Downloads & Free Reading Options - Results

Includes index

As businesses grow, so do their IT infrastructures, which can lead to increased complexity and inefficiency. Managing data across various systems, platforms, and departments often creates challenges that can hinder business performance. 

Highway infrastructure includes things like pavement and bridges, but also other assets. These can be drainage structures, traffic signals, signs, sidewalks, curbs and guardrails.The Performance and Asset Management Advisory Council was created in 2013 to provide an annual progress report on the performance and asset management system.

Highway infrastructure includes things like pavement and bridges, but also other assets. These can be drainage structures, traffic signals, signs, sidewalks, curbs and guardrails.The Performance and Asset Management Advisory Council was created in 2013 to provide an annual progress report on the performance and asset management system.

This study explored the mechanics of using an enhanced, comprehensive multipurpose logic model, the Performance Blueprint, as a means of building evaluation capacity, referred to in this paper as performance measurement literacy, to facilitate the attainment of both service-delivery oriented and community-oriented outcomes. The application of this approach is illustrated in a short case study. By performance measurement literacy is meant the capacity of individuals and institutions to obtain, interpret, and understand performance measurement information and the competence to use such information to benefit clients, service delivery, and the community (P. Long, 2002). In the Performance Blueprint, the expanded logic model used by the Appalachian Partnership for Welfare Reform (APWR), the approach revolves around a representational depiction of an initiative's intended logic, or how inputs are expected to produce outcomes. The Blueprint makes distinctions between effort and effect and between output and outcome. The case study shows the application of the Performance Blueprint to enhance performance measurement literacy in the provision of training and technical assistance to APWR partners working to meet the needs of county-level agencies. One appendix defines andoperationalizes performance measurement literacy, and the other summarizes questions and considerations related to the four quadrants defined by M. A. Friedman (1997). (Contains 22 references.) (SLD)

The study examined some human resource management variables and academic staff job effectiveness in the university of Calabar in Cross River State, Nigeria. To achieve the aim of this study, two research questions were raised and two hypotheses were formulated to guide the study. A correlational research design was adopted for the study. The population of the study comprises all the academic staff in the University of Calabar. The total number of all the academic staff is three thousand eight hundred and sixty (3860). A stratified random sampling technique was used to select total numbers of one hundred (100) respondents from the University of Calabar. Relevant data for the study was collected with a researcher-developed questionnaire titled: "Human Resource Management Variable and Academic Staff Job Effectiveness Questionnaire" (HRMVASJEQ). The instrument was subjected to face and content validity by experts in the administration of higher education and measurement and evaluation, Faculty of Education, University of Calabar. The Pearson Product Moment Correlation Analysis with the aid of the statistical package for social science (SPSS) version 25, was used for data analysis. The result revealed that the management of lecturers' appraisal/promotion and management of lecturers' in-service training significantly relate to their job effectiveness in the university. It was recommended that the university management should ensure that lecturers are appraised and promoted appropriately to enhance their lecturer job performance. Also, that the university management should make provision for lecturer in-service training to enhance learning and improving lecturers' job effectiveness.

The study examined some human resource management variables and academic staff job effectiveness in the university of Calabar in Cross River State, Nigeria. To achieve the aim of this study, two research questions were raised and two hypotheses were formulated to guide the study. A correlational research design was adopted for the study. The population of the study comprises all the academic staff in the University of Calabar. The total number of all the academic staff is three thousand eight hundred and sixty (3860). A stratified random sampling technique was used to select total numbers of one hundred (100) respondents from the University of Calabar. Relevant data for the study was collected with a researcher-developed questionnaire titled: "Human Resource Management Variable and Academic Staff Job Effectiveness Questionnaire" (HRMVASJEQ). The instrument was subjected to face and content validity by experts in the administration of higher education and measurement and evaluation, Faculty of Education, University of Calabar. The Pearson Product Moment Correlation Analysis with the aid of the statistical package for social science (SPSS) version 25, was used for data analysis. The result revealed that the management of lecturers' appraisal/promotion and management of lecturers' in-service training significantly relate to their job effectiveness in the university. It was recommended that the university management should ensure that lecturers are appraised and promoted appropriately to enhance their lecturer job performance. Also, that the university management should make provision for lecturer in-service training to enhance learning and improving lecturers' job effectiveness.

