A model for quality assurance (QA) in psychiatric hospitals is described. Its functions (general QA, utilization review, clinical records, evaluation, management information systems, risk management, and infection control), subfunctions, and corresponding staffing requirements are reviewed. This model was designed to foster standardization in QA…

Wilfrid Laurier University would consider only women for an opening in the psychology department, and credentials be damned. Clive Seligman protested on the grounds that the university's blatant attempt at social engineering fatally interferes with the epistemological mission of higher education. It confuses academic merit with biology, he…

Human resource management in education is a vital function of hiring, developing, nurturing, and sustaining highly-qualified personnel for the school system. In an age where strong accountability measures are in place, school districts across America must become aware of the types of teachers and administrative staff being selected and retained…

The Balanced Inventory of Desirable Responding (BIDR) is one of the most widely used social desirability scales. The authors conducted a reliability generalization study to examine the typical reliability coefficients of BIDR scores and explored factors that explained the variability of reliability estimates across studies. The results indicated…

This article sets out a detailed commentary on the neglected end of the assessment centre, namely, the candidate. It highlights the variety of ways in which assessment centres do not always live up to their claims and can act against rather than in the interests of the candidate. It shares with assessment, counselling and guidance professionals an…

This report, the Center on Education Policy's (CEP's) third annual review of Maryland's efforts to restructure schools under the No Child Left Behind Act, finds that (1) although between school years 2006-07 and 2007-08 the number of schools in the restructuring implementation phase declined slightly, there was a drastic increase in the number of…

Cut scores, quartile ranking, sample size, and overall classification scheme were studied as personnel selection procedures in two samples. The first was 120 simulated observations of employee scores based on actual selection procedures for applicants for administrative assistant positions. The other sample was composed of test results for 73…

The U.S. Civil Service Commission conducted three criterion-related validity studies for its PACE Test. Three occupations were examined using a specially designed supervisory rating form, job information test, and work sample. A computer analyzed task inventory was the keystone of the study. (Editor/SJL)

Although leadership is viewed as a complex interaction between the leader and the social environment, this lesson is frequently ignored in personnel selection and leadership training. We cannot make leaders more intelligent or more creative, but we can design situations that allow leaders to use their intellectual abilities, expertise, and…

Focuses upon the wording of position listings and the methods two companies used to evaluate applicant communication skills in order to provide business communication educators with insight into business practices regarding communication expectations, needs, and assessment. Concludes that while employers may use general phrasing when referencing…

Analyzes and reviews research related to interviewer and applicant questioning processes in the employment interview. Examines (1) constraints and antecedent factors associated with asking questions in the interview; (2) characteristics of interview questions; (3) and the consequences or outcomes of questioning. Discusses pragmatic implications…

Among the various tests employed in personnel selection, handwriting analysis, or graphology, has enjoyed long-standing international popularity despite being highly contentious. This report contains not only an evaluation of the current published scientific reviews on the use of graphology in personnel selection, but also an evaluation of several…

The relevance of assessing attention or concentration skills for personnel selection is discussed, and how a person's interpersonal characteristics are influenced by and influence attentional skills is explored. Scales in the Theory Attentional and Interpersonal Style (TAIS) inventory developed by Robert Nideffer are described. The interaction of…

The two phase study (1) analyzed the need for deaf interpreter services in the schools and (2) developed a data base of characteristics and skills around which criteria for the preparation and evaluation of interpreters could be developed. (DB)

The author describes use of a personnel assessment center, a process that identifies managerial potential for purposes of selection, placement, promotion, development, or a combination of these factors. Elements of the process (determining skills to be assessed, evaluating skills, job skills exercises, interview exercises, written exercises) are…