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Journal articles on the topic 'FIELD STAFF'

Author: Grafiati

Published: 27 July 2024

Last updated: 31 July 2025

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1

Dete, Mary K. "Staff Development through Field Evaluation Days." Home Health Care Management & Practice 11, no. 2 (1999): 15–20. http://dx.doi.org/10.1177/108482239901100208.

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2

Glasbrenner, K. "Field staff: inspect, initiate enforcement, investigate." JAMA: The Journal of the American Medical Association 254, no. 16 (1985): 2199. http://dx.doi.org/10.1001/jama.254.16.2199.

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3

Glasbrenner, Kimberly. "Field staff: inspect, initiate enforcement, investigate." JAMA: The Journal of the American Medical Association 254, no. 16 (1985): 2199. http://dx.doi.org/10.1001/jama.1985.03360160025003.

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4

Blănuţă, Bianca Alexandra, and Anca Bogdan. "Knowledge Economy in the Retraining Process." Proceedings of the International Conference on Business Excellence 17, no. 1 (2023): 1158–66. http://dx.doi.org/10.2478/picbe-2023-0104.

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Abstract The knowledge economy is present in all fields and occupations where human capital is needed. It consists of educating and informing staff, thus helping to improve work performance and create competitive advantage. Where we have human capital, there is also the possibility of retraining staff, also present in all fields and occupations. Retraining of staff may be unavoidable especially following major impact events such as the 2019 pandemic or the Russian-Ukrainian war. The literature provides us with many insights from the field of knowledge economy and shows us that it underpins the

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5

Bakir, Patricia, and Cameron Raine. "Engaging field staff in strategic asset management." Journal of Water, Sanitation and Hygiene for Development 8, no. 4 (2018): 803–8. http://dx.doi.org/10.2166/washdev.2018.032.

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Abstract Adopting and implementing Strategic Asset Management (SAM) is a prerequisite to improving day-to-day management and long-term utility planning. Field-level employees play a key role in implementation of a SAM program and have to make often burdensome adjustments to their work processes to comply with newly instituted systems. They are not always consulted in planning and technology adoption. They frequently do not receive feedback or recognition for their contribution. Based on a water utility survey, the authors provide insights and recommendations on how to increase field staff comm

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6

Ismeurt, Jennifer, Robert Ismeurt, and Barbara K. Miller. "Field-Dependence/Independence: Considerations in Staff Development." Journal of Continuing Education in Nursing 23, no. 1 (1992): 38–41. http://dx.doi.org/10.3928/0022-0124-19920101-10.

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7

Bramley, Wyn. "Staff Sensitivity Groups: A Conductor's Field Experiences." Group Analysis 23, no. 3 (1990): 301–16. http://dx.doi.org/10.1177/0533316490233011.

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8

Foley, Connell. "Developing critical thinking in NGO field staff." Development in Practice 18, no. 6 (2008): 774–78. http://dx.doi.org/10.1080/09614520802386827.

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Angel, Capetillo Burela M.Sc, Jorge López Collado PhD Catatino, Zetina Lezama PhD Rigoberto, Ortega Jimenez PhD Eusebio, López Romero PhD Gustavo, and David Jesús Palma López PhD y. "Life History of Retired Staff at Inifap, Veracruz, Mexico." International Journal of Current Science Research and Review 08, no. 02 (2025): 869–79. https://doi.org/10.5281/zenodo.14921634.

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Abstract : This research is focused on knowing the life histories of retired personnel of the general base-field tabulator who worked at INIFAP for the regulatory period, which is more than 30 years of service. The premise of the study is that there are specific cases where sometimes there are people who retire and enjoy their pension very little time because they die in the short time after that stage of retirement. The study was conducted with a naturalistic paradigm through a descriptive case study approach, and the prioritization of qualitative data focused on the life stories of people al

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10

Steiner, Linda. "Field Trips Provide Learning Experience for Students, Staff." Journalism Educator 42, no. 1 (1987): 39–41. http://dx.doi.org/10.1177/107769588704200113.

