 Recruitment. (a) Nondiscriminatory...

22 CFR 229.510 - Recruitment.

Code of Federal Regulations, 2010 CFR

2010-04-01

... 22 Foreign Relations 1 2010-04-01 2010-04-01 false Recruitment. 229.510 Section 229.510 Foreign Relations AGENCY FOR INTERNATIONAL DEVELOPMENT NONDISCRIMINATION ON THE BASIS OF SEX IN EDUCATION PROGRAMS... in Education Programs or Activities Prohibited § 229.510 Recruitment. (a) Nondiscriminatory...

The Redesign of a Community Pharmacy Internship Program.

PubMed

Pattin, Anthony J; Kelling, Sarah E; Szyskowski, Jim; Izor, Michelle L; Findley, Susan

2016-06-01

Pharmacy internships provide students with practical experiences that lead to enhancement of clinical skills and personal growth. To describe the design and implementation of a structured 10-week summer pharmacy internship program in a supermarket chain pharmacy. The pharmacy leadership team developed and piloted a new format of the pharmacy internship during the summer of 2013. Pharmacy students in professional year 1 (P1), 2 (P2), and 4 (P4) were invited to apply for a paid internship. Pharmacy students were recruited from all colleges of pharmacy in the state of Michigan. The goal of the new program was to create a focused learning opportunity that encouraged students to develop knowledge, skills, and abilities about patient care, pharmacy management, and working within a team. A total of 19 interns were recruited (P1 = 7, P2 = 7, and P4 = 5). Students practiced 40 hours per week and participated in the medication dispensing process and employee biometrics screening program. Interns provided approximately 500 assessments on pharmacy employees and all P1 and P2 interns completed a patient care project. The restructured internship program provided pharmacy students with a 10-week program that exposed them to many aspects of community pharmacy practice. The program needs future refinement and assessment measures to verify interns improve skills throughout the program. © The Author(s) 2015.

Reducing alcohol consumption among university students: recruitment and program design strategies based on Social Marketing Theory.

PubMed

Black, D R; Smith, M A

1994-09-01

Recruitment of program participants and development of appealing comprehensive alcohol abuse prevention programs is an exigent priority for university campuses due to the serious physical and emotional consequences related to alcohol consumption. A sample of 67 students from a large midwestern university completed a survey based on Social Marketing Theory (SMT) which was developed to improve recruitment and enhance the design of comprehensive alcohol abuse prevention programs. The results indicate that recruitment may be optimized by providing a flexible, convenient, low-cost program that encourages friends' participation, communicates alcohol-related risks and offers university credit or refund as participation incentives. The design of alcohol abuse prevention programs may be enhanced by emphasizing the positive outcomes of reducing alcohol consumption, improving the quality and quantity of alternatives to the social atmosphere connected with drinking, and soliciting respected opinion leaders (physicians and parents) to communicate alcohol reduction messages. This project is a first initiative to 'fill the gap' in the social marketing research literature by providing formative information pertinent to recruitment and design of alcohol reduction programs specifically for college students.

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).

Purposive Facebook Recruitment Endows Cost-Effective Nutrition Education Program Evaluation

PubMed Central

Wamboldt, Patricia

2013-01-01

Background Recent legislation established a requirement for nutrition education in federal assistance programs to be evidence-based. Recruitment of low-income persons to participate and evaluate nutrition education activities can be challenging and costly. Facebook has been shown to be a cost-effective strategy to recruit this target audience to a nutrition program. Objective The purpose of our study was to examine Facebook as a strategy to recruit participants, especially Supplemental Nutrition Assistance Program Education (SNAP-Ed) eligible persons, to view and evaluate an online nutrition education program intended to be offered as having some evidence base for SNAP-Ed programming. Methods English-speaking, low-income Pennsylvania residents, 18-55 years with key profile words (eg, Supplemental Nutrition Assistance Program, Food bank), responded to a Facebook ad inviting participation in either Eating Together as a Family is Worth It (WI) or Everyone Needs Folic Acid (FA). Participants completed an online survey on food-related behaviors, viewed a nutrition education program, and completed a program evaluation. Facebook set-up functions considered were costing action, daily spending cap, and population reach. Results Respondents for both WI and FA evaluations were similar; the majority were white, <40 years, overweight or obese body mass index, and not eating competent. A total of 807 Facebook users clicked on the WI ad with 73 unique site visitors and 47 of them completing the program evaluation (ie, 47/807, 5.8% of clickers and 47/73, 64% of site visitors completed the evaluation). Cost per completed evaluation was US $25.48; cost per low-income completer was US $39.92. Results were similar for the FA evaluation; 795 Facebook users clicked on the ad with 110 unique site visitors, and 73 completing the evaluation (ie, 73/795, 9.2% of ad clickers and 73/110, 66% of site visitors completed the evaluation). Cost per valid completed survey with program evaluation was US $18.88; cost per low-income completer was US $27.53. Conclusions With Facebook we successfully recruited low-income Pennsylvanians to online nutrition program evaluations. Benefits using Facebook as a recruitment strategy included real-time recruitment management with lower costs and more efficiency compared to previous data from traditional research recruitment strategies reported in the literature. Limitations prompted by repeated survey attempts need to be addressed to optimize this recruitment strategy. PMID:23948573

Purposive facebook recruitment endows cost-effective nutrition education program evaluation.

PubMed

Lohse, Barbara; Wamboldt, Patricia

2013-08-15

Recent legislation established a requirement for nutrition education in federal assistance programs to be evidence-based. Recruitment of low-income persons to participate and evaluate nutrition education activities can be challenging and costly. Facebook has been shown to be a cost-effective strategy to recruit this target audience to a nutrition program. The purpose of our study was to examine Facebook as a strategy to recruit participants, especially Supplemental Nutrition Assistance Program Education (SNAP-Ed) eligible persons, to view and evaluate an online nutrition education program intended to be offered as having some evidence base for SNAP-Ed programming. English-speaking, low-income Pennsylvania residents, 18-55 years with key profile words (eg, Supplemental Nutrition Assistance Program, Food bank), responded to a Facebook ad inviting participation in either Eating Together as a Family is Worth It (WI) or Everyone Needs Folic Acid (FA). Participants completed an online survey on food-related behaviors, viewed a nutrition education program, and completed a program evaluation. Facebook set-up functions considered were costing action, daily spending cap, and population reach. Respondents for both WI and FA evaluations were similar; the majority were white, <40 years, overweight or obese body mass index, and not eating competent. A total of 807 Facebook users clicked on the WI ad with 73 unique site visitors and 47 of them completing the program evaluation (ie, 47/807, 5.8% of clickers and 47/73, 64% of site visitors completed the evaluation). Cost per completed evaluation was US $25.48; cost per low-income completer was US $39.92. Results were similar for the FA evaluation; 795 Facebook users clicked on the ad with 110 unique site visitors, and 73 completing the evaluation (ie, 73/795, 9.2% of ad clickers and 73/110, 66% of site visitors completed the evaluation). Cost per valid completed survey with program evaluation was US $18.88; cost per low-income completer was US $27.53. With Facebook we successfully recruited low-income Pennsylvanians to online nutrition program evaluations. Benefits using Facebook as a recruitment strategy included real-time recruitment management with lower costs and more efficiency compared to previous data from traditional research recruitment strategies reported in the literature. Limitations prompted by repeated survey attempts need to be addressed to optimize this recruitment strategy.

Recruitment Strategies for Geoscience Majors: Conceptual Framework and Practical Suggestions

NASA Astrophysics Data System (ADS)

Richardson, R. M.; Eyles, C.; Ormand, C. J.

2009-12-01

One characteristic of strong geoscience departments is that they recruit and retain quality students. In a survey to over 900 geoscience departments in the US and Canada several years ago nearly 90% of respondents indicated that recruiting and retaining students was important. Two years ago we offered a pre-GSA workshop on recruiting and retaining students that attracted over 30 participants from over 20 different institutions, from liberal arts colleges to state universities to research intensive universities. Since then we have sought additional feedback from a presentation to the AGU Heads & Chairs at a Fall AGU meeting, and most recently from a workshop on strengthening geoscience programs in June 2009. In all of these settings, a number of themes and concrete strategies have emerged. Key themes included strategies internal to the department/institution; strategies that reach beyond the department/institution; determining how scalable/transferable strategies that work in one setting are to your own setting; identifying measures of success; and developing or improving on an existing action plan specific to your departmental/institutional setting. The full results of all of these efforts to distill best practices in recruiting students will be shared at the Fall AGU meeting, but some of the best practices for strategies local to the department/institution include: 1) focusing on introductory classes (having the faculty who are most successful in that setting teach them, having one faculty member make a common presentation to all classes about what one can do with a geoscience major, offering topical seminars, etc.); 2) informing students of career opportunities (inviting alumni back to talk to students, using AGI resources, etc.,); 3) creating common space for students to work, study, and be a community; 4) inviting all students earning an ‘A’ (or ‘B’) in introductory classes to a departmental event just for them; and 5) creating a field trip for incoming freshmen, whether they are planning to major in geoscience or not. Some of the best practices for strategies reaching beyond the department include: 1) working with college/university academic advisors, admissions, career services, especially for undecided students; 2) working with local high schools and community colleges, especially for underrepresented students; and 3) advertising where students communicate (Facebook, Twitter, etc.). As important as recruitment strategies are, it is critical to have an assessment plan in place to measure the success of recruitment efforts. It takes effort and resources, often human capital, to recruit students. If enrollments increase, regardless of recruitment efforts, then scarce resources have been wasted. Some of the best assessment practices include: 1) surveying students, especially those who have recently declared a geoscience major; and 2) surveying students who have been recruited but who have not become majors.

Barriers and enabling factors for work-site physical activity programs: a qualitative examination.

PubMed

Fletcher, Gena M; Behrens, Timothyh K; Domina, Lorie

2008-05-01

Work sites offer a productive setting for physical activity (PA) promoting interventions. Still, PA participation remains low. Thus, the purpose of this study was to examine the reasoning behind commonly reported barriers and enabling factors to participation in PA programs in a work-site setting. Employees from a large city government were recruited to participate in focus groups, stratified by white- and blue-collar occupations. Responses from open-ended questions about factors influencing participation in PA programs were audio recorded and transcribed verbatim. Resulting data were analyzed with open and axial coding. The sample consisted of 60 employees composing 9 focus groups. Although time was the most common barrier between both groups, white-collars workers responded that scheduling and work conflicts were the most common barrier concerning time. Blue-collar workers indicated shift work as their most common barrier. In addition, health was a significant enabling factor for both occupational categories. White-collar workers were much more concerned with appearances and were more highly motivated by weight loss and the hopefulness of quick results than were blue-collar workers. These findings are important in the understanding of PA as it relates to the reasoning behind participation in work-site programs in regard to occupational status.

The Military Accessions Vital to National Interest Program: What It Is and How It Can Be Made Relevant

DTIC Science & Technology

2011-05-19

recruited through the MAVNI program possess language skills and cultural expertise that can help the commander make sense of what is going on around him...made; (1) further development of the MAVNI program in order to better leverage the language skills and cultural expertise of the Soldiers recruited...describe and direct. Soldiers recruited through the MAVNI program possess language skills and cultural expertise that can help the commander make

Strength Through Options: Providing Choices for Undergraduate Education in the Geosciences

NASA Astrophysics Data System (ADS)

Furman, T.; Freeman, K. H.; Faculty, D.

2003-12-01

Undergraduate major enrollments in the Department of Geosciences at Penn State have held steady over the past 5 years despite generally declining national trends. We have successfully recruited and retained new students through intensive advising coupled with innovative curricular revision aimed to meet an array of students' educational and career goals. Our focus is on degree programs that reflect emerging interdisciplinary trends in both employment and student interest, and are designed to attract individuals from underrepresented groups. In addition to a traditional Geosciences BS program we offer a rigorous integrated Earth Sciences BS and a Geosciences BA tailored to students with interests in education and environmental law. The Earth Sciences BS incorporates course work from Geosciences, Geography and Meterology, and requires completion of an interdisciplinary minor (e.g., Climatology, Marine Sciences, Global Business Strategies). A new Geobiology BS program will attract majors with interests at the intersection of the earth and life sciences. The curriculum includes both paleontological and biogeochemical coursework, and is also tailored to accommodate pre-medicine students. We are working actively to recruit African-American students. A new minor in Science and Technology in Africa crosses disciplinary boundaries to educate students from the humanities as well as sciences. Longitudinal recruitment programs include summer research group experiences for high school students, summer research mentorships for college students, and dual undergraduate degree programs with HBCUs. Research is a fundamental component of every student's degree program. We require a capstone independent thesis as well as a field program for Geosciences and Geobiology BS students, and we encourage all students to pursue research as early as the freshman year. A new 5-year combined BS-MS program will enable outstanding students to carry their undergraduate research further before pursuing employment or doctoral programs. Enrollments in courses for non-majors have also increased substantially over the past 5 years, while those of other PSU science departments have decreased. We attribute this success to changes in pedagogic approaches, focusing on active learning exercises in large (200+) and small (<75) courses. Innovative use of an electronic personal response system has also improved attendance, enrollment and student learning in our general education courses. This approach was developed by a fixed-term faculty hire in Geoscience Education. As per our departmental strategic plan, we plan to hire again in this area to further these successes and implement new approaches to learning and teaching in our undergraduate educational programs.

Recruitment of minority students to U.S. epidemiology degree programs. The American College of Epidemiology Committee on Minority Affairs.

PubMed

St George, D M; Schoenbach, V J; Reynolds, G H; Nwangwu, J; Adams-Campbell, L

1997-05-01

African-, Hispanic-, and Native Americans are underrepresented in the field of epidemiology including degree programs. As part of the assessment component of its mandate, the American College of Epidemiology Committee on Minority Affairs conducted a survey of minority recruitment activities of U.S. epidemiology degree programs. The survey, containing questions related to marketing activities, institution infrastructure, financial support, academic offerings, and receptive/supportive environment, was mailed to all programs identified in Episource as offering epidemiology degrees. Separate responses were requested concerning activities at the department and school levels. Fifty-two completed questionnaires were received (response rate of 79%). All but two institutions had at least one activity conducted by either the department or the school. However, all activities were more common at the school- than at the department-level. Indeed, some activities [a written minority student recruitment plan (6% of departments and 52% of schools), personnel with minority recruitment responsibilities (4% of departments and 73% of schools)] were almost exclusively school-sponsored. Although marketing-type activities were the most common minority recruitment tool used by departments, only 21% made visits to minority schools, 17% visited other colleges specifically to recruit minorities, and 12% produced materials targeted to ethnic/racial minorities. Six percent of the departments and 19% of the schools offered financial support (grants, fellowships, scholarships) to almost all underrepresented minority students. Even though individual epidemiology degree programs may not see a need for general recruitment activities in order to maintain the size of their applicant pool, minority-specific recruitment activities should be undertaken to enhance and diversify that pool. We recommend that epidemiology departments develop, adopt, and implement comprehensive written plans for the recruitment of underrepresented minority students into their programs.

Strategies and perceived barriers to recruitment of underrepresented minority students in physician assistant programs.

PubMed

DiBaise, Michelle; Salisbury, Helen; Hertelendy, Attila; Muma, Richard D

2015-03-01

The purpose of this descriptive cross-sectional study was to identify the characteristics and effectiveness of recruitment strategies for underrepresented minorities (URM) and barriers to URM applicants to physician assistant programs. A 108-question survey was e-mailed to 168 physician assistant programs; 36 partial and 67 fully completed surveys were returned. The fully completed surveys were used in the data analysis. Participants were asked about the use of 20 recruitment strategies and the importance of 34 perceived barriers to enrollment of URM applicants. Of the 20 recruitment strategies, only 4 were used by close to 50% or more of programs: site visits (61.2%), preadmission counseling (58.2%), student loans (57.6%), and presentations targeted to minority students (47.8%). Only 9% of programs used enrichment courses, but this strategy was rated as most effective. Of the 34 barriers, the most frequent was low undergraduate grade point average (GPA) (82.5%). Self-reported success in recruitment was correlated with increased URM matriculation. Higher proportion of African American and Hispanic faculty on admissions committees was correlated with increased rates of URM matriculation. According to a similar survey, compared with medical schools, physician assistant programs use URM recruitment strategies less frequently and perceive financial barriers as a larger problem. The academically competitive physician assistant applicant pool decreases the need for recruitment of all students. Use of GPA and standardized test scores as sole criteria for admission and lack of recruitment of URM students lead to a decrease in diversity. If the physician assistant profession desires to improve student diversity in programs, they should consider using a more holistic approach for the admission process, which may allow for a more flexible and individualized review of applicants.

From Folklore to Molecular Pharmacophores: Cultivating STEM Students among Young, First-Generation Female Mexican-Americans

ERIC Educational Resources Information Center

Gardea, Jessica; Rios, Laura; Pal, Rituraj; Gardea-Torresdey, Jorge L.; Narayan, Mahesh

2011-01-01

The Research and Engineering Apprenticeship Program of the Academy of Applied Science has funded several high school student summer internships to work within the Department of Chemistry at the University of Texas at El Paso. Over the last nine years, young Mexican-American scholars have been recruited into STEM-specific (science, technology,…

STYLE OF ADULT LEADERSHIP AND PERSONAL CHARACTERISTICS DESIRED IN AN ADULT LEADER BY LOW SOCIO-ECONOMIC RURAL YOUTH.

ERIC Educational Resources Information Center

APPS, JEROLD W.

THE PURPOSE OF THIS STUDY WAS TO DETERMINE FACTORS RELATED TO THE RECRUITMENT AND TRAINING OF VOLUNTEER ADULT LEADERS FOR WORK WITH LOWER SOCIOECONOMIC RURAL YOUTH IN UNIVERSITY EXTENSION YOUTH PROGRAMS. SPECIFICALLY, THE STUDY WAS CONCERNED WITH COMPARING RURAL YOUTH OF DIFFERENT SOCIOECONOMIC STATUSES AS TO THEIR PERCEPTION OF PERSONAL…

Struggling for the Soul. The Politics of Schooling and the Construction of the Teacher.

ERIC Educational Resources Information Center

Popkewitz, Thomas S.

This book presents information from a study of Teach for America, an alternative teacher education program that recruits and trains people with degrees in fields other than education to work in urban and rural schools with chronic teacher shortages, poverty, and minority students. The book is an effort to understand how different discourses of…

The Effects of Employer-Sponsored Child Care on Employee Absenteeism, Turnover, Productivity, Recruitment or Job Satisfaction: What Is Claimed and What Is Known.

ERIC Educational Resources Information Center

Miller, Thomas I.

1984-01-01

Evaluates the evidence supporting claims that employer-sponsored child care programs improve employee work behaviors and attitudes. Results indicated that assertions that employer-sponsored child care reduces workers' absenteeism or tardiness, or that it increases workers' productivity or job satisfaction are not supported by credible research.…

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…

NCWWI Traineeships: A National Cross-Site Evaluation of Child Welfare Stipend Programs for Ethnically Diverse Students

ERIC Educational Resources Information Center

Leake, Robin; de Guzman, Anna; Rienks, Shauna; Archer, Gretchen; Potter, Cathryn

2015-01-01

The task of recruiting and retaining ethnically diverse, qualified, and committed social workers in child welfare is challenging. Federal funding supporting BSW and MSW education has been a catalyst for university-agency partnerships across the country. An important goal of these partnerships is to prepare social work students with the knowledge,…

Seventh annual National Conference of Black Physics students. Summary report, February 12--13, 1993

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

Not Available

The 1993 conference hosted a wide variety of presentations and activities. Continuing the NCBPS tradition, we offered technical physics presentations, tours of physics research facilities, a career and educational fair, technical presentations by students, dinner speakers and a dance. New this, year were the interactive workshops (described in the section entitled ``New Features``). We included a ``celebrity`` speaker -- Col. Fred Gregory, an African-American NASA astronaut This presentation was featured on the local TV news. There were two last minute changes to the program They included: the replacement of Howard Adams and Tim Childs with Sylvia Wilson and Warren Buck,more » respectively. Howard Adams was ill and canceled a couple of days in advance. He recommended Sylvia Wilson, also of the GEM Program, as a replacement speaker. The substitution worked quite well, especially since our program was lacking in female speakers. Tim Childs missed his flight so Warren Buck, who attended the conference as an observer, generously filled in at the last minute. We ran a brief survey of the corporate, governmental and educational recruiters who were part of our Career/Educational Fair. Of 15 recruiters, 9 responded to the survey. All who responded said they were pleased with the conference arrangements. See Appendix C for the complete results of the Survey for Recruiters.« less

The Relationship between Neighborhood Characteristics and Recruitment into Adolescent Family-Based Substance Use Prevention Programs

PubMed Central

Byrnes, Hilary F.; Miller, Brenda A.; Aalborg, Annette E.; Keagy, Carolyn D.

2011-01-01

Youth in disadvantaged neighborhoods are at risk for poor health outcomes. Characteristics of these neighborhoods may translate into intensified risk due to barriers utilizing preventive care, such as substance use prevention programs. While family-level risks affect recruitment into prevention programs, few studies have addressed the influence of neighborhood risks. This study consists of 744 families with an 11-12 year old child recruited for a family-based substance use prevention program. Using U.S. Census data, logistic regressions showed neighborhoods were related to recruitment, beyond individual characteristics. Greater neighborhood unemployment was related to decreased agreement to participate in the study and lower rates of high school graduation were related to lower levels of actual enrollment. Conversely, higher rates of single-female headed households were related to increased agreement. Recruitment procedures may need to recognize the variety of barriers and enabling forces within the neighborhood in developing different strategies for the recruitment of youth and their families. PMID:22042521

The relationship between neighborhood characteristics and recruitment into adolescent family-based substance use prevention programs.

PubMed

Byrnes, Hilary F; Miller, Brenda A; Aalborg, Annette E; Keagy, Carolyn D

2012-04-01

Youth in disadvantaged neighborhoods are at risk for poor health outcomes. Characteristics of these neighborhoods may translate into intensified risk due to barriers utilizing preventive care such as substance use prevention programs. While family-level risks affect recruitment into prevention programs, few studies have addressed the influence of neighborhood risks. This study consists of 744 families with an 11- to 12-year-old child recruited for a family-based substance use prevention program. Using US Census data, logistic regressions showed neighborhoods were related to recruitment, beyond individual characteristics. Greater neighborhood unemployment was related to decreased agreement to participate in the study and lower rates of high school graduation were related to lower levels of actual enrolment. Conversely, higher rates of single-female-headed households were related to increased agreement. Recruitment procedures may need to recognize the variety of barriers and enabling forces within the neighborhood in developing different strategies for the recruitment of youth and their families.

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.

HIV epidemic in Far-Western Nepal: effect of seasonal labor migration to India

PubMed Central

2011-01-01

Background Because of limited work opportunities in Nepal and the open-border provision between Nepal and India, a seasonal labor migration of males from Far-Western Nepal to India is common. Unsafe sexual activities of these migrants in India, such as frequent visits to brothels, lead to a high HIV prevalence among them and to a potential transmission upon their return home to Nepal. The present study aims to evaluate the role of such seasonal labor-migration to India on HIV transmission in Far-Western Nepal and to assess prevention programs. Methods An HIV epidemic model was developed for a population in Far-Western Nepal. The model was fitted to the data to estimate the back and forth mobility rates of labor-migrants to India, the HIV prevalence among migrants and the HIV transmission rate in Far-Western Nepal. HIV prevalence, new infections, disease deaths and HIV infections recruited from India were calculated. Prevention programs targeting the general population and the migrants were evaluated. Results Without any intervention programs, Far-Western Nepal will have about 7,000 HIV infected individuals returning from India by 2015, and 12,000 labor-migrants living with HIV in India. An increase of condom use among the general population from 39% to 80% will reduce new HIV infections due to sexual activity in Far-Western Nepal from 239 to 77. However, such a program loses its effectiveness due to the recruitment of HIV infections via returning migrants from India. The reduction of prevalence among migrants from 2.2% to 1.1% can bring general prevalence down to 0.4% with only 3,500 recruitments of HIV infections from India. Conclusion Recruitment of HIV infections from India via seasonal labor-migrants is the key factor contributing to the HIV epidemic in Far-Western Nepal. Prevention programs focused on the general population are ineffective. Our finding highlights the urgency of developing prevention programs which reduce the prevalence of HIV among migrants for a successful control of the HIV epidemic in Far-Western Nepal. PMID:21569469

Fathers’ Perceived Reasons for Their Underrepresentation in Child Health Research and Strategies to Increase Their Involvement

PubMed Central

Charles, Jo N.; Khandpur, Neha; Nelson, Timothy J.

2017-01-01

Purpose Examine fathers’ perceived reasons for their lack of inclusion in pediatric research and strategies to increase their participation. Description We conducted expert interviews with researchers and practitioners (N = 13) working with fathers to inform the development of an online survey. The survey—which measured fathers’ perceived reasons for their underrepresentation in pediatric research, recommended recruitment venues, and research personnel and study characteristics valued by fathers—was distributed online and in-person to fathers. Assessment Respondents included 303 fathers. Over 80 % of respondents reported that fathers are underrepresented in pediatric research because they have not been asked to participate. Frequently recommended recruitment venues included community sports events (52 %), social service programs (48 %) and the internet (60 %). Compared with white fathers, more non-white fathers recommended public transit (19 % vs. 10 %, p = .02), playgrounds (16 % vs. 6 %, p = .007) and barber shops (34 % vs. 14 %, p <.0001) and fewer recommended doctors’ offices (31 % vs. 43 %, p = .046) as recruitment venues. Compared with residential fathers (100 % resident with the target child), more non-residential fathers recommended social services programs (45 % vs. 63 %, p = .03) and public transit (10 % vs. 27 %, p = .001) and fewer recommended the workplace (17 % vs. 40 %, p = .002) as recruitment venues. Study brevity, perceived benefits for fathers and their families, and the credibility of the lead organization were valued by fathers. Conclusion Fathers’ participation in pediatric research may increase if researchers explicitly invite father to participate, target father-focused recruitment venues, clearly communicate the benefits of the research for fathers and their families and adopt streamlined study procedures. PMID:27473093

Effects of Childhood Gymnastics Program on Spatial Working Memory.

PubMed

Hsieh, Shu-Shih; Lin, Chih-Chien; Chang, Yu-Kai; Huang, Chung-Ju; Hung, Tsung-Min

2017-12-01

A growing body of evidence has demonstrated the positive effects of physical exercise on cognition in children, and recent studies have specifically investigated the cognitive benefits of exercises involving cognitive-motor interactions, such as gymnastics. This study examined the effect of 8 wk of gymnastics training on behavioral and neurophysiological measures of spatial working memory in children. Forty-four children age 7 to 10 yr were recruited. The experimental group (n = 24; age, 8.7 ± 1.1 yr) was recruited from Yilan County in Taiwan, while the control group (n = 20; age, 8.6 ± 1.1 yr) resided in Taipei City. The experimental group undertook 8 wk of after-school gymnastics training (2 sessions per week, 90 min per session), whereas the control group received no intervention and were instructed to maintain their routine daily activities. Working memory was assessed by performance on a modified delayed match-to-sample test and by event-related potential including the P3 component. Data were collected before and after treatment for the experimental group and at the same time interval for the control group. Response accuracy improved after the experimental intervention regardless of working memory demands. Likewise, the P3 amplitude was larger at the parietal site after gymnastics training regardless of the task difficulty. Our results suggest that a short period of gymnastics training had a general facilitative effect on spatial working memory at both behavioral and neurophysiological levels in children. These finding highlight the potential importance of exercise programs involving cognitive-motor interactions in stimulating development of spatial cognition during childhood.

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…

76 FR 21001 - Notice of Proposed Information Collection: Comment Request; Fellowship Recruitment for the...

Federal Register 2010, 2011, 2012, 2013, 2014

2011-04-14

... DEPARTMENT OF HOUSING AND URBAN DEVELOPMENT [Docket No. FR-5486-N-09] Notice of Proposed Information Collection: Comment Request; Fellowship Recruitment for the Fellowship Placement Program AGENCY... information: Title of Proposal: Fellowship Recruitment for the Fellowship Placement Program. OMB Control...

Strengthening Māori participation in the New Zealand health and disability workforce.

PubMed

Ratima, Mihi M; Brown, Rachel M; Garrett, Nick K G; Wikaire, Erena I; Ngawati, Renei M; Aspin, Clive S; Potaka, Utiku K

2007-05-21

Substantial progress has been made in Māori health and disability workforce development in the past 15 years. Key factors in successful programs to increase Māori health workforce recruitment and retention include Māori leadership, mentorship and peer support; and comprehensive support within study programs and in the transitions between school, university and work. The interventions to date provide a strong basis for ongoing action to address inequities in Māori health workforce participation, and are likely to be relevant to health workforce development approaches for other indigenous peoples.

RSVP: An experimental organization.

PubMed

Oram, P G

1967-09-01

RSVP is a volunteer organization of psychologists formed to facilitate participation in community activities. Its first venture was in working with 10 tutoring programs in the Boston area. Emphasis in the first year was on discovering areas in which psychologists could be helpful. Projects included group discussion leadership, workshops, and recruitment of tutors and professionals. At present the organization is attempting to broaden the number and kind of activities in which it is engaged and is facing a number of questions relative to future programs. The members consider that RSVP has been a successful experiment.

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.

Is It Time for Entrustable Professional Activities for Residency Program Directors?

PubMed

Bing-You, Robert G; Holmboe, Eric; Varaklis, Kalli; Linder, Jo

2017-06-01

Residency program directors (PDs) play an important role in establishing and leading high-quality graduate medical education programs. However, medical educators have failed to codify the position on a national level, and PDs are often not recognized for the significant role they play. The authors of this Commentary argue that the core entrustable professional activities (EPAs) framework may be a mechanism to further this work and define the roles and responsibilities of the PD position. Based on personal observations as PDs and communications with others in the academic medicine community, the authors used work in competency-based medical education to define a list of potential EPAs for PDs. The benefits of developing these EPAs include being able to define competencies for PDs using a deconstructive process, highlighting the increasingly important role PDs play in leading high-quality graduate medical education programs, using EPAs as a framework to assess PD performance and provide feedback, allowing PDs to focus their professional development efforts on the most important areas for their work, and helping guide the PD recruitment and selection processes.

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.

Identification of Strategies for Penetrating the 19-to-23-Year-Old Recruiting Market.

DTIC Science & Technology

1982-04-01

which the program might form the basis of an experimental marketing strategy . Information was also gathered on the Recruiting Resource Allocation Study...further examination of the potential relationship between these programs and Navy recruiting indicated that a marketing strategy built on this...as a marketing strategy for further development for the same reasons that CETA and Employment Service programs were not considered promising. 10 . .1w

Addressing the challenge of diversity in the graduate ranks: good practices yield good outcomes.

PubMed

Thompson, Nancy L; Campbell, Andrew G

2013-01-01

In this paper, we examine the impact of implementing three systemic practices on the diversity and institutional culture in biomedical and public health PhD training at Brown University. We hypothesized that these practices, designed as part of the National Institutes of Health-funded Initiative to Maximize Student Development (IMSD) program in the Division of Biology and Medicine, would have a positive effect on underrepresented minority (URM) recruitment and retention and objective measures of student success. These practices include: 1) develop strategic partnerships with selected undergraduate institutions; 2) provide a personalized education program of student support and skill-based modules to supplement discipline-based course work; and 3) transform institutional culture by engaging faculty in supporting diversity-related goals and practices. Data comparing URM numbers and key academic milestones before and after implementation of IMSD practices support the initial hypothesis and effectiveness of these practices at Brown. Program components are broadly applicable as best practices for others seeking to improve URM recruitment and achievements of graduate students traditionally underrepresented in the sciences.

Developing research and recruitment while fostering stakeholder engagement in a National Institutes of Mental Health-funded Interventions and Practice Research Infrastructure Programs grant for depression.

PubMed

Stirman, Shannon Wiltsey; Goldstein, Lizabeth A; Wrenn, Glenda; Barrett, Marna; Gibbons, Mary Beth Connolly; Casiano, Delane; Thompson, Donald; Green, Patricia P; Heintz, Laura; Barber, Jacques P; Crits-Christoph, Paul

2010-01-01

In the context of a National Institutes of Mental Health-funded Interventions and Practice Research Infrastructure Programs (IP-RISP) grant for the treatment of depression, a partnership was developed between a community mental health organization and a team of researchers. This paper describes the collaborative process, key challenges, and strategies employed to meet the goals of the first phase of the grant, which included development of a working and sustainable partnership and building capacity for recruitment and research. This paper was developed through the use of qualitative interviews and discussion with a variety of IP-RISP partners. Communication with multiple stakeholders through varied channels, feedback from stakeholders on research procedures, and employing a research liaison at the clinic have been key strategies in the first phase of the grant. The strategies we employed allowed multiple stakeholders to contribute to the larger mission of the IP-RISP and helped to establish an ongoing research program within the mental health organization.

Addressing the Challenge of Diversity in the Graduate Ranks: Good Practices Yield Good Outcomes

PubMed Central

Thompson, Nancy L.; Campbell, Andrew G.

