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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.
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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.
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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.
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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.
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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.
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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.
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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.
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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.
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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.
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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.
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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.
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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.
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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.
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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.
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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.
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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.
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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.
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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.
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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.
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Romashov, Yu S. "PRINCIPLES OF PUBLIC ADMINISTRATION OF STAFFING OF THE NATIONAL POLICE OF UKRAINE." Actual problems of native jurisprudence, no. 06 (March 2, 2020): 106–9. http://dx.doi.org/10.15421/3919104.
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It is emphasized that in order to fulfill the tasks assigned to the National Police of Ukraine, a stable and highly professional staff is required, capable of properly responding to the challenges and threats in the sphere of internal affairs. Therefore, the purpose of the article is to identify and summarize the system of principles of public administration of personnel support of the National Police of Ukraine on the basis of the theory of administrative law, the analysis of relevant normative-legal domestic and foreign acts, works of scientists and other sources. Thus, in the scientific work the system of principles of public administration of personnel support of the National Police of Ukraine was identified and described as the basic principles of the realization of public power in order to satisfy the society with professional, conscientious, ethically educated police officers, who can potentially carry out preventive activities and restore the rights and freedoms of the process crimes. It is determined that the principles of public administration of personnel of the National Police of Ukraine are the basic provisions, guiding ideas, norms of behavior, which are formulated in the form of a certain scientific provision and are fixed mainly in the legal form, reflect the content, structure, forms and methods of public administration of human resources for law enforcement agencies for the purpose of satisfying the public with professional, conscientious, ethically educated police officers to carry out the tasks assigned to the bodies and units of the National Ukrainian police. It is concluded that the principles of staffing of the National Police of Ukraine should be divided into general (rule of law, legality, political neutrality, integrity, transparency and openness, interaction with the public, patriotism, science, efficiency, competence) and functional-managerial principles (hierarchical, distribution of powers, collegiality and sole command, accountability, quality staffing of the National Police bodies to ensure legal and social workers, etc.).
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Pate, Antony M., and Penny Shtull. "Community Policing Grows in Brooklyn: An Inside View of the New York City Police Department's Model Precinct." Crime & Delinquency 40, no. 3 (July 1994): 384–410. http://dx.doi.org/10.1177/0011128794040003006.
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In 1990 the New York City Police Department committed itself to implementing community-oriented policing throughout the city. They selected the 72nd precinct in Brooklyn to test a comprehensive police model with full staffing and resources. The Police Foundation, with funding from the National Institute of Justice, conducted a process evaluation of the program, which among other things, examined its effects on the structure and operations of police activities. Results showed that officers had favorable impressions of community policing and that they were able to identify residents' concerns and develop effective methods for solving neighborhood problems.
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TARASOV, S. A. "THE PECULIARITIES OF PERSONNEL WORK ON COMPLETING COMMAND POSITIONS OF THE RED ARMY AIR FORCE IN 1944–1945." JOURNAL OF PUBLIC AND MUNICIPAL ADMINISTRATION 9, no. 3 (2020): 187–99. http://dx.doi.org/10.22394/2225-8272-2020-9-3-187-199.
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The article is devoted to the issues of staffing the command positions of the Red Army Air Force in the third period of the Great Patriotic War and the role of personnel bodies in their resolution. It is noted that the activities of the military tribunals in this period are characterized by a high percentage of convictions of the command staff of the Red Army and references are made to documents confirming the existence of facts of unjustified prosecution of command personnel. During this period, the main principles for selecting officers for further career advancement were the level of their professional skills and political reliability.
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Sedlmeyer, Leo R., and Rocky J. Dwyer. "Fire officer leadership strategies for cost management." Disaster Prevention and Management: An International Journal 27, no. 5 (November 5, 2018): 495–507. http://dx.doi.org/10.1108/dpm-11-2017-0283.
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Purpose The purpose of this paper is to explore leadership strategies of fire officers used by fire office leaders to manage costs associated with hazardous operations. Design/methodology/approach The methodology employed in this study was a qualitative method using a case study design. The participants in this research study comprised 13 randomly selected fire officers from fire stations within a major metropolitan area located in the USA who had five or more years hazardous operations experience. In addition to interviews, workplace practices, policies and procedures related to hazardous operations and cost management were analyzed. Limitations of this study include both the sample size, and the geographic area, which impacts the ability to generalize the results of the study. Findings Four central themes emerged from the study, namely, servant leadership, partnership, accountability and creative staffing, which are crucial strategies to manage costs associated with hazardous operations. The findings of this study further indicate fire officers must distinguish between the most appropriate action for any given situation to achieve the fire department goals and objectives. Practical implications Managing cost effective hazardous operations through sound leadership strategies reduced injuries and saved lives, which results in cost savings in fire departmental budgets, labor costs and health care costs, which can further support the redirection of funds to critical areas of fire operations. Originality/value The value of identifying leadership strategies related to hazardous operations cost management may reduce injuries, save lives and ensure adequate budget allocations for fire departments. Social implications include innovative leadership strategies, which may enable fire officers to promote positive social change through saving lives of fire fighters and the citizens they serve.
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Selvester, Jackline Mokeira, Moses Otiati Esilaba, and Oscar Omondi Donde. "Status and effects of health workforce related factors on implementation of universal health care in Nakuru West Sub County, Nakuru, Kenya." International Journal Of Community Medicine And Public Health 8, no. 1 (December 25, 2020): 90. http://dx.doi.org/10.18203/2394-6040.ijcmph20205681.
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Background: Globally, due to low health care coverage, there have been continued efforts to ensure that there is increased accessibility to quality, affordable and equitable universal health care (UHC) services in most parts of developing countries, such as within Nakuru county in Kenya.Methods: The study focused on determining health workforce gaps in health care facilities that affect the implementation of UHC in Nakuru West Sub County. Cross-sectional study design was applied, data was collected using structured questionnaires, analyzed using statistical package for social sciences 23rd version and presented in charts for ease comparison.Results: The findings of this study indicated that there was shortage of HWCs. This implies that the staffing in the facilities located in Nakuru West Sub-County is inadequate for the implementation of the Kenyan government UHC and it was evident that the mostly affected sections were the nursing, public health officer (PHO), pharmacy, clinical officers and laboratory in that order. Most alarmingly, majority of the HCWs (58.2%) were not being appreciated for good work, despite the fact that they play a key role in the implementation of UHC.Conclusions: It is therefore imperative for the county government which is the arm of the Kenyan government to ensure that they recruit adequate health care workers in all cadres to serve the continuously rising population and HCWs should have adequate level of education, acceptable training skills and be well- motivated.
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Sabri, Bibi Khairani Mohamed, Norsidah Ujang, Afida Mastura Muhammad Arif, and Srazali Aripin. "Measures in curbing poor compliance to building control regulation among renovated terrace houses." International Journal of Law in the Built Environment 9, no. 3 (October 9, 2017): 256–71. http://dx.doi.org/10.1108/ijlbe-06-2017-0018.
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Purpose The purpose of this study is to explore measures taken by local authorities in curbing poor compliance among renovated terrace houses in the state of Selangor, Malaysia. Design/methodology/approach A qualitative methodology was selected in the data collection and analysis of the study. Seven local authority officers from seven selected local authorities were invited to participate in a face-to-face interview session to share their experience. A focus group was conducted for the purpose of confirming the validity of the data collected during the interview session. The focus group consisted of 32 officers in charge of building control enforcement invited from 11 local authorities within Selangor State. Findings The results show that collecting revenue rather than ensuring compliance is the main objective among the authorities responsible for enforcing the regulations. There are four common tools adopted to penalize the offenders, which are compounds, demolition, prosecution and court orders, with a mix of opinions on their objective achievement. Major obstacles identified in the implementation of the enforcement task are low staffing capacity in monitoring and inspection, difficulties in preparing investigation paper and problems carrying out the demolition of illegal extensions. Originality/value The study uncovers obstacles to enforcing regulations on home renovations. The findings contribute toward improving the enforcement practices of local building control authorities.
