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This thesis identifies fundamental Reserve management-related core competencies required for Training and Administration of the Reserve (TAR) officers. In-depth interviews were conducted with 21 experienced TAR officers who defined and described essential competencies for TAR officers. Additionally, they identified competency gaps and offered recommendations as to how TAR officers could better develop the competencies. Based on the analysis of the interview data, nine core competencies were determined. Interview participants then prioritized the nine competencies by responding to an electronic survey. The thesis describes each competency, prioritizes the competencies, and discusses the skill gaps that currently exist among TAR officers. Recommendations for a TAR officer professional development program are provided that address billet- or career phase-based training needs.

On October 26, 1993, there was a fatal crash of a Federal Aviation Administration (FAA) flight inspection aircraft. During the accident investigation, the National Transportation Safety Board (NTSB) cited ineffective crew resource management (CRM) as one of the causal factors and recommended CRM training for flight inspection aircrews. As part of the FAA's response to the NTSB recommendation, a CRM training needs analysis was conducted. Cluster analytic results of the identified training needs suggested three categories affecting crew performance: (1) technical skills, (2) crew coordination skills, and (3) the organization context in which flight inspection crews perform. Implications for CRM awareness training are discussed. The purpose of this reort is to document the flight inspection CRM training needs that emerged from the analyses and to recommend steps for developing a flight inspection CRM training program.

Quality Skill education is recognized as the greatest weapon of India to reap its demographic dividend as it is one of the youngest nations in the world with more than 62% of its population in the working age group (15-59 years). Appropriate quality measures of real-world learning include effective teaching. The excellence of any education depended on the preparation of quality teachers. The vocational teachers/trainers should have core vocational competencies and pedagogical skills to deliver the best possible skills for every child. Vocational education teachers need dual professional identify of both workers skilled in a particular occupation and as teachers.  Unlike other subjects, the curriculum of vocational subjects is always dynamic. So teacher must be a lifelong learner and should be a reflective practitioner. The roles of these trainers are more crucial in the State like Kerala, where the industrial density is very less.             This study examines the role of vocational teachers and instructors in skill development in Vocational Higher Secondary schools of Kerala. The focus is on investigating issues that occur within daily instruction, such as teaching models, instructional problems, instruction methods and classroom management. Data were collected and analysed to reveal vocational trainers teaching practices. The conclusion is that vocational trainers need to improve their teaching skills and core technical skills and to recognise what is important to students so that they can motivate student learning.       

Quality Skill education is recognized as the greatest weapon of India to reap its demographic dividend as it is one of the youngest nations in the world with more than 62% of its population in the working age group (15-59 years). Appropriate quality measures of real-world learning include effective teaching. The excellence of any education depended on the preparation of quality teachers. The vocational teachers/trainers should have core vocational competencies and pedagogical skills to deliver the best possible skills for every child. Vocational education teachers need dual professional identify of both workers skilled in a particular occupation and as teachers.  Unlike other subjects, the curriculum of vocational subjects is always dynamic. So teacher must be a lifelong learner and should be a reflective practitioner. The roles of these trainers are more crucial in the State like Kerala, where the industrial density is very less.             This study examines the role of vocational teachers and instructors in skill development in Vocational Higher Secondary schools of Kerala. The focus is on investigating issues that occur within daily instruction, such as teaching models, instructional problems, instruction methods and classroom management. Data were collected and analysed to reveal vocational trainers teaching practices. The conclusion is that vocational trainers need to improve their teaching skills and core technical skills and to recognise what is important to students so that they can motivate student learning.       

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This paper was prepared as a student project in partial fulfillment of the requirements of the Professional Development for Outdoor Recreation Management Program at Clemson University. It in no way reflects USDA Forest Service policy nor are the opinions expressed those of anyone other than the author.

Recent changes in patterns of population location, industrial employment, and technology in the north central United States have produced implications for vocational education in rural areas. Missouri has greater social, cultural, demographic, and economic diversity than other states in the region, but is representative of the area for purposes of developing implications for rural vocational education. Area vocational schools are the primary means through which Missouri's rural students gain vocational training opportunities. About 70% of those who graduate from secondary and postsecondary programs are employed as trained. However, a demand for some services in rural areas is not being met; no vocational training programs exist for many of the more interesting and remunerative careers in rural communities because there is no mass market for the skill. To correct this, Missouri has experimented with a contract vocational education program of apprenticeship training. Trainers are community residents and employers who have skills for which there is a demand and no existing training program. In addition, a four-year secondary vocational agriculture program emphasizes general knowledge and entrepreneurship. Areas of projected rural employment growth include health care, accounting, computer technology, repair services, law enforcement, child care, transportation, retailing, and energy related careers. Statistical trends in population, income, economic base and education are detailed for the north central states. (CM)

To determine common training requirements of secondary-level vocational teachers, a factor analysis was made of responses by 40 randomly selected vocational teachers representing four states: Pennsylvania, Iowa, North Carolina, and New Jersey. Teacher responses consisted of the assignment of ratings to 40 items on a Likert-type scale. Ten teachers were selected from each of the 4 states with two teachers representing each of five disciplines: vocational agriculture, home economics, trade and industry, distributive education, and business education. The verimax rotation method of factor analysis extracted a total of 14 vectors in which one or more of the 40 variables showed a factor loading of .50 or greater. One implication of such commonalities within the five disciplines is a possibility for a common core of training experience within broadly based vocational teacher education curriculums. The Vocational Education Training Needs Instrument, which was used in this study, and Sedgwick's Teacher Model are appended. (CH)

This study was designed to determine and compare the vocational needs of junior and senior male and female teacher education students at Stout State University. It investigated 21 hypotheses as measured by the Minnesota Importance Questionnaire using a sample of 94 students. The variables on the questionnaire were recast in the form of null hypotheses for statistical testing, and a chi-squared was used on each hypothesis. The conclusions showed that both male and female subjects considered ability utilization, achievement, creativity, social service, responsibility, and advancement the most important vocational needs. Males and females differed significantly in their reaction to activity, advancement, authority, co-worker, independence, moral values, recognition, responsibility, security, social service, and social status variables. They did not differ significantly on vocational needs, ability utilization, achievement, company policies and practices, compensation, creativity, supervision and human relations, technical supervision, variety, and working conditions. It is recommended that this study be used by vocational guidance counselors, higher education instructional staff, and prospective teachers, and that further research be carried out on the variables affecting responsiveness together with a follow-up investigation. [Not available in hard copy due to marginal legibility of original document.] (MBM)