2013-01-01

In this paper, we examine the impact of implementing three systemic practices on the diversity and institutional culture in biomedical and public health PhD training at Brown University. We hypothesized that these practices, designed as part of the National Institutes of Health–funded Initiative to Maximize Student Development (IMSD) program in the Division of Biology and Medicine, would have a positive effect on underrepresented minority (URM) recruitment and retention and objective measures of student success. These practices include: 1) develop strategic partnerships with selected undergraduate institutions; 2) provide a personalized education program of student support and skill-based modules to supplement discipline-based course work; and 3) transform institutional culture by engaging faculty in supporting diversity-related goals and practices. Data comparing URM numbers and key academic milestones before and after implementation of IMSD practices support the initial hypothesis and effectiveness of these practices at Brown. Program components are broadly applicable as best practices for others seeking to improve URM recruitment and achievements of graduate students traditionally underrepresented in the sciences. PMID:23463225

A Directory of Public Service Internships: Opportunities for the Graduate, Post-Graduate and Mid-Career Professional, 1974-75.

ERIC Educational Resources Information Center

National Center for Public Service Internship Programs, Washington, DC.

Listed alphabetically by program title, the information for each public service internship program includes: address and phone number, program director, administering agency, year commenced, interns/fellows per year, objectives of program, program design, scope of placement, sponsors/mentors, scope of recruitment, recruitment strategies, screening…

The Impact of the 2008 Council of Emergency Residency Directors (CORD) Panel on Emergency Medicine Resident Diversity.

PubMed

Boatright, Dowin; Tunson, Java; Caruso, Emily; Angerhofer, Christy; Baker, Brooke; King, Renee; Bakes, Katherine; Oberfoell, Stephanie; Lowenstein, Steven; Druck, Jeffrey

2016-11-01

In 2008, the Council of Emergency Medicine Residency Directors (CORD) developed a set of recruitment strategies designed to increase the number of under-represented minorities (URMs) in Emergency Medicine (EM) residency. We conducted a survey of United States (US) EM residency program directors to: describe the racial and ethnic composition of residents; ascertain whether each program had instituted CORD recruitment strategies; and identify program characteristics associated with recruitment of a high proportion of URM residents. The survey was distributed to accredited, nonmilitary US EM residency programs during 2013. Programs were dichotomized into high URM and low URM by the percentage of URM residents. High- and low-URM programs were compared with respect to size, geography, percentage of URM faculty, importance assigned to common applicant selection criteria, and CORD recruitment strategies utilized. Odds ratios and 95% confidence limits were calculated. Of 154 residency programs, 72% responded. The median percentage of URM residents per program was 9%. Only 46% of EM programs engaged in at least two recruitment strategies. Factors associated with higher resident diversity (high-URM) included: diversity of EM faculty (high-URM) (odds ratio [OR] 5.3; 95% confidence interval [CI] 2.1-13.0); applicant's URM status considered important (OR 4.9; 95% CI 2.1-11.9); engaging in pipeline activities (OR 4.8; 95% CI 1.4-15.7); and extracurricular activities considered important (OR 2.6; 95% CI 1.2-6.0). Less than half of EM programs have instituted two or more recruitment strategies from the 2008 CORD diversity panel. EM faculty diversity, active pipeline programs, and attention paid to applicants' URM status and extracurricular activities were associated with higher resident diversity. Copyright © 2016 Elsevier Inc. All rights reserved.

The longer term impact of a novel rural mental health recruitment strategy: A quasi-experimental study.

PubMed

Sutton, Keith P; Maybery, Darryl; Patrick, Kent J

2015-12-01

This study examines the longer term impact of the Gippsland Mental Health Vacation School program, an initiative designed to orientate preregistration allied health and nursing students to rural mental health employment and career opportunities. Student participants from vacation schools held from July 2010 to August 2013 were invited to complete on-line surveys prior to, immediately following and 6 months after the event. Participant rating of Interest in rural work, mental health work and rural mental health work and responses to the student attitudes to rural practice and life questionnaire were analyzed using repeated measure analyses of variance. There was a large and significant positive increase in pre to post scores for student interest and attitudes to working in and career in the rural mental health sector. These gains in interest and attitudes fell away by approximately 50% in the six months following the program. The changes in attitudes toward rural work remained significant six months after the program, while attitudes to rural life at six months following the program were not-significantly different to the preprogram scores. The findings highlight that although a short term program designed to attract students to rural mental health work can positively change participants' interest in and attitudes toward rural work and life, the change diminishes over time. However, interest in rural work and career and rural work attitudes generally maintain significant improvement in the longer term. These differential findings have important implications for developing strategies to overcome rural mental health workforce shortages. © 2015 Wiley Publishing Asia Pty Ltd.

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...

Recruitment. Getting Customers for Employment and Training Programs.

ERIC Educational Resources Information Center

Newton, Greg

This workbook presents the essential principles of successful marketing and applies the proven strategies used by the private sector to attract customers for their products to the recruitment of clients for employment and training programs. It also provides the tools and how-to's to develop recruitment strategies. Informative materials, lists of…

Recruiting for Rehabilitation Counselor Education Programs: Twenty Years Later

ERIC Educational Resources Information Center

Paul, Heidi; Brodwin, Martin G.

2017-01-01

Purpose: To examine changes in recruitment procedures over the past 20 years and the effect of these changes on the number of students entering rehabilitation programs at California State University, Los Angeles (CSULA). Method: The authors reviewed recruitment practices at CSULA and student enrollment of graduates and undergraduates in…

76 FR 38201 - Notice of Submission of Proposed Information Collection to OMB; Fellowship Recruitment for the...

Federal Register 2010, 2011, 2012, 2013, 2014

2011-06-29

... DEPARTMENT OF HOUSING AND URBAN DEVELOPMENT [Docket No. FR-5480-N-60] Notice of Submission of Proposed Information Collection to OMB; Fellowship Recruitment for the Fellowship Placement Program AGENCY... following information: Title of Proposal: Fellowship Recruitment for the Fellowship Placement Program. OMB...

Recruitment of rural healthcare professionals for live continuing education.

PubMed

Holuby, Ronnie Scott; Pellegrin, Karen L; Barbato, Anna; Ciarleglio, Anita

2015-01-01

Introduction The availability of rural healthcare is a growing concern in the United States as fewer healthcare providers choose to work in rural areas. Accessing quality continuing education (CE) for rural healthcare practitioners (HCPs) remains a challenge and may pose a barrier to quality care. Methods To maximize attendance at a live, in-person, free CE program focusing on geriatric medication and issues specifically targeted to HCPs in rural areas, two methods were implemented sequentially. The first method used formal advertising implemented by a professional marketing service to promote CE events. The second method enlisted local healthcare organizations and physician groups to promote the CE event to their employees. Cost per attendee was calculated for comparison. Results Professional marketing services recruited 31 HCPs (March 2011) and resulted in a per-participant recruitment cost of US$428.62. Local healthcare organizations and physician groups' marketing recruited 48 HCPs (July-August 2011) and resulted in a per-participant recruitment cost of US$55.19. Discussion Providing free CE coordinated through local healthcare organizations and physician groups was the most cost-effective method of recruiting rural HCPs for CE. Formal advertising added cost without increasing the number of participants per event. Although this is the first study of the cost-effectiveness of recruitment methods targeting HCPs in rural areas, results are consistent with research on cost-effectiveness of outreach to rural lay community members.

Recruitment of rural healthcare professionals for live continuing education.

PubMed

Holuby, Ronnie Scott; Pellegrin, Karen L; Barbato, Anna; Ciarleglio, Anita

2015-01-01

The availability of rural healthcare is a growing concern in the United States as fewer healthcare providers choose to work in rural areas. Accessing quality continuing education (CE) for rural healthcare practitioners (HCPs) remains a challenge and may pose a barrier to quality care. To maximize attendance at a live, in-person, free CE program focusing on geriatric medication and issues specifically targeted to HCPs in rural areas, two methods were implemented sequentially. The first method used formal advertising implemented by a professional marketing service to promote CE events. The second method enlisted local healthcare organizations and physician groups to promote the CE event to their employees. Cost per attendee was calculated for comparison. Professional marketing services recruited 31 HCPs (March 2011) and resulted in a per-participant recruitment cost of US$428.62. Local healthcare organizations and physician groups' marketing recruited 48 HCPs (July-August 2011) and resulted in a per-participant recruitment cost of US$55.19. Providing free CE coordinated through local healthcare organizations and physician groups was the most cost-effective method of recruiting rural HCPs for CE. Formal advertising added cost without increasing the number of participants per event. Although this is the first study of the cost-effectiveness of recruitment methods targeting HCPs in rural areas, results are consistent with research on cost-effectiveness of outreach to rural lay community members.

Recruitment and Participation of Older Lesbian and Bisexual Women in Intervention Research.

PubMed

Wood, Susan F; Brooks, Jacquetta; Eliason, Michele J; Garbers, Samantha; McElroy, Jane A; Ingraham, Natalie; Haynes, Suzanne G

2016-07-07

Very little research has addressed issues of recruitment and participation of lesbian and bisexual (LB) women, aged 40 and older, into research studies. This study is based on a larger cross-site intervention study that recruited women from five geographic regions in the United States for culturally specific LB healthy weight programs, lasting 12 or 16 weeks. Principal investigators (PIs) of the five intervention programs completed a questionnaire on recruitment and participation strategies and barriers. Participant data on completion and sociodemographic variables were compiled and analyzed. The recruitment strategies the programs' PIs identified as most useful included word-of-mouth participant referrals, emails to LB participants' social networks, and use of electronic health records (at the two clinic-based programs) to identify eligible participants. Flyers and web postings were considered the least useful. Once in the program, participation and completion rates were fairly high (approximately 90%), although with varying levels of engagement in the different programs. Women who were younger or single were more likely to drop out. Women with disabilities had a lower participation/completion rate (82%) than women without any disability (93%). Dropouts were associated with challenges in scheduling (time of day, location) and changes in health status. Implementation of key strategies can improve both recruitment and participation, but there is a great need for further study of best practices to recruit and promote participation of LB women for health intervention research. Copyright © 2016 Jacobs Institute of Women's Health. All rights reserved.

Exploring deliberate mentoring approaches aimed at improving the recruitment and persistence of undergraduate women in the geosciences

NASA Astrophysics Data System (ADS)

Pollack, I. B.; Adams, A. S.; Barnes, R.; Bloodhart, B.; Bowker, C.; Burt, M. A.; Clinton, S. M.; Godfrey, E.; Henderson, H.; Hernandez, P. R.; Sample McMeeking, L. B.; Sayers, J.; Fischer, E. V.

2016-12-01

In fall 2015, an interdisciplinary team with expertise in the geosciences, psychology, education, and STEM persistence began a five-year longitudinal project focused on understanding whether a multi-part mentoring program can increase the persistence of undergraduate women in the geosciences. The program focuses on mentoring 1st and 2nd year female undergraduate students from five universities in Colorado and Wyoming and four universities in North and South Carolina, and includes a weekend workshop, mentoring by professional women across geoscience fields, and both in-person and virtual peer networks. In fall 2015, we recruited 85 students from both regions into cohort 1 as well as a propensity score matched group of 255 female students that did not participate in the program. An equal or greater number of students are anticipated for cohort 2 from recruitment in fall 2016. Both cohorts will have attended weekend-long workshops (cohort 1 in October 2015, and cohort 2 in October 2016), which aimed to introduce students to various careers and lifestyles of those working in the geosciences, guide students through their strengths and interests, and address gender biases that students may face. Early analyses indicate that students who are interested in participating in the program are more likely to reject stereotypes and beliefs that the sciences are masculine, and to see science as being compatible with benefitting society. The web-platform (http://geosciencewomen.org/), designed to enable peer-mentoring and provide resources, was launched in fall 2015 and is used by both cohorts. We will present an overview of the major components of the program, early findings from focus group and survey-based feedback from participants, and discuss lessons learned during 2015 that were applied to 2016.

Using Facebook for Health-related Research Study Recruitment and Program Delivery

PubMed Central

Pedersen, Eric R.; Kurz, Jeremy

2015-01-01

Facebook has become an important tool for recruiting research participants and for program delivery. Given the wide use of Facebook, there is much potential for the site to help with recruitment efforts in both physical and behavioral health care arenas; reaching groups typically difficult to recruit and providing outreach to individuals that may not have received services elsewhere. Health studies using Facebook have generally reported success, including cost-effectiveness, recruitment of samples in brief periods of time, and ability to locate participants for follow-up research. Still, the use of Facebook for research and program delivery is a relatively new area that warrants more research attention and guidance around issues like validity of data, representativeness of samples, and protections of human subjects. PMID:26726313

Using Facebook for Health-related Research Study Recruitment and Program Delivery.

PubMed

Pedersen, Eric R; Kurz, Jeremy

2016-05-01

Facebook has become an important tool for recruiting research participants and for program delivery. Given the wide use of Facebook, there is much potential for the site to help with recruitment efforts in both physical and behavioral health care arenas; reaching groups typically difficult to recruit and providing outreach to individuals that may not have received services elsewhere. Health studies using Facebook have generally reported success, including cost-effectiveness, recruitment of samples in brief periods of time, and ability to locate participants for follow-up research. Still, the use of Facebook for research and program delivery is a relatively new area that warrants more research attention and guidance around issues like validity of data, representativeness of samples, and protections of human subjects.

Retention of minority participants in clinical research studies.

PubMed

Keller, Colleen S; Gonzales, Adelita; Fleuriet, K Jill

2005-04-01

Recruitment of minority participants for clinical research studies has been the topic of several analytical works. Yet retention of participants, most notably minority and underserved populations, is less reported and understood, even though these populations have elevated health risks. This article describes two related, intervention-based formative research projects in which researchers used treatment theory to address issues of recruitment and retention of minority women participants in an exercise program to reduce obesity. Treatment theory incorporates a model of health promotion that allows investigators to identify and control sources of extraneous variables. The authors' research demonstrates that treatment theory can improve retention of minority women participants by considering critical inputs, mediating processes, and substantive participant characteristics in intervention design.

On the problem of making science attractive for women and minorities: An annotated bibliography

NASA Astrophysics Data System (ADS)

Yarrison-Rice, Jan M.

1995-03-01

How can educators assess and address the lack of interest exhibited by underrepresented youth in science? What strategies can be employed to recruit and retain these young people? Along with a bibliography, the author provides the reader with a brief summary of 20 notable works in the field of recruitment and retention of underrepresented students in math and science. Although highlighted retention and intervention programs reported herein are targeted at young women in particular, many of the suggested strategies are applicable to all students regardless of race, gender, or socio-economic background. It provides scientists who have an interest in science education with basic literature addressing this topic.

A Comparison of Recruitment Methods for an mHealth Intervention Targeting Mothers: Lessons from the Growing Healthy Program.

PubMed

Laws, Rachel A; Litterbach, Eloise-Kate V; Denney-Wilson, Elizabeth A; Russell, Catherine G; Taki, Sarah; Ong, Kok-Leong; Elliott, Rosalind M; Lymer, Sharyn J; Campbell, Karen J

2016-09-15

Mobile health (mHealth) programs hold great promise for increasing the reach of public health interventions. However, mHealth is a relatively new field of research, presenting unique challenges for researchers. A key challenge is understanding the relative effectiveness and cost of various methods of recruitment to mHealth programs. The objectives of this study were to (1) compare the effectiveness of various methods of recruitment to an mHealth intervention targeting healthy infant feeding practices, and (2) explore factors influencing practitioner referral to the intervention. The Growing healthy study used a quasi-experimental design with an mHealth intervention group and a concurrent nonrandomized comparison group. Eligibility criteria included: expectant parents (>30 weeks of gestation) or parents with an infant <3 months old, ability to read and understand English, own a mobile phone, ≥18 years old, and living in Australia. Recruitment to the mHealth program consisted of: (1) practitioner-led recruitment through Maternal and Child Health nurses, midwives, and nurses in general practice; (2) face-to-face recruitment by researchers; and (3) online recruitment. Participants' baseline surveys provided information regarding how participants heard about the study, and their sociodemographic details. Costs per participant recruited were calculated by taking into account direct advertising costs and researcher time/travel costs. Practitioner feedback relating to the recruitment process was obtained through a follow-up survey and qualitative interviews. A total of 300 participants were recruited to the mHealth intervention. The cost per participant recruited was lowest for online recruitment (AUD $14) and highest for practice nurse recruitment (AUD $586). Just over half of the intervention group (50.3%, 151/300) were recruited online over a 22-week period compared to practitioner recruitment (29.3%, 88/300 over 46 weeks) and face-to-face recruitment by researchers (7.3%, 22/300 over 18 weeks). No significant differences were observed in participant sociodemographic characteristics between recruitment methods, with the exception that practitioner/face-to-face recruitment resulted in a higher proportion of first-time parents (68% versus 48%, P=.002). Less than half of the practitioners surveyed reported referring to the program often or most of the time. Key barriers to practitioner referral included lack of time, difficulty remembering to refer, staff changes, lack of parental engagement, and practitioner difficulty in accessing the app. Online recruitment using parenting-related Facebook pages was the most cost effective and timely method of recruitment to an mHealth intervention targeting parents of young infants. Consideration needs to be given to addressing practitioner barriers to referral, to further explore if this can be a viable method of recruitment.

A Comparison of Recruitment Methods for an mHealth Intervention Targeting Mothers: Lessons from the Growing Healthy Program

PubMed Central

Litterbach, Eloise-Kate V; Denney-Wilson, Elizabeth A; Russell, Catherine G; Taki, Sarah; Ong, Kok-Leong; Elliott, Rosalind M; Lymer, Sharyn J; Campbell, Karen J

2016-01-01

Background Mobile health (mHealth) programs hold great promise for increasing the reach of public health interventions. However, mHealth is a relatively new field of research, presenting unique challenges for researchers. A key challenge is understanding the relative effectiveness and cost of various methods of recruitment to mHealth programs. Objective The objectives of this study were to (1) compare the effectiveness of various methods of recruitment to an mHealth intervention targeting healthy infant feeding practices, and (2) explore factors influencing practitioner referral to the intervention. Methods The Growing healthy study used a quasi-experimental design with an mHealth intervention group and a concurrent nonrandomized comparison group. Eligibility criteria included: expectant parents (>30 weeks of gestation) or parents with an infant <3 months old, ability to read and understand English, own a mobile phone, ≥18 years old, and living in Australia. Recruitment to the mHealth program consisted of: (1) practitioner-led recruitment through Maternal and Child Health nurses, midwives, and nurses in general practice; (2) face-to-face recruitment by researchers; and (3) online recruitment. Participants’ baseline surveys provided information regarding how participants heard about the study, and their sociodemographic details. Costs per participant recruited were calculated by taking into account direct advertising costs and researcher time/travel costs. Practitioner feedback relating to the recruitment process was obtained through a follow-up survey and qualitative interviews. Results A total of 300 participants were recruited to the mHealth intervention. The cost per participant recruited was lowest for online recruitment (AUD $14) and highest for practice nurse recruitment (AUD $586). Just over half of the intervention group (50.3%, 151/300) were recruited online over a 22-week period compared to practitioner recruitment (29.3%, 88/300 over 46 weeks) and face-to-face recruitment by researchers (7.3%, 22/300 over 18 weeks). No significant differences were observed in participant sociodemographic characteristics between recruitment methods, with the exception that practitioner/face-to-face recruitment resulted in a higher proportion of first-time parents (68% versus 48%, P=.002). Less than half of the practitioners surveyed reported referring to the program often or most of the time. Key barriers to practitioner referral included lack of time, difficulty remembering to refer, staff changes, lack of parental engagement, and practitioner difficulty in accessing the app. Conclusions Online recruitment using parenting-related Facebook pages was the most cost effective and timely method of recruitment to an mHealth intervention targeting parents of young infants. Consideration needs to be given to addressing practitioner barriers to referral, to further explore if this can be a viable method of recruitment. PMID:27634633

Recruiting hard-to-reach United States population sub-groups via adaptations of snowball sampling strategy

PubMed Central

Sadler, Georgia Robins; Lee, Hau-Chen; Seung-Hwan Lim, Rod; Fullerton, Judith

2011-01-01

Nurse researchers and educators often engage in outreach to narrowly defined populations. This article offers examples of how variations on the snowball sampling recruitment strategy can be applied in the creation of culturally appropriate, community-based information dissemination efforts related to recruitment to health education programs and research studies. Examples from the primary author’s program of research are provided to demonstrate how adaptations of snowball sampling can be effectively used in the recruitment of members of traditionally underserved or vulnerable populations. The adaptation of snowball sampling techniques, as described in this article, helped the authors to gain access to each of the more vulnerable population groups of interest. The use of culturally sensitive recruitment strategies is both appropriate and effective in enlisting the involvement of members of vulnerable populations. Adaptations of snowball sampling strategies should be considered when recruiting participants for education programs or subjects for research studies when recruitment of a population based sample is not essential. PMID:20727089

Recruitment of hard-to-reach population subgroups via adaptations of the snowball sampling strategy.

PubMed

Sadler, Georgia Robins; Lee, Hau-Chen; Lim, Rod Seung-Hwan; Fullerton, Judith

2010-09-01

Nurse researchers and educators often engage in outreach to narrowly defined populations. This article offers examples of how variations on the snowball sampling recruitment strategy can be applied in the creation of culturally appropriate, community-based information dissemination efforts related to recruitment to health education programs and research studies. Examples from the primary author's program of research are provided to demonstrate how adaptations of snowball sampling can be used effectively in the recruitment of members of traditionally underserved or vulnerable populations. The adaptation of snowball sampling techniques, as described in this article, helped the authors to gain access to each of the more-vulnerable population groups of interest. The use of culturally sensitive recruitment strategies is both appropriate and effective in enlisting the involvement of members of vulnerable populations. Adaptations of snowball sampling strategies should be considered when recruiting participants for education programs or for research studies when the recruitment of a population-based sample is not essential.

Promoting Diversity through Program Websites: A Multicultural Content Analysis of School Psychology Program Websites

ERIC Educational Resources Information Center

Smith, Leann V.; Blake, Jamilia J.; Graves, Scott L.; Vaughan-Jensen, Jessica; Pulido, Ryne; Banks, Courtney

2016-01-01

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…

Young Adult Learning Academy (YALA): Summary of Program Information for the Period 7/1/89-6/30/90.

ERIC Educational Resources Information Center

City Univ. of New York, NY. Young Adult Learning Academy.

The Young Adult Learning Academy (YALA) established by the Office of the Mayor of New York City serves dropouts aged 16 to 24 years of age who read below the eighth-grade level. Fourteen independent agencies recruit the students and provide services that include counseling, work maturity training, and job placement. During fiscal year 1990, YALA…

What Works Clearinghouse Quick Review of the Report "Efficacy of a Theory-Based Abstinence-Only Intervention Over 24 Months"

ERIC Educational Resources Information Center

What Works Clearinghouse, 2010

2010-01-01

The study examined whether a theory-based abstinence-only education program could reduce sexual behavior over a 24-month follow-up period. The study recruited sixth- and seventh-grade volunteers from four public middle schools serving low-income African-American communities in a city in the northeastern United States. The study authors randomly…

Recruitment strategies and costs for a community-based physical activity program.

PubMed

Peck, Lara E; Sharpe, Patricia A; Burroughs, Ericka L; Granner, Michelle L

2008-04-01

A community-based participatory research project using social marketing strategies was implemented to promote physical activity among women aged 35 to 54 who were insufficiently active or completely inactive. A variety of media were used to disseminate messages about how to enroll in Step Up. Step Out! This article describes the effectiveness and cost of the recruitment strategies and lessons learned in recruiting the women. Of the total inquiries (n = 691), 430 women were eligible and enrolled in the program. Based on data from questionnaires, the most effective method of recruiting women into Step Up. Step Out! was word of mouth (36%). Newspaper ads accounted for 29% of the women's responses. The least effective method was billboards. Mass media was not as effective in recruiting women for the program as interpersonal efforts such as word of mouth. Interpersonal efforts are a valuable and possibly underrated recruitment and promotion tool.

Predictors of Employee Involvement in a Worksite Health Promotion Program.

ERIC Educational Resources Information Center

Rost, Kathryn; And Others

1990-01-01

A recruitment effort aimed at utility company employees enrolled 64 percent (679) in a health promotion program. Results demonstrate that sociodemographic predictors of recruitment are almost a mirror image of employee participation in worksite health promotion programs. (JOW)

Student Recruitment and Retention Efforts in PETE: Cloudy Skies or Silver Linings

ERIC Educational Resources Information Center

Bulger, Sean M.; Braga, Luciana; DiGiacinto, Kacey; Jones, Emily M.

2016-01-01

This article addresses current issues and trends related to teacher candidate recruitment in physical education teacher education programs. It highlights the efforts of program leaders in three different higher education institutions to recruit and retain well-qualified physical education majors. The key lessons learned from these cases serve as a…

Breaking from Traditionalism: Strategies for the Recruitment of Physical Education Teachers

ERIC Educational Resources Information Center

O'Neil, Kason; Richards, K. Andrew R.

2018-01-01

Teacher education programs across the country are being asked to systematically and deliberately recruit teacher candidates who are not only highly qualified, but represent diverse backgrounds. Coupled with dwindling enrollments, these programs may want to reevaluate the types of students recruited into a career in physical education. This article…

A University Approach to Improving STEM Teacher Recruitment and Retention

ERIC Educational Resources Information Center

Hubbard, Keith; Embry-Jenlink, Karen; Beverly, Lesa

2015-01-01

The authors describe successful STEM teacher recruiting and training practices developed through the Talented Teachers in Training for Texas (T4) program. They discuss implementing three distinctive recruiting experiences--a STEM Master Teacher Job Shadow, a STEM Day, and a NASA Aerospace Teachers Program--along with a multiyear scholarship and…

Recruiting and Retaining Learners in Workplace Literacy Programs in New Zealand

ERIC Educational Resources Information Center

Benseman, John

2013-01-01

Successful workplace literacy and numeracy programs are dependent on effective strategies to recruit and then retain course participants. This article reports on the recruitment strategies used in a large workplace literacy and numeracy project involving 535 workers in 18 courses. It provides an analysis of the strategies used, their rates of…

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…

The Role of Housing: A Comparison of Front-Line Provider Views in Housing First and Traditional Programs

PubMed Central

Stanhope, Victoria; Padgett, Deborah K.

2011-01-01

Purpose Within the mental health system, there are two distinct service models for adults who have severe mental illness and are homeless: one prioritizes treatment before accessing permanent housing (Treatment First) while the other provides permanent housing upfront followed by clinical support (Housing First). Investigating front-line providers working within these two models affords an opportunity to learn more about their implementation from an insider perspective, thus shedding light on whether actual practice is consistent with or contrary to these program models’ contrasting philosophical values. Methods Forty-one providers were recruited from four agencies as part of a NIMH funded qualitative study. Multiple, in-depth interviews lasting 30–45 min were conducted with providers that explored working within these agencies. Thematic analysis was utilized to compare the views of 20 providers working in Housing First versus the 21 providers working in Treatment First programs. Results Providers viewed housing as a priority but differences emerged between Treatment First and Housing First providers along three major themes: the centrality of housing, engaging consumers through housing, and (limits to…) a right to housing. Conclusion Ironically, this study revealed that providers working within Treatment First programs were consumed with the pursuit of housing, whereas Housing First providers focused more on clinical concerns since consumers already had housing. Clearly, how programs position permanent housing has very different implications for how providers understand their work, the pressures they encounter, and how they prioritize client goals. PMID:20521164

14 CFR 1214.1101 - Announcement.

Code of Federal Regulations, 2010 CFR

2010-01-01

... Recruitment and Selection Program § 1214.1101 Announcement. (a) Astronaut candidate opportunities Will be... Opportunity Programs, NASA Headquarters, will provide assistance in the recruiting process. [54 FR 37940, Sept...

Recruiting seniors with chronic low back pain for a randomized controlled trial of a self-management program.

PubMed

Groupp, Elyse; Haas, Mitchell; Fairweather, Alisa; Ganger, Bonnie; Attwood, Michael

2005-02-01

To identify recruitment challenges and elucidate specific strategies that enabled recruitment of seniors for a randomized trial on low back pain comparing the Chronic Disease Self-management Program of the Stanford University to a 6-month wait-list control group. Recruitment for a randomized controlled trial. Community-based program offered at 12 locations. Community-dwelling seniors 60 years and older with chronic low back pain of mechanical origin. Passive recruitment strategies included advertisement in local and senior newspapers, in senior e-mail newsletters and listservs, in local community centers and businesses. Active strategies included meeting seniors at health fairs, lectures to the public and organizational meetings, and the help of trusted professionals in the community. A total of 100 white and 20 African American seniors were recruited. The program seemed to have the most appeal to white, middle-class older adults, educated through high school level. Advertisement failed to attract any participants to the program. Successful strategies included interaction with seniors at health fairs and lectures on health care, especially when the program was endorsed by a trusted community professional. Generating interest in the self-management program required keen communication skills because the idea of "self-management" was met with a myriad of responses, ranging from disinterest to disbelief. Generating interest also required active participation within the communities. Initial contacts had to be established with trusted professionals, whose endorsement enabled the project managers to present the concept of self-management to the seniors. More complex recruitment strategies were required for this study involving the self-management approach to back pain than for studies involving treatment.

Piloting proactive marketing to recruit disadvantaged adults to a community-wide obesity prevention program.

PubMed

O'Hara, Blythe J; Eggins, Dianne; Phongsavan, Philayrath; Milat, Andrew J; Bauman, Adrian E; Wiggers, John

2015-03-30

Population-wide obesity prevention and treatment programs are fundamental to addressing the increasing overweight and obesity rates in socioeconomically disadvantaged populations. Innovative recruitment strategies, including proactive marketing strategies, are needed to ensure such programs have universal reach and target vulnerable populations. This study aimed to determine the success of proactive recruitment to Australia's Get Healthy Information and Coaching Service® (GHS) and to assess whether the recruitment strategy influenced participants' outcomes. Sociodemographic information was collected from all GHS participants who joined the service between February 2009 and August 2013, and anthropometric information regarding behavioural risk factors was collected from all GHS coaching participants at baseline and six months. Data were analysed according to the participants' referral source (self-referral and secondary referral versus proactive recruitment). Participants recruited through proactive marketing were more likely to be male, aged 50 years or older, have high school education, not be in paid employment and be from the lowest three quintiles of socioeconomic advantage. The risk factor profile of coaching participants recruited through proactive marketing did not vary significantly from those recruited via other mechanisms, although they were less likely to be obese and less likely to have a higher 'at risk' waist circumference measurement. Proactively recruited coaching participants reported significant improvements from baseline to six months (consistent with improvements made by participants recruited through other strategies), although they were significantly more likely to withdraw from coaching before they completed the six-month program.Proactive marketing facilitated use of an obesity prevention service; similar services may have greater reach if proactive marketing recruitment strategies are used. These strategies could be encouraged to assist such services to achieve optimal population impact among hard-to-reach populations.

Academic plastic surgery: faculty recruitment and retention.

PubMed

Chen, Jenny T; Girotto, John A; Kitzmiller, W John; Lawrence, W Thomas; Verheyden, Charles N; Vedder, Nicholas B; Coleman, John J; Bentz, Michael L

2014-03-01

A critical element of a thriving academic plastic surgery program is the quality of faculty. A decline in recruitment and retention of faculty has been attributed to the many challenges of academic medicine. Given the substantial resources required to develop faculty, academic plastic surgery has a vested interest in improving the process of faculty recruitment and retention. The American Council of Academic Plastic Surgeons Issues Committee and the American Society of Plastic Surgeons/Plastic Surgery Foundation Academic Affairs Council surveyed the 83 existing programs in academic plastic surgery in February of 2012. The survey addressed the faculty-related issues in academic plastic surgery programs over the past decade. Recruitment and retention strategies were evaluated. This study was designed to elucidate trends, and define best strategies, on a national level. Academic plastic surgery programs have added substantially more full-time faculty over the past decade. Recruitment efforts are multifaceted and can include guaranteed salary support, moving expenses, nurse practitioner/physician's assistant hires, protected time for research, seed funds to start research programs, and more. Retention efforts can include increased compensation, designation of a leadership appointment, protected academic time, and call dilution. Significant change and growth of academic plastic surgery has occurred in the past decade. Effective faculty recruitment and retention are critical to a successful academic center. Funding sources in addition to physician professional fees (institutional program support, grants, contracts, endowment, and so on) are crucial to sustain the academic missions.

Our Student-Teacher Program Lets Us Spot Hot Faculty Prospects Early.

ERIC Educational Resources Information Center

Kolze, Richard C.

