Relevant bibliographies by topics / Staff selection

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Academic literature on the topic 'Staff selection'

Author: Grafiati

Published: 4 June 2021

Last updated: 28 January 2023

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Journal articles on the topic "Staff selection"

Bates, Peter. "Staff Selection." A Life in the Day 1, no. 1 (February 1997): 21–23. http://dx.doi.org/10.1108/13666282199700006.

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Templeman, Michelle. "Successful staff selection." In Practice 17, no. 7 (July 1995): 342–44. http://dx.doi.org/10.1136/inpract.17.7.342.

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Weitman, Catheryn J. "Successful staff selection." Day Care & Early Education 12, no. 3 (March 1985): 14–15. http://dx.doi.org/10.1007/bf01620051.

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Cerinus, Marie, and Marina Shannon. "Improving staff selection processes." Nursing Standard 29, no. 10 (November 5, 2014): 37–44. http://dx.doi.org/10.7748/ns.29.10.37.e9011.

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Mills, Jean, and Melody Oie. "Autonomous Staff Selection Teams." JONA: The Journal of Nursing Administration 22, no. 12 (December 1992): 57???64. http://dx.doi.org/10.1097/00005110-199212000-00013.

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Zhezherun, Oleksandr, and Maksym Riepkin. "Classification system for staff selection." NaUKMA Research Papers. Computer Science 2 (December 2, 2019): 38–42. http://dx.doi.org/10.18523/2617-3808.2019.2.38-42.

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Pierce, Molly O. "STAFF INVOLVEMENT IN BED SELECTION." Journal of Wound, Ostomy and Continence Nursing 34, Supplement (May 2007): S49. http://dx.doi.org/10.1097/01.won.0000270976.35222.76.

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Özçınar, Beyza, Ateş Kadıoğlu, and Mehmet Bilgin Saydam. "Medical academic staff selection and academic staff organisation's criteria." Yuksekogretim Dergisi 5, no. 3 (December 1, 2015): 113–17. http://dx.doi.org/10.2399/yod.15.012.

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Boc, Kamil, Dagmar Vidrikova, and Martina Blaskova. "Application of multicriterial method in decision process of staff selection." New Trends and Issues Proceedings on Humanities and Social Sciences 3, no. 2 (March 22, 2017): 65–79. http://dx.doi.org/10.18844/gjhss.v3i2.1601.

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Norsyafawati W. Muhamad Radzi, Wan, Norshahrizan Nordin, Razamin Ramli, Aidanazima Abashah, and Sayang Nurshahrizleen Ramlan. "The Use of Analytical Hierarchy Process in Identifying Weight age Criteria for Academic Staff Selection." International Journal of Engineering & Technology 7, no. 3.21 (August 8, 2018): 181. http://dx.doi.org/10.14419/ijet.v7i3.21.17157.

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The academic staff selection for any organization is an important process that involves in decision making process. The process must be carried out carefully because it involves some important aspects towards the staff selection. During the interview session, the selection process based on five criteria of the applicant. The five selection criteria consists of academic qualification, religious knowledge, community services, knowledge, and communication skills. Furthermore, the selection of applicants for the academic ability and suitability with the field in order to make the selection process is becoming more complex. The selection of the applicants for academic staff also relies on judgments of the committee that was appointed for interviewing the applicants with a lot of experience in the selection of academic staff applicant. The study finds that the objectives are to identify all criteria relevant to the selection of staffs. The technique used in giving weights to each criterion is Analytical Hierarchy Process (AHP) technique. As a result, the highest weight was assigned to the first criteria which are academic qualification with the weight 0.3423. It shows that the academic qualification was the most important criterion compared to the other criteria. In addition, the selection of applicant for academic staff is able to assist in the selection of potential qualified academic staff.

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Dissertations / Theses on the topic "Staff selection"

Van, der Bank Anna Johanna. "Conditions determining the selection of education management styles." Diss., University of Pretoria, 1986. http://hdl.handle.net/2263/33034.

