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Companies commit 2 to 5 billion dollars annually to employee tuition assistance plans, and an estimated 17 to 24 million employees are eligible for some form of tuition assistance. Despite these figures and despite widespread interest in the tuition-aid idea, a low 3 to 5 percent of eligible employees currently take advantage of the educational benefit. This manual is designed as a guide for those interested in developing or improving tuition-aid plans. The guide first defines and describes prevalent forms of tuition-aid plans as well as their benefits and payoffs. Key features of effective plans are then outlined, and concerns of different parties are addressed in questions and answers. Next, the plan-implementation process is explored and ways to overcome barriers to plan use are presented. Fianlly, a sample tuition-aid plan is provided, as well as resources for further investigation of the area. The guide is based on the findings of a study of tuition-assistance programs in the private and public sectors over the past four years. Key aspects of that examination have been (1) a major survey of negotiated tuition-aid programs in the private sector which involved detailed analysis of 79 tuition assistance plans, and interview and paper surveys of 50 company officials, union officials, and 100 workers; (2) on-site case studies of three highly used tuition-assistance programs; and (3) the operation during 1979 and 1980 of three workplace-based model tuition-assistance demonstration projects. (KC)

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It does not make sense that hedge fund managers make millions while home health care workers like George Allen are paid $9 an hour and forced to ration their medicine. https://t.co/HIi8KwXKPO Source: https://twitter.com/BernieSanders/status/1153333888665526273 Uploader: Bernie Sanders

This project evaluates the implementation of a participatory risk management toolkit (‘the APHIRM toolkit’) for reducing musculoskeletal and stress risk at a large supermarket chain. The project assesses how implementation varies by store, based on management’s readiness to participate in the change management process associated with the toolkit’s use. This readiness will be assessed using a questionnaire based on the widely used Stages of Change (SOC) model, which was initially designed to modify individual health behaviours, but has been suggested to facilitate changing behaviours within groups of individuals in workplace settings, particularly with respect to implementing ergonomics changes. Employees working in the Online department are invited to complete the APHIRM toolkit survey, which measures changes in perception of hazard exposure and severity, and ratings of stress and body discomfort. This project will evaluate the relationship between management progression through SOC, and the implementation of employee identified and led changes to reduce exposure to the risk of stress and work-related musculoskeletal disorders (WMSDs), the impact of which is evaluated via changes in survey responses following toolkit implementation. Standard implementation of the APHIRM toolkit will be followed for stores’ “Online” department, i.e., following administration of the toolkit survey, store-based teams, will review toolkit survey results and develop action plans to address reported sources of risk, based on feedback from department members. A group of up to 3 Online team members, who also participated in the survey, will participate in facilitated Risk Management Team (RMT) sessions through the implementation of the toolkit. These teams will meet every 4-6 weeks to review and progress the action plan. Implementation will be evaluated to determine whether manager stage of change affects implementation. Stage of change will be monitored via quarterly surveys to detect any changes over the course of the project. Measures of hazard exposure and severity, and reported stress and discomfort, will be collected prior to toolkit implementation, and 12 months following toolkit implementation. This data will be compared with managers’ progression though SOC to understand the relationship between their readiness to implement ergonomics changes, and reports of injury risk exposure as reported by Online teams. This research will help develop our understanding of how to successfully engage managers and workers to make workplace changes that reduce the risk of work-related musculoskeletal disorders and stress and whether different approaches and tools are needed for different manager stages of change.

This project evaluates the implementation of a participatory risk management toolkit (‘the APHIRM toolkit’) for reducing musculoskeletal and stress risk at a large supermarket chain. The project assesses how implementation varies by store, based on management’s readiness to participate in the change management process associated with the toolkit’s use. This readiness will be assessed using a questionnaire based on the widely used Stages of Change (SOC) model, which was initially designed to modify individual health behaviours, but has been suggested to facilitate changing behaviours within groups of individuals in workplace settings, particularly with respect to implementing ergonomics changes. Employees working in the Online department are invited to complete the APHIRM toolkit survey, which measures changes in perception of hazard exposure and severity, and ratings of stress and body discomfort. This project will evaluate the relationship between management progression through SOC, and the implementation of employee identified and led changes to reduce exposure to the risk of stress and work-related musculoskeletal disorders (WMSDs), the impact of which is evaluated via changes in survey responses following toolkit implementation. Standard implementation of the APHIRM toolkit will be followed for stores’ “Online” department, i.e., following administration of the toolkit survey, store-based teams, will review toolkit survey results and develop action plans to address reported sources of risk, based on feedback from department members. A group of up to 3 Online team members, who also participated in the survey, will participate in facilitated Risk Management Team (RMT) sessions through the implementation of the toolkit. These teams will meet every 4-6 weeks to review and progress the action plan. Implementation will be evaluated to determine whether manager stage of change affects implementation. Stage of change will be monitored via quarterly surveys to detect any changes over the course of the project. Measures of hazard exposure and severity, and reported stress and discomfort, will be collected prior to toolkit implementation, and 12 months following toolkit implementation. This data will be compared with managers’ progression though SOC to understand the relationship between their readiness to implement ergonomics changes, and reports of injury risk exposure as reported by Online teams. This research will help develop our understanding of how to successfully engage managers and workers to make workplace changes that reduce the risk of work-related musculoskeletal disorders and stress and whether different approaches and tools are needed for different manager stages of change.