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Wati, Siti Fatma, and Chatarina Umbul Wahjuni. "The Differences of the Behavioral Factors of Midwifes in UCI village and non UCI." Jurnal Berkala Epidemiologi 2, no. 1 (January 1, 2014): 130. http://dx.doi.org/10.20473/jbe.v2i1.2014.130-140.
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ABSTRACT2-3 millions of people in all groups of age die every year caused by the diseases that can be prevented by immunization: diphtheria, pertussis, tetanus and measles. It is due to the UCI village target from year to year are not increased properly. One of the reasons of the unattainable UCI’s target is due to the factor of the officers. This research aims to determine the differences of the characteristic and the behavioral of the officers in UCI village as well as non-UCI in the District of Pasuruan (Kabupaten Pasuruan). The research is conducted by using the design of cross sectional. The samples in this study were 76 village midwifes. Sampling was stratified random sampling method. Data were analyzed using chi square statistical test. The independent variabel is the status of village UCI. The dependent variable is the characteristics of the village midwifes ( age, background of the knowledge, work experiences, employment status, training and double/dual duty), knowledge, action and attitude. There are significant differences in some variables of obstetricians such as the work experiences (p=0,023), the employment status (p=0,030), the double/dual duty (p=0,013), the knowledge (p=0,003), the action (p=0,017), and the behavior (p=0,045). Meanwhile, several variables have not significant differences, such as the age (p=0,193), the knowledge (p=0,185), the training activity (p=0,762), and the behavioral (0,219). Based on the brief explanation above, we can draw the conclusion that there are the differentiations in UCI village as well as non UCI village from the officers including the factors of the work experiences, the staffing, the double duty, the knowledge, the action and behavior. The policy so that the obstetricians will focus on running the programs in accordance with the skills.Keywords: the characteristic, the duty, the behavioral, the status of UCI villages, the village midwifes.
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Wati, Siti Fatma, and Chatarina Umbul Wahjuni. "The Differences of the Behavioral Factors of Midwifes in UCI village and non UCI." Jurnal Berkala Epidemiologi 2, no. 1 (January 1, 2014): 130. http://dx.doi.org/10.20473/jbe.v2i12014.130-140.
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ABSTRACT2-3 millions of people in all groups of age die every year caused by the diseases that can be prevented by immunization: diphtheria, pertussis, tetanus and measles. It is due to the UCI village target from year to year are not increased properly. One of the reasons of the unattainable UCI’s target is due to the factor of the officers. This research aims to determine the differences of the characteristic and the behavioral of the officers in UCI village as well as non-UCI in the District of Pasuruan (Kabupaten Pasuruan). The research is conducted by using the design of cross sectional. The samples in this study were 76 village midwifes. Sampling was stratified random sampling method. Data were analyzed using chi square statistical test. The independent variabel is the status of village UCI. The dependent variable is the characteristics of the village midwifes ( age, background of the knowledge, work experiences, employment status, training and double/dual duty), knowledge, action and attitude. There are significant differences in some variables of obstetricians such as the work experiences (p=0,023), the employment status (p=0,030), the double/dual duty (p=0,013), the knowledge (p=0,003), the action (p=0,017), and the behavior (p=0,045). Meanwhile, several variables have not significant differences, such as the age (p=0,193), the knowledge (p=0,185), the training activity (p=0,762), and the behavioral (0,219). Based on the brief explanation above, we can draw the conclusion that there are the differentiations in UCI village as well as non UCI village from the officers including the factors of the work experiences, the staffing, the double duty, the knowledge, the action and behavior. The policy so that the obstetricians will focus on running the programs in accordance with the skills.Keywords: the characteristic, the duty, the behavioral, the status of UCI villages, the village midwifes.
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Starr, Nichole, Sarah Carpenter, Melissa Carvalho, Aileen Souza, Robin Chin, George Kasotakis, and Mengistu Worku. "Diagnosis and management of surgical disease at Ethiopian health centres: cross-sectional survey of resources and barriers to care." BMJ Open 9, no. 10 (October 2019): e031525. http://dx.doi.org/10.1136/bmjopen-2019-031525.
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ObjectivesThe aim of this study was to characterise the resources and challenges for surgical care and referrals at health centres (HCs) in South Wollo Zone, Ethiopia.SettingEight primary HCs in South Wollo Zone, Ethiopia.ParticipantsEight health officers and nurses staffing eight HCs completed a survey.DesignThe study was a survey-based, cross-sectional assessment of HCs in South Wollo Zone, Ethiopia and data were collected over a 30-day period from November 2014 to January 2015.Primary and secondary outcome measuresSurvey assessed human and material resources, diagnostic capabilities and challenges and patient-reported barriers to care.ResultsEight HCs had an average of 18 providers each, the majority of which were nurses (62.2%) and health officers (20.7%). HCs had intermittent availability of clean water, nasogastric tubes, rectal tubes and suturing materials, none of them had any form of imaging. A total of 168 surgical patients were seen at the 8 HCs; 58% were referred for surgery. Most common diagnoses were trauma/burns (42%) and need for caesarean section (9%). Of those who did not receive surgery, 32 patients reported specific barriers to obtaining care (91.4%). The most common specific barriers were patients not being decision makers to have surgery, lack of family/social support and inability to afford hospital fees.ConclusionsHCs in South Wollo Zone, Ethiopia are well-staffed with nurses and health officers, however they face a number of diagnostic and treatment challenges due to lack of material resources. Many patients requiring surgery receive initial diagnosis and care at HCs; sociocultural and financial factors commonly prohibit these patients from receiving surgery. Further study is needed to determine how such delays may impact patient outcomes. Improving material resources at HCs and exploring community and family perceptions of surgery may enable more streamlined access to surgical care and prevent delays.
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Palazzi, Mauro F., Carlo Soatti, Barbara A. Jereczek-Fossa, Luigi F. Cazzaniga, Paolo Antognoni, Gianstefano Gardani, Marcello Amadori, et al. "Equipment, staffing, and provision of radiotherapy in Lombardy, Italy: Results of three surveys performed between 2012 and 2016." Tumori Journal 104, no. 5 (July 9, 2018): 352–60. http://dx.doi.org/10.1177/0300891618784800.
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Introduction: Several efforts are being implemented at the European level to measure provision of up-to-date radiation treatments across the continent. Methods: A snapshot survey involving all radiation oncology centers within Lombardy, Italy, was performed in 2012 and repeated in 2014 and 2016, in cooperation with regional governmental officers. Centers were asked to provide detailed information concerning all individual patients being treated on the index day, and to report data on available local resources. Results: We observed an increase in the number of centers and of megavoltage units (MVU) (from 76 to 87, i.e., 8.7 MVU per million inhabitants in 2016). Mean number of MVU per center was 2.5. Average age of MVU increased from 5.3 to 7.5 years and patients on the waiting list also increased. Conformal 3D radiotherapy (RT) treatments decreased from 56% to 42% and were progressively replaced by intensity-modulated RT treatments (from 39% to 49%). Waiting times were overall satisfactory. Radiation oncologists treated on average 152 and radiation therapists 100 RT courses per year. Average reimbursement per course was €4,879 (range €2,476–€8,014). Conclusions: The methodology of snapshot survey proved feasible and provided valuable information about radiation oncology provision and accessibility in Lombardy.