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The current technological development has led to an increase in the complexity of reality which in turn has complicated the task of the education leader as manager. The education leader has become a personnel manager responsible for the management of both staff and pupil activities in order to realize the school's objectives effectively. These tendencies indicate that the education leader must be capable of adapting his management style to the needs of his staff in order to be able to increase the producti= vity of his staff. The education leader must also have the necessary flexibility to select from a variety of management styles according to the demands of the specific situation. Situational Leadership is ideally suited to meet the demands of the task of the education leader, because it accommodates the level of task maturity of each staff member. The emphasis is placed on the relationship between the leader and the follower with the needs of the follower as the most crucial factor in the relationship. Three aspects are essential for successful Situational Leadership, viz., the correct amount of task behaviour or direction by the leader; the correct amount of relationship behaviour or support by the leader cor= relating with the level of task maturity of the followers. However, other situational variables, such as superiors, the organization and time must also be taken into consideration. Situational Leadership also makes prov1s1on for contracting for a leadership style whereby the education leader and the teacher come to an agreement about the appropriate leadership style to be used to help the teacher accomplish his/her objectives. The developmental aspect of Situational Leadership provides the means by which the education leader can contribute meaningfully to the development of his staff, e.g. leadership potential, motivation, morale, commitment to objectives, decision-makirrg, communication and problem solving.
Dissertation (MEd)--University of Pretoria, 1986.
gm2013
Education Management and Policy Studies
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Chung, Wai-pik Marie, and 鐘維碧. "The selection of residential staff in homes and hostels for adolescentboys or girls." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2000. http://hub.hku.hk/bib/B43894264.

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Chung, Wai-pik Marie. "The selection of residential staff in homes and hostels for adolescent boys or girls." View the Table of Contents & Abstract, 2000. http://sunzi.lib.hku.hk/hkuto/record/B36782361.

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Shikongo, Johanna Nelago. "Staff attraction and retention : a model for a Namibian state-owned enterprise." Thesis, Cape Peninsula University of Technology, 2011. http://hdl.handle.net/20.500.11838/1739.

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Thesis (MTech (Human Resource Management))--Cape Peninsula University of Technology, 2011
In order for any organisation to achieve its goals, a committed workforce is essential. It has, however, become a great challenge for organisations to attract and retain employees as the power of success has shifted from organisations to employees. The organisation that is committed to attraction and retention of staff is likely to gain a competitive advantage, as staff members are satisfied and give optimum production levels. The purpose of the study was to determine and investigate factors that affect attraction and retention of staff at NIP in order to suggest possible interventions that could be employed to attract and retain staff in future. In order to obtain desired results, the researcher used a mixed-method approach. Questionnaires were distributed to all non-management NIP employees and semi-structured interviews were conducted with four (4) purposively selected NIP managers. Statistical analysis was used to analyse data, which was obtained by means of questionnaires, and content analysis was used for data that was obtained by means of semi-structured interviews. The study revealed that NIP staff members are dissatisfied with the company policies and practices, as the company does not always pay effective attention to them. Some of them indicated that they only worked as a means of survival; because of passion for their jobs; to save lives; and owing to the scarcity of jobs, since the industry is small. It is, therefore, necessary to pay attention to factors that this study has produced as obstacles in the way of NIP to employ an effective recruitment and retention strategy for its employees.

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Hlavatá, Daniela. "Analýza získávání a výběru pracovníků v podniku JF Dřevovýroba, Chrudim." Master's thesis, Vysoká škola ekonomická v Praze, 2009. http://www.nusl.cz/ntk/nusl-76334.

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Master's thesis is doing research in the theoretical part in staff recruitment, factors of recruitment, sources and methods of recruitment, pre-selection and methods of staff selection, adaptation of new staff. The practical part includes analyses of these personal activities used in JF Dřevovýroba company by using methods of questionnaire research, at first. Further information is detected considering structured interviews with managers, other staff of this company, and internal documents. The goal of this thesis is to compare personal activities used in practice with findings of HR specialists. In case of finding some deficiencies in personal activities listed above, I propose their solution to improve these processes

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Rolls, Stevan Richard. "The validity and utility of computer based test interpretations (CBTIs) in staff selection decision situations." Thesis, Cranfield University, 1993. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.385780.

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Strumilaitė, Kristina. "Personalo atrankos proceso ypatumai Šiaulių miesto viešosiose ir privačiosiose organizacijose." Master's thesis, Lithuanian Academic Libraries Network (LABT), 2008. http://vddb.library.lt/obj/LT-eLABa-0001:E.02~2008~D_20080926_174310-72895.

