Colleges and universities have begun creating a structured employment environment for their professional staff. Questions of the adequacy of grievance procedures, job security, staff reduction, appropriate notice periods, length of probationary status, etc. are being studied. Two approaches are described: the University of Iowa and the University…

Absenteeism is seen as perhaps the most pervasive problem in work environments today. Because of expanded and more liberal benefit plans, as well as changing societal values, employees work fewer hours than ever before in history. A decentralized attendance control program developed by the University of Michigan is discussed. (Author/MLW)

The strategy involved in the planning process to develop an employee assistance program is described. Issues to be decided include whether the program should cover both academic and nonacademic personnel; whether the idea could be made attractive to management and staff; and identification of a potential source of funding. (MLW)

The general structure of the human resource planning function in organizations and the responsibilities at each level of management are discussed. A framework for constructing and implementing a human resource planning system is outlined, and several approaches for human resource forecasting are examined. (MSE)

Describes an initiative at Duke University (North Carolina) to develop a recognition and rewards strategy to improve the institution's ability to recruit and retain information technology staff. Details the design phase of the six job bands, guiding principles, development of a budget-neutral recognition strategy, system design, the implementation…

Following a discussion of some of the major problems of affirmative action, including seniority layoff, recommendations are made that may assist in resolving some of the complex issues. (Editor/TA)

Basic issues involved in planning and implementation of a equal employment opportunity plan are outlined: leadership, constraints, data requirements, administrative responsibilities, policies and procedures (recruitment, selection, employment, promotion-termination, remuneration, assignment, grievance, subcontractor-supplier, leave, and benefits),…

This article describes the Departmental Computing Coordinators program implemented at Loyola University (Chicago) to manage and support computing activities at the departmental level. The basis of the program is a standard position accountability included in job descriptions of departmental employees who hold computing responsibilities. (Author)

As the first in a series, this reexamination of a 1954 personnel study focuses on trends in job evaluation procedures since the early 1950's, specifically dealing with municipalities. The six topical units discussed in this monograph are: (1) a history of job evaluation in municipalities, (2) methods used in securing the cooperation of supervisors…

This paper extends previous numerical results of the Flexible Equal Employment Opportunity (FEEO) model, a goal programing model (developed by A. Charnes, W. W. Cooper, K. A. Lewis, and R. J. Niehaus) consisting of Markoff transition elements imbedded in a goal programing framework with priorities that allow for element alteration to provide the…

The School Personnel Management System offers a correlated set of job descriptions, evaluative instruments, policies, tools, forms, and publications intended to aid local school officials in enhancing their personnel management programs. The materials are contained in two looseleaf binders entitled "Manual 1--Tools," and "Manual…

The University of Alabama in Birmingham recognized the need for protection from liability through dissemination of EEO/AA information to supervisors. A comprehensive training program is described that is directed specifically at individuals responsible for hiring, promoting, transferring, terminating, assigning duties and work schedules, etc.…

An allocation model for teaching and nonteaching staff developed at the University of Utrecht is characterized as highly normative, leading to lump sums to be allocated to academic departments. Details are given regarding the reasons for designing the new model and the process of implementation. (Author/MLW)

This guide is intended to provide rehabilitation facilities with assistance in developing or improving their facility personnel manual, along with examples of what some rehabilitation facilities are including within their personnel manuals. The introduction to the guide discusses how a facility can begin the formulation of its personnel manual.…