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Sefullah, Andi, A. Muin Fahmal, and Muhammad Fachri Said. "Implementasi Sistem Merit Dalam Manajemen Aparatur Sipil Negara Kementerian Agama Sulawesi Selatan." Kalabbirang Law Journal 2, no. 1 (May 10, 2020): 30–40. http://dx.doi.org/10.35877/454ri.kalabbirang28.
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Undang-undang No.5 Tahun 2014 tentang Aparatur Sipil Negara (ASN) merupakan wujud dari kelanjutan pelaksanaan Reformasi Birokrasi, menuju profesionalisme pegawai. Merit sistem merupakan cerminan manajemen kepegawaian yang profesional dimana penempatan pegawai dan pejabat menggunakan kompetensi kinerja dan track record sebagai alat ukur pengangkatan Tujuan penelitian ini untuk mengevaluasi implementasi sistem merit dalam Manajemen ASN pada Kantor Wilayah Kementerian Agama Prov. Sulawesi Selatan dan melihat faktor-faktor yang mempengaruhi implementasi sitem tersebut. Penelitian ini merupakan penelitian normatif empiris dengan menggunakan pendekatan kualitatif dengan tujuan mengetahui bagaimana implementasi sistem merit dalam manajemen ASN serta faktor-faktor yang mempengaruhi implementasi tersebut. Sehingga diharapkan dapat memberikan sumbangan pemikiran terhadap pemerintah dalam pengkajian dan pelaksanaan sistem merit kearah yang lebih baik.
The implementation of the Act Number 5, Year 2014 on The Civil State Apparatus is entity of a sustainable successful implementation of bureaucracy reform head to officers professionalism. The Merit System is a reflection of professional staffing management. The merit system is performance assessment based on work performance. The purpose of this research is to evaluate the implementation of merit system to officers development according to the needs of South Celebes Regional Office the Ministry of Religions and the factors affecting of its implementations. It is a normatif-empiric method with qualitative approach. It is hoped to describe the implementation of merit system in civil state management and and the factors affecting of its implementations. So that it is expected to contribute ideas to the government in the study and implementation of a better Merit System.
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Reed, Paul. "A Personal Journal Account of the Monrovia Medical Unit in Liberia." Disaster Medicine and Public Health Preparedness 9, no. 5 (April 17, 2015): 581–85. http://dx.doi.org/10.1017/dmp.2015.45.
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AbstractOn September 16, 2014, President Obama, speaking from the Centers for Disease Control and Prevention in Atlanta, Georgia, declared the Ebola epidemic in West Africa a national security priority and laid out the US government’s plan for contributing to and helping to lead the international response. There were, and remain, several facets to the US government’s efforts to help control the epidemic, including the commitment to provide a facility and staffing in Liberia that would ensure access to a high level of quality care for any Liberian or international health care workers who may, themselves, become infected and ill with Ebola. That facility came to be known as the Monrovia Medical Unit and is staffed by officers of the US Public Health Service. The following pages are excerpts from the journal I kept during my time at the Monrovia Medical Unit, which I hope will relate some elements of the concerted effort that took place that led to this arm of the US government response being established. (Disaster Med Public Health Preparedness. 2015;9:581–585)
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Louie, Vivianne W., and Toni L. Doolen. "A Study of Factors that Contribute to Maritime Fatigue." Marine Technology and SNAME News 44, no. 02 (April 1, 2007): 82–92. http://dx.doi.org/10.5957/mt1.2007.44.2.82.
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Many advances have been made to shipping and the maritime industry over the last century. Despite these advances, errors that lead to injuries, accidents, and catastrophes continue to occur. Fatigue has been identified as a major contributor to these incidents. The purpose of this study was to investigate the causes of fatigue for mariners and, specifically, for deck watch officers (DWOs). A review of the literature was completed to identify factors that might impact the prevalence of fatigue in the maritime industry. Questionnaires and face-to-face interviews were used to collect data to evaluate the relationship among sleep, the mariner's work environment, and fatigue. It was found that advances in technology have reduced the number of personnel on the bridge and, subsequently, increased the workload for DWOs. With the multitude of DWO duties and responsibilities, current staffing levels are not always adequate for ensuring proper rest. While regulations that address hours of rest for mariners appear to be adequate, current regulations do not adequately address the challenges of dynamic schedules and human physiology.
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Polovnikov, Vadym, Serhii Khalymon, Anatolii Komziuk, and Volodymyr Kopanchuk. "Social issues of the State Border Guard Service of Ukraine personnel management." Revista Amazonia Investiga 9, no. 29 (May 18, 2020): 395–406. http://dx.doi.org/10.34069/ai/2020.29.05.44.
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The article presents an analysis of the results of officers’ survey of the State Border Guard Service of Ukraine (SBGSU), which was conducted to study the current state of solving socially important issues for SBGSU servicemen that may cause staff turnover and problems in SBGSU personnel management. This problem is characteristic not only to SBGSU, but also of other law enforcement agencies of Ukraine and foreign countries. To this end, the works of scientists, data statistics reports from different sources were studied, as well as the survey of 112 servicemen who are serving at the SBGSU in different positions and in different areas of professional activity was conducted. Generalization and interpreting the survey results made it possible to find out about officers’ attitudes to service at SBGSU bodies and to assess the status of social issues solving. It is concluded that such circumstances are one of the main factors that a large number of servicemen do not want to continue contracts for military service at SBGSU after the first contract closure at a young age. It has a great importance for resolving staffing issues and determining which issues should be given greater attention in future, including the legislative level. This is important for search appropriate options for the content of the personnel policy and the social and legal support of SBGSU servicemen. Stability ensuring of the personnel will help to increase the general level of professional skill and correspondingly ensure the security of the state border, increase the effectiveness of counteracting illegal activities, management of the state border security in modern conditions.f the state border security in modern conditions.
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Makarevich, O. L. "MOBILIZATION AND MANNING OF THE RED ARMY DURING THE CIVIL WAR IN RUSSIA (1918-1922)." Bulletin of Udmurt University. Series History and Philology 30, no. 4 (August 25, 2020): 616–27. http://dx.doi.org/10.35634/2412-9534-2020-30-4-616-627.
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The article is devoted to the analysis and generalization of the experience of mobilization work of the military administration of the Red Army, received during the Civil War 1918-1922. Historically short period of time is unique in that under emergency conditions of war and economic ruin, in the ring of fronts against the white armies and foreign troops of the interventionists, the Soviet leadership managed to create and establish an overall effective mechanism for manning the Red Army troops. The article considers the evolution of the main mobilization body - the Mobilization Department (since September 1918 - Management) of the all-Russian General staff. The role of so called “military experts” - former officers and Joint Staff generals who often held similar positions in the mobilization bodies of the old army - in the correct formulation of mobilization work is emphasized. The article shows the features and results of registration and mobilization work, expressed in various ways of staffing troops with human resources: general and private appeals, identification and legalization of deserters, unscheduled military (local) mobilization. Explanations are given for the dominance of certain methods of recruiting troops at various stages of the Civil war.