1988-01-01

A high school district in suburban Chicago recruits top quality teachers by emphasizing the importance of its student teaching program, committing extra time and resources to the program, and recruiting new staff members from the student teacher ranks. (MLF)

Investigating the Effect of Recruitment Variability on Length-Based Recruitment Indices for Antarctic Krill Using an Individual-Based Population Dynamics Model

PubMed Central

Thanassekos, Stéphane; Cox, Martin J.; Reid, Keith

2014-01-01

Antarctic krill (Euphausia superba; herein krill) is monitored as part of an on-going fisheries observer program that collects length-frequency data. A krill feedback management programme is currently being developed, and as part of this development, the utility of data-derived indices describing population level processes is being assessed. To date, however, little work has been carried out on the selection of optimum recruitment indices and it has not been possible to assess the performance of length-based recruitment indices across a range of recruitment variability. Neither has there been an assessment of uncertainty in the relationship between an index and the actual level of recruitment. Thus, until now, it has not been possible to take into account recruitment index uncertainty in krill stock management or when investigating relationships between recruitment and environmental drivers. Using length-frequency samples from a simulated population – where recruitment is known – the performance of six potential length-based recruitment indices is assessed, by exploring the index-to-recruitment relationship under increasing levels of recruitment variability (from ±10% to ±100% around a mean annual recruitment). The annual minimum of the proportion of individuals smaller than 40 mm (F40 min, %) was selected because it had the most robust index-to-recruitment relationship across differing levels of recruitment variability. The relationship was curvilinear and best described by a power law. Model uncertainty was described using the 95% prediction intervals, which were used to calculate coverage probabilities and assess model performance. Despite being the optimum recruitment index, the performance of F40 min degraded under high (>50%) recruitment variability. Due to the persistence of cohorts in the population over several years, the inclusion of F40 min values from preceding years in the relationship used to estimate recruitment in a given year improved its accuracy (mean bias reduction of 8.3% when including three F40 min values under a recruitment variability of 60%). PMID:25470296

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

PubMed

Bourgeault, Robert; Newmark, Jason

2012-01-01

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

Feasibility of Recruiting Families into a Heart Disease Prevention Program Based on Dietary Patterns

PubMed Central

Schumacher, Tracy L.; Burrows, Tracy L.; Thompson, Deborah I.; Spratt, Neil J.; Callister, Robin; Collins, Clare E.

2015-01-01

Offspring of parents with a history of cardiovascular disease (CVD) inherit a similar genetic profile and share diet and lifestyle behaviors. This study aimed to evaluate the feasibility of recruiting families at risk of CVD to a dietary prevention program, determine the changes in diet achieved, and program acceptability. Families were recruited into a pilot parallel group randomized controlled trial consisting of a three month evidence-based dietary intervention, based on the Mediterranean and Portfolio diets. Feasibility was assessed by recruitment and retention rates, change in diet by food frequency questionnaire, and program acceptability by qualitative interviews and program evaluation. Twenty one families were enrolled over 16 months, with fourteen families (n = 42 individuals) completing the study. Post-program dietary changes in the intervention group included small daily increases in vegetable serves (0.8 ± 1.3) and reduced usage of full-fat milk (−21%), cheese (−12%) and meat products (−17%). Qualitative interviews highlighted beneficial changes in food purchasing habits. Future studies need more effective methods of recruitment to engage families in the intervention. Once engaged, families made small incremental improvements in their diets. Evaluation indicated that feedback on diet and CVD risk factors, dietetic counselling and the resources provided were appropriate for a program of this type. PMID:26308048

Feasibility of Recruiting Families into a Heart Disease Prevention Program Based on Dietary Patterns.

PubMed

Schumacher, Tracy L; Burrows, Tracy L; Thompson, Deborah I; Spratt, Neil J; Callister, Robin; Collins, Clare E

2015-08-21

Offspring of parents with a history of cardiovascular disease (CVD) inherit a similar genetic profile and share diet and lifestyle behaviors. This study aimed to evaluate the feasibility of recruiting families at risk of CVD to a dietary prevention program, determine the changes in diet achieved, and program acceptability. Families were recruited into a pilot parallel group randomized controlled trial consisting of a three month evidence-based dietary intervention, based on the Mediterranean and Portfolio diets. Feasibility was assessed by recruitment and retention rates, change in diet by food frequency questionnaire, and program acceptability by qualitative interviews and program evaluation. Twenty one families were enrolled over 16 months, with fourteen families (n = 42 individuals) completing the study. Post-program dietary changes in the intervention group included small daily increases in vegetable serves (0.8 ± 1.3) and reduced usage of full-fat milk (-21%), cheese (-12%) and meat products (-17%). Qualitative interviews highlighted beneficial changes in food purchasing habits. Future studies need more effective methods of recruitment to engage families in the intervention. Once engaged, families made small incremental improvements in their diets. Evaluation indicated that feedback on diet and CVD risk factors, dietetic counselling and the resources provided were appropriate for a program of this type.

Analysis of the U.S. Navy Food Service Recruiting Program. Part 1. Attitudes and Reenlistment Plans of Food Service Enlistees

DTIC Science & Technology

1984-05-01

the Navy? (PLEASE CHECK ALL THAT APPLY TO WHERE YOU WORKED) FAST FOOD FRANCHISE CAFETERIA • BAKERY DELICATESSEN _ARANT NONE COFFEE SHOP 26. Was any...service equipment (item 20), working conditions in the galley and bakery (item 17), the quality of an MS’s co-workers (item 12), the chances for MS’s to... bakery 4.5 14.3 6.0 79.7 18. Food service work is routine and boring 3.7 5.6 16.3 78.1 19. You’d have lots of adventure 5.0 66.9 1.3 31.8 20. Food

A Comparison of the J-1 Visa Waiver and Loan Repayment Programs in the Recruitment and Retention of Physicians in Rural Nebraska.

PubMed

Opoku, Samuel T; Apenteng, Bettye A; Lin, Ge; Chen, Li-Wu; Palm, David; Rauner, Thomas

2015-01-01

There is a dearth of literature evaluating the effectiveness of programs aimed at recruiting and retaining physicians in rural Nebraska. Taking advantage of the Nebraska Health Professional Tracking System, this study attempts to comparatively assess the effectiveness of the J-1 visa waiver and state loan repayment programs in the recruitment and retention of physicians in rural Nebraska. A mixed methods approach was used. We tracked 240 physicians who enrolled in the J-1 visa waiver and state loan repayment programs between 1996 and 2012 until 2013. In addition, key informant interviews were conducted to obtain perspectives on the recruitment and retention of physicians in rural Nebraska through the 2 programs. Results from multilevel survival regression analysis indicated that physicians enrolled in the J-1 visa waiver program were more likely to leave rural Nebraska when compared with those enrolled in the state loan repayment program. Participants in the qualitative study, however, cautioned against declaring one program as superior over the other, given that the 2 programs addressed different needs for different communities. In addition, results suggested that fostering the integration of physicians and their families into rural communities might be a way of enhancing retention, regardless of program. The findings from this study highlight the complexity of recruitment and retention issues in rural Nebraska and suggest the need for more holistic and family-centered approaches to addressing these issues. © 2015 National Rural Health Association.

Partnerships for building strong internship and research experiences for undergraduates

NASA Astrophysics Data System (ADS)

Goehring, L.; Haacker-Santos, R.; Dutilly, E.

2013-12-01

REU and internship site directors often operate in geographic and institutional isolation from each other, unable to share best practices or resources. When collaboration is possible, benefits for both the students and leaders of these programs can be achieved. In 2013, the SOARS REU program, hosted at the National Center for Atmospheric Research (NCAR), supported the National Ecological Observatory Network (NEON) in creating a new internship program aimed at engaging undergraduate science and engineering students in NEON's work. Both student programs share the objective of reaching underrepresented groups in STEM. The year long collaboration allowed NEON to learn best practices in recruitment and support of students, mentor training, and program development, and to customize its internship according to its organization i.e., a science/engineering observatory under construction. Both programs shared several elements: students were housed together so that interns could tap into a larger cohort of supportive peers; students participated in a joint leadership training to strengthen cross program mentoring; and students met weekly for a scientific communications workshop. Having multiple science disciplines represented enhanced the workshop as students learned about writing styles and cultures of each other's fields, fostering an appreciation of different scientific disciplines and interdisciplinary thinking. Finally, at the end of the summer, students presented their findings in a joint poster session. We found that collaboration between programs led to increased recruitment of students from diverse backgrounds and support of students through stronger cohorts, shared trainings, and enhanced program content. In this presentation we share findings of our programs' evaluations and make recommendations on building collaborative partnerships for internships and research experiences for undergraduates.

First-Year Seminar Faculty: Recruitment, Supports, Motivators, and Challenges

ERIC Educational Resources Information Center

Sobel, Karen

2018-01-01

The majority of universities and four-year colleges in the USA currently offer first-year seminars in at least one format. These programs often pride themselves in recruiting from among their institutions' best teachers to lead the seminars. In reality, this process of recruitment to teach in the program, as well as retention of faculty members…

An Analysis of CPA Firm Recruiters' Perceptions of Online Masters of Accounting Degrees

ERIC Educational Resources Information Center

Metrejean, Eddie; Noland, Thomas G.

2011-01-01

Online education continues to grow at a rapid pace. Assessment of the effectiveness of online programs is needed to differentiate legitimate programs from diploma mills. The authors examined the perceptions of CPA firm recruiters on whether an online Master of Accounting (MACC) matters in the hiring decision. Results show that recruiters do not…

Fathers' Perceived Reasons for Their Underrepresentation in Child Health Research and Strategies to Increase Their Involvement.

PubMed

Davison, Kirsten K; Charles, Jo N; Khandpur, Neha; Nelson, Timothy J

2017-02-01

Purpose Examine fathers' perceived reasons for their lack of inclusion in pediatric research and strategies to increase their participation. Description We conducted expert interviews with researchers and practitioners (N = 13) working with fathers to inform the development of an online survey. The survey-which measured fathers' perceived reasons for their underrepresentation in pediatric research, recommended recruitment venues, and research personnel and study characteristics valued by fathers-was distributed online and in-person to fathers. Assessment Respondents included 303 fathers. Over 80 % of respondents reported that fathers are underrepresented in pediatric research because they have not been asked to participate. Frequently recommended recruitment venues included community sports events (52 %), social service programs (48 %) and the internet (60 %). Compared with white fathers, more non-white fathers recommended public transit (19 % vs. 10 %, p = .02), playgrounds (16 % vs. 6 %, p = .007) and barber shops (34 % vs. 14 %, p < .0001) and fewer recommended doctors' offices (31 % vs. 43 %, p = .046) as recruitment venues. Compared with residential fathers (100 % resident with the target child), more non-residential fathers recommended social services programs (45 % vs. 63 %, p = .03) and public transit (10 % vs. 27 %, p = .001) and fewer recommended the workplace (17 % vs. 40 %, p = .002) as recruitment venues. Study brevity, perceived benefits for fathers and their families, and the credibility of the lead organization were valued by fathers. Conclusion Fathers' participation in pediatric research may increase if researchers explicitly invite father to participate, target father-focused recruitment venues, clearly communicate the benefits of the research for fathers and their families and adopt streamlined study procedures.

Selection of dental hygiene as a career: associate degree students compared with baccalaureate students.

PubMed

DeVore, P L; Whitacre, H L; Cox, S S

1993-01-01

One of the most significant issues in the dental hygiene profession is the recruitment of qualified applicants. Throughout the decade of the 80s, a dramatic decline in enrollment has occurred in dental hygiene programs across the nation. According to recent demographic reports, there are fewer individuals in the age group where dental hygiene students are traditionally recruited and no significant change is expected. Therefore, in order to maintain and improve the pool of students preparing for a career in dental hygiene, it is critical that an attempt be made to understand the forces which lead students to choose the health care profession. A study was conducted using baccalaureate alumni and three classes in the baccalaureate degree dental hygiene program at The Ohio State University in order to determine why they had chosen the career of dental hygiene. This study was subsequently expanded to include students enrolled in eight associate degree dental hygiene programs in Ohio. The results from the survey indicate that career decisions are made at varying points in the educational process. Dentists and dental hygienists account for half of the influence in the decision process with high school guidance counselors having negligible influence. Nearly all respondents chose working with people as the top career benefit. Those findings point to the importance of involving dental and dental hygiene professionals in the recruitment process and the necessity to provide appropriate information to others who may provide career counseling.

Effectiveness of work-related medical rehabilitation in cancer patients: study protocol of a cluster-randomized multicenter trial.

PubMed

Wienert, Julian; Schwarz, Betje; Bethge, Matthias

2016-07-27

Work is a central resource for cancer survivors as it not only provides income but also impacts health and quality of life. Additionally, work helps survivors to cope with the perceived critical life event. The German Pension Insurance provides medical rehabilitation for working-age patients with chronic diseases to improve and restore their work ability, and support returning to or staying at work, and thus tries to sustainably avoid health-related early retirement. Past research showed that conventional medical rehabilitation programs do not support returning to work sufficiently and that work-related medical rehabilitation programs report higher return-to-work rates across several health conditions, when compared to medical rehabilitation. Therefore, the current study protocol outlines an effectiveness study of such a program for cancer survivors. To evaluate the effectiveness of work-related medical rehabilitation in cancer patients we conduct a cluster-randomized multicenter trial. In total, 504 rehabilitation patients between 18 and 60 years with a Karnofsky Performance Status of ≥70 %, a preliminary positive social-medical prognosis of employability for at least 3 h/day within the next 6 months and an elevated risk of not returning to work will be recruited in four inpatient rehabilitation centers. Patients are randomized to the work-related medical rehabilitation program or the conventional medical rehabilitation program based on their week of arrival at each rehabilitation center. The work-related medical rehabilitation program comprises additional work-related diagnostics, multi-professional team meetings, an introductory session as well as work-related functional capacity training, work-related psychological groups, and social counseling. All additional components are aimed at the adjustment of the patients' capacity in relation to their individual job demands. Role functioning defines the main study outcome and will be assessed with the EORTC-QLQ30. Secondary outcome measures are the remaining scales of the EORTC-QLQ30, fatigue, self-rated work ability, disease coping, participation in working life, realization of work-related goals and therapies during rehabilitation, and treatment satisfaction. A positive evaluation of work-related medical rehabilitation in cancer patients is expected due to the promising findings on the effectiveness of such programs for patients with other health conditions. Results may support the dissemination of work-related medical rehabilitation programs in German cancer rehabilitation. German Clinical Trials Register DRKS00007770 . Registered 13 May 2015.

“It Was Very Rewarding for Me …”: Senior Volunteers’ Experiences With Implementing a Reminiscence and Creative Activity Intervention

PubMed Central

Allen, Rebecca S.; Azuero, Casey B.; Csikai, Ellen L.; Parmelee, Patricia A.; Shin, Hae Jung; Kvale, Elizabeth; Durkin, Daniel W.; Burgio, Louis D.

2016-01-01

Purpose of the Study: To describe the experience of recruiting, training, and retaining retired senior volunteers (RSVs) as interventionists delivering a successful reminiscence and creative activity intervention to community-dwelling palliative care patients and their caregivers. Design and Methods: A community-based participatory research framework involved Senior Corps RSV programs. Recruitment meetings and feedback groups yielded interested volunteers, who were trained in a 4-hr session using role plays and real-time feedback. Qualitative descriptive analysis identified themes arising from: (a) recruitment/feedback groups with potential RSV interventionists; and (b) individual interviews with RSVs who delivered the intervention. Results: Themes identified within recruitment/feedback groups include questions about intervention process, concerns about patient health, positive perceptions of the intervention, and potential characteristics of successful interventionists. Twelve RSVs achieved 89.8% performance criterion in treatment delivery. Six volunteers worked with at least one family and 100% chose to work with additional families. Salient themes identified from exit interviews included positive and negative aspects of the experience, process recommendations, reactions to the Interventionist Manual, feelings arising during work with patient/caregiver participants, and personal reflections. Volunteers reported a strong desire to recommend the intervention to others as a meaningful volunteer opportunity. Implications: RSVs reported having a positive impact on palliative care dyads and experiencing personal benefit via increased meaning in life. Two issues require further research attention: (a) further translation of this cost-effective mode of treatment delivery for palliative dyads and (b) further characterization of successful RSVs and the long-term impact on their own physical, cognitive, and emotional functioning. PMID:26035882

"It Was Very Rewarding for Me …": Senior Volunteers' Experiences With Implementing a Reminiscence and Creative Activity Intervention.

PubMed

Allen, Rebecca S; Azuero, Casey B; Csikai, Ellen L; Parmelee, Patricia A; Shin, Hae Jung; Kvale, Elizabeth; Durkin, Daniel W; Burgio, Louis D

2016-04-01

To describe the experience of recruiting, training, and retaining retired senior volunteers (RSVs) as interventionists delivering a successful reminiscence and creative activity intervention to community-dwelling palliative care patients and their caregivers. A community-based participatory research framework involved Senior Corps RSV programs. Recruitment meetings and feedback groups yielded interested volunteers, who were trained in a 4-hr session using role plays and real-time feedback. Qualitative descriptive analysis identified themes arising from: (a) recruitment/feedback groups with potential RSV interventionists; and (b) individual interviews with RSVs who delivered the intervention. Themes identified within recruitment/feedback groups include questions about intervention process, concerns about patient health, positive perceptions of the intervention, and potential characteristics of successful interventionists. Twelve RSVs achieved 89.8% performance criterion in treatment delivery. Six volunteers worked with at least one family and 100% chose to work with additional families. Salient themes identified from exit interviews included positive and negative aspects of the experience, process recommendations, reactions to the Interventionist Manual, feelings arising during work with patient/caregiver participants, and personal reflections. Volunteers reported a strong desire to recommend the intervention to others as a meaningful volunteer opportunity. RSVs reported having a positive impact on palliative care dyads and experiencing personal benefit via increased meaning in life. Two issues require further research attention: (a) further translation of this cost-effective mode of treatment delivery for palliative dyads and (b) further characterization of successful RSVs and the long-term impact on their own physical, cognitive, and emotional functioning. © The Author 2015. Published by Oxford University Press on behalf of The Gerontological Society of America. All rights reserved. For permissions, please e-mail: journals.permissions@oup.com.

Alliance for NanoHealth (ANH) Training Program for the development of future generations of interdisciplinary scientists and collaborative research focused upon the advancement of nanomedicine

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

Gorenstein, David

The objectives of this program are to promote the mission of the Department of Energy (DOE) Science, Technology, Engineering, Math (STEM) Program by recruiting students to science and engineering disciplines with the intent of mentoring and supporting the next generation of scientists; to foster interdisciplinary and collaborative research under the sponsorship of ANH for the discovery and design of nano-based materials and devices with novel structures, functions, and properties; and to prepare a diverse work force of scientists, engineers, and clinicians by utilizing the unique intellectual and physical resources to develop novel nanotechnology paradigms for clinical application.

28 CFR 54.510 - Recruitment.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 28 Judicial Administration 2 2010-07-01 2010-07-01 false Recruitment. 54.510 Section 54.510... in Employment in Education Programs or Activities Prohibited § 54.510 Recruitment. (a) Nondiscriminatory recruitment and hiring. A recipient shall not discriminate on the basis of sex in the recruitment...

49 CFR 25.510 - Recruitment.

Code of Federal Regulations, 2010 CFR

2010-10-01

... 49 Transportation 1 2010-10-01 2010-10-01 false Recruitment. 25.510 Section 25.510 Transportation... Education Programs or Activities Prohibited § 25.510 Recruitment. (a) Nondiscriminatory recruitment and hiring. A recipient shall not discriminate on the basis of sex in the recruitment and hiring of employees...

28 CFR 92.8 - Providing recruitment services.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 28 Judicial Administration 2 2010-07-01 2010-07-01 false Providing recruitment services. 92.8... POLICING SERVICES (COPS) Police Recruitment Program Guidelines § 92.8 Providing recruitment services. The... populations to a police department. The recruitment strategies employed may include: (a) A process for...

6 CFR 17.510 - Recruitment.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 6 Domestic Security 1 2010-01-01 2010-01-01 false Recruitment. 17.510 Section 17.510 Domestic... in Employment in Education Programs or Activities Prohibited § 17.510 Recruitment. (a) Nondiscriminatory recruitment and hiring. A recipient shall not discriminate on the basis of sex in the recruitment...

14 CFR 1253.510 - Recruitment.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 14 Aeronautics and Space 5 2010-01-01 2010-01-01 false Recruitment. 1253.510 Section 1253.510... in Employment in Education Programs or Activities Prohibited § 1253.510 Recruitment. (a) Nondiscriminatory recruitment and hiring. A recipient shall not discriminate on the basis of sex in the recruitment...

Stress appraisal, coping, and work engagement among police recruits: an exploratory study.

PubMed

Kaiseler, Mariana; Queirós, Cristina; Passos, Fernando; Sousa, Pedro

2014-04-01

This study investigated the influence of stress appraisal and coping on work engagement levels (Absorption, Vigour, and Dedication) of police recruits. Participants were 387 men, ages 20 to 33 yr. (M = 24.1, SD = 2.4), in their last month of academy training before becoming police officers. Partially in support of predictions, work engagement was associated with Stressor control perceived, but not Stress intensity experienced over a self-selected stressor. Although the three dimensions of work engagement were explained by Stressor control and coping, Absorption was the dimension better explained by these variables. Police recruits reporting higher Absorption, Vigour, and Dedication reported using more Active coping and less Behavioural disengagement. Results showed that stress appraisal and coping are important variables influencing work engagement among police recruits. Findings suggested that future applied interventions fostering work engagement among police recruits should reinforce perceptions of control over a stressor as well as Active coping strategies.

Recruiting Students into Nursing: Prior Questions.

ERIC Educational Resources Information Center

Hipps, Opal S.

1983-01-01

Raises fundamental questions regarding student recruitment: (1) why recruit students into nursing? (2) what are the issues that determine whether a school should have a nursing program? and (3) what are students being recruited into? (JOW)

Association of weight at enlistment with enrollment in the Army Weight Control Program and subsequent attrition in the Assessment of Recruit Motivation and Strength Study.

PubMed

Bedno, Sheryl A; Lang, Christine E; Daniell, William E; Wiesen, Andrew R; Datu, Bennett; Niebuhr, David W

2010-03-01

The ongoing obesity epidemic has made recruiting qualified Army applicants increasingly difficult. A cohort of 10,213 Army enlisted subjects was enrolled in the Assessment of Recruit Motivation and Strength (ARMS) study from February 2005 through September 2006. Overweight recruits obtained a waiver for enlistment (n = 990) if they passed a screening physical fitness test. Recruits were evaluated for enrollment into the Army Weight Control Program (AWCP) and discharged during the 15 months following enlistment. Enrollment was higher among overweight recruits than recruits who met entrance standards (men: adjusted OR = 13.3 [95% CI: 10.3, 17.2]; women: adjusted OR = 3.6 [3.3, 3.9]). Although the discharge frequency was higher in the waiver group than in those who met standards (25.4% versus 19.9%, p < 0.001), there were only 10 (0.5% of total) discharges directly attributed to weight. Granting overweight waivers through the ARMS program increases enrollment to the AWCP but has little effect on weight-related attrition.

How The Army Runs. A Senior Leader Reference Handbook 2009-2010

DTIC Science & Technology

2010-01-01

PROGRAM ELEMENT NUMBER 6. AUTHOR(S) 5d. PROJECT NUMBER 5e. TASK NUMBER 5f. WORK UNIT NUMBER 7. PERFORMING ORGANIZATION NAME(S) AND ADDRESS(ES...recruiting objectives, carrying out engineer construction projects , by emphasizing the uniqueness of the function and providing associated specialty career...change, whether evolutionary or revolutionary, in cases where performance does not meet present requirements, or the projected security needs of the

A core city problem: recruitment and retention of salaried physicians.

PubMed

Paxton, G S; Sbarbaro, J A; Nossaman, N

1975-03-01

The professional and personal characteristics of all physicians recruited into a large urban governmentally sponsored health system were evaluated and correlated to staff retention and loss. The results were tabulated for 84 physicians, approximately 90 per cent of the physician work force, over a three-year period. Eighty per cent resided in either Denver or the state of Colorado prior to entry. This is further reflected in a significant percentage being enrolled in the local medical school or training programs prior to entry. These facts suggest a possible source of manpower for beginning programs. Twenty-six per cent came from private practice, 32 per cent from the military and 14 per cent from the Public Health Service. The turnover rate averaged 6.2 per cent per year, with 4.4 per cent being initiated by the physician and 1.8 per cent leaving because of administrative pressure. Data from other studies are reviewed. Factors which appear to influence retention positively were residency training (pediatricians), sex (females), age (over 38) and those with team experience. These factors suggest directions as to the type of physician who, if recruited, tend to reduce turnover. The establishment of a group practice atmosphere with rewards for clinical skills and the offering of unusual specialty opportunities are proposed as positive factors in the retention of staff.

A novel recruitment message to increase enrollment into a smoking cessation treatment program: preliminary results from a randomized trial.

PubMed

Schnoll, Robert A; Cappella, Joseph; Lerman, Caryn; Pinto, Angela; Patterson, Freda; Wileyto, E Paul; Bigman, Cabral; Leone, Frank

2011-12-01

Most smokers do not utilize approved interventions for nicotine dependence, reducing the probability of cessation. Smoking cessation programs typically use recruitment messages emphasizing the health threats of smoking. Augmenting this threat message by describing the genetic aspects of nicotine addiction may enhance enrollment into a cessation program. During telephone recruitment, 125 treatment-seeking smokers were randomized to receive by phone either a standard threat message or a threat plus genetic prime message and were offered open-label varenicline and counseling. There was a greater rate of enrollment into the cessation program for the threat plus genetic prime participants (51.7%) versus the threat-only participants (37.7%; p = .03). Smokers who self-identified from racial/ethnic minority groups were less likely to enroll in the cessation program (p = .01) versus smokers who self-identified as Caucasian. These preliminary data suggest that a simple, affordable, and transportable communication approach enhances enrollment of smokers into a smoking cessation program. A larger clinical trial to evaluate a genetic prime message for improving recruitment into smoking cessation programs is warranted.

Overcoming recruitment challenges in construction safety intervention research.

PubMed

Kidd, Pamela; Parshall, Mark; Wojcik, Susan; Struttmann, Tim

2004-03-01

Recruiting workers in small construction companies and securing their participation in voluntary safety programs or safety research poses unique challenges. Worker turnover and worksite changes contribute to difficulties in locating and enrolling participants. Economic pressures and time demands potentially threaten ongoing participation. Six simulation exercises designed to reduce back and fall injuries in small construction companies were developed based on data from focus groups of workers and company owners. Working with a workers' compensation insurer, we had access to owner-operators of general, heavy, and special trade construction companies reporting less than $10,000 in payroll expenses. Recruitment methods included a participation incentive, mailed invitations followed by phone contacts, and follow-up reminders. Despite using recruitment methods recommended in the literature, participation rates were low over a 2-year intervention period. Because of these difficulties, factors affecting participation or nonparticipation became an additional research focus. Owners' perceptions of already having a good safety record and of the time demands of participation were the most commonly cited reasons for not participating. Literature on recruitment emphasizes processes and procedures under investigator control rather than understanding potential participants' judgments about the adequacy of their existing practices and the potential benefits of intervention participation relative to potential time and productivity trade-offs. Greater attention to such judgments may enhance recruitment and participation in under-studied and difficult to access populations. Copyright 2004 Wiley-Liss, Inc.

Corporate Diversity Programs and Gender Inequality in the Oil and Gas Industry.

PubMed

Williams, Christine L; Kilanski, Kristine; Muller, Chandra

2014-11-01

Since the 1980s, major U.S. corporations have embraced diversity as a management strategy to increase the number of women in top jobs. Diversity management programs include targeted recruitment, hiring, and promotions policies; mentoring programs; affinity groups; and diversity training. Few of these programs have proven effective in achieving gender diversity in the corporate world, despite their widespread popularity. To explore the reasons for this, the authors investigate the experiences of women scientists in the oil and gas industry who are targeted by these programs. In-depth interviews reveal possible reasons why these programs fail to achieve their intended goals. The authors find that these programs can paradoxically reinforce gender inequality and male dominance in the industry. The authors discuss alternative approaches for addressing gender inequality in work organizations and conclude with implications of their findings for corporate approaches to promoting diversity and for future research.

Corporate Diversity Programs and Gender Inequality in the Oil and Gas Industry

PubMed Central

Williams, Christine L.; Kilanski, Kristine; Muller, Chandra

2014-01-01

Since the 1980s, major U.S. corporations have embraced diversity as a management strategy to increase the number of women in top jobs. Diversity management programs include targeted recruitment, hiring, and promotions policies; mentoring programs; affinity groups; and diversity training. Few of these programs have proven effective in achieving gender diversity in the corporate world, despite their widespread popularity. To explore the reasons for this, the authors investigate the experiences of women scientists in the oil and gas industry who are targeted by these programs. In-depth interviews reveal possible reasons why these programs fail to achieve their intended goals. The authors find that these programs can paradoxically reinforce gender inequality and male dominance in the industry. The authors discuss alternative approaches for addressing gender inequality in work organizations and conclude with implications of their findings for corporate approaches to promoting diversity and for future research. PMID:25558125

eHealth Recruitment Challenges

ERIC Educational Resources Information Center

Thompson, Debbe; Canada, Ashanti; Bhatt, Riddhi; Davis, Jennifer; Plesko, Lisa; Baranowski, Tom; Cullen, Karen; Zakeri, Issa

2006-01-01

Little is known about effective eHealth recruitment methods. This paper presents recruitment challenges associated with enrolling African-American girls aged 8-10 years in an eHealth obesity prevention program, their effect on the recruitment plan, and potential implications for eHealth research. Although the initial recruitment strategy was…

43 CFR 41.510 - Recruitment.

Code of Federal Regulations, 2010 CFR

2010-10-01

... 43 Public Lands: Interior 1 2010-10-01 2010-10-01 false Recruitment. 41.510 Section 41.510 Public... in Employment in Education Programs or Activities Prohibited § 41.510 Recruitment. (a) Nondiscriminatory recruitment and hiring. A recipient shall not discriminate on the basis of sex in the recruitment...

44 CFR 19.510 - Recruitment.

Code of Federal Regulations, 2010 CFR

2010-10-01

... 44 Emergency Management and Assistance 1 2010-10-01 2010-10-01 false Recruitment. 19.510 Section... Programs or Activities Prohibited § 19.510 Recruitment. (a) Nondiscriminatory recruitment and hiring. A recipient shall not discriminate on the basis of sex in the recruitment and hiring of employees. Where a...

10 CFR 1042.510 - Recruitment.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 10 Energy 4 2010-01-01 2010-01-01 false Recruitment. 1042.510 Section 1042.510 Energy DEPARTMENT... Education Programs or Activities Prohibited § 1042.510 Recruitment. (a) Nondiscriminatory recruitment and hiring. A recipient shall not discriminate on the basis of sex in the recruitment and hiring of employees...

45 CFR 86.53 - Recruitment.

Code of Federal Regulations, 2010 CFR

2010-10-01

... 45 Public Welfare 1 2010-10-01 2010-10-01 false Recruitment. 86.53 Section 86.53 Public Welfare... in Employment in Education Programs or Activities Prohibited § 86.53 Recruitment. (a) Nondiscriminatory recruitment and hiring. A recipient shall not discriminate on the basis of sex in the recruitment...

Peer Outreach Work as Economic Activity: Implications for HIV Prevention Interventions among Female Sex Workers

PubMed Central

George, Annie; Blankenship, Kim M.

2015-01-01

Female sex workers (FSWs) who work as peer outreach workers in HIV prevention programs are drawn from poor socio-economic groups and consider outreach work, among other things, as an economic activity. Yet, while successful HIV prevention outcomes by such programs are attributed in part to the work of peers who have dense relations with FSW communities, there is scant discussion of the economic implications for FSWs of their work as peers. Using observational data obtained from an HIV prevention intervention for FSWs in south India, we examined the economic benefits and costs to peers of doing outreach work and their implications for sex workers’ economic security. We found that peers considered their payment incommensurate with their workload, experienced long delays receiving compensation, and at times had to advance money from their pockets to do their assigned peer outreach work. For the intervention these conditions resulted in peer attrition and difficulties in recruitment of new peer workers. We discuss the implications of these findings for uptake of services, and the possibility of reaching desired HIV outcomes. Inadequate and irregular compensation to peers and inadequate budgetary outlays to perform their community-based outreach work could weaken peers’ relationships with FSW community members, undermine the effectiveness of peer-mediated HIV prevention programs and invalidate arguments for the use of peers. PMID:25775122

Peer outreach work as economic activity: implications for HIV prevention interventions among female sex workers.

PubMed

George, Annie; Blankenship, Kim M

2015-01-01

Female sex workers (FSWs) who work as peer outreach workers in HIV prevention programs are drawn from poor socio-economic groups and consider outreach work, among other things, as an economic activity. Yet, while successful HIV prevention outcomes by such programs are attributed in part to the work of peers who have dense relations with FSW communities, there is scant discussion of the economic implications for FSWs of their work as peers. Using observational data obtained from an HIV prevention intervention for FSWs in south India, we examined the economic benefits and costs to peers of doing outreach work and their implications for sex workers' economic security. We found that peers considered their payment incommensurate with their workload, experienced long delays receiving compensation, and at times had to advance money from their pockets to do their assigned peer outreach work. For the intervention these conditions resulted in peer attrition and difficulties in recruitment of new peer workers. We discuss the implications of these findings for uptake of services, and the possibility of reaching desired HIV outcomes. Inadequate and irregular compensation to peers and inadequate budgetary outlays to perform their community-based outreach work could weaken peers' relationships with FSW community members, undermine the effectiveness of peer-mediated HIV prevention programs and invalidate arguments for the use of peers.

Fossil energy technical manpower: forecasts of supply and demand

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

Friedman, B.S.