This publication contains workshop papers which discuss the link between the labor market and vocational training. Part I provides an overview of the workshop--its objectives, issues, and conclusions. Part II consists of seven country papers. "Labour Market Information (LMI) and Vocational Training Decision-Making in Hungary" (Lazar) outlines types of LMI to help vocational education and training (VET) planning and problems concerning LMI and its use for VET decision-making. "Labour Market Needs in Adult Training Programmes in Hungary" (Fodor) discusses the labor market training system and developing company-specific training programs. "Regional Employment and Training Observatory in France" (Guegnard, Perrier-Cornet) focuses on the observatory in Burgundy, an inter-institutional network. "New Methods for Linking VET with the Labour Market in Poland: The Results of a Pilot Application" (Kabaj) focuses on two methods: monitoring of shortage and surplus occupations and tripartite training agreements. "The Future of Skills and Work: Trends and Forecasts in Germany" (Tessaring) concludes that structural change in industry and society is accompanied by a major increase in the qualification requirements of the workforce. "Challenges of Incorporating Labour Market Requirements in the Vocational Training System: Slovenia" (Kramberger) provides a summary of broader processes that influence reform attempts to improve the VET system. "Linking Labour Market Analysis and Vocational Training in the United Kingdom" (Edgell) covers the sort of analysis undertaken at the national level. Part III has four discussion papers. "The Identification of Relevant LMI for VET" (Meijers) elaborates on the need for LMI in an industrial society and describes a new qualification model. "Labour Market Forecasts on Behalf of the VET System" (de Grip) focuses on the kind of LMI required to improve the transparency of the labor market and reestablish coordination between the labor market and VET system in the former centrally planned economies of Central and Eastern Europe. "Qualitative Information for Curriculum Development" (Dybowski) discusses ways to ensure that curricula remain up-to-date. "Linking Labour Market Analysis to Vocational Training Decision-Making: Dynamics and Mechanisms" (Mozdzenska-Mrozek) presents emerging links between VET and the labor market, institutions collecting and shaping information on the labor market situation in Poland, and VET reform in Poland. Contributor notes are appended. (YLB)

During 1990 the U.S. Army Research Institute for the Behavioral and Social Sciences conducted research on Army recruiter on-the-job training (OJT) programs. This report is one of a series of three reports that document the research efforts. The report contains the results of a training needs analysis of recruiter OJT programs and training methods. It also addresses training issues for developing recruiters' skills and productivity. Last, the report contains recommendations for recruiting policy makers to guide future change and research efforts.

The first volume in this document is the final report of a study examining personnel shortages and training needs in vocational rehabilitation. Primary data were collected from surveys mailed to directors of all 83 state vocational rehabilitation agencies, with responses received from 79 agencies for a 95 percent return rate. To validate these responses, surveys were sent to a 10 percent random sample of state-approved rehabilitation facilities. Of the 326 facilities contacted, 234 (72 percent) responded. Four regions of the United States were found to have high vacancy rates in several specialties. Region 2 (New York, New Jersey, and the Caribbean) has high vacancy rates in 20 of the 27 specialties studied. The South has high vacancy rates in 9 occupations; the vacancies in 5 of the 9 represent at least 20 percent of the national vacancies. The Southwest has high vacancy rates in 12 specialties, with the vacancies in 6 being attributed to inadequate education. Vacancies in the Northwest exceed the national average in six specialties. The areas of rehabilitation counseling, rehabilitation administration, and rehabilitation of blind persons were found to have large numbers of unfilled positions. Volume II of this document consists of data tables covering the following topics: regional and national positions and vacancies; regional shortages; state and regional labor profiles; unsatisfactory labor supply by category and region; outside providers by category, region, and state; and training needs by occupation. Appendixes include tables detailing duplicate and unduplicated counts of training needs for new or current employees by specialty, mean and standard deviations within and between regions, and states within each region. (CML)

This study aims to provide a basis need analysis for the curriculum module provision, training form and training time of elementary school teachers in Kuningan regency, West Java and understand the needs of the their' participation in new curriculum training. Sixty teachers in Kuningan regency were selected for a group interview. Based on the interview results, the researchers designed a questionnaire. They were from the same school levels in Kuningan regency that applied freedom of learning curriculum. It made us decided to use or adopt cluster random sampling method. They were surveyed through a web questionnaire. In total, 80% of the respondents believe that the self-opening aspect of the module needs to be carried out in four items. Secondly, for the explorative concept within the module, it was found that 70% respondents showing their believe that it was crucial to include further explanation and discussion. Next, on the collaborative space, it showed that 85% respondents found to be agree on the items of grouping and discussion and presentation within the module. Fourthly, it was found that 85% respondents shared their agreement on the guided reflection aspect in the module. In the new freedom of learning curriculum, it is found that the elementary school teachers in Kuningan regency have proper understanding within the module. It shows that they have identified the components within the module should cover those six crucial aspects. 

Some 40 individuals from 12 Central and Eastern European partner countries and experts from Austria, Germany, Spain, and the United Kingdom participated in a roundtable session designed to stimulate discussion and action on reforming vocational education and training (VET) so that it can prevent youths from dropping out of school and experiencing social exclusion. Special attention was paid to the experiences of Slovenia and Hungary. These experiences were compared to those of European Union countries, where dropouts are finding it increasingly difficult to get jobs. Conclusions were as follows: (1) school leavers without vocational qualifications risk social exclusion; (2) dropout prevention should focus on improving the quality and relevance of general education and the labor market relevance of vocational education; (3) specific initial approaches should target those students in need of support; and (4) continuing training measures for young adults should be developed. (MN)

The success of future long-duration exploration missions (LDEMs) will be determined largely by the extent to which mission-critical personnel possess and effectively exercise essential teamwork competencies throughout the entire mission lifecycle (e.g., Galarza & Holland, 1999; Hysong, Galarza, & Holland, 2007; Noe, Dachner, Saxton, & Keeton, 2011). To ensure that such personnel develop and exercise these necessary teamwork competencies prior to and over the full course of future LDEMs, it is essential that a teamwork training curriculum be developed and put into place at NASA that is both 1) comprehensive, in that it targets all teamwork competencies critical for mission success and 2) structured around empirically-based best practices for enhancing teamwork training effectiveness. In response to this demand, the current teamwork-oriented training needs analysis (TNA) was initiated to 1) identify the teamwork training needs (i.e., essential teamwork-related competencies) of future LDEM crews, 2) identify critical gaps within NASA’s current and future teamwork training curriculum (i.e., gaps in the competencies targeted and in the training practices utilized) that threaten to impact the success of future LDEMs, and to 3) identify a broad set of practical nonprescriptive recommendations for enhancing the effectiveness of NASA’s teamwork training curriculum in order to increase the probability of future LDEM success.

