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Perceiving and engaging in gaze behavior poses a significant challenge for people with visual impairments, especially in job interviews where gaze behavior shapes impressions and conveys information about the interviewer’s attitude towards the candidate. Our goal is to evaluate three visual cues called EYES, HALO, and FRAME that indicate to people with visual impairments that they are being looked at by the interviewer in a simulated job interview in Virtual Reality (VR).

The implementation of artificial intelligence (AI) systems in the workplace often leads to profound changes at various organizational levels. To address these challenges and ensure fairness, trust, and stability across the organization, sustainable change management is essential. The Job Change Acceptance Toolbox (JOCAT) was developed to support the human-centered transformation toward AI-enabled workplaces in practice. Based on established change models, JOCAT aims to provide users with relevant knowledge and practical methods for the ethical adoption of AI systems within organizational units. With a focus on job security and the promotion of humane working conditions, JOCAT emphasizes seven key elements: (1) control, (2) (ethical) leadership, (3) participation, (4) information and communication, (5) support, (6) sustainability, and (7) the creation of a positive working environment. The usability of this toolbox will now be evaluated. Exploratory interviews will be conducted to gain insights into the usability, functionality, and potential areas for improvement. Experts with practical experience in relevant application areas—namely consulting and change management—will be interviewed.

The implementation of artificial intelligence (AI) systems in the workplace often leads to profound changes at various organizational levels. To address these challenges and ensure fairness, trust, and stability across the organization, sustainable change management is essential. The Job Change Acceptance Toolbox (JOCAT) was developed to support the human-centered transformation toward AI-enabled workplaces in practice. Based on established change models, JOCAT aims to provide users with relevant knowledge and practical methods for the ethical adoption of AI systems within organizational units. With a focus on job security and the promotion of humane working conditions, JOCAT emphasizes seven key elements: (1) control, (2) (ethical) leadership, (3) participation, (4) information and communication, (5) support, (6) sustainability, and (7) the creation of a positive working environment. The usability of this toolbox will now be evaluated. Exploratory interviews will be conducted to gain insights into the usability, functionality, and potential areas for improvement. Experts with practical experience in relevant application areas—namely consulting and change management—will be interviewed.

The recent proliferation of high performance workstations and the increased reliability of parallel systems have illustrated the need for robust job management systems to support parallel applications. To address this issue, NAS compiled a requirements checklist for job queuing/scheduling software. Next, NAS evaluated the leading job management system (JMS) software packages against the checklist. A year has now elapsed since the first comparison was published, and NAS has repeated the evaluation. This report describes this second evaluation, and presents the results of Phase 1: Capabilities versus Requirements. We show that JMS support for running parallel applications on clusters of workstations and parallel systems is still lacking, however, definite progress has been made by the vendors to correct the deficiencies. This report is supplemented by a WWW interface to the data collected, to aid other sites in extracting the evaluation information on specific requirements of interest.

Hyperlinks provide rapid access to databases that contain all forms of media, including motion video. The use of hypermedia to present job task procedural training is widely perceived to be an efficient means of presentation. A prototype video-based workstation was developed and used to explore videodisc job aid development and use issues. Job aids for torpedo and Ellison door maintenance tasks were developed and presented on the workstation. Development issues are discussed and the results of the use of the two task aids are presented. Alternatives to the hypermedia software used in this experiment are explored. Instruction, Media, Hypermedia, Video, Procedural training, Job aid, Videodisc.

Intermediate School District 287 (ISD 287) provides intensive educational supports to its students. Like many school districts across the nation and in Minnesota, IDS 287 has contracted with police departments to station police officers (called "School Resource Officers") in school buildings. However, ISD 287 ended these contracts and, beginning in school year 2017-2018, have used district employees titled "Student Safety Coaches" to build positive relationships with students and staff, intervene in difficult moments, and promote safety in district buildings. This evaluation combines multiple means of data collection. Researchers first met with relevant staff and reviewed district job descriptions and training documents to complete a logic model for the Student Safety Coach program. Next, researchers conducted a brief search of the literature to determine what, if any, best practices exist for school-based behavior responders. Finding very little literature, as the move away from police officers in school and toward other means of behavior intervention is relatively new, researchers reviewed literature examining why schools may decide to stop using police officers in school, and what promising practices may be emerging for school-based behavior interventionists. Finally, researchers developed and disseminated an online survey to district staff to understand staff perceptions of impact and possible areas for improvement to the Student Safety Coach program.