1975-10-01

The nation's overall need for engineers and physical scientists will continue to grow but is not expected to outpace the production of new graduates in these fields. Technical manpower shortages that might hinder the nation's fossil and other energy programs are not likely to occur. If a shortage does become a real threat, it could be countered by corrective actions: intensify efforts to sign up or retrieve the thousands of engineers and physical scientists who leave their technical field soon after graduation; recruit graduates, now working in other fields, who have potential for retraining in the critical area; increase themore » productivity of professionals through greater use of para-professionals or technicians; shorten the education pipeline by encouraging students to shift mid-stream from related disciplines to those in short supply; and as a last resort, admit the requisite number of non-quota immigrants with the desired training. Government agencies and industry are advised not to engage in campaigns to stimulate enrollment in specific technical fields. Such recruiting is usually a ''too-much, too-late'' measure. Forecasts of job opportunities are self-defeating and very often misleading. It is, therefore, unethical to use them as a basis for persuading high school students to enroll in specific disciplines. Certain kinds of student recruiting are, however, recommended: selective recruiting to attract more of the high-calibre students; and selective recruiting and use of stipends to attract more female, minority and/or low-income students with high potential. If universities recruit, it should be on the basis of intrinsic interest in a particular discipline, rather than on job outlook. As always, there is a need to improve the calibre and competence of the university ''end-product.'' Several programs and actions designed to do this are recommended for universities, ERDA and other governmental agencies, professional societies and industry.« less

Building Strong Geoscience Departments Through the Visiting Workshop Program

NASA Astrophysics Data System (ADS)

Ormand, C. J.; Manduca, C. A.; Macdonald, H.; Bralower, T. J.; Clemens-Knott, D.; Doser, D. I.; Feiss, P. G.; Rhodes, D. D.; Richardson, R. M.; Savina, M. E.

2011-12-01

The Building Strong Geoscience Departments project focuses on helping geoscience departments adapt and prosper in a changing and challenging environment. From 2005-2009, the project offered workshop programs on topics such as student recruitment, program assessment, preparing students for the workforce, and strengthening geoscience programs. Participants shared their departments' challenges and successes. Building on best practices and most promising strategies from these workshops and on workshop leaders' experiences, from 2009-2011 the project ran a visiting workshop program, bringing workshops to 18 individual departments. Two major strengths of the visiting workshop format are that it engages the entire department in the program, fostering a sense of shared ownership and vision, and that it focuses on each department's unique situation. Departments applied to have a visiting workshop, and the process was highly competitive. Selected departments chose from a list of topics developed through the prior workshops: curriculum and program design, program elements beyond the curriculum, recruiting students, preparing students for the workforce, and program assessment. Two of our workshop leaders worked with each department to customize and deliver the 1-2 day programs on campus. Each workshop incorporated exercises to facilitate active departmental discussions, presentations incorporating concrete examples drawn from the leaders' experience and from the collective experiences of the geoscience community, and action planning to scaffold implementation. All workshops also incorporated information on building departmental consensus and assessing departmental efforts. The Building Strong Geoscience Departments website complements the workshops with extensive examples from the geoscience community. Of the 201 participants in the visiting workshop program, 140 completed an end of workshop evaluation survey with an overall satisfaction rating of 8.8 out of a possible 10 points. Workshops resulted in changes in faculty attitudes and planned changes in programming. Participants wrote that they felt a greater ownership of their curricula and had a deeper understanding of the importance of general education offerings; they recognized a need for improvement; and they recognized a need to communicate the value of the geosciences to their institutions. Planned programmatic changes focused on curriculum revision, program assessment, student recruitment, and interactions with the institutional administration and the public. Leaders noted that the most effective workshops were those where the faculty cancelled all other activities for the duration of the workshop to focus on workshop goals.

Veterans' Preference: A Barrier to the Recruitment of Women?

ERIC Educational Resources Information Center

Kennedy, R. Bryan

1988-01-01

Examined recruitment data for the United States Missile Command from years 1978-1984 to ascertain whether or not the Veterans' Readjustment Program presented a barrier to recruitment of women. Found adverse effects on recruitment of women, noting recruitment efforts successful with one population may present barriers to another. (Author/ABL)

31 CFR 28.510 - Recruitment.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 31 Money and Finance: Treasury 1 2010-07-01 2010-07-01 false Recruitment. 28.510 Section 28.510... Basis of Sex in Employment in Education Programs or Activities Prohibited § 28.510 Recruitment. (a) Nondiscriminatory recruitment and hiring. A recipient shall not discriminate on the basis of sex in the recruitment...

41 CFR 101-4.510 - Recruitment.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 41 Public Contracts and Property Management 2 2010-07-01 2010-07-01 true Recruitment. 101-4.510... Employment in Education Programs or Activities Prohibited § 101-4.510 Recruitment. (a) Nondiscriminatory recruitment and hiring. A recipient shall not discriminate on the basis of sex in the recruitment and hiring...

45 CFR 83.12 - Recruitment.

Code of Federal Regulations, 2010 CFR

2010-10-01

... 45 Public Welfare 1 2010-10-01 2010-10-01 false Recruitment. 83.12 Section 83.12 Public Welfare... § 83.12 Recruitment. (a) Comparable recruitment. A federally supported entity shall, with respect to... demonstrate that such action is part of a recruitment program which does not have the effect of discriminating...

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.

A comparison of the performance of male and female CBD distributors in Peru.

PubMed

Foreit, J R; Garate, M R; Brazzoduro, A; Guillen, F; Herrera, M C; Suarez, F C

1992-01-01

This report presents the results of an operations research project to increase male involvement in family planning in Peru. Two community-based distribution (CBD) programs, PROFAMILIA of Lima and CENPROF of Trujillo, Peru, recruited male contraceptive distributors and compared their performance to that of female distributors recruited at the same time. Both programs found it harder to recruit men than women as distributors. Program supervisors, who were women, were less comfortable with men than with other women, even though there were no differences in distributor compliance with program norms. Male distributors were more likely to serve male clients and sell male methods (condoms), while female distributors were more likely to serve female clients and sell female methods (pills). Men sold as much or more total couple-years of protection than did women, and they recruited as many or more new acceptors. Gender was found to exert an impact on method mix independent of other distributor characteristics, such as age, education, marital status, and number of living children. The study suggests that family planning programs can influence method mix and client characteristics by recruiting men as CBD distributors.

The Virtual Poster Showcase: Opportunities for students to present their research from anywhere

NASA Astrophysics Data System (ADS)

Asher, P. M.; Furukawa, H.; Williams, B. M.; Holm Adamec, B.

2015-12-01

Although many students conduct research with faculty in organized summer programs or as part of their course work or their degree work, they often face barriers to traveling to present that research, especially at national or international conferences. This is especially true for students who are members of underrepresented minority populations and students studying outside of the United States. A new and exciting opportunity for undergraduate as well as graduate students to showcase their work is now available. AGU piloted three opportunities for an undergraduate and graduate virtual poster showcase in the fall of 2015. Student participants were recruited from a diverse array of groups including minority-serving organizations, two-year colleges, and internship programs at federal agencies and national laboratories. Students uploaded an abstract, poster, and short video explain their research, and then participated in Q&A sessions with peers as well as expert judges. This presentation will share characteristics of participating groups, lessons learned from this new program, and preliminary evaluation findings as well as plans for the future.

An evaluation of accessibility and content of microsurgery fellowship websites.

PubMed

Hu, Jiayi; Zhen, Meng; Olteanu, Cristina; Avram, Ronen

2016-01-01

Websites for residency and fellowship programs serve as effective educational and recruitment tools. To evaluate the accessibility and content of fellowship websites that are commonly used by microsurgery applicants for career development. A list of one-year microsurgery fellowship websites (MFWs) was compiled by visiting the centralized American Society for Reconstructive Microsurgery (ASRM) website, followed by performing an extensive 'Google' search in October 2015. Accessibility of MFWs was assessed. Website content regarding key recruitment and education variables was also comprehensively reviewed. Website content was correlated with program characteristics using t tests and ANOVA (two-tailed; P<0.05 was considered to be statistically significant). A list of 53 eligible programs was compiled. Only 15 of 51 (29%) ASRM program links were functional. On average, the combined content from ASRM website and individual MFWs had 2.91 of 6 recruitment variables and 1.32 of 6 education variables, respectively. The majority of programs listed 'eligibility criteria' (87%) and 'general information' (87%). 'Evaluation criteria' were most poorly reported (4%). Recruitment score was higher for United States programs compared with international counterparts (51% versus 33%, respectively; P=0.02). It was also higher in programs that focus on 'extremity' versus 'breast' (58% versus 37%; P=0.0028). Education scores did not differ according to location, program size, subspecialty of focus or participation in the Microsurgery Match process. Information regarding recruitment and education on most MFWs is scarce. Academic institutions should keep website content up to date and comprehensive to better assist candidates in the application process.

`INCLUDING' Partnerships to Build Authentic Research Into K-12 Science Education

NASA Astrophysics Data System (ADS)

Turrin, M.; Lev, E.; Newton, R.; Xu, C.

2017-12-01

Opportunities for authentic research experiences have been shown effective for recruiting and retaining students in STEM fields. Meaningful research experiences entail significant time in project design, modeling ethical practice, providing training, instruction, and ongoing guidance. We propose that in order to be sustainable, a new instructional paradigm is needed, one that shifts from being top-weighted in instruction to a distributed weight model. This model relies on partnerships where everyone has buy-in and reaps rewards, establishing broadened networks for support, and adjusting the mentoring model. We use our successful Secondary School Field Research Program as a model for this new paradigm. For over a decade this program has provided authentic geoscience field research for an expanding group of predominantly inner city high school youth from communities underrepresented in the sciences. The program has shifted the balance with returning participants now serving as undergraduate mentors for the high school student `researchers', providing much of the ongoing training, instruction, guidance and feedback needed. But in order to be sustainable and impactful we need to broaden our base. A recent NSF-INCLUDES pilot project has allowed us to expand this model, linking schools, informal education non-profits, other academic institutions, community partners and private funding agencies into geographically organized `clusters'. Starting with a tiered mentoring model with scientists as consultants, teachers as team members, undergraduates as team leaders and high school students as researchers, each cluster will customize its program to reflect the needs and strengths of the team. To be successful each organization must identify how the program fits their organizational goals, the resources they can contribute and what they need back. Widening the partnership base spreads institutional commitments for research scientists, research locations and lab space, meaningful projects and undergraduate mentors. Representatives from the clusters formed working groups to turn best practices in areas such as mentoring, recruitment, assessment and funding into a flexible structure for the clusters. These working groups will provide the outline to expand a successful authentic research program.

Caminos a la Ciencia: Recruiting and Retaining Latina High School Students in the Geosciences and Other STEM Disciplines through Cohort Learning

NASA Astrophysics Data System (ADS)

Michelsen, R. R. H.; Dominguez, R.; Marchetti, A. H.

2017-12-01

The Commonwealth of Virginia has a significant and growing Latinx population, however this population is underrepresented in the Science, Technology, Engineering, and Mathematics (STEM) workforce. Hispanic American participation in STEM degrees is low, making up only 4.5% of all Geoscience Bachelor's degrees in 2008. This student population faces challenges including a high poverty rate, lack of family members or mentors who have attended college, and lack of placement in or availability of advanced high school science and math courses. Latina girls face additional challenges such as family responsibilities and overcoming stereotypes about science and math abilities. We have developed a program that is designed to recruit Latina high schoolers, expose them to and engage them in STEM disciplines, and facilitate their matriculation into college. There are two components: a multi-year, week-long summer residential program at Randolph-Macon College (RMC), where the participants live and work together, and special events at our partners during the school year. The residential program consists of science and technology activities with RMC faculty, such as field work focusing on hydrology and space science laboratories. Students also travel to non-profit partners such as the Lewis Ginter Botanical Gardens and connect with Latinx scientists and engineers at local corporate partners such as WestRock, a paper/cardboard packaging company. The girls will return next summer for more in-depth research experiences and receive a college scholarship upon their completion of the program. During the school year, there will be monthly activities at our non-profit partners to keep the girls engaged and strengthen relationships in the cohort. Strengths of our program include 1) attention to engaging high schoolers' families with targeted programming for them on campus the first day of the program, 2) providing all materials in Spanish as well as English, and 3) a team consisting of academic, non-profit, and Fortune-500 corporate stakeholders. Here we report the successes of the first summer program as well as the attitudes of the participants towards STEM before and after the program.

Effects of the learning assistant experience on in-service teachers' practices

NASA Astrophysics Data System (ADS)

Gray, Kara E.; Webb, David C.; Otero, Valerie K.

2012-02-01

The Colorado Learning Assistant (LA) Program serves as a content-specific supplement to standard teacher preparation programs. In addition to transforming undergraduate STEM courses, it recruits and prepares math and science majors for teaching careers by involving university STEM faculty. The research reported here compares the teaching practices of in-service teachers who participated in the LA experience as undergraduates to a comparison group of teachers who did not participate in the LA program as undergraduates but were certified to teach through the same program. We report on teachers' views of assessments and differences in their teaching practices. This analysis is based on interviews with approximately 30 teachers and observations of their classrooms throughout their induction years of teaching. This work considers how the LA program may help improve current teacher preparation models.

Recruitment and enrollment of African Americans into health promoting programs: the effects of health promoting programs on cardiovascular disease risk study.

PubMed

Okhomina, Victoria I; Seals, Samantha R; Marshall, Gailen D

2018-04-03

Randomized controlled trials (RCT) often employ multiple recruitment methods to attract participants, however, special care must be taken to be inclusive of under-represented populations. We examine how recruiting from an existing observational study affected the recruitment of African Americans into a RCT that included yoga-based interventions. In particular, we report the recruitment success of The Effects of Health Promoting Programs (HPP) on Cardiovascular Disease Risk (NCT02019953), the first yoga-based clinical trial to focus only on African Americans. To recruit participants, a multifaceted recruitment strategy was implemented exclusively in the Jackson Heart Study (JHS) cohort. The HPP recruited from the JHS cohort using direct mailings, signs and flyers placed around JHS study facilities, and through JHS annual follow-up interviews. Enrollment into HPP was open to all active JHS participants that were eligible to return for the third clinic exam (n = 4644). The target sample size was 375 JHS participants over a 24 month recruitment and enrollment period. From the active members of the JHS cohort, 503 were pre-screened for eligibility in HPP. More than 90% of those pre-screened were provisionally eligible for the study. The enrollment goal of 375 was completed after a 16-month enrollment period with over 25% (n = 97) of the required sample size enrolling during the second month of recruitment. The findings show that participants in observational studies can be successfully recruited into RCT. Observational studies provide researchers with a well-defined population that may be of interest when designing clinical trials. This is particularly useful in the recruitment of a high-risk, traditionally underrepresented populations for non-pharmacological clinical trials where traditional recruitment methods may prolong enrollment periods and extend study budgets.

The New Mexico EPSCoR Undergraduate Research Opportunities Program: A Successful Summer Research Program for Community College and PUI College Students

NASA Astrophysics Data System (ADS)

Pullin, M. J.

2013-12-01

The statewide NSF New Mexico EPSCoR Program (Climate Change and Water in New Mexico) sponsored a summer undergraduate research program from 2009 to 2013. This program was open to undergraduates attending the state's community colleges and primarily undergraduate institutions (PUIs). Participants who are chosen for the program attend a week of workshops on climate change, hydrology, water quality and professional development. Following that, they spend eight weeks working with an EPSCoR-funded scientist at a research intensive university or related field site. Participants are paired during their research project. This strategy has been shown to be a key factor in the success and comfort level of the participants. The program concludes with a research conference and many of the participants later present their work at national and regional conferences. The program has shown to be effective at introducing students from non-research institutions to authentic research in the Earth and Environmental Sciences and improving their confidence in future success at higher degree levels. The program is also successful at recruiting underrepresented minority students, mainly from Hispanic and Native American populations. We will also present data on participant degree completions, transfers to four year colleges, STEM career attainment, and graduate school admissions.

Patient and Nurse Experiences in a Rural Chronic Disease Management Program: A Qualitative Evaluation.

PubMed

Davisson, Erica A; Swanson, Elizabeth A

Rural status confounds chronic disease self-management. The purpose of this qualitative, descriptive study was to evaluate the nurse-led "Living Well" chronic disease management program reporting patient recruitment and retention issues since program initiation in 2013. The Chronic Care Model (CCM) was the guiding framework used to reinforce that interdisciplinary teams must have productive patient interactions for their program(s) to be sustainable. A rural, Midwest county clinic's chronic disease management program. Observations, interviews, and within- and across-case coding were used. Patients' responses were analyzed to identify (1) reasons for recruitment and retention problems and (2) program elements that were viewed as successful or needing improvement. A convenience sample of 6 rural, English-speaking adults (65 years or older, with no severe cognitive impairment) with at least one chronic condition was recruited and interviewed. Themes emerged related to nurse knowledge, availability, and value; peer support; overcoming barriers; adherence enhancement; and family/friends' involvement. Patients reported engagement in self-management activities because of program elements such as support groups and productive nurse-patient interactions. Interdisciplinary communication, commitment, and patient referral processes were identified as reasons for recruitment and retention issues. Findings substantiated that certain elements must be present and improved upon for future rural programs to be successful. Interdisciplinary communication may need to be improved to address recruitment and retention problems. It was clear from patient interviews that the nurse coordinators played a major role in patients' self-management adherence and overall satisfaction with the program. This is important to case management because results revealed the need for programs of this nature that incorporate the vital role of nurse coordinators and align with the CCM value of providing a supportive community health care resource for patients with chronic disease.

NSF ADVANCE: Institutional Transformation to Achieve Faculty Diversity

NASA Astrophysics Data System (ADS)

Anthony, E. Y.

2004-12-01

The NSF ADVANCE initiative is designed to enhance gender equity in academic science and engineering faculty. One of its components - Institutional Transformation - has the goal of establishing strategies and policies that will revolutionize institutional climate so that diverse faculty flourish. The University of Texas at El Paso is one of 19 institutions to currently hold a 5-year grant under the Institutional Transformation program. This poster presentation highlights practices from the participating institutions. Two general aspects of the program are: 1) co-principal investigators are a blend of administrators and active researchers. This blend ensures a bottom-up, top-down approach to presenting gender equity to faculty. 2) Many of the investigators have diversity as their research focus, which is intended to result in rigorous, peer-reviewed dissemination of institutional results. Specific effors for all institutions relate to recruitment, retention, and advancement of female faculty and, by establishing equitable conditions, to improvement of the workplace for all faculty. To aid recruitment, institutions have committed faculty involved in the search process, including training of search committees in diversity strategies and interaction with candidates. A close working relationship with the campus EO officer is essential. Retention strategies center on mentoring, monetary support for research, and policy implementation. Policies focus on work-family balance. Advancement of females to important administrative and non-administrative leadership roles is the third focus. Workshops and seminars on leadership skills are common in the various institutions. Finally, a central theme of the program is that, in addition to specific strategies, institutions must articulate diversity as a core value and reflect on the means to actualize this value. More information on the NSF ADVANCE program, including links to the Institutional Transformation grantees, may be found on its webpage.

Partnering with a Community College and Research University to attract Underrepresented Students to the Geosciences: The Student Experience

NASA Astrophysics Data System (ADS)

Wickham, J. S.; Saunders, D.; Smith, G.

2015-12-01

A NSF sponsored partnership between the University of Texas at Arlington and the Tarrant County College District aimed to attract underrepresented lower-division students interested in STEM to the geosciences. The program recruited 32 students over 3 years, developed an innovative field course, provided tutoring and mentoring programs, and offered research assistantships for students to work with the research university faculty on funded projects. Under-represented students were 66% of the group. The data was gathered via a web-based survey from April 2nd to April 17th, 2015, using both open ended and item-level responses. Out of 32 participants, the response rate was a significant 50%. Some of the survey results include: 1) Most students heard about the program from faulty who recruited them in introductory level classes; 2) Almost all agreed that the geosciences were interesting, fun, important and a good career path; 3) 92% of the community college respondents found transferring to a research university somewhat or not too difficult; 4) The most helpful parts of the program included faculty mentors, the field course, research assistant experiences and relationships with faculty. The least helpful parts included the tutoring services, relationships with other students, and the semester kickoff meetings; 5) over 60% of the students felt very confident in research skills, formulating research questions, lab skills, quantitative skills, time management, collaborating and working independently. They were less confident in planning research, graphing results, writing papers and making oral presentations; 6) most found the faculty very helpful in advising and mentoring, and 86% said they were comfortable asking at least one faculty member for a reference letter; 7) 93% said they were likely to pursue a geoscience career and 86% were confident or somewhat confident they would be successful.

Emergency medicine residency applicant perceptions of unethical recruiting practices and illegal questioning in the match.

PubMed

Thurman, R Jason; Katz, Eric; Carter, Wallace; Han, Jin; Kayala, Eve; McCoin, Nicole; Storrow, Alan B

2009-06-01

The authors hypothesized that unethical recruiting practices and illegal questioning occur during emergency medicine (EM) resident recruitment. The objectives were to estimate the prevalence of specific unethical recruiting practices and illegal questioning by EM programs based on the perceptions of residency applicants and to measure the effect of these perceptions on applicant appraisal of programs. This was a cross-sectional survey of all applicants who matched to U.S. EM programs in 2005 and 2006. The survey questionnaire was developed by the study authors and was validated by pretesting on a small group representative of the study population. The survey addressed specific questions regarding program recruiting behaviors and interview questioning. The hyperlink to the secure anonymous online survey questionnaire was distributed to all EM program directors, asking them in turn to forward the hyperlink to their newly matched incoming residency class. All data were calculated with Score method with continuity correction and reported in proportions with 95% confidence intervals (CIs). The authors received 671 survey responses. Among respondents, 56 (8.3%, 95% CI = 6.4% to 10.7%) stated that they were specifically asked to disclose at least one program's position on their rank list by a program representative, and 44 (6.6%, 95% CI = 4.9% to 8.9%) reported that they matched at a program residing lower on their rank list than at least one other program that had informed the applicant they were ranked to match. Furthermore, 201 respondents (30.0%, 95% CI = 26.5% to 33.7%) believed that they were asked at least one illegal question during their interviews, the most common of which was inquiry into their marital status (189 respondents: 28.2%, 95% CI = 24.8% to 31.9%). Respondents were 11 times more likely to move a program to a lower position of preference on their rank order list (12.2%, 95% CI = 9.8% to 15.0%) rather than a higher position (1.1%, 95% CI = 0.5% to 2.3%) as a result of perceiving unethical recruiting behaviors or illegal questioning. These results demonstrate that among survey respondents, some perceived unethical recruiting behaviors and illegal questioning in the 2005 and 2006 Match. Perceptions of such behaviors appeared to have a negative impact on applicant appraisal of EM residency programs.

Enrolling Underserved Women in mHealth Programs: Results From Text4baby Outreach Campaigns.

PubMed

Bushar, Jessica A; Fishman, Jodie; Garfinkel, Danielle; Pirretti, Amy

2018-03-01

Public health practitioners have increasingly leveraged technology-based communication to get health information into the hands of hard-to-reach populations; however, best practices for outreach and enrollment into mobile health (mHealth) programs are lacking. This article describes enrollment results from campaigns focused on enrolling underserved pregnant women and mothers in Text4baby-a free, mHealth service-to inform outreach strategies for mHealth programs. Text4baby participants receive health and safety information, interactive surveys, alerts, and appointment reminders through at least three weekly texts and a free app-timed to users' due date or babies' birth date. Text4baby worked with partners to implement national, state, and community-based enrollment campaigns. Descriptive statistics were used to compare baseline enrollment prior to a campaign with enrollment during a campaign to generate enrollment estimates. Enrollment rates were calculated for campaigns for which the number targeted/reached was available. National television campaigns resulted in more than 10,000 estimated enrollments. Campaigns that were integrated with an existing program and text-based recruitment had the highest enrollment rates, ranging from 7% to 24%. Facebook advertisements and traditional media targeting providers and consumers were least effective. mHealth programs should consider text-based recruitment and outreach via existing programs; additional research is needed on return on investment for different outreach strategies and on the effectiveness of different outreach strategies at reaching and enrolling specific target populations.

Reversing the Trend of Engineering Enrollment Declines with Innovative Outreach, Recruiting, and Retention Programs

ERIC Educational Resources Information Center

Davis, C. E.; Yeary, M. B.; Sluss, J. J., Jr.

2012-01-01

This paper discusses an all-encompassing approach to increase the number of students in engineering through innovative outreach, recruiting, and retention programs. Prior to adopting these programs, the School of Electrical and Computer Engineering (ECE) at the University of Oklahoma (OU), Norman, experienced a reduction in engineering enrollment…

Marketing Study Abroad Programs: A Student Recruitment Model

ERIC Educational Resources Information Center

Lukosius, Vaidas; Festervand, Troy A.

2013-01-01

The number of American students studying abroad increases every year. That might suggest that recruiting students to participate in such an educational opportunity would present little difficulty. On the contrary, as domestic student participation in such programs has risen, so has the number of competing programs. Thus, the viability of any study…

44 CFR 19.510 - Recruitment.

Code of Federal Regulations, 2011 CFR

2011-10-01

... 44 Emergency Management and Assistance 1 2011-10-01 2011-10-01 false Recruitment. 19.510 Section 19.510 Emergency Management and Assistance FEDERAL EMERGENCY MANAGEMENT AGENCY, DEPARTMENT OF... Programs or Activities Prohibited § 19.510 Recruitment. (a) Nondiscriminatory recruitment and hiring. A...

Networking for Successful Diversity Recruiting: Creating a Highly Diverse Research Experiences for Undergraduates Program by Networking with Mentors, Faculty, and Students.

NASA Astrophysics Data System (ADS)

Dalbotten, D. M.; Berthelote, A.; Watts, N. B.

2017-12-01

Successfully recruiting for diversity begins as you plan your program and make sure that all elements of the program support diverse participation. The REU on Sustainable Land and Water Resources continues to be one of the most diverse NSF-funded Research Experience for Undergraduate Programs in the geosciences. Every aspect of the program, from recruiting, the application process, selecting participants, and the methods developed to support participant success have been scrutinized and tailored towards broadening participation. While the focus of the research has been on collaboration with Native American reservations to create community-based participatory research projects and improving access for Native American students, the PIs strive for ethnic and cultural diversity of the participants. Emphasis on networking and building relationships with minority-serving institutions has led to increasing numbers of underrepresented students applying to the REU. In 2017, a full 30% of our applications were from underrepresented groups. The authors will discuss methods for improved diversity recruiting, as well as ways to make every aspect of your program support diversity in the geosciences.

Working toward the elimination of residential fire deaths: the Centers for Disease Control and Prevention's Smoke Alarm Installation and Fire Safety Education (SAIFE) program.

PubMed

Ballesteros, Michael F; Jackson, Mark L; Martin, Maurice W

2005-01-01

To address residential fires and related injuries, the Centers for Disease Control and Prevention funds state health departments to deliver a Smoke Alarm Installation and Fire Safety Education (SAIFE) program in high-risk homes in 16 states. This program involves recruiting local communities and community partners, hiring a local coordinator, canvassing neighborhood homes, installing long-lasting lithium-powered smoke alarms, and providing general fire safety education and 6-month follow-up to determine alarm functionality. Local fire departments are vital community partners in delivering this program. Since the program's inception, more than 212,000 smoke alarms have been installed in more than 126,000 high-risk homes. Additionally, approximately 610 lives have potentially been saved as a result of a program alarm that provided early warning to a dangerous fire incident.

Prevalence-Based Targets Underestimate Home Dialysis Program Activity and Requirements for Growth.

PubMed

Bevilacqua, Micheli U; Er, Lee; Copland, Michael A; Singh, R Suneet; Jamal, Abeed; Dunne, Órla Marie; Brumby, Catherine; Levin, Adeera

2018-01-01

Many renal programs have targets to increase home dialysis prevalence. Data from a large Canadian home dialysis program were analyzed to determine if home dialysis prevalence accurately reflects program activity and whether prevalence-based assessments adequately reflect the work required for program growth. Data from home dialysis programs in British Columbia, Canada, were analyzed from 2005 to 2015. Prevalence data were compared to dialysis activity data including intakes and exits to describe program turnover. Using current attrition rates, recruitment rates needed to increase home dialysis prevalence proportions were identified. We analyzed 7,746 patient-years of peritoneal dialysis (PD) and 1,362 patient-years of home hemodialysis (HHD). The proportion of patients on home dialysis increased by 3.34% over the ten years examined, while the number of prevalent home dialysis patients increased 2.65% per year and the number of patients receiving home dialysis at any time in the year increased 4.04% per year. For every 1 patient net home dialysis growth, 13.6 new patients were recruited. Patient turnover included higher rates of transplantation in home dialysis than facility-based HD. Overall, the proportion dialyzing at home increased from 29.3 to 32.6%. There is high patient turnover in home dialysis such that program prevalence is an incomplete marker of total program activity. This turnover includes high rates of transplantation, which is a desirable interaction that affects home dialysis prevalence. The shortcomings of this commonly used metric are important for renal programs to consider, and better understanding of the activities that support home dialysis and the complex trajectories that home dialysis patients follow is needed. Copyright © 2018 International Society for Peritoneal Dialysis.

The Army and Civilian Nursing Crisis at the Dawn of the 21st Century

DTIC Science & Technology

2003-04-01

and advertising about the programs by recruiters. • Lack of recruiter penetration of targeted market. • Shrinking supply of civilian nurse recruits...Increase in recruiting mission without an increase in recruiting force. • Increase in time to process applicant’s accession packet. • Lack of marketing

The Recruiting Game: Toward a New System of Intercollegiate Sport. Second Edition, Revised.

ERIC Educational Resources Information Center

Rooney, John F., Jr.

Problems in recruitment for big-time collegiate sports are updated, and an eleven-point improvement program is proposed. Statistics on football and basketball recruitment are updated, many through the 1985 season. New focus is placed on "blue chip" recruiting, and maps of recruiting by selected institutions, conferences, and states are…

AT&L Human Capital Strategic Plan v 3.0

DTIC Science & Technology

2007-07-01

as direct-hire and intern/mid- level lateral hiring programs. Recruiting strategies should focus on the unique advantages of employment that DoD AT&L...tailor our DoD AT&L strategies to ensure that we can sustain the level of personnel needed to accomplish our mission. 3 Accomplishments and Way Ahead... level of human capital strategies based on new knowledge and understanding. The USD(AT&L) encour- ages Components to work collaboratively to

Virtual cohorts and face-to-face recruitment: Strategies for cultivating the next generation of the IRIS Community

NASA Astrophysics Data System (ADS)

Hubenthal, M.; Wysession, M. E.; Aster, R. C.

2009-12-01

Since 1998, the IRIS Consortium REU program has facilitated research opportunities and career development for 71 undergraduate students to work with leaders in seismological research, travel to exciting locations for fieldwork, and engage in significant research for presentation and recognition at major professional conferences. A principal program goal is to encourage more students, representing a more diverse population, to choose careers in Earth science. Of the forty-six internship alumni that have completed their undergraduate degrees thus far, 85% have attained or are currently pursuing a graduate degree in a geoscience field and an additional 6% are working in a geoscience career with an undergraduate degree. The IRIS Consortium’s program differs from traditional REUs in that students are hosted at IRIS member institutions that are geographically distributed. To capture the sprit of a traditional REU cohort, IRIS has developed and refined a model that bonds students into a cohort. Key to the model are: a) research projects that have a common focus within seismology, b) a weeklong orientation where students get to know one another, share common experiences and establish a “social presence” with the other interns, c) a cyber infrastructure to maintain their connectedness in a way that enables both learning and collaboration, d) an alumni mentor that supports the interns and serves both as a role model and an unbiased and experienced third-party to the mentor/mentee relationship, and e) an alumni reception, and scientific presentation, at the annual Fall AGU Meeting to reconnect and share experiences. Through their virtual community interns offer each other assistance, share ideas, ask questions, and relate life experiences while conducting their own unique research. In addition to developing a model for encouraging virtual cohorts, IRIS has also carefully examined recruitment strategies to increase and diversify the applicant pool. Based on applicant surveys we believe that the best method to advertise REU programs has shifted away from the traditional and expensive hardcopy fliers tacked to bulletin board in the halls of science departments. Instead we have found that the two most common methods for students to learn about the program were by visiting the IRIS website to view video clips or slideshow presentations and via personal notification/encouragement from faculty or staff at their institutions. The importance of personal notification was even more pronounced for applicants from minority serving institutions. Given the importance both the web and faculty advising in encouraging students to apply, the IRIS REU has adopted the following three recruitment strategies: 1) Engage students through the website by providing access to traditional text and photos, narrated video clips and other media, as well as links to previous intern’s blogs, 2) Empower and encourage faculty to recruit students by providing resources for easy use in classes such as annotated slideshows and narrated videos, and 3) Reach out to minority students personally through a speaker series featuring minority alumni of the IRIS REU program.

Scotland's GP Rural Fellowship: an initiative that has impacted on rural recruitment and retention.

