A questionnaire was mailed to all members of the Montgomery County (Maryland) Bar Association in order to assess the need for trained legal assistants among practicing Montgomery County attorneys, and to elicit their opinions of functions legal assistants might perform and recommendations for coursework and other aspects of a legal assistant…

In a study designed to improve vocational productivity in five moderately/severely retarded adults, reinforcement and self-monitoring were compared to self-monitoring with movement training (prompting the most efficient task performance movement). Four subjects responded minimally to trainer-initiated reinforcement or self-monitoring but showed…

Offers a model for a performance-based training system based on job task analysis methodology that has been successfully implemented at a nuclear utility. Presents a flow chart of the training needs system and explains the steps involved in the process. (ML)

Developed a new classification of occupations based on the degree of variety, identity, autonomy, significance and feedback, characteristics associated with the motivational potential of jobs. Revealed 10 relatively homogeneous clusters of jobs. Between-cluster differences explained the relationship between job characteristics and job…

After a discussion of the responsibility of supervisor training and the requirements for change in supervisor behavior, 12 approaches to determining supervisor training needs are outlined. These include analyzing the supervisor's job, analyzing problems, asking the supervisors, asking their bosses, asking their subordinates, observing supervisory…

A competency-based systems approach to job training is presented that ensures that trainees are taught the knowledge and skills essential for successful job performance. The procedural model for this instructional system is comprised of five phases: analyze, design, develop, implement, and control. Each phase is described in detail. (CT)

Presents a model of a conceptually integrated career development program. The model uses the notion of competencies to integrate a career development program into an organization, since the goals and objectives of any organization, in some way, are linked with human resources requirements. (CT)

School counselors' job descriptions leave room for many unexpected and unplanned activities. The Montgomery County Public Schools in Maryland chose to address the challenge of counselors being assigned non-guidance tasks with a combination of approaches. Data collection, development of a transdisciplinary service provision model, revision of the…

The career guidance process uses a variety of frameworks and constructs to describe the world of work and to help individuals relate to it. As the world of work changes, these constructs require fundamental review. The constructs and frameworks currently used to describe work are of five types. Employment constructs describe occupation, level,…

This paper reviews and evaluates methods for conducting job analysis. The paper begins with a discussion of the purpose of licensure and certification and the dimensions of job analysis. The following four dimensions along which job analysis methods vary are discussed: types of job descriptors; sources of information; data collection methods; and…

Studied the possible increase in motivation for occupational information-seeking experiences through the use of job samples. Army recruits (N=164) were either exposed to 10 job samples from the Vocational Evaluation System or not. Results indicated those experiencing work samples had significantly greater self-initiated information-seeking…

Thirty-one court cases are reviewed to determine standards set by the courts in their assessment of the content validity of paper-and-pencil personnel selection tests. Specifically, three major issues are examined: validation strategy, job tasks and requirements, and test development. (Author)

High school deputy headteachers (DHs) in an authority, employing four per school, were surveyed on the value of job descriptions in differentiating responsibilities among deputies, and the extent of role conflict. The DHs' changing role after comprehensive reorganization is examined in relation to Burham's view of dual-leadership. (Author/SJL)

A survey used job analysis techniques to identify the essential roles and functions of administrators of college offices for students with disabilities. Results were then used by members of the Association on Higher Education and Disability (AHEAD) to develop professional standards. Wide diversity of job functions and resulting training needs are…

This article argues that the common legislative response to rising cost of higher education, asking faculty to take on additional teaching responsibilities, is both inconsistent with maximum-work-week law and short sighted, since it does not account for the preparation needed to teach effectively and deprives the next generation of quality…