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11

Шәкір, К. Е., А. Ж. Талгатбекова, and Ж. Е. Данадилова. "ANALYSIS OF FIELD UNIFORM OF SPECIAL FORCES STAFF." Mechanics and Technologies, no. 1 (March 30, 2025): 418–26. https://doi.org/10.55956/aoef8186.

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Мақалада арнайы жасақ қызметкерлерінің далалық формасының қауіпсіздігін қамтамасыз етуге бағытталған зерттеулердің нәтижелері талқыланады. Зерттеу жұмысының мақсаты – қолайсыз орта жағдайларында қызмет атқаруға арналған оңтайлы материалдарды анықтау және форманың функционалдық-конструктивтік шешімдерін жетілдіру. Зерттеу барысында су өткізбейтін хлопкоэфирлі камуфляж, шөгуі төмен хлопкоэфирлі камуфляж және поливискозды камуфляж маталарының қасиеттері зертханалық жағдайда ауа өткізгіштік, үзілу күші және тозуға төзімділік көрсеткіштері бойынша сыналды. Алынған нәтижелер әрбір материалдың артықш

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12

R Lederman, Edith, and Agus Suwandono. "Establishment of L3 (field reference laboratory)." Microbiology Australia 26, no. 4 (2005): 167. http://dx.doi.org/10.1071/ma05167.

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Due to structural damage, decimation of skilled laboratory staff, and loss of critical supplies, laboratory capabilities after 26 December were essentially nil in Banda Aceh, the city centre of Aceh Province. On 15 January 2005, staff from NIHRD and NAMRU-2 were jointly given the task of establishing a reference laboratory on the grounds of the Aceh provincial health laboratory unit (Labkesda Aceh) in response to the direct need for laboratory resources. This reference laboratory, known as L3, was funded by USAID.

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13

Sudiarti, Leni, Hamka, and Firman Hadi Rivai. "Development strategy of human resource competency in the preservation field." Record and Library Journal 9, no. 2 (2023): 268–82. http://dx.doi.org/10.20473/rlj.v9-i2.2023.268-282.

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Background of the study: The Center for Preservation and Media Transfer of Library Materials of the National Library of Indonesia (PNRI) is also responsible for restoring various types of collections. It is necessary to increase and develop competence in handling these collections, considering the various conditions and types of library materials. Preservation of the physical and information needed to make the collection last longer. Purpose: To formulate the strategies for improving and developing the competence of preservation human resources in this unit. Findings: Based on the SWOT analysi

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14

Yurynets, Zoryna V., Iryna V. Snovydovych, and Mykola P. Denysenko. "Areas of Training of Young Specialists Through Professional Development of Academic Staff in the Field of Education." PROBLEMS OF ECONOMY 4, no. 58 (2023): 99–104. http://dx.doi.org/10.32983/2222-0712-2023-4-99-104.

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The purpose of the article is to study the direction of training young specialists through the professional development of academic staff in the field of education. The areas that require regular research, updating and professional development from specialists based on the analysis of the areas of work of teachers of higher education institutions were identified. The main key competencies for lifelong learning have been identified. The training courses offered to teachers and academic staff at the Ivan Franko National University of Lviv were presented. Skills are proposed for mastering as the

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15

Denis, Slabakov. "Mobile Applications for Effective Management of Field Staff Tasks." International Journal of Latest Engineering and Management Research (IJLEMR) 9, no. 7 (2024): 28–33. http://dx.doi.org/10.56581/ijlemr.9.07.28-33.

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16

Garner, Bryan R. "Understanding staff turnover within the substance abuse treatment field." Journal of Substance Abuse Treatment 43, no. 3 (2012): e2. http://dx.doi.org/10.1016/j.jsat.2012.08.026.

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17

Minakov, Andrey, and Aleksandr Suglobov. "IMPROVING STAFF MOTIVATION IN THE CATERING SECTOR." Russian Journal of Management 9, no. 3 (2021): 71–75. http://dx.doi.org/10.29039/2409-6024-2021-9-3-71-75.