Results of a need analysis of foreign-born teaching assistants (FTAs) at Drexel University (Pennsylvania) and also at the University of Pennsylvania are presented. Attention was focused on the duties and performance of native speaker TAs and the linguistic and interactional skills that account for success, and problems that negatively affect FTA performance. Questionnaires were completed by FTAs and native-speaker TAs in science and engineering departments, as well as by department heads and faculty involved in TA supervision. Observations were made in classes, laboratories, and office-hour sessions in a variety of departments. Written material that had been graded or created by TAs were also evaluated. Findings include: TA duties varied widely by department; TAs, particularly FTAs, were not selected as classroom teachers very often in their first year; frequently TAs were lab instructors and graders; a main problem for FTAs was pronunciation; and stress timing of English and intonation patterns also posed problems for FTAs. Consideration is also given to discourse strategies, repetition, summarizing, refocussing, non-linguistic strategies, classroom interaction, and cultural issues. (SW)

The unemployment and underemployment of people with Autism Spectrum Disorder (ASD) have been well documented, and traditional approaches to the interview process identified as one area that poses multiple barriers that disadvantage qualified candidates with autism. This report summarizes research conducted by researchers from the Yang-Tan Institute on Employment and Disability at Cornell University, in partnership with the Owen Graduate School of Management at Vanderbilt University, examined employment experiences from the perspective of Autistic people, employers, service providers, and educational institution representatives who work with people with autism. The goal of the research is to explore and depict insights into factors that influence the interview process and job success. This study is part of a series of studies that is part of an NSF C-Accel study to Vanderbilt University entitled Empowering Neurodiverse Populations for Employment. The current study included semi-structured individual and focus group interviews with employers with autism affirmative hiring programs, community employment service providers, and educational representatives (career counselors) who have experience of hiring and working with individuals with ASD people on employment, as well as ASD people. A total of 23 individuals participated in the study through group or individual interviews. Content analysis, triangulation, inter-rater tests were performed to captures the themes and agreement of the findings. The findings suggest that employers, Autistic individuals, and service providers are consistent in experiencing challenges and opportunities that influence the interview and employment experience of Autistic individuals, although from different perspectives. Particularly, ASD people have interview preparation and support, and that employers demonstrate knowledge of neurodiversity and willingness to alter the traditional interview process aids the interview and job success. Employers that we interviewed were all involved in autism hiring programs. Therefore, their responses often highlight the utilization of strategies that minimize challenges that are often reported by Autistic individuals during interviews. While these organizations are more cognizant of the needs of Autistic applicants/employees, the employers' comments suggest that many managers continue to need support even after autism awareness training. Their comments also underline a potential issue; that is, human resource (HR) professionals or managers who know the needs of Autistic applicants may not always be present to support these applicants or to influence the hiring decision. [A report from the work of the Track B-1 (AI and Future Jobs) Empowering Neurodiverse Populations for Employment through National Science Foundation (NSF) Inclusion AI and Innovation Science (B-6970), RAISE C-Accel Phase I Grant funded to Vanderbilt University, Frist Center for Autism and Innovation, Nashville, TN; PTE Federal Award No.: 1936970, Subaward No.; UNIV61108.]

This volume was digitized and made accessible online due to deterioration of the original print copy.

This study aims to provide a basis need analysis for the curriculum module provision, training form and training time of elementary school teachers in Kuningan regency, West Java and understand the needs of the their' participation in new curriculum training. Sixty teachers in Kuningan regency were selected for a group interview. Based on the interview results, the researchers designed a questionnaire. They were from the same school levels in Kuningan regency that applied freedom of learning curriculum. It made us decided to use or adopt cluster random sampling method. They were surveyed through a web questionnaire. In total, 80% of the respondents believe that the self-opening aspect of the module needs to be carried out in four items. Secondly, for the explorative concept within the module, it was found that 70% respondents showing their believe that it was crucial to include further explanation and discussion. Next, on the collaborative space, it showed that 85% respondents found to be agree on the items of grouping and discussion and presentation within the module. Fourthly, it was found that 85% respondents shared their agreement on the guided reflection aspect in the module. In the new freedom of learning curriculum, it is found that the elementary school teachers in Kuningan regency have proper understanding within the module. It shows that they have identified the components within the module should cover those six crucial aspects.

The primary function of the Services is to 'organize, train and equip' to support the warfighter. The Department of Defense (DoD) Enterprise Model documents the overall relationship between the joint warfighting requirements. Within the DoD Enterprise Model is the functional activity, 'Training and Education' which is the responsibility of the Assistant Secretary of Defense for Personnel and Readiness. The Commandant of the Marine Corps is responsible for training, efficiency, readiness and total performance of the Marine Corps. He has stated that it is imperative that the Marine Corps maintain its relevancy, capability, and readiness.

`Mindful with Your Baby`(MWYB) is an evidence-based group training involving meditation exercises based on mindfulness-based stress reduction training and mindfulness based cognitive therapy. The training is adapted to the context of parenting in early childhood and the presence of infants in the training. This study aims to explore the experiences of health care professionals with the MWYB training.

This volume was digitized and made accessible online due to deterioration of the original print copy.

This study looked into the training/seminar needs of the human resources or Kalinga State University employees. Data were collected from the one hundred ninety-five (195) employees who represented the university's three campuses: the Bulanao Campus/ the main campus, the Dagupan Campus, and the Rizal Campus. The study made use of frequency and ranking. It was found that there are various needs of the teaching group and non-teaching staff. Their needs varied since they have different functions. However, there are needs identified which are the same though at a different level. It is an indication that they, both groups of respondents, need training/seminars for updates and performance improvement. Finally, these identified training needs were used to prepare the design for future implementation, which is expected to improve employees' performance that will level up the university's status.

