Examines the job content of preservation librarianship as evidenced in job advertisements. The findings indicate that preservation librarians function in a largely administrative role, possess the Master of Library Science degree in many cases, and are paid below the average salary for functional and subject specialists and department heads. A…

A survey of physicians teaching in British Columbia's one medical school found 20 percent of the province's physicians were involved with the school in some way, most with largely non-academic ("clinical") careers. Full-time faculty worked 20 percent more hours than their clinical counterparts. Two-thirds may have full-time clinical…

The article describes an assessment model, developed by Project CO-OP at the University of Virginia, with strategies for conducting community assessment, trainee (moderately to profoundly handicapped) skill assessment, and job-trainee matches. Procedures exemplify methods for systematically collecting and analyzing information to facilitate…

Issues of maintaining equity of classification and salary for library assistants across a university library system and in relation to other university departments are addressed. A 1989 job analysis of library assistant positions at the University of Utah resulted in the reclassification of positions and an increase in salary implemented over two…

Suggests that the main reason for the presumed surplus of librarians is that these professionals refuse to defend, let alone expand, their territorial boundaries from "experts" who decide results independently of library staffs and budgets. Argues that librarians should provide better service, rather than encouraging self-service and that certain…

Reports on a case study of three rural Georgia elementary school media specialists that examined the tasks performed and their perception of the importance of these tasks compared to responsibilities and tasks in "Information Power: Building Partnerships for Learning", by the American Association of School Librarians. (LRW)

Describes a growing trend in job hiring called Behavior-Based Interviewing in which the interviewer questions the job applicant on past behavior and uses this information as a predictor of the applicant's future behavior and consequently whether this behavior successfully matches the job applied for. Provides detailed description of this process.…

Explains how to develop job profiles that describe the output expected from employees and the competencies required to meet the output so that managers understand and appreciate what their employees actually do. Discusses needs assessments and how clear descriptions of competencies, skills, knowledge, and values are useful in developing training.…

Past research demonstrates that the estimated size of the federal government earnings differential shrinks substantially with the addition of detailed occupational controls. Possible explanations for this reduction are: controlling for the differing sectoral distributions of common occupations, and controlling for detailed occupations unique to…

Goffin discusses the new commission and its tasks and how the new standards and criteria will differ from the current ones. She requests that members contribute their input on this important aspect of the NAEYC accreditation transition.

The structure of occupational values is investigated using several analytical techniques. Data from the U.S. Department of Labor's Occupational Information Network (O*NET) describing need reinforcers for 900 occupations are examined using exploratory factor analysis, cluster analysis, and multidimensional scaling. Results indicated broadly defined…

Recent reports by government agencies show concern regarding the extent to which American workers lack the workplace skills necessary to meet the challenges of today's workplace. The Work Keys system, a program developed by American College Testing (ACT) to help improve the job skills of the workforce, is described. A pilot project is being…

The purpose of skills-training needs-assessment is to identify what type of skills and knowledge are needed to support economic strategies and, as a result, improve organizational decisionmaking related to training investments and general work force development. This paper presents findings of 11 skills-retraining, needs-assessment,…

This document contains four papers from a symposium on work analysis and expertise. "A Taxonomy of Employee Development: Toward an Organizational Culture of Expertise" (Ronald L. Jacobs) includes five categories of employee competence: novice, specialist, experienced specialist, expert, and master. "An Integrated Needs…

Developing A CurriculUM (DACUM) is an approach to job/occupational analysis. The profile chart that results from DACUM analysis is a low-cost, effective method of quickly determining what tasks must be performed by employees in a given job or occupational area. The DACUM analysis can be used as a basis for the following: curriculum development;…