As more colleges engage legal counsel, there is a growing need to clarify the relationships between the legal counselor and the college board so that each can fulfill the expectations of the other. This article presents a model job description for the collegiate legal counselor. It also presents a checklist approach to board evaluation of their…

Discusses the need for developing job competency tests which measure cognitive and personal traits, as well as specific skills and knowledge. Emphasizes that the use of rigorously validated measures of intellectual and personal traits facilitates the evaluation of post-secondary education's effectiveness in the post-academic world. (Author/GC)

A study was designed to examine the position of dean of continuing education and backgrounds and interests of those holding the position. Study analyzed the professional development of continuing education deans and their experiences on the job by assessing their personal backgrounds, showing how they are evaluated, describing their faculty…

While senior administrators in all educational institutions have highly complex positions and are very expensive to train and replace, human resources departments have always been challenged to find competent administrators that fit well into the organization. Four main variables in the selection process are: the organization's self-awareness of…

Difficulties associated with the DACUM (Developing a Curriculum) process of the British Columbia Ministry of Education were identified in this study. Using a task analysis of a hunter's job, a set of procedures was developed that can improve the curriculum development process and, to some extent, overcome the difficulties associated with it. The…

These two booklets, one for juvenile counselor candidates and one for test administrators, provide information about the examination developed as part of the evaluation procedures for juvenile counselor candidates in the Standards and Training for Corrections program in California. The candidate information booklet (1) provides background…

The optimal allocation of Air Force talent requires, among other considerations, the measurement of both enlistee aptitudes and job aptitude requirements. Although objective procedures are available to measure aptitudes accurately, the procedure presently employed for establishing relative aptitude requirements is both unsystematic and subject to…

One possible reason for ambiguous findings regarding changes in work skills is the way work skills are defined and measured. Five conceptual bases for defining work skills are illustrated in the research literature: abilities of individuals, behavior requirements of jobs, ability requirements of jobs, behaviors exhibited at work, and abilities…

An objective procedure was developed and tested to determine the relative difficulty of Air Force jobs. Also investigated were (1) the measurement of task difficulty to allow comparability across specialties, (2) the quantitative appraisal of job demands based on component tasks being performed, and (3) the comparability of job difficulty to job…

A project was conducted to plan and conduct a one-day workshop to assist counselors in providing vocational guidance to disadvantaged students. The objectives of the workshop, which was held by the Department of Vocational Education of the University of Pittsburgh, were as follows: to generate awareness of new and emerging occupations and…

Materials to facilitate the evaluation of the competencies women acquire from domestic and volunteer work were developed, so that academic credit might be awarded for these skills, and so that women's entry or re-entry into post secondary education might be enhanced. The project staff reviewed the literature, contacted volunteers and volunteer…

This document contains two sections: implementation of the performance-based Occupational Affective Behavior Analysis (OABA), and supporting research. Section 1 presents OABA, an analytic procedure designed to identify those affective behaviors important to success in an occupation, and gives directions on how to implement the procedure. The…

The key issues, alternatives, and implications for developing countries to consider when designing systems to define occupational standards, related training standards, and assessments were analyzed. The analysis focused on the following issues: the rationale for development of standards; clarification of definitions, terminology, and assumptions;…

This book presents detailed guidelines for conducting structured on-the-job training (S-OJT), which is training based on the premise that OJT can be structured and planned so as to produce more predictable and reliable training outcomes. Together, the book's 15 chapters systematically examine the topics of meeting the demand for employee…

This document contains 14 papers on human resources (HR) and human resource management (HRM) in virtual organizations. The following papers are included: "Series Preface" (Rodger Griffeth); "Volume Preface" (Robert L. Heneman, David B. Greenberger); "The Virtual Organization: Definition, Description, and…