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Magistro darbe nagrinėjami Šiaulių miesto viešųjų ir privačiųjų įmonių, organizacijų personalo atrankos ypatumai. Darbe aptariamas personalo planavimo procesas, pagrindiniai personalo paieškos šaltiniai, dažniausiai naudojami personalo atrankos metodai. Taip pat analizuojama kokie kriterijai lemia darbo ir darbuotojo pasirinkimą. Nagrinėjami kriterijai, kurie lemia sėkmingą įsidarbinimą. Lyginami personalo paieškos, atrankos ypatumai viešajame ir privačiajame sektoriuje. Apklausoje dalyvavo 224 respondentai (170 personalo darbuotojų, 54 vadovai). Anketos išplatintos gamybos, paslaugų, prekybos įmonėse bei organizacijose. Šiaulių viešosiose ir privačiosiose organizacijose ar įmonėse vadovo pareigas eina vyrai, apklausoje jie sudarė 74 proc. net 79 proc. vadovų turi aukštąjį universitetinį išsilavinimą. Šiaulių miesto įmonėse, organizacijose pakankamai didelė darbuotojų kaita, kadangi 62 (iš 170) respondentai atsakė, kad institucijoje dirba iki 5 metų, 34 atsakė, kad 6- 10 metų. Šį teiginį taip pat patvirtina vis didėjanti darbuotojų kaita. Privatusis sektorius ir toliau sparčiai plečiasi Šiauliuose, viešojo sektoriaus plėtra yra gerokai lėtesnė. Apie laisvas darbo vietas įmonėse ir organizacijose Šiaulių miesto gyventojai geriausiai sužino iš pažįstamų rekomendacijų ir skelbimų spaudoje. 70 proc. visų apklaustų vadovų teigė, kad jų įmonėse, organizacijose nėra personalo skyrių ir darbuotojų atranką atlieka patys. Pats populiariausias Šiauliuose personalo atrankos metodas... [toliau žr. visą tekstą]
The peculiarities of staff selection process in public and private companies, organizations of Šiauliai City are analyzed in Master Thesis. The process of staff planning, the main source of staff search, and the mostly used methods of staff selection are discussed in this thesis. It is analyzed as well, what criteria influence the selection of job and employee. The criteria influencing successful employment are analyzed. The peculiarities of staff search in public and private sectors are compared. 224 respondents participated in survey (170 staff employees, 54 managers). The questionnaires were distributed in production, services, trading companies and organizations. In public and private organizations and companies mostly men are in position of manager in Šiauliai; they concluded 74 per cent in survey. Even 79 per cent of managers have higher university education. The change of employees in Šiauliai city companies and organizations is large enough, as 62 (from 170) respondents answered that they are working in institutions till 5 years, 34 answered that they are working from 6 to 10 year. This statement is confirming that the change of employees is increasing. Private sector is still developing rapidly in Šiauliai, the development of public sector is much slower. The residents of Šiauliai city mostly get information about vacancies in companies and organizations from acquaintances and advertisements in press. 70 per cent of all managers surveyed declared that there are no... [to full text]

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Sigudla, Jeffrey P. "School governing bodies and their duty of staff appointments." Thesis, Stellenbosch : Stellenbosch University, 2002. http://hdl.handle.net/10019.1/53042.

