Personnel professionals have increasingly found themselves on witness stands in various forms of litigation. Certain types of conduct that may damage testimony as a witness are highlighted. Guidelines that witnesses should follow are identified. (MLW)

The decentralized approach to academic personnel management involving department heads, college deans, and the vice-president for academic affairs is strongly rooted in tradition. Current research suggests that decisions concerning hiring, promotion, non-renewal, and dismissal of faculty members are no longer the sole province of the department,…

A university president launches the Self-Study Retreat of the College and University Personnel Association by sharing his administrative concerns, including sources and development of top administrators, professionalization of mid-managers, and organization of the personnel function. (LBH)

The personnel director may find that his role in labor relations is broadened to include faculty as well as staff. (HS)

Recent emphasis on employee training in higher education is due to the financial crises faced by most colleges and the pressures exerted upon them by unions. (HS)

The personnel profession is in a state of change in higher education. Personnel directors must be ready to assume the contemporary role of human resource manager and question separate academic and staff personnel offices and functions. (MLW)

A college president's view of managing the realities of community colleges is offered. He emphasizes the complexities of personnel management as it is integrated with the governance process. (LBH)

The executive director of the College and University Personnel Association reviews activities of the 1973-74 year, points up the need for developing a constructive role on the legislative scene, and challenges personnel administrators to realize their role, as colleges and universities begin to think of themselves as service institutions built…

The expanding role for personnel administration is following two patterns: the evolution of the traditional staff personnel function and the administrative implementation of a new system of personnel administration. (Editor)

Academic personnel administration, characterized by a decentralized decisionmaking structure based on professional standards and judgments of academic peers, would be seriously deminished if a bureaucratic pattern of centralized and coordinated personnel administration was to occur in universities. (Editor)

A study to determine any change in direction of the personnel function in higher education during the 1980s is described. Personnel professionals, it is suggested, will spend less time on employment and employee benefits and more time on human resource planning, training, development, labor relations, and compliance with government regulations.…

In a speech to CUPA's 1976 convention, a college president examines the personnel function of an institution. He calls for a human resources planning system that includes (1) a manpower forecast, (2) a succession plan, (3) a development plan, and (4) a staffing plan. (LBH)

A former CUPA president speaks with business officers about the personnel function. Consideration is given to: the top management environment; personnel management role and organization; goals and objectives; major policies; systems and procedures; communication and reporting; and performance management. (LBH)