vi, 30 p. : 30 cm

vi, 30 p. : 30 cm

vi, 30 p. : 30 cm

vi, 30 p. : 30 cm

vi, 30 p. : 30 cm

This document, which reflects Mississippi's statutory requirement that instructional programs be based on core curricula and performance-based assessment, contains outlines of the instructional units required in local instructional management plans and daily lesson plans for child care and guidance management and services I and II. Presented first are a program description and course outlines. Section I contains curriculum frameworks for both courses, and section II contains outlines of the instructional units required in each course. Units in course I are as follows: orientation and safety, stages of child development, care giving skills, protecting children's health and safety, practicing developmentally appropriate activities, and employability skills. Course II contains the following units: the child care professional, creating a safe and healthy environment, planning the program, and program management. Each unit includes suggested time on tasks, competencies and objectives, teaching strategies, assessment strategies, and resources. Recommended tools and equipment are listed in section III. Appended are lists of related academic topics and workplace skills for the 21st century and student competency profiles for both courses. (YLB)

Changes in the structure of agriculture are affecting farm job characteristics and job satisfaction as compared with other occupations. Job satisfaction of persons occupying different positions on incorporated farms in Wisconsin was studied to determine the effects of the farm variables on the individuals. A high degree of job satisfaction was found for the three occupational groups studied, although hired workers showed a lower level of satisfaction than owner-managers and hired managers. Job satisfaction was found to be influenced as much or more by goals and attainments outside the occupational area as by the work situation. Satisfaction of the hired workers and managers was affected more by variables than that of the owner-manager. Measures of job satisfaction in two dimensions, the self-fulfilling aspects of the job and the relationships within and control of the work, are detailed in narrative and tables. (MF)

Changes in the structure of agriculture are affecting farm job characteristics and job satisfaction as compared with other occupations. Job satisfaction of persons occupying different positions on incorporated farms in Wisconsin was studied to determine the effects of the farm variables on the individuals. A high degree of job satisfaction was found for the three occupational groups studied, although hired workers showed a lower level of satisfaction than owner-managers and hired managers. Job satisfaction was found to be influenced as much or more by goals and attainments outside the occupational area as by the work situation. Satisfaction of the hired workers and managers was affected more by variables than that of the owner-manager. Measures of job satisfaction in two dimensions, the self-fulfilling aspects of the job and the relationships within and control of the work, are detailed in narrative and tables. (MF)

Changes in the structure of agriculture are affecting farm job characteristics and job satisfaction as compared with other occupations. Job satisfaction of persons occupying different positions on incorporated farms in Wisconsin was studied to determine the effects of the farm variables on the individuals. A high degree of job satisfaction was found for the three occupational groups studied, although hired workers showed a lower level of satisfaction than owner-managers and hired managers. Job satisfaction was found to be influenced as much or more by goals and attainments outside the occupational area as by the work situation. Satisfaction of the hired workers and managers was affected more by variables than that of the owner-manager. Measures of job satisfaction in two dimensions, the self-fulfilling aspects of the job and the relationships within and control of the work, are detailed in narrative and tables. (MF)

Changes in the structure of agriculture are affecting farm job characteristics and job satisfaction as compared with other occupations. Job satisfaction of persons occupying different positions on incorporated farms in Wisconsin was studied to determine the effects of the farm variables on the individuals. A high degree of job satisfaction was found for the three occupational groups studied, although hired workers showed a lower level of satisfaction than owner-managers and hired managers. Job satisfaction was found to be influenced as much or more by goals and attainments outside the occupational area as by the work situation. Satisfaction of the hired workers and managers was affected more by variables than that of the owner-manager. Measures of job satisfaction in two dimensions, the self-fulfilling aspects of the job and the relationships within and control of the work, are detailed in narrative and tables. (MF)