The report describes the Job Diagnostic Survey (JDS), an instrument designed to measure the following three classes of variables: (1) The objective characteristics of jobs, particularly the degree to which jobs are designed so that they enhance the internal work motivation and the job satisfaction of people who do them; (2) The personal affective reactions of individuals to their jobs and to the broader work setting; and (3) the readiness of individuals to respond positively to 'enriched' jobs--i.e., jobs which have measured potential for generating internal work motivation. The JDS is based on a specific theory of how jobs affect employee motivation. It is intended for two general types of use: For diagnosing existing jobs to determine if (and how) they might be re- designed to improve employee productivity and satisfaction; and for evaluating the effect of job changes on employees--whether the changes derive from deliberate 'job enrichment' projects or from naturally-occurring modifications of technology or work systems.

This report concerns the effectiveness of a combined application of the Fully Proceduralized Job Perforfmance Aid (FPJPA) and Job Oriented Training (JOT) technologies for Navy maintenance personnel with medium electronic aptitudes. FPJPAs were developed for the AN/AQA 7 Sonar Signal Processing System, a system installed in the S2G and P-3 series aircraft. These FPJPAs were developed in keeping with the draft specification and guidance documents of AFHRI-TR-71-53 (I, II, III, AD-740 903, AD-744 044 and AD-744 817) for both non-troubleshooting (non-TS) and troubleshooting (TS) tasks, for both organizational (O) and intermediate (I) levels of maintenance. Two Job Oriented Training (JOT) programmed packages were also developed to support these FPJPAs - a 13-week program for 'O' level subjects and a 16-week program for 'I' level subjects. These JOT programs were substantially shorter than entry training with for 'O' level maintenance was 24 weeks and for 'I' level maintenance 36 weeks. These traditional electronic maintenance programs are successfully completed only by personnel of very high aptitude. The 'O' level JOT program was administered to one group of 15 medium aptitude subjects and the 'I' level program to two groups of 13 medium aptitude subjects.

Job Development Service provides special activities designed to achieve the following objectives: (1) to increase student knowledge of employment opportunities and procedures; (2) to strengthen employment opportunities for students of inner-city high schools; and, (3) to identify jobs available with local employers and refer students for job interviews. Since the 1966-67 school year, approximately 9529 graduates of five inner-city senior high schools have had an opportunity to participate in a job placement program conducted by the Cleveland Public Schools Job Development Service. Of those students who demonstrated interest in post graduation employment, 95 percent obtained full time jobs. Participants were serviced by project activities that included job preparation classes, counseling services, field trips to plants, and job-interview coaching. Guidance counselors were responsible for organizing and implementing these services. Assisting the guidance counselors, occupational advisors were able to obtain commitments from local industry representatives, to plan meaningful occupation-related field trips, and to identify occupational information resources. An advisory board composed of a cross-section of local employers assisted project planning and implementation efforts. (Author/JM)

The Job Skills Program (JSP) in Washington State provides job training customized to meet the needs of employers through partnerships of employers and training institutions. The JSP funds up to one-half the cost of training, with employers providing a match. Training can be provided for new employees, for upgrading employees receiving promotions, or for retraining to prevent job loss. During 1991-93, 36 projects were funded, involving 18 community and technical colleges and 105 companies throughout the state. A total of 4,238 participants were trained, 2,556 of them new employees. The program was evaluated based upon three sources of data: a Northwest Policy Center telephone survey of firms funded by JSP between July 1993 and June 1995; matches between program records and Employment Security Department wage data files; and JSP administrative records for July 1, 1991-June 30, 1995. The evaluation showed that, overall, employers were very satisfied with the program, which resulted in substantial increases in worker earnings. Employers reported improvements in productivity, job growth, employee retention, and employee training investments. Areas for improvement include promoting a closer relationship between educational institutions and employers, reducing paperwork, and clarifying potential employees' expectations at the beginning of the project. (Detailed evaluation information and program reports are included in appendixes.) (KC)

Intended to assist local school districts in developing personnel standards and evaluation procedures for district-level special education administrators, this document begins by summarizing aspects of the evaluation of special education administrators. The document is then organized into areas of responsibility, with corresponding outcomes and specific evaluation statements for each area. Responsibility areas were developed from a review of the literature and evaluation documents, and include the following: advocacy; policy and planning; leadership; compliance management; fiscal management; human resources management; curriculum, instruction, and related services; community relations; improving the educational process; and promoting growth/self actualization. Responsibility areas generally include 2 to 5 outcomes and 3 to 10 evaluation statements. A sample evaluation format is also included. (Contains 8 references.) (DB)

This report describes the evaluation of the Job Skills Education Program (TSEP), a computer based, job-relevant curriculum designed to teach soldiers competencies prerequisite to learning job skills. Researchers observed and gathered data on the program at seven Army installations at which the program was being pilot-tested, and interviewed and administered questionnaires to program participants and administrators. Findings indicate that, with few exceptions soldiers enjoyed participating in the program. Although soldiers enrolled in JSEP to improve their General Technical (GT) scores, findings show a negligible effect of JSEP on GT improvement. JSEP effects on the Tests of Adult Basic Education are: .6 grade level in reading and 1.6 grade level in mathematics. More than 50% of soldiers passed three fifths of the pretests and so did not undergo instruction. However, soldiers who failed the pretests and took instruction usually mastered the content. Completion of JSEP prescriptions varied greatly from soldier to soldier. Keywords: Military training.