Successful performance improvement efforts draw from such disciplines as psychology and systems theory, and from the fields of instructional design and human resource development. Both knowledge management and organizational learning are valuable additions to the human performance technologist's repertoire for performance analysis and intervention selection. Future endeavors in research should provide empirical evidence of the value of knowledge management and organizational learning to organizational performance. The study of knowledge management and organizational learning is currently moving towards broad-based, empirical research. The knowledge gained from this research will enable human performance technology researchers and practitioners to implement interventions based on tested models, and proven processes and outcomes of knowledge management and organizational learning. This paper discusses how the human performance technologist can augment human performance analysis and solution planning by drawing from knowledge management and organizational learning literature. (Contains 26 references.) (Author/AEF)

Includes bibliographical references and index

Accountability in higher education most often concentrates on what and how to measure performance, but less often on how it can be used for planning, managing, and teaching. Besides serving higher education's consumers, accountability measures should also serve those who plan and manage institutions, especially those engaged in managing enrollments. Since enrollment is jointly determined by internal and external factors, the use of forecasting and simulation models can help managers determine alternative future scenarios. A three-phase model has been developed that incorporates such performance measures as enrollment forecasting and retention. In the first phase of the model, the past 25 years of a college's enrollment is "explained" in terms of internal policies related to fees and financial aid; demand-related variables, such as community demographics and economics; and supply-related variables, such as college budget, staffing, and curriculum. In the second phase, the variables used to explain enrollment are modified to forecast future enrollments, while in the third the forecast model is linked to a simulation model that uses performance measures related to enrollment management to determine the effect of specific changes. Contains 10 references. Fifteen tables showing outcomes from an implementation of the model at Arizona's Maricopa County Community College District are attached. (HAA)

In its 2001 performance and accountability report on the Department of Education, the General Accounting Office (GAO) identified challenges with student financial-aid programs, financial management, and other areas facing education. The information presented in this report is intended to help sustain congressional attention and a departmental focus on continuing to make progress in addressing and overcoming these challenges and new ones that have arisen due to legislative changes since 2001. Problems identified include vulnerability of student-aid programs to fraud, waste, abuse, and mismanagement. Challenges that are being addressed, but cannot be assessed yet because implementation has just begun, include improving student achievement and teacher quality, transforming education into an evidence-based field, linking federal funding to accountability for results, and assisting and monitoring states and school districts' efforts to meet requirement of the No Child Left Behind Act of 2001. The report contains a list of GAO contacts, related GAO products, and a list of GAO performance, accountability, and high-risk series. (RT)

In its 2001 performance and accountability report on the Department of Education, the General Accounting Office (GAO) identified challenges with student financial-aid programs, financial management, and other areas facing education. The information presented in this report is intended to help sustain congressional attention and a departmental focus on continuing to make progress in addressing and overcoming these challenges and new ones that have arisen due to legislative changes since 2001. Problems identified include vulnerability of student-aid programs to fraud, waste, abuse, and mismanagement. Challenges that are being addressed, but cannot be assessed yet because implementation has just begun, include improving student achievement and teacher quality, transforming education into an evidence-based field, linking federal funding to accountability for results, and assisting and monitoring states and school districts' efforts to meet requirement of the No Child Left Behind Act of 2001. The report contains a list of GAO contacts, related GAO products, and a list of GAO performance, accountability, and high-risk series. (RT)

