Describes competence assessment as a method by which counselors can relate staff development directly to success on the job. Discusses collecting data to identify critical counseling competencies and constructing learning experiences to promote competence. Offers some general principles for staff development. (Author/RC)

Reviews legislative history concerning handicapped employees, discusses the impact of pending legislation, and answers questions posed by potential employers in the private sector concerning handicapped employees' job performance, absenteeism, turnover, work relations with other workers, and insurance and accessibility costs. (MLF)

Reviews relationships of vocational interests with vocational-relevant variables (ability, success, and satisfaction). Results indicate no correlations between interests and actual relevant abilities and performance, but that a positive relationship exists with satisfaction. Suggests cognitive functions may mediate between actual abilities,…

Describes a new programmed learning package, PLACE: Guided Steps to Employment Readiness. The package provides a measurable definition of employability and helps clients measure their own employability and prepare themselves for work. (Author)

A conceptual framework for identifying stress variables includes: (1) systematically identifying causes of job stress; (2) identifying factors mitigating stress; and (3) identifying possible consequences of job stress. (JN)

Problems in the community health middle management role are explored. Sources of role ambiguity (bureaucratic role discrepancy, professional role discrepancy, performance role discrepancy) are examined. The advantages of the creation of a holistic-oriented environment also are discussed. (CT)

Recounts the use of the industrial engineering technique known as "operational audit" to determine the staffing needs of a U.S. Air Force technical library. The methodology and evaluative techniques employed during an operational audit are discussed. Two tables and a reference list accompany the text. (JL)

Describes the "Z" type training methods used in Japan. This training emphasizes interpersonal relations, long-term development, participative relationships, ability to perform several jobs, and individual patience and tolerance. (CT)

The developmental process of postsecondary administrators was studied at Rutgers. The research procedure, research population, typical survey questions, data analyses, and findings are reported. Five variables (entry level, performance-contingent rewards, performance appraisal process, level of formal education, job complexity, and responsibility)…

Surveying alumni who had taken a basic communication course, this study obtained perspectives on communication training. Most alumni felt their speech classes prepared them "fairly well" for on-the-job communication. Although all communication skills were rated as important, interpersonal skills were rated somewhat higher than public speaking…

Examined relationships between experiencing role conflict and ambiguity and four individual and interpersonal variables. Results suggest that the underlying equations regarding the influence of individual and interpersonal variables on role perceptions vary in different job categories. Task characteristics are offered as plausible reasons for…

Proper evidence of age discrimination requires an understanding of the causal relationships among age, productivity, and employment practices. The proper modeling of causation can provide proof of discrimination. Human capital theory can be used to indicate when differential treatment results from discrimination as opposed to age-related factors.…

Comparisons with appraisals by supervisors, peers, and subordinates suggest that self-appraisals show more leniency, less variability, and less discriminant validity. Self-appraisals show less halo. Self-appraisals significantly correlate with other sources in some studies and fail to correlate in many others. (Author)

Self-assessments combined with achievements and test scores lead to increased accuracy and fairness in examining, but require adjustment for degree of understanding of the element to be rated. This kind of analysis appears promising for studies designed to reduce adverse impact of tests. (Author)

Presented is a 200 item, multiple choice, self-assessment test developed by the National Environmental Health Association to help entry-level environmental health personnel prepare for the registration examination. (BT)