The bulk of this monograph consists of a seven volume set of evaluation reports related to teachers' appraisals of their Bowling Green State University (BGSU) preparation for the teaching profession. The reports are based on the responses of 552 1980-85 graduates of the College of Education. Each volume presents summaries of how the former BGSU students who had gone through five years of teaching experience evaluated various segments/courses/experiences of their BGSU teacher education programs. The first section of each volume contains a copy of the questionnaire and a description of the respondents. Data on responses are presented on tables accompanied by a brief narrative analysis. The topics of the volumes are: (1) teachers' summary evaluations of their BGSU programs; (2) teachers' evaluations of selected BGSU courses and experiences; (3) teachers' needs and proficiencies in selected competencies--also, where these competencies were developed; (4) teachers' evaluations of their BGSU academic/career advising and instructional materials; (5) a comparison of teachers' expectations and on-the-job realities for selected working conditions; (6) the concerns and attitudes of teachers prepared at BGSU; and (7) teachers' narrative suggestions on how BGSU can better prepare teachers. A companion document, "Appraisals of the Performances of Teachers Prepared at Bowling Green State University" is also included in the monograph. This companion report presents evaluative performance summaries from 627 principals or supervisors of teachers who were prepared at BGSU during 1980-85. (JD)

W_ Approved For Release 2004/12/01 : CIA RDP80M00165A00'001006'~~ ~ ~~" MEMORANDUM FOR: Administrative Officer, Office of the Director SUBJECT Request for a Job Evaluation REFERENCE Memo for Ch, PMCD~OP from Adm Officer, O~DCI dtd 6 Jan 70, same subject In accordance with your referenced request we have reviewed the work of the position concerned. Evaluation of the duties performed and comparison with similar positions supporting intelligence activities elsewhere in the Agency indicate a,n allocation as Intelligence Assistant GS-08 is warranted. FOR THE DIRECTOR OF PERSONNEL: 25X1 Chief, Position a,nagement and Compensation Division 25X1 Approved For Release 2004/12/01 : CfA=R~~8~IV~00165A002900010061-6 ..~ ;

W_ Approved For Release 2004/12/01 : CIA RDP80M00165A00'001006'~~ ~ ~~" MEMORANDUM FOR: Administrative Officer, Office of the Director SUBJECT Request for a Job Evaluation REFERENCE Memo for Ch, PMCD~OP from Adm Officer, O~DCI dtd 6 Jan 70, same subject In accordance with your referenced request we have reviewed the work of the position concerned. Evaluation of the duties performed and comparison with similar positions supporting intelligence activities elsewhere in the Agency indicate a,n allocation as Intelligence Assistant GS-08 is warranted. FOR THE DIRECTOR OF PERSONNEL: 25X1 Chief, Position a,nagement and Compensation Division 25X1 Approved For Release 2004/12/01 : CfA=R~~8~IV~00165A002900010061-6 ..~ ;

The project, a voluntary program, funded under Title I of the Elementary and Secondary Education Act, was designed to aid in the educational and occupational adjustment of young people, 16 through 20 years of age, who have left school, or who are potential dropouts. The rationale of the program requires that the trainee's goals come first, not pre-ordained superimposed goals from the project. The dropout volumtarily applies for acceptance in the project and is interviewed by the teacher/coordinator. If the prospective trainee's goal is in the broad areas of employment, further training, or a return to regular school, he is informed what assistance the project can offer him. If the young person asks to be enrolled and is accepted, he and the coordinator decide which components of the Job Upgrading curriculum will best help him achieve his goals, which then become the project objectives for this particular trainee. There are fifteen centers in various high schools located throughout Detroit. (Author/JM)

ADP presents interesting and useful webinar on aligning pay structures which includes the factors influencing pay structuring in an organization, Salary Banding- Concepts and Principles, Benefits to organizations and business by making Pay Structures aligned to Job Worth, Concepts and contemporary approaches in conducting job evaluation. These webinars are useful for HR leaders and key decision makers in handling their HR related function effectively and as per the needs of the business. Read More at: http://www.adp.in/webinars/aligning-pay-structures-with-job-evaluation.aspx