Changes in the structure of agriculture are affecting farm job characteristics and job satisfaction as compared with other occupations. Job satisfaction of persons occupying different positions on incorporated farms in Wisconsin was studied to determine the effects of the farm variables on the individuals. A high degree of job satisfaction was found for the three occupational groups studied, although hired workers showed a lower level of satisfaction than owner-managers and hired managers. Job satisfaction was found to be influenced as much or more by goals and attainments outside the occupational area as by the work situation. Satisfaction of the hired workers and managers was affected more by variables than that of the owner-manager. Measures of job satisfaction in two dimensions, the self-fulfilling aspects of the job and the relationships within and control of the work, are detailed in narrative and tables. (MF)

This article is from BMC Research Notes , volume 7 . Abstract Background: Truck driving is the second most common occupation among Canadian men. Transportation of goods via roads is of crucial importance for the Canadian economy. The industry is responsible annually for $17 billion in GDP and is projected to increase by 28% over the next 10 years. Recruitment is an issue with 20% of drivers projected to retire or leave the profession in the next 10 years. Despite the reliance on transport truck drivers for the delivery of goods which affects Canada’s economy and daily living of residents, little is known about the health care needs of this large cohort of primarily male lone workers from a drivers’ perspective. Transport truck drivers are independent workers whose non traditional workplace is their tractor, the truck stops and the journey on the road.The objective of this study was to obtain a contextually informed description of lifestyle issues, health and disease risk factors experienced by drivers and perceived by their managers in the truck driving occupation. Methods: Using a grounded theory approach, 4 focus groups were conducted with drivers (n = 16) and managers (n = 10) from two trucking companies in Southwestern Ontario to identify the lived experience of the drivers as it relates to preventable risks to health and wellness. A semi structured guided interview was used to explore the lifestyle context of transport truck driving and organizational aspects of the occupation (workplace culture, working conditions and health and wellness promotion). Results: The predominant themes described stress, workplace, communication, lifestyle, driving culture, family, and fatigue concerns. In terms of the transportation work environment, drivers and managers were aware of the profession’s potential to foster lifestyle related chronic diseases but described challenges in making the profession more amenable to a healthy lifestyle. Conclusions: Workplace environmental determinants are significant in shaping health behaviours. Chronic disease health risks were the main health concerns identified. Health risks were exacerbated by working conditions (job demands, work hours, financial pressure and the sedentary nature of the job). Workplace health strategies will need to take into account the unique challenges of the occupation.

This article is from BMC Research Notes , volume 7 . Abstract Background: Truck driving is the second most common occupation among Canadian men. Transportation of goods via roads is of crucial importance for the Canadian economy. The industry is responsible annually for $17 billion in GDP and is projected to increase by 28% over the next 10 years. Recruitment is an issue with 20% of drivers projected to retire or leave the profession in the next 10 years. Despite the reliance on transport truck drivers for the delivery of goods which affects Canada’s economy and daily living of residents, little is known about the health care needs of this large cohort of primarily male lone workers from a drivers’ perspective. Transport truck drivers are independent workers whose non traditional workplace is their tractor, the truck stops and the journey on the road.The objective of this study was to obtain a contextually informed description of lifestyle issues, health and disease risk factors experienced by drivers and perceived by their managers in the truck driving occupation. Methods: Using a grounded theory approach, 4 focus groups were conducted with drivers (n = 16) and managers (n = 10) from two trucking companies in Southwestern Ontario to identify the lived experience of the drivers as it relates to preventable risks to health and wellness. A semi structured guided interview was used to explore the lifestyle context of transport truck driving and organizational aspects of the occupation (workplace culture, working conditions and health and wellness promotion). Results: The predominant themes described stress, workplace, communication, lifestyle, driving culture, family, and fatigue concerns. In terms of the transportation work environment, drivers and managers were aware of the profession’s potential to foster lifestyle related chronic diseases but described challenges in making the profession more amenable to a healthy lifestyle. Conclusions: Workplace environmental determinants are significant in shaping health behaviours. Chronic disease health risks were the main health concerns identified. Health risks were exacerbated by working conditions (job demands, work hours, financial pressure and the sedentary nature of the job). Workplace health strategies will need to take into account the unique challenges of the occupation.