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Tarasova, Tatiana Evgenjevna, Anatoly Vladimirovich Tarasov, and Tatiana Sergeevna Smirnova. "Application of dynamic programming methods for solving a problem on recruiting with considering specific content of military technical education." Samara Journal of Science 10, no. 2 (June 1, 2021): 309–14. http://dx.doi.org/10.17816/snv2021102315.
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This paper discusses the use of dynamic programming technologies in teaching cadets of military universities to solve optimization problems in the course of computer science. One of the key topics in such courses as higher mathematics and computer science in all civil and military technical universities is the optimization theory, familiarization with which is based on learning methods for solving a transport task, assignment problem, traveling salesman problem and others. An effective solution to this type of tasks is possible through automated computing tools, tabular processors, and programming systems. The specifics of training cadets at military universities dictates the need to formulate tasks with a focus on military-technical research. Optimization issues are considered as applied to possible real situations in the military service of future officers. The staffing task is solved through high-level programming. Some results of the comparative analysis of educational material assimilation in the control and experimental groups are given. A deeper understanding of the theoretical material by the cadets and confident practical knowledge of programming technologies and solving problems in general with the specified training approach are noted, and its confirmed by the results of the tests conducted by the authors of the paper.
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Masood, Arshiya, Anil K. Singh, DS Martolia, and Tanu Midha. "Assessment of Indian Public Health Standards in the Primary Health Centers in a District of Uttar Pradesh, India." International Journal of Advanced and Integrated Medical Sciences 2, no. 2 (June 2017): 53–60. http://dx.doi.org/10.5005/jp-journals-10050-10076.
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ABSTRACT Introduction Primary health center (PHC) is a first port of call to a qualified doctor of the public sector in rural areas. Standards are the main driver for continuous improvement in quality. The performance of PHCs can be assessed against the Indian Public Health Standards (IPHS) recommended for PHCs in early 2007. The overall objective of IPHS for PHCs is to provide health care, i.e., quality oriented and sensitive to the needs of the community. These standards would also help monitor and improve the functioning of the PHCs. Aims and objectives This study was carried out to assess (1) the infrastructure, equipments, instruments, staffing, and other facilities; (2) the services being provided at PHCs; (3) to find out the reasons for nonutilization of health services and suggest remedial measures for the same. Material and methods This was a cross-sectional study at two PHCs, namely Thatiya and Umerda of Tirwa block of Kannauj District selected randomly for assessment. Health care providers, mainly medical officers, were interviewed using pretested, precoded pro forma. Descriptive analysis was used as per study requirements. Results It has been found that only outpatient department services were being provided with many missing components, such as one of the most important ones like maternal and child health and family planning. Physical infrastructure and facilities were inadequate at both the PHCs. Both of them were grossly underequipped and understaffed. Medical officers face their own problems; even basic amenities of life like water, electricity, canteen, etc., are lacking there. Conclusion Both the PHCs were not performing up to the expectations and standards of the Indian Public Health. How to cite this article Masood A, Singh AK, Martolia DS, Midha T. Assessment of Indian Public Health Standards in the Primary Health Centers in a District of Uttar Pradesh, India. Int J Adv Integ Med Sci 2017;2(2):53-60.
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Kinshella, Mai-Lei Woo, Sangwani Salimu, Brandina Chiwaya, Felix Chikoti, Lusungu Chirambo, Ephrida Mwaungulu, Mwai Banda, et al. "“So sometimes, it looks like it’s a neglected ward”: Health worker perspectives on implementing kangaroo mother care in southern Malawi." PLOS ONE 15, no. 12 (December 17, 2020): e0243770. http://dx.doi.org/10.1371/journal.pone.0243770.
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Introduction Kangaroo mother care (KMC) involves continuous skin-to-skin contact of baby on mother’s chest to provide warmth, frequent breastfeeding, recognizing danger signs of illness, and early discharge. Though KMC is safe, effective and recommended by the World Health Organization, implementation remains limited in practice. The objective of this study is to understand barriers and facilitators to KMC practice at tertiary and secondary health facilities in southern Malawi from the perspective of health workers. Methods This study is part of the “Integrating a neonatal healthcare package for Malawi” project in the Innovating for Maternal and Child Health in Africa initiative. In-depth interviews were conducted between May-Aug 2019 with a purposively drawn sample of service providers and supervisors working in newborn health at a large tertiary hospital and three district-level hospitals in southern Malawi. Data were analyzed using a thematic approach using NVivo 12 software (QSR International, Melbourne, Australia). Findings A total of 27 nurses, clinical officers, paediatricians and district health management officials were interviewed. Staff attitudes, inadequate resources and reliance on families emerged as key themes. Health workers from Malawi described KMC practice positively as a low-cost, low-technology solution appropriate for resource-constrained health settings. However, staff perceptions that KMC babies were clinically stable was associated with lower prioritization in care and poor monitoring practices. Neglect of the KMC ward by medical staff, inadequate staffing and reliance on caregivers for supplies were associated with women self-discharging early. Conclusion Though routine uptake of KMC was policy for stable low birthweight and preterm infants in the four hospitals, there were gaps in monitoring and maintenance of practice. While conceptualized as a low-cost intervention, sustainable implementation requires investments in technologies, staffing and hospital provisioning of basic supplies such as food, bedding, and KMC wraps. Strengthening hospital capacities to support KMC is needed as part of a continuum of care for premature infants.
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Enny Dwi Oktaviyani, Licantik Licantik, and Loure Florentina. "SISTEM INFORMASI KEPEGAWAIAN SEBAGAI PENYEDIA INFORMASI PEMILIHAN PEGAWAI PENERIMA PENGHARGAAN SATYA LENCANA KARYA SATYA DI RADIO REPUBLIK INDOSESIA PALANGKA RAYA." Jurnal Teknologi Informasi Jurnal Keilmuan dan Aplikasi Bidang Teknik Informatika 13, no. 1 (October 30, 2019): 18–26. http://dx.doi.org/10.47111/jti.v13i1.280.
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Staffing information system (Simpeg) as an information provider of election Officers Work Medal Awardees Satya Lencana In RRI Palangkaraya aims to be a place of useful information provider for submission of award Satya lencana karya satya so that it could be effective, efficient, and accurate by simplifying the existing system. By having this website is expected to handle the process of logging employees so that it can help in the process of registration of a Nobel Prize Medal work of satya.
Methodology in the making of this website using the method waterfall, waterfall method which consists of several parts or stages – stages, namely analysis, design, coding and testing. This methodology was chosen because every step of the development of this website is structured, and clearly documented. The programming language used is PHP and MySQL as a database.
At this stage of testing this website using black box testing. Black-Box Testing to focus on the functional specifications of the program. After doing the testing, can be seen the result of this site that this website can perform its function, namely to manage data, time data family history, history of education, employment, lencan setya, data filing SKP, and PKP
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Kirk Sell, Tara, Sanjana J. Ravi, Crystal Watson, Diane Meyer, Laura E. Pechta, Dale A. Rose, Keri M. Lubell, Michelle N. Podgornik, and Monica Schoch-Spana. "A Public Health Systems View of Risk Communication About Zika." Public Health Reports 135, no. 3 (April 3, 2020): 343–53. http://dx.doi.org/10.1177/0033354920912215.
