Relevant bibliographies by topics / Staffing Officers

Contents

  1. Journal articles
  2. Dissertations / Theses
  3. Books
  4. Book chapters
  5. Conference papers
  6. Reports

Academic literature on the topic 'Staffing Officers'

Author: Grafiati
Published: 4 June 2021
Last updated: 1 February 2022

Create a spot-on reference in APA, MLA, Chicago, Harvard, and other styles

Select a source type:

Consult the lists of relevant articles, books, theses, conference reports, and other scholarly sources on the topic 'Staffing Officers.'

Next to every source in the list of references, there is an 'Add to bibliography' button. Press on it, and we will generate automatically the bibliographic reference to the chosen work in the citation style you need: APA, MLA, Harvard, Chicago, Vancouver, etc.

You can also download the full text of the academic publication as pdf and read online its abstract whenever available in the metadata.

Journal articles on the topic "Staffing Officers"

1

Bonkiewicz, Luke. "Exploring how an area’s crime-to-cop ratios impact patrol officer productivity." Policing: An International Journal of Police Strategies & Management 39, no. 1 (March 21, 2016): 19–35. http://dx.doi.org/10.1108/pijpsm-05-2015-0064.

Full text
Abstract:
Purpose – The purpose of this paper is to examine how the combined crime rate and staffing levels of a patrol area affect patrol officers’ productivity. Specifically, the author identified and analyzed two macro-level correlates of patrol officer productivity: reported violent crimes per officer and reported property crimes per officer (a beat’s “crime-to-cop” ratios). Design/methodology/approach – Using hierarchical linear modeling, the author estimated the effects of a patrol area’s violent crimes per officer ratio and property crimes per officer ratio on the annual number of traffic citations, warrants, misdemeanor arrests, and felony arrests generated by patrol officers (n=302). The author also examined the effect of these crime-to-cop ratios on a more advanced productivity metric. Findings – The results suggest that a patrol area’s rate of property crimes per officer is associated with a moderate decrease in an officer’s annual number of traffic citations, warrant arrests, and misdemeanor arrests; a patrol area’s rate of violent crimes per officer is also associated with a moderate decrease in an officer’s annual number of traffic citations; and a patrol area’s rate of violent crimes per officer is associated with a moderate increase in an officer’s annual number of warrant and misdemeanor arrests. Notably, the crime-to-cop ratios are not correlated with a more sophisticated patrol productivity metric. Research limitations/implications – The author analyzed data from a mid-sized US police department that uses a generalists policing style. It is unknown if these results translate to smaller or larger police departments, as well as those agencies practicing a specialized policing style. Practical implications – The findings suggest that police scholars should not only recognize how the crime-to-cop ratios of a patrol area might impact patrol officer productivity, but also incorporate more sophisticated metrics of patrol officer activity in future studies. These findings likewise signal to police practitioners that an area’s crime-to-cop ratios should be considered when allocating officers and other resources across patrol areas. Originality/value – To the authors knowledge, this is the first study to identify and examine the link between a patrol area’s crime-to-cop ratios and patrol officer productivity.
APA, Harvard, Vancouver, ISO, and other styles
2

Kinman, Gail, Andrew James Clements, and Jacqui Hart. "When Are You Coming Back? Presenteeism in U.K. Prison Officers." Prison Journal 99, no. 3 (March 21, 2019): 363–83. http://dx.doi.org/10.1177/0032885519838019.

Full text
Abstract:
Presenteeism has negative implications for staff well-being and the safety of prisons, but little is known about its prevalence and causes. This mixed-methods study examines these issues among 1,682 U.K. officers. Most respondents (84%) reported working while sick at least sometimes, with 53% always doing so. Six linked themes were identified that underpinned presenteeism in the prison sector: punitive absence management systems, pressure from management, short-staffing and fear of letting colleagues down, job insecurity, fear of disbelief and shaming, and duty and professionalism. The implications of presenteeism for the health and job performance of prison officers are considered.
APA, Harvard, Vancouver, ISO, and other styles
3

Baernholdt, M., and N. M. Lang. "Government chief nursing officers' perceptions of barriers to using research on staffing." International Nursing Review 54, no. 1 (March 2007): 49–55. http://dx.doi.org/10.1111/j.1466-7657.2007.00511.x.

Full text
APA, Harvard, Vancouver, ISO, and other styles
4

Wulandari, Irma, and Fitri Indahsari. "Tinjauan Kebutuhan Tenaga Kerja Petugas Rekam Medis Berdasarkan Metode Workload Indicator of Staffing Needs (WISN) di Klinik Rawat Inap Ramdani Husada." Jurnal Surya Medika 6, no. 2 (February 15, 2021): 201–9. http://dx.doi.org/10.33084/jsm.v6i2.2137.