In this article we will try to realize a comparative study in order to find out if the internet has a positive or a negative role for undergraduate's university students. The purpose of this study is to identify the perception of undergraduate university students regarding the effects of the internet for their scientific activities and their training needs. The study is based on data obtained from the application of a sample survey which studies the opinion of undergraduate students regarding the role of internet in students education. The sample size was 496 students (students from "Alexandru Ioan Cuza" University of Iasi and from "Stefan cel Mare" University of Suceava. (Contains 8 figures.) [This work was supported by the project "Post-Doctoral Studies in Economics: training program for elite researchers - SPODE", co-funded from the European Social Fund through the Development of Human Resources Operational Programme 2007-2013.]

In the spring of 1987, The Office of Civilian Personnel (DLA-K), formally made a top priority the development of an Agency-wide supervisory and managerial training program. The need for such a program had been widely expressed throughout the Agency. The program would include three levels: first-line supervisors, managers and executives. The objective of the program would be to train all of the common skills and knowledge required to perform effectively at each level of supervision. The program would not attempt to address skill and knowledge requirements of the various technical fields within the Agency. In order to accomplish this task, DLA-K directed the Workforce Effectiveness and Development Division (DLA-KW), using the Performance Analysis and Training Design Group of DLA Civilian Personnel Service Support Office (DCPSO-AP), to conduct a comprehensive needs analysis for the training of supervisors at each level. The analysis would identify the tasks and competencies required in the performance of supervisory, managerial, and executive responsibilities. The results would be used to validate and/or revise the first-line supervisory training programs that each activity currently conducts. They would further be used to develop training at the managerial and executive levels where the Agency currently has structured training for only a limited number of individuals. (KR)

A needs assessment strategy was designed to identify and assess differences between actual and desired performance of main propulsion personnel and deficiencies in the various support and administrative systems. Shipboard managers and operator personnel were interviewed aboard the 'pilot' ship during a 14-day transit from Japan to the United States during November 1977. Both managers and operators reported the primary performance problem to be watchstanding; specifically, the difficulty of attaining and maintaining three fully qualified propulsion watch sections at all watch stations. Substantial deficiencies were also reported in the support and administration systems. The needs assessment strategy provided sufficient information about main propulsion performance deficiencies to initiate development of training solutions. (Author)

Within TAC the complexity of the weapons systems is increasingly rapid. There is also a corresponding increase in the training requirements for these systems. In order to develop and maintain an efficient and effective training program within realistic constraints of manpower and training resources, the management system should be responsive to several needs. Existing training management systems were reviewed and were found to be deficient in terms of their capabilities of meeting these needs. For example, none of the systems have provided adequate support for the initial ISD effort, nor were they found to be adequate for long term support of an ISD project. Based on the identified needs and the information gained by examining previous and existing training management systems, a system is described which has the potential capability of meeting the needs of the F-16 training project. This system is a mix of procedures, personnel, support capabilities, and organizational structures that will facilitate the planning, management, and implementation of the F-16 program over the life cycle of the aircraft.

The objective of this research project was to insure that precommissioning training for ROTC cadets is both comprehensive and relevant. ARI research teams interviewed and surveyed more than 1,300 officers, NCOs, and enlistees in the field to (a) determine problems new lieutenants encounter in performing their jobs effectively, (b) evaluate the current ROTC curriculum, and (c) gather suggestions for improving precommissioning training. Most problems described by junior officers and corroborated by NCOs and enlistees were of an interpersonal and organizational nature, such as relationships with subordinates, military justice, discipline, counseling, and command and leadership. The training and coursework cadets received in these areas was rated as extremely valuable. Analysis of the interview and questionnaire data suggest several ways to improve precommissioning training, including a greater interaction with active Army personnel; more on-the-job experience before commissioning; the use of problem-oriented, realistic training; and more emphasis on interpersonal, 'soft skill' training.

This four-part package is designed to assist Australian workshop leaders running 2-day workshops on skills analysis, skills audit, and training needs analysis. Part A contains information on how to use the package and a list of workshop aims. Parts B, C, and D consist, respectively, of the workshop leader's guide; overhead transparency sheets and handouts; and participant information. Each part is divided into seven sections. Section 1 on client expectations and needs covers industry/award restructuring. Section 2 describes the process of skills audits and related processes. Section 3 includes a discussion of skills audits with industrial relations implications and the Structural Efficiency Principle. Section 4 focuses on techniques for data collection and technique selection. Section 5 addresses data analysis and presentation. Section 6 provides an overview of strategies involved in project planning: negotiation, proposal preparation, costing, management, project teams, consultative committee, and climate setting. Section 7 covers four skills issues: (1) multiskilling, cross-skilling, upskilling, and broadbanding; (2) national competency standards; (3) targeted groups; and (4) subcontracting and collaborating. The workshop leader's guide provides recommendations and specific content. The overhead transparency sheets and handouts in Part C are coded to the topics. Part D contains detailed narrative information on the topics. A list of 28 references is appended. (YLB)

This volume was digitized and made accessible online due to deterioration of the original print copy.

This paper reports on a needs assessment, conducted in two elementary schools in Quebec, that examined the use that teachers are making of the computer facilities, as well as their skill and confidence levels in this area. The first section provides a general description of the project, details the sources of information, and discusses the reasons for performing the assessment. Results of the analysis are presented in the second section, including summaries of: interviews with the school board director, the regional technology coordinator, principals, computer resource teachers, and the technology integration specialist at the Quebec Ministry of Education; teacher focus groups; and teacher surveys. The third section presents recommendations, including: description of the performance gap (i.e., the gap between teachers' current use of technology and the ideal vision described by various members of the school community); general recommendations in the areas of professional development, pedagogical support, and technical support; and a format for a workshop to enable teachers to incorporate technology into their teaching. An appendix contains the teacher survey, including results. (DLS)

