This work has been done as part of the effort to plan the National Institute of Education (NIE). The report, one of a series, describes the alternatives that must be considered in deciding the organization and management of a new Federal agency to conduct and support research and development. The alternatives examined are also germane to the…

Joint training of rehabilitation counselors and social caseworkers has the potential for developing and improving professional techniques to increase the number of handicapped welfare recipients who can be rehabilitated. A regional curriculum for Virginia, West Virginia, Maryland, Delaware, Pennsylvania, and the District of Columbia, this joint…

The Institute on Training for Change in Student Personnel Services was designed to meet the need for imaginative and innovative approaches to student personnel services in light of contemporary realities. Six papers presented at the Institute concern perspectives on the nature of man, strategies for change, student development, towards a positive…

Preparing Educational Training Consultants (PETC) is a series of cumulative and interrelated instructional materials including training strategies and procedures plus participant instructional materials that can be used as resource materials for training and consulting purposes. It is a package of resource materials that carries with it a change…

Discusses the appraisal interview as a technique for assessing employee performance. It first covers the organizational benefits of appraising employee job performance; then, using an appraisal behavior model as the basis, describes four ways to conduct an appraisal interview, with emphasis on the most effective. (EM)

The author contrasts two experiences (one successful, one unsuccessful) that he, as a consultant, had in implementing organizational development programs in two settings: a federal agency and a community college. Briefly discusses factors for consultants to consider when making decisions about which kinds of organizational development assignments…

The first of five articles on how to plan an implement a supervisory training program focuses on establishing a philosophy and setting the right job climate. The philosophy of the organization should clearly communicate three levels of responsibility for the development of supervisors: supervisory, managerial, and organizational. (EM)

Presents results of a survey of the domestic membership of the American Association of Collegiate Schools of Business, which indicated that organization development (OD) is becoming a regular part of the curriculum in college level business schools. Ten tables indicating various aspects of OD growth in business school curricula are included. (TA)

Provides brief accounts of significant innovation and research in Australia. Topics covered include educational administration, participation of high school students in extra-curricular activities, and a cooperative venture in special education. (Editor/RK)

In these hard times in higher education the continued development of current faculty is a crucial concern in an institution's attempts to maintain future viability. This article describes the range of activities undertaken to increase faculty effectiveness and the unique role counseling psychologists can play. Training implications are discussed.…

Tips to trainers for influencing management to provide employee development programs are presented, with reference to the Fluor Corporation's People Resources Planning Center which the author developed. (MF)

Proposes that the advancement of professionalism in vocational education must start at the local level with local vocational directors playing a key leadership role in an effort to unify and improve each state's professional organization. (BM)

Notes that there is no set formula, no check list of items, no linear equation that will provide an accurate assessment of organizational capacity for research and development. The possible range of magnitude of predictive efficiency is very great. (Author/AM)

It is suggested that problems in implementing a Deweyite democratic process in education may be reduced by using Kohlberg's developmental theory as a psychological basis to guide school democracy. (MJB)

Political strategies and power tactics are necessary for the effective implementation of systemic change programs in organizations. Since the organization is a highly political environment, the consultant needs to develop both power bases and power strategies if he is to operate efficiently within such an environment. (Author)