Full text
Abstract:
The medical record is one of the most important parts of a health service which must be supported by an adequate number of human resources, so it is necessary to calculate the exact workforce requirements. Medical record activities at Ramdani Husada Inpatient Clinic are not done by officers with medical record education qualifications but are carried out by officers with qualifications of high school education, midwifery diploma, and midwifery diploma. The research objective was to describe the need for medical record personnel based on the WISN (Workload Indicator of Staffing Need) method at the Ramdani Husada Inpatient Clinic. The research design used descriptive quantitative with a cross-sectional approach. The population and sample of the study were all officers who carried out medical record activities as many as 3 people including the clinic manager, head of administration, and administrative staff. The results showed that the available work time was 1,953 hours/year or equivalent to 117,180 minutes/year, the workload standard was not in accordance with the number of available officers, the allowance standard was 1.70 workers. So that the need for medical record officers based on the WISN method is 9 workers. Based on the research results, there is a gap between theory and practice, where the Ramdani Husada Inpatient Clinic does not use the WISN method or other methods for planning its workforce. It is suggested that the Ramdani Husada Inpatient Clinic do deeper planning related to the workforce, especially for medical record officers to increase work productivity and reduce the risk of fatigue in officers.
APA, Harvard, Vancouver, ISO, and other styles
5

Alperin, Diane Elias. "Family Service Agency Personnel Profiles in the 1980s: Implications for Leadership and Practice." Families in Society: The Journal of Contemporary Social Services 74, no. 4 (April 1993): 232–39. http://dx.doi.org/10.1177/104438949307400406.

Full text
Abstract:
A nationwide survey of the executive directors/chief executive officers of Family Service America member agencies was undertaken to assess changes that occurred in personnel and staffing patterns during the conservative decade of the 1980s. The data underscore areas of both continuity and change and have implications for administrators and educators concerned with future leadership and practice roles in family service agencies.
APA, Harvard, Vancouver, ISO, and other styles
6

Callus, Ron. "Employment Characteristics of Full-Time Trade Union Officials in New South Wales." Journal of Industrial Relations 28, no. 3 (September 1986): 410–27. http://dx.doi.org/10.1177/002218568602800305.

Full text
Abstract:
The findings of a survey of full-time union officials are discussed. It is suggested that there are two segments in the labour market for union officials. The first, the traditional, operates as an internal labour market and remains the principal method of selection for the occupations of organizer and executive officers. The second segment represents recent changes in the staffing of large unions. It consists of salaried experts who, unlike the traditional officers, are generally not recruited from within the ranks of the union. Not only is their pattern of recruitment different but they also have attitudes and expectations quite different from the traditional officials.
APA, Harvard, Vancouver, ISO, and other styles
7

Bhate, Surya. "Registrars and senior house officers in psychiatry." Psychiatric Bulletin 14, no. 6 (June 1990): 342–45. http://dx.doi.org/10.1192/pb.14.6.342.

Full text
Abstract:
The Government's proposals in the White Paper have given rise to exceptional controversy and concern not only among professional groups working in the NHS but also among the general public. It is therefore not surprising that the medical profession has somewhat lost sight of the significance of the radical proposals in the report issued in October 1987. The report Hospital Medical Staff: Achieving a Balance ‘Plan for Action’ (1988) was issued on behalf of the UK Health Departments, the Joint Consultants Committee and the Chairmen of the Regional Health Authorities. The report, after a careful review of the alternatives, formulated proposals for an integrated package of measures to achieve gradual reform of hospital staffing structures in the interests of patients and doctors alike. The results of deliberations identified three principal areas: (1) an increase in the number of consultants to provide leadership and career opportunities(2) sensible planning of the number of doctors in career training grades, taking account of career prospects(3) maintenance of necessary levels of support for consultants particularly in the acute specialities.
APA, Harvard, Vancouver, ISO, and other styles
8

Rivera and David W. Rivera, Sharon Werning. "Are Siloviki Still Undemocratic? Elite Support for Political Pluralism during Putin’s Third Presidential Term." Russian Politics 4, no. 4 (November 18, 2019): 499–519. http://dx.doi.org/10.1163/2451-8921-00404004.

