Job complexity was measured for jobs in a public agency. Perceptions of job complexity were obtained from self-reports. Independent measures were obtained from interviews with subjects. Career stages were found to moderate relationships between job satisfaction and perceived job complexity and between job-performance and independently rated job…

Compares 1978 survey results to those of 1971 survey on union's job evaluation views. Thirty-nine unions out of 180 American Federation of Labor-Congress of Industrial Organizations and other selected unions responded to questions on job evaluation preferences, practices, origination, problems, and union policies. Results indicated modest trend…

Describes a librarian's three-month experience exploring the potential for a career as an information broker in the Minneapolis-St. Paul, Minnesota, area. Some consideration of business aspects is included. (JD)

Provides general techniques for using an evaluative interview and offers guidelines on legal requirements for the interview process. Methods for determining candidates' qualifications are considered, along with the importance of advanced planning. (CWM)

The role of the affirmative action officer is reviewed, based on profiles of 133 officers in institutions of varying size. Their own perceptions of their jobs are reported along with a report of how institutions view them. (LBH)

Introduces training personnel to the Instructional Systems Development approach. Presents information on this process for the development and conduct of efficient, effective performance-based training programs. Methodology is presented in five phases: analyze, design, develop, implement, and control. (Author/CH)

Examines the functions of chief information officers on college campuses, and describes three major categories that the functions fall into, depending on the nature of computing within the institution; i.e., information technology as (1) a strategic resource, (2) an aid to operations, and (3) a source of confusion. (CLB)

The scope of organizational demography is expanded to include two populations, the population of workers and the population of jobs. White's (1970) vacancy chain model is extended, including development of chain reactions of vacancies by person moves (promotions, hires). Multiple grade ratios indicate relative career chances over the…

Although academics do not tend to see their careers as moving through a sequence of identified positions of increasing responsibility and prestige, as in industry, academe increasingly reflects the corporate approach. Faculty careers may have to be redefined to ensure survival of the ideal of academic autonomy and personal control. (MSE)

A task analysis approach to curriculum development provides a set of guidelines or educational requirements for recreation professionals based on student needs and specific work settings. A list of specific tasks that recreation personnel should be able to perform at six distinct educational levels is offered. (DF)

Discusses three task analysis techniques utilized at the Palo Verde Nuclear Generating Station to review training programs: analysis of (1) job positions, (2) procedures, and (3) instructional presentations. All of these include task breakdown, relationship determination, and task restructuring. (MBR)

The critical incident technique was used in this case study to analyze the interpersonal skills of post office supervisors. Six job factors were identified by the authors using this approach. The factors provided information to facilitate other components of the instructional design process. (CT)

Based on organizational theory, personal experience, and system experience, suggests how new administrators in schools or the private sector can make an important first impression. Explains and justifies a theory and plan of entry that includes key interviews and an action plan based on interview data. Explains entry plan impact. (SB)

This article addresses perceptual aspects of occupational prestige evaluations. The data presented are based on the evaluation of a set of occupational categories on six dimensions: power and influence, value to society, standard of living, initiative and autonomy, skills and knowledge, and social standing. (Author/CT)

The author presents the range of duties expected of deputy headteachers by analyzing the job descriptions for 30 positions advertised in 1982. (MD)