PubMed

MacVicar, Ronald; Clarke, Gillian; Hogg, David R

2016-01-01

In Scotland 20% of the population live in a remote or rural area spread across 94% of the land mass that is defined as remote and rural. NHS Education for Scotland (NES), NHS Scotland's training and education body, works in partnership with territorial health boards and medical schools to address rural recruitment and retention through a variety of initiatives. The longest established of these is the GP Rural Fellowship, which has been in place since 2002. This article describes this program and reports on a survey of the output of the Fellowship from 2002 to 2013. The Fellowship is aimed at newly qualified GPs, who are offered a further year of training in and exposure to rural medicine. The Fellowship has grown and undergone several modifications since its inception. The current model involves co-funding arrangements between NES and participating boards, supporting a maximum of 12 fellows per year. The Health Boards' investment in the Fellowship is returned through the service commitment that the Fellows provide, and the funding share from NES allows Fellows to have protected educational time to meet their educational needs in relation to rural medicine. Given this level of funding support it is important that the outcome of the Fellowship experience is understood, in particular its influence on recruitment to and retention in general practice in rural Scotland. To address this need a survey of all previous rural Fellows was undertaken in the first quarter of 2014, including all Fellows that had undertaken the Fellowship between 2002-03 and 2012-13. A total of 69 GPs were recruited to the Fellowship in this period, of which 66 were able to be included in the survey. There was a response rate of 98% to the survey and 63 of those that responded (97%) were working currently in general practice, 53 of whom were doing so in Scotland. A total of 46 graduates of the Fellowship in the period surveyed (71%) were working in rural areas or accessible small towns in Scotland, 39 in substantive general practice roles (60%). Scotland's GP Rural Fellowship program represents a successful collaboration between education and service, and the results of the survey reported in this article underline previously unpublished data that suggest that approximately three-quarters of graduates are retained in important roles in rural Scotland. It is unclear however whether the Fellowship confirms a prior intention to work in rural practice, or whether it provides a new opportunity through protected exposure. This will form the basis of further evaluation.

Characteristics of Social and Administrative Sciences graduate programs and strategies for student recruitment and future faculty development in the United States.

PubMed

Westrick, Salisa C; Kamal, Khalid M; Moczygemba, Leticia R; Breland, Michelle L; Heaton, Pamela C

2013-01-01

The rising demand of faculty in Social and Administrative Sciences (SAS) in pharmacy in the United States heightens the need to increase the number of Doctor of Philosophy (PhD) graduates in SAS who choose to pursue an academic career. To describe the characteristics of SAS graduate programs and graduate students and identify strategies for student recruitment and future faculty development. An Internet survey (phase I) with key informants (graduate program officers/department chairs) and semistructured telephone interviews (phase II) with phase I respondents were used. Items solicited data on recruitment strategies, number of students, stipends, support, and other relevant issues pertaining to graduate program administration. Descriptive statistics were tabulated. Of the 40 SAS graduate programs identified and contacted, 24 completed the Internet survey (response rate [RR]=60.0%) and, of these, 16 completed the telephone interview (RR=66.7%). At the time of the survey, the median number of graduate students with a U.S.-based PharmD degree was 3. An average annual stipend for graduate assistants was $20,825. The average time to PhD degree completion was 4.57 years, and approximately 31% of PhD graduates entered academia. Various strategies for recruitment and future faculty development were identified and documented. Findings allow SAS graduate programs to benchmark against other institutions with respect to their own achievement/strategies to remain competitive in student recruitment and development. Additional research is needed to determine the success of various recruitment strategies and identify potential new ones. Published by Elsevier Inc.

28 CFR 92.8 - Providing recruitment services.

Code of Federal Regulations, 2012 CFR

2012-07-01

... 28 Judicial Administration 2 2012-07-01 2012-07-01 false Providing recruitment services. 92.8 Section 92.8 Judicial Administration DEPARTMENT OF JUSTICE (CONTINUED) OFFICE OF COMMUNITY ORIENTED POLICING SERVICES (COPS) Police Recruitment Program Guidelines § 92.8 Providing recruitment services. The...

28 CFR 92.8 - Providing recruitment services.

Code of Federal Regulations, 2014 CFR

2014-07-01

... 28 Judicial Administration 2 2014-07-01 2014-07-01 false Providing recruitment services. 92.8 Section 92.8 Judicial Administration DEPARTMENT OF JUSTICE (CONTINUED) OFFICE OF COMMUNITY ORIENTED POLICING SERVICES (COPS) Police Recruitment Program Guidelines § 92.8 Providing recruitment services. The...

28 CFR 92.8 - Providing recruitment services.

Code of Federal Regulations, 2013 CFR

2013-07-01

... 28 Judicial Administration 2 2013-07-01 2013-07-01 false Providing recruitment services. 92.8 Section 92.8 Judicial Administration DEPARTMENT OF JUSTICE (CONTINUED) OFFICE OF COMMUNITY ORIENTED POLICING SERVICES (COPS) Police Recruitment Program Guidelines § 92.8 Providing recruitment services. The...

28 CFR 92.8 - Providing recruitment services.

Code of Federal Regulations, 2011 CFR

2011-07-01

... 28 Judicial Administration 2 2011-07-01 2011-07-01 false Providing recruitment services. 92.8 Section 92.8 Judicial Administration DEPARTMENT OF JUSTICE (CONTINUED) OFFICE OF COMMUNITY ORIENTED POLICING SERVICES (COPS) Police Recruitment Program Guidelines § 92.8 Providing recruitment services. The...

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.

An analysis of needs for respiratory therapists in northeast Ohio and development of strategies to meet increased recruitment demands.

PubMed

Orens, Douglas K; Chatburn, Robert L; Volsko, Teresa A; Stoller, James K

2007-12-01

The 2005 American Association for Respiratory Care Human Resources Survey suggested that the national demand for respiratory therapists (RTs) exceeds the supply. At the Cleveland Clinic an expected hospital expansion of 350 beds by 2008 has increased the need for RT staff. This report describes a strategy by which we developed a plan, in concert with local RT colleges, to recruit RTs. Local RT managers were surveyed regarding demand for RTs. We developed a recruitment plan, based on discussions with RT program directors. The survey data and models estimated an annual mean of 33.4 new positions in northeast Ohio. Despite the fact that approximately 84 people graduated from northeast Ohio RT programs yearly in 2004 to 2007, the growth in demand for RTs exceeded the estimated supply. The main factor that caused RT schools to limit the supply of RTs was the paucity of clinical sites. Our analysis shows the schools could achieve a 40% increase in student output, and that if the Cleveland Clinic could essentially double its graduate hires, all RT staff needs in our hospital would be met by 2010. To assure a needed supply of RTs, this work shows the value of modeling supply and demand scenarios, coupled with surveying local RT leaders and fostering dialog between local RT leaders in hospitals and colleges. The product of this activity was a strategy for achieving recruitment goals while assuring that other regional demands for RTs are also met. We recommend this approach to colleagues facing similar challenges.

University of Kansas Medical center Cancer Research Equipment Award Type: Construction Grant

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

Caldwell, Jamie

A major mechanism to strengthen the overall cancer focus of KUCC and expand specific research programs is through targeted recruitment of additional cancer researchers to increase the national and international status of the Cancer Center, enhance the number of NCI/cancer-related grants, fill critical research needs, and enable new collaborative projects. Over the last five years KUCC has demonstrated the ability to recruit nationally recognized basic, translational and clinical scientists to fill key leadership positions and strengthen our research programs. These researchers require new and renovated research facilities require state-of-the-art laboratory equipment. This includes standard equipment for the renovated laboratories andmore » more specialized equipment as part of new investigator start-up packages. This funding is used to support recruitment, facilities, equipment, shared resources, administration, and patient care services. KUCC is committed to recruiting additional cancer researchers to increase the national and international status of the Cancer Center, enhance the number of NCI/cancer-related grants, fill critical research positions and build the four cancer research programs. Each purposeful hire aims to further the scientific vision, mission, and goals of the Cancer Center research programs. The funds requested will be used to supplement the recruitment packages of future cancer center recruits primarily through purchase of key equipment items.« less

Recruitment and retention in an SMS-based health education program: Lessons learned from Text2BHealthy.

PubMed

Speirs, Katherine E; Grutzmacher, Stephanie K; Munger, Ashley L; Messina, Lauren A

2016-09-01

While text messages or short messaging service programs are increasingly utilized for delivering health education, few studies have explored the unique challenges of recruiting and retaining participants in such programs. This study utilizes survey and focus group data from Text2BHealthy, a short messaging service-based nutrition and physical activity promotion program, to examine barriers to enrollment and facilitators of retention among parents of elementary school students. Results show that participants were hard to reach with recruitment materials, had difficulty with self-enrollment, and were apprehensive about program costs. However, 89-90 percent of participants were retained. Results suggest that providing manual enrollment options, alternative program delivery methods (e.g. email messages), and opportunities to reenroll may facilitate participation in short messaging service-based health education and promotion programs. © The Author(s) 2015.

A Nursing Workforce Diversity Project: Strategies for Recruitment, Retention, Graduation, and NCLEX-RN Success.

PubMed

Murray, Ted A; Pole, David C; Ciarlo, Erica M; Holmes, Shearon

2016-01-01

The purpose of this article is to describe a collaborative project designed to recruit and retain students from underrepresented minorities and disadvantaged backgrounds into nursing education. Ethnic minorities remain underrepresented in the nursing workforce in comparison to the general population. The numbers of minorities enrolled in nursing education programs are insufficient to meet the health care workforce diversity needs of the future. High school students were provided with a preprofessional education program to prepare them for admission into a nursing program. Retention strategies were implemented for newly admitted and enrolled nursing education students. Twenty-one high school students enrolled in a nursing education program. The students enrolled in the nursing education program graduated and passed the licensure examination. Early recruitment and multiprong retention programs can be successful in diversifying the registered nurse workforce.

Space Life Sciences Research and Education Program

NASA Technical Reports Server (NTRS)

Coats, Alfred C.

2001-01-01

Since 1969, the Universities Space Research Association (USRA), a private, nonprofit corporation, has worked closely with the National Aeronautics and Space Administration (NASA) to advance space science and technology and to promote education in those areas. USRA's Division of Space Life Sciences (DSLS) has been NASA's life sciences research partner for the past 18 years. For the last six years, our Cooperative Agreement NCC9-41 for the 'Space Life Sciences Research and Education Program' has stimulated and assisted life sciences research and education at NASA's Johnson Space Center (JSC) - both at the Center and in collaboration with outside academic institutions. To accomplish our objectives, the DSLS has facilitated extramural research, developed and managed educational programs, recruited and employed visiting and staff scientists, and managed scientific meetings.

Plastic surgery residency websites: a critical analysis of accessibility and content.

PubMed

Silvestre, Jason; Tomlinson-Hansen, Sandra; Fosnot, Joshua; Taylor, Jesse A

2014-03-01

Medical students applying for plastic surgery residency utilize the Internet to manage their residency applications. Applicants often apply to many programs and rely on advice from colleagues, mentors, and information gathered from plastic surgery residency websites (PSRWs). The purpose of the present study was to evaluate integrated and combined PSRWs with respect to accessibility, resident recruitment, and education. Websites from all 63 integrated and combined plastic surgery residencies available to graduating medical students during the 2013 academic year were available for study inclusion. Databases from national bodies for plastic surgery education were analyzed for accessibility of information. PSRWs were evaluated for comprehensiveness in the domains of resident education and recruitment. Residency programs were compared according to program characteristics using the Student t test and ANOVA with Tukey method. Of the 63 residencies available to graduating medical students, only 57 had combined or integrated program information on their PSRWs (90.5%). In the domain of resident recruitment, evaluators found an average of 5.5 of 15 content items (36.7%). As a whole, 26.3% of PSRWs had academic conference schedules, 17.5% had call schedules, and only 8.8% had operative case listings. For resident education, PSRWs provided an average of 4.6 of 15 content items (30.7%). Only 31.6% of PSRWs had interview schedules, 24.6% had graduate fellowship information, and 5.3% had information on board exam performance. Upon comparison, programs in the Midwest had more online recruitment content than programs in the West (47.1% vs. 24.2%, P < 0.01). Additionally, programs with a larger class of incoming residents (2 vs. 1) had greater online recruitment content (40.0% vs. 26.7%, P < 0.05). Larger programs with 3 integrated spots had more online education content than smaller programs with only 1 integrated spot (40.0% vs. 19.4%, P < 0.01). PSRWs are often not readily accessible and do not provide basic information that allow residency applicants to use this recruitment tool effectively. The paucity of online content suggests PSRWs are underutilized as an educational and recruitment tool. These findings have implications for applicants and plastic surgery residency programs, and there may be future opportunity to utilize this tool more effectively.

Trials and tribulations of recruiting 2,000 older women onto a clinical trial investigating falls and fractures: Vital D study

PubMed Central

2009-01-01

Background Randomised, placebo-controlled trials are needed to provide evidence demonstrating safe, effective interventions that reduce falls and fractures in the elderly. The quality of a clinical trial is dependent on successful recruitment of the target participant group. This paper documents the successes and failures of recruiting over 2,000 women aged at least 70 years and at higher risk of falls or fractures onto a placebo-controlled trial of six years duration. The characteristics of study participants at baseline are also described for this study. Methods The Vital D Study recruited older women identified at high risk of fracture through the use of an eligibility algorithm, adapted from identified risk factors for hip fracture. Participants were randomised to orally receive either 500,000 IU vitamin D3 (cholecalciferol) or placebo every autumn for five consecutive years. A variety of recruitment strategies were employed to attract potential participants. Results Of the 2,317 participants randomised onto the study, 74% (n = 1716/2317) were consented onto the study in the last five months of recruiting. This was largely due to the success of a targeted mail-out. Prior to this only 541 women were consented in the 18 months of recruiting. A total of 70% of all participants were recruited as a result of targeted mail-out. The response rate from the letters increased from 2 to 7% following revision of the material by a public relations company. Participant demographic or risk factor profile did not differ between those recruited by targeted mail-outs compared with other methods. Conclusion The most successful recruitment strategy was the targeted mail-out and the response rate was no higher in the local region where the study had extensive exposure through other recruiting strategies. The strategies that were labour-intensive and did not result in successful recruitment include the activities directed towards the GP medical centres. Comprehensive recruitment programs employ overlapping strategies simultaneously with ongoing assessment of recruitment rates. In our experience, and others direct mail-outs work best although rights to privacy must be respected. Trial registration ISRCTN83409867 and ACTR12605000658617. PMID:19930724

Participant Outcomes from Methods of Recruitment for Videogame Research.

PubMed

Ryan, Courtney; Dadabhoy, Hafza; Baranowski, Tom

2018-02-01

The most productive methods of recruitment for a videogame for health (G4H) trial are not known. Success or failure of recruitment methods has been reported for a variety of clinical trials, but few specifically for G4H trials. This study's goal was to recruit 444 overweight or obese (body mass index percentile between the 84.5th-99.4th percentiles) children between the ages of 10-12 years. The article reports the results of different methods of participant recruitment. Participants had to agree to three fasting blood samples (baseline, immediately after, and 2 months later); be willing to wear an accelerometer for 7 days at each assessment; read and speak English fluently (because the games were in English); have no history of any condition that would affect what he/she could eat or how much physical activity he/she could get; and have an eligible home computer purchased in the last 5 years with high-speed internet. Hardware criteria reflected the types of computers upon which Diab-Nano could be effectively played. Recruitment was conducted over a 35-month period and included electronic media, print advertising, community recruitment, and an internal volunteer list. Respondents were guided to a web-based screening questionnaire that asked for source of hearing about the study. Although diverse recruitment methods were used, slow recruitment resulted in obtaining only 45% of the recruitment goal (n = 199). Electronic media (e.g., radio, television, and internet), which reached millions of targeted parents, resulted in only 76 respondents, of whom 13 became participants; print media (e.g., magazine, newsletter/newspaper, and mail), which also reached large numbers of parents, resulted in 192 respondents, of whom 19 became participants; community recruitment (e.g., school, friend or family, doctors office, flyer, work, community program) resulted in 162 respondents, of whom 38 became participants; and the internal volunteer list resulted in 413 respondents, of whom 128 became participants. Inclusionary and exclusionary criteria and restricted access by gatekeepers could be deterrents to successful recruitment. The documented payoff of alternative comprehensive methods of recruitment should benefit other investigations in optimally allocating their recruitment resources.

26-Hours at Cal Poly: A Recruitment Strategy Targeting Underrepresented Groups.

ERIC Educational Resources Information Center

Flores, Bob; Kellogg, Bill

The Agriculture Education Department at California Polytechnic State University conducted a program to recruit Black and Hispanic students for the school's agriculture programs during spring 1988 and twice since then. High school sophomores and juniors in Los Angeles were invited to Cal Poly for a 26-hour program of workshops designed to include a…

Preaching to the Converted? Designing Wildlife Gardening Programs to Engage the Unengaged

ERIC Educational Resources Information Center

Shaw, Amy E.; Miller, Kelly K.

2016-01-01

If wildlife gardening programs wish to maximize their contribution to the biodiversity of their area, they need to be recruiting individuals who would not have undertaken wildlife activities of their own accord. This study sought to assess which program features equate to the most success in recruiting previously unengaged members. Providing site…

Recruiting High Quality Students through a Fifth Year Program: It Can Be Done.

ERIC Educational Resources Information Center

James, Terry L.; And Others

This paper describes the process of recruiting high quality liberal arts graduates into teacher preparation programs at Memphis State University, Tennessee. The two graduate programs, the Master of Arts in Teaching and the Lyndhurst, both require full-time attendance, have lock-step delivery systems and extended internships, and are intensive. In…

45 CFR 618.310 - Recruitment.

Code of Federal Regulations, 2014 CFR

2014-10-01

... ON THE BASIS OF SEX IN EDUCATION PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE Discrimination on the Basis of Sex in Admission and Recruitment Prohibited § 618.310 Recruitment. (a... basis of sex in the recruitment and admission of students. A recipient may be required to undertake...

Alaska Special Education Recruitment and Retention Resource Manual.

ERIC Educational Resources Information Center

Schnorr, Janice M.; Brady, Nancy J.

This resource manual is designed to assist Alaska school districts in recruiting and retaining special education teachers. It offers 50 practical suggestions for developing an effective recruitment program, focusing on the processes of gathering information; developing recruiters, materials, and strategies; and screening and interviewing…

10 CFR 5.510 - Recruitment.

Code of Federal Regulations, 2013 CFR

2013-01-01

... 10 Energy 1 2013-01-01 2013-01-01 false Recruitment. 5.510 Section 5.510 Energy NUCLEAR REGULATORY COMMISSION NONDISCRIMINATION ON THE BASIS OF SEX IN EDUCATION PROGRAMS OR ACTIVITIES RECEIVING FEDERAL... Prohibited § 5.510 Recruitment. (a) Nondiscriminatory recruitment and hiring. A recipient shall not...

An evaluation of accessibility and content of microsurgery fellowship websites

PubMed Central

Hu, Jiayi; Zhen, Meng; Olteanu, Cristina; Avram, Ronen

2016-01-01

BACKGROUND Websites for residency and fellowship programs serve as effective educational and recruitment tools. OBJECTIVE To evaluate the accessibility and content of fellowship websites that are commonly used by microsurgery applicants for career development. METHODS A list of one-year microsurgery fellowship websites (MFWs) was compiled by visiting the centralized American Society for Reconstructive Microsurgery (ASRM) website, followed by performing an extensive ‘Google’ search in October 2015. Accessibility of MFWs was assessed. Website content regarding key recruitment and education variables was also comprehensively reviewed. Website content was correlated with program characteristics using t tests and ANOVA (two-tailed; P<0.05 was considered to be statistically significant). RESULTS A list of 53 eligible programs was compiled. Only 15 of 51 (29%) ASRM program links were functional. On average, the combined content from ASRM website and individual MFWs had 2.91 of 6 recruitment variables and 1.32 of 6 education variables, respectively. The majority of programs listed ‘eligibility criteria’ (87%) and ‘general information’ (87%). ‘Evaluation criteria’ were most poorly reported (4%). Recruitment score was higher for United States programs compared with international counterparts (51% versus 33%, respectively; P=0.02). It was also higher in programs that focus on ‘extremity’ versus ‘breast’ (58% versus 37%; P=0.0028). Education scores did not differ according to location, program size, subspecialty of focus or participation in the Microsurgery Match process. CONCLUSION Information regarding recruitment and education on most MFWs is scarce. Academic institutions should keep website content up to date and comprehensive to better assist candidates in the application process. PMID:28439508

Retaining Aspiring Scholars (retention, Students of Color)

NASA Astrophysics Data System (ADS)

Walters, Nancy Bannister

Tinto's retention model provided the theoretical framework for this research study of the academic and social integration of academically talented students of color into the graduate and professional science degree pipeline. The site for this study was the Life Sciences Summer Undergraduate Research Program of the University of Minnesota. This program recruits academically talented undergraduates from throughout the nation for participation in two months of research, academic study and orientation to science graduate and professional programs. The quantitative data source consisted of survey responses by 108 alumni of the Summer Undergraduate Research Program to the Institutional Integration Scale developed by Ernest Pascarella and Patrick Terenzini. The scale measures academic integration, social integration and institutional and goal commitment of students. The qualitative data source consisted of one-on-one interviews of 14 summer program alumni of Caucasian, Latino and African American background. The quantitative results were not significant, while the qualitative results demonstrated the importance to alumni interviewed of the challenging academic research work, personally confirming peer group socialization, and supportive student faculty interactions. The study showed the importance of programs like these for helping students of color plan upper level college study and graduate/professional school enrollment. Program characteristics that influenced decision making regarding school and career choices by study participants and specifically by students of color were involvement of faculty in recruiting and mentoring students; socialization to the graduate student role through peer group relations and student maturation and empowerment through participation in a high level academic program. Study findings indicated that supportive and empowering faculty contact was considered most important by students of color who continued on to graduate and professional programs.

28 CFR 92.7 - Scope.

Code of Federal Regulations, 2010 CFR

2010-07-01

... Recruitment Program Guidelines § 92.7 Scope. (a) The Police Recruitment program offers funds to qualified... encountering problems throughout the police department application process shall receive counseling, tutorials, and other academic assistance as necessary to assist them in the application process of a police...

U.S.-based recruitment of foreign-educated nurses: implications of an emerging industry.

PubMed

Pittman, Patricia M; Folsom, Amanda J; Bass, Emily

2010-06-01

Despite an increase in the number of foreign-educated nurses (FENs) working in U.S. hospitals and nursing homes, very little is known about the industry that brought them here. Our objectives were to learn more about the size and scope of the international nurse recruitment industry, its business models, and the range of countries where companies actively recruit. Based on reports from focus groups of FENs in New York City, we also sought to identify some of the problems that have occurred in the areas of contracting and clinical orientation. We used a combination of qualitative methods and secondary data sources, which included U.S.-based international nurse recruitment company Web sites, interviews with 20 executives from international nurse recruitment companies, two focus groups with FENs in New York City, and letters sent to the Philippine Nurses Association of America by FENs seeking legal advice. Through a July 2007 Internet search, we found that at least 273 U.S. companies were actively recruiting FENs. While most such companies focused on the Philippines and India, about 20 companies were active in Africa. (A second search revealed that, as of January, at least 211 U.S. companies were actively recruiting FENs abroad.) Within the industry there is growing use of the staffing-agency model, which typically requires nurses to sign 18-to-36-month contracts and imposes high breach-of-contract fees. The focus group discussions with FENs in New York City revealed inadequate orientation programs and several types of labor abuses. Concerns about recruitment practices, which were expressed by many industry executives and FENs, reveal the need for accountability within the industry.

A Statewide Approach to Health Care Personnel Maldistribution—The California Area Health Education Center System

PubMed Central

Crowder, John E.; Schnepper, James E.; Gessert, Charles

1984-01-01

An Area Health Education Center (AHEC) system has been established in California to address the maldistribution of physicians and other health care professionals. The AHEC program uses educational incentives to recruit and retain health care personnel in underserved areas by linking the academic resources of university health science centers with local educational and clinical facilities. The medical schools, working in partnership with urban or rural AHECs throughout the state, are implementing educational programs to attract trainees and licensed professionals to work in underserved communities. The California AHEC project entered its fifth year in October of 1983 with the participation of all eight medical schools and the Charles Drew Postgraduate School of Medicine, 35 other health professions schools, 17 independent AHECs and more than 400 clinical training sites. Educational programs are reaching more than 22,000 students and practicing health professionals throughout California. We review the current status of the California AHEC system and use the AHEC programs at Loma Linda University to illustrate the effect this intervention is having. PMID:6730500

C-MORE Scholars Program: Encouraging Hawaii`s Undergraduates to Explore the Ocean and Earth Sciences

NASA Astrophysics Data System (ADS)

Bruno, B. C.; Gibson, B.

2008-05-01

Hawaii residents make up 60% of the undergraduate student body at the University of Hawaii at Manoa (UHM), but they are not studying ocean and earth science. The UHM School of Ocean and Earth Science and Technology offers four undergraduate majors: Geology (22%), Geology & Geophysics (19%), Meteorology (16%), and Global Environmental Science (23%). The numbers in parentheses show the proportion of Hawaii residents in each major, based on 2006 data obtained from the UHM Institutional Research Office. The numbers of Native Hawaiians and Pacific Islanders (NHPI) are considerably smaller. The primary goal of the C-MORE Scholars Program, which will launch in Summer 2008, is to recruit and retain local Hawaii students (esp. NHPI) into earth and ocean science majors. To achieve this goal, the C-MORE Scholars Program will: 1. Actively recruit local students, partly by introducing them and their families to job opportunities in their community. Recruiting will be done in partnership with organizations that have successful track records in working with NHPI students; 2. Retain existing students through proactive counseling and course tutoring. Math and physics courses are stumbling blocks for many ocean and earth science majors, often delaying or even preventing graduation. By offering individual and group tutoring, we hope to help local students succeed in these courses; 3. Provide closely mentored, paid undergraduate research experiences at three different academic levels (trainee, intern, and fellow). This research is the cornerstone of the C-MORE Scholars Program. As students progress through the levels, they conduct higher level research with less supervision. Fellows (the highest level) may serve as peer advisors and tutors to underclassmen and assist with recruitment-related activities; and 4. Create a sense of community among the cohort of C-MORE scholars. A two-day summer residential experience will be instrumental in developing a strong cohort, emphasizing links between Hawaiian culture and science, and establishing pathways towards a science career. During the academic year, cohort-building activities will be scheduled each month or so, and will include career-oriented activities.

Community-owned resource persons for malaria vector control: enabling factors and challenges in an operational programme in Dar es Salaam, United Republic of Tanzania

PubMed Central

2011-01-01

Background Community participation in vector control and health services in general is of great interest to public health practitioners in developing countries, but remains complex and poorly understood. The Urban Malaria Control Program (UMCP) in Dar es Salaam, United Republic of Tanzania, implements larval control of malaria vector mosquitoes. The UMCP delegates responsibility for routine mosquito control and surveillance to community-owned resource persons (CORPs), recruited from within local communities via the elected local government. Methods A mixed method, cross-sectional survey assessed the ability of CORPs to detect mosquito breeding sites and larvae, and investigated demographic characteristics of the CORPs, their reasons for participating in the UMCP, and their work performance. Detection coverage was estimated as the proportion of wet habitats found by the investigator which had been reported by CORP. Detection sensitivity was estimated as the proportion of wet habitats found by the CORPS which the investigator found to contain Anopheles larvae that were also reported to be occupied by the CORP. Results The CORPs themselves perceived their role as professional rather than voluntary, with participation being a de facto form of employment. Habitat detection coverage was lower among CORPs that were recruited through the program administrative staff, compared to CORPs recruited by local government officials or health committees (Odds Ratio = 0.660, 95% confidence interval = [0.438, 0.995], P = 0.047). Staff living within their areas of responsibility had > 70% higher detection sensitivity for both Anopheline (P = 0.016) and Culicine (P = 0.012): positive habitats compared to those living outside those same areas. Discussion and conclusions Improved employment conditions as well as involving the local health committees in recruiting individual program staff, communication and community engagement skills are required to optimize achieving effective community participation, particularly to improve access to fenced compounds. A simpler, more direct, less extensive community-based surveillance system in the hands of a few, less burdened, better paid and maintained program personnel may improve performance and data quality. PMID:21955856

Innovative Reactive and Proactive Graduate Student Recruiting Techniques.

ERIC Educational Resources Information Center

Laird, Hugh E., II

1989-01-01

The evolution of the recruiting techniques used by the University of Arizona's pharmacology and toxicology graduate program are described, considerations in the development of recruitment efforts are discussed, and issues for the profession to examine in developing a long-term strategy for recruiting students are outlined. (MSE)

Campus Recruiting: What the Recruiters Are Looking For.

ERIC Educational Resources Information Center

Turner, Martha R.; And Others

1996-01-01

A survey of 111 campus recruiters of graduating students shows agreement that interviews are the most important selection method. Students' verbal communication skills, character, work experience, and academic performance were judged the most important personal characteristics in applicants. Work-related expectations and attitudes were the most…

Health and illness representations of workers with a musculoskeletal disorder-related work disability during work rehabilitation: a qualitative study.

PubMed

Coutu, Marie-France; Baril, Raymond; Durand, Marie-José; Côté, Daniel; Cadieux, Geneviève

2011-12-01

Distinctions between disease and illness have been criticized for being too theoretical. In practice, however, it may help explain gaps in understanding and miscommunication between health care professionals and patients/injured workers, since each has their own perception of reality. To reduce the gap between health care professionals and patients in understanding the definition of disease, this paper documents general representations of health, illness and work-related musculoskeletal disorders and their influence on the work rehabilitation program. A qualitative methodology was used. Semi-structured interviews were conducted with 16 participants (male, female) recruited when they were starting an intensive interdisciplinary work rehabilitation program for chronic pain due to a musculoskeletal disorder. Interviews were performed at three points during the program and 1 month after discharge. First, participants described health and illness in terms of: (1) illness prototype; (2) the absence or presence of symptoms; (3) physical health and capacities; (4) engaging in a healthy lifestyle; (5) maintaining independence; (6) preserving mental well-being; and (7) healing from accidents or injuries. A second observation was that rehabilitation success depended on workers transitioning from a less mechanistic to a more functional view of health. This study highlights the importance of identifying and acknowledging workers' health, illness and WRMSD representations to facilitate their return to work.

Interest in an online smoking cessation program and effective recruitment strategies: results from Project Quit.

PubMed

McClure, Jennifer B; Greene, Sarah M; Wiese, Cheryl; Johnson, Karin E; Alexander, Gwen; Strecher, Victor

2006-08-22

The Internet is a promising venue for delivering smoking cessation treatment, either as a stand-alone program or as an adjunct to pharmacotherapy. However, there is little data to indicate what percent of smokers are interested in receiving online smoking cessation services or how best to recruit smokers to Internet-based programs. Using a defined recruitment sample, this study aimed to identify the percentage of smokers who expressed interest in or enrolled in Project Quit, a tailored, online, cognitive-behavioral support program offered with adjunctive nicotine replacement therapy patches. In addition, we examined the effectiveness of several individual-level versus population-level recruitment strategies. Members from two large health care organizations in the United States were invited to participate in Project Quit. Recruitment efforts included proactive invitation letters mailed to 34533 likely smokers and reactive population-level study advertisements targeted to all health plan members (> 560000 adults, including an estimated 98000 smokers across both health care organizations). An estimated 1.6% and 2.5% of adult smokers from each health care organization enrolled in Project Quit. Among likely smokers who received proactive study invitations, 7% visited the Project Quit website (n = 2260) and 4% (n = 1273) were eligible and enrolled. Response rates were similar across sites, despite using different sources to assemble the invitation mailing list. Proactive individual-level recruitment was more effective than other forms of recruitment, accounting for 69% of website visitors and 68% of enrollees. Smokers were interested in receiving online smoking cessation support, even though they had access to other forms of treatment through their health insurance. Uptake rates for this program were comparable to those seen when smokers are advised to quit and are referred to other forms of smoking cessation treatment. In this sample, proactive mailings were the best method for recruiting smokers to Project Quit.

Engaging rural women in healthy lifestyle programs: insights from a randomized controlled trial.

PubMed

Kozica, Samantha L; Harrison, Cheryce L; Teede, Helena J; Ng, Sze; Moran, Lisa J; Lombard, Catherine B

2015-09-16

The obesity epidemic is well established, particularly in rural settings. Programs promoting healthy lifestyles for rural women are urgently needed; however, participant engagement is challenging. In the context of a large randomized controlled trial targeting the prevention of weight gain in rural women, we explored successful recruitment strategies and aimed to understand participants' barriers, enablers and reasons for program participation. We recruited women (aged 18-55 years) from the general rural Australian population. A mixed-methods approach was applied to explore factors that influenced program participation, including quantitative questionnaires for all participants (n = 649) and qualitative semi-structured interviews conducted for a subgroup of participants (n = 45). Data were collected at three time points: baseline, 6 and 12 months post program commencement. We recruited 649 rural women through a community communication and partnering strategy, a program marketing campaign and mobilization of social networks. Program participants were diverse across education and income levels and were representative of the wider Australian regional population. Factors that influenced program engagement were divided into personal (perceived program benefits and program accessibility) and social (peer persuasion and support). Identified enablers included convenience of the program location, perceived program utility, such as weight management and optimization of lifestyle choices, as well as attending the program with peer support. Barriers to engagement, which are likely exacerbated in rural communities included lack of anonymity, self-consciousness and segregated social networks in rural settings. Participants reported that eliciting local support and maximizing publicity is fundamental to improving future program engagement. Multiple program promotion strategies including communication, marketing and partnering, as well as mobilization of social networks and peer persuasion, enabled engagement of rural women into a healthy lifestyle program. These recruitment strategies are consistent with successful strategies utilized previously to recruit urban-dwelling women into lifestyle programs. Future engagement efforts in rural settings could be enhanced by hosting multiple sessions within existing socio-cultural networks and assuring participants that they will not need to share their personal health information with others in their community. Australia & New Zealand Clinical Trial Registry. Trial number ACTRN12612000115831. Date of registration 24 January 2012.