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Thesis (MEd)--University of Stellenbosch, 2002.
ENGLISH ABSTRACT: Since the introduction of the SA Schools Act in 1996 and institution of school governing bodies (SGBs), the Education Department began to experience serious problems regarding school governance. The incidents that happened in schools brought into question the legal role and authority of SGBs in the administrative actions they perform. This study aimed specifically at investigating the problems that arise in relation the appointment of teachers. Since SGBs play an important facilitating role in the process of staff appointments, their way of handling this duty was at the heart of the study. The research made use of literature studies, policy documents from the education department, viz. the SA Schools Act, Educators Employment Act, Education Labour Relations Council documents, and questionnaires and interviews with members of school governing bodies at a selection of local schools in the Western Cape Province. The findings led to the conclusion that most SGBs in the disadvantaged communities find it difficult to appoint new educators. Clearly SGBs are regarded as legitimate structures that should govern learning institutions and it is evident that one of their duties is to employ new educators, in line with the legal procedures stipulated in the various provincial education departments' policies. Perhaps the most important finding is that parents in the disadvantaged communities are illiterate. This is a significant problem because most of their duties require them to read documents from the education department so that they may know exactly how to perform their functions and responsibilities. Some of the problems encountered, however, are also caused by the ignorance and reluctance of parents to offer their services without being remunerated. These conclusions resulted in the formulation of specific recommendations for improving the role and implementation of SGBs. The recommendations are made for improving the role of SGBs as a whole as well as for specific capacity building relating to the needs of each stakeholder group. The overall emphasis of the study is thus on the recommendation for more effective training of SGBs.
AFRIKAANSE OPSOMMING: Sedert die instelling van die SA Skolewet in 1996 en totstandkoming van skoolbeheerliggame, het die Onderwysdepartement ernstige probleme ten opsigte van skoolbeheer begin ervaar. Die insidente wat in skole plaasgevind het, het vrae laat ontstaan rakende die wettige rol en gesag van die beheerliggaam in die administratiewe handelinge wat hulle uitvoer. Die doel van die studie was om probleme rondom die aanstelling van opvoeders te ondersoek. Die sentrale fokus van die studie was op beheerliggame as fasiliterende liggame. Vir die doeleinde van die studie is daar gebruik gemaak van: literatuurstudie, beleidsdokumente van die Onderwysdepartement (die S A Skolewet, die Opvoedersdienswet en dokumentasie van die Raad vir Arbeidsverhoudinge in die Onderwys [RAVO]), sowel as vraeslyste en onderhoude met lede van die beheerliggame byenkele plaaslike skole in die Wes-Kaap. In die bevindinge is daar tot die gevolgtrekking gekom dat die meeste beheerliggame in die benadeelde gemeenskappe dit moeilik vind om nuwe opvoeders aan te stel. Beheerliggame is die wettige strukture wat opvoedkundige instansies moet beheer en een van hul pligte is om nuwe opvoeders aan te stel in ooreenstemming met die wetlike voorskrifte, soos vervat m die verskillende beleidsdokumente van die Onderwysdepartement. Die belangrikste bevinding is dalk dat ouers in die benadeelde gemeenskappe meestalongeletterd is. Dit skep probleme, aangesien daar van hulle verwag word om die dokumentasie van die Onderwysdepartement te lees, te verstaan en daarvolgens op te tree. Verdere probleme word veroorsaak deur 'n mate van onkunde asook deur die onwilligheid van ouers om sonder vergoeding hul dienste aan te bied. In die lig van hierdie gevolgtrekkings, is spesifieke aanbevelings gemaak ten einde die rol van beheerliggame te versterk, sowel as om die suksesvolle implementering van hierdie strukture, in terme van kapasiteitsbou en aandeelhouerbemagtiging meer doeltreffend te laat funksioneer. Die besondere klem van die aanbevelings is 'n indringende versoek vir die ontwikkeling van sinvolle, doeltreffende opleiding van persone wat in skoolbeheerliggame dien.

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Sandall, Barbara R. Fisher Robert L. "Designing a research-based, standards-based staff development process for the selection of K-8 science curriculum materials." Normal, Ill. Illinois State University, 1999. http://wwwlib.umi.com/cr/ilstu/fullcit?p9942649.

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Thesis (Ed. D.)--Illinois State University, 1999.
Title from title page screen, viewed July 26, 2006. Dissertation Committee: Robert L. Fisher (chair), Penny Kolloff, Anthony Lorshbach, Mary Anne Moffitt, Rex Morrow. Includes bibliographical references (leaves 261-278) and abstract. Also available in print.

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Šimečková, Barbora. "Výběr a rozmisťování pracovníků pro mezinárodní transfery." Master's thesis, Vysoká škola ekonomická v Praze, 2011. http://www.nusl.cz/ntk/nusl-71735.

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The goal of my work was to analyze the issue of selection, posting and employees management on the projects in the European Union and proposal for optimalization of processes associated with this issue for the company Teradata.

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Books on the topic "Staff selection"

Clarke, Jane. Staff selection and interviewing. Dublin: Combat Poverty Agency, 1997.