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The purpose of the article is to identify areas for improving staff motivation in the field of public catering. Achievement of this goal involves the solution of the following tasks: to carry out a theoretical analysis of existing methodological approaches to understanding staff motivation in the field of public catering; to study the systems of motivation of personnel working in the field of public catering on the example of several restaurants in Moscow; identify motivation problems and develop directions for improving the motivation of personnel working in the field of public catering. The

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18

Tite, Philip. "Field Notes." Bulletin for the Study of Religion 42, no. 1 (2013): 40–42. http://dx.doi.org/10.1558/bsor.v42i1.40.

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The Bulletin welcomes announcements, including call for papers, conference announcements, grant competitions, news items, and other informative updates on happenings in the discipline. Such announcements (like those below) will first appear on the Bulletin’s blog for timely distribution with occasional inclusion in issues of the Bulletin. There is no charge for announcements being included in Field Notes. Please email all announcements (of approximately 500 words) to the editors. Our editorial staff will also be watching for interesting items to include in this section of the Bulletin.

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Editors, The. "Field Notes." Bulletin for the Study of Religion 42, no. 2 (2013): 33–34. http://dx.doi.org/10.1558/bsor.v42i2.33.

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The Bulletin welcomes announcements, including call for papers, conference announcements, grant competitions, news items, and other informative updates on happenings in the discipline. Such announcements (like those below) will first appear on the Bulletin’s blog for timely distribution with occasional inclusion in issues of the Bulletin. There is no charge for announcements being included in Field Notes. Please email all announcements (of approximately 500 words) to the editors. Our editorial staff will also be watching for interesting items to include in this section of the Bulletin.

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20

Tite, Philip. "Field Notes." Bulletin for the Study of Religion 43, no. 2 (2014): 44–45. http://dx.doi.org/10.1558/bsor.v43i2.44.

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The Bulletin welcomes announcements, including call for papers, conference announcements, grant competitions, news items, and other informative updates on happenings in the discipline. Such announcements (like those below) will first appear on the Bulletin’s blog for timely distribution with occasional inclusion in issues of the Bulletin. There is no charge for announcements being included in Field Notes. Please email all announcements (of approximately 500 words) to the editors. Our editorial staff will also be watching for interesting items to include in this section of the Bulletin.

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21

Makhiyanova, Alina V. "MOTIVATION AND STIMULATION OF STAFF IN THE FIELD OF CATERING." EKONOMIKA I UPRAVLENIE: PROBLEMY, RESHENIYA 4/4, no. 157 (2025): 36–46. https://doi.org/10.36871/ek.up.p.r.2025.04.04.005.

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The article discusses the problems of motivation and the specifics of stimulating the work of staff in the field of catering. The results of the author’s interview with employees are demonstrated, aimed both at evaluating the existing remuneration and motivation system, and in order to determine which compensation and preferential packages are most important and interesting for staff. The purpose of the study is to develop proposals for improving staff motivation and incentives in the catering system using the example of the Cafeteria system, which includes the ability to choose compensation p

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22

Yilmaz, Baki. "Work motivation of academic staff that work in the field of physical education and sports." International Journal of Academic Research 5, no. 6 (2013): 125–30. http://dx.doi.org/10.7813/2075-4124.2013/5-6/b.21.

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23

Emerson, Matthew C. "Toward a Safe Archaeology Field School." Advances in Archaeological Practice 9, no. 1 (2021): 66–73. http://dx.doi.org/10.1017/aap.2020.44.

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AbstractArchaeology field schools provide unique opportunities for firsthand exposure, team-based learning, and pre-professional experience. A participant's decision to pursue a career in archaeology may reflect initial fieldwork group experiences and individual interactions with field school leaders and staff. Today, safety, security, and equity policies along with staff and operational procedures that support them are essential for instructing and inspiring all who wish to experience archaeological fieldwork. Drawing on three decades of field school participation and administration, the auth

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24

Ahaverdiieva, Khalida. "Comprehensive staff evaluation." SHS Web of Conferences 67 (2019): 06002. http://dx.doi.org/10.1051/shsconf/20196706002.