Participants in the Conference on Continuing Vocational Training (CVT) represented 13 countries from Central and Eastern Europe, Kyrgyzstan, Russian Federation, Uzbekistan, European Union (EU) countries, European Commission, and European Training Foundation. The conference aimed to increase awareness among policymakers and social partners on CVT's key role during the transition from school to work and beyond. A cross-country analysis based on national reports on the present state of CVT confirmed the low priority given to CVT and identified common issues. The conference was identified as the beginning of the Foundation's more intensive involvement in CVT development in partner countries. Panel discussion participants found a lack of understanding of CVT's potential role for mastering the transition and preparing for EU integration. Presentations focused on experiences in CVT for EU Member States (Jeff Kinzele, Ettore Marchetti); European Social Fund (Esteban Lozano Dominguez); and each country's need to develop its own CVT model (Hans Koch). Working groups focused on the state's and social partners' role, CVT and competitiveness, enhanced employability, social exclusion prevention, and finance. Conclusions were as follows: CVT has an important role in Central and Eastern European countries for underpinning and stimulating the transformation process and preventing social exclusion and for introducing systemic reforms in the education and training systems to cope with ongoing changes in employment and growing labor market uncertainty; and CVT cannot be left to short-term interventions. (YLB)

A pilot study on the hotel, catering, and tourism sector was conducted in the Burgundy region of France, Northwest region of the Czech Republic, and Podravje region of Slovenia. Three main kinds of factors of change were brought out. The first, evoked in Slovenia and the Czech Republic, concerned the opening of borders. Typical trends were positive impact of globalization, access to new markets and potential customers, future access to structural policies of the European Union, and region's geographical position. The second factor related to customers becoming more demanding in terms of prices, quality, diversity, and sophistication of services. The third factor focused on new technologies modifying channels of communication, forms of advertising, and organization of services. The regions had similar expectations concerning additional professional skills. Most important were knowledge of foreign languages and digital technology, new techniques for food preparation and preservation, and business skills. Companies generally recognized the usefulness of continuing training. Training content was similar and involved skills in cookery, table service, hygiene, customer relations, marketing, and management. Major findings were submitted to or discussed with trade-union representatives and public and state authorities at national and regional level in the three countries. (YLB)

This thesis identifies fundamental Reserve management-related core competencies required for Training and Administration of the Reserve (TAR) officers. In-depth interviews were conducted with 21 experienced TAR officers who defined and described essential competencies for TAR officers. Additionally, they identified competency gaps and offered recommendations as to how TAR officers could better develop the competencies. Based on the analysis of the interview data, nine core competencies were determined. Interview participants then prioritized the nine competencies by responding to an electronic survey. The thesis describes each competency, prioritizes the competencies, and discusses the skill gaps that currently exist among TAR officers. Recommendations for a TAR officer professional development program are provided that address billet- or career phase-based training needs.

With the realignment of the Air Force administration career field under the Administrative Assistant to the Secretary of the Air Force on November 19, 1987, came a new set of requirements for all Air Force administrators. They were now responsible for electronic information as well as the written word. The question was, did the administrators have the technical capabilities, or computer literacy, needed to handle these new requirements. This study made that assessment and additionally made a determination of the enlisted administrators perceived computer training needs. The results revealed that only 64.3% of the respondents perceived themselves as computer literate. Since 82.73% of the survey participants believed computer literacy was important on their present job, a definite gap exists which can only be closed through computer training. In order to provide this training, this study has suggested a revamping of the curriculum at the administration technical school as well as continuing computer education to be provided by individual bases either through the computer resource center or through a field training detachment.

This document presents the major findings from a study of vocational training and other employment-related services for adults and out-of-school youth with limited English proficiency (LEP). An introduction describes the study and its purposes. Chapter 2 presents estimates and projections of the LEP population to the year 2000 and describes this group in terms of their English proficiency, race/ethnicity, age, education, year of immigration, geographic distribution and urbanicity, labor force status, income and earnings, type of household, and whether or not they are native born. Chapter 3 describes models of vocational training, addressing the language, vocational, and support services components. Chapter 4 presents the findings from six case studies conducted to examine services and policies concerning the provision of services to LEP adults in Arizona, California, Florida, Illinois, New York, and Texas. Chapter 5 offers conclusions and recommendations regarding the federal role, services needed, populations and geographic areas to target, the distribution of funds, and eligibility for services. (CML)

Papers are presented from a debate held in 1983 on noncategorical versus categorical programming for behaviorally disordered children and youth. C. Nelson and K. Greenough advocate the noncategorical approach, asserting that categorical approaches can be harmful, are nonfunctional in educational terms, and are less practical than alternative approaches (such as the consulting teacher approach originated in Vermont. S. Huntze and R. Simpson reply that such a noncategorical approach may actually reduce quality services to behaviorally disordered students. They view the implications for teacher education and certification in terms of six issues: political/governmental realities, program quality, the labeling concern, service delivery and consumer factors, personal/social concerns, and categories and communication. Rebuttals to the categorical position focuses on the need to change the system and the problems with existing categorical approaches. Rebuttals to the noncategorical system consider its abuse and assert that labeling should not become the sole basis for the decision. (CL)

With every advance in information processing the delta between the cognitive capabilities of intelligence analysts and the information they collect has widened. In recent history, intelligence operations and training have focused on automated tools and processes, but few efforts have been made to measurably improve the cognitive reasoning abilities of intelligence professionals. Now, when faced with modern adaptive and complex asymmetric threats, the need for human analysis has risen to the forefront, but Army Intelligence is ill-equipped to deliver what commanders need at the tactical and operational levels. To effectively answer the question of what core competencies Army intelligence analysts need to meet the contemporary needs of commanders, a survey of doctrinal requirements must first be performed. Amongst doctrine the term predictive intelligence is used frequently to identify what analysts must do to support commanders, but no definition is readily available in the Joint or Army lexicon. The major finding of this study is that the term prediction does not adequately address what analysts must do to meet the needs of commanders in the Contemporary Operating Environment (COE). Army intelligence analysis doctrine is outdated and needs immediate revision. No common set of core competencies exists across the analytic disciplines. The concluding recommendations advance the necessity of better defining in doctrine and training manuals what intelligence analysts need to do to meet the contemporary needs of commanders and intelligence consumers. It suggests immediately revising FM 2-33.4 and adopting an Army-tailored model of intelligence analyst core competencies. Several proposals are set forth to both transform analytic training and to strengthen intelligence sections, analysts, and leaders.

