An overview of factors that should be included in writing an evaluation of programs designed to improve the educational opportunities of Mexican American children is presented in this paper. The factors included are the statement of the problem with which the special program deals, presentation of the background information, and the steps needed…

A survey of institutions of higher education revealed that special education courses offered to preservice education majors were limited. (JD)

Career ladder and other incentive programs are resisted when teachers and administrators involved in the programs are removed from the initial decision making process. The ideal scenario is described. Implications for teacher educators are discussed. (Author/MT)

This article describes a 12-step procedural model for redirecting ineffective physical education programs. The procedure identifies expected outcomes, offers a rationale for each, provides inservice education necessary for program improvement, incorporates guidelines from the literature, and emphasizes documentation of program effectiveness. (MT)

Results of a survey of baccalaureate programs for dental hygienists concerning their program structure, objectives, and graduate employment patterns are reported and their implications for program development and research efforts are discussed. (MSE)

Describes a line manager's successful attempt to design an autonomously run plant. The author discusses the assembly of a team of workers to develop the plant, product design, characteristics of the team members, the employee reward system, role of the plant manager, and the manager's evaluation of the plant's success. (CT)

Reports on a study of 34 occupational programs in 17 community colleges which were identified by a local administrator as effective or ineffective. Identifies 15 programmatic factors which were associated with the effective programs. (DMM)

The authors look at the advantages of skill-based pay, the situations in which it seems to be particularly effective, and how such a pay plan works in actual practice. (Author)

Nine reasons that training programs do not succeed (for example, limited training resources, reasons for training unclear, critical nontraining factors ignored, management support is lacking, role of supervisor not recognized, little preparation or followup) and five training success factors (value, focus, power, mass, duration) are presented. (CT)

Describes a study conducted to determine how many state governments had established employee assistance programs (EAPs). Results concerned how state EAPs are organized, services provided, cost of programs, what dollars or productive benefits were calculated, and what problems have been encountered by state EAPs. (CT)

A career internship program developed at Kalamazoo College is described that combines career development and experiential learning in a liberal arts curriculum. It has had significant positive results in graduates' career and educational success. (MSE)

Case study results of a cooperative education program are presented. Conclusions drawn from this study indicate student expectations and perceptions of the co-op experience are critical to the experiential learning process. The program design seems more appropriate for substantiating academic credit than for assuring student learning. (DWH)

A study was conducted to determine the background of employed students in a sampling of accounting cooperative education programs, the nature of the final selection process made by the firms, the value of the students to the firm, and the value of the program to the students as perceived by members of the firm. (CT)

Takes a look at the first two and one-half years of the Job Training Partnership Act: its purpose, how it compares to past job training programs funded by the Federal Government, service delivery areas, private industry councils, intended audience of the project, and project success stories. (CT)

Two articles discuss successful transfer of training. In the first, Arty Trost recommends focusing on needs assessment, training design, and program delivery. Dana and James Robinson, in the second article, suggest eliminating barriers in the work environment--in learners, supervisors, and the organization--to guarantee that new skills are used on…