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Evaluation is indispensable for the staff management system of any company, as according to evaluation data any reasonable managerial decisions can be made in the field of staff rotation, training, establishment of salary amount, etc. The evaluation results constitute an important factor of performance motivation and positive change in approaches towards professional experience. Due to staff evaluation the efficient company can be established that ensures better conditions for development and growth of the employees. Performance evaluation of various officials varies depending on tasks, import

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25

Sun, Wei, and Yang Yu. "Staff Similarity Computation in Technology Innovation Team." Advanced Materials Research 204-210 (February 2011): 1771–74. http://dx.doi.org/10.4028/www.scientific.net/amr.204-210.1771.

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The main objective of this investigation is to explore new similarity algorithms of staff similarity in technology innovation team. First, this paper proposes the knowledge representation model of technology staff based on network, and the cliques after clustering according to network feature expresses the sub-fields. Second, from the view of knowledge contained in technology staff, this paper proposes the similarity algorithm based on VSM and the similarity algorithm based on sub-field. Finally, we use the staff classification of one technology innovation team as case study. The experiment re

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Tregubova, E. S., and О. V. Kuchina. "Challenges of staff development in the field of private dentistry." Russian Osteopathic Journal, no. 1 (March 23, 2025): 71–87. https://doi.org/10.32885/2220-0975-2025-1-71-87.

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Introduction. The importance of staff development cannot be overemphasized. This process plays a crucial role in the personal and career growth of individuals and the overall success of organizations. Consequently, one of the most important factors in modern organizations is continuous professional training and development of specialists, and there is a need to develop not only specific employees, but also the entire team. This is fully characteristic for the sphere of medicine and for dentistry. A significant competitive advantage for any dental clinic is a highly qualified and systematically

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27

Ибрагимова, К. С., and Х. Р. Алиев. "Staff motivation and loyalty management as tools to reduce staff turnover." Экономика и предпринимательство, no. 2(139) (May 15, 2022): 1373–76. http://dx.doi.org/10.34925/eip.2022.139.2.279.

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В статье рассмотрены взаимосвязь системы мотивации и лояльности персонала и текучести кадров. Выявлены основные причины текучести кадров, а также факторы удовлетворенности трудом в организации. Для улучшения ситуации с постоянно уходящими из компании сотрудниками и получения возможности регулировать интенсивность оттока персонала из компании предложены мероприятия в области материальной и нематериальной мотивации персонала, а также инструменты по формированию организационной лояльности персонала. The article discusses the relationship between the system of motivation and loyalty of personnel a

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Salonen, Tapio, and Alexandru Panican. "Kompetensprofilen hos undervisande personal på socionomutbildningar." Socialvetenskaplig tidskrift 29, no. 2 (2023): 209–33. http://dx.doi.org/10.3384/svt.2022.29.2.4614.

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The competence profile of teaching staff in social work education programs - a strategic issue for the field of social work In the past four decades, the higher education in social work has expanded greatly in Sweden, but analyses of what this development means for the field of social work are few. No scientific text pays specifically attention to the competence profile of the teaching staff. The aim of this article is to investigate the quality of the education with a focus on the competence profile among teaching staff in social work education programs. The competence profile is analys

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Rosenthal, Marilynnm, and Anita Carlson. "Beyond CME: Diabetes Education Field-Interactive Strategies from Sweden." Diabetes Educator 14, no. 3 (1988): 212–17. http://dx.doi.org/10.1177/014572178801400313.

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The Diabetes Educational and Training Unit (DETU) at Karolinska Hospital is a permanent, continuing medical education unit working with general practitioners and nurse teams from Stockholm's neigh borhood health centers. It offers a two-week educational program four times a year, teaching a comprehensive approach to diabetes care. Evaluation research found that centers that had implemented the approach taught at the CME course had excellent staff rapport and produced patients who were more knowledgeable about their disease and better able to engage in self-care. As a result of this research, t

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30

Antono, Shella Putri Permadani Hardi, Dewi Rokhmah, and Iken Nafikadini. "Peran Pendamping Program Keluarga Harapan dalam Meningkatkan Kunjungan K1-K4 Ibu Hamil ke Pelayanan Kesehatan." Jurnal Promosi Kesehatan Indonesia 14, no. 2 (2019): 136. http://dx.doi.org/10.14710/jpki.14.2.136-148.

