Clarifies the purpose of developing lists of competencies for each job in an organization and looks at how competencies can be used productively for employee development. Describes a process for identifying competencies that, if acquired, will help overcome known barriers to successful performance. (JOW)

Discusses five job behavior functions viewed as necessary for practicing performance-based thinking in instructional development activities. Functions examined include the abilities to plan to perform a job, execute a task, monitor or control execution, troubleshoot, and evaluate. (MER)

Although there is no established or accepted definition of enterprise, enterprise competencies have broader applications than entrepreneurship. Assessment methods for identifying competencies include critical incidents technique, job function analysis, behaviorally anchored rating scales, and Morgan's action research approach. (SK)

Task performance measures are criterion-referenced tests that can improve the effectiveness, accountability, and control of vocational training programs. They provide the means for basing instruction and evaluation on job performance requirements rather than arbitrarily derived subject matter. (JOW)

This article looks at some of the economical, educational, social, and public policy issues from which allied health has emerged and provides a perspective on where it could lead. It also examines the emergence of non-physician, non-nurse providers. (Author/CT)

This is the concluding part of an article published in the August 1983 edition. A number of arguments are developed to demonstrate the inadequacy of behaviorally defined objectives as a basis for curriculum planning. (SSH)

Addresses performance technology issues in the form of a parable. Issues discussed include management and leadership roles, assigning tasks to appropriately skilled workers, teamwork, cooperation, task performance, job descriptions, training needs, management goals, rewards, and quality control. (LRW)

The literacy demands encountered in schools are considerably different from those encountered in the workplace. Existing measures used to analyze literacy demands and abilities in the workplace are not suitable for analyzing the same demands and abilities in schools. Methods that are effective for general job analysis can be specifically applied…

The nature of education as a social process in workplace settings outside of schools was explored over 3 years at 35 intern settings for an alternative high school program in a large city. The experiences of students at the 35 sites were compared to identify essential features of work tasks and the social means to accomplish these tasks. Two…

Traditional methods for task analysis have been largely based on the Instructional Systems Development (ISD) model, which is widely used throughout industry and the military. The first part of this document gives an overview of cognitive task analysis, which is conducted within the first phase of ISD. The following steps of cognitive task analysis…

To provide structure for developing curriculum for Competency Based Education (CBE), an effective and efficient model, Systematic Curriculum and Instructional Development (SCID), has been devised. SCID has five phases: analysis, design, development, implementation, and evaluation. Each of 23 components involves several steps, some optional. Phase…