This manual introduces and explains the juvenile counselor physical training course developed as part of the evaluation procedures for juvenile counselor candidates in the Standards and Training for Corrections program in California. The manual is organized in four sections. The first section introduces the physical conditioning module, including…

This training course manual introduces and explains the juvenile counselor training course developed as part of the evaluation procedures for juvenile counselor candidates in the Standards and Training for Corrections Program in California. The manual provides information on the assumptions that guided the development of the course, the process by…

These two booklets, one for juvenile counselor candidates and one for test administrators, provide information about the examination developed as part of the evaluation procedures for juvenile counselor candidates in the Standards and Training for Corrections program in California. The candidate information booklet (1) provides background…

These two reports describe the research, analysis, and results of the second phase of a three-phase research study sponsored by the Standards and Training for Corrections Program (STC) of the California Board of Corrections. The validation report consists of seven chapters. Following an introductory chapter that explains the rationale for the…

The structured interview format reduces the subjectivity and inconsistency inherent in traditional employment interviews. The process is based on job duties and requirements, is administered by a committee, is consistently applied to all applicants, and is documented for future reference. (SK)

Designed as a procedural manual for occupational analysts, this guide explains the job analysis approach used by the United States Employment Service (USES) system. Part 1 covers methodology and applications. Five chapters define job analysis terms and discuss major principles and applications of job analysis, conducting job analysis studies,…

This document contains the occupational duty/task lists for three occupations in the cosmetology series. Each occupation is divided into a number of duties. A separate page for each duty in the occupation lists the tasks in that duty along with its code number and columns to indicate whether that particular duty has been taught and to provide…

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)

Presents and discusses a check list of recommended competencies developed by the Association for Library Services to Children for librarians serving children in public libraries. Suggestions are provided for the use of the check list by library educators, public library administrators, state and regional agencies, librarians, library school…

This guide, which is intended for project directors, coordinators, and other professional staff involved in developing and delivering workplace education programs, explains the process of conducting a job task analysis to create customized curricula to meet the workplace education students' needs. After a brief discussion of the rationale for…

The second installment in a series of articles discusses the organization, scheduling, authority, and responsibility of an effective school maintenance program. (Author/MLF)

Identifies characteristics and competencies that define the right kind of person for rural mental health center administration. In order of importance, characteristics defined are leadership ability, appreciation of rural community, program development, professional background and training, political savvy, personnel management, budget and fiscal…

Results are reported of a study of the responsibilities and qualifications of university clerical staff, focusing on the intellectual, entrepreneurial, interpersonal, and maturational competencies that distinguish effective performers. (MSE)

Demand for planned giving officers vastly exceeds the small supply of trained competent professionals. Personnel Decisions, Inc. overhauled a program of personnel selection and training sponsored by the Northwest Area Foundation; that program is described. Categories of job performance and profiles of behavioral characteristics for successful…

A multiuse Comprehensive Occupational Data Analysis Program (CODAP) job analysis is being used to develop training requirements and selection criteria for three interrelated Army civilian logistics career fields. Individual job task lists for the 20 job series within the three career programs were developed. The lists were based on a review of…