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Background: Family Hope Program (PKH) as referred to as conditional cash transfer is a government poverty alleviation program by providing conditional cash money to induces healthy behavior especially pregnant, lactating mother and children under 5 years nutritional status in poor families. This program is assisted by field staff to facilitate PKH participants to comply antenatal care visits of pregnant mothers and improving nutritional status of children under five years. This study aims to explore the perception of PKH participants regarding the role of field staffs as a motivator, facilitat

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31

Andreev, A. "COMPONENTS OF JURISDICTION IN THE FIELD OF STAFF IN UKRAINE." Social Law, no. 2 (March 14, 2019): 9–16. http://dx.doi.org/10.37440/soclaw.2019.02.01.

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In the article the elements of legal relations in the sphere of personnel provision of the CivilService of Ukraine are analyzed. The types of these elements are separated. The content and meaningof each is characterized. The role of subjects, object and content of legal relations in the sphere ofpersonnel support of the civil service of Ukraine is determined

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32

Kantor, Vitaly Z., Alexandr P. Antropov, and Yuliya L. Proekt. "Academic staff readiness for inclusion in education: The problematic field." Izvestia: Herzen University Journal of Humanities & Sciences, no. 195 (2020): 7–25. http://dx.doi.org/10.33910/1992-6464-2020-195-7-25.

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33

Wiener, S., G. E. Roesch-McNally, R. E. Schattman, and M. T. Niles. "Ready, willing, and able? USDA field staff as climate advisors." Journal of Soil and Water Conservation 75, no. 1 (2019): 62–74. http://dx.doi.org/10.2489/jswc.75.1.62.

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34

Vigne, L., and E. B. Martin. "Dedicated field staff continue to combat rhino poaching in Assam." Pachyderm 26 (December 30, 1998): 25–39. http://dx.doi.org/10.69649/pachyderm.v26i1.950.

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35

Palmquist, Brian. "Field quality metrics – findings and recommendations." Business Process Management Journal 23, no. 4 (2017): 811–21. http://dx.doi.org/10.1108/bpmj-01-2017-0010.

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Purpose Based on a 2015 research survey by the author, the purpose of this paper is to evaluate a group of tablet- and smartphone-based software in order to recommend which one (or two) best matches the requirements for building construction field quality management. The secondary purpose of this paper is to identify which usage criteria best represent the needs of designers and builders. A tertiary but equally important purpose is to identify best means for knowledge transfer to up to 100 project teams per year. Design/methodology/approach Using a previously developed in-house questionnaire c

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36

Lee, Tennyson, Claire Ellingford, Samantha Blackburn, et al. "Selecting staff for a personality disorder service: report from the field." Psychiatrist 36, no. 2 (2012): 50–54. http://dx.doi.org/10.1192/pb.bp.111.034892.

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Aims and methodTo select staff for a personality disorder service by exposing applicants to anticipated challenges. Applicants took part in a role play, an unstructured group with fellow applicants and numbers of the interviewing panel, and a panel interview. A service user representative was involved from the initial planning stage.ResultsMultiple assessment methods enabled fine discrimination between applicants. Appointed staff said they felt the interviews were a valid test of required skills and have been well regarded by patients in the programme.Clinical implicationsSelecting staff for a

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37

Ashton, Tony. "Staff Envy of the Patients." Group Analysis 40, no. 1 (2007): 83–95. http://dx.doi.org/10.1177/0533316407076121.

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This article details the author's experiences working with patients and staff in the field of haemodialysis. It explores how envy may manifest within this area of general medicine, the more so as there is little or no hope of this being thought about and owned by the participants. Although the particular area of health care delivery reported on here happens to be nephrology, it is suggested that the issues raised are relevant to all services in which ill patients are looked after by staff who are dedicated to their care.

