Written in whimsical style, this article points out the value-laden nature of the "Dictionary of Occupational Titles," the premier source of occupational information. Other than legal occupations, classifies jobs that are remunerative into three categories: (1) illegal occupations (drug dealer, hitperson); (2) underground or…

Attempts to explain the connection between education and income and occupational prestige through hypothesis of a nonlinear model drawing in the theory and research of psychophysics. Results indicated that the nonlinear model, compared with linear models, yielded theoretical confirmation without losing predictive accuracy. (LLL)

Describes the use of statewide career information delivery systems by middle school counselors. Discusses applications for use in learning interviewing skills, employment skill training, selection of secondary school programs, and parent student conferences. (JAC)

Describes modeling as a career, explaining different types of modeling, how to get started, and where to get information. Sidebars address agencies, schools, and scams and postmodeling careers. (SK)

Profiles 10 health care jobs in terms of duties, work environment, education and training needs, and salary scale. Jobs profiled are physicians' assistants, recreational therapists, respiratory therapists, dental assistants and hygienists, medical assistants, nurses' aides, psychiatric aides, emergency medical technicians, licensed practical…

The author provides information about jobs in the field of aging. Both service and administrative jobs are discussed. Educational requirements for each type of job are described. A list of resources on aging-related jobs is included. (CH)

Reports results from an annual survey of newspaper help-wanted advertisements for secretarial jobs. Results indicate that the job market is strong, with over 25 percent more advertisements than in 1987. Reasons for this growth are presented, along with breakdowns on job classifications, employer types, and job requirements. (CH)

Considers the actual and ideal role and activities of secondary school principals. Reviews results of a survey of high school principals conducted circa 1920 by the Commission of Secondary Schools of the North Central Association of Colleges and Secondary Schools. (GC)

The retailing industry is overviewed and executive training programs are detailed. Jobs in retailing are described: merchandising, department manager, assistant buyer, buyer, merchandise manager, and store manager. Also discussed are operations, financial control, and personnel management. (CT)

A county personnel department undertook reclassification of all positions by collecting and using job analysis data to rewrite job descriptions. External pay equity and validated selection procedures resulted with only a modest increase in payroll costs. (SK)

Depicts the health club work force: fitness personnel, such as instructors, trainers, and directors, and nonfitness personnel, such as receptionists, marketers, and managers, as well as physicians and therapists. Gives information on how to acquire credentials in the field. (SK)

The author discusses the types of information contained in the Vocational-Technical Consortium of the States (V-TECS) databases and various supplemental tools; he also describes methods of obtaining access to the databases. (CH)

Describes search by graduate advisor at the University of Victoria in Canada to find data regarding types of jobs available to person with degree in counseling. Includes characteristics of counseling positions available in British Columbia, areas of focus most likely to be advertised, and frequency of job titles. Concludes that considerable…

Reported the impact of Virginia's Vital Information for Education and Work (VIEW) System, which is modeled on the Michigan Occupational Information System (MOIS). Suggested that a statewide career information delivery system could serve as an impetus for generating excitement and new activities in local guidance programs. (LLL)

The present and future needs of the United States government for linguists in specific areas are discussed. Problems of jobs-skills matching, training, the varying degress of competency required, and sources from which to recruit a dwindling supply of linguists are elaborated. Increased in-house language training is suggested. (PMJ)