At the request of the Air Staff, this thesis developed a comprehensive set of training needs for base civil engineering superintendents and foremen. A census survey (with a return rate of 72.3 percent) of CONUS base level civil engineering chiefs of operations was used to evaluate the need by superintendents and foremen, of thirty candidate subject areas. A combination of parametric and non-parametric statistical techniques were used to select 17 separate subject areas in which civil engineering superintendents and foremen require training. Factor analysis was performed on these 17 subjects which resulted in a six factor functional model. The factors were: general management skills, logistics management, effective writing, managing civil engineering, personnel administration, and technical review. The model provides the basis for development of a training program for civil engineering superintendents and foremen. Differences in subject area need based upon respondent's major air command and base size are discussed. Recommendations for implementation and further study are also presented. Originator-supplied keywords include: Management training, and Supervisors.

A study was conducted to determine what secretaries perceive their training needs to be, and to determine how those training needs might be related to various demographic variables of the individual secretary. A questionnaire was developed that included the majority of skills that could be taught in a training session for secretaries. Thirty-six university and private industry secretaries ranked the items as being of "no benefit" to "highly beneficial" on a scale of 1 to 4 and also included their experience, tenure, job training, education, age, and job types. It was found that only a few secretaries believed that training in typing or shorthand would be beneficial, probably because these skills are prerequisites for being hired. Training on a word processor was viewed by most as a highly important training need, followed in rankings by interpersonal communication, grammar, and business correspondence. It was also found that secretaries did not want to interrupt their personal time to attend training programs. Several relationships between demographic variables and perceived training needs were found to be negatively correlated. For example, the more education secretaries had, the less they saw a need for training in most of the basic components. Length of experience was found to be negatively correlated with perceived training needs for dictaphone machine or copying equipment. It was recommended that a larger and more diverse sample of secretaries be used in further studies of secretaries' training needs. (KC)

A considerable increase in both the sophistication of, and reliance upon, training technology since the early 1990s has highlighted the need for military training support specialists to have more timely and substantial input to the specification and procurement of such technology, if the latter are to fulfil their potential. In response to this requirement, relevant organisations within the British Armed Forces have augmented their mandated training support procedures and have recommended complementary developments in the wider organisational infrastructure within which they are applied. These procedures developed for the Army are the subject of this paper.

This research examines the Air Force training needs of contingency contracting officers (CCOs). The study utilized the deductive approach to research. A survey instrument captured the data for the study. The survey captured input from CCOs with deployment experience and each of the Air Force components and MAJCOMs. Series 1 of the survey polls CCOs with deployment experience to determine the training CCOs require based on their personal experiences. Series 2 surveys the component and MAJCOM level supervisors to determine their perception of the training that should be required for CCOs. Comparing the two series will identify any differences in responses from the groups. Descriptive and analytical statistics were used to interpret the completed surveys. The survey will be used to determine what tasks should be trained prior to a CCO being deployed. This study tries to capture the general contracting tasks that may be performed at any contingency location. The survey results were combined and a set of training tasks were identified for CCOs.

This paper describes the results of a research done in the Royal Norwegian Navy into the decision structure of the evaluation process of investing in technology-based training systems A comprehensive methodology was developed, that evaluates technology-based training systems as information systems. The evaluation method can reveal cost driving training objectives and make sure focus on the strategic value of die information system components is maintained.

On October 26, 1993, there was a fatal crash of a Federal Aviation Administration (FAA) flight inspection aircraft. During the accident investigation, the National Transportation Safety Board (NTSB) cited ineffective crew resource management (CRM) as one of the causal factors and recommended CRM training for flight inspection aircrews. As part of the FAA's response to the NTSB recommendation, a CRM training needs analysis was conducted. Cluster analytic results of the identified training needs suggested three categories affecting crew performance: (1) technical skills, (2) crew coordination skills, and (3) the organization context in which flight inspection crews perform. Implications for CRM awareness training are discussed. The purpose of this report is to document the flight inspection CRM training needs that emerged from the analyses and to recommend steps for developing a flight inspection CRM training program.

A collaborative study was conducted by representatives of the Prince George's Chamber of Commerce, the University of Maryland University College, and Prince George's Community College to identify the training and professional development activities most desired by county business leaders. Surveys were mailed to 5,000 of the 15,125 businesses located in Prince George's County, requesting information on the types of management and employee development training most needed, the businesses' present involvement in formal training programs, the preferred format for training, and ways in which educational institutions could promote business success in the county. Study findings, based on responses from 182 businesses, included the following: (1) nearly 60% of the responding firms indicated that their employees had participated in some form of formal education or training within the last year; (2) though only 37% of the respondents had formal in-house training programs, over 60% indicated a willingness to financially support employee professional development; (3) employee skills most in need of improvement were oral communication, interpersonal relations, and writing, with a majority of the respondents indicating a strong need for training in each of these areas; and (4) the most favored format for training was open-enrollment courses offered weekday evenings at college campuses or centers. The survey instrument and responses to open-ended questionnaires are included in the report. (EJV)

This research was conducted in support of a Defense Research and Development Canada-Toronto applied research project (ARP) aimed at developing a Canadian Forces (CF) training toolkit for personnel deploying to operations that adopt the Comprehensive Approach (CA). The CA to operations has been described as the ability to bring to bear all instruments of national and coalition power and influence upon a problem in a timely, coordinated faction (i.e., diplomatic, economic, military and informational) (Leslie, Gizewski, and Rostek, 2009). This means that effective utilization of the CA requires collaboration between civilian and military assts. However, due to organizational differences in goals, culture, motivation, and so on, this collaboration has been challenging in the past. This suggests that effective DF engagement using the CA may require additional training and resources. The current study was aimed at assessing the current state of CF training and education for the CA, identifying the needs and gaps, in an effort to develop a CA training toolkit. To this end, a survey was conducted of existing tools available, amongst our allies and within the commercial environment, to train the CA within the DF. Discussions were conducted with subject matter experts that identified issues to be considered in developing the toolkit, and focus-group discussions helped clarify the issues and suggested elements to include when training the CA. Results showed that: a. there is a need to between understand CA counterparts, especially other government departments; b. training needs to involve CA counterparts to increase its theoretical and operational relevance; c. there is a greater need for relationship building with CA counterparts through face-to-face interactions; d. CA training should include communication and relationship building skill development; e. CA training should include more cultural awareness training that also encompasses organizational culture awareness.