Recruitment Methods and Show Rates to a Prostate Cancer Early Detection Program for High-Risk Men: A Comprehensive Analysis

PubMed Central

Giri, Veda N.; Coups, Elliot J.; Ruth, Karen; Goplerud, Julia; Raysor, Susan; Kim, Taylor Y.; Bagden, Loretta; Mastalski, Kathleen; Zakrzewski, Debra; Leimkuhler, Suzanne; Watkins-Bruner, Deborah

2009-01-01

Purpose Men with a family history (FH) of prostate cancer (PCA) and African American (AA) men are at higher risk for PCA. Recruitment and retention of these high-risk men into early detection programs has been challenging. We report a comprehensive analysis on recruitment methods, show rates, and participant factors from the Prostate Cancer Risk Assessment Program (PRAP), which is a prospective, longitudinal PCA screening study. Materials and Methods Men 35–69 years are eligible if they have a FH of PCA, are AA, or have a BRCA1/2 mutation. Recruitment methods were analyzed with respect to participant demographics and show to the first PRAP appointment using standard statistical methods Results Out of 707 men recruited, 64.9% showed to the initial PRAP appointment. More individuals were recruited via radio than from referral or other methods (χ2 = 298.13, p < .0001). Men recruited via radio were more likely to be AA (p<0.001), less educated (p=0.003), not married or partnered (p=0.007), and have no FH of PCA (p<0.001). Men recruited via referrals had higher incomes (p=0.007). Men recruited via referral were more likely to attend their initial PRAP visit than those recruited by radio or other methods (χ2 = 27.08, p < .0001). Conclusions This comprehensive analysis finds that radio leads to higher recruitment of AA men with lower socioeconomic status. However, these are the high-risk men that have lower show rates for PCA screening. Targeted motivational measures need to be studied to improve show rates for PCA risk assessment for these high-risk men. PMID:19758657

Experiences with Recruitment of Marginalized Groups in a Danish Health Promotion Program: A Document Evaluation Study.

PubMed

Rasmussen, Marianne; Poulsen, Eva Kanstrup; Rytter, Anne Stoffersen; Kristiansen, Tine Mechlenborg; Bak, Carsten Kronborg

2016-01-01

Studies have found that marginalized groups living in deprived neighborhoods are less likely to participate in health programs compared to the majority of society. This study evaluates recruitment approaches conducted during a national government-funded project in 12 deprived neighborhoods across Denmark between 2010 and 2014. The aim of this study was to understand how recruitment approaches could promote participation in health programs within deprived neighborhoods to reach marginalized groups. Documents from all 12 of the included municipalities were collected to conduct a document evaluation. The collected documents consisted of 1,500 pages of written material with 12 project descriptions, three midterm and 10 final evaluations. The collected data were analyzed through a qualitative content analysis. The results are based on the fact that only 10 municipalities have developed evaluations related to recruitment, and only three evaluations provided a description of which marginalized groups were recruited. Challenges related to recruitment consist of difficulties involving the target group, including general distrust, language barriers and a lack of ability to cope with new situations and strangers. Additional geographical challenges emerged, especially in rural areas. Positive experiences with recruitment approaches were mainly related to relationship building and trust building, especially through face-to-face contact and the project employees' presence in the neighborhood. Additionally, adjusting some of the interventions and the recruitment strategy increased participation. This study found that relation and trust between the residents and the project employees is an important factor in the recruitment of marginalized groups in deprived neighborhoods as well as adjusting the health interventions or recruitment strategy to the target groups. In future research, it is necessary to examine which recruitment approaches are effective under which circumstances to increase participation among marginalized groups.

"Congratulations, you have been randomized into the control group!(?)": issues to consider when recruiting schools for matched-pair randomized control trials of prevention programs.

PubMed

Ji, Peter; DuBois, David L; Flay, Brian R; Brechling, Vanessa

2008-03-01

Recruiting schools into a matched-pair randomized control trial (MP-RCT) to evaluate the efficacy of a school-level prevention program presents challenges for researchers. We considered which of 2 procedures would be most effective for recruiting schools into the study and assigning them to conditions. In 1 procedure (recruit and match/randomize), we would recruit schools and match them prior to randomization, and in the other (match/randomize and recruitment), we would match schools and randomize them prior to recruitment. We considered how each procedure impacted the randomization process and our ability to recruit schools into the study. After implementing the selected procedure, the equivalence of both treatment and control group schools and the participating and nonparticipating schools on school demographic variables was evaluated. We decided on the recruit and match/randomize procedure because we thought it would provide the opportunity to build rapport with the schools and prepare them for the randomization process, thereby increasing the likelihood that they would accept their randomly assigned conditions. Neither the treatment and control group schools nor the participating and nonparticipating schools exhibited statistically significant differences from each other on any of the school demographic variables. Recruitment of schools prior to matching and randomization in an MP-RCT may facilitate the recruitment of schools and thus enhance both the statistical power and the representativeness of study findings. Future research would benefit from the consideration of a broader range of variables (eg, readiness to implement a comprehensive prevention program) both in matching schools and in evaluating their representativeness to nonparticipating schools.

Recruiting minorities into the profession of epidemiology. Surveying the applicants' mail. American College of Epidemiology Committee on Minority Affairs.

PubMed

Morssink, C B; Kumanyika, S; Tell, G S; Schoenbach, V J

1996-01-01

The underrepresentation in epidemiology of members of racial/ethnic minority groups is greater than in medicine and health fields in general. Using printed recruitment materials, we evaluated the impression that epidemiology programs might make on prospective minority students. Mainstream recruitment materials were solicited from all identifiable U.S. epidemiology programs (n = 70) by requesting copies of typical mailings to prospective students. Of 51 respondents, 46 sent materials that could be analyzed by tabulating and evaluating minority-related content in text and pictures. Materials reflected a generally low-key approach to epidemiology student recruitment. Most minority-related text referred to affirmative action or financial aid and was at the school level rather than specific to the epidemiology programs. Few minority-related epidemiology course titles or research interests were identified. We recommend including more information about epidemiology and its relevance to minority health in mainstream recruitment materials as one possible strategy for increasing the number of minority applicants.

Marketing Medical Education: An Examination of Recruitment Web Sites for Traditional and Combined-Degree M.D. Programs

ERIC Educational Resources Information Center

Schneider, Roberta L.

2004-01-01

The Internet has the potential to reshape college recruiting; however, little research has been done to see the impact of the Internet on marketing graduate programs, including medical schools. This paper explores the Web sites of 20 different medical schools, including traditional four-year and bachelor's-M.D. degree programs, to ascertain…

Pittsburgh Public School District / Carnegie Mellon University Robotics Team Participation in the US First Competition

NASA Technical Reports Server (NTRS)

Stroupe, Ashley

2002-01-01

FIRST, For Inspiration and Recognition of Science and Technology, is an international program designed to encourage junior and senior high school students to participate in science and technology related activities. FIRST attempts to increase enthusiasm for technology by providing a competitive environment in which to demonstrate robotics technology designed for a particular set of tasks. Carnegie Mellon University provided student members of the project the opportunity to complete the design, construction, testing, and operation of a robot. Electrical, mechanical, and programming skills were stressed, with both adult and senior students acting as mentors for more junior members. Teamwork and integration was also stressed in order to provide students with a realistic feel for project-based work. Finally, an emphasis was placed on recruiting students with greater difficulty in entering technological fields: girls and ethnic minorities and students leaning toward humanities (especially art). Carnegie Mellon built a relationship with Taylor Allderdice High School that lasted four years. For four years, the success of the project increased each year. Each term, the students successfully designed and built a working robot that could fully participate in the competition. The enthusiasm of the students has been the cornerstone of the recruit of new students, keeping the project growing and vital. Carnegie Mellon's participation with Allderdice has been an overall great success.

The Application of Marketing Theory to Community College Faculty Recruitment: An Empirical Test.

ERIC Educational Resources Information Center

Winter, Paul A.

1996-01-01

Reviews literature on faculty recruitment at community colleges. Describes a study using job-marketing theory and Winter's educational recruitment model to assess reactions to recruitment advertisements for a business faculty position. Reports that participants responded favorably to emphases on academic transfer program content. Discusses…

The effect of health care reform on academic medicine in Canada. Editorial Committee of the Canadian Institute for Academic Medicine.

PubMed

Hollenberg, C H

1996-05-15

Although Canadian health care reform has constrained costs and improved efficiency, it has had a profound and mixed effect on Canadian academic medicine. Teaching hospitals have been reduced in number and size, and in patient programs have shifted to ambulatory and community settings. Specialized care programs are now multi-institutional and multidisciplinary. Furthermore, the influence of regional planning bodies has grown markedly. Although these changes have likely improved clinical service, their impact on the quality of clinical education is uncertain. Within the academic clinical department, recruitment of young faculty has been greatly complicated by constraints on licensing, billing numbers, fee-for-service income and research funding. The departmental practice plan based on university funds and fee-for-service income is being replaced by less favourable funding arrangements. However, emphasis on multidisciplinary programs has rendered these departments more flexible in structure. The future of Canadian academic medicine depends on an effective alliance with government. Academia and government must agree, particularly on human-resource requirements, research objectives and the delivery of clinical and academic programs in regional and community settings. The establishment of focal points for academic health sciences planning within academic health sciences centres and within governments would assist in these developments. Finally, government and the academic health sciences sector must work together to remove the current impediments to the recruitment of highly qualified young faculty.

Occupational Stress Management and Burnout Interventions in Nursing and Their Implications for Healthy Work Environments: A Literature Review.

PubMed

Nowrouzi, Behdin; Lightfoot, Nancy; Larivière, Michael; Carter, Lorraine; Rukholm, Ellen; Schinke, Robert; Belanger-Gardner, Diane

2015-07-01

This article reports on a literature review of workplace interventions (i.e., creating healthy work environments and improving nurses' quality of work life [QWL]) aimed at managing occupational stress and burnout for nurses. A literature search was conducted using the keywords nursing, nurses, stress, distress, stress management, burnout, and intervention. All the intervention studies included in this review reported on workplace intervention strategies, mainly individual stress management and burnout interventions. Recommendations are provided to improve nurses' QWL in health care organizations through workplace health promotion programs so that nurses can be recruited and retained in rural and northern regions of Ontario. These regions have unique human resources needs due to the shortage of nurses working in primary care. © 2015 The Author(s).

The COMmunity of Practice And Safety Support (COMPASS) Total Worker Health™ study among home care workers: study protocol for a randomized controlled trial.

PubMed

Olson, Ryan; Elliot, Diane; Hess, Jennifer; Thompson, Sharon; Luther, Kristy; Wipfli, Brad; Wright, Robert; Buckmaster, Annie Mancini

2014-10-27

Home care workers are a high-risk group for injury and illness. Their unique work structure presents challenges to delivering a program to enhance their health and safety. No randomized controlled trials have assessed the impact of a Total Worker Health™ program designed for their needs. The COMPASS (COMmunity of Practice And Safety Support) study is a cluster randomized trial being implemented among Oregon's unionized home care workers. Partnering with the Oregon Home Care Commission allowed recruiting 10 pairs of home care worker groups with 8 participants per group (n = 160) for balanced randomization of groups to intervention and control conditions. Physiologic and survey evaluation of all participants will be at enrollment, 6 months and 12 months. Primary outcomes are to increase health promoting (for example, healthy nutrition and regular physical activity) and health protecting (that is, safety) behaviors. In addition to assessing outcomes adjusted for the hierarchical design, mediation analyses will be used to deconstruct and confirm the program's theoretical underpinnings and intervention processes. Intervention groups will participate in a series of monthly 2-hour meetings designed as ritualized, scripted peer-led sessions to increase knowledge, practice skills and build support for healthy actions. Self-monitoring and individual and team level goals are included to augment change. Because generalizability, reach and achieving dissemination are priorities, following initial wave findings, a second wave of COMPASS groups will be recruited and enrolled with tailoring of the program to align with existing Home Care Commission educational offerings. Outcomes, process and mediation of those tailored groups will be compared with the original wave's findings. The COMPASS trial will assess a novel program to enhance the safety and health of a vulnerable, rapidly expanding group of isolated caregivers, whose critical work allows independent living of frail seniors and the disabled. ClinicalTrials.gov identifier: NCT02113371, first registered 11 March 2014.

Feasibility and changes in symptoms and functioning following inpatient cancer rehabilitation.

PubMed

Bertheussen, Gro F; Kaasa, Stein; Hokstad, Anne; Sandmæl, Jon Arne; Helbostad, Jorunn L; Salvesen, Øyvind; Oldervoll, Line M

2012-11-01

The aim was to assess feasibility of a 3 + 1 week inpatient rehabilitation program for cancer survivors, to explore characteristics of the attending participants and examine changes in work status, symptoms and functioning, level of fatigue, exercise and physical performance following rehabilitation. This was an open intervention study involving cancer survivors having completed primary cancer treatment. The multidisiplinary program consisted of physical training, patient education and group sessions. Participant were assessed at primary stay (T0), at follow-up stay 8-12 weeks later (T1), and six months after T1 (T2). Symptoms and functioning were assessed by the European Organization for Research and Treatment Core Quality-of-Life Questionnaire, physical fatigue by Fatigue Questionnaire, physical exercise by The Nord- Trøndelag Health Study Physical Activity Questionnaire and physical performance by aerobic capacity (VO(2max)), 30 second Sit-to-stand (STS) and Maximum Step Length (MSL). Linear mixed models were used in analyses. One hundred and thirty-four of 163 included participants (82%) completed both rehabilitation stays and returned questionaires at T2. The majority of completers were females (81%), breast cancer survivors (60%), highly educated and with mean age of 52.8 years (SD of 8.1). Participants had higher level of symptoms and fatigue and lower functioning at admission compared to a Norwegian reference population. However, they reported higher physical exercise level and 47% reported improved work status from T0 to T2. Symptoms and functioning, fatigue, physical exercise and physical performance improved significantly from T0 to T1 and were maintained at T2. The rehabilitation program was feasible and symptoms and functioning normalized following rehabilitation. The program mainly recruited well-educated breast cancer survivors, reporting relative high level of physical exercise. More focus should be put on recruiting and selecting those who need comprehensive inpatient rehabilitation and also compare the effects of inpatient with outpatient rehabilitation programs.

"Fort Valley State University Cooperative Developmental Energy Program: Broadening the Participation of Underrepresented Minorities in the Geosciences"

NASA Astrophysics Data System (ADS)

Crumbly, I.; Hodges, J.; Kar, A.; Rashidi, L.

2014-12-01

According to the American Geological Institute's Status of Recent Geoscience Graduates, 2014, underrepresented minorities (URMs) make up only 7%, 5%, and 2% of graduates at the BS/BA, MA/MS, and Ph.D levels, respectively. Recruiting academically-talented URMs to major in the geosciences instead of majoring in other fields such as medicine, law, business, or engineering is a major undertaking. Numerous factors may contribute as to why few URMs choose geoscience careers. To address the underrepresentation of URMs in the geosciences 1992, the Cooperative Developmental Energy Program (CDEP) of Fort Valley State University (FVSU) and the College of Geosciences at the University of Oklahoma (OU) implemented a 3 + 2 dual degree program specifically in geology and geophysics. Since 1992, FVSU-CDEP has added the University of Texas at Austin (2004), Pennsylvania State University (2005), University of Arkansas (2010), and the University of Nevada at Las Vegas (2015) as partners to offer degrees in geology and geophysics. The dual degree programs consist of students majoring in chemistry or mathematics at FVSU for the first three years and transferring to one of the above partnering universities for years four and five to major in geology or geophysics. Upon completion of the program, students receive a BS degree in chemistry or mathematics from FVSU and a BS degree in geology or geophysics from a partnering university. CDEP has been responsible for recruiting 33 URMs who have earned BS degrees in geology or geophysics. Females constitute 50% of the graduates which is higher than the national average. Also, 56% of these graduates have earned the MS degree and 6% have earned the Ph.D. Currently, 60% of these graduates are employed with oil and gas companies; 20% work for academia; 12% work for governmental agencies; 6 % are professionals with environmental firms; and 2% of the graduate's employment is unknown.

"Fort Valley State University Cooperative Developmental Energy Program: Broadening the Participation of Underrepresented Minorities in the Geosciences"

NASA Astrophysics Data System (ADS)

Crumbly, I.; Hodges, J.; Kar, A.; Rashidi, L.

2015-12-01

According to the American Geological Institute's Status of Recent Geoscience Graduates, 2014, underrepresented minorities (URMs) make up only 7%, 5%, and 2% of graduates at the BS/BA, MA/MS, and Ph.D levels, respectively. Recruiting academically-talented URMs to major in the geosciences instead of majoring in other fields such as medicine, law, business, or engineering is a major undertaking. Numerous factors may contribute as to why few URMs choose geoscience careers. To address the underrepresentation of URMs in the geosciences 1992, the Cooperative Developmental Energy Program (CDEP) of Fort Valley State University (FVSU) and the College of Geosciences at the University of Oklahoma (OU) implemented a 3 + 2 dual degree program specifically in geology and geophysics. Since 1992, FVSU-CDEP has added the University of Texas at Austin (2004), Pennsylvania State University (2005), University of Arkansas (2010), and the University of Nevada at Las Vegas (2015) as partners to offer degrees in geology and geophysics. The dual degree programs consist of students majoring in chemistry or mathematics at FVSU for the first three years and transferring to one of the above partnering universities for years four and five to major in geology or geophysics. Upon completion of the program, students receive a BS degree in chemistry or mathematics from FVSU and a BS degree in geology or geophysics from a partnering university. CDEP has been responsible for recruiting 33 URMs who have earned BS degrees in geology or geophysics. Females constitute 50% of the graduates which is higher than the national average. Also, 56% of these graduates have earned the MS degree and 6% have earned the Ph.D. Currently, 60% of these graduates are employed with oil and gas companies; 20% work for academia; 12% work for governmental agencies; 6 % are professionals with environmental firms; and 2% of the graduate's employment is unknown.

28 CFR 92.7 - Scope.

Code of Federal Regulations, 2013 CFR

2013-07-01

... 28 Judicial Administration 2 2013-07-01 2013-07-01 false Scope. 92.7 Section 92.7 Judicial Administration DEPARTMENT OF JUSTICE (CONTINUED) OFFICE OF COMMUNITY ORIENTED POLICING SERVICES (COPS) Police Recruitment Program Guidelines § 92.7 Scope. (a) The Police Recruitment program offers funds to qualified...

28 CFR 92.7 - Scope.

Code of Federal Regulations, 2011 CFR

2011-07-01

... 28 Judicial Administration 2 2011-07-01 2011-07-01 false Scope. 92.7 Section 92.7 Judicial Administration DEPARTMENT OF JUSTICE (CONTINUED) OFFICE OF COMMUNITY ORIENTED POLICING SERVICES (COPS) Police Recruitment Program Guidelines § 92.7 Scope. (a) The Police Recruitment program offers funds to qualified...

28 CFR 92.7 - Scope.

Code of Federal Regulations, 2014 CFR

2014-07-01

... 28 Judicial Administration 2 2014-07-01 2014-07-01 false Scope. 92.7 Section 92.7 Judicial Administration DEPARTMENT OF JUSTICE (CONTINUED) OFFICE OF COMMUNITY ORIENTED POLICING SERVICES (COPS) Police Recruitment Program Guidelines § 92.7 Scope. (a) The Police Recruitment program offers funds to qualified...

28 CFR 92.7 - Scope.

Code of Federal Regulations, 2012 CFR

2012-07-01

... 28 Judicial Administration 2 2012-07-01 2012-07-01 false Scope. 92.7 Section 92.7 Judicial Administration DEPARTMENT OF JUSTICE (CONTINUED) OFFICE OF COMMUNITY ORIENTED POLICING SERVICES (COPS) Police Recruitment Program Guidelines § 92.7 Scope. (a) The Police Recruitment program offers funds to qualified...

29 CFR 36.510 - Recruitment.

Code of Federal Regulations, 2012 CFR

2012-07-01

... Secretary of Labor NONDISCRIMINATION ON THE BASIS OF SEX IN EDUCATION PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE Discrimination on the Basis of Sex in Employment in Education Programs or... not discriminate on the basis of sex in the recruitment and hiring of employees. Where a recipient has...

29 CFR 36.510 - Recruitment.

Code of Federal Regulations, 2011 CFR

2011-07-01

... Secretary of Labor NONDISCRIMINATION ON THE BASIS OF SEX IN EDUCATION PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE Discrimination on the Basis of Sex in Employment in Education Programs or... not discriminate on the basis of sex in the recruitment and hiring of employees. Where a recipient has...

Vancouver Island Health Authority (VIHA) in house Perioperative Nursing Program.

PubMed

Christensen, Fern

2005-12-01

The Vancouver Island Health Authority (VIHA) in liaison with the University of Victoria (UVIC) offers an introduction to Perioperative Nursing Program to 4th Year undergraduate nursing students. The aim of this program is to help recruit Registered Nurses to the Operating Room. It has been advantageous to the recruitment and retention of nurses graduating from UVIC. Its importance is increased by the fact that a significant quantity of Victoria's perioperative nurses will be retiring in the next few years. Due to the high cost of nursing education and the financial investment that has already been committed by nursing students, the Perioperative nursing program is free to the student as the program can be included, for the successful candidate, as part of the UVIC nursing course. The intention is to encourage participation by reducing the financial burden, stress, and anxiety for the new graduate who intends to specialize. In return, the student is required to work in the VIHA for a minimum of one year, thus supporting the retention efforts of the hospital. For eligible nursing students, this program provides access to extensive perioperative nursing experience. Over the course of 3 months they are exposed to extensive theory in a classroom setting as well as clinical practice through a preceptorship program. The mentoring relationships that develop between perioperative nurses and students lead to meaningful relationships and professional growth for staff. The perioperative focus of the program improves the knowledge and skill set of nursing students. The intent is to increase nursing student's interest in pursuing a career as a perioperative nurse and to help ensure continued growth of the perioperative nursing profession in Victoria.

Masters International Program in Natural Hazards: a joint program between Michigan Tech and US Peace Corps begins move to work in Indonesia

NASA Astrophysics Data System (ADS)

Rose, W. I.; Carn, S. A.; Waite, G. P.; Gierke, J. S.; Wellik, J. J.

2011-12-01

We are in the seventh year of developing a unique graduate degree program in which each student serves in the U.S. Peace Corps for two years while conducting his/her field research. Our program allows candidates to work on natural hazard mitigation projects in a country where natural hazards are important parts of life. For US students, living abroad provides a vital broadening experience and the Peace Corps emphasis on social context adds cultural understanding to their hazards work. Up until now, we have mostly worked in Central America, and 33 students have enrolled in the program. The greatest focus to date has been in Volcanic Hazards, including slope stability and debris flows, and our work is fostering long-term infrastructure-building relationships with partner agencies within the 8 countries where we have worked. This year we sent a student (Jay Wellik) to a Peace Corps site in East Java, Indonesia where he will work with schools in his village and commute weekly to the Raung Observatory Post to work with CVGHM scientists on volcano seismology and public outreach projects.. We recruit 4-6 new students each year, and we hope more will soon be in Indonesia as Peace Corps expands their new program in that country. Although the Peace Corps Masters International (PCMI) students must be US citizens, we also have regular undergraduate and graduate (MS and PhD) degree students in geology, geological engineering and geophysics who come from all over the world. We are especially interested in people from partner Peace Corps countries. Annually our natural-hazards group consists of 5 faculty, 2 post-doctoral researchers, several Ph.D and traditional M.S. students, 12 PCMI students, and roughly 20 undergraduate students. Support for our program has come from NSF and we have also benefitted from a supportive cooperation with USGS VDAP. In the past two years we have built a complementary dual degree partnership with the Université Blaise-Pascal, Clermont Ferrand (France), and Universitá degli Studi di Milano - Bicocca (Italy) , which allows for a strong European connection to this international work.

Problematic communications during 2016 fellowship recruitment in internal medicine.

PubMed

Cornett, Patricia A; Williams, Chris; Alweis, Richard L; McConville, John; Frank, Michael; Dalal, Bhavin; Kopelman, Richard I; Luther, Vera P; O'connor, Alec B; Muchmore, Elaine A

2017-01-01

Some internal medicine residency program directors have expressed concerns that their third-year residents may have been subjected to inappropriate communication during the 2016 fellowship recruitment season. The authors sought to study applicants' interpersonal communication experiences with fellowship programs. Many respondents indicated that they had been asked questions that would constitute violations of the National Residency Matching Program (NRMP) Communications Code of Conduct agreement, including how they plan to rank specific programs. Moreover, female respondents were more likely to have been asked questions during interview experiences about other programs to which they applied, and about their family plans. Post-interview communication policies were not made clear to most applicants. These results suggest ongoing challenges for the internal medicine community to improve communication with applicants and uniform compliance with the NRMP communications code of conduct during the fellowship recruitment process.

Development of a self-management program for employees with complaints of the arm, neck, and/or shoulder: an intervention mapping approach.

PubMed

Hutting, Nathan; Detaille, Sarah I; Engels, Josephine A; Heerkens, Yvonne F; Staal, J Bart; Nijhuis-van der Sanden, Maria Wg

2015-01-01

To develop a self-management program with an additional eHealth module, using the six steps of the intervention mapping (IM) protocol, to help employees with complaints of the arm, neck, and/or shoulder (CANS) cope with their problems. In Step 1 of the IM protocol, a needs assessment was performed consisting of a review of the Dutch multidisciplinary guidelines on CANS, and of focus group sessions with employees with CANS (n=15) and with relevant experts (n=17). After the needs assessment, the objectives of the intervention and the determinants of self-management at work were formulated (Step 2). Furthermore, theory-based intervention methods and practical strategies were selected (Step 3), and an intervention program (including the eHealth module) was developed (Step 4). Finally, plans for implementation and evaluation of the program were developed (Steps 5 and 6). Step 1 of the IM protocol revealed that employees with CANS should be stimulated to search for information about the cause of their complaints, about how to deal with their complaints, and in which manner they can influence their complaints themselves. In Step 2, the overall goal of the intervention was defined as "self-management behavior at work" with the aim to alleviate the perceived disability of the participants. Step 3 described how the intervention methods were translated into practical strategies, and goal setting was introduced as an important method for increasing self-efficacy. The product of Step 4 was the final program plan, consisting of 6-weekly group sessions of 2.5 hours each and an eHealth module. In Step 5, a recruitment plan and course materials were developed, a steering committee was set up, trainers were recruited, and the final program was tested. In Step 6, an evaluation plan was developed, which consists of a randomized controlled trial with a 12-month follow-up period and a qualitative evaluation (interviews) with some of the participants. This study resulted in a theory- and practice-based self-management program, based on behavioral change theories, guideline-related evidence, and practice-based knowledge that fits the needs of employees with CANS.

Finding the Perfect Match: Factors That Influence Family Medicine Residency Selection.

PubMed

Wright, Katherine M; Ryan, Elizabeth R; Gatta, John L; Anderson, Lauren; Clements, Deborah S

2016-04-01

Residency program selection is a significant experience for emerging physicians, yet there is limited information about how applicants narrow their list of potential programs. This study examines factors that influence residency program selection among medical students interested in family medicine at the time of application. Medical students with an expressed interest in family medicine were invited to participate in a 37-item, online survey. Students were asked to rate factors that may impact residency selection on a 6-point Likert scale in addition to three open-ended qualitative questions. Mean values were calculated for each survey item and were used to determine a rank order for selection criteria. Logistic regression analysis was performed to identify factors that predict a strong interest in urban, suburban, and rural residency programs. Logistic regression was also used to identify factors that predict a strong interest in academic health center-based residencies, community-based residencies, and community-based residencies with an academic affiliation. A total of 705 medical students from 32 states across the country completed the survey. Location, work/life balance, and program structure (curriculum, schedule) were rated the most important factors for residency selection. Logistic regression analysis was used to refine our understanding of how each factor relates to specific types of residencies. These findings have implications for how to best advise students in selecting a residency, as well as marketing residencies to the right candidates. Refining the recruitment process will ensure a better fit between applicants and potential programs. Limited recruitment resources may be better utilized by focusing on targeted dissemination strategies.

7 CFR 15a.53 - Recruitment.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 7 Agriculture 1 2010-01-01 2010-01-01 false Recruitment. 15a.53 Section 15a.53 Agriculture Office of the Secretary of Agriculture EDUCATION PROGRAMS OR ACTIVITIES RECEIVING OR BENEFITTING FROM FEDERAL FINANCIAL ASSISTANCE Discrimination on the Basis of Sex in Employment in Education Programs and...

A Scholarship Model for Student Recruitment and Retention in STEM Disciplines

ERIC Educational Resources Information Center

Yelamarthi, Kumar; Mawasha, P. Ruby

2010-01-01

A scholarship program offers enrichment, support, higher recruitment and retention, improved professional development towards employment, and increased graduate opportunities for underrepresented groups. In this paper, it is postulated that the development of a successful and competitive scholarship program is dependent on several variables…

The Teacher Residency: A Practical Path to Recruitment and Retention

ERIC Educational Resources Information Center

Guha, Roneeta; Hyler, Maria E.; Darling-Hammond, Linda

2017-01-01

Recruitment and retention challenges are once again leading to teacher shortages across the nation. Especially in urban and rural school districts, low salaries and poor working conditions often contribute to the difficulties of recruiting and keeping teachers, as can the challenges of the work itself. As a consequence, in many schools--especially…

Retention and Recruitment Programs for Female Undergraduate Students in Engineering at The University of Toledo, Ohio, USA

ERIC Educational Resources Information Center

Franchetti, Matthew; Ravn, Tina; Kuntz, Vicki L.

2010-01-01

This paper summarizes the findings of a five year study aimed at improving both recruitment and retention of female students pursuing careers in engineering. The study analyzed a series of five programs implemented at the College of Engineering at The University of Toledo in Ohio, USA. The effectiveness of the programs over time is measured from…

Math and Science Scholars (MASS) Program: A Model Program for the Recruitment and Retention of Preservice Mathematics and Science Teachers

ERIC Educational Resources Information Center

Scott, Timothy P.; Milam, Jennifer L.; Stuessy, Carol L.; Blount, Kit Price; Bentz, Adrienne

2006-01-01

The shortage of certified teachers in mathematics and science in Texas classrooms is a major concern and mirrors national tends. Dramatic increases in shortages of teachers have stimulated the design of new certification programs that recruit and place teachers in classrooms as quickly as possible (Texas Center for Educational Research, 1999).…

Mentoring For Success: REU Program That Help Every Student Succeed

NASA Astrophysics Data System (ADS)

Bingham, B. L.

2015-12-01

NSF REU site programs provide remarkable opportunities for students to experience first-hand the challenges and rewards of science research. Because REU positions are relatively scarce, applicant pools are large, and it is easy to fill available positions with students who already have well-developed research skills and proven abilities to excel academically. Advisors bringing REU participants into their labs may see this as the ideal situation. However, using experience and academic record as the primary selection criteria ignores an enormous pool of talented students who have simply never been in a position to show, or discover themselves, what they can do. Reaching this audience requires a shift in strategy: recruiting in ways that reach students who are unaware of REU opportunities; adjusting our selection criteria to look beyond academics and experience, putting as much emphasis on future potential as we do on past performance; finding, or developing, mentors who share this broader vision of working with students; and providing an institutional culture that ensure every student has the kind of multi-node support network that maximizes his or her success. REU programs should be primary tools to developing a deeper and broader science workforce. Achieving that goal will require innovative approaches to finding, recruiting, and mentoring participants.

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.

Cross-sectional assessment of prevalence and correlates of blood-borne and sexually-transmitted infections among Afghan National Army recruits.

PubMed

Todd, Catherine S; Nasir, Abdul; Mansoor, G Farooq; Sahibzada, Sayed M; Jagodzinski, Linda L; Salimi, Farzana; Khateri, M Naim; Hale, Braden R; Barthel, R Vincent; Scott, Paul T

2012-08-21

Few data are available in Afghanistan to shape national military force health practices, particularly with regard to sexually-transmitted infections (STIs). We measured prevalence and correlates of HIV, syphilis, herpes simplex 2 virus (HSV-2), and hepatitis C virus (HCV) among Afghan National Army (ANA) recruits. A cross-sectional sample of male ANA recruits aged 18-35 years were randomly selected at the Kabul Military Training Center between February 2010 and January 2011. Participants completed an interviewer-administered questionnaire and serum-based rapid testing for syphilis and hepatitis C virus antibody on-site; HIV and HSV-2 screening, and confirmatory testing were performed off-site. Prevalence of each infection was calculated and logistic regression analysis performed to identify correlates. Of 5313 recruits approached, 4750 consented to participation. Participants had a mean age of 21.8 years (SD±3.8), 65.5% had lived outside Afghanistan, and 44.3% had no formal education. Few reported prior marijuana (16.3%), alcohol (5.3%), or opiate (3.4%) use. Of sexually active recruits (58.7%, N = 2786), 21.3% reported paying women for sex and 21.3% reported sex with males. Prevalence of HIV (0.063%, 95% CI: 0.013- 0.19), syphilis (0.65%, 95% CI: 0.44 - 0.93), and HCV (0.82%, 95% CI: 0.58 - 1.12) were quite low. Prevalence of HSV-2 was 3.03% (95% CI: 2.56 - 3.57), which was independently associated with age (Adjusted Odds Ratio (AOR) = 1.04, 95% CI: 1.00 - 1.09) and having a television (socioeconomic marker) (AOR = 1.46, 95% CI: 1.03 - 2.05). Though prevalence of HIV, HCV, syphilis, and HSV-2 was low, sexual risk behaviors and intoxicant use were present among a substantial minority, indicating need for prevention programming. Formative work is needed to determine a culturally appropriate approach for prevention programming to reduce STI risk among Afghan National Army troops.