In its 2001 performance and accountability report on the Department of Education, the General Accounting Office (GAO) identified challenges with student financial-aid programs, financial management, and other areas facing education. The information presented in this report is intended to help sustain congressional attention and a departmental focus on continuing to make progress in addressing and overcoming these challenges and new ones that have arisen due to legislative changes since 2001. Problems identified include vulnerability of student-aid programs to fraud, waste, abuse, and mismanagement. Challenges that are being addressed, but cannot be assessed yet because implementation has just begun, include improving student achievement and teacher quality, transforming education into an evidence-based field, linking federal funding to accountability for results, and assisting and monitoring states and school districts' efforts to meet requirement of the No Child Left Behind Act of 2001. The report contains a list of GAO contacts, related GAO products, and a list of GAO performance, accountability, and high-risk series. (RT)

The authors begin by describing difficulties in educational management systems and list three conditions essential for any performance-based teacher education management system: a) there must be a clear discrimination between the values of management systems operators and the management tools and processes; b) objectives and operations of the management system must be clearly specified and these conditions must be set up so that all management decisions are gauged against those objectives and operations; and c) changes in the objectives and operations of that management system should be on the basis of feedback regarding the system's effectiveness. The authors then state that there is a need for a unique management system for PBTE because it is evaluated by primary criteria. Other special needs requiring a special system involve procedures for designing, installing, maintaining, evaluating, and revising the program. Management functions, components, and their relationship are defined. Also listed and discussed are four principles of PBTE management: successive approximation, selective negligence, structure-induced practice, and accumulative feedback. In addition to 10 pragmatic rules of program adoption or "heuristic" for PBTE (including rules such as "work within the rules of existing management systems whenever possible"), a detailed model for PBTE management structures and an evaluation model are presented. (JA)

This paper focuses on the relationship between trainees' attitudes and learning performance in computer courses. Based on the assumption that university graduates must be computer literate before entering the workforce, a study was conducted to examine how attitudes held before attending a computer course differed on the basis of gender, intention to purchase a computer, and ownership of a computer. A survey of 156 students who had enrolled in a required university computer literacy course yielded a 70% participation rate. The study revealed that gender and ownership of a computer were responsible for attitudinal differences, while intent to purchase a computer was not. Students who withdrew from the course during the semester and students in the course with lower ability both perceived the computer as increasing job complexity. Ownership of a computer eliminated almost all gender differences in computer attitudes. A discussion of the implications of these results for managers and future research concludes the paper, and 11 tables of statistical data are attached. (45 references) (DB)

This paper focuses on the relationship between trainees' attitudes and learning performance in computer courses. Based on the assumption that university graduates must be computer literate before entering the workforce, a study was conducted to examine how attitudes held before attending a computer course differed on the basis of gender, intention to purchase a computer, and ownership of a computer. A survey of 156 students who had enrolled in a required university computer literacy course yielded a 70% participation rate. The study revealed that gender and ownership of a computer were responsible for attitudinal differences, while intent to purchase a computer was not. Students who withdrew from the course during the semester and students in the course with lower ability both perceived the computer as increasing job complexity. Ownership of a computer eliminated almost all gender differences in computer attitudes. A discussion of the implications of these results for managers and future research concludes the paper, and 11 tables of statistical data are attached. (45 references) (DB)

This is the fourth module in a four-module training package for use in inservice seminars or workshops on performance appraisal and employee development. Module 4 addresses employee feedback and counseling aspects of performance evaluation. Primary emphasis is on use of performance reviews as employee development tools. Two related content areas are stressed: (1) counseling/communication components of performance review and (2) planning and objective-setting process resulting in a clear statement of anticipated employee performance during the subsequent review periods. Those supervisor behaviors leading to more productive performance review sessions are emphasized. The first half of the module presents content (material to be included in a review session) and process (way in which material should be presented). The second half provides participants with opportunity to combine content and process in actual exercises. Role playing material is given. The module includes both instructor and student manuals. The instructor's manual consists of two major parts. Details of Workshop contains the following information: objectives, time needed, agenda and time allocation, resources and materials needed, and bibliography. The second part is the Module Outline for Instructor with copies of transparencies needed. The participant's manual contains copies of all materials the student will use, including the pre/post-test and copies of all transparencies. An answer key for the test is provided. (YLB)

