The Interagency Training Programs Catalog is one of four publications published by the Civil Service Commission that are specifically designed to provide agencies information on available training resources. This catalog is intended primarily for clientele in the Washington, D.C. metropolitan area and contains information on interagency training…

A history of and growth of labor-management programs, issues in labor-management relations, and methods of dealing with union representatives are discussed. Several graphics and handouts illustrate labor-management problems. A glossary of related terms and bibliography are included. (NF)

This document was developed to help school administrators plan procedures to assist district staff prepare for retirement. A district is not required to offer the services suggested in these pages. Furthermore, this document is not intended for and should not be used as a handbook or guide to be given to district employees. However, a district may…

(Available from the American Psychological Association, Inc., 1200 Seventeenth Street, N.W., Washington, DC 20036; $6.00, single copy.) (Author)

Draws on data from a longitudinal multiple-case study of federal labor relations and other studies to describe the problems in grievance processing, and makes recommendations for improvements. (Author/IRT)

Meaning is often missing in the appraisal process because of poor selection of evaluation criteria and lack of feedback to the managers doing the rating. (Author/IRT)

Describes a program that replaced trail-and-error hiring with a reliable and effective approach that includes recruitment, placement, and promotion for qualified disabled employees. Emphasis was placed on avoiding stereotypes in dealing with the handicapped. (Author/IRT)

The author proposes and validates a model to predict the outcome of representative elections contested by trade unions and employee associations in the public sector. The model hypothesizes that winners can be predicted from such individual employee characteristics as gender, race, age, seniority, and job level. (Author/SK)

The authors discuss terms that should not be used when dealing with employees with disabilities. They report on positive steps that some employers have taken in hiring and accommodating such persons and describe some of the innovative adaptive equipment available. (CH)

Presents a study that investigated how achievement motivation and risk affect entrepreneurs and nonentrepreneurs in their selection of occupations. Concludes that the will to be independent and successful is more important to entrepreneurs than for others, while personal risk-taking preferences are not significant in explaining entrepreneurial…

The American Council on Education's 2-year process of investigation, study, and selection that resulted in the council's movement from TIAA/CREF as its only available retirement plan, to a total of 15 retirement options offered by two insured annuity companies and two mutual fund companies is described. (MLW)

Because of low salaries and noncompetitive fringe benefits, federal laboratories are having difficulty attracting, retaining and motivating high-caliber scientists and engineers. Outlines several measures to correct these problems and reduce the general rigidity and inertia of the federal personnel system and recommends quick action by Congress to…

Urges employers to professionalize their recruiting efforts in order to achieve more effective hiring, training, and evaluation of their future managers. (JAC)

Discusses the role of the Office of Personnel Management in monitoring federal training programs. Offers data on training programs in several agencies, but admits to a wide margin of error and discusses problems involved in collecting data. (JB)