Previous research has found that Black women are significantly disadvantaged over their White counterparts when applying to gender-congruent jobs. The purpose of this study is to investigate whether differences in perceived femininity between Black and White women applicants moderate the effects of race in the evaluation of female job applicants. The study will utilize simulated applications for a Kindergarten teaching internship, where each application will differ by race of applicant (Black or White) and the content of recommendation letter (positive feminine qualities vs. positive gender neutral qualities). The hypothesis suggests that White applicants will be favored over Black applicants when recommendation letters communicate gender-neutral qualities, but when the letters communicate feminine qualities, Black and White applicants will receive similar ratings. The study will use a within-subjects design with participants evaluating and rating all candidates. The data will be analyzed using statistical analyses to test for main effects and interactions.

127 pages 16 cm

127 pages 16 cm

Microsoft evaluation CD-ROM from 1998 Contents: Visual Studio 97 Reviewers Guide (Word Document) Visual Basic 5.0 Evaluators Guide (Word Document) Visual Basic 5.0 Autodemo (self-extracting .AVI file) Visual Basic 5.0 Control Creation Edition (self-extracting EXE file) Visual C++ 5.0 Evaluators Guide (Word Document) Visual C++ 5.0 Autodemo (self-extracting .AVI file) Visual C++ Technology Preview (self-extracting .EXE file) Visual J++ 1.1 Evaluators Guide (Word Document) Visual J++ 1.1 Trial Edition (self-extracting .EXE file) Visual FoxPro 5.0 Evaluators Guide (Word Document) Visual FoxPro 5.0Autodemo (self-extracting .AVI file) Visual InterDev 1.0 Evaluators Guide (Word Document) Visual InterDev Solution Kit (Web based Kit) Visual InterDev 1.0 Autodemo (self-extracting .AVI file) Visual InterDev Trial Version (Setup Program) Visual SourceSafe 5.0 Evaluators Guide (Word Document) Visual SourceSafe 5.0 Trial Version (self-extracting .EXE file) Mastering Series Evaluators Guide (Word Document) Mastering Series Sampler (Setup Program) ODE 97 Evaluators Guide (Word Document) ODE 97 Solutions Enhancements Guide (Word Document) ODE 97 Autodemo (self-extracting .EXEI file) MSDN Evaluators Guide (Word Document) Windows CE toolkits: Product Information Windows CE Toolkit for Visual Basic - Preview Release (self-extracting .EXEI file), Beta Extenstion Windows CE Toolkit for Visual C++ - Preview Release (self-extracting .EXEI file), Beta Extenstion SQL 6.5 Developers Resource Kit (Folder with self-extracting executables) SQL 6.5 Server Evaluation Version (Setup Program for Intel Processor) Internet Explorer 4.0 (Setup Program)

To develop a taxonomy of vocational-industrial education objectives which would provide a framework or structure for evaluating and comparing existing programs, and be useful in eventually establishing criteria for the design and development of a radically different comprehensive curriculum, a project was undertaken to apply a taxonomic scheme to the problems of vocational education curriculum, methods, and objectives. Educational objectives were classified in a 36 cell, three dimensional matrix according to Fine's functional job analysis scheme, used in the "Dictionary of Occupational Titles." As a result of a pilot effort, it was found that: (1) The background and training of the raters does not affect their ability to apply the taxonomy, (2) The taxonomy is equally applicable to any vocational course, and (3) The taxonomy provided a relatively concise framework for ordering almost 20 disparate objectives. The final phase of the research was designed to demonstrate that the taxonomy could be used profitably to describe, analyze, and compare the existing vocational-industrial education curricula of two high schools. Data collected by interview resulted in the conclusion that the taxonomy system can be of considerable value in preparing objectives and developing curriculums. Its usefulness in analyzing and evaluating current programs is limited. (DM)

The Houston Job Training Partnership Council's (HJTPC) Summer Basic Training Programs consisted of eight-week summer training programs at 14 sites that were provided by six organizations under contracts. Evaluation of the program involved pre-testing and post-testing at each site on achievement in reading, mathematics, and writing; pre-testing and post-testing on self-esteem and self-efficacy; and surveying participants, teachers, and program coordinators on their assessments of the programs. A total of 1,182 participants and 47 teachers completed assessment surveys. During the subsequent school year (1986-87), 1,128 HJTPC students were tracked in terms of: course grades, course proficiency test scores, performance on the Texas Educational Assessment of Minimum Skills, school attendance, and dropout rates. Comparison data were obtained on 1,128 Houston Independent School District students. Results indicate that: (1) program providers should be required to demonstrate the adequacy of their facilities; (2) a longer planning period is needed; (3) each program site should have a coordinator; and (4) a system for receiving and reviewing complaints should be established. The HJTPC programs were not particularly effective in improving the performance or attendance of participants. However, upper-level high school students were helped by the program; they were probably motivated to complete academic requirements for graduation. (TJH)

