Academic literature on the topic 'Town-hall employees'

Początek działalności Referatu Archiwum Urzędu Miasta Krakowa wiąże się z reformą samorządu terytorialnego przeprowadzoną w Polsce w 1990 r. Spowodowała ona gruntowną reorganizację działalności urzędów w Polsce, w tym także Urzędu Miasta Krakowa. Początkowo archiwum miało siedzibę w podziemiach budynku magistratu przy placu Wszystkich Świętych 3–4, a od 1999 r. w budynku przy ulicy Dobrego Pasterza 116a. W chwili obecnej Referat Archiwum prowadzi działalność w nowym, na wskroś nowoczesnym obiekcie, do którego pracownicy oraz zasób archiwalny zostali przeniesieni w czerwcu 2019 r. Według stanu na koniec 2019 r. w archiwum zgromadzonych było blisko 20 000 mb akt. Głównym trzonem zasobu archiwum są akta przekazywane z 40 komórek organizacyjnych Urzędu. Do najcenniejszych zbiorów należą: zbiór gromadzkich książek meldunkowych z terenu miasta Krakowa składający się z 25 770 ksiąg, obejmujący okres od 1930 do 1961 r., zbiór Ksiąg Rejestrów Mieszkańców Gmin, zawierających informacje o mieszkańcach gmin z terenu powiatu krakowskiego obejmujących okres od lat 30. do 50. XX w., zbiór tzw. Rejestrów stałych mieszkańców, zbiór Kart Osobowych Mieszkańca, które były prowadzone dla każdego mieszkańca miasta i gromadzone wg adresów zamieszkania. Niezwykle ciekawym zbiorem, nadal otwartym, jest zbiór tzw. kopert dowodowych, tj. dokumentacji związanej z wydawaniem dowodów osobistych W kopertach dowodowych często zachowały się przedwojenne dowody osobiste lub dowody tożsamości, paszporty lub kenkarty. Office of the Krakow Town Council Archive. History, organization and archival resources The beginnings of the Office of the Krakow Town Council Archive are connected with the local-government reform that took place in Poland in 1990. This led to a major reorganisation in the activities of councils in Poland, including the Krakow Town Council. Initially, the Archive was located in the basement of the Town Hall building at 3–4 Wszystkich Świętych (All Saints) Square, and from 1999 in the building at 116a Dobrego Pasterza Street. Currently, the Office of the Archive operates in a new modern building which the employees and archival resources were moved to in June 2019. At the end of 2019, the Archive had a collection of almost 20,000 metres of records. The main body of the Archive’s resources consists of records deposited by 40 organisational units of the Council. The most important collections include: the collection of registration books from the town of Krakow, consisting of 25,770 books covering the period from 1930 to 1961, the collection of Registers of Borough Residents, containing information about the inhabitants of the boroughs in Krakow County covering the period from the 1930s to the 1950s, the collection of the so-called Registers of Permanent Residents, and the collection of Resident Cards, which were kept for each resident of the town and collected according to the residence address. A particularly interesting collection, which is still open, is the collection of the so-called evidence envelopes, in other words, documents connected with the issuance of ID cards. The evidence envelopes often contain pre-war ID cards, passports or kennkarten.