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Managing staff selection and assessment. Buckingham: Open University Press, 1999.

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Pettersen, Normand. The structured interview: Enhancing staff selection. Québec: Presses de l'Université du Québec, 2008.

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Southworth, Geoff. Staff selection in the primary school. Oxford: Blackwell Education, 1990.

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Ludlow, Ron. The essence of successful staff selection. New York: Prentice Hall, 1991.

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Smith, Mike, and Ivan T. Robertson. The Theory and Practice of Systematic Staff Selection. London: Palgrave Macmillan UK, 1986. http://dx.doi.org/10.1007/978-1-349-07132-6.

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Kelsall, J. Residential care: An evaluation of criteria for staff selection. Belfast: Social Work Advisory Group, Department of Health and Social Services, 1986.

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Pete, Jones. Developing a psychometric personality instrument for sales staff selection. Wolverhampton: Management Research Centre, Wolverhampton Business School, University of Wolverhampton, 1997.

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Weagly, Susan. Medical staff credentialing forms manual. 2nd ed. North Hampton, NH (P.O. Box 988, North Hampton 03862-0988): InterQual, 1990.

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1939-, Hackett Wesley P., ed. Hiring legal staff: Determining cost and value. Chicago, Ill: Section of General Practice, American Bar Association, 1990.

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Book chapters on the topic "Staff selection"

Iber, Frank L., W. Anthony Riley, and Patricia J. Murray. "Staff Selection and Training." In Conducting Clinical Trials, 67–76. Boston, MA: Springer US, 1987. http://dx.doi.org/10.1007/978-1-4613-1919-1_6.

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Smith, Mike, and Ivan T. Robertson. "Bias in Selection." In The Theory and Practice of Systematic Staff Selection, 245–63. London: Palgrave Macmillan UK, 1986. http://dx.doi.org/10.1007/978-1-349-07132-6_12.

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Stevenson, Olive. "Selection, Attitudes and Training of Staff 1." In Claimant or Client?, 172–200. London: Routledge, 2021. http://dx.doi.org/10.4324/9781003199229-8.

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DiGennaro Reed, Florence D., Jason M. Hirst, and Veronica J. Howard. "Empirically Supported Staff Selection, Training, and Management Strategies." In Handbook of Crisis Intervention and Developmental Disabilities, 71–85. New York, NY: Springer New York, 2013. http://dx.doi.org/10.1007/978-1-4614-6531-7_5.

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Smith, Mike, and Ivan T. Robertson. "Making a Decision and Estimating the Value of Selection." In The Theory and Practice of Systematic Staff Selection, 227–44. London: Palgrave Macmillan UK, 1986. http://dx.doi.org/10.1007/978-1-349-07132-6_11.

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Smith, Mike, and Ivan T. Robertson. "Introduction." In The Theory and Practice of Systematic Staff Selection, 3–7. London: Palgrave Macmillan UK, 1986. http://dx.doi.org/10.1007/978-1-349-07132-6_1.

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Smith, Mike, and Ivan T. Robertson. "Other Predictors." In The Theory and Practice of Systematic Staff Selection, 205–24. London: Palgrave Macmillan UK, 1986. http://dx.doi.org/10.1007/978-1-349-07132-6_10.

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Smith, Mike, and Ivan T. Robertson. "Some Remaining Issues." In The Theory and Practice of Systematic Staff Selection, 264–77. London: Palgrave Macmillan UK, 1986. http://dx.doi.org/10.1007/978-1-349-07132-6_13.

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Smith, Mike, and Ivan T. Robertson. "Job Analysis." In The Theory and Practice of Systematic Staff Selection, 8–29. London: Palgrave Macmillan UK, 1986. http://dx.doi.org/10.1007/978-1-349-07132-6_2.

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Smith, Mike, and Ivan T. Robertson. "Personnel Specifications." In The Theory and Practice of Systematic Staff Selection, 30–47. London: Palgrave Macmillan UK, 1986. http://dx.doi.org/10.1007/978-1-349-07132-6_3.

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Conference papers on the topic "Staff selection"

Litz, Cristen N., Gerald F. Tuite, Paul D. Danielson, and Nicole M. Chandler. "Smart Phone Use at a Children’s Hospital: A Survey of Medical Staff." In Selection of Abstracts From NCE 2016. American Academy of Pediatrics, 2018. http://dx.doi.org/10.1542/peds.141.1_meetingabstract.6.