In examining the data collected during the interviews, it became clear that the people who needed to know the most about the VAMOSC program, actually knew the least. A comprehensive training program will do much to alleviate the reasons for nonutilization of VAMOSC: lack of knowledge of the VAMOSC program, lack of data, and lack of confidence in the data. In order to establish VAMOSC as a credible program within the user community it is important that open communications be maintained between the VAMOSC Program Office and the users. If training is developed and updated as the VAMOSC system matures, the user will be able to selectively and positively use VAMOSC to support his job functions.

1Second Latchkey

By Charles Norris Williamson and Alice Muriel Williamson

Jewelry thefts, society parties, clairvoyance, and romance marks this mystery, which is set in England and the US in the early 20th century. (Summary by Gesine)

2It Happened in Egypt

By Charles Norris Williamson and Alice Muriel Williamson

Lord Ernest Borrow and Captain Anthony Fenton think they know a secret - a secret that could make them both rich. En route, they are sidetracked by Sir Marcus Antonius Lark, a woman who thinks she's Cleopatra reincarnate, a Gilded Rose of an American Heiress, and Mrs. Jones, a mysterious Irish woman with a past. Will they find the secret? Or will the trip up the Nile on the Enchantress Isis net them another discovery altogether? (summary by Sibella Denton)

3Problems in American Democracy

By Thames Williamson

<i>Problems in American Democracy</i> is a very detailed, specific explanation of some of the underlying and surface problems of a democracy system of government, particularly of the American form of democracy. Though lengthy, it is a great read for people who want to learn more about different types of government and the foundations of our own government in the United States of America. (Summary by Allyson Hester)

An American heiress nicknamed the Manitou Princess (after her daddy's richest silver mine) is devastated to find that her fiancé only loves her money, so she does what anyone might do: she bolts for Europe, dons male attire and sets out on a walking tour of the Alps. Though professing hatred of all men, she soon falls in with a just-jilted English lord, aptly named Monty Lane, who is attempting to walk off a broken heart of his own. The Princess Passes presents the ups and downs of their alpine relationship through the unpenetrating eyes of Lord Lane.<br /><br /> Co-author Alice Livingston, of Poughkeepsie, New York, mentions in her memoirs that she sailed for Europe after a boyfriend tried to shoot her. In London she met literary editor Charles Williamson and began writing for the story magazines of media mogul Lord Northcliffe. At one point she found herself scribbling six serials simultaneously, on the income from which she and Williamson married. She later spun some of her husband's detailed descriptive notes made during their motor-trips abroad into a string of bestselling novels involving automobiling, then a novelty<br /><br />. The central romantic action of The Princess Passes recalls comic situations of Shakespeare's cross-dressing heroines and is bookended by automobile-themed sequences as the narrator and friends (hero & heroine of the Williamsons' first novel, The Lightning Conductor) motor south through the magnificent, peaceful mountain passes of pre-World War I Europe. (Summary by Grant Hurlock)

5House by the Lock

By Alice Muriel Williamson

What secrets lay within the walls of the house by the lock? What secrets, if any, are held by the man who owns that mysterious house?<br><br>A body is found in a backwater creek not far from the house by the lock, but what leads Noel Stanton on a quest to determine who the killer might be is more than merely the disappearance of his American friend Harvey Farnham. He has reason to believe that the wealthy and influential owner of the house, Carson Wildred, might somehow be implicated in the coincidental disappearance and murder. But as Stanton's search progresses, he learns that his friend is safe and sound back in the U.S. and he therefore must learn more about the house itself with its peculiar construction, it's hidden passageways, and the peculiar smoke occasionally seen rising from its inaccessible areas. But everything is accounted for by the police, the servants, and Mr. Wildred during his investigation, leaving a most strange mystery left for Stanton to unravel. (Introduction by Roger Melin)

6Golden Silence

By Charles Norris Williamson and Alice Muriel Williamson

Trying to get away from an engagement he had got himself into more or less against his will, Stephen Knight travels to Algiers to visit his old friend Nevill. On the journey there he meets the charming and beautiful Victoria. She is on her way to Algiers to search for her sister, who had disappeared years ago after marrying an Arab nobleman. With the support of his friend, Stephen Knight decides to help the girl - but when she also disappears, the adventure begins... (Summary by Carolin)

7Girl Who Had Nothing

By Alice Muriel Williamson

The Girl Who Had Nothing is about a young orphan girl in desperate circumstances, who throws herself on the mercy of an elderly stranger. By her own intelligence and wit, she manages to survive, and very nicely at that! (Summary by LynnAlison)

8Astounding Stories 15, March 1931

By Ray Cummings, Charles Willard Diffin, F. V. W. Mason, Harl Vincent and Jack Williamson

This issue includes "When the Mountain Came to Miramar" by Charles W. Diffin, "Beyond the Vanishing Point" by Ray Cummings, "Terrors Unseen" by Harl Vincent, the conclusion of "Phalanxes of Atlans" by F. V. W. Mason, and "The Meteor Girl" by Jack Williamson. - Summary by Bill Boerst

9Salvage in Space

By Jack Williamson

This is an SF tale of excitement, danger, derring-do and strangely enough, love. A lonely and very poor asteroid miner, slowly collecting bits of metallic ore in the asteroid belt on his slowly accumulating 'planet' of debris, sees and captures a derelict space ship with a horrible monster aboard .. as well as a dead but lovely girl. How does it all end? Well you will need to listen to find out. One of Jack Williamson's early tales that earned him his reputation as a master story teller.</p>

10Astounding Stories 16, April 1931

By Ray Cummings, Tom Curry, Paul Ernst, Anthony Gilmore, Edmond Hamilton, Jack Williamson and Sewell Peaslee Wright

<b>Contents of this issue :-</b><br>MONSTERS OF MARS EDMOND HAMILTON - Three Martian-Duped Earth-Men Swing Open the Gates of Space That for So Long Had Barred the Greedy Hordes of the Red Planet. (A Complete Novelette.) <br> THE EXILE OF TIME RAY CUMMINGS - From Somewhere Out of Time Come a Swarm of Robots Who Inflict on New York the Awful Vengeance of the Diabolical Cripple Tugh. (Beginning a Four-Part Novel.) <br> HELL'S DIMENSION TOM CURRY - Professor Lambert Deliberately Ventures into a Vibrational Dimension to Join His Fiancée in Its Magnetic Torture-Fields. <br> THE WORLD BEHIND THE MOON PAUL ERNST - Two Intrepid Earth-Men Fight It Out with the Horrific Monsters of Zeud's Frightful Jungles. <br> FOUR MILES WITHIN ANTHONY GILMORE - Far Down into the Earth Goes a Gleaming Metal Sphere Whose Passengers Are Deadly Enemies. (A Complete Novelette.) <br> THE LAKE OF LIGHT JACK WILLIAMSON - In the Frozen Wastes at the Bottom of the World Two Explorers Find a Strange Pool of White Fire—and Have a Strange Adventure. <br> THE GHOST WORLD SEWELL PEASLEE WRIGHT - Commander John Hanson Records Another of His Thrilling Interplanetary Adventures with the Special Patrol Service. <br> THE READERS' CORNER ALL OF US - A Meeting Place for Readers of Astounding Stories.

