Analyzes the impact of a computerized information system on selected users in eight human service agencies indicating that the Guidance Information System assists users in determining educational-occupational plans, increasing occupational knowledge, and making career plans. Suggests counselors desiring to use computer information systems will…

Examined career maturity in high school females by using a set of general career-maturity and gender-specific, career-related measures, and an alternate career-maturity criterion measure, career-planning involvement. Results indicated significant relationships between achievement orientation and occupational information and knowledge of women's…

Describes a career education program that systematically introduces technical-vocational-occupational (TVO) training information in the career counseling process. Also outlines training sources and guidelines for evaluating TVO training alternatives. (RC)

Conducted a Monte Carlo computer simulation of the ANOVA design to detect job differences. The design proved reasonably powerful in detecting differences. A second study used Monte Carlo methods to analyze the viability of techniques for determining job differences. Offers guidelines for selecting statistical techniques. (Author/RC)

Studied the effects of realistic job previews (RJPs) with candidates (N=842) for telephone service representative. Two types of preview, a film and job visit, were used. Results showed no significant differences between RJP candidates and control candidates with respect to job acceptance, expectations, job commitment, and turnover. (Author/RC)

Describes a systems approach to administrator evaluation that incorporates performance appraisal and management by objectives. (Author/JM)

The role of the registrar, the senior career administrator, in a modern university is defined and analyzed, and the images and duties associated with the post are discussed with special reference to recent changes. Administration as a profession is described and the tasks are presented in a diagram. (Author/JMD)

It is essential that the best possible governmental relations officer be chosen to represent a college or university. Preparing a position paper listing the officer's duties, outlining the qualities needed to perform these activities effectively, and offering guidelines for conducting a governmental relations program are advocated. (MLW)

Determined the effects of a concentrated vocational assessment and counseling program for high school dropouts. Approximately 60 percent of the dropouts were still employed six months after the program. Dropouts reported increased awareness of their own abilities and awareness of employers' needs. (Author/JAC)

Data on 21 performance tests, entry level and promotional, motor and verbal, were evaluated for 263 applicants for city government jobs over a 17-month period. In comparison to paper and pencil tests, performance tests were more cost-effective, more face valid, and more acceptable to applicants in this situation. (Author/KC)

Examines the effects of a career exploration program on self-esteem, achievement motivation, and occupational knowledge of seventh-grade, inner-city youth. Results indicate that given an outstanding teacher and a well-designed, well-executed career exploration program, dramatic gains can be made in both cognitive and affective variables with…

Reports findings concerning parochial school principals from the National Association of Secondary School Principals' (NASSP) National High School Principals Study. Focuses on the job; personal characteristics; principals' opinions on educational tasks, issues, and practices; and future influences on education. (Author/JM)

Reviews 42 recent texts, supplements, kits and professional references for career education, K-12. Most of the materials are intended for the high school level. Special sections consider texts on surviving in the job market, career fields, building a career, and life planning. (SJL)

A career center may be identified by an emphasis on information services, self-help procedures, developmental planning for career choice, and a resource linkage and coordinated referral service. (Author)

Discusses constructing the competency model to replace job descriptions. Focuses on potential users and benefits. Describes the application of a competence assurance system by a pharmaceutical division. Reviews how objectives are formed and how the sales representatives and others are benefitted. (CSS)