This paper considers how differences between groups in investment in on-the-job training (OJT) may affect secondary vocational program evaluations using single-period earnings. Utilizing the human capital model, a correction factor for OJT is derived and applied to Borus' data (Comparative Education Review, February 1977). (Author/SJL)

This document contains three papers from a symposium on learning organization practices. "Learning Lenses of Leading Organizations: Best Practices Survey" (Laurel S. Jeris) shows that successful learning organizations view learning initiatives through multiple lenses with a clear, sustained focus on strategic outcomes. "Dimensions…

This document contains three papers from a symposium on on-the-job learning. "Effectiveness of On-the-Job Learning" (Marcel R. van der Klink) presents the results of an empirical investigation demonstrating that on-the-job learning caused only a modest improvement in trainee's sales behavior but this improvement was maintained over a…

This manual contains guidelines for implementing and maintaining Workplace Skills Enhancement programs. These guidelines are intended to be a resource to adult education directors and their staffs as they work with local businesses, industries, and organizations in combating adult illiteracy. The manual is divided into the key steps in…

This paper presents the background and development of the Crisis Intervention Simulation Survey, (CISS), a written simulation instrument designed to assess police officers' knowledge of effective crisis intervention skills and the awareness of their emotional responses to selected crisis intervention situations. It summarizes the recent history of…

Cost effectiveness of on-the-job training (OJT) can be determined by measures of effectiveness and by cost assessing the relationship between output and input. Defining effectiveness to be a measure of what an activity produces leaves two main groups of problems unresolved: hierarchies of effectiveness and multiple outcomes. The most significant…

This study inquired into the objectives of management training programs in two chains of discount stores, and whether those who complete training believe that program objectives have been met. Questionnaire interviews were held with two managers and four trainees from one chain, and with two managers and two trainees from the other. Ten hypotheses…

This document summarizes the significant findings, overall methodology, and policy recommendations for the Assessment of School Supervised Work Education Programs. It consists of material contained in the Data Analysis Report together with a description of the analysis model developed for each respondent group. Individual predictor items were…

The model of the outreach development process presented here is designed to increase access to education for district members not presently enrolled in one of the district colleges. The plan involves: identifying educational needs, determining if these needs can be met by the community colleges, determining which college should be responsible,…

This book is divided into four sections. Part I, "Preparing To Train," presents three reasons why supervisory training and development are worth the time and money they cost. These are: (1) Training can improve a supervisor's attitudes, knowledge, and skills, and increase his effectiveness and that of his department; (2) New knowledge--both…

To determine if on the job training of allied health personnel could be improved by offering supervisors a short seminar in teaching techniques, a 12-hour program was developed, and 1,299 participants were trained over a 3-year period. The five training sessions utilized demonstration and "learning by doing" techniques to teach participants how to…

Summarizes the findings and conclusions of a recent NFER (National Foundation for Educational Research) report which resulted from a two-year (1977-79) evaluation of the Unified Vocational Preparation pilot program in England. (CT)

This interview guide can be used to determine whether a workplace literacy provider has the skills to develop and deliver a successful workplace literacy program that will meet the needs of a business and build the productive capacity of its employees. It can be used to assess the capabilities of a wide variety of literacy providers, including…

The second phase of a two-phase study evaluated (through 24 care studies in California, Missouri, Illinois, and New York) the feasibility of implementing an evaluation model of workplace-based retraining programs developed during the first phase of the project in California. The feasibility study addressed two components of an evaluation system:…

As the technology of the workplace changes, U.S. workers are called upon to have increasingly high workplace literacy skills in order to remain competitive. These skills encompass more than academic skills of reading and arithmetic; they involve complex applications of reasoning and problem-solving skills. In order to meet the need for workers…