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Ramsey, David M., and Krzysztof Szajowski. "Correlated equilibria in competitive staff selection problem." In Game Theory and Mathematical Economics. Warsaw: Institute of Mathematics Polish Academy of Sciences, 2006. http://dx.doi.org/10.4064/bc71-0-21.

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Zaychenko, Irina, Irina Bagaeva, Anna Smirnova, and Botagoz Mutalieva. "Digital transformation model of the staff selection system." In DTMIS '20: International Scientific Conference - Digital Transformation on Manufacturing, Infrastructure and Service. New York, NY, USA: ACM, 2020. http://dx.doi.org/10.1145/3446434.3446527.

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Md Saad, R., M. Z. Ahmad, M. S. Abu, and M. S. Jusoh. "Some fuzzy techniques for staff selection process: A survey." In PROCEEDINGS OF THE 20TH NATIONAL SYMPOSIUM ON MATHEMATICAL SCIENCES: Research in Mathematical Sciences: A Catalyst for Creativity and Innovation. AIP, 2013. http://dx.doi.org/10.1063/1.4801162.

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Russkov, D. N. "Professional staff selection as a direction for improvement personnel policy." In Научный диалог: Экономика и менеджмент. ЦНК МОАН, 2018. http://dx.doi.org/10.18411/spc-08-12-2018-07.

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Gupta, Ujjwal, Manoj Babu, Raid Ayoub, Michael Kishinevsky, Francesco Paterna, and Umit Y. Ogras. "STAFF: Online Learning with Stabilized Adaptive Forgetting Factor and Feature Selection Algorithm." In 2018 55th ACM/ESDA/IEEE Design Automation Conference (DAC). IEEE, 2018. http://dx.doi.org/10.1109/dac.2018.8465821.

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Lewicki, Arkadiusz, and Ryszard Tadeusiewicz. "The recruitment and selection of staff problem with an Ant Colony system." In 2010 3rd International Conference on Human System Interactions (HSI). IEEE, 2010. http://dx.doi.org/10.1109/hsi.2010.5514481.

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Lindeman, Elena, and Darya Moseeva. "Advanced professional education for library staff: Criteria for program selection and compromises." In The Book. Culture. Education. Innovations. Russian National Public Library for Science and Technology, 2020. http://dx.doi.org/10.33186/978-5-85638-223-4-2020-137-139.

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The quality of programs in library and information activity offered by various advanced professional training centers are discussed along with the issues and vectors of advanced training of the RNPLS&T staff. The RNPLS&T has to choose between expensive courses when new knowledge and skills are guaranteed, and online express courses (fast, easy, cheaply) where no new competences are guaranteed though employees get standard certificates. This trend facilitates establishing more and more online training centers that are just making money due to the demand for standardized certification. The double standards of education programs evaluation influence the quality of knowledge, though documented and certified. The authors argue that the above mentioned educational organizations have to be controlled, the more so, as the libraries are to accomplish their staff appraisal.

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Widijanto, G., S. Santosa, Sutrisna, and Pujiarti. "Ethical Decision Making Trainer for Accounting Firm Staff in Tangerang by Gender Selection." In 1st International Multidisciplinary Conference on Education, Technology, and Engineering (IMCETE 2019). Paris, France: Atlantis Press, 2020. http://dx.doi.org/10.2991/assehr.k.200303.057.

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Romero, María, Luis Romero, María Luisa Cuadrado, and Jacobo Núñez. "ALGORITHM FOR TEACHING STAFF SELECTION IN PROFESSIONAL TRAINING COURSES, APPLYING MULTICRITERIA DECISION-MAKING TECHNIQUES." In 13th International Conference on Education and New Learning Technologies. IATED, 2021. http://dx.doi.org/10.21125/edulearn.2021.0067.

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Reports on the topic "Staff selection"

Rine, Kristin, Roger Christopherson, and Jason Ransom. Harlequin duck (Histrionicus histrionicus) occurrence and habitat selection in North Cascades National Park Service Complex, Washington. National Park Service, April 2022. http://dx.doi.org/10.36967/nrr-2293127.