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Objectives The spread of Zika virus throughout Latin America and parts of the United States in 2016 and 2017 presented a challenge to public health communicators. The objective of our study was to describe emergency risk communication practices during the 2016-2017 Zika outbreak to inform future infectious disease communication efforts. Methods We conducted semi-structured telephone interviews with 13 public health policy makers and practitioners, 10 public information officers, and 5 vector-control officials from May through August 2017. Results Within the public health macro-environment, extended outbreak timeframe, government trust, US residence status, and economic insecurity set the backdrop for Zika communication efforts. Limited resources, staffing, and partnerships negatively affected public health structural capacity for communication efforts. Public health communicators and practitioners used a range of processes and practices to engage in education and outreach, including fieldwork, community meetings, and contact with health care providers. Overall, public health agencies’ primary goals were to prevent Zika infection, reduce transmission, and prevent adverse birth outcomes. Conclusions Lessons learned from this disease response included understanding the macro-environment, developing partnerships across agencies and the community, and valuing diverse message platforms. These lessons can be used to improve communication approaches for health officials at the local, state, and federal levels during future infectious disease outbreaks.
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Chris Simon, Kipkorir Sitienei, and Daniel Kipkorir Ronoh. "Strategy Implementation and Performance of Non Governmental Organizations in Kericho County, Kenya." Management and Organizational Studies 4, no. 3 (July 27, 2017): 34. http://dx.doi.org/10.5430/mos.v4n3p34.
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Non-Governmental Organizations face problems related to planning, staffing, organizational change, influence ofleadership on allocation of resource and competition. The study focused on strategy implementation and performance.The objectives were; to investigate the effect of resource allocation, role of staff involvement, influence of rewardsystems, effect of operating procedures and role of communication on performance. The study is important toNon-Governmental Organizations, board of directors, donors and government. The study used McKinsey 7s model,survey research design. The target population was 37 the organizations and 349 members of the management team.Stratified technique was used to categorize the management into Board of Governors, managing directors, managersand heads of departments/project officers. A sample size of 151 respondents was selected from the categories. Datawas collected and analyzed using descriptive and inferential statistics with the aid of Statistical Package for SocialSciences (SPSS) version 21. The analyzed data was presented in form of frequency distribution tables. The findingsindicated that Strategy operationalization through resource allocation (allocation of money, adequate personnel andstaff involvement to implement new strategies) and operating procedures (staff training, policies, guiding principlesto ensure compliance to organization’s strategy, procedures, capacity of management, strategic guidance of topmanagement) affect performance to varying levels , Strategy institutionalization, through communication and rewardsystem (clear goals and objectives, strategy direction, strategy clearly communicated, performance recognitionsystem, effort based rewards and rewards system linked to new strategy affect performance differently.
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Hardiyansyah. "Weaknesses and Opportunities in Implementing Public Service Policy in the Government of Palembang, Indonesia." Journal of Social and Development Sciences 8, no. 1 (April 24, 2017): 28–36. http://dx.doi.org/10.22610/jsds.v8i1.1616.
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The enactment of Indonesian law No. 25 of 2009 on Public Service is a milestone and a hope to the realization of public services quality. The substance of this law has led to the implementation of public services quality expected by all parties (stakeholders). This article is about to discuss the implementation of public service policy in Palembang. By using qualitative descriptive method, the conclusion showed that there are some weaknesses in the implementation of public service policy: (1) the information submitted is inaccurate, incomplete, inchoate; (2) Staffing / apparatus are still not in accordance with the disciplines and expertises; (3) Unclear job descriptions and procedures, by who does the job and to whom should be the report submitted; (4) The use of facilities, infrastructure is not optimal use; (5) The behavior of officers and management commitments are still low; (6) The incentives expected are still in material / value for money; (7) Awards and supports given to the implementor are still very low; (8) The organizational structure is "gemuk/tambun" (increasing); (9) Duplication of duties and functions among related agencies. While the opportunities that can be exploited are: (A) The use of information technology using online services; (B) Higher educational qualifications of apparatus; (C) Some facilities and infrastructures have been adequate; (D) With the slogan "Miskin struktur dan Kaya fungsi" (lean and mean) is expected to realize the organizational structure more effective, efficient, and easier for public services.
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Ekabu, Peter Kalunge, Jeremiah M.Kalai, and Grace Nyagah. "Influence of Working Conditions on Turnover Intentions of Secondary School Teachers in Meru County." European Scientific Journal, ESJ 14, no. 25 (September 30, 2018): 169. http://dx.doi.org/10.19044/esj.2018.v14n25p169.
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The objective of this study was to examine the relationship between working conditions and teacher turnover intentions in public secondary schools in Meru County, Kenya. The study used a descriptive survey design with both quantitative and qualitative approaches in data collection and analysis. A total of 520 respondents were involved in the study that included 503 secondary school teachers, 15 principals and 2 staffing officers. Teachers working conditions were examined to determine their relationship with turnover intentions. Data obtained from teachers’ questionnaires were analyzed quantitatively using SPSS version 21.Hypotheses were tested using Pearson product moment correlation coefficient and chi-square goodness of fit at 95%, p<0.05. The result of product moment correlation analysis indicated that the independent variable, working conditions (r= -0.488, p<0.001) have a negative and an inverse relationship with the independent variable, turnover intention. These results were agreed with the results of Chi-square analysis for both the independent variable which showed a significant relationship between working conditions and turnover intentions of secondary school teachers in Meru County. The results therefore established that teachers’ motivation in secondary schools in Meru County is low due to poor working conditions and the education system appears to be staffed with teachers with poor morale and low levels of commitment to their jobs leading to high turnover intentions. The study recommends the various Boards of Management and other education stakeholders at the national and county government levels consider issues of teachers working conditions as an essential element in the motivating and reducing turnover intentions hence retention in teaching service.
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Parinduri, Rakhmad Kurnia Putra, Ismail Efendy, and Asriwati Amirah. "Evaluation of PHEIC (Public Health Emergency of International Concern) Detection Implementation on The Performance of Port Health Employees Class I Medan." Journal La Medihealtico 2, no. 2 (March 16, 2021): 86–93. http://dx.doi.org/10.37899/journallamedihealtico.v2i2.327.
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Public health emergencies can occur imported i.e. the source of the emergency comes from outside the region and the epicenter is the source of the emergency comes from the work area. Both conditions can arise in unpredictable situations so that the ability of the government and stakeholders in preventing, detect early to detect, handle cases as early as possible to response will affect the extent of the magnitude of emergency event sand post-event handling. Readiness surveillance device in the face of the influx of infectious diseases. Early detection efforts are carried out by detecting events through examination and screening, information and Verification of passengers, transport and disease risk factors. This type of research is Descriptive with the aim to know the evaluation of the implementation of PHEIC to the performance of Class I Medan Port Health Office in 2020, based on respondent answers. The population is all quarantine officers in the working area of Class I MPA Medan as many as 58 respondents, sampling using total sampling. The result of research shows that based on respondent answers obtained PHEIC implementation with employee discipline obtained there is still no timely out hours of work and never reprimanded directly by superiors, while supervision is still less than the leadership is more considered objectively and thoroughly, work activities organized together in teams not individually. It is recommended to all employees to enforce discipline, especially at work hours and the need for effective staffing in improving employee performance as well as working based on a predetermined team work.
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D’ulisse, Nicola. "Helping Runners Under Extreme Heat: The 2017 Montreal Half-Marathon Experience." Prehospital and Disaster Medicine 34, s1 (May 2019): s29. http://dx.doi.org/10.1017/s1049023x19000761.