Includes bibliographical references (p. 241-243) and index

From the bitsavers.org collection, a scanned-in computer-related document. dec :: alpha :: OpenVMS :: AXP 6.1 VAX 6.1 199403 :: AA-Q28WA-TE Guide to OpenVMS AXP 6.1 Performance Management 199403

From the bitsavers.org collection, a scanned-in computer-related document. dec :: alpha :: OpenVMS :: AXP 6.1 VAX 6.1 199403 :: AA-Q28WA-TE Guide to OpenVMS AXP 6.1 Performance Management 199403

From the bitsavers.org collection, a scanned-in computer-related document. dec :: alpha :: OpenVMS :: AXP 6.1 VAX 6.1 199403 :: AA-Q28WA-TE Guide to OpenVMS AXP 6.1 Performance Management 199403

From the bitsavers.org collection, a scanned-in computer-related document. dec :: alpha :: OpenVMS :: AXP 6.1 VAX 6.1 199403 :: AA-Q28WA-TE Guide to OpenVMS AXP 6.1 Performance Management 199403

Vis-A-Plan is a bar-charting technique for representing and evaluating project activities on a performance-time basis. This rectilinear method presents the logic diagram of a project as a series of horizontal time bars. It may be used supplementary to PERT or independently.

Vis-A-Plan is a bar-charting technique for representing and evaluating project activities on a performance-time basis. This rectilinear method presents the logic diagram of a project as a series of horizontal time bars. It may be used supplementary to PERT or independently.

Vis-A-Plan is a bar-charting technique for representing and evaluating project activities on a performance-time basis. This rectilinear method presents the logic diagram of a project as a series of horizontal time bars. It may be used supplementary to PERT or independently.

Vis-A-Plan is a bar-charting technique for representing and evaluating project activities on a performance-time basis. This rectilinear method presents the logic diagram of a project as a series of horizontal time bars. It may be used supplementary to PERT or independently.

An improved foil thrust bearing is described that eliminates or reduces the need for forced cooling of the bearing foils while at the same time improves the load capacity of the bearing, enhances damping, provides overload tolerance, and eliminates the high speed load capacity drop-off that plagues the current state of the art. The performance improvement demonstrated by the chevron foil thrust bearing stems from a novel trailing edge shape that splays the hot lubricant in the thin film radially, thus preventing hot lubricant carry-over into the ensuing bearing sector. Additionally, the chevron shaped trailing edge induces vortical mixing of the hot lubricant with the gas that is naturally resident within the inter-pad region of a foil thrust bearing. The elimination of hot gas carry-over in combination with the enhanced mixing has enabled a completely passive thermally managed foil bearing design. Laboratory testing at NASA has confirmed the original analysis and reduced this concept to practice.

The Integrated Gate Turnaround Management (IGTM) concept was developed to improve the gate turnaround performance at the airport by leveraging relevant historical data to support optimization of airport gate operations, which include: taxi to the gate, gate services, push back, taxi to the runway, and takeoff, based on available resources, constraints, and uncertainties. By analyzing events of gate operations, primary performance dependent attributes of these events were identified for the historical data analysis such that performance models can be developed based on uncertainties to support descriptive, predictive, and prescriptive functions. A system architecture was developed to examine system requirements in support of such a concept. An IGTM prototype was developed to demonstrate the concept using a distributed network and collaborative decision tools for stakeholders to meet on time pushback performance under uncertainties.

Mastering Performance Reviews A management Development Program Program 3 in CES

Seven aerospace firms were investigated to determine if a relationship existed among management systems, organizational climate, and organization performance. Positive relationships were found between each of these variables, but a statistically significant relationship existed only between the management system and organizational climate. The direction and amount of communication and the degree of decentralized decision-making, elements of the management system, also had a statistically significant realtionship with organization performance.