11Astounding Stories 19, July 1931

By Harry Bates, Ray Cummings, A. R. Holmes, H. Thompson Rich, Nat Schachner, Jack Williamson and Arthur L. Zagat

THE DOOM FROM PLANET 4 JACK WILLIAMSON A Ray of Fire, Green, Mysterious, Stabs Through the Night to Dan on His Ship. It Leads Him to an Island of Unearthly Peril.<br> THE HANDS OF ATEN H. G. WINTER Out of the Solid Ice Craig Hews Three Long-Frozen Egyptians and Is at Once Caught Up into Amazing Adventure. (A Complete Novelette.)<br> THE DIAMOND THUNDERBOLT H. THOMPSON RICH Locked in a Rocket and Fired into Space! Such Was the Fate which Awaited Young Stoddard at the End of the Diamond Trail!<br> THE SLAVE SHIP FROM SPACE A. R. HOLMES Three Kidnapped Earthlings Show Xantra of the Tillas How "Docile" Earth Slaves Can Be.<br> THE REVOLT OF THE MACHINES NAT SCHACHNER AND ARTHUR L. ZAGAT Something in the Many-Faceted Mind of the Master Machine Spurs It to Diabolical Revolt Against the Authority of Its Human Masters.<br> THE EXILE OF TIME RAY CUMMINGS Only Near the End of the World Does Fate Catch Up with Tugh, the Cripple Who Ran Amuck Through Time. (Conclusion.)<br> THE READERS' CORNER ALL OF US A Meeting Place for Readers of Astounding Stories.

"If, two years ago, when I was sixteen, I hadn’t wanted money to buy a white frock with roses on it, which I saw in Selfridge’s window, a secret crisis between the United States and Mexico would have been avoided; and the career of a splendid soldier would not have been broken.” Read here what happened to the girl, the soldier, and the white frock. - Summary by Carolin

13Great Pearl Secret

By Charles Norris Williamson and Alice Muriel Williamson

It is the afternoon before a grand society wedding between Juliet Phayre and the Duke of Claremanagh, when Emmy West drops by to visit the bride and to see the famed Tsarina pearls, only ever to be worn by the Duchess... supposedly. When Juliet admits she has never even seen them, Emmy lets slip she has once, even though the last duchess has been dead many years... were they worn by someone else? And who is Lyda Pavoya? And who is the bridegroom really?

143 SF Stories by Jack Williamson

By Jack Williamson

Three classic SF stories by Jack Williamson: The Cosmic Express, The Pygmy Planet and Salvage in Space. All were published in Astounding Stories in the very early 1930's. and all are fine examples of the far ranging imagination of science fiction writers of the day. - Summary by Phil Chenevert

A collection of short stories by Pansy, Rev. C.M. Livingston, and other authors. The first eleven stories are about Mary Burton, who, although she is unable to go to Europe like her cousin, decides to visit Britain through books and write letters to her friend of her "travels". - Summary by TriciaG

16Green Girl

By Jack Williamson

In a very recent issue of Science and Invention Dr. Hartman tells of the amazing discoveries he has made in the Mediterranean, off the coast of Sicily, when he went below the sea in his newly constructed steel diving bell, which was designed to withstand a pressure of 2,500 pounds per square inch or a sub-sea depth of about 5,000 feet. During his latest venture below the sea level, Dr. Hartman discovered a prehistoric city—perhaps the Lost Atlantis. Why, then, should it be impossible to assume that there might be cities—even vast cities—submerged miles below the Pacific, for instance, and made habitable? But whatever else might be said, "The Green Girl" is a scientifiction classic that will rank with the best that have ever been published. Though it is a wild, exciting, fantastic tale, it is exceedingly plausible withal. - Summary from Original Gutenberg text

17After World's End

By Jack Williamson

Could the Earthmen ever win against Malgarth, the Robot monster? Was their only hope Barry Horn, who had waked from the age-long amnesic sleep of the cosmic rays, and Dona Keradin, the wonder-girl in the carbon crystal? - Summary by Original text

18Motor Maid

By Charles Norris Williamson and Alice Muriel Williamson

This is the story of Lys d'Angely. She was in need of a job and managed to get one as a maid to Lady Turnour, because she, in her anger, had fired the previous maid. Lady Turnour and Sir Samuel were about to leave for a motor tour. During this tour, Lys starts referring to herself as The Motor Maid. (Summary by ShrimpPhish)

19Have We No Rights? A Frank Discussion of the "Rights" of Missionaries

By Mabel Williamson

As Americans, we highly value our rights, but are we willing to sacrifice those rights for the cause of Christ? In 1 Corinthians 9, Paul tells us about the rights he sacrificed to more effectively share the gospel. Have We No Rights? by Mabel Williamson examines several rights that missionaries must lay aside, but comforts us with the knowledge that Christ laid aside His rights for us and He will be sufficient for us. For each "right," Mabel shares stories from her and others' experience of moving to China and learning to subordinate their "rights" to the furtherance of the gospel. (Summary by Aletheia Charis)

20Rosemary in Search of a Father

By Charles Norris Williamson and Alice Muriel Williamson

Rosemary lives at home with her mother. She hopes to find her father one day. - Summary by ShrimpPhish

21Mark of the Monster

By Jack Williamson

A vivid thrill-tale of the black altar on the hill-top, and the dark doom that hung over two lovers like a living horror! - Summary by Weird Tales, May 1937