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Gray, Jennifer A., and Jesslyn Truesdale. "A Delphi Study on Staff Bereavement Training in the Intellectual and Developmental Disabilities Field." Intellectual and Developmental Disabilities 53, no. 6 (2015): 394–405. http://dx.doi.org/10.1352/1934-9556-53.6.394.

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Abstract The Delphi technique was used to obtain expert panel consensus to prioritize content areas and delivery methods for developing staff grief and bereavement curriculum training in the intellectual and developmental disabilities (IDD) field. The Delphi technique was conducted with a panel of 18 experts from formal and informal disability caregiving, nursing, and hospice and bereavement service provision. Results showed that training should help staff identify and support service users experiencing grief. Importantly, staff also needs help in managing their own grief. Organizational polic

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Ibrahim, Tamer Mohamed Abdelghani. "Using Web 2.0 applications by teaching staff in health care institutions' field training." Journal of Practice Teaching and Learning 17, no. 2 (2020): 6–24. http://dx.doi.org/10.1921/jpts.v17i2.1226.

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The study aimed to study the current use of Web 2.0 applications such as Wiki, Blogs, Facebook, Wikipedia by teaching staff in field training at health care institutions, in Saudi Arabia by identifying the most widely used web applications. The study also aimed to identify the obstacles of using Web 2.0 applications in field training at health care institutions. A descriptive approach was used in this research. The four-dimensional study tools were applied to 46 teaching staff social work, who are the training supervisors at health care institutions. The results indicated that the most common

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40

Bugaje, Shamsuddeen Yusuf, James Uchenna Okpe, and Stella Nonyelum Odunko. "Effect of Tax Audit on Compliance of Taxpayers: A case study of Katsina State Board of Inland Revenue." FUDMA Journal of Accounting and Finance Research [FUJAFR] 1, no. 2 (2023): 141–55. http://dx.doi.org/10.33003/fujafr-2023.v1i2.32.141-155.

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This paper focus on the effect of tax audit on the compliance of taxpayers in the Katsina State Board of Internal Revenue. This paper adopted the survey research design, using primary data. The questionnaire was structured thematically, in line with the research hypotheses, so that the respondents can concentrate on each theme and provide focused answers. The target population of the study comprised of the entire staff of the Katsina State Board of Internal Revenue in Katsina State which aggregated to a sum of Seventy-five (75) staff. The total staffs of the board were considered for the study

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41

Frauman, Eric. "Gender and the role of intuition in staff training and the field among college outdoor program professional staff." Journal of Outdoor Recreation, Education, and Leadership 7, no. 1 (2015): 48–61. http://dx.doi.org/10.7768/1948-5123.1254.

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42

Bettinger, Pete. "Distributing GIS Capabilities to Forestry Field Offices: Benefits and Challenges." Journal of Forestry 97, no. 6 (1999): 22–26. http://dx.doi.org/10.1093/jof/97.6.22.

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Abstract Distributing the analytical and map production capabilities of a geographic information system (GIS) to field offices benefits staff in many ways, including facilitating more informed and timely management decisions. Forest management organizations may encounter problems in shifting GIS functions from a central office to field offices, however. Success depends on the readiness of field office staff, the extent of database availability, access to the necessary technology (hardware and software), and degree of organizational commitment to the distributed-GIS approach.

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43

Dietrich, Bethany, and Kristen Hindes. "Notes from the Pandemic Field." Journal of Library Outreach and Engagement 2, no. 1 (2022): 24–28. http://dx.doi.org/10.21900/j.jloe.v2i1.893.

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This article will provide insight into academic library outreach collaborations between two neighboring institutions. Before and during the pandemic a series of events were planned exploring The Hate U Give by Angie Thomas. A virtual film discussion complete with a keynote speaker and intentional breakout rooms, each with a facilitator, for discussions was successfully executed with the help of over 25 faculty and staff from both colleges.

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44

Crane, Kelli, Meredith Gramlich, Richard G. Luecking, Paul B. Gold, and Taylor Morris. "Staff Capacity Building and Accountability in Transition Services." Career Development and Transition for Exceptional Individuals 44, no. 2 (2021): 89–96. http://dx.doi.org/10.1177/2165143420986465.

