Three Illinois State Library Association workshops in the fall of 1972 used this draft handbook as a basis of discussion. Participants in the evaluation workshop were asked to comment upon the usefulness of the handbook particularly in assessing job levels, categorizing positions, assigning tasks or combinations of tasks, writing job descriptions,…

There is considerable evidence that a large number of recently appointed training specialists would welcome a straightforward account of job analysis. It is in the hope of providing such an account and of providing practical guidance that this booklet has been written. Major sections of this guide include: (1) Job Analysis--A Process, (2)…

Content validity is concerned with three components: (1) the job content; (2) the test content, and (3) the strength of the relationship between the two. A content validation study, to be considered adequate and defensible should include at least the following four procedures: (1) A thorough and accurate job analysis (to define the job content);…

This article contains an efficiency analysis checklist to assist principals to control sources of time loss and to save time when performing routine daily activities and motivational, interpersonal activities. (Author/DS)

Utilized correlational design and field setting in assessing applicants' reactions to a five-stage recruitment program. Recruitment activities related to applicants' reactions only at initial interview. Job attributes were significant predictors of applicants' reactions. The perceived comparability of job offers, applicants' work experience, and…

Assessed the validity of Hackman and Oldham's Job Characteristics Model by conducting a comprehensive review of nearly 200 relevant studies on the model as well as by applying meta-analytic procedures to much of the data. Available correlational results were reasonably valid and support the multidimensionality of job characteristics and their…

Case studies of five elementary school principals provided data regarding their routine behaviors which in turn were used to create a political model to examine principal's work. The model considers: problem solving techniques; relationships with other educational personnel; job pressures and personal characteristics; forced resolutions; and…

Identifies seven general areas of competence in the field of training technology derived from a model of training as communication. The role of trainer versus that of institutional instructor is compared; preparation of trainers is discussed; and occupational analysis is described, with emphasis on developing a curriculum (DACUM). (6 references)…

A behaviorally anchored rating scale serves as a foundation for an effective human performance resources management system. Suggestions for developing an evaluation form for seasonal park and recreation employees are discussed. (DF)

A form of occupational analysis called DACUM (Developing a Curriculum) and its advantages in course development and performance assessment are discussed and specific suggestions on conducting a DACUM session are provided. (CT)

DACUM (Developing a Curriculum) is a method of job or occupational analysis that involves a 2-day workshop in which a trained DACUM facilitator and a committee of 5-12 expert workers from the position, occupation, or other area of analysis create a profile chart that is a detailed and graphic portrayal of the duties and tasks performed by the…

A content analysis conducted on all 2,846 first-time job advertisements that appeared in the 1994 "APA Monitor" revealed changes in the proportion of openings in a number of disciplines when compared to data from 1984. Comparisons with the 1984 data also revealed that a higher percentage of the 1994 announcements were for academic…

Article describes a practical method for identifying and assigning costs of products and services in an instructional materials development center. (Author)

Data on 19 threshold work experience variables were obtained by interview from 183 high school graduates and 90 dropouts one and a half years after leaving school. Factor analyses of these data showed strikingly similar factor structures for both groups. (Author)

Using selected student behaviors as criteria, comparisons were made between a job oriented and field oriented training program and between students of differeing personal characteristics. Both programs produced graduates accepted in industry as technical level employees. (Author)