Simple agent-based models may be useful for investigating air traffic control strategies as a precursory screening for more costly, higher fidelity simulation. Of concern is the ability of the models to capture the essence of the system and provide insight into system behavior in a timely manner and without breaking the bank. The method is put to the test with the development of a model to address situations where capacity is overburdened and potential for propagation of the resultant delay though later flights is possible via flight dependencies. The resultant model includes primitive representations of principal air traffic system attributes, namely system capacity, demand, airline schedules and strategy, and aircraft capability. It affords a venue to explore their interdependence in a time-dependent, dynamic system simulation. The scope of the research question and the carefully-chosen modeling fidelity did allow for the development of an agent-based model in short order. The model predicted non-linear behavior given certain initial conditions and system control strategies. Additionally, a combination of the model and dimensionless techniques borrowed from fluid systems was demonstrated that can predict the system s dynamic behavior across a wide range of parametric settings.

No abstract available

The key to organization success is having an organizational democratic personnel management plan in place. Whether organization is about to launch a start-up or organization have been in organizational democratic personnel management for years, organizational democratic personnel management’ direction is guided by your organizational democratic personnel management plan. In spite of this general awareness, such long-term organizational democratic personnel management, strategic-level planning of organizational democratic personnel management has been lacking in most organizations. Organizations use organizational resources as the basic ingredient for all that is required for their operations. They are therefore eager to maintain and improve the quantity of expendable organizational resources by not only resources utilization, but by also identifying, nurturing and maintaining characteristics that promote organizational performance. Implementing good environmental and managerial practices is good organizational democratic personnel management it can give a competitive advantage. This article attempts to explain the organizational democratic personnel management plan approach by patterns of thinking. The importance of strategic, long-term policy and organizational democratic personnel management plan approach is very clear to planners. Organizational democratic personnel management managers like to follow a similar and routine organizational democratic personnel management behavioral pattern.

A recording of Bernalillo County's Operations Excellence Office's webinar.

Stimulated by Dr. Paul D. Giammalvo’s incredible paper “Project Management Credentials Compared – A Preliminary Analysis” I share some thoughts and share how I ultimately came to these conclusions:  • The PM Profession should work toward creating a single set of generic, universally-acceptable PM competencies, tools, and certifications.  • HR and training people, as well as those individuals seeking to upgrade their PM skills should (at least, for the present) ignore the certifications put forth by the PM Profession. They should focus instead on simply using the lists of competencies that underlie those certifications as inputs to their own PM performance improvement processes.

Stimulated by Dr. Paul D. Giammalvo’s incredible paper “Project Management Credentials Compared – A Preliminary Analysis” I share some thoughts and share how I ultimately came to these conclusions:  • The PM Profession should work toward creating a single set of generic, universally-acceptable PM competencies, tools, and certifications.  • HR and training people, as well as those individuals seeking to upgrade their PM skills should (at least, for the present) ignore the certifications put forth by the PM Profession. They should focus instead on simply using the lists of competencies that underlie those certifications as inputs to their own PM performance improvement processes.

The specific wargame evaluated in this thesis was TEMPO-AI, a computer version of the military force planning game used at Squadron Officer School resident program. The game was designed to provide the students in the correspondence course the same learning experience provided to those in residence. Other factors, such as Technical Education, Wargame Experience, TEMPO Experience, Acquisition Experience, and Operational Experience were tested. In addition, the tests revealed numerous problems with the structure of the game, with the most serious of these being inadequate on line documentation. To correct this and other problems, a number of revisions were proposed. A random sample of 54 AFIT officers yielded a 0.0 percent response rate, and test subjects were obtained only after financial incentives were offered.

