The personnel profession is in a state of change in higher education. Personnel directors must be ready to assume the contemporary role of human resource manager and question separate academic and staff personnel offices and functions. (MLW)

Evidence suggests that office workers' salaries are comparable to those of other occupations that do not require postsecondary education and that clerical workers enjoy a high degree of job security. It is important that students be given information on where jobs are and will be and what income level to expect. (JOW)

Describes the functions of selection committees in the recruitment, evaluation, and hiring of professional personnel in academic libraries. The composition of a selection committee, committee responsibilities, advertising an available position, screening applications, and interviewing candidates are discussed. A 7-item reference list accompanies…

Discusses the military service as a career choice for women. Notes problems of women competing with men in traditionally male activities and examines implications for the counseling profession. Notes publications describing military training programs and educational opportunities. (RC)

Describes the Maine Occupational Information Coordinating Committee's efforts in establishing its career information delivery system, a component of which is the involvement of peer facilitators in the career guidance process. (SK)

A comprehensive administrative evaluation process developed and implemented at the West Virginia College of Graduate Studies is described. A four-stage process was developed: narrative self-evaluation, administrative office evaluation, administrator evaluation, and summary of the data. Examples of evaluation forms are provided. (MLW)

Urges the business writing teacher to go to great pains to show students that what seems an overwhelming job can be broken down into limited and understandable objectives and techniques. (HOD)

Presents a model for compensation of school administrators that differentiates salaries on an objective basis and is relatively simple in design and implementation. The compensation structure consists of two factors: the nature of the position and the qualifications and performance of the person in the job. (Author/WD)

The key ingredients in starting a new facility are the development and implementation of a training master plan. Other elements include specifically defined training objectives, trained supervisors to implement programs, and an evaluation process. A follow-up training procedure is necessary to ensure that learning continues. (SK)

Describes consumer books which make job, career, and curricular information available to students. Outlines book contents, including sections on general information; reports on what graduates and other former students have done, jobs for which employers have sought candidates, and information about college curriculum. Discusses usage. (RC)

Determined the extent to which direct judgments of similarity by supervisors and incumbents could provide the same job classification results as a more elaborate job analysis procedure. Results using hierarchical cluster analysis and multidimensional scaling analysis revealed that the global judgments and task-oriented data led to identical…

A study was made of career-ladder positions that are available to students studying records management at various education levels to determine the tasks that are performed by records management personnel at various employment levels and to determine the tasks that should be included in records management courses. (CT)

Offers guidelines for selecting a school principal, including samples of a job description, interview questions, and correspondence. (WD)

Explores the skills used by instructional developers to comprehend unfamiliar content, discusses the nature and characteristics of disciplines, and presents self-reports of experienced developers. Ethnography is examined for heuristics on interviewing and questioning techniques for eliciting information. Eleven references are provided. (Author/BK)

By keeping records, facts can be presented to the public accurately. Examples are given regarding custodian training, stressing the importance of job descriptions, work schedules, and documented training procedures. (Author/MLF)