A study assessed the training effectiveness of instructional materials designed in accordance with three format models for (1) recalling facts about equipment, (2) applying rules and regulations, and (3) classifying objects and signals. Three types of self-paced instructional materials were compared: learning aids, programmed instruction, and traditional text. The evaluation was conducted at the Quartermaster School, Service School Command, Naval Training Center, Orlando, Florida. The materials provided information and skill development related to navigational lights, one part of the International Rules of the Road. Results showed that training conducted with materials designed according to the learning aids format produces better student performance than training with programmed or traditional instructional materials. Students using learning aids spent more time studying. Effective techniques common to the format models were division of material into small, easily learned blocks; use of illustrations; distributed practice through exercises, self-tests, and directions for remediation at appropriate points; and immediate feedback on student responses. (Appendixes include data tables and excerpts from instructional materials.) (YLB)

A study assessed the training effectiveness of instructional materials designed in accordance with three format models for (1) recalling facts about equipment, (2) applying rules and regulations, and (3) classifying objects and signals. Three types of self-paced instructional materials were compared: learning aids, programmed instruction, and traditional text. The evaluation was conducted at the Quartermaster School, Service School Command, Naval Training Center, Orlando, Florida. The materials provided information and skill development related to navigational lights, one part of the International Rules of the Road. Results showed that training conducted with materials designed according to the learning aids format produces better student performance than training with programmed or traditional instructional materials. Students using learning aids spent more time studying. Effective techniques common to the format models were division of material into small, easily learned blocks; use of illustrations; distributed practice through exercises, self-tests, and directions for remediation at appropriate points; and immediate feedback on student responses. (Appendixes include data tables and excerpts from instructional materials.) (YLB)

An interim evaluation analyzed the first year of operation of the Job Training for the Homeless Demonstration Program (JTHDP). Data were collected from quarterly progress reports and evaluation reports submitted by 32 local JTHDP projects. The projects exceeded planned levels of clients served and achieved other positive outcomes, including average wage at placement higher than the minimum wage and upgraded housing; they served a diverse group of homeless persons including many with barriers to employment. Many local projects adopted service delivery models that differed from the traditional model--direct employment, long-term support through sheltered/subsidized employment, and a recovery approach for those struggling with or recovering from alcohol or other drug dependency. Case management was a critical service and the service most frequently used by project participants. The projects varied considerably in the degree to which they used sophisticated assessment tools. Eleven projects used assessment methods that went beyond interviews by an intake worker or case manager through the use of standardized assessment tools; six others reported that staff made referrals to other agencies for sophisticated assessment. Job search assistance, job development and placement, and vocational/occupational skills training were the most popular employment and training services offered. Projects frequently offered remedial education, counseling, and subsidized employment services. Postplacement services were important. The projects worked with other community agencies to promote referral and other collaborative relationships. It has become increasingly evident that efforts to help the homeless demand coordination among employment and training program operators and education, welfare, and social service programs. The first year experience of the JTHDP also makes it clear that the high prevalence of alcohol and other drug abuse problems among homeless people indicates that still more linkages are necessary. (Synopses of JTHDP projects are appended.) (YLB)

This document represents the latest collaborative effort between the Connecticut School Counselor Association (CSCA), the Connecticut Association of Counselor Educators and Supervisors (CACES) and the Connecticut State Department of Education. This document delineates best practices for establishing a comprehensive school counseling program and provides direction to school districts as they develop standards in the areas of school counselor competencies, role definition for school counselors, and the evaluation of school counselors and school counseling programs. The document is based on the Connecticut Comprehensive School Counseling Program, published in the spring of 2000, and integrates the program standards with counselor competencies and evaluation standards. A model job description is provided to define appropriate functions and responsibilities of school counselors. School counselors and administrators are encouraged to collaborate in implementing this model that will assist school districts in their mission to prepare all students to meet high academic standards and to become productive and contributing members of society in the 21st century. Standards-based, comprehensive school counseling programs have been shown in a variety of studies to produce major benefits for students, schools, families and communities. It is hoped that this companion document to the Connecticut Comprehensive School Counseling Program will provide additional guidance in implementing comprehensive school counseling models in Connecticut schools. (Contains 26 references.) (GCP)

