As the first in a series, this reexamination of a 1954 personnel study focuses on trends in job evaluation procedures since the early 1950's, specifically dealing with municipalities. The six topical units discussed in this monograph are: (1) a history of job evaluation in municipalities, (2) methods used in securing the cooperation of supervisors…

This report describes a study designed to identify the informational and procedural items that school administrators believe to be useful in the selection of teachers for public school systems. The subjects for the study consisted of a panel of 11 personnel administration experts and 66 Louisiana public school personnel directors. A questionnaire…

The Immigration Reform and Control Act of 1986 (IRCA) is examined: historical perspective (p. 5-20), section-by-section analysis (p. 21-34), guide to employer compliance with key provisions (p. 35-42), impact on employee relations in higher education (p. 43-45), appendices (p. 46-55), and bibliography (p.56). (LB)

This article discusses the characteristics of successful prevention campaigns and techniques for dealing with employee discrimination complaints. (Author)

Personnel administrators (N=23) were interviewed to explore their attitudes and thoughts about mid-life career redirection. Information was gathered on advantages and disadvantages of career change, and specific advice presented in response to typical case studies. (RC)

The author discusses several factors which have in the past decade made it difficult for school personnel directors to establish quality teacher selection procedures. He identifies some basic criteria and methods for the selection process, emphasizing direct observation of the candidate's teaching performance as a selection tool. (SJL)

Sex differences in job orientation found by Manhardt (1972) were explored to determine if they still exist, or if a trend toward similarity as found in studies on traits and behaviors prevails. Implications for personnel managers in handling differences on job orientation of males and females are discussed. (Author/KC)

Compares current and past resume content preferences of Fortune 500 personnel administrators and business communication instructors. Finds that personnel administrators now want less personal information and more evidence of achievement and accomplishments in college and on the job. (MS)

A survey of 341 human resources executives from large U.S. businesses found most executives favorable to employment of persons with disabilities. Almost two-thirds of the corporations have a policy regarding hiring persons with disabilities; over one-half have hired such persons within the past three years; and over one-third have supported work…

Survey responses from 55 secondary vocational educators and 51 training and development professionals showed that the latter thought students needed higher academic skills to enter school-to-work transition programs. Vocational educators stressed occupational/technical and employability skills. (SK)

This document presents findings of a study that investigated the roles and functions of school-personnel administrators in the United States and Canada. Surveys were mailed to four groups--Canadian school district superintendents, county office of education superintendents, superintendents of educational service agencies, and American school…

To determine existing employer perceptions of communication needs, or functions, and of the role of the speech communication major in fulfilling these needs, a 32-item questionnaire was sent to 85 personnel managers in the Buffalo, Rochester, and Syracuse, New York, areas. Respondents were instructed to suppose that they were to hire a college…

A job analysis survey was done on 39 entry-level professional classes (e.g. personnel officer, social worker, rehabilitation counselor, research analyst, accountant, computer programmer) to discover statistical factors on which the classes could be scored and to cluster the classes on the basis of these factor scores. A job analysis questionnaire…

Personnel officers, like other middle-level collegiate administrators, have become so concerned with their status on campus that they have forgotten their role, which is to serve: to serve the goals of the institution, which are or should be educational goals established by the faculty and its leaders. Personnel is now a vulnerable area, but its…

The general purpose of the occupational analysis is to provide workable, basic information dealing with the many and varied duties performed in the personnel manager occupation. The document opens with a brief introduction followed by a job description. The bulk of the document is presented in table form. Eighteen duties are broken down into a…