OBJECTIVES/SPECIFIC AIMS: 1.Assess changes in clinical research workforce landscape at Duke 2.Optimize and evaluate efficacy of a tier advancement process for clinical research career progression at Duke 3.Implement CRP engagement as a change management mechanism for workforce innovation METHODS/STUDY POPULATION: We evaluated 857 clinical research positions at Duke to understand changes in the workforce (demographics, numbers in each position and tier) since implementing the tier advancement process in 2016. To understand the efficacy of the tier assessment process, data from a subset of this population (n=84) who underwent the advancement process was examined for success rate. Individual employees and their managers were surveyed to understand their perception of the advancement process and identify areas for improvement. We also describe implementation of multiple mechanisms of community engagement to manage expectations around the tier advancement process and to provide opportunities for employees to self-manage their career planning, including portfolio planning and leadership opportunities. RESULTS/ANTICIPATED RESULTS: Whereas the clinical research workforce has grown by 5.5% since tiering began (2016, n=810; 2018 n=857). Nearly 13% of that growth has been in managerial or senior positions (2016, n=111; 2018 n=127). Distributions across job classifications changed only slightly, representing realignment of positions with study-level responsibilities over department-level responsibilities. Notably, clinical research nurses (CRNC & CRNC Sr.) was the only category including tiered and non-tiered positions to drop overall numbers between 2016 (n = 136) and 2018 (n=115), representing a shift in the workforce from research nurses to research coordinators. General demographics (gender, age) remained largely the same. A total of 359 positions have been hired during this time frame, nearly half of which were entry-level positions (175/359): 47 of these positions represent expansion of the workforce. Of 359 new hires since 2016, 271 currently still work in one of the research roles. Of the 84 employees who underwent the tier advancement process, 84% (43/51) succeeded in tier 2 advancement, 70% (14/20) succeeded in tier 3 advancement (CRC, CRNC, and regulatory coordinators), and 77% (10/13) of research program leaders (RPLs) succeeded in achieving tier two, which is the highest tier for this group. Fifty-five employees (65%) and 32 managers responded to a voluntary feedback survey. Overall confidence in the process improved in both groups from 2016 to 2018, most notably with managers. Both groups indicated a 10 hour reduction (employees = 35hr, 2016 and 25hr 2018; managers 25hr, 2016 and 15hr 2018) in time required to complete the tier advancement process. DISCUSSION/SIGNIFICANCE OF IMPACT: The use of objectively-assessed competencies is an important step in the development of a workforce. By 1) maintaining alignment with industry standards for competencies, 2) upholding high standards, and 3) offering a consistent approach to career growth, Duke is working to develop and maintain a workforce that supports high quality research. Since the implementation of standardized job classifications and competency-based tier advancement, the positions have undergone rigorous competency-based needs evaluation. This leads to better matched jobs to study needs as well as increased standardization across the clinical research workforce. We believe that the subtle workforce shifts represent alignment of our positions with the business needs of our clinical research enterprise. Additionally, approximately 15% of our clinical research workforce has taken advantage of the opportunity to advance their own careers. We have made significant improvements in the following tier advancement processes: standardization of assessments, scoring guides, and modes; changes from LMS to a REDCap delivery of the knowledge assessments; streamlined the utilization of electronic documentation; and additional guidance for employees and managers regarding portfolio inclusions. These improvements have increased satisfaction and acceptance with the advancement process and were made possible through strategic communication across the workforce. Regular town hall meetings and focus group feedback sessions have included the clinical research community in discussions of WE-R initiatives and provided a much-needed feedback loop for process improvement and change management. Moreover, inclusion of WE-R discussion in our Research Professional Network events has provided opportunities to discuss career advancement strategies as well as volunteer opportunities to grow and demonstrate leadership competencies.

247 Background: The COVID-19 pandemic brought national and local concerns, particularly to a comprehensive cancer center. Cancer patients’ clinical immunosuppressed status puts them in a vulnerable position for serious complications from COVID-19, including a higher risk of death. The institution developed five operational priorities (OP) to minimize exposure to the virus and contain and mitigate COVID-19 transmission and saw the need to monitor and evaluate those priorities. The project aim was to develop a monitoring system to promote timely identification of system threats and failures of the multiple safety processes implemented by engaging and empowering the front line workforce and area leaders to report concerns through a reporting tool. Methods: The COVID-19 Safety Control Center was developed, which consisted of a triage controller, SharePoint tool for front-line and area managers to report concerns or questions using handheld devices and a telephone hotline for urgent/emergent issues. Delegates from each were designated to review and respond to the reports within 24 hours. Metrics were developed for each of the initiatives. An interactive dashboard was built to communicate to leadership the status and trends of safety concerns. Project leadership met weekly to evaluate its’ efficiency and efficacy. Results: During the first 60 days, 476 events were reported and, on average, closed within 19 hours. The highest entries were related to policy and procedures of the hospital entry points, COVID-19 testing, and patient care. No high harm events were reported. A decreasing trend in entries was observed coinciding with the institution providing timely information to employees through daily COVID-19 briefings, weekly town hall meetings and increased familiarity with institutional COVID-19 processes. Conclusions: When