In the face of steadily declining numbers of small-operation farmers and ranchers, the Economic Dislocation and Worker Adjustment Assistance Act's Farmers and Ranchers Demonstration Project funded projects in four states to develop strategies for serving farmers. The experiences of these four projects in Iowa, Minnesota, North Dakota, and South Dakota and four additional project formed the foundation for this guide. The guide consists of five sections and four appendixes. Section 1 explores what makes farmers different from other employment and training clients and the reasons for farm and ranch dislocation. Section 2 outlines startup activities for programs seeking to improve services to farmers. Section 3 describes how programs can be designed to meet the needs of farmer clients, emphasizing services that differ the most from services for other dislocated workers, such as outreach, case management, and supportive services. Section 4 discusses ways that states can assist local areas in developing programs that respond effectively to farm dislocation, and the last section provides a resource list containing contact information for the 8 projects described in the guide and a bibliography listing 12 other documents, case studies, autobiographies, fiction, and essays about farming. Appendixes consist of the following: a farmer retraining survey, client stories, a checklist of farm skills, and forms for documenting eligibility. (KC)

No Description

Town Council Job Performance Evaluation

TO DETERMINE THE FACTORS RELATED TO FIRST-YEAR 4-H LEADERS' CONTINUING IN OR DROPPING OUT OF 4-H WORK AND TO ANALYZE RELATIONSHIPS AMONG CHARACTERISTICS OF A SAMPLE OF FIRST-YEAR 4-H LEADERS AND THE EVALUATION BY THEIR 4-H AGENTS OF JOBS PERFORMED AND NOT PERFORMED, IN 1961 QUESTIONNAIRES AND PERSONALITY TESTS WERE GIVEN TO 527 FIRST-YEAR 4-H LEADERS IN NEW YORK WHO WERE PART OF A NORTHEASTERN REGIONAL SAMPLE. QUESTIONNAIRES WERE ALSO ADMINISTERED IN 1961 AND 1962 TO 4-H AGENTS IN THE COUNTIES FROM WHICH THE LEADERS CAME. MAJOR PERSONAL CHARACTERISTICS OF THE SAMPLE ARE OUTLINED AND THEN RELATED TO TENURE. IMPLICATIONS OF THE FINDINGS ARE RELEVANT IN TRAINING AGENTS TO TRAIN LEADERS. IN THE SUPPLEMENT, DISTRIBUTION OF JOBS ACCORDING TO THE NUMBER OF FIRST-YEAR 4-H LEADERS PERFORMING AND NOT PERFORMING THEM, AND THE PERCEPTIONS OF 4-H AGENTS AND STATE LEADERS OF 4-H LEADERS' JOBS ARE PRESENTED IN TABLES. APPENDIXES INCLUDE QUESTIONNAIRES. DOCUMENT AVAILABLE FROM OFFICE OF EXTENSION STUDIES, NEW YORK STATE COLLEGES OF AGRICULTURE AND HOME ECONOMICS, CONTRACT COLLEGES OF THE STATE UNIVERSITY AT CORNELL UNIVERSITY, ITHACA, NEW YORK. (AJ)

Document number CIA-RDP81-00314R000200080036-5 declassified and released through the CIA's CREST database. Previously available only on four computers located outside of Washington D.C., the Agency was successfully pressured into putting the files online as a result of a MuckRock lawsuit and the efforts of Emma Best. The metadata was collected by Data.World, and the files are now being archived and made text searchable by the Internet Archive.

The purpose of the study was to evaluate and improve the job inventory method of job analysis as applied to officer positions. Seven utilization fields were analyzed and inventories were constructed for another three fields. The basic finding was that the inventory method can be used operationally in the analysis of officer jobs if job analysts use specific approaches to task statement construction and if more front-end research than is usually needed for airman job inventories is performed prior to the finalization of a job inventory. No magic formulas for the construction of task statements exist; however, after heavy front-end work, the job analyst will obtain enough information to resolve the issues of task specificity and breadth of coverage for each utilization field on an individual basis. The report contains 30 statistical tables. (Author)

Exercises and activities for incorporating career education into the secondary school curriculum (10-12) are contained in this teacher's manual. Activities are developed for language arts (112), mathematics (32), science (21), social studies (49), related arts/fine arts (61), and guidance (41). An index of titles is included for each subject area. Teaching activities are written in a format which matches specific goals of school subjects with career education concerns (curriculum focus). Career education focus (DELLA Statement), estimated class time, essential resource materials, and the instructional process are outlined for each lesson. The appendix contains the following materials: DELLA Statements (generated for the Career Development Education Model), background in curriculum design, bibliography of suggested materials, interview sheet, list of career clusters, lists of career-related games and simulation, index of publishers/distributors, lists of evaluation instruments, notes on role playing and on brainstorm technique and planning field trips, sample job application form, sample resumes, supplemental resources for guidance, and bibliography of materials dealing with sex bias. (TA)