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Transition services, particularly those that feature work-based learning experiences, often require designated staff to spend the majority of their time in the field. They also require that staff have the skills and supports to properly and effectively deliver these services. Training and monitoring these staff is critically important to ensure youth with disabilities experience strong employment outcomes. Maryland PROMISE was a statewide experimental, multicomponent, and community-based transition project that served 997 youth receiving Supplemental Security Income and their families. To ensu

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

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The academic staff selection for any organization is an important process that involves in decision making process. The process must be carried out carefully because it involves some important aspects towards the staff selection. During the interview session, the selection process based on five criteria of the applicant. The five selection criteria consists of academic qualification, religious knowledge, community services, knowledge, and communication skills. Furthermore, the selection of applicants for the academic ability and suitability with the field in order to make the selection process

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Feuerborn, Laura L., Ashli D. Tyre, and Kathleen Beaudoin. "Classified Staff Perceptions of Behavior and Discipline: Implications for Schoolwide Positive Behavior Supports." Journal of Positive Behavior Interventions 20, no. 2 (2017): 101–12. http://dx.doi.org/10.1177/1098300717733975.

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Classified staff are important stakeholders in schools and commonly interact with students across grade levels, subject matter areas, and physical locations—making their involvement in the implementation of schoolwide positive behavior interventions and supports (SWPBIS) essential. However, their voice, including the intentional and systematic consideration of their perspectives and concerns, is virtually absent in this field of research. Hence, the purpose of this mixed-methods study was to develop a general understanding of classified staff perspectives of behavior and discipline. We used qu

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Editors, The. "Field Notes Sept. 2013." Bulletin for the Study of Religion 42, no. 3 (2013): 49–51. http://dx.doi.org/10.1558/bsor.v42i3.49.

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The Bulletin welcomes announcements, including call for papers, conference announcements, grant competitions, news items, and other informative updates on happenings in the discipline. Such announcements (like those below) will first appear on the Bulletin’s blog for timely distribution with occasional inclusion in issues of the Bulletin. There is no charge for announcements being included in Field Notes. Please email all announcements (of approximately 500 words) to the editors. Our editorial staff will also be watching for interesting items to include in this section of the Bulletin.

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Izotov, Daniil M., and Ekaterina V. Ryabtseva. "The of Professional Development of Employees of Courts in the Field of Combating Corruption." Rossijskoe pravosudie, no. 7 (June 23, 2022): 50–62. http://dx.doi.org/10.37399/issn2072-909x.2022.7.50-62.

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Separate areas of professional development of civil servants of the courts are analyzed: additional professional training and mentoring. The importance of the introduction of information technologies for optimizing the professional development of court staff through distance learning has been substantiated. Conclusions are drawn, firstly, about the need for systematic professional development of teachers involved in the professional training of court staff through internships in courts and participation as experts in the work of relevant commissions that consider certain issues regarding the w

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Valtins, Karlis, and Zane Emilija Sarma. "Measuring University Staff Mobility Impact in Higher Education." International Journal of Studies in Education and Science 5, no. 4 (2024): 515–36. http://dx.doi.org/10.46328/ijses.117.

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The paper addresses an issue within the field of higher education that has been discussed since the inception of the Erasmus mobility programme in 1987 - how to properly measure the impact of the staff mobility (academic and administrative). Students have a clear roadmap when it comes to the mobility practice and impact assessment but when it comes to staff mobility, impact assessment is less clear. For academic staff mobility, certain metrics can be used to objectively assess outcomes, but when it comes to the administrative staff, matters become more abstract as there are no widely used comm

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Bychin, V. B. "Staff performance assessment: domestic and foreign experience." Normirovanie i oplata truda v promyshlennosti (Rationing and remuneration of labor in industry), no. 12 (December 1, 2020): 14–25. http://dx.doi.org/10.33920/pro-3-2012-02.

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In the process of personnel management, it is necessary to solve various issues, the main of which is the assessment of the performance of individual employees and labor collectives as a whole. The article is devoted to the domestic and foreign experience in this field.

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