The Warfighter lives a life of critical judgments, decisions, and risk taking. There is barely enough time to perform mission-essential tasks, let alone time to rest and rejuvenate body and mind. Army researchers have done a thorough job in the pursuit of countermeasures to Soldier fatigue that do not interfere with soldier performance, when that issue is couched in terms of individual soldiers performing fairly simple, repetitive tasks. Acceptable sedatives and stimulant preparations have been identified and their operational parameters described. However, it is not known how these agents perform when the dynamics of group/team interaction are injected into the research program. The DUO-WOMBAT-CS is the primary measure examined herein, and was chosen due to its focus on crew resource management and situational awareness in a complex task environment. Army aviators were subjected to over 64 hours of sleep deprivation, and were randomly assigned to one of four stimulant conditions (dextroamphetamine, modafinil, caffeine or placebo). The participants were repeatedly tested in pairs throughout the deprivation period. Testing included the WOMBAT, flights in the USAARL UH-60 research simulator, and various other tasks. Scores were compared over time and between drug groups, for the WOMBAT and the simulator performance. The analysis suggests that performance on the crew management and situational awareness sensitive tasks done by crew-pairs is well attenuated over periods of fatigue by these stimulants. Simulator performance did not prove as sensitive to fatigue or drug condition as expected. Future work will attempt to redress this information shortfall, and to further explore the effects of these preparations on higher-order, crew based soldier activities.

The Warfighter lives a life of critical judgments, decisions, and risk taking. There is barely enough time to perform mission-essential tasks, let alone time to rest and rejuvenate body and mind. Army researchers have done a thorough job in the pursuit of countermeasures to Soldier fatigue that do not interfere with soldier performance, when that issue is couched in terms of individual soldiers performing fairly simple, repetitive tasks. Acceptable sedatives and stimulant preparations have been identified and their operational parameters described. However, it is not known how these agents perform when the dynamics of group/team interaction are injected into the research program. The DUO-WOMBAT-CS is the primary measure examined herein, and was chosen due to its focus on crew resource management and situational awareness in a complex task environment. Army aviators were subjected to over 64 hours of sleep deprivation, and were randomly assigned to one of four stimulant conditions (dextroamphetamine, modafinil, caffeine or placebo). The participants were repeatedly tested in pairs throughout the deprivation period. Testing included the WOMBAT, flights in the USAARL UH-60 research simulator, and various other tasks. Scores were compared over time and between drug groups, for the WOMBAT and the simulator performance. The analysis suggests that performance on the crew management and situational awareness sensitive tasks done by crew-pairs is well attenuated over periods of fatigue by these stimulants. Simulator performance did not prove as sensitive to fatigue or drug condition as expected. Future work will attempt to redress this information shortfall, and to further explore the effects of these preparations on higher-order, crew based soldier activities.

The objective of this study was to assess a pilot version of the Web-based, behaviorally based, performance management (HPFD) and appraisal system (ePerformance). Specifically, the objectives were to capture quantitative and objective data as well as qualitative and subjective data from participants to identify potential sources of error and user burden. To capture these data, the Performance Vector Research Team (PVRT) and RTI International conducted usability testing and user surveys. This study assessed problems and errors using the Web-based system and the users' perceptions about the proposed new system.

This document presents findings of a review of the Mississippi Department of Education's internal management and operations and oversight of district and student performance, conducted by the Joint Legislative Committee on Performance Evaluation and Expenditure Review (PEER). Methodology included document analysis, interviews with state Department of Education personnel, analysis of student achievement data, and focus group meetings with local school teachers and administrators. Following an executive summary and an introduction, information is provided on the following: the background of the state Department of Education (DOE) and the state Board of Education, statewide evaluation and planning, spending priorities and control, school and district evaluation, structural problems, and recommendations for each area. The review found flaws in Mississippi's education funding law and in the department's administration of some aspects of the funding program. Shortcomings were also noted on the part of the state Board of Education and the DOE that limit their accountability in each major program area. Certain features of the public school finance program prevent the state legislature from effectively targeting funds toward the regular, special, and vocational education program areas. Other inadequacies included deficiencies in the DOE's budgeting system, a lack of measurable goals for student performance, and several major structural problems. Thirty-three exhibits, a glossary, and an executive summary are provided. Appendixes include budgetary data, procedures for using the vocational program rating system, description of Mississippi's literacy programs, and proposed state legislation regarding vocational education. (LMI)

The Casual Relationship Model Between Commercial Banks’ Performance And Risk Management In Yemen