An evaluation of the Nuclear Skill Related Training Program at Memphis State University was conducted to identify possible motivational and attitudinal variables that may contribute to the retention-attrition rates of Job Corps students (40 percent) admitted to the program compared to non-Job Corps students who are migrant workers (2 percent). The program consists of 26 weeks of intensive training on a daily 8 a.m. to 5 p.m. basis. A questionnaire was developed to determine personal and motivational attitudes of the 11 currently enrolled students related to the administration and content of the Nuclear Studies Program, and short personal interviews were also conducted with these students. Data gathered in the survey indicated that the students are somewhat pleased with the program, have a strong commitment to the program, and feel that academic problems would be their major reason for dropping out if they did so. Most changes suggested by students involved the instructional area, especially in relation to the professors/instructors, modules, and the practicality of course control. Another group of suggestions was about student personnel staff. In order to strengthen retention of students in the program, the study recommended that enlistment personnel in Job Corps centers be more specific about program content, difficulty, and the probability of jobs after graduation. It also recommended that the program offer more remedial services and that instructors be more available for consultations and be more practical in class. (KC)

In order to assist the Manpower Administration of the U. S. Department of Labor in the planning, development, and expansion of over a hundred computerized "job banks," located in nearly every State, field interviews were conducted with job applicants, employers, Employment Service staff, and community agencies to evaluate the current status of these data based and to make recommendations for program improvement. Positive results achieved by using "job banks" are detailed, and the program itself is delineated. Major program benefits include the introduction of computer technology to manpower service delivery, with its potential for computerized job-matching. Optimizing the "job bank" and its functions is suggested, rather than viewing the whole system as transitional and therefore dismissing its major problems. The impact of local "job banks" on Employment Service goals, Employment Service staff, and on the local community are discussed, noting improvements in managing the Employment Services and other human relations aspects, such as better service to the job-seeker. There is little correlation, however, between program achievements and Employment Service goals. (AG)

Paying particular attention to older workers, this report examines the relationship between the skills of workers and the skill requirements of the jobs in which they work. The findings show that workers (in all age groups) with higher literacy and numeracy skills tend to use these skills more often than those with lower skill levels. Additionally, older workers used their skills in the workplace at least as much as younger workers, suggesting that they are not moving into less demanding jobs. (Contains 5 footnotes, 9 tables and 7 figures.) [Funding for this paper is provided through the Department of Education, Employment and Workplace Relations. For the Support Document containing additional information, see ED507244.]

Paying particular attention to older workers, this report examines the relationship between the skills of workers and the skill requirements of the jobs in which they work. The findings show that workers (in all age groups) with higher literacy and numeracy skills tend to use these skills more often than those with lower skill levels. Additionally, older workers used their skills in the workplace at least as much as younger workers, suggesting that they are not moving into less demanding jobs. (Contains 5 footnotes, 9 tables and 7 figures.) [Funding for this paper is provided through the Department of Education, Employment and Workplace Relations. For the Support Document containing additional information, see ED507244.]

Paying particular attention to older workers, this report examines the relationship between the skills of workers and the skill requirements of the jobs in which they work. The findings show that workers (in all age groups) with higher literacy and numeracy skills tend to use these skills more often than those with lower skill levels. Additionally, older workers used their skills in the workplace at least as much as younger workers, suggesting that they are not moving into less demanding jobs. (Contains 5 footnotes, 9 tables and 7 figures.) [Funding for this paper is provided through the Department of Education, Employment and Workplace Relations. For the Support Document containing additional information, see ED507244.]

This job aid addresses the problem of evaluating lesson plans with regard to the adequacy of the training prescriptions (description of the training events or learning experiences) contained in these plans. It is one of four job aids designed to formally evaluate the effectiveness and efficiency of the training process. The other three job aids in the set are: Research Product 81-6, A Job Aid for the Structured Observation of Training, Research Product 81- 17, A Job Aid for Modifying Ineffective of Inefficient Training Programs, and Research Product 81-18. Guidelines for Conducting a Training Program Evaluation.

This document summarizes a 4-year, three-phase effort to design, develop and implement within operational work centers the prototype Advanced On- the-job Training System (AOTS). In addition to being one of the first major systems other than a weapon system to use Ada as the primary programming language, the prototype AOTS represents the most ambitious and comprehensive Instructional Systems Development (ISD) effort attempted to date within the Air Force on-the-job training (OJT) environment. This paper outlines the procedures applied to evaluate the AOTS, the reports the results of a multifaceted field evaluation conducted while the AOTS was implemented in the work centers. Keywords: Computer-aided training, Computer-managed instruction, On-the-job training.