Love, money, or flexibility: what motivates people to work in consumer-directed home care?

PubMed

Howes, Candace

2008-07-01

The purpose of this study was to investigate the impact of wages and benefits (relative to other jobs available to workers), controlling for personal characteristics, on the recruitment and retention of providers working in a consumer-directed home care program. I used the results of focus groups to design a survey that was administered to 2,260 workers stratified by ethnicity and working in eight California counties that represented the range of wage and benefit packages available. I used logistic regression to measure the effect of wage and benefit levels, controlling for covariates, on home care workers' stated reason for entering and remaining in the job. Two thirds of respondents reported that commitment to their consumer was the most important reason why they took the job and flexibility was the second most important reason, regardless of wages and benefits and personal characteristics. However, in the county in which very part-time workers were eligible, health insurance was the most important reason for retention. Wage levels above $9 an hour mattered somewhat, especially where the increase was recent. Family providers responded to wage and benefit incentives similarly to non-family providers. To improve recruitment and retention of consumer-directed home care workers, jobs should be flexible and provide affordable health insurance for part-time workers. The effect of wages suggests that recruitment might be improved with higher wages, but only when they reach the $9 to $10 range (in 2004 dollars). Finally, policy must recognize that family caregivers have financial needs similar to non-family caregivers.

Academic nursing administrators' workplace satisfaction and intent to stay.

PubMed

Emory, Jan; Lee, Peggy; Miller, Michael T; Kippenbrock, Thomas; Rosen, Chris

In nursing education, the academic administrator is critical given the multitude of challenges associated with program delivery (e.g., shortages of faculty, strict and changing regulations for program accreditation, and the sheer demand for more nurses). Unfortunately, with the focus on recruiting and retaining new novice faculty to teach students, academic nursing administrators have been overlooked in recent studies. As such, this study aims to explore the workplace satisfaction and intent to stay of academic nursing administrators by considering their relation to a variety of demographic and work related variables. A secondary data source was used from the Collaborative on Academic Careers in Higher Education (COACHE). One-way Analysis of Variance (ANOVA) with post hoc Fisher's Least Significant Difference tests and t-tests were used in the analysis. Results indicate that several modifiable work factors positively relate to both job satisfaction and intent to stay. Copyright © 2016 Elsevier Inc. All rights reserved.

A diagnostic study of the DOH health volunteer workers program.

PubMed

Lacuesta, M C; Sarangani, S T; Amoyen, N D

1993-01-01

A 1993 study in the Philippines sought to 1) examine the characteristics of the Barangay (village) Health Workers (BHWs), 2) describe their recruitment and training, 3) reveal what their work entailed and how they felt about it, 4) identify the factors affecting their ability to deliver FP services, and 5) determine clients' attitudes towards them. Data were collected from structured interviews with 100 active BHWs and 150 clients in each of two regions. Most of the BHWs were women who had at least some high school education. They were longterm residents of their villages, were not gainfully employed, and their family incomes were below the poverty level. They were in favor of FP but considered three or more children ideal. Most had been BHWs for at least six years after being recruited (most often by a midwife). Most BHWs spent an average of 1.7 days assisting in the health centers and 2.0 days in the field. Their FP training was sketchy and largely centered on the use of various methods. The BHWs expressed a desire to learn more about natural FP, the IUD, and newer methods. Most received some monetary or other incentive for their work and were supervised directly by local midwives. FP service delivery was positively associated with education, experience, acquaintance with local residents, and cultural homogeneity with the clients. About half of the clients reported that they had consulted a BHW about FP, but an additional third were not familiar with the BHW program. The image of the BHW in the community was of a friendly, well-intentioned but not terribly knowledgeable person. The BHWs tended to provide follow-up services but often failed to refer clients to the health centers in the first place. Clients also reported that the BHWs gave them no choice about which method to use. This study points out the shortcomings in the BHW program. Improvement in outreach objectives could be reached by improved recruitment and training activities, the provision of more generous incentives, and improved logistics (such as contraceptive supply). The FP record-keeping system should also be improved.

Sales Training for Army Recruiter Success: Sales Strategies and Skills Used by Excellent U. S. Army Recruiters

DTIC Science & Technology

1987-11-01

Army recruiters. Neurolinguistic programming (NLP) was used as the protocol for modeling performance and acquiring information on the communication...kills -Linguistic pattern~ Sales cycle, Communica tion s trategies Mode-H.R-g. Sales skills, {:( ~Expert kn0\\vlc dge1 ’ Neurolinguist ic~ Sales...describe s a program of r esearch on the communicat ion st rate - gies a nd skills use d by excellen t Army r ecrui t e rs. Information to be used to

Model Strategies for the Recruitment and Retention of Undergraduate Criminal Justice Students.

ERIC Educational Resources Information Center

Positive Futures, Inc., Washington, DC.

Components for a model strategy/program for the recruitment and retention of students in criminal justice (CJ) programs are presented to stimulate planning activity. These 24 general examples of approaches identify the strategy, state the objectives, provide a rationale, describe implementation, discuss intervention activities, and delineate the…

Defense Threat Reduction Agency > Careers > Strategic Recruiting Programs

Science.gov Websites

graduate science, mathematics and engineering students. Students are offered these scholarships and graduate science, mathematics and engineering students. Students are offered scholarships and fellowships with disabilities, please call (703) 767-4451. Workforce Recruitment Program for College Students 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…

Recruiting and Advising Challenges in Actuarial Science

ERIC Educational Resources Information Center

Case, Bettye Anne; Guan, Yuanying Michelle; Paris, Stephen

2014-01-01

Some challenges to increasing actuarial science program size through recruiting broadly among potential students are identified. Possible solutions depend on the structures and culture of the school. Up to three student cohorts may result from partition of potential students by the levels of academic progress before program entry: students…

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,…

Enhancing Gifted Education for Underrepresented Students: Promising Recruitment and Programming Strategies

ERIC Educational Resources Information Center

Ecker-Lyster, Meghan; Niileksela, Christopher

2017-01-01

For decades, our educational system has been criticized for the limited recruitment and retention of minority students in gifted education programs. Unfortunately, relatively little progress has been made to alleviate these concerns. An examination of the literature on gifted education for underrepresented students reveals a dearth of information…

A "second generation" of ministry leadership.

PubMed

Giammalvo, Peter J

2005-01-01

Catholic health care leaders differ from others in the field in that "they are expected to serve as Jesus served, teach as Jesus taught, and lead as Jesus led, in order to heal as Jesus healed." The Catholic health ministry today is led largely by laypeople-what might be called the "first generation" of lay leaders. This first generation was privileged in that it was tutored by and worked alongside women and men religious. Those religious are now mostly gone from the ministry, and that first generation of lay leaders will also be retiring in the not too distant future. Leadership will then pass to a "second generation," laypeople who have not worked alongside religious. How is this new generation to learn "to heal as Jesus healed"? Catholic Health East (CHE), Newtown Square, PA, has developed a program explicitly directed at the recruitment and development of second-generation leaders. In its efforts to fill a position, the system first assembles a preferred-candidate profile, based on 15 competencies, including seven core competencies. CHE then employs a recruitment process based on behavioral event interviewing. All involved stakeholders participate in the interviews.

Adult day health care evaluation study: methodology and implementation. Adult Day Health Care Evaluation Development Group.

PubMed Central

Hedrick, S C; Rothman, M L; Chapko, M; Inui, T S; Kelly, J R; Ehreth, J

1991-01-01

The Adult Day Health Care Evaluation Study was developed in response to a congressional mandate to study the medical efficacy and cost effectiveness of the Adult Day Health Care (ADHC) effort in the Department of Veterans Affairs (VA). Four sites providing ADHC in VA facilities are participating in an ongoing randomized controlled trial. Three years of developmental work prior to the study addressed methodological issues that were problematic in previous studies. This developmental work resulted in the methodological approaches described here: (1) a patient recruitment process that actively recruits and screens all potential candidates using empirically developed admission criteria based on predictors of nursing home placement in VA; (2) the selection and development of measures of medical efficacy that assess a wide range of patient and caregiver outcomes with sufficient sensitivity to detect small but clinically important changes; and (3) methods for detailed, accurate, and efficient measurement of utilization and costs of health care within and outside VA. These approaches may be helpful to other researchers and may advance the methodological sophistication of long-term care program evaluation. PMID:1991678

Recruitment of Older Adult Patient-Caregiver Dyads for an Online Caregiver Resource Program: Lessons Learned.

PubMed

Nahm, Eun-Shim; Orwig, Denise; Resnick, Barbara; Magaziner, Jay; Bellantoni, Michele; Sterling, Robert

2012-01-12

Hip fracture is a significant health problem for older adults and generally requires surgery followed by intensive rehabilitation. Informal caregivers (CGs) can provide vital assistance to older adults recovering from hip fracture. Caregiving is a dyadic process that affects both CGs and care recipients (CRs). In a feasibility study, we assessed the effects of using a theory-based online hip fracture resource program for CGs on both CGs and CRs. In this article, we discuss our recruitment process and the lessons learned. Participants were recruited from six acute hospitals, and CGs used the online resource program for 8 weeks. A total of 256 hip fracture patients were screened, and 164 CRs were ineligible. CG screening was initiated when CRs were determined to be eligible. Among 41 eligible dyads, 36 dyads were recruited. Several challenges to the recruitment of these dyads for online studies were identified, including a low number of eligible dyads in certain hospitals and difficulty recruiting both the CR and the CG during the short hospital stay. Field nurses often had to make multiple trips to the hospital to meet with both the CR and the CG. Thus, when a subject unit is a dyad recruited from acute settings, the resources required for the recruitment may be more than doubled. These challenges could be successfully alleviated with careful planning, competent field staff members, collaboration with hospital staff members, and efficient field operations.

Hotspotting: Development of an Interprofessional Education and Service Learning Program for Care Management in Home Care Patients.

PubMed

Zomorodi, Meg; Odom, Trish; Askew, Naomi C; Leonard, Christina R; Sanders, Kimberly A; Thompson, Daniel

2018-03-28

The purpose of this article is to describe a service learning opportunity where interprofessional teams of students worked together to address patients' social determinants of health through home visits. This article describes this process, known as "hotspotting," and presents the development of this project, including collaboration with a local home health agency, recruiting of students, and weekly team meetings for debriefing. Evaluation data, barriers with implementation, and next steps for sustainability are also discussed.

Fiscal Year 2014 Annual Report on BNLs Next Generation Safeguards Initiative Human Capital Development Activities

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

Pepper, Susan E.

2014-10-10

Brookhaven National Laboratory’s (BNL’s) Nonproliferation and National Security Department contributes to the National Nuclear Security Administration Office of Nonproliferation and International Security Next Generation Safeguards Initiative (NGSI) through university engagement, safeguards internships, safeguards courses, professional development, recruitment, and other activities aimed at ensuring the next generation of international safeguards professionals is adequately prepared to support the U.S. safeguards mission. This report is a summary of BNL s work under the NGSI program in Fiscal Year 2014.

Outreach to Underrepresented Groups in Plasma Physics

NASA Astrophysics Data System (ADS)

Dominguez, A.; Zwicker, A.; Ortiz, D.; Greco, S. L.

2017-10-01

Physics, and specifically plasma physics, has a recruitment and retention problem for women and historically underrepresented minorities at all levels of their academic careers. For example, women make up approximately 8% of the APS-DPP membership while making up 13% of APS membership at large. In this presentation, we describe outreach activities we have undertaken targeting retention of these groups after their undergraduate careers. These include: Targeted recruitment visits for undergraduate research internships, as well as plasma physics workshops aimed at undergraduate women in physics, faculty members of minority serving institutions, and underrepresented undergraduates. After the first year of implementation, we have already seen results, including students reached through these programs participating in SULI undergraduate internships at PPPL. This work was support by a Grant from the DOE Office of Workforce Development for Teachers and Scientists (WDTS).

Factors contributing to intervention fidelity in a multi-site chronic disease self-management program.

PubMed

Perrin, Karen M; Burke, Somer Goad; O'Connor, Danielle; Walby, Gary; Shippey, Claire; Pitt, Seraphine; McDermott, Robert J; Forthofer, Melinda S

2006-10-26

Disease self-management programs have been a popular approach to reducing morbidity and mortality from chronic disease. Replicating an evidence-based disease management program successfully requires practitioners to ensure fidelity to the original program design. The Florida Health Literacy Study (FHLS) was conducted to investigate the implementation impact of the Pfizer, Inc. Diabetes Mellitus and Hypertension Disease Self-Management Program based on health literacy principles in 14 community health centers in Florida. The intervention components discussed include health educator recruitment and training, patient recruitment, class sessions, utilization of program materials, translation of program manuals, patient retention and follow-up, and technical assistance. This report describes challenges associated with achieving a balance between adaptation for cultural relevance and fidelity when implementing the health education program across clinic sites. This balance was necessary to achieve effectiveness of the disease self-management program. The FHLS program was implemented with a high degree of fidelity to the original design and used original program materials. Adaptations identified as advantageous to program participation are discussed, such as implementing alternate methods for recruiting patients and developing staff incentives for participation. Effective program implementation depends on the talent, skill and willing participation of clinic staff. Program adaptations that conserve staff time and resources and recognize their contribution can increase program effectiveness without jeopardizing its fidelity.

The Red River College model: enhancing success of Native Canadian and other nursing students from disenfranchised groups.

PubMed

Labun, Evelyn

2002-10-01

The recruitment and retention of students from culturally diverse backgrounds remains a critical issue in nursing education. This article describes one program that was very successful in helping Native Canadian and other disenfranchised students succeed academically in nursing. The program design and operation as well as issues related to recruitment and retention of these students are presented. Many aspects of this program are now incorporated into the baccalaureate nursing program in the college.

Meeting the needs of regional minority groups: the University of Washington's programs to increase the American Indian and Alaskan native physician workforce.

PubMed

Acosta, David; Olsen, Polly

2006-10-01

Minority populations in the United States are growing rapidly, but physician workforce diversity has not kept pace with the needs of underserved communities. Minorities comprised 26.4% of the population in 1995; by 2050, these groups will comprise nearly half. Medical schools must enlist greater numbers of minority physicians and train all physicians to provide culturally responsive care. The University of Washington School of Medicine (UWSOM) is the nation's only medical school that serves a five-state region (Washington, Wyoming, Alaska, Montana, and Idaho). Its mission addresses the need to serve the region, rectify primary care shortages, and meet increasing regional demands for underserved populations. The UWSOM Native American Center of Excellence (NACOE) was established as one important way to respond to this charge. The authors describe pipeline and minority recruitment programs at UWSOM, focusing on the NACOE and other activities to recruit American Indian/Alaskan Native (AI/AN) applicants to medical schools. These programs have increased the numbers of AI/AN medical students; developed the Indian Health Pathway; worked to prepare students to provide culturally responsive care for AI/AN communities; researched health disparities specific to AI/AN populations; provided retention programs and services to ensure successful completion of medical training; developed mentorship networks; and provided faculty-development programs to increase entry of AI/AN physicians into academia. Challenges lie ahead. Barriers to the pipeline will continue to plague students, and inadequate federal funding will have a significant and negative impact on achieving needed physician-workforce diversity. Medical schools must play a larger role in resolving these, and continue to provide pipeline programs, retention programs, and minority faculty development that can make a difference.

Mentoring new nurses in stressful times.

PubMed

Young, Lisa E

2009-06-01

Meeting benchmarks of Ontario's Wait Time Strategy and the expansion of The Ottawa Hospital are key issues driving the recruitment of perioperative nurses in Ottawa and Eastern Ontario. Added pressures resulting from Canada's aging population and a nationwide nursing shortage mean perioperative nurses are overworked and understaffed. Preceptoring new members of staff raises valid concerns as many of the new recruits have little or no operating room experience. The Dreyfus Model of Skill Acquisition demonstrates the importance of time and patience in supporting the learning process. Mentoring is a valuable strategy in an effort to teach and guide new nurses, to increase nursing retention, and to promote professional growth and recognition. Building successful mentorship programs, through the creation of healthy organizational cultures, transformational leadership and staff development programs, will strengthen support for nurses in stressful times. The stress of meeting the province-wide benchmarks outlined in Ontario's Wait Time Strategy and the expansion of perioperative services at The Ottawa Hospital in Ontario are two key issues driving the need for the recruitment of nurses into the specialty of perioperative nursing. As a result of Canada's aging population and a nationwide nursing shortage, perioperative nurses are over-worked and under-staffed while being faced with the pressure to preceptor new staff members while struggling to meet the daily demands of the wait list strategy. This article discusses current trends in healthcare and the career path changes being made by many nurses in response to the demand for specialty trained nurses. It is followed by a brief explanation of the Dreyfus Model of Skill Acquisition. Mentoring is presented as an effective strategy in the guidance and teaching of new nurses with a discussion of the benefits and suggestions on how to build a successful mentorship program to support nurses in these stressful times.

Using Data to Inform Decision Making in Recruitment of Prospective Public Health Students

ERIC Educational Resources Information Center

Joshi, Ashish; Amadi, Chioma; Alam, Amina; Krudysz, Margaret A.; Hernandez, Gabriela

2017-01-01

The objective of this study was to compare recruitment methods for prospective students to the public health programs at the CUNY School of Public Health. Recruitment data on prospective Masters and Doctoral Public Health students were gathered during the period of July 2014 to July 2015, using 4 recruitment methods: Schools of Public Health…

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

Code of Federal Regulations, 2013 CFR

2013-04-01

... 25 Indians 1 2013-04-01 2013-04-01 false What can happen if we recruit you after graduation? 166.906 Section 166.906 Indians BUREAU OF INDIAN AFFAIRS, DEPARTMENT OF THE INTERIOR LAND AND WATER... happen if we recruit you after graduation? (a) The purpose of the post graduation recruitment program is...

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

Code of Federal Regulations, 2014 CFR

2014-04-01

... 25 Indians 1 2014-04-01 2014-04-01 false What can happen if we recruit you after graduation? 166.906 Section 166.906 Indians BUREAU OF INDIAN AFFAIRS, DEPARTMENT OF THE INTERIOR LAND AND WATER... happen if we recruit you after graduation? (a) The purpose of the post graduation recruitment program is...

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

Code of Federal Regulations, 2012 CFR

2012-04-01

... 25 Indians 1 2012-04-01 2011-04-01 true What can happen if we recruit you after graduation? 166.906 Section 166.906 Indians BUREAU OF INDIAN AFFAIRS, DEPARTMENT OF THE INTERIOR LAND AND WATER... happen if we recruit you after graduation? (a) The purpose of the post graduation recruitment program is...

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

Code of Federal Regulations, 2011 CFR

2011-04-01

... 25 Indians 1 2011-04-01 2011-04-01 false What can happen if we recruit you after graduation? 166.906 Section 166.906 Indians BUREAU OF INDIAN AFFAIRS, DEPARTMENT OF THE INTERIOR LAND AND WATER... happen if we recruit you after graduation? (a) The purpose of the post graduation recruitment program is...

28 CFR 54.510 - Recruitment.

Code of Federal Regulations, 2013 CFR

2013-07-01

... Judicial Administration DEPARTMENT OF JUSTICE (CONTINUED) NONDISCRIMINATION ON THE BASIS OF SEX IN EDUCATION PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE Discrimination on the Basis of Sex...) Nondiscriminatory recruitment and hiring. A recipient shall not discriminate on the basis of sex in the recruitment...

28 CFR 54.510 - Recruitment.

Code of Federal Regulations, 2011 CFR

2011-07-01

... 28 Judicial Administration 2 2011-07-01 2011-07-01 false Recruitment. 54.510 Section 54.510 Judicial Administration DEPARTMENT OF JUSTICE (CONTINUED) NONDISCRIMINATION ON THE BASIS OF SEX IN... in Employment in Education Programs or Activities Prohibited § 54.510 Recruitment. (a...

28 CFR 54.510 - Recruitment.

Code of Federal Regulations, 2014 CFR

2014-07-01

... 28 Judicial Administration 2 2014-07-01 2014-07-01 false Recruitment. 54.510 Section 54.510 Judicial Administration DEPARTMENT OF JUSTICE (CONTINUED) NONDISCRIMINATION ON THE BASIS OF SEX IN... in Employment in Education Programs or Activities Prohibited § 54.510 Recruitment. (a...

The ASSURE Summer REU Program: Introducing research to first-generation and underserved undergraduates through space sciences and engineering projects

NASA Astrophysics Data System (ADS)

Barron, Darcy; Peticolas, Laura; Multiverse Team at UC Berkeley's Space Sciences Lab

2018-01-01

The Advancing Space Science through Undergraduate Research Experience (ASSURE) summer REU program is an NSF-funded REU site at the Space Sciences Lab at UC Berkeley that first started in summer 2014. The program recruits students from all STEM majors, targeting underserved students including community college students and first-generation college students. The students have little or no research experience and a wide variety of academic backgrounds, but have a shared passion for space sciences and astronomy. We will describe our program's structure and the components we have found successful in preparing and supporting both the students and their research advisors for their summer research projects. This includes an intensive first week of introductory lectures and tutorials at the start of the program, preparing students for working in an academic research environment. The program also employs a multi-tiered mentoring system, with layers of support for the undergraduate student cohort, as well as graduate student and postdoctoral research advisors.

Cooperation between schools and businesses/industries in meeting the demand for working experience

NASA Astrophysics Data System (ADS)

Widiyanti, Yoto, Solichin

2017-09-01

Vocational Secondary School (VSS) as one of the educational institutions has a mission or purpose to prepare a workforce who can fill job requirements and qualified professionals who are expected to play a role as a featured tool for business and industry in Indonesia in facing global competition. The principle of industrial cooperation between schools and business world has the objective to accelerate the adjustment period needed by vocational high school graduates to enter the workforce, which eventually will improve the quality of the vocational high schools. A scope of activities that would enable both sides to implement the activities is necessary to be applied during the cooperation. The types of programs that will be conducted consist of the Internship Program, Training Program, Production Program (innovative product), and Graduate Distribution Program. Such programs also implement the strategies of cooperation, such as recruitment, career fair, human resource delivery to the company, hiring process and arrival at the enterprise.

Facebook is an effective strategy to recruit low-income women to online nutrition education.

PubMed

Lohse, Barbara

2013-01-01

Nutrition education research recruitment expense and effort are substantial; sample selection is crucial for intervention assessment. Effectiveness and cost of Facebook to recruit low-income women to an online nutrition program were examined, including biopsychosocial characteristics of Facebook responders. An ad appeared on the Facebook page of low-income women, 18-45 years old, living in Pennsylvania to invite access to an online nutrition program. Eligible persons completed surveys about food-related behaviors including eating competence, food security, and assistance program use. Of 465 people who clicked on the ad, 81 completed the eligibility survey, and 62 were eligible; 52 completed a preprogram survey. Completers were mostly white (79%), overweight/obese (mean body mass index 36.2 ± 12.9), and not eating competent (75%). Low-income status was identified for 75% (n = 39) of completers. Total recruitment cost over 19 days was $596.71. Facebook appears to be an effective tool to recruit low-income women to nutrition education projects. Copyright © 2013 Society for Nutrition Education and Behavior. Published by Elsevier Inc. All rights reserved.

Country watch: Brazil.

PubMed

Szterenfeld, C

1995-01-01

The Health in Prostitution Project was launched in 1991 in Rio de Janeiro, Brazil. The project offers a multi-year training program of health education designed to both fight the stigmatization of and violence against commercial sex workers and enhance their self-esteem, self-determination, and access to civil rights. The project therefore promotes individual awareness while influencing public opinion and policies. At first, health agents were recruited among women and transvestites who work in street-based sex work. The program was then gradually expanded to include young male sex workers and other locations, such as private parlors, saunas, and escort services. People of all sexes and sexual orientation now comprise the health agent group. The program has a paid staff of five women, three young men, and three transvestites, and approximately 70 sex workers are trained annually. Basic training includes topics such as human sexuality, personal risk assessment, HIV/STD infection, negotiation of safer sex, and STD referral services. Year two training emphasizes reproductive and women's health issues, while year three courses prioritize street work methodologies. Theatrical performances, speaking English as a second language, and performing Bach flower therapy for clients take place during the fourth year. Program trainers include medical specialists, nurses, psychologists, health educators, lawyers, and university students. At least half of the 350 health agents trained thus far are estimated to be currently engaged in paid or voluntary prevention work. Two surveys with female sex workers in 1991 and 1993 found that reported regular condom use increased from 57% to 73%; the health agents are having an effect. The program is constantly evaluated and revised.

40 CFR 5.510 - Recruitment.

Code of Federal Regulations, 2010 CFR

2010-07-01

... Protection of Environment ENVIRONMENTAL PROTECTION AGENCY GENERAL NONDISCRIMINATION ON THE BASIS OF SEX IN EDUCATION PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE Discrimination on the Basis of Sex...) Nondiscriminatory recruitment and hiring. A recipient shall not discriminate on the basis of sex in the recruitment...

29 CFR 36.310 - Recruitment.

Code of Federal Regulations, 2012 CFR

2012-07-01

... Secretary of Labor NONDISCRIMINATION ON THE BASIS OF SEX IN EDUCATION PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE Discrimination on the Basis of Sex in Admission and Recruitment Prohibited... apply shall not discriminate on the basis of sex in the recruitment and admission of students. A...

29 CFR 36.310 - Recruitment.

Code of Federal Regulations, 2011 CFR

2011-07-01

... Secretary of Labor NONDISCRIMINATION ON THE BASIS OF SEX IN EDUCATION PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE Discrimination on the Basis of Sex in Admission and Recruitment Prohibited... apply shall not discriminate on the basis of sex in the recruitment and admission of students. A...

40 CFR 5.510 - Recruitment.

Code of Federal Regulations, 2013 CFR

2013-07-01

... Protection of Environment ENVIRONMENTAL PROTECTION AGENCY GENERAL NONDISCRIMINATION ON THE BASIS OF SEX IN EDUCATION PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE Discrimination on the Basis of Sex...) Nondiscriminatory recruitment and hiring. A recipient shall not discriminate on the basis of sex in the recruitment...

40 CFR 5.510 - Recruitment.

Code of Federal Regulations, 2012 CFR

2012-07-01

... 40 Protection of Environment 1 2012-07-01 2012-07-01 false Recruitment. 5.510 Section 5.510 Protection of Environment ENVIRONMENTAL PROTECTION AGENCY GENERAL NONDISCRIMINATION ON THE BASIS OF SEX IN... in Employment in Education Programs or Activities Prohibited § 5.510 Recruitment. (a...

14 CFR 1253.510 - Recruitment.

Code of Federal Regulations, 2012 CFR

2012-01-01

... 14 Aeronautics and Space 5 2012-01-01 2012-01-01 false Recruitment. 1253.510 Section 1253.510 Aeronautics and Space NATIONAL AERONAUTICS AND SPACE ADMINISTRATION NONDISCRIMINATION ON THE BASIS OF SEX IN... in Employment in Education Programs or Activities Prohibited § 1253.510 Recruitment. (a...

40 CFR 5.510 - Recruitment.

Code of Federal Regulations, 2011 CFR

2011-07-01

... 40 Protection of Environment 1 2011-07-01 2011-07-01 false Recruitment. 5.510 Section 5.510 Protection of Environment ENVIRONMENTAL PROTECTION AGENCY GENERAL NONDISCRIMINATION ON THE BASIS OF SEX IN... in Employment in Education Programs or Activities Prohibited § 5.510 Recruitment. (a...

14 CFR 1253.510 - Recruitment.

Code of Federal Regulations, 2011 CFR

2011-01-01

... 14 Aeronautics and Space 5 2011-01-01 2010-01-01 true Recruitment. 1253.510 Section 1253.510 Aeronautics and Space NATIONAL AERONAUTICS AND SPACE ADMINISTRATION NONDISCRIMINATION ON THE BASIS OF SEX IN... in Employment in Education Programs or Activities Prohibited § 1253.510 Recruitment. (a...

75 FR 26200 - Proposed Information Collection; Comment Request

Federal Register 2010, 2011, 2012, 2013, 2014

2010-05-11

... School-Based Learn and Serve America Teacher Recruitment Process. The Teacher Recruitment Process will identify and recruit teachers for participation in the National Evaluation of School-Based Learn and Serve... are implementing Learn and Serve America funded service-learning programs. Teachers identified by...

78 FR 32242 - Notice of Proposed Collection Requests; Comment Request; Program for International Student...

Federal Register 2010, 2011, 2012, 2013, 2014

2013-05-29

... International Student Assessment (PISA 2015) Recruitment and Field Test AGENCY: Department of Education. ACTION..., page 22530) for the Program for International Student Assessments (PISA 2015) Recruitment and Field Test, 1850-0755. Since that time, the PISA has been amended. It reflects a change in the field test...

A Minority Recruitment Program through a Proactive PPST Support System.

ERIC Educational Resources Information Center

Linton, Marigold; Searfoss, Lyndon

A major barrier to minority student participation in the Arizona State University teacher preparation program is the state-mandated requirement that all sections of the PreProfessional Skills Test (PPST) be passed before any teacher preparation courses can be taken. This paper describes the significant features of a minority recruitment/support…

Strategies to Recruit and Retain Students in Physical Science and Mathematics on a Diverse College Campus

ERIC Educational Resources Information Center

Chang, Jen-Mei; Kwon, Chuhee; Stevens, Lora; Buonora, Paul

2016-01-01

This article presents implementation details and findings of a National Science Foundation Scholarship in Science, Technology, Engineering, and Mathematics Program (S-STEM) consisting of many high-impact practices to recruit and retain students in the physical sciences and mathematics programs, particularly first-generation and underrepresented…

Barriers and Solutions to Recruitment Strategies of Students into Post-Secondary Agricultural Education Programs: A Focus Group Approach

ERIC Educational Resources Information Center

Calvin, Jennifer; Pense, Seburn L.

2013-01-01

This qualitative study utilized focus group interviews of secondary Illinois agricultural education teachers to investigate the continuing problem of student recruitment into teacher preparation pro-grams of agricultural education. Using signal theory, image theory and person-organization fit theory, the researchers identified five themes relating…

Recruiting Females into Male Dominated Programs: Effective Strategies and Approaches

ERIC Educational Resources Information Center

Tsui, Lisa

2009-01-01

This study examines the recruitment of women into a heavily male dominated field of study, in this case mechanical engineering. Qualitative data, in the form of interviews and focus groups, were gathered from six undergraduate mechanical engineering programs that enroll and graduate a relatively high proportion of women. Results revealed that (1)…

Strategies to recruit a diverse low-income population to child weight management programs from primary care practices

USDA-ARS?s Scientific Manuscript database

Primary care practices can be used to engage children and families in weight management programs. The Texas Childhood Obesity Research Demonstration (TX CORD) study targeted patients at 12 primary care practices in diverse and low-income areas of Houston, Texas, and Austin, Texas for recruitment to ...

Towards a Marketing Communication Recruitment Plan for the Rowan University Educational Leadership Doctoral Program

ERIC Educational Resources Information Center

Kanyi, Titus Kamau

2009-01-01

Doctoral studies are at the apex of the education system. Attracting, recruiting, enrolling, and graduating the best suited students in doctoral education is, therefore, critical in ensuring the highest academic standards and service to society. Focusing on Rowan University's Doctor of Education (Ed.D.) in Educational Leadership program, this…

Feasibility of recruiting families into a heart disease prevention program based on dietary patterns

USDA-ARS?s Scientific Manuscript database

Offspring of parents with a history of cardiovascular disease (CVD) inherit a similar genetic profile and share diet and lifestyle behaviors. This study aimed to evaluate the feasibility of recruiting families at risk of CVD to a dietary prevention program, determine the changes in diet achieved, an...

Volunteerism in Special Education through Industry-Education Cooperation: A Program Development Handbook for Coordinators of Volunteer Recruitment.

ERIC Educational Resources Information Center

Hughes, James H.

Intended for coordinators of volunteer recruitment, the booklet examines practical issues in developing and implementing programs in which industry employees serve as volunteers in special education. Introductory material briefly addresses volunteerism in America, and considers the need for industry-education cooperation as well as advantages to…

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…

Longitudinal Outcomes from the Family Development Research Program

ERIC Educational Resources Information Center

Honig, Alice Sterling

2004-01-01

The Family Development Research Program (FDRP) was begun as an omnibus effort to serve low-income, low-education families by providing education, nutrition, health, safety, and human service resources for the 108 families initially recruited. Very deprived families were recruited early in the last trimester of pregnancy. All the families had an…

Teaching's Next Generation: A National Study of Precollegiate Teacher Recruitment.

ERIC Educational Resources Information Center

Recruiting New Teachers, Inc., Belmont, MA.

