Successful programs developed to help laid-off teachers find new jobs are described. (MD)

Deficiencies in job performance are not always due to a lack of knowledge, but frequently are the result of not knowing proper procedures and methods to get the job done. Recognizing the difference between deficiency in knowledge and deficiency in skills is the key to improving performance without training. (Editor)

Delineates a model systems approach for job development placement services intended to show how a specialist may program his annual work load through the use of the Performance and Evaluation Review Technique (PERT) Chart. (TA)

Describes ideas and activities to facilitate group self-relevant data sharing presented at a Colorado community education conference of community school leaders and administrators. (Author/DN)

Business educators can guide potentially successful people into office occupations by being familiar with job design, job satisfaction, and clerical aptitudes. Teachers can also play a role in the development of satisfying office jobs and of personal selection criteria. (SK)

The real retraining of the American work force will not come about through massive, federally operated job training programs. It will come about only when employers are able to look forward to a promising economic future that requires highly trained and motivated employees and that offers real jobs. (Author/SSH)

Subjecting vocational training to economic analysis, the author points to the high degree of uncertainty affecting employment and training policies, and urges that economists attempt to integrate their analyses with specific knowledge of the realities of the labor market. (Availability: Office for Official Publications of the European Communities,…

Considers the role of "information counselors" in the rapidly changing information environment, contrasting the functions performed by information counselors with those normally performed by information managers and librarians. The factors which are leading toward the development of a new profession are thoroughly reviewed. (JL)

The author discusses job redesign and employee participation as two management practices that need to be developed and utilized. Also examines skills needed by workers, supervisors, and lower-level middle management for which colleges and technical institutions could deliver training. (CT)

Discusses the advantages and disadvantages of job-sharing as an alternative to part-time employment in libraries and describes a job-sharing experiment at the Parson Branch of the Public Library of Columbus and Franklin County. Six references are included. (CHC)

Briefly reviews the salient concepts in the job redesign literature and describes an exercise which permits the reader to undertake a job redesign program. Actual company data are provided that indicate the effectiveness of the company's strategy. Sixteen references are listed. (Author/LLS)

Relates temporary employment subsidies (TES) to other forms of assistance to industry and examines the three main classes of TES that have been developed: those concerned with job retention, job creation, and investment inducements. Considers possible limitations in TES use and discusses the economic rationales advanced for them. (CT)

Describes the history of the Al-Ind-Esk-A Sea, a floating fish processing factory representing a major hope for the economic independence of Alaska Natives residing outside the state. Discusses employment practices in effect on the ship. Notes interesting facts about the ship's engines and fittings. (SB)

Revisions to nursing job descriptions in a hospital necessitated a leadership development program focused on reflective practice and clinical supervision. Nurses surveyed recognized improved performance in their supervisors in leadership skills and understanding of the role of senior clinical nurse. (SK)