Full text
Abstract:
Will Vladimir Putin’s penchant for staffing the state with siloviki undermine the prospects for democratization after he leaves office? The answer to this question hinges on whether Russian military and security officers currently possess a less liberal worldview than do civilian elites, yet little to no research has examined this question in close to a decade. In an effort to fill this gap in existing knowledge, this article investigates the orientations of influential Russians toward several core components of liberal democracy on the basis of a survey conducted in 2016. We find that attitudinal differences between siloviki and civilians persist into this decade. As was the case in both the 1990s and 2000s, elites with professional backgrounds in the force structures were less supportive of political pluralism and individual rights than were those with purely civilian resumés. In addition, active-duty officers were even less liberal than either their retired former colleagues or lifelong civilians. Finally, unlike the situation that apparently prevailed at the very end of Putin’s second presidential term, conventional military officers now espouse nearly identical levels of support for political pluralism as do officers entrusted with internal security.
APA, Harvard, Vancouver, ISO, and other styles
9

Chernykh, Yu, and О. Chernykh. "ANALYSIS OF SOME PROBLEMS OF TRAINING RESERVE OFFICERS IN THE MILITARY INSTITUTE: SUMMARY OF SOCIOLOGICAL SURVEY." Visnyk Taras Shevchenko National University of Kyiv. Military-Special Sciences, no. 2 (42) (2019): 64–69. http://dx.doi.org/10.17721/1728-2217.2019.0.64-69.

Full text
Abstract:
The article identifies the problems of completing the Armed Forces of Ukraine with officers. The problems have been identified in the light ofthe tasks that the armed forces are facing at this time. Recent studies and publications related to the training of reserve officers have beenanalyzed. Sources of staffing of foreign countries' military officers are briefly discussed. We used the system of the general scientific methods of theoretical and empirical research, in particular, the theoretical-methodological analysis of the problem and the relevant scholarly resources, systematization and generalization of the scientific information pertaining to the essence and content of the set objectives, monitoring of the existing system of military specialists training in the Armed Forces of the republic of Belarus, cientific generalisation, the general scientific methods of logical and comparative analysis, systems approach, peer review, analysis andinterpretation of the obtained theoretical and empirical data.According to the results of a sociological survey of a group of students of Taras Shevchenko National University of Kiev studying under thereserve officers training program, some problems of organization of military training were considered. In planning the sociological survey, all questions were summarized in six main blocks: Socio-demographic characteristics of respondents; Student motivation to make the decision to study under the Reserve Officers program and the main factors that influenced this decision; The correspondence of the specialty in which the student studies, the military specialty in which he undergoes military training; Military formations and other power structures of Ukraine, in which students plan to go to military or civil service after graduation; Conditions under which students agree to go to military service in the Armed Forces of Ukraine after graduation; Measures to be taken to improve the quality of student training in the Reserve Officers Training Program. The main indicators that characterize these blocks are identified.The military training of students is an important component for staffing military units and creating a mobilization reserve for the armed forces, both in foreign countries and in Ukraine. Taking into account the results of the sociological survey and the experience of foreign countries, the following proposals have been made to build a two-tier system of training of reserve officers in Ukraine: The first level is the military-wide training of the NCO during the first year of training and the three-week training course. Students who have successfully mastered the first-level program are awarded the military rank of "junior reserve sergeant" and are certified as a platoon commander. Second level - training of reserve officers during the second year of training and 30 days of military training. Continuation of military training may be applied on a competitive basis by students who have a higher rating based on the results of the first stage of preparation.
APA, Harvard, Vancouver, ISO, and other styles
10

Markdorf, N. M. "SECURITY ORGANIZATION AND REGIM OF DETENTION FOR PRISONERS OF WAR AND INTERNEES IN SIBERIAN CAMPS IN 1945-1950." Territory Development, no. 3(17) (2019): 73–83. http://dx.doi.org/10.32324/2412-8945-2019-3-73-83.

Full text
Abstract:
The article provides an analysis of the problems of the provision of camps in Siberia with personnel and the protection of foreign prisoners of war and internees in the 1945-1950s, which were considered and resolved both at the state and regional levels. Despite the low personnel potential, a systematic under-staffing of the military personnel of the garrison of the convoy troops and private security in 1947-1948 largely these problems were solved. This was made possible thanks to the complex of administrative and educational measures, the reduction of unprofitable and understaffed units, the staffing of the camps with freed up qualified officers, prison guards and civilian employees, the strengthening of military discipline, the combat and service training of personnel, the strengthening of control by political departments and operational departments, and the intensification of intelligence -information activities. It was possible to reduce the number of shoots.
APA, Harvard, Vancouver, ISO, and other styles
More sources

Dissertations / Theses on the topic "Staffing Officers"

1

McKinnon, Gregory Colin, and n/a. "Supply of faculty teachers to individual high schools within the A.C.T. Schools' Authority, over the period 1983-1984 : an analysis of needs satisfaction." University of Canberra. Education, 1985. http://erl.canberra.edu.au./public/adt-AUC20061003.122421.

Full text
Abstract:
This dissertation investigates the supply of and demand for High School teachers, working in prescribed faculty areas in Government schools in the A.C.T., over the period from January 1983 to July 1984, for all new temporary teachers appointed to the Service. Statistical details of vacancies for assistant teachers, in the 12 defined faculties of this study, were obtained from the Assistant Principals (Staffing) of the 17 A.C.T. High Schools, as well as from records maintained by the Staffing Officers of the A.C.T. Schools Office. The levels of High School teacher demand, for the period under investigation, are compared with similar statistics obtained for previous years in the A.C.T., as well with other Australian and international figures on teacher supply and demand. Through these comparisons, suggestions are made regarding emerging trends of teacher shortage, in particular faculty areas. Historical parallels are presented to supplement these arguments and to give underlying reasons for the projections that are made. The potential supply of faculty teachers over the period is investigated through an analysis of teacher faculty waiting lists. Numbers from these lists are compared with the actual demand statistics previously collected and a potential supply to vacancy ratio collected for each faculty area. A major part of the study is the construction of supply satisfaction indices, under the headings of: "Overall Satisfaction, Teaching Skills, Academic Qualifications, Other Requirements and Recruitment". These indices were derived from Likert type rating scales completed by the Assistant Principals, in respect of each of the 397 temporary teachers employed. After obtaining an average rating in each faculty, for the five measures of satisfaction, as determined by the Assistant Principals, observations are made as to how closely these indices match the corresponding potential supply indices. Particular emphasis is placed on the comparisons between the recruitment satisfaction index (i.e. - how quickly recruitment was expedited) and the potential supply ratio for each faculty. Reasons are advanced for any significant differences detected, and the overall findings interpreted in terms of possible future trends. The study concludes with an analysis of factors affecting the market for teachers. Recommendations are made for future planning that may offset problems which were detected in the A.C.T. market for High School teachers.
APA, Harvard, Vancouver, ISO, and other styles
2

Hayes, Mark E., and Gordon Hoover Bradley. "Design for a prototype Marine Corps officer staffing model." Thesis, Monterey, California: U.S. Naval Postgraduate School, 1987. http://hdl.handle.net/10945/22731.

Full text
APA, Harvard, Vancouver, ISO, and other styles
3

Qianwen, Xu. "OUTPATIENT PHYSICIAN OFFICE STAFFING MODEL USING DISCRETE EVENT SIMULATION." University of Akron / OhioLINK, 2016. http://rave.ohiolink.edu/etdc/view?acc_num=akron1466970867.

Full text
APA, Harvard, Vancouver, ISO, and other styles
4

Sweeny, James B. "A network model (OSGM-NPS) for the U.S. Marine Corps officer staffing goal problem /." Monterey, Calif. : Springfield, Va. : Naval Postgraduate School ; Available from National Technical Information Service, 1993. http://handle.dtic.mil/100.2/ADA276740.

Full text
APA, Harvard, Vancouver, ISO, and other styles
5

Sweeny, James B. III. "A network model (OSGM-NPS) for the U.S. Marine Corps officer staffing goal problem." Thesis, Monterey, California. Naval Postgraduate School, 1993. http://hdl.handle.net/10945/40004.

Full text
Abstract:
Approved for public release; distribution is unlimited.
This thesis develops and implements a network linear programming model, called the Officer Staffing Goal Model-NPS (OSGM-NPS), to assist the United States Marine Corps in the peacetime allocation of active duty officers to meet manpower requirements. Due to the Marine Corps' small officer population and diverse range of missions, they are constantly faced with the problem of which officer job positions to fill and which to leave vacant. A set of manning targets, called staffing goals , is needed to ensure the officer population is efficiently used. Targets are obtained by an allocation model (a generalized version of an assignment model) that takes the officer population (supply) and manpower requirements (demand) and retums a solution that fills the most requirements with the most suitable officers. A staffing goal for a billet represents the existence of an officer in the population that can fill that billet. The Marine Corps prioritizes requirements into classes, and unmet requirements within a priority class are shared evenly. OSGM-NPS's computer implementation comprises a group of portable algorithms written in FORTRAN using the elastic transhipment network solver ENET. OSGM-NPS solves the officer staffing goal problem with more requirements filled and unmet requirements more evenly shared than the current mainframe computer model, and it executes in a few minutes on a desktop personal computer making it a less expensive, more accessible model
APA, Harvard, Vancouver, ISO, and other styles
6

Overman, April. "Maximizing the Impact of Local Police Agencies through Optimum Staffing Levels." ScholarWorks@UNO, 2014. http://scholarworks.uno.edu/td/1884.

Full text
Abstract:
The purpose of this dissertation is to identify an optimum ratio of police officers to city residents for the purpose of reducing year-to-year crime rates in cities with populations between 25,000 and 999,999. Current research in this area focuses on the impact of the number of police officers on overall crime rates. However, that body of research does not distinguish the impacts found in minimally-staffed, moderately-staffed, and highly-staffed agencies. By examining each of these three groups separately, a statistically significant relationship was determined to exist between per capita staffing levels and short-term property crime reduction for agencies with 1.50 to 2.75 police officers per 1,000 residents. No such relationship existed for agencies with fewer than 1.50 officers or greater than 2.75 officers per 1,000 residents. There was no identifiable relationship between staffing levels and violent crime categories. As a result of this finding, an optimum staffing range has been identified for local law enforcement agencies seeking to make immediate, short-term impacts on property crime.
APA, Harvard, Vancouver, ISO, and other styles
7

Kim, Ki Hwan. "ROK Army manpower force structure validation of organizational (Officer, NCO, and Enlisted Personnel) staffing of an infantry battalion." Thesis, Monterey, Calif. : Springfield, Va. : Naval Postgraduate School ; Available from National Technical Information Service, 2006. http://library.nps.navy.mil/uhtbin/hyperion/06Mar%5FKim.pdf.

Full text
APA, Harvard, Vancouver, ISO, and other styles
8

Monreal, Michael. "A comparison of current Naval Facilities Engineering Command field office staffing methods, state staffing methods and the construction industry institutes owner contractor work structure." Thesis, 2001. http://hdl.handle.net/10945/24346.

Full text
Abstract:
CIVINS
This report was generated by accepting a report topic contained in a list of topics on the Civil Engineer Corps Graduate School Information web page. The topic request and description is noted as follows: Topic. How to Measure Staffing Requirements in ROICC offices and Other Acquisition Functions with a description. Description: We base current staffing requirements on history and only adjust from what we have used in the past years. It is suspected that there is a difference between East Coast and West Coast but do not have numbers to back it up. A long time ago there was a chart used for Resident Officer in Charge of Construction (ROICC) positions showing both dolls in Work in Place (WIP) and number of projects handled showing the number of engineers, con reps, clerks, etc. but is has not been used for about 15 to 20 years. Maybe there should be a current chart or some other consistent means of measuring staffing needs that accounts for type of work size of projects, as well as Design in Place (DIP) and WIP. Research what private industry uses. Look for some method that can be used by all.
APA, Harvard, Vancouver, ISO, and other styles
9

Sedláčková, Helena. "Krajští hejtmané v Čechách (1537 - 1848)." Doctoral thesis, 2016. http://www.nusl.cz/ntk/nusl-353511.

Full text
Abstract:
Dissertation abstract This dissertation deals with the lowest segment of administration in Bohemia - regional offices - with respect to their personnel staffing in 1537-1848. The chronological limits of the work were determined by surviving archival sources of the central institutions and printed calenders and "schematizations" which enabled, with exceptions of a part of problematic years of the Thirty Years'War, to compile the line of the regional governors in this period. The first two chapters briefly discuss the development of the regions and regional governors'duties, and in this way delimit the frames of their activities in the society. The next two chapters form the basis of the study. They are focused on the participation of nobility in the administration of the regions in chronological order. Firstly, the share of the high nobility and particulary aristocracy within in holding the office is observed, dividing the period into three parts, first the period before the White Mountain Bettle, the second within the years 1631-1713 and last is limited by the years of the regions'reforms in 1714 and 1751. The reason for adopting the chronological division was the used method which enabled to specify the biggest land possesors in the regions after the White Mountain period and to clarify the involment of...
APA, Harvard, Vancouver, ISO, and other styles

Books on the topic "Staffing Officers"

1

Organizing and staffing loan review. Philadelphia, Pennsylvania: Robert Morris Associates, 1989.

Find full text
APA, Harvard, Vancouver, ISO, and other styles
2

Joint Officer Handbook (JOH) staffing and action guide. Washington, D.C.]: Joint Chiefs of Staff, Joint Staff, J-7 JETD, 2010.

Find full text
APA, Harvard, Vancouver, ISO, and other styles
3

Connecticut. General Assembly. Legislative Program Review and Investigations Committee. Correction officer staffing. Hartford: Connecticut General Assembly, Legislative Program Review and Investigations Committee, 2003.

Find full text
APA, Harvard, Vancouver, ISO, and other styles
4

Virginia. General Assembly. Joint Legislative Audit & Review Commission. Technical report of the Joint Legislative Audit and Review Commission on statewide staffing standards for the funding of financial officers to the Governor and the General Assembly of Virginia. Richmond: Commonwealth of Virginia, 1990.

Find full text
APA, Harvard, Vancouver, ISO, and other styles
5

Office, General Accounting. Drug war: Drug Enforcement Administration staffing and reporting in Southeast Asia : report to the Chairman and Ranking Minority Member, Committee on Government Operations, House of Representatives. Washington, D.C: U.S. General Accounting Office, 1992.

Find full text
APA, Harvard, Vancouver, ISO, and other styles
6

Hayes, Mark E. Design for a prototype Marine Corps officer staffing model. Monterey, Calif: Naval Postgraduate School, 1987.

Find full text
APA, Harvard, Vancouver, ISO, and other styles
7

Association, Medical Group Management, ed. Innovative staffing for the medical practice. Englewood, CO: Medical Group Management Association, 2011.

Find full text
APA, Harvard, Vancouver, ISO, and other styles
8

Association, American Medical, and Coker Group, eds. Assessing and improving staffing and organization. Chicago: AMA Press, 2000.

Find full text
APA, Harvard, Vancouver, ISO, and other styles
9

Knapp, Karl. Salary and staffing patterns in financial aid offices, 1987-88. Washington, D.C: National Association of Student Financial Aid Administrators, 1989.

Find full text
APA, Harvard, Vancouver, ISO, and other styles
10

Florida. Office of Program Policy Analysis and Government Accountability. Policy review of the Department of Corrections' correctional officer staffing. [Tallahassee, Fla.]: The Office, 1996.

Find full text
APA, Harvard, Vancouver, ISO, and other styles
More sources

Book chapters on the topic "Staffing Officers"

1

Devonshire-Ellis, Chris, Andy Scott, and Sam Woollard. "Staffing the Organization." In Setting Up Representative Offices in China, 9–26. Berlin, Heidelberg: Springer Berlin Heidelberg, 2011. http://dx.doi.org/10.1007/978-3-642-16071-4_2.

Full text
APA, Harvard, Vancouver, ISO, and other styles
2

Izbash, Kateryna. "ADMINISTRATIVE AND LEGAL SUPPORT OF PERSONNEL TRAINING OF THE NATIONAL POLICE OF UKRAINE." In Priority areas for development of scientific research: domestic and foreign experience. Publishing House “Baltija Publishing”, 2021. http://dx.doi.org/10.30525/978-9934-26-049-0-30.

Full text
Abstract:
The article is devoted to the study of the current state of staffing of the bodies and units of the National Police of Ukraine. It is proved that the priority direction of law enforcement reform is to improve the staffing of the National Police, which consists in its timely and optimal provision, efficient and balanced process of selection, staffing, development and dismissal of personnel. The main legal acts on staffing the National Police of Ukraine are: the Constitution of Ukraine, laws of Ukraine: «On the National Police», «On the Disciplinary Statute of the National Police of Ukraine», Resolutions of the Cabinet of Ministers of Ukraine: «On the establishment of the National Police of Ukraine»; «On approval of the Regulations on the National Police»; «On the uniform of police officers»; «On the financial support of the National Police» and others. It is analyzed that the Law of Ukraine «On the National Police» adopted in 2015 contributed to the renewal of personnel work in the bodies and units of the National Police of Ukraine. It is substantiated that the positive aspects of staffing in accordance with the Law of Ukraine «On the National Police» are: 1) the establishment of permanent police commissions in the police to ensure transparent selection, competition and promotion of police officers; 2) mandatory presence of two members of the public in the permanent police commission; 3) holding a competition for service in the police, for a vacant position; 4) carrying out of attestation of the policeman by attestation commissions of bodies, institutions, establishments of police, in the cases directly provided by the specified Law; 5) the mechanism of movement of police officers in police bodies, institutions and establishments. However, despite the positive changes that have taken place since the establishment of the National Police, there are many issues that need to be addressed. It is argued that the essence of staffing is a timely, optimal and balanced process of selection, service, certification, dismissal of personnel and aimed at providing the National Police bodies and units with highly qualified personnel who serve society by protecting human rights and freedoms, combating crime, maintaining public safety and order.
APA, Harvard, Vancouver, ISO, and other styles
3

ABBOTT, P. "Staffing." In Front Office, 184–95. Elsevier, 1999. http://dx.doi.org/10.1016/b978-0-7506-4230-9.50015-0.

Full text
APA, Harvard, Vancouver, ISO, and other styles
4

"Chapter Three. Leadership and Staffing." In The Family Office, 32–50. Columbia University Press, 2021. http://dx.doi.org/10.7312/wood20062-007.

Full text
APA, Harvard, Vancouver, ISO, and other styles
5

"Proposed BOI head office departments, staffing and functions." In Investment Policy Review - Sri Lanka, 79. UN, 2004. http://dx.doi.org/10.18356/5a4caebf-en.

Full text
APA, Harvard, Vancouver, ISO, and other styles
6

"Functions and Staffing of a Hospital Safety Office." In Handbook of Modern Hospital Safety, 1159–70. CRC Press, 2009. http://dx.doi.org/10.1201/9781420047868-34.

Full text
APA, Harvard, Vancouver, ISO, and other styles
7

Kayman, Lindsey, and John Clemons. "Functions and Staffing of a Hospital Safety Office." In Handbook of Modern Hospital Safety, Second Edition, 1–11. CRC Press, 2009. http://dx.doi.org/10.1201/9781420047868-c29.

Full text
APA, Harvard, Vancouver, ISO, and other styles
8

Gillespie, Alisdair, and Siobhan Weare. "8. Staffing and Appointments to the Courts and Tribunals." In The English Legal System. Oxford University Press, 2017. http://dx.doi.org/10.1093/he/9780198785439.003.0008.

Full text
Abstract:
This chapter provides an introduction to the courts and tribunals judiciary. It discusses the judicial office, judicial appointments, judicial diversity, and judicial training. There are different levels of judges within the courts and tribunals, with the senior judiciary comprising the Lord Chief Justice and Heads of Division. The Lord Chief Justice is the Head of the Judiciary. The Head of the Tribunals is the Senior President of the Tribunals. There are also part-time members of the judiciary known either as district judges, recorders, or Deputy High Court Judges depending on which court they sit in. This chapter assesses the similarities and differences between the court judiciary and tribunal judiciary.
APA, Harvard, Vancouver, ISO, and other styles
9

Linehan, Peter. "The Archbishop’s Chapel." In At the Edge of Reformation, 100–121. Oxford University Press, 2019. http://dx.doi.org/10.1093/oso/9780198834199.003.0005.

Full text
Abstract:
This chapter opens with events in 1334, including the establishment of a new chapel for Braga cathedral to be under the overall charge of the dean, with the proviso that he should not be a foreigner. Details are given of the exhaustive rules (confirmed by the pope) for its staffing; the duties of its chaplains; provision for lodging and feeding; offices; and for burial space to be reserved for archbishops, but not for kings. The chapter then moves on to 1340, the battle of the Salado, followed in 1341 by Afonso IV’s attack on the archbishop of Braga’s possession of that city, since the donation of Braga to the church in 1120 was ‘invalid inasmuch as the city pertained to the corona regis and had not been the property of the donor’. The archbishop’s allegationes in response, as submitted to the judgment of judges at Avignon, are described and analysed.
APA, Harvard, Vancouver, ISO, and other styles
10

Gephart, Drew Allen. "Low-Cost Initiatives for Expanding Study Abroad Opportunities." In Study Abroad Opportunities for Community College Students and Strategies for Global Learning, 158–71. IGI Global, 2019. http://dx.doi.org/10.4018/978-1-5225-6252-8.ch011.

Full text
Abstract:
Community colleges without a budget strictly allocated to study abroad programs need to be creative in how they expand opportunities for their students. This chapter will focus on the strategies developed by the Peralta Community College District's Office of International Education to develop a stronger study abroad program with limited resources and staffing. After the Peralta Colleges committed to the Institute of International Education's Generation Study Abroad initiative in 2014, it created new study abroad programs, organized annual study abroad fairs, was awarded a scholarship of $7,500, created new promotional materials and an administrative procedure, launched a new website and newsletter, organized financial aid workshops and professional development day presentations for faculty, and opened a study abroad scholarship through its foundation. The chapter will share how other colleges can learn from these efforts and institutionalize study abroad on their campuses.
APA, Harvard, Vancouver, ISO, and other styles

Conference papers on the topic "Staffing Officers"

1

Carey, Robert P., and Carl C. Cassell. "Woodsdale: A Unique Peak Generating Plant." In ASME 1993 International Gas Turbine and Aeroengine Congress and Exposition. American Society of Mechanical Engineers, 1993. http://dx.doi.org/10.1115/93-gt-177.

Full text
Abstract:
The Cincinnati Gas & Electric Company (CG&E) has recently completed construction of the first block of units at their Woodsdale Generating Station, near Trenton, Ohio. The first block of six indoor simple cycle combustion turbine-generators are in commercial operation, with additional space allocated for six more units to be constructed as their peak electric load requires. Woodsdale Generating Station, ultimately having a peaking capacity of 960 MW, has several features unique to a peaking plant. The units are fueled with natural gas or propane, with fuel switchover capability. NOx emission control is achieved with water injection, produced by a water treatment system consisting of filtration, reverse osmosis, and demineralizers. The station also includes a central control room, black start unit, office and maintenance facilities, compressed air system, and computer-monitored gas detectors throughout. The plant staffing, operating history, and lessons learned during the first several months of service are presented.
APA, Harvard, Vancouver, ISO, and other styles
2

Van Camp, Scott G., Michael G. Deiters, Jeremy S. Stevenson, and Timothy P. Jamison. "Implementation of the Best in Class Project Management and Contract Management Initiative at the Department of Energy’s Office of Environmental Management." In ASME 2009 12th International Conference on Environmental Remediation and Radioactive Waste Management. ASMEDC, 2009. http://dx.doi.org/10.1115/icem2009-16062.

Full text
Abstract:
Since its creation in 1989, the Department of Energy (DOE), Office of Environmental Management (EM) has struggled with a legacy of inadequate project management and contract management. This has been manifested in recurring scope changes, cost overruns and schedule delays, and has been documented in multiple internal and external reviews. EM has committed itself to improving project performance and undertaken a number of proactive management initiatives including the development of a “Best in Class” Project Management and Contract Management organization (i.e., the BICPM Initiative). During 2007, EM assessed the status of project management and contract management at 15 EM sites. These assessments evaluated strengths and weaknesses in 12 key project management capabilities and three contract management benchmarks. The January 2008 Compilation Assessment Report showed that EM faces significant challenges in its mission execution due to staffing shortages, project and contract management integration, insufficient project-oriented culture, and lack of a clear role for Headquarters in BICPM. EM then formulated a strategy to meet their objectives in the March 2008 Corporate Implementation Plan. It summarizes BICPM efforts, introduces the vision for BICPM, identifies the strategy for achieving BICPM, and describes a process for implementing BICPM. That is, it acts as a roadmap to address EM’s challenges. It also documents 18 Recommended Priority Actions (RPAs) that are the key to correcting these challenges. These RPAs provide a clear path forward that can be communicated to the entire EM organization and provide the foundation upon which a BICPM culture can be built. EM has since gained considerable momentum and progress towards institutionalizing BICPM. This paper provides a discussion of the BICPM Initiative and its implementation.
APA, Harvard, Vancouver, ISO, and other styles
3

Cetiner, Sacit M., David L. Fugate, Roger A. Kisner, Michael D. Muhlheim, and Richard T. Wood. "Development of a Supervisory Control System Concept for Advanced Small Modular Reactors." In ASME 2014 Small Modular Reactors Symposium. American Society of Mechanical Engineers, 2014. http://dx.doi.org/10.1115/smr2014-3403.

Full text
Abstract:
Small modular reactors (SMRs) can provide the United States with a safe, sustainable, and carbon-neutral energy source. Because of their small size and, in many cases, simplified nuclear island configurations, it is expected that capital costs will be less for SMRs compared to that of large, Generation III+ light-water reactors. Advanced SMRs (AdvSMRs), which use coolants other than water as the primary heat transport medium, introduce several passive safety concepts and controls features that further reduce the complexity of primary system designs by eliminating redundant components and systems. Under U.S. Department of Energy (DOE) Office of Nuclear Energy (NE), the Supervisory Control of Multi-Modular SMR Plants project was established to enable innovative control strategies and methods to supervise multi-unit plants, accommodate shared systems, identify opportunities to increase the level of automation, define economic metrics based on the relationship between control and staffing levels, and permit flexible co-generation operational regimes. This paper documents current findings from the Supervisory Control project. Specifically, it defines and documents strategies, functional elements, and an architectural structure for supervisory control of a representative generic AdvSMR plant. More specifically, this research advances the state-of-the art by incorporating decision making into the supervisory control system architectural layers through the introduction of tiered taxonomy of plant systems and subsystems. The proposed architecture has the features of planning and scheduling, analyzing plant status, diagnosing problems as they develop and predicting potential future problems, making decisions based on these features, and generating validated commands to lower control layers in the architecture.
APA, Harvard, Vancouver, ISO, and other styles

Reports on the topic "Staffing Officers"

1

Nielsen, D. C. Officer Staffing in Reserve Infantry Battalions. Fort Belvoir, VA: Defense Technical Information Center, February 2008. http://dx.doi.org/10.21236/ada510301.

Full text
APA, Harvard, Vancouver, ISO, and other styles
2

Hatch, William D., Ohanian II, Simon Arthur, and Cary. Ship's Officer Staffing Guide: Report of Findings and Recommendations. Fort Belvoir, VA: Defense Technical Information Center, October 2003. http://dx.doi.org/10.21236/ada419830.

Full text
APA, Harvard, Vancouver, ISO, and other styles
3

Monreal, Michael. A Comparison of Current Naval Facilities Engineering Command Field Office Staffing Methods, State Staffing Methods and the Construction Industry Institutes Owner Contractor Work Structure. Fort Belvoir, VA: Defense Technical Information Center, January 2001. http://dx.doi.org/10.21236/ada390413.

Full text
APA, Harvard, Vancouver, ISO, and other styles
You might also be interested in the extended bibliographies on the topic 'Staffing Officers' for particular source types:
Journal articles Books
We offer discounts on all premium plans for authors whose works are included in thematic literature selections. Contact us to get a unique promo code!

To the bibliography