This study was conducted to identify, classify, and analyze the range of precollegiate teacher recruitment programs now in operation across the nation and to make recommendations to the DeWitt Wallace-Reader's Digest Fund on potential grantmaking opportunities. Information on programs; the role played by foundations; and activities of Federal,…

A Model for Alumni Participation in Student Recruitment. AIR Forum 1980 Paper.

ERIC Educational Resources Information Center

Habben, Dorothy E.; Stewart, Clifford T.

A model is presented for constructing and evaluating an effective alumni volunteer program to aid in the student recruitment effort. A review of successful programs reveals certain common features and provides important touchstones for other schools looking for the principles and practices with which to organize their own efforts. The first…

Increasing Diversity in the Geosciences: Recruitment Programs and Student Self-Efficacy

ERIC Educational Resources Information Center

Baber, Lorenzo D.; Pifer, Meghan J.; Colbeck, Carol; Furman, Tanya

2010-01-01

Using a conceptual framework constructed around self-efficacy, this study explores specific recruitment programs that may contribute to the development of self-efficacy for students of color in the geosciences. This mixed methods study of geoscience education includes quantitative analysis of the Summer Experience in Earth and Mineral Science…

State-Funded "Eminent Scholars" Programs: University Faculty Recruitment as an Emerging Policy Instrument

ERIC Educational Resources Information Center

Hearn, James C.; McLendon, Michael K.; Lacy, T. Austin

2013-01-01

Over the past two decades, state governments have increasingly invested in programs to recruit accomplished scientists from elsewhere to university positions. This event history analysis suggests that an intriguing mix of comparative state disadvantage and leveragable existing research resources is associated with the likelihood of states adopting…

34 CFR 611.12 - What additional selection criteria are used for an application proposing teacher recruitment...

Code of Federal Regulations, 2010 CFR

2010-07-01

... EDUCATION TEACHER QUALITY ENHANCEMENT GRANTS PROGRAM State Grants Program § 611.12 What additional selection... 34 Education 3 2010-07-01 2010-07-01 false What additional selection criteria are used for an application proposing teacher recruitment activities? 611.12 Section 611.12 Education Regulations of the...

Organizational return to work support and sick leave duration: a cohort of Spanish workers with a long-term non-work-related sick leave episode.

PubMed

Sampere, Maite; Gimeno, David; Serra, Consol; Plana, Manel; Martínez, José Miguel; Delclos, George L; Benavides, Fernando G

2011-06-01

To analyze the association between organizational support and time to return to work (RTW) in workers with long-term non-work-related sick leave. Cohort participants were 571 workers, with a non-work-related sick leave episode of more than 15 days, recruited during the first visit in a health insurance company (mutua). Workers completed a baseline questionnaire regarding organizational RTW support measures and were followed until the end of the episodes. Return to work and time to RTW were established on the basis of the mutua's register. Multivariate Cox regression models were used. Workers in companies with an overall high organizational RTW support returned to work earlier. This effect was mainly due to workers in companies that provided specific RTW programs. Our findings suggest that companies play an important role in facilitating RTW for workers with long-term non-work-related sick leave episodes.

A practical, cost-effective method for recruiting people into healthy eating behavior programs.

PubMed

McDonald, Paul W

2007-04-01

The population impact of programs designed to develop healthy eating behaviors is limited by the number of people who use them. Most public health providers and researchers rely on purchased mass media, which can be expensive, on public service announcements, or clinic-based recruitment, which can have limited reach. Few studies offer assistance for selecting high-outreach and low-cost strategies to promote healthy eating programs. The purpose of this study was 1) to determine whether classified newspaper advertising is an effective and efficient method of recruiting participants into a healthy eating program and 2) to determine whether segmenting messages by transtheoretical stage of change would help engage individuals at all levels of motivation to change their eating behavior. For 5 days in 1997, three advertisements corresponding to different stages of change were placed in a Canadian newspaper with a daily circulation of 75,000. There were 282 eligible people who responded to newspaper advertisements, and the cost was Can $1.11 (U.S. $0.72) per recruit. This cost compares favorably with the cost efficiency of mass media, direct mail, and other common promotional methods. Message type was correlated with respondent's stage of change, and this correlation suggested that attempts to send different messages to different audience segments were successful. Classified advertisements appear to be a highly cost-efficient method for recruiting a diverse range of participants into healthy eating programs and research about healthy eating.

Embedding Climate Services

NASA Astrophysics Data System (ADS)

Shafer, M.; Boone, M.; Keim, B. D.

2015-12-01

With the rapidly-increasing number of climate services providers, the landscape for putting climate into practice is getting both easier to access and more confusing. Each provider serves a different clientele, and in so doing draws more stakeholder organizations into the sphere of those using climate information in decision-making. The challenge has been in connecting these new stakeholders with expertise that may reside within a different provider organization. To help close the gap, the Southern Climate Impacts Planning Program (SCIPP; http://www.southernclimate.org), a NOAA RISA Team, initiated a summer internship program, where students with expertise in meteorology or climatology would work for an organization more closely aligned with another climate services provider network. The format was patterned after the successful NSF-funded Research Experience for Undergraduates (REU) program at the National Weather Center, where students are selected from undergraduate programs across the nation to spend a summer conducting research under a scientific mentor. The SCIPP initiative flipped this model, instead sending students to organizations with operational needs for climate information to work under their mentorship in partnership with SCIPP scientists. Over the past two summers, SCIPP has recruited students to work at landscape-based (Gulf Coast Joint Venture and National Wetlands Research Center) and community-based (Tulsa Partners) organizations. Students worked alongside the organizations' staff on a daily basis and were supported through periodic calls with the SCIPP team to help identify appropriate datasets and work through methodological issues. This presentation will discuss how these relationships were created, the expertise of each of the organizations involved, and outcomes from the projects.

Recruitment and retention strategies for hospital laboratory personnel in urban and rural settings.

PubMed

Slagle, Derek R

2013-01-01

Laboratory directors and administrators play vital roles in the recruitment and retention processes of their employees. A total of 71 laboratory directors from hospitals across 51 counties in Tennessee responded to questionnaires regarding recruitment and retention strategies. Respondents reported strategies for recruitment and retention, which were agreed to be effective by management. Overall, these major strategies were consistent regardless of geographic location and limited differences were noted with regard to urban-rural locations. The findings that varied significantly between urban and rural locations included: 1) rural employees needed additional supervision; 2) rural hospitals relied on local residents more so than urban hospitals; 3) rural laboratory administrators noted more limited access to resources; and the 4) lower effectiveness of recruitment agencies and family relocation programs for rural hospitals. This is significant given the disparities often associated with rural areas, and the potential to develop more successful recruitment and retention strategies for those areas. Active managers in clinical laboratory science programs in the hospital setting should note effective strategies for both, recruitment and retention of personnel, and note the potential impact of geography on such processes.

Afro-Caribbean Women Teachers Recruited for U.S. Urban Schools: A Narrative Analysis of Experience, Change, and Perception

ERIC Educational Resources Information Center

Beck, Makini

2010-01-01

Current initiatives to recruit international teachers are on the rise. Although international teachers have always played a part in educating American students, their presence in U.S. schools have increased over the past few years as a result of overseas recruitment programs (Francis, 2005; Hutchinson, 2007). This increase in the recruitment of…

Youth Engagement through Science (YES!) - Engaging Underrepresented Minorities in Science through High School Internships at the National Museum of Natural History

NASA Astrophysics Data System (ADS)

Robertson, G.; Cruz, E.; Selvans, M. M.

2014-12-01

The Smithsonian's Youth Engagement through Science (YES!) program at the National Museum of Natural History gives young people from the Washington, D.C. area the opportunity to engage in science out of school through 16-week internships. We will present the program's successful strategies and lessons learned around recruiting and engaging young people from underserved communities, and maintaining relationships that help to support their pursuit of STEM and other career paths. The YES! program connects Smithsonian collections, experts, and training with local DC youth from communities traditionally underrepresented in science careers. YES! is now in its fifth year and has directly served 122 students; demographics of alumni are 67% female, and 51% Latino, 31% African-American, 7% Asian, 5% Caucasian and 6% other. The program immerses students in science research by giving them the opportunity to work side-by-side with scientists and staff from the Smithsonian's National Museum of Natural History, Air and Space Museum, Smithsonian Gardens, and National Zoo. In addition to working on a research project, students have college preparatory courses, are trained in science communication, and apply their skills by interacting with the public on the exhibit floor.

The Impact of an Educational Program in Brief Interventions for Alcohol Problems on Undergraduate Nursing Students: A Brazilian Context.

PubMed

Junqueira, Marcelle Aparecida de Barros; Rassool, G Hussein; Santos, Manoel Antônio dos; Pillon, Sandra Cristina

2015-01-01

Nurses are the prime movers in the prevention and harm reduction in alcohol-related harm especially for those patients who are unwilling to access specialist care. The aim of the study is to evaluate the attitudes and knowledge of nursing students before and after Brief Intervention Training for alcohol problems. A quasi-experimental study was conducted with 120 undergraduate nursing students. Sixty recruited students were randomized into experimental and control groups (n = 60 each). Participants completed questionnaires on knowledge and attitudes before and after this training of brief intervention. The brief intervention program, 16 hours of duration, includes training for screening and early recognition, nursing, and the treatment of alcohol problems. Analysis of the data showed statistically significant positive change in the nursing students' knowledge (identifications and care) and personal and professional attitudes in working with patients with alcohol problems after the educational intervention. The experimental group differed significantly in all the variables measured at posteducational program. The provision of educational program on brief intervention in undergraduate nursing education can be an effective way for acquisition of knowledge and changes in attitudes in working with patients with alcohol problems.

NASA space life sciences research and education support program

NASA Technical Reports Server (NTRS)

Jones, Terri K.

1995-01-01

USRA's Division of Space Life Sciences (DSLS) was established in 1983 as the Division of Space Biomedicine to facilitate participation of the university community in biomedical research programs at the NASA Johnson Space Center (JSC). The DSLS is currently housed in the Center for Advanced Space Studies (CASS), sharing quarters with the Division of Educational Programs and the Lunar and Planetary Institute. The DSLS provides visiting scientists for the Johnson Space Center; organizes conferences, workshops, meetings, and seminars; and, through subcontracts with outside institutions, supports NASA-related research at more than 25 such entities. The DSLS has considerable experience providing visiting scientists, experts, and consultants to work in concert with NASA Life Sciences researchers to define research missions and goals and to perform a wide variety of research administration and program management tasks. The basic objectives of this contract have been to stimulate, encourage, and assist research and education in the NASA life sciences. Scientists and experts from a number of academic and research institutions in this country and abroad have been recruited to support NASA's need to find a solution to human physiological problems associated with living and working in space and on extraterrestrial bodies in the solar system.

Engaging Minority University STEM Education Professors in the Science of Climate Change: Recruitment, Implementation and Evaluation

NASA Astrophysics Data System (ADS)

Hayden, L. B.; Hale, S. R.; Johnson, D.

2013-12-01

Elizabeth City State University has joined with the University of New Hampshire under the NASA Innovations in Climate Education (NICE) to empower faculty of education programs at Minority Serving Institutions (MSIs) to better engage their pre-service teachers in teaching and learning about global climate change through the use of NASA Earth observation data sets. This project is designed to impact teaching first on college campuses within science education classes. Second, as pre-service teachers transition into in-service teachers, the impact will extend to elementary and secondary classrooms. Our goal is to empower faculty of education programs at Minority Serving Institutions to better engage their pre-service teachers in teaching and learning about global climate change through the use of NASA Earth observation data sets. This presentation documents the efforts to recruit two cohorts of STEM education faculty from MSIs along with the associated implementation and program evaluation efforts. To date, thirty-four (34) faculty from over a dozen MSIs have participated in the summer workshops. Recruitment efforts have focused on interactions with faculty in campus and conference settings. This has included the Johnson C. Smith University conference, the Minorities (QEM) Network Workshop on Evidence-Based STEM Instructional Strategies and the Annual Minority Serving Institutions Technical Assistance and Capacity Conference. The primary implementation mechanism was a one-week summer workshop conducted each year. ECSU hosted the first summer workshop and UNH hosted the second workshop. During each workshop, faculty had an opportunity to engage in activities using NASA Earth observation data, and benefited from engaged instruction and interaction with scientists who routinely use these datasets in their professional practice. This provided a comprehensive learning environment ensuring the transfer of the know-how on utilizing NASA datasets and tools in climate change education from researcher to science educator to pre-service STEM teacher. The faculty conducted field work that emphasizes place-based pedagogy. They worked with NASA satellite imagery data from the MODIS and SeaWiFS sensors, and discussed the challenges and approaches to integrating all or some of the lessons into their courses. Program Evaluation efforts, led by Learning Innovations at WestEd, includes formative and summative evaluation related to the outcomes of the project. Evaluators worked with project staff to create a logic model that clearly articulates a theory of action for the project. Included in the evaluation model were online questionnaires and focus group protocols. There exist evidence to show that the MSI faculty who participate in the workshop are using the information learned to engage their pre-service teachers in teaching and learning about global climate change through the use of NASA Earth observation sets.

Exploring Perceptions of Barriers, Facilitators, and Motivators to Physical Activity Among Female Bariatric Patients: Implications for Physical Activity Programming.

PubMed

Dikareva, A; Harvey, W J; Cicchillitti, M A; Bartlett, S J; Andersen, R E

2016-09-01

To explore barriers, facilitators, and motivators to adopting and maintaining regular physical activity among women with obesity who have undergone bariatric surgery. Individual interviews with women 3 to 24 months post-bariatric surgery. Participants were recruited from a bariatric clinic in Montreal, Canada. Twelve women were recruited (mean age = 47 ± 9 years) using poster advertisements and word of mouth. Participants were on average 15 months postsurgery. Each woman was interviewed once using a semistructured interview protocol. Recruitment was conducted until data saturation (i.e., no new information emerged). The interviews were transcribed, coded, and analyzed using inductive thematic analysis. Three interrelated themes emerged: the physical body, appraisal of the physical and social self, and the exercise environment. Barriers included weight-restricted mobility, side effects of surgery, body dissatisfaction, compromised psychological health, competing responsibilities, a lack of exercise self-efficacy and social support, reduced access to accommodating facilities, lack of exercise knowledge, and northern climate. Participants reported postsurgical weight loss, weight and health maintenance, enjoyment, body image, and supportive active relationships, as well as access to accommodating facilities and exercise knowledge, as facilitators and motivators. Suggested physical activity programming strategies for health care professionals working with this unique population are discussed. Physical activity and health promotion initiatives can also benefit from a cultural paradigm shift away from weight-based representations of health. © 2016 by American Journal of Health Promotion, Inc.

Issues Surrounding the Evaluation of Teacher Internship Programs

NASA Astrophysics Data System (ADS)

Barrett, D.

2006-12-01

Georgia Intern-Fellowships for Teachers (GIFT) is a collaborative effort designed to enhance mathematics and science experiences of Georgia teachers and their students through summer research internships for teachers. By offering business, industry, public science institute and research summer fellowships to teachers, GIFT provides educators with first-hand exposure to the skills and knowledge necessary for the preparation of our future workforce. Since 1991, GIFT has placed middle and high school math, science and technology teachers in over 1100 positions throughout the state. In these fellowships, teachers are involved in cutting edge scientific and engineering research, data analysis, curriculum development and real-world inquiry and problem solving, and create Action Plans to assist them in translating the experience into changed classroom practice. Since 2004, an increasing number of high school students have worked with their teachers in research laboratories. The GIFT program has an advisory board composed of university researchers, business and education leaders. The board members work in various subcommittees assisting the program with areas such as sponsor recruitment, evaluation and long term planning. The evaluation subcommittee has been actively involved in providing direction regarding the evaluation of the GIFT program's impact on teachers and their students. The program recently conducted a survey of its former participants. This presentation will discuss the results of the survey and the challenges associated with program evaluation of teacher internship programs.

Reducing Physical Risk Factors in Construction Work Through a Participatory Intervention: Protocol for a Mixed-Methods Process Evaluation.

PubMed

Ajslev, Jeppe; Brandt, Mikkel; Møller, Jeppe Lykke; Skals, Sebastian; Vinstrup, Jonas; Jakobsen, Markus Due; Sundstrup, Emil; Madeleine, Pascal; Andersen, Lars Louis

2016-05-26

Previous research has shown that reducing physical workload among workers in the construction industry is complicated. In order to address this issue, we developed a process evaluation in a formative mixed-methods design, drawing on existing knowledge of the potential barriers for implementation. We present the design of a mixed-methods process evaluation of the organizational, social, and subjective practices that play roles in the intervention study, integrating technical measurements to detect excessive physical exertion measured with electromyography and accelerometers, video documentation of working tasks, and a 3-phased workshop program. The evaluation is designed in an adapted process evaluation framework, addressing recruitment, reach, fidelity, satisfaction, intervention delivery, intervention received, and context of the intervention companies. Observational studies, interviews, and questionnaires among 80 construction workers organized in 20 work gangs, as well as health and safety staff, contribute to the creation of knowledge about these phenomena. At the time of publication, the process of participant recruitment is underway. Intervention studies are challenging to conduct and evaluate in the construction industry, often because of narrow time frames and ever-changing contexts. The mixed-methods design presents opportunities for obtaining detailed knowledge of the practices intra-acting with the intervention, while offering the opportunity to customize parts of the intervention.

Recruitment for a Diabetes Prevention Program translation effort in a worksite setting.

PubMed

Taradash, J; Kramer, M; Molenaar, D; Arena, V; Vanderwood, K; Kriska, Andrea M

2015-03-01

The success of the Diabetes Prevention Program (DPP) lifestyle intervention has led to community-based translation efforts in a variety of settings. One community setting which holds promise for the delivery of prevention intervention is the worksite; however, information regarding recruitment in this setting is limited. The current effort describes the initial processes surrounding provision of an adapted DPP lifestyle intervention at a corporate worksite. Investigators and key management at the worksite collaborated to develop and implement a recruitment plan for the intervention focusing on 1) in-person onsite activities and 2) implementation of a variety of media recruitment tools and methods. Adult, non-diabetic overweight/obese employees and family members with pre-diabetes and/or the metabolic syndrome were eligible for the study. Telephone pre-screening was completed for 176 individuals resulting in 171 eligible for onsite screening. Of that number, 160 completed onsite screening, 107 met eligibility criteria, and 89 enrolled in the study. Support from worksite leadership, an invested worksite planning team and a solid recruitment plan consisting of multiple strategies were identified as crucial elements of this effective workplace recruitment effort. A worksite team successfully developed and implemented a recruitment plan using existing mechanisms appropriate to that worksite in order to identify and enroll eligible individuals. The results of this effort indicate that employee recruitment in a worksite setting is feasible as the first step in offering onsite behavioral lifestyle intervention programs as part of a widespread dissemination plan to prevent diabetes and lower risk for cardiovascular disease. Copyright © 2015 Elsevier Inc. All rights reserved.

A feasibility study of a psychoeducational intervention program for gynecological cancer patients.

PubMed

Chow, Ka Ming; Chan, Carmen W H; Chan, Joanne C Y; Choi, Kai K C; Siu, K Y

2014-08-01

This study aimed to test the feasibility of implementing a psychoeducational intervention program for gynecological cancer patients. A single-blinded randomized controlled trial and mixed-method design were used. Study subjects were newly diagnosed gynecological cancer patients with surgery as the first-line treatment. They were randomly assigned to the intervention group, in which a psychoeducational intervention program based on a thematic counseling model was offered, or to the attention control group. Quantitative data on sexual functioning, quality of life, uncertainty, anxiety, depression and social support were collected at recruitment, post-operative and during the in-hospital period, and eight weeks after the operation. Participants in the intervention group and three nurses working in the clinical setting were invited to have semi-structured interviews. Of the 30 eligible subjects, 26 were successfully recruited into the study. Following the psychoeducational intervention program, there was significant improvement in the level of inconsistent information about the illness within the category of uncertainty among participants in the intervention group. In addition, trends towards improvement were demonstrated in quality of life, uncertainty, depression and perceived social support with the provision of the interventions. Qualitative data indicated the interventions were desired and appreciated by the participants, as well as being feasible and practical to implement in Hong Kong clinical settings. The findings suggest that it is feasible to deliver the psychoeducational intervention program and it may have beneficial effects in gynecological cancer patients. A full-scale study is warranted to confirm the results. Copyright © 2014 Elsevier Ltd. All rights reserved.

Personnel Recruitment and Retention in Rural America.

ERIC Educational Resources Information Center

Helge, Doris; Marrs, Lawrence W.

Recruitment and retention of special education teachers and related services staff have been persistent problems of rural school districts nationwide. High teacher attrition rates have serious ramifications for personnel development and program stability. Effective recruitment strategies for rural areas have four main components: (1) emphasis on…

43 CFR 41.510 - Recruitment.

Code of Federal Regulations, 2011 CFR

2011-10-01

... 43 Public Lands: Interior 1 2011-10-01 2011-10-01 false Recruitment. 41.510 Section 41.510 Public Lands: Interior Office of the Secretary of the Interior NONDISCRIMINATION ON THE BASIS OF SEX IN... in Employment in Education Programs or Activities Prohibited § 41.510 Recruitment. (a...

6 CFR 17.510 - Recruitment.

Code of Federal Regulations, 2012 CFR

2012-01-01

... 6 Domestic Security 1 2012-01-01 2012-01-01 false Recruitment. 17.510 Section 17.510 Domestic Security DEPARTMENT OF HOMELAND SECURITY, OFFICE OF THE SECRETARY NONDISCRIMINATION ON THE BASIS OF SEX IN... in Employment in Education Programs or Activities Prohibited § 17.510 Recruitment. (a...

6 CFR 17.510 - Recruitment.

Code of Federal Regulations, 2011 CFR

2011-01-01

... 6 Domestic Security 1 2011-01-01 2011-01-01 false Recruitment. 17.510 Section 17.510 Domestic Security DEPARTMENT OF HOMELAND SECURITY, OFFICE OF THE SECRETARY NONDISCRIMINATION ON THE BASIS OF SEX IN... in Employment in Education Programs or Activities Prohibited § 17.510 Recruitment. (a...

43 CFR 41.510 - Recruitment.

Code of Federal Regulations, 2014 CFR

2014-10-01

... 43 Public Lands: Interior 1 2014-10-01 2014-10-01 false Recruitment. 41.510 Section 41.510 Public Lands: Interior Office of the Secretary of the Interior NONDISCRIMINATION ON THE BASIS OF SEX IN... in Employment in Education Programs or Activities Prohibited § 41.510 Recruitment. (a...

The impact of the NASA Administrator's Fellowship Program on fellows' career choices

NASA Astrophysics Data System (ADS)

Graham, Eva M.

Maintaining diversity in the technical workforce and in higher education has been identified as one way to increase the outreach, recruitment and retention of students and other faculty from underrepresented, underserved and minority populations, especially in Science, Technology, Engineering and Mathematics (STEM) courses of study and careers. The National Aeronautics and Space Administration (NASA) Administrator's Fellowship Program (NAFP) is a professional development program targeting faculty at Minority Serving Institutions and NASA civil servant employees for a two year work-based professional development experience toward increasing the likelihood of retaining them in STEM careers and supporting the recruitment and retention of minority students in STEM courses of study. This evaluation links the activities of the fellowship program to the impact on fellows' career choices as a result of participation through a series of surveys and interviews. Fellows' personal and professional perceptions of themselves and colleagues' and administrators' beliefs about their professional capabilities as a result of selection and participation were also addressed as they related to career outcomes. The findings indicated that while there was no direct impact on fellows' choice of careers, the exposure, direction and focus offered through travel, mentoring, research and teaching had an impact their perceptions of their own capabilities and, their colleagues' and administrators' beliefs about them as professionals and researchers. The career outcomes reported were an increase in the number publications, promotions, change in career and an increased awareness of the culture of science and engineering.

Engaging nurse aide students to develop a survey to improve enrollment and retention in college.

PubMed

Boyd, Jamie Kamailani; Hernandez, Jesika Y; Braun, Kathryn L

2011-01-01

Students from lower socioeconomic status (SES) backgrounds have historically experienced high rates of college dropout. Surveys often are used to assess supports and barriers (SB) to college enrollment and completion, and findings drive the design of interventions to improve student recruitment and retention. However, standard surveys may not include questions that solicit the breadth of issues facing low-income minority individuals. We used community-based participatory research (CBPR) principles to develop an SB survey to better reflect the concerns of rural, first-generation college students in Hawai'i. An advisory panel (AP) of students and community partners guided the work. The literature informed the first draft of the SB survey. Then we worked with students who had successfully completed a vocational Nurse Aide (NA) Training Program (NATP) course to refine four versions of the SB survey through multiple cycles of online survey review and focus groups. The final product included questions in new areas and differently phrased questions in standard areas (e.g., transportation, dependent care, housing, financial aid) to better capture reasons for students dropping out. The survey has proven useful as a student assessment tool, and findings are being used by instructors, counselors, and community partners to add resources and modify programs to increase student success in community college. Findings confirm the usefulness of engaging target partners in tool development. An enhanced understanding of SB of students from underrepresented groups will help to improve college recruitment and retention interventions.

Opportunities for Space Science Education Using Current and Future Solar System Missions

NASA Astrophysics Data System (ADS)

Matiella Novak, M.; Beisser, K.; Butler, L.; Turney, D.

2010-12-01

The Education and Public Outreach (E/PO) office in The Johns Hopkins University Applied Physics Laboratory (APL) Space Department strives to excite and inspire the next generation of explorers by creating interactive education experiences. Since 1959, APL engineers and scientists have designed, built, and launched 61 spacecraft and over 150 instruments involved in space science. With the vast array of current and future Solar System exploration missions available, endless opportunities exist for education programs to incorporate the real-world science of these missions. APL currently has numerous education and outreach programs tailored for K-12 formal and informal education, higher education, and general outreach communities. Current programs focus on Solar System exploration missions such as the Compact Reconnaissance Imaging Spectrometer for Mars (CRISM), Miniature Radio Frequency (Mini-RF) Moon explorer, the Radiation Belt Storm Probes (RBSP), New Horizons mission to Pluto, and the Thermosphere Ionosphere Mesosphere Energetics and Dynamics (TIMED) Satellite, to name a few. Education and outreach programs focusing on K-12 formal education include visits to classrooms, summer programs for middle school students, and teacher workshops. APL hosts a Girl Power event and a STEM (Science, Technology, Engineering, and Mathematics) Day each year. Education and outreach specialists hold teacher workshops throughout the year to train educators in using NASA spacecraft science in their lesson plans. High school students from around the U.S. are able to engage in NASA spacecraft science directly by participating in the Mars Exploration Student Data Teams (MESDT) and the Student Principal Investigator Programs. An effort is also made to generate excitement for future missions by focusing on what mysteries will be solved. Higher education programs are used to recruit and train the next generation of scientists and engineers. The NASA/APL Summer Internship Program offers a unique glimpse into the Space Department’s “end-to-end” approach to mission design and execution. College students - both undergraduate and graduate - are recruited from around the U.S. to work with APL scientists and engineers who act as mentors to the students. Many students are put on summer projects that allow them to work with existing spacecraft systems, while others participate in projects that investigate the operational and science objectives of future planned spacecraft systems. In many cases these interns have returned to APL as full-time staff after graduation.

Factors contributing to intervention fidelity in a multi-site chronic disease self-management program

PubMed Central

Perrin, Karen M; Burke, Somer Goad; O'Connor, Danielle; Walby, Gary; Shippey, Claire; Pitt, Seraphine; McDermott, Robert J; Forthofer, Melinda S

2006-01-01

Background and objectives Disease self-management programs have been a popular approach to reducing morbidity and mortality from chronic disease. Replicating an evidence-based disease management program successfully requires practitioners to ensure fidelity to the original program design. Methods The Florida Health Literacy Study (FHLS) was conducted to investigate the implementation impact of the Pfizer, Inc. Diabetes Mellitus and Hypertension Disease Self-Management Program based on health literacy principles in 14 community health centers in Florida. The intervention components discussed include health educator recruitment and training, patient recruitment, class sessions, utilization of program materials, translation of program manuals, patient retention and follow-up, and technical assistance. Results This report describes challenges associated with achieving a balance between adaptation for cultural relevance and fidelity when implementing the health education program across clinic sites. This balance was necessary to achieve effectiveness of the disease self-management program. The FHLS program was implemented with a high degree of fidelity to the original design and used original program materials. Adaptations identified as advantageous to program participation are discussed, such as implementing alternate methods for recruiting patients and developing staff incentives for participation. Conclusion Effective program implementation depends on the talent, skill and willing participation of clinic staff. Program adaptations that conserve staff time and resources and recognize their contribution can increase program effectiveness without jeopardizing its fidelity. PMID:17067388

Military Recruiting: Army National Guard Needs to Continue Monitoring, Collect Better Data, and Assess Incentives Programs

DTIC Science & Technology

2015-11-01

Study Recruiters are often referred to as the “face” of the ARNG. In the past, there have been allegations of recruiter misconduct and misuse of...face” of their respective military component. and any type of recruiter misconduct could have significant implications for DOD. In the past, there...have been allegations of recruiter misconduct with applicants resulting in negative perceptions about military service. This makes it important for

Recruiting Older Adults into a Physical Activity Promotion Program: "Active Living Every Day" Offered in a Naturally Occurring Retirement Community

ERIC Educational Resources Information Center

Hildebrand, Mary; Neufeld, Peggy

2009-01-01

Purpose: This article explores recruitment strategies based on the transtheoretical model (TTM) with older adults living in a naturally occurring retirement community (NORC) to encourage enrollment in a physical activity promotion program, "Active Living Every Day" (ALED). Reasons for participation or nonparticipation are identified. Design and…

JTPA: Targeting, Outreach and Recruitment. A Technical Assistance and Training Series.

ERIC Educational Resources Information Center

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

This guide, which was developed with input from more than 120 Job Training Partnership Act (JTPA) programs across the United States, is designed to give JTPA program staff new ideas for conducting their targeting, outreach, and recruitment efforts. Presented first are an overview of the guide's contents and suggestions for using it. The first five…

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…

Recruiting and Retaining African American Students for Gifted Education and Accelerated Programs in Middle School: A Qualitative Case Study

ERIC Educational Resources Information Center

Roberson, Ivory S.

2017-01-01

Recruiting and retaining African American students in middle school gifted education continues to be challenging in American schools. African American students continue to be underrepresented in middle school gifted education and accelerated programs, even when they qualify to be gifted education participants. The case study that follows focuses…

Examining Practices of Staff Recruitment and Retention in Four High-Functioning Afterschool Programs: Extended Study from the National Afterschool Partnership Report. CRESST Report 769

ERIC Educational Resources Information Center

Huang, Denise; Cho, Jamie; Nam, Hannah H.; La Torre, Deborah; Oh, Christine; Harven, Aletha; Huber, Lindsay Perez; Rudo, Zena; Caverly, Sarah

2010-01-01

This study describes how staff qualifications, decisions on staffing procedures, and professional development opportunities support the recruitment and retention of quality staff members. Four high-functioning programs were identified. Qualitative procedures and instruments were designed to capture staff and parents' academic perspectives about…

Appendix: Marketing and Student Recruitment Practices for Master's-Level Graduate Programs, 2012. Trends in Enrollment Management

ERIC Educational Resources Information Center

Noel-Levitz, Inc, 2012

2012-01-01

This paper presents the appendix to "Marketing and Student Recruitment Practices for Master's-Level Graduate Programs, 2012" report. Included in this appendix are: (1) Ratings of the primary practices measured in this study, displayed by institution type; (2) The practice of purchasing prospective student names and addresses; (3) Ratings of…

The Three R's of Adult Basic Education: Recruitment, Retention, Reward.

ERIC Educational Resources Information Center

Pike, Vicki

This illustrated handbook was prepared for adult basic education (ABE) coordinators and teachers and is suggested for use in new teacher orientation, in-service education, or as resource material. The ABE concerns of recruitment of adults for programs, retention of students, and rewards for those completing the program are discussed with many "do"…

Guaranteed Admission to Medical School Becomes a Tool for Recruiting Undergraduates.

ERIC Educational Resources Information Center

Gose, Ben

1997-01-01

Programs guaranteeing college-bound high school students admission to medical school based on anticipated high college grades are now offered by 33 medical schools; some of the programs are 20-30 years old. Originally intended to make medical careers more attractive, the policy is now used more commonly to recruit high-achieving undergraduate…

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

PubMed

Mehnert, Anja; Koch, Uwe

2013-01-01

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

A data dictionary approach to multilingual documentation and decision support for the diagnosis of acute abdominal pain. (COPERNICUS 555, an European concerted action).

PubMed

Ohmann, C; Eich, H P; Sippel, H

1998-01-01

This paper describes the design and development of a multilingual documentation and decision support system for the diagnosis of acute abdominal pain. The work was performed within a multi-national COPERNICUS European concerted action dealing with information technology for quality assurance in acute abdominal pain in Europe (EURO-AAP, 555). The software engineering was based on object-oriented analysis design and programming. The program cover three modules: a data dictionary, a documentation program and a knowledge based system. National versions of the software were provided and introduced into 16 centers from Central and Eastern Europe. A prospective data collection was performed in which 4020 patients were recruited. The software design has been proven to be very efficient and useful for the development of multilingual software.