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Harlequin ducks (Histrionicus histrionicus) are sea ducks that migrate inland each spring to nest along fast-flowing mountain streams. They are considered one of the most imperiled duck species in North America and occur in two distinct populations on the Atlantic and Pacific coasts. The Pacific coast population includes Washington State, where harlequin ducks breed in the Olympic, Cascade, and Selkirk Mountains. This species is designated as a Management Priority Species by the National Park Service within North Cascades National Park Service Complex (NOCA). This report summarizes harlequin duck surveys conducted during 15 years across a 27-year period (1990 and 2017) on major streams within NOCA, and incidental observations collected from 1968–2021. The primary objectives of these surveys were to 1) document the distribution and abundance of harlequin duck observations within NOCA boundaries, 2) describe productivity (number of broods and brood size), 3) describe breeding chronology of harlequin ducks, and 4) describe habitat characteristics of breeding streams. Sixty-eight stream surveys over 15 years resulted in observations of 623 individual harlequin ducks comprising various demographics, including single adults, pairs, and broods. In addition, we collected 184 incidental observations of harlequin ducks from visitors and staff between 1968–2021. Harlequin ducks were observed on 22 separate second- to sixth-order streams throughout NOCA across the entire 53-year span of data, both incidentally and during harlequin duck surveys by Park staff. Harlequin ducks were detected on 8 of the 13 streams that were actively surveyed. Excluding recounts, 88.7% (n = 330) of individual harlequin duck observations during surveys occurred in the Stehekin River drainage. Between all surveys and incidental observations, 135 unpaired females without broods were sighted across all NOCA waterways. Thirty-nine broods were recorded between NOCA surveys and incidental observations, with a mean brood size of 3.61 (± 1.44 SD; range = 2–10). Breeding pairs were recorded as early as April 5 and were seen on streams until June 15, a period of less than seven weeks (median: May 2), but most pairs were observed within a 3-week span, between April 26 and May 17. Single females (unpaired with a male, with (an)other female(s), or with a brood) were observed on streams between April 26 and August 25 (median: July 3), though most observations were made within a 5-week period between June 12 and July 19. Habitat data collected at adult harlequin duck observation sites indicate that the birds often used stream reaches with features that are characteristic of high-energy running water. While adults occupied all instream habitat types identified, non-braided rapids and riffles were used most frequently, followed by pools and backwaters. Larger instream substrate sizes (cobbles and boulders) were present at most observation sites. Adult harlequin ducks were more often found at locations that lacked visible drifting or lodged woody debris, but drift debris was a slightly more abundant debris type. The presence of gravel bars and at least one loafing site was common. Adult harlequin ducks were more often observed in association with vegetation that offered some cover over the channel, but not where banks were undercut. The average channel width at adult observation sites was 34.0 m (range: 6-80 m; n = 114) and 27.6 m (± 15.7 m; range: 10-60 m; n = 12) at brood observation sites. Compared to adult harlequin duck sites, broods were observed more frequently in low velocity habitat (pools, backwaters), but rarely in rapids. Cobble and boulder substrates were still the most dominant substrate type. Contrary to adult ducks, broods were observed most often observed in meandering stream channels, a morphology indicative of low gradient, low velocity stream reaches. Most broods were observed in stream reaches with gravel bars, loafing sites, and...

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Gill, Thomas. Essays on Strategy III. Selections from the 1985 Joint Chiefs of Staff Essay Competition. Fort Belvoir, VA: Defense Technical Information Center, January 1986. http://dx.doi.org/10.21236/ada229826.

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McPhedran, R., K. Patel, B. Toombs, P. Menon, M. Patel, J. Disson, K. Porter, A. John, and A. Rayner. Food allergen communication in businesses feasibility trial. Food Standards Agency, March 2021. http://dx.doi.org/10.46756/sci.fsa.tpf160.

