An objective, measure-oriented job performance appraisal plan permits management to evaluate worker performance more accurately and precisely, and provides a means for assessing the degree-of-match between employee qualifications and job skills requirements for hiring, advancement, and dismissal decisions. Deficient appraisals may be costly,…

This report describes the methods and findings of a study of the attitudes, values, and habits required for successful employment in technical-level positions. Part I describes the purpose and procedures of the study which sought to determine the feasibility of using the Affective Work Competencies Inventory (AWCI) to measure the affective…

Job relevance and adverse impact are major validity concerns relative to credentializing examinations. This article recommends that examination blueprints utilize a competency model based on: (1) job functions assigned; (2) level of expertise expected given the content and resources available; and (3) specific context and situation in which the…

Testing and individual assessment before hiring or promoting can ensure high performance and ward off turnover. The proper job/person match can best be made by analyzing job requirements, selecting useful tests, and analyzing test results and tailoring assessment to the client. Other issues include coping with legal challenges and selecting a…

Describes the work of performance improvement specialists and presents a method for determining whether a particular person or position meets the job criteria. Discusses the attributes of being a heurist, or taking a holistic approach to problem solving. Lists 10 steps for a needs assessment and 30 characteristics of successful performance…

Provided for each of 12 minority group role models in aquatic occupations are job responsibilities, educational requirements, comments on a typical day at the job, salary range, and recommendations for students wishing to enter the field described. (JN)

Results and procedures of a job analysis for the position of entry-level health services administrator (HSA) are summarized. Study objectives were as follows: to identify the tasks done by entry-level HSAs; to rate the importance of each task; to classify related tasks into categories, called "job dimensions"; to identify the skills and the…

Results of a job analysis for the position of entry-level health services administrator (HSA) are presented. The following products of the study are presented: a list of 132 tasks grouped into 10 job dimensions (e.g., policy direction, financial management), ratings of the importance of each task at entry-level, a list of 39 qualifications,…

The call for highly qualified teachers that can improve student literacy performance has led to increased attention to job-embedded approaches to professional learning. Such approaches call for intensive, on-going efforts that include coaching and feedback (National Staff Development Council, 2001; American Educational Research Association, 2005)…

The Academy for High Performance at McHenry County College in Crystal Lake, Illinois, attempts through integrated workplace education programs to develop empowered workers capable of functioning in today's high-performance workplaces and individuals who are empowered in the fullest, transformative, liberating sense of the word. The academy's…

This report describes the make-up and mission of the Commission on Workforce Quality established by the U.S. Secretary of Labor on July 11, 1988. According to the report, the commission is to conduct a year-long study on the present quality and future needs of the U.S. work force, with a report due on Labor Day, 1989. This short introductory…

Presented are three brochures--for employers, colleges, and prospective employees respectively--that collectively explain Britain's efforts to simplify the nation's current vocational qualification system and to set up new national vocational qualifications (NVQs) for all occupational areas by 1991. The new NVQs are based on the achievement of…