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Introduction:The 2017 Montreal Half-Marathon was held on September 24th despite a record-breaking, out-of-season heatwave. The Urgences-santé Corporation (USC), Quebec’s largest emergency medical service (EMS), was tasked with coordinating and delivering prehospital response for over 15,000 runners at a time when the province’s paramedics were on strike.Aim:USC’s mission was to ensure runner safety under extreme conditions with limited staffing. In conjunction with the event’s medical teams, we implemented a new approach that oriented patients to the event’s clinic with the aim of limiting ambulance transports off-site and thus optimizing resources by promoting a “treat and release” principle.Methods:Emergency response was organized around the event’s clinic, which offered a level of care comparable to proximate emergency departments, including mass-cooling capacities. This capacity allowed us to modify provincial protocols, and thus prioritize treating patients on-site instead of transporting them to a hospital. Consequently, the prehospital response on the course could be assured with only 15 ambulances (staffed by managers) and a single team deployed at the event’s clinic, acting as transport officers. Heatstroke identification protocols were reinforced for the safety of the runners and spectators.Results:A total of 1,071 participants received medical attention, including 24 who were treated for a heat-related incident. On the course, 32 were evaluated by paramedics and 20 were transported to the event’s clinic. Only 7 patients were transferred from the clinic to a hospital, of which only one was for a heat-related incident. No deaths resulted from the race.Discussion:By anticipating and preparing for the extreme heat, the coordinated prehospital response safely reduced off-site transports, minimizing treatment delays for patients, and maximizing the use of on-site resources. We attribute this success to a strong collaboration with the race organizers, the presence of an on-site clinic, and an increase in prehospital resources.
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Martselyak, Oleg Volodymyrovych, Vladyslav Volodymyrovych Karelin, Ihor Mykhailovych Koropatnik, and Rostislav Andriyovych Kalyuzhnyi. "Object and subject of staffing of the national police of Ukraine at the regional level." Revista Amazonia Investiga 9, no. 26 (February 21, 2020): 174–80. http://dx.doi.org/10.34069/ai/2020.26.02.19.
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The purpose of the article is to investigate the specifics of the object and subject of staffing of the National Police of Ukraine at the regional level based on scientific points of view and regulatory legal acts. Writing the article, the following methods were used: dialectical, logical-semantic, and logical-legal methods. The relevance of the article is in the need to study the essence of the object and subject of staffing of the National Police at the regional level. The subject of the study is the legislation of Ukraine regarding the requirements for a police officer as an object of the police staffing, including at the regional level. The features of object and subject of the police staffing at the regional level are identified in the paper, as well as the restrictions that are currently placed upon the police officer on recruitment. The guarantees, determined by the law and which the police officer can use during the performance of official duties, are analyzed. The legislative requirements for candidates for senior posts are examined. The powers of the head of the territorial police authority are administrative and regulatory in nature, as evidenced by their rights and obligations. The authors concluded that the service in the National Police at the regional level is specific, requires professionalism and compliance with the law, which underlines the urgent need to strengthen staffing in this area. In addition, the author’s opinion of the concepts of the object and subject of staffing of the National Police of Ukraine at the regional level is provided due to the results of the study.
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Anku-Tsede, Olivia. "Microfinance intermediation: regulation of financial NGOs in Ghana." International Journal of Law and Management 56, no. 4 (July 8, 2014): 274–301. http://dx.doi.org/10.1108/ijlma-07-2012-0025.
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Purpose – This study aims to seek to fill a gap in regulatory impact assessment in developing countries by presenting an analysis of how formal regulation impact on the efficiency and productivity of financial non-governmental organisations (FNGOs) in Ghana. Much has been written about the formal financial sector, but very little is known about the lower end of microfinance and the impact of formal prudential regulation on FNGOs providing microfinance services. The Bank of Ghana (BOG), nevertheless, in the year 2011, extended formal prudential regulation to FNGOs without any empirical basis. This study uses regulatory theories and empirical evidence to aid in the evaluation of whether formal prudential regulation is appropriate for FNGOs operating within the microfinance sector. Design/methodology/approach – Empirical evidence derived from FNGOs, regulatory agents, consumers and financial lawyers within the Greater Accra and Ashanti Regions of Ghana served as the basis of the analysis in this study. Descriptive statistics, frequency counts and percentage scores, were used to analyse the data collected. Findings – The existing structures of FNGOs in Ghana are unsuitable for formal prudential regulation. The BOG does not have adequate staffing and funding to supervise and monitor the microfinance activities of FNGOs. Formal prudential regulation could impede growth and efficient delivery of microfinance services. Research limitations/implications – The BOG is the only regulatory agency responsible for regulating the financial market in Ghana, thus access to officers with knowledge in the regulatory regime was very limited. Practical implications – The study revealed in depth information about FNGOs, microfinance and the impact of formal prudential regulation on FNGOs. Originality/value – The study is the first to use empirical studies and theories of regulation to assess the impact of extending formal prudential regulation to FNGOs in Ghana. Data from the regulator, the regulated and consumers, the key players in any regulatory process, served as the basis of the analysis in the study resulting in the unravelling of in-depth information on the regulation of FNGOs.
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Meeks, Lisa M., and Linda Sullivan. "Appropriately staffing DS offices in health science education." Disability Compliance for Higher Education 24, no. 6 (December 21, 2018): 1–5. http://dx.doi.org/10.1002/dhe.30564.
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Sloan, Margaret F. "The Substance of Things Hoped For: Do State Faith-Based and Community Partnership Offices and Liaisons Help Grassroots Organizations Get Federal Funding?" Nonprofit Policy Forum 5, no. 1 (November 21, 2013): 111–37. http://dx.doi.org/10.1515/npf-2013-0008.
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AbstractIn response to The White House Office of Faith-Based and Community Initiatives (FBCI, later renamed the Office of Faith-Based and Neighborhood Partnerships, FBNP), many states either created an FBCI office within state government or established a state liaison to the federal program through a nonprofit organization. While the offices have multiple stated goals, the acquisition of federal funding for community organizations within their respective states is a fairly consistent, and critical, goal for most of these offices. Using a multivariate regression model and a survey of state liaison offices, this mixed methods study finds that there is no difference between states with liaisons and states without with respect to federal funding for community organizations in their states and identifies barriers to their successful achievement of funding objectives. A survey of state FBNP offices detailing budgets, staffing, and reporting structures, among other things, indicates that a lack of unrestricted funds, lack of adequate staffing, and decreasing political salience are contributing factors.
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Suby, ChrysMarie. "Nursing Operations Automation and Health Care Technology Innovations: 2025 and Beyond." Creative Nursing 19, no. 1 (2013): 30–36. http://dx.doi.org/10.1891/1078-4535.19.1.30.
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This article reviews why nursing operations automation is important, reviews the impact of computer technology on nursing from a historical perspective, and considers the future of nursing operations automation and health care technology innovations in 2025 and beyond. The increasing automation in health care organizations will benefit patient care, staffing and scheduling systems and central staffing offices, census control, and measurement of patient acuity.
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Khasanah, Uswatun, and Sutriono . "PENGARUH PENGELOLAAN ARSIP TERHADAP EFISIENSI KERJA DI SUB BAGIAN KEPEGAWAIANRSUD Dr. SOEDIRMAN KEBUMEN." Jurnal E-Bis (Ekonomi-Bisnis) 2, no. 1 (July 28, 2018): 1–6. http://dx.doi.org/10.37339/e-bis.v2i1.79.