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Background: Clear allergen communication in food business operators (FBOs) has been shown to have a positive impact on customers’ perceptions of businesses (Barnett et al., 2013). However, the precise size and nature of this effect is not known: there is a paucity of quantitative evidence in this area, particularly in the form of randomised controlled trials (RCTs). The Food Standards Agency (FSA), in collaboration with Kantar’s Behavioural Practice, conducted a feasibility trial to investigate whether a randomised cluster trial – involving the proactive communication of allergen information at the point of sale in FBOs – is feasible in the United Kingdom (UK). Objectives: The trial sought to establish: ease of recruitments of businesses into trials; customer response rates for in-store outcome surveys; fidelity of intervention delivery by FBO staff; sensitivity of outcome survey measures to change; and appropriateness of the chosen analytical approach. Method: Following a recruitment phase – in which one of fourteen multinational FBOs was successfully recruited – the execution of the feasibility trial involved a quasi-randomised matched-pairs clustered experiment. Each of the FBO’s ten participating branches underwent pair-wise matching, with similarity of branches judged according to four criteria: Food Hygiene Rating Scheme (FHRS) score, average weekly footfall, number of staff and customer satisfaction rating. The allocation ratio for this trial was 1:1: one branch in each pair was assigned to the treatment group by a representative from the FBO, while the other continued to operate in accordance with their standard operating procedure. As a business-based feasibility trial, customers at participating branches throughout the fieldwork period were automatically enrolled in the trial. The trial was single-blind: customers at treatment branches were not aware that they were receiving an intervention. All customers who visited participating branches throughout the fieldwork period were asked to complete a short in-store survey on a tablet affixed in branches. This survey contained four outcome measures which operationalised customers’: perceptions of food safety in the FBO; trust in the FBO; self-reported confidence to ask for allergen information in future visits; and overall satisfaction with their visit. Results: Fieldwork was conducted from the 3 – 20 March 2020, with cessation occurring prematurely due to the closure of outlets following the proliferation of COVID-19. n=177 participants took part in the trial across the ten branches; however, response rates (which ranged between 0.1 - 0.8%) were likely also adversely affected by COVID-19. Intervention fidelity was an issue in this study: while compliance with delivery of the intervention was relatively high in treatment branches (78.9%), erroneous delivery in control branches was also common (46.2%). Survey data were analysed using random-intercept multilevel linear regression models (due to the nesting of customers within branches). Despite the trial’s modest sample size, there was some evidence to suggest that the intervention had a positive effect for those suffering from allergies/intolerances for the ‘trust’ (β = 1.288, p<0.01) and ‘satisfaction’ (β = 0.945, p<0.01) outcome variables. Due to singularity within the fitted linear models, hierarchical Bayes models were used to corroborate the size of these interactions. Conclusions: The results of this trial suggest that a fully powered clustered RCT would likely be feasible in the UK. In this case, the primary challenge in the execution of the trial was the recruitment of FBOs: despite high levels of initial interest from four chains, only one took part. However, it is likely that the proliferation of COVID-19 adversely impacted chain participation – two other FBOs withdrew during branch eligibility assessment and selection, citing COVID-19 as a barrier. COVID-19 also likely lowered the on-site survey response rate: a significant negative Pearson correlation was observed between daily survey completions and COVID-19 cases in the UK, highlighting a likely relationship between the two. Limitations: The trial was quasi-random: selection of branches, pair matching and allocation to treatment/control groups were not systematically conducted. These processes were undertaken by a representative from the FBO’s Safety and Quality Assurance team (with oversight from Kantar representatives on pair matching), as a result of the chain’s internal operational restrictions.

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Enhancing quality for clients: The balanced counseling strategy. Population Council, 2003. http://dx.doi.org/10.31899/rh2003.1014.

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A central focus of high-quality family-planning care is the interaction between clients and the providers who serve them. In the ideal client-provider interaction, the provider treats all clients respectfully, responds to their reproductive needs and intentions, helps in the selection of the most appropriate family planning method, and offers sufficient information to use the method safely and effectively. To improve the quality of the client-provider interaction, Population Council staff developed a “Balanced Counseling Strategy,” a type of algorithm or decision tree, to be used in combination with several job aids, or visual memory aids. The Balanced Counseling Strategy structures the client-provider interaction to focus on the client’s needs and support the client’s choice of an appropriate method, and leads to improvements in the client-provider interaction when providers use the strategy along with job aids. This brief describes the Balanced Counseling Strategy as an ongoing approach to improving quality of care. It outlines the origin and rationale for developing the strategy and details its subsequent adaptation for use in other contexts.

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