The purpose of this theses was to investigate the attitudes and opinions of personnel affected by two office automation systems. Reprographics Automated Management System (RAMS) and Records Information Management System (RIMS). Eight investigative questions were posed: (1) How receptive were information management personnel to the office automation systems (RAMS and RIMS)? (2) Were information management personnel's perception different now from the period prior to installation of the office automation systems? (3) What is the frequency of use for each office automation system? (4) What major factors impede these office automation projects (RAMS/RIMS)? (5) What major factors facilitate these office automation projects (RAMS/RIMS)? (6) How much change did RAMS/RIMS bring into the work environment of the information management personnel? (7) Is there a difference in the receptivity of office automation systems between managers and clerical workers? (8) Are there any perceived additional benefits to the office automation systems? This study found both RAMS and RIMS had a moderate degree of receptivity prior to their implementation.

The purpose of this theses was to investigate the attitudes and opinions of personnel affected by two office automation systems. Reprographics Automated Management System (RAMS) and Records Information Management System (RIMS). Eight investigative questions were posed: (1) How receptive were information management personnel to the office automation systems (RAMS and RIMS)? (2) Were information management personnel's perception different now from the period prior to installation of the office automation systems? (3) What is the frequency of use for each office automation system? (4) What major factors impede these office automation projects (RAMS/RIMS)? (5) What major factors facilitate these office automation projects (RAMS/RIMS)? (6) How much change did RAMS/RIMS bring into the work environment of the information management personnel? (7) Is there a difference in the receptivity of office automation systems between managers and clerical workers? (8) Are there any perceived additional benefits to the office automation systems? This study found both RAMS and RIMS had a moderate degree of receptivity prior to their implementation.

The purpose of this theses was to investigate the attitudes and opinions of personnel affected by two office automation systems. Reprographics Automated Management System (RAMS) and Records Information Management System (RIMS). Eight investigative questions were posed: (1) How receptive were information management personnel to the office automation systems (RAMS and RIMS)? (2) Were information management personnel's perception different now from the period prior to installation of the office automation systems? (3) What is the frequency of use for each office automation system? (4) What major factors impede these office automation projects (RAMS/RIMS)? (5) What major factors facilitate these office automation projects (RAMS/RIMS)? (6) How much change did RAMS/RIMS bring into the work environment of the information management personnel? (7) Is there a difference in the receptivity of office automation systems between managers and clerical workers? (8) Are there any perceived additional benefits to the office automation systems? This study found both RAMS and RIMS had a moderate degree of receptivity prior to their implementation.

The purpose of this theses was to investigate the attitudes and opinions of personnel affected by two office automation systems. Reprographics Automated Management System (RAMS) and Records Information Management System (RIMS). Eight investigative questions were posed: (1) How receptive were information management personnel to the office automation systems (RAMS and RIMS)? (2) Were information management personnel's perception different now from the period prior to installation of the office automation systems? (3) What is the frequency of use for each office automation system? (4) What major factors impede these office automation projects (RAMS/RIMS)? (5) What major factors facilitate these office automation projects (RAMS/RIMS)? (6) How much change did RAMS/RIMS bring into the work environment of the information management personnel? (7) Is there a difference in the receptivity of office automation systems between managers and clerical workers? (8) Are there any perceived additional benefits to the office automation systems? This study found both RAMS and RIMS had a moderate degree of receptivity prior to their implementation.

The purpose of this theses was to investigate the attitudes and opinions of personnel affected by two office automation systems. Reprographics Automated Management System (RAMS) and Records Information Management System (RIMS). Eight investigative questions were posed: (1) How receptive were information management personnel to the office automation systems (RAMS and RIMS)? (2) Were information management personnel's perception different now from the period prior to installation of the office automation systems? (3) What is the frequency of use for each office automation system? (4) What major factors impede these office automation projects (RAMS/RIMS)? (5) What major factors facilitate these office automation projects (RAMS/RIMS)? (6) How much change did RAMS/RIMS bring into the work environment of the information management personnel? (7) Is there a difference in the receptivity of office automation systems between managers and clerical workers? (8) Are there any perceived additional benefits to the office automation systems? This study found both RAMS and RIMS had a moderate degree of receptivity prior to their implementation.

Includes bibliographical references (p. 287-308) and index

Document number CIA-RDP61S00527A000200130054-3 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.