As part of a series on career and life planning for adults, this four-part booklet examines factors that affect job satisfaction and success. After introductory material noting today's tight job market, Part I lists the qualities employers want employees to have and then discusses: (1) job survival tactics, such as remaining knowledgeable of the…

This 1978-1979 annual report of the Social Services Component of Early Childhood Programs provides a description of the types and quantities of activities undertaken by social service workers in four Philadelphia programs: Child Care, Original Follow Through, Get Set Day Care and Pre-Kindergarten Head Start. Social services, which are mandated in…

This booklet lists tasks and functions the cosmetology student should be able to do upon entering an employment situation or a postsecondary school. (Listings are also available for the areas of allied health occupations/practical nursing and transportation/automotive mechanics.) Tasks are coded to correspond to those on the Student Performance…

The document presents the results of a preliminary study on the development of job performance aids. Job performance aids are information devices which are applied in actual work situations to assist the worker in the performance of his task. The uses and advantages of job performance aids for the training of Navy personnel are discussed. In order…

Eight rating scales for evaluating cartographic technicians are provided. The Scales measure seven characteristics considered to be important aspects of job performance as well as overall job performance. In addition, five different levels of performance are given for rating total job performance and effectiveness as a work-group member. The…

This study sponsored by the National Science Foundation yielded data showing positive correlation between continuing education and rates of pay for a sample population of engineers. (RE)

Hypothesized differences are classified in terms of situational structure, expectations, emotional climate, and skills needed to succeed. Research confirmation of these differences would have major implications for the content and format of counselor-training programs. (Author)

Reports on a survey of 90 human resources professionals on the topic of older workers. Covers (1) productivity and attitude, (2) educational/training opportunities, (3) absenteeism and job safety, (4) managerial and executive positions, and (5) retirement and preretirement, among other topics. (CH)

Examines links between three competitive strategies (cost reduction, quality improvement, and innovation) and human resources (HR) practices. Describes a framework for ensuring that the two are made compatible and illustrates the process by showing how one $20 million business wrestled with these compatibility issues. (CH)

Conducted follow-up investigation on counselor's role in community mental health, surveying 150 multiservice mental health agencies to evaluate counselor job performance. Found master's level counselors delivered direct care services competently. Results suggest that counselor education programs should consider strengthening student knowledge of…

Examined the relationship of management level to effort level, direction of effort, and managerial performance within a government agency. Management level was found to be significantly related to effort level and several directions of effort scales. Management level also moderated the relationhip between direction of effort and managerial…

Based on perspectives of counseling psychology and industrial/organizational psychology, this article reviews publications relevant to vocational behavior that appeared during 1986. Of the over 700 articles and 70 books or book chapters located, slightly less than one-half are reviewed. (Author/NB)

The "place-train" model of supported employment, appropriate for developmental disability, must be replaced by a "choose-get-keep" model for supported employment of people with psychiatric disabilities. Key model concepts include client job choice, development of job seeking skills, and application of appropriate job behaviors. (Author/DB)

The authors describe a model for integrating coaching and career management. Included is a discussion of managers' three roles in employee development--coaches, sponsors, and mentors. (CH)

This study was designed to determine potential professional development needs of individuals working in the training and development field. More specifically, the intent was to assess the perceptions of training and development professionals regarding the importance of a variety of competencies to the performance of their jobs. (Author/CT)