The Casual Relationship Model Between Commercial Banks’ Performance And Risk Management In Yemen

Volunteer subjects have participated in a series of experimental group missions involving continuous residence for varying periods in the programmed environment. The methodology involved in these ongoing studies extends the applications of performance programming technologies detailed in prior publications. The experiments focus upon an explicit analysis of the conditions under which interrelationships between participants and experimenters influence performance effectiveness. To assess potential interrelationships between physiological status and performance effectiveness and productivity, four measures were obtained while subjects concurrently operated the performance battery: (1) heart rate, (2) frontalis EMG, (3) skin temperature, and (4) skin conductance. Urine free cortisol levels were also determined from analyses of total urine volume which was collected throughout the mission. A strong overall relationship was observed between individual productivity and mean daily urine free cortisol. These observations together suggest that the stress of sustained high productivity along with prolonged performance accuracy on a demanding task may render an individual vulnerable to disruptive emotional reactions such as those provoked by the avoidance phase of the study.

Viewgraphs highlight the 9th Annual International Cost Schedule Performance Management Conference held at Tysons Corner, Virginia, on 19-23 Oct 1997.

This is the third module in a four-module training package for use in inservice seminars or workshops on performance appraisal and employee development. Module 3 focuses on the actual performance review process. The first part outlines requirements for constructing objective, workable employee development plans, in particular factors resulting in high quality performance objectives. The second part addresses rater errors (predispositions and tendencies in raters leading to biased/inaccurate performance ratings), such as halo, horns, central tendency, positive leniency, negative leniency, contrast, similar to me. Causes and methods for reducing their impact are investigated. The module includes both instructor and student manuals. The instructor's manual consists of two major parts. Details of Workshop contains the following information: objectives, time needed, agenda and time allocation, resources and materials needed, and bibliography. The second part is the Module Outline for Instructor with copies of transparencies needed. The participant's manual contains copies of all materials the student will use, including the pre/post-test and copies of all transparencies. An answer key for the test is provided. (YLB)

In a series of experiments, high and low anxious academically deficient cadets at the Air Force Academy received a program in Anxiety Management (AM) training which utilized biofeedback techniques, or a more traditional Study Habits Development (SHD) program, or a combined AM/SHD program. All subjects receiving Anxiety Management training significantly reduced electromyograph (EMG) anxiety/tension level. High anxious subjects in the AM group showed significantly more academic improvement than a demand control group and high anxious subjects in the SHD group. Low anxious subjects showed significantly greater improvement after Study Habits training.

Although 10-Net LAN version 4.2 software was acquired to upgrade the OMPAT Field Office LAN and increase network functionality and speed, plans for installing the network upgrade were held in abeyance until beta testing of version 4.2 was completed. Prior to completion of 4.2 beta testing, 10-Net's 4.2 software fixes became available in Version 5.0. Installation of 10-Net version 5.0 10-Net and reconfiguration of the existing network nodes and software were completed during the second quarter of FY 92.... RA V, Communication, Database Management.

Process control environments demand well informed high performing human monitors to maintain effectual control of multiple processes. Most research aims to satisfy this requirement through the evaluation of competing heuristic-based display design constructs. Contrary to that method, this study takes a novel approach by examining both factors internal and external to the human observer to identify where beneficial outcomes actually reside. External factors explore the underlying design construct attributes, while internal factors focus on the effect of operator task management strategy, age, and experience. Results from this study present several key findings relative to operator situation awareness, performance, and workload. Findings suggest the specific manner in which external information is presented and oriented on a process control room display is inconsequential toward situation awareness and performance. Further, operator preferred task management strategy has a profound effect on their performance and experienced workload, while exhibiting only a mild effect on situation awareness. In most cases, an Adaptive Attack strategy produces desirable results, while an Adaptive Avoidance does not. Interleaving and Multitasking fall between these two extremes. Lastly, findings indicate subject variables, age and experience have negative effects on overall situation awareness and system deviation prediction times.