A proposal for program development and statements of support concerning educational provisions for exceptional children made by the Council for Exceptional Children in areas of administration, cooperative approaches, finance, federal, state, and local government, legislation, research and personnel, and other areas. (RJ)

Describes a seminar conducted by the Mental Health Complex in Tupelo, Mississippi, for supervisory personnel in a local garment factory. (MB)

Criteria for the selection of nonprofessionals for community mental health services are discussed. (BY)

It is believed that more and better use of support personnel will improve services to clients and relieve the manpower shortage for professionally trained counselors. Implications for recruitment, training, job classification, job assignment, role relationships with other personnel, and supervision are considered. (Author)

Gives the results of a survey questionnaire on the foreign language needs of four multinational corporations in Boise, ID. Discusses areas in which business and universities should work together for mutual benefit. The questionnaire is appended. (EKN)

Competent data processing employees can be attracted to higher education, despite a nationwide shortage of computer programers and analysts. Suggestions are given for each phase (contact, interview, and closing) of the recruitment process. Vigor, enthusiasm, and follow-through are key elements. (MSE)

Discusses a three-step model for diagnosing supervisory training needs. Major steps included in the model are (1) data collection (divided into two phases), (2) diagnosis, and (3) separating the problems. (LRA)

Helps organizations determine if they are ready to begin a human resource planning program which requires the organization to analyze current and future personnel requirements, to develop an internal support system providing sound performance management programs, and to develop internal support systems for managing employee careers. (CT)

The need for personnel preparation planning in special education is emphasized, and guidelines for meeting and going beyond the personnel preparation requirements in P.L. 94-142, the Education for All Handicapped Children Act, are suggested. (CL)

In a speech to CUPA's 1976 convention, a college president examines the personnel function of an institution. He calls for a human resources planning system that includes (1) a manpower forecast, (2) a succession plan, (3) a development plan, and (4) a staffing plan. (LBH)

A former CUPA president speaks with business officers about the personnel function. Consideration is given to: the top management environment; personnel management role and organization; goals and objectives; major policies; systems and procedures; communication and reporting; and performance management. (LBH)

The role of the University Personnel Counseling Service (UPCS) at Rutgers, one of the first employee counseling services in a major American university, is described. The author reports on work performance problems, case-finding methods, services, offices and organization, results, and cost-benefit analysis. (LBH)

The trend toward in-house university counsel is discussed and the variety of problems confronting university lawyers is described. Activities and membership of the National Association of College and University Attorneys (NACUA) are also reported. (LBH)