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Archives are documents (original text) that are made and received by States Institution and Government/Private/Individual Departrment in various forms, both single and collective for government activity and nation life. The purpose of the researh is to know how the effect of management of the archives of work efficiency in Sub-section of staffing RSUD Dr. Soedirman Kebumen. The problems which are studied including: (1) how the management of archives in Sub-section of staffing RSUD Dr. Soedirman Kebumen, (2) the effect of management archives of work efficiency in Sub-section of staffing RSUDDr. Soedirman Kebumen. This research was conducted at the RSUD Dr. Soedirman Kebumen located in the Lingkar Selatan Muktisari street Kebumen by taking the subject of research, officials or employees in the sub-section of staffing. This type of research is descriptive method and regression and correlation method. While data collection method used is monitoring (observation), interviews, and questionnaires. From the results of this research, it is known that there is strong positive relationship between the management of the archive of work efficiency in sub-section of staffing RSUD Dr. Soedirman Kebumen . It is evident from the pearson correlation test results earned value 0,910 and calculation of questionnaires that States 82,8% work efficiency in sub-section of staffing RSUD Dr. Soedirman Kebumen influence by management of archive while 17,2 % influence by another factor. The problem of management of the archive is limitedness of officer to handle the archive. Thus, the need for special officer in managing the archive.
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Sviatokum, I. O. "Legal Framework for the Police Commissions: Current State and Prospects for Development." Law and Safety 72, no. 1 (March 26, 2019): 47–52. http://dx.doi.org/10.32631/pb.2019.1.05.
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The article deals with the current legal framework for the activities of the police commissions in Ukraine. These bodies, established under the 2015 Law of Ukraine “On National Police”, are tasked primarily with ensuring transparent staffing of the police by conducting competitive selection of the candidates for the positions in the police. They include representatives from the Ministry of Internal Affairs, National Police as well as representatives of the civil society, appointed on the by the oblast councils on the local and by the Verkhovna Rada Human Rights Ombudsperson on the countrywide level. However, in the study, a number of problems of the existing regulations have been identified.
The first group concerns the way the commissions are established, namely, there is no single approach to the establishment of the commissions of the interregional territorial police forces (such as the Patrol Police). While some of these forces have only one police commission, functioning in Kyiv, the others (including the Patrol Police) have separate police commissions for every oblast. While the latter provides better representation of the local interests, legal status of such commissions requires clarification. Additionally, it was proposed, that establishment of the police commissions on the level below the oblasts seems to be appropriate in order to better represent interests of the communities.
The second problem stems from the fact that the contests involving police commissions are obligatory only for the first assignment in the police, while further career decisions are at the respective police director’s discretion. There are no criteria that make appointment through the procedures of the police commissions obligatory for any position in the police, which significantly lowers their relevance for the further career development of the police officers. Therefore, it was proposed to establish a list of the positions, for which the contest would be mandatory.
Finally, the article deals with the issue of the policing priorities. While they are mentioned in the Law of Ukraine “On National Police”, the powers of the police commissions to issue them are not sufficiently regulated. It was suggested, therefore, to establish a mechanism, under which the police commissions would draft policing priorities and the respective local councils would adopt them.
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Konovalov, Igor A. "Features of the district bodies of the Ministry of Internal Affairs in Siberia in the 19th century." Law Enforcement Review 3, no. 2 (September 13, 2019): 14–20. http://dx.doi.org/10.24147/2542-1514.2019.3(2).14-20.
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The subject. The reorganization of the district police in Siberia in the second half of the XIX century is comprehensively examined in the article on the basis of pre-revolutionary legislation. Special attention is paid to the organizational and legal issues of the activities and structure of the district police.The purpose of the paper is to confirm or disprove hypothesis that the practice of implementing legislative innovations on the status of internal affairs bodies in Siberia in the 19th century was characterized by systematic seizures and violations.The theoretical and methodological basis of the study includes the principles of historical knowledge – objectivity, historicism, alternative and social approach. These principles let use an unbiased approach to the analysis of the studied problems, as well as a critical attitude to the sources.The main results and scope of their application. The author concludes that the powers of the police bodies in the region had their own specifics and were much broader than in the central provinces of the Russian Empire. Reorganization of the general police in Siberia in the second half of the XIX century changed the structure and method of staffing the Ministry of Internal Affairs. It was not principled, but rather external. Returning to the forgotten traditions of the organization and activities of the police, it is important to take full account of the historical experience that has been accumulated over the centuries. It is also necessary, taking into account modern realities, to take a fresh look at the already known facts and events in order to overcome old myths and misconceptions and prevent the birth of new ones.Conclusions. The police reform of 1867 in Siberia left almost unchanged the limits of power, the distribution of duties, procedures, responsibility and accountability of the general police. A large range of prerogatives remained for the police. In addition, many police officers continued to work the old-fashioned way, trying to ignore changes in the current legislation. The legislator failed to put the Siberian internal Affairs bodies in the strict framework of the law, it was recognized by local leaders and visiting auditors.
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Koliesnik, Tetyana. "WAYS TO IMPROVE THE DEVELOPMENT OF STAFF CAPACITY OF THE NATIONAL POLICE." Ukrainian polyceistics: theory, legislation, practice 1, no. 1 (April 2021): 165–73. http://dx.doi.org/10.32366/2709-9261-2021-1-1-165-173.
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The article is devoted to the issues of improving the development of staff capacity and human resource management in the National Police of Ukraine. It is analyzed the domestic and foreign experience of personnel management in the police as an important factor in achieving the strict observance of human rights by police, the implementation of their service function, the formation of new motivation of professional development for police, the development of communication skills and other professionally important individual psychological qualities. The purpose of the article, in accordance with a clearly formulated and properly updated thematic problem, is a research of problematic aspects of administrative and legal providing the training for the National Police of Ukraine and ways’ identification of their improvement on the base of analysis of national and international legislation and generalization of its implementation. The new requirements facing law enforcement managers today require the mastering modern approaches to personnel management. In the middle of the world's progressive concepts of police management in democracies is a human, the policeman, who is considered as the greatest value. The effective management systems are focused primarily on professional and personal growth, development of general and special skills of police officers so that they will be maximally used in professional activities, will be useful to society, contribute to the effectiveness of the law enforcement system. Of course, it is extremely difficult to achieve 100% job vacancies, but there are things that the leadership of the Ministry of Internal Affairs and the National Police can do today to solve the problem of staffing. Summarizing the above, it should be noted that the issue of improving staff policy in the police is relevant, as currently there are not clearly such aspects as: professional selection of candidates for police service and holding vacant management positions; motivation, stimulation and personal development of staff. Therefore, in order to fully implement the requirements of the Law of Ukraine “On the National Police of Ukraine” and increase the efficiency of staff management of the National Police, it is advisable to develop Regulations on the Personnel Department of the National Police of Ukraine to regulate staff issues.
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Gallucci, Andrew R., and Jeffrey C. Petersen. "The Size and Scope of Collegiate Athletic Training Facilities and Staffing." Journal of Athletic Training 52, no. 8 (August 1, 2017): 785–94. http://dx.doi.org/10.4085/1062-6050-52.3.16.