The main text of this report consists of a review and evaluation of job enrichment as an approach to job redesign, with implications for Air Force research and application. In addition, two appendices are included: the first, a supplemental historical discussion; the second, an annotated bibliography. Specific objectives are to provide: (a) a general review and evaluation of job enrichment and its related motivational concepts, (b) an assessment of the utility of job enrichment to the Air Force in terms of implications for job-redesign research and application, and (c) a comprehensive annotated bibliography of job-enrichment and related literature. The report should prove useful to anyone, within or outside the Air Force, who is interested in evaluating job enrichment as an organizational-change technique. Job enrichment is discussed within the historical framework of changing managerial assumptions about the worker and work motivation and within the motivational framework of Maslow, McGregor, and Herzberg. The technique of job enrichment is reviewed, evaluated, and compared with other job-redesign interventions. Its limitations are discussed with special emphasis on individual and cultural differences and a more eclectic approach to job redesign is advocated. Recent advances in job-redesign theory and research, by Hackman, Oldham, and Umstot are presented and implications for Air Force research and applied programs are discussed. (Author)

Radio Set AN/TRT-2B (XL-1), a VT-fuze jammer, operates over a frequency range of from 70 to 200 Mc, is a swept cw jammer of approximately 80 watts maximum output, capable of am. modulation with audio tones and random mcw keying. The AN/TRT-2B (XL-1) is a modification of the AN/TRT-2B that provides greater time-on-signal to make the set effective against VT fuzes with anti- jamming features. The results of an operational evaluation of Radio Set AN/TRT- 2B were published in USAEPG-SIG 920-50, September 1956. Under optimum conditions the set predetonated 90 percent of T-226E2/A and T-227/A VT fuzes at a range of 2,500 yards. However, when the jamming aspect was varied, that effective range was not consistently maintained. A total of nine firing tests were conducted under varying parameters including simultaneous friendly and enemy fire and NVT and CVT fuzes. Other subjects investigated were certain technical characteristics, operational times, ruggedness and transportability, vulnerability to intercept and direction finding, interference with communications, maintenance, and man-machine relationships.

The Job Skills Education Program (JSEP) is designed to provide soldiers with the prerequisite knowledge and skills required for successfully learning their Military Occupational Specialties (MOS). When the JSEP is put into effect, it will replace the Army's current Basic Skills Education Program (BSEP) with a sophisticated, computer-based system. In this report, the goals and objectives of the internal evaluation process of JSEP are described. The report presents process and product standards against the stated objectives. The evaluation standards are intended for use as an internal audit device and for those who are interested in knowing how the JSEP software was produced. Keywords: program evaluation, formative evaluation, product evaluation, computer based instruction, computer managed instruction, PLATO computer systems, TICCIT computer systems.

The Job Skills Education Program (JSEP) is designed to provide soldiers with the prerequisite knowledge and skills required for successfully learning their Military Occupational Specialties (MOS). When the JSEP is put into effect, it will replace the Army's current Basic Skills Education Program (BSEP) with a sophisticated, computer-based system. In this report, the goals and objectives of the internal evaluation process of JSEP are described. The report presents process and product standards against the stated objectives. The evaluation standards are intended for use as an internal audit device and for those who are interested in knowing how the JSEP software was produced. Keywords: program evaluation, formative evaluation, product evaluation, computer based instruction, computer managed instruction, PLATO computer systems, TICCIT computer systems.

76 pages

In fiscal year 1976, the Naval Electronics Laboratory Center established an optional job-rotation program for newly hired professionals. The program was extended to include also those who were hired in fiscal year 1975. New professionals are defined as those possessing bachelor, master, or doctoral degrees in physical science, engineering, mathematics, or operations research. The purpose of the program is to provide the new professional assignments throughout the Center which tend to improve long-term utilization and enhance career development.

The potential usefulness of computerized tests for supplement paper- and-pencil measures for predicting job performance abilities was the objective of a series of studies. This report covers the initial test development and analysis research. Eight computerized tests were constructed to measure five personal attributes identified in previous research as being important for job performance. The experimental battery also contained nine previously developed tests. The battery was administered to 385 enlisted personnel and test results and interrelationships were analyzed in conjunction with operational written test and biographical variables.

The potential usefulness of computerized tests for supplement paper- and-pencil measures for predicting job performance abilities was the objective of a series of studies. This report covers the initial test development and analysis research. Eight computerized tests were constructed to measure five personal attributes identified in previous research as being important for job performance. The experimental battery also contained nine previously developed tests. The battery was administered to 385 enlisted personnel and test results and interrelationships were analyzed in conjunction with operational written test and biographical variables.

Work cliches take on new meaning, literally