This 13-item annotated bibliography reviews the literature of video for reference staff training and development. It includes professional and in-house productions on three topics: service encounters; instructional presentation skills; and online searching and computer applications. The advantages of video training for each area are discussed. (10…

Examines the principal assessment process in measuring accountability for facilitating academic improvement. The article raises several conceptual and methodological issues on developing principal assessment models, provides data on issues in the development of evaluation models for principal assessment, and presents a basic model for principal…

Questionnaire responses from 65 supervisors in human service agencies and interviews with 27 employers, supervisors, and vocational program administrators indicated that employees with moderate special needs (in this case specific learning disabilities and low intelligence) surpass others in several positive work habits. Supervisors valued…

This comparison of the attitudes of 78 employers, who identified traits needed by either handicapped workers or workers in general, found no significant differences in ratings of the importance of various traits. (DB)

A qualitative study of 12 women superintendents identified seven success strategies: balancing role- and gender-related responsibilities; focusing on caring for children; communicating meaningfully in a "feminine," indirect way; refusing to act like men; letting go of gender expectations that block success; becoming fearless risk-takers with…

Research was conducted to teach two adults with schizophrenia and mental retardation to respond to recorded audio prompts when completing routine prevocational tasks. Subsequent improvements in the individuals' task completion performance suggest that audio prompts may serve as an efficient alternative to instructor assistance. (Author/GCP)

Describes the current state of Japanese human resource development, influenced by lifetime employment and seniority practices, and the emerging system, shifting to long-term and performance-based practices. Addresses critical issues: linkages with business strategies, changes in organizational structure, and new evaluation practices. (SK)

In a study of the career maintenance needs of 35 employees with visual impairments in Vermont and Massachusetts, barriers to job retention were assessed in four areas: accessibility of work sites, performance of essential functions, job mastery, and job satisfaction. Recommendations for reasonable accommodations and rehabilitation services are…

U.S. college faculty salaries are based on merit and market factors, not a fixed scale. This article proposes a structural model for faculty performance evaluation that considers quality and quantity of output in teaching, scholarship, and service, awarding merit pay in proportion to an instructor's contribution to overall departmental…

In the workplace, the test score/earnings relationship is insignificant. Job success does not involve taking tests, but pleasing employers, working well with colleagues, and being courteous, savvy, reliable, motivated, and perseverant. Test-score disparities severely affect minorities' college-admission and employment opportunities. (MLH)

Describes an activity designed to illustrate the importance of workplace factors in improving performance and a study that demonstrates its validity. Results of the study indicate that two-thirds of the participants believed that the workplace factors of information, resources, and incentives needed improving in order to enable them to improve…

A Delphi panel of 24 hiring managers, human resource specialists, business owners, and cooperative educators ranked entry-level skills and acceptable proofs of proficiency. Highest-rated skills involved interpersonal relationships. Traditional proofs (resumes, transcripts, references, testing) remained important. Nontraditional proofs…

Presents a way to diagnose and solve motivation problems at work. Describes a model based on recent cognitive performance motivation research. Explains the CANE (Commitment And Necessary Effort) model and illustrates with a case study. Discusses the CANE model's applicability in any performance setting. (AEF)

The employee-supervisor relationship is critical to a camp's success. Ideas from psychology, biology, and organizational dynamics illuminate how supervisors interpret certain staff traits and behaviors. The "set-up-to-fail" syndrome is described. Recommendations cover building good relationships and improving communication between supervisors and…

This study examined the contributions of the 5-Factor Model (FFM; P. T. Costa & R. R. McCrae, 1992) and RIASEC (J. L. Holland, 1994) constructs of consistency, differentiation, and person-environment congruence in predicting job performance ratings in a large sample (N = 514) of employees. Hierarchical regression analyses conducted separately by…