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Context: Athletic training facilities have been described in terms of general design concepts and from operational perspectives. However, the size and scope of athletic training facilities, along with staffing at different levels of intercollegiate competition, have not been quantified. Objective: To define the size and scope of athletic training facilities and staffing levels at various levels of intercollegiate competition. To determine if differences existed in facilities (eg, number of facilities, size of facilities) and staffing (eg, full time, part time) based on the level of intercollegiate competition. Design: Cross-sectional study. Setting: Web-based survey. Patients or Other Participants: Athletic trainers (ATs) who were knowledgeable about the size and scope of athletic training programs. Main Outcome Measure(s): Athletic training facility size in square footage; the AT's overall facility satisfaction; athletic training facility component spaces, including satellite facilities, game-day facilities, offices, and storage areas; and staffing levels, including full-time ATs, part-time ATs, and undergraduate students. Results: The survey was completed by 478 ATs (response rate = 38.7%) from all levels of competition. Sample means for facilities were 3124.7 ± 4425 ft2 (290.3 ± 411 m2) for the central athletic training facility, 1013 ± 1521 ft2 (94 ± 141 m2) for satellite athletic training facilities, 1272 ± 1334 ft2 (118 ± 124 m2) for game-day athletic training facilities, 388 ± 575 ft2 (36 ± 53 m2) for athletic training offices, and 424 ± 884 ft2 (39 ± 82 m2) for storage space. Sample staffing means were 3.8 ± 2.5 full-time ATs, 1.6 ± 2.5 part-time ATs, 25 ± 17.6 athletic training students, and 6.8 ± 7.2 work-study students. Division I schools had greater resources in multiple categories (P < .001). Differences among other levels of competition were not as well defined. Expansion or renovation of facilities in recent years was common, and almost half of ATs reported that upgrades have been approved for the near future. Conclusions: This study provides benchmark descriptive data on athletic training staffing and facilities. The results (1) suggest that the ATs were satisfied with their facilities and (2) highlight the differences in resources among competition levels.
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Duffin, Christian, and Sally Gillen. "Chief nursing officer rejects union calls for minimum staffing ratios." Nursing Standard 27, no. 34 (April 24, 2013): 9. http://dx.doi.org/10.7748/ns2013.04.27.34.9.s11.
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Ashcroft, Brenda. "Labour ward incidents and potential claims – lessons learned from research." Clinical Risk 14, no. 6 (November 2008): 235–38. http://dx.doi.org/10.1258/cr.2008.080081.
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This paper provides an insight into the underlying factors involved in potential cerebral palsy and/or shoulder dystocia claims. The research was undertaken to identify the root causes of 37 cases of birth asphyxia in term infants severe enough to warrant admission to neonatal care units in the north-west of England between 2001 and 2002. All available staff ( n = 93) providing care during critical periods were interviewed by the author using the cognitive interviewing technique. These included 81 midwives, two consultant obstetricians, eight registrars and two senior house officers. An expert panel consisting of consultant obstetricians, midwives, a consultant neonatologist and the researcher applied the Bolam test to identify instances where care had been substandard and injury caused as a result. Although the cases were often complex, covering more than one shift and over more than one stage of labour, the most dangerous time appeared to be during the night shift (19 cases, 51%), followed by the evening shift (13 cases, 35%) and then the day shift (five cases, 14%). The main problems include: failure to respond appropriately to signs of fetal hypoxia (26 cases, 70%); undiagnosed obstruction (22 cases, 59%), which was broken down into failure to identify cephalopelvic disproportion (13 cases, 35%); and shoulder dystocia (nine cases, 24%). Delayed resuscitation of the infant occurred in 26 cases (80%), and in 18 cases (49%) there was excessive and inappropriate use of Syntocinon. All cases involved human error, either through a delay or failure to take action, or taking inappropriate action. However, these were all underpinned and perpetuated by system and cultural errors present in the labour wards, such as allowing unsupported and inexperienced personnel to work in a position for which they lacked the necessary skill and experience. This was perpetuated by the customary practice of using unsupervised junior medical staff in a first on-call position for complications, and also of failing to sustain safe midwifery staffing levels. This in turn prevented support for more inexperienced staff. Consequently, when inexperienced midwives and obstetricians were left unsupervised in charge of complicated cases, it created accidents waiting to happen. When unsupervised and inexperienced paediatricians attended the birth of an asphyxiated infant, the child's condition deteriorated further when they were unable to resuscitate it. If such system and cultural errors as these are not rectified, the current high rate of damaged babies is likely to continue.
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Burhanuddin, Burhanuddin. "Analysis services administration staffing agencies offices in the areas of Majene." Indonesia Prime 2, no. 1 (July 27, 2018): 01–13. http://dx.doi.org/10.29209/id.v2i1.21.
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Standard service will need to have a clear benchmark that can use as a reference for action on every State Government organizers. Good service is how to implement the legislation as efficiently as possible, scientifically, and politically neutral. Checkout process administration promoted generally give answers that the apparatus is in running its job quite well, but in settlement of any administration is not clear. one of the factors affecting the obscurity that, because Agencies Staffing offices do not yet have an operational service standard in providing service.
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Gasparian, S. "LOCATION OF ADMINISTRATIVE LEGAL RULES IN LEGAL REGULATION OF HUMAN PROVISION OF COURT AND EXPERT OFFICES OF UKRAINE." Theory and Practice of Forensic Science and Criminalistics 20, no. 2 (December 4, 2019): 176–89. http://dx.doi.org/10.32353/khrife.2.2019.13.
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Proper selection and placement directly affect the effectiveness of forensic activities and are impossible without taking into account all factors related to their staffing, in particular, the administrative and legal framework of staffing.
The key role in the process of forensics is played by state specialized institutions and expert services, which are required by law to carry out forensic activities. Legal regulation of staffing of judicial and expert institutions is carried out in accordance with the norms of international and European law, the Constitution of Ukraine, the codes of Ukraine, laws and by-laws.
The administrative and legal principles of training of qualified personnel for carrying out forensic expert activity are analysed. It is noted that the Law of Ukraine «On Forensic Expertise» regulates the training of specialists for state specialized institutions conducting judicial examinations, is carried out by higher education institutions; specialization and advanced training are conducted at courses and special institutions of relevant ministries and other central executive bodies. The peculiarities of the training of forensic experts in the systems of the Ministry of Health of Ukraine and the Ministry of Internal Affairs of Ukraine are considered. Ministry of Justice of Ukraine.
In addition to those conducted exclusively by state specialized institutions (namely, forensic, forensic and forensic psychiatrists), forensic examinations may also be involved in the forensic examinations, which are not employees of these institutions, and the conditions under which they may exercise such activity
The place of administrative and legal norms in the legal regulation of CSCE staffing is characterized and it is noted that not only the progress but also the results of the reforms taking place in Ukraine depend on the proper selection and placement of the CSCE professional staff. It is stated that it is expedient to divide the above normative legal acts, which comprehensively regulate the staffing of judicial and expert institutions of Ukraine, by the scope of action (general, special).
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Mishra, Siwalik, and Sonali Bhattacharya. "A perspective of making India robot ready: case study on Sakrobotix lab pvt. ltd." International Journal of Innovation Science 13, no. 2 (March 2, 2021): 175–92. http://dx.doi.org/10.1108/ijis-09-2020-0170.
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Purpose The purpose of this study is to identify and understand key strategies relating to the staffing, employee experience and employer branding of an inventive startup in robotics training and consumer robotics manufacturing space, keeping in mind the constraints and challenges faced by the company right from the beginning to date. Design/methodology/approach A case-based method approach has been used. The Founder-Chief executive officer was interviewed multiple times. Interviews were transcribed for further analysis. Data was also sourced from the company website, news and digital media reports. Findings Human resource strategies used by the company in venturing out in this niche market were explored and linked to the concepts of staffing, employee experience and employer branding. This case can be used for teaching the human resource challenges of a growing start-up. Practical implications With the help of this case, readers may be able to appreciate the practice of critical concepts of staffing and employee experience in a growing startup. Originality/value The premise of a budding start-up in a niche industry, such as robotics training in educational institutions and manufacturing of small-scale consumer robotics, adds to the novelty of the case.