Describes a reemployment training program developed by Oakland University to assist displaced automobile workers in overcoming their grief resulting from job loss and in successfully assessing and marketing their transferable skills. (Author)

Describes a faculty evaluation model that integrates ingredients of personal development, such as self-satisfaction, growth, and improvement, with such rewards as merit pay, wage increases, promotions, and tenure. Discusses criteria; guidelines for their use; the standards for tenure, promotion, and appointment; and the annual review process. (CT)

Looks at how trainers can use managers and participants as resources in drawing up workshop objectives. Emphasizes planning as a critical first step in creating an effective workshop design. Examples focus on a one-day supervisory skills training workshop. (CT)

The author reports on a collaborative effort among three state agencies that is currently giving 3,000 California youth who are disabled a chance to prove themselves in private sector job placements. Discusses program administration, funding, computerized recordkeeping, entrance requirements, and plans for the future. (CT)

Describes a study undertaken to ascertain the extent to which arthritis patients could be targeted by arthritis-related programming over a local cable system. Some conceptual and practical issues involved in targeting chronic patient groups for health programming are discussed. (Author/CT)

Presents an integrated model for the design or redesign of curricula (the Masters of Business Administration curricula in this case). The model integrates input from three major interest groups--the university, business and industry, and students. The model requires both curriculum-related responses and job-related responses. (CT)

Deans of the colleges of business administration at 207 U.S. universities were surveyed to gather information on education programs that have been developed for executives by universities accredited by the AACSB (American Assembly of Collegiate Schools of Business) at the graduate level. (CT)

Summarizes the process that the University of Baltimore underwent in making a succesful transition from intercollegiate athletics for a few students to a program of lifetime sports, recreation, and expanded student activities for all students. (Author)

This article highlights some projects that are currently being undertaken by business-education partnerships at the local level. The authors also suggest some guidelines for both educators and business people as they start to explore the development of more partnerships in the future. (CT)

Describes problems in the identification portion of programs for the gifted, in defining giftedness, and in selecting the means of identification, and justifying program content. Focuses on interest-based identification in the context of the law in order to eliminate discrimination against low SES students. (KH)

Describes a program in the Philippines that provides basic skills and skills upgrading courses for women in nontraditional occupations so that they can find employment and actively participate in the country's industrialization campaign. Program content, design, evaluation, and effectiveness are examined. (CT)

Suggestions for developing an intramural triathlon consisting of a 1000-yard swim, 15-mile bike ride, and 5-mile run are presented in this article. Topics to consider when organizing this event include course selection, publicity, personnel, equipment, and awards. (DF)

Encourages use of an integrated multidisciplinary approach by environmentalists for program design and problem solving. Suggests that economic and political influences on present day environmental issues be emphasized. Recommends that a collective approach involving teams of specialists or forums be used to solve environmental problems. (ML)

The author states that to meet the needs of--and to retain--the people in whom organizations have made hefty investments, companies must reexamine and most likely redesign human resource development programs. She presents ways to acknowledge the differences between managerial men and women and establish effective career development practices. (CT)

This is the first part of a two-part article that examines the growing phenomenon of formal preretirement education efforts around the world designed to ease the transition to retirement life. Part I provides an overview of the movement. It discusses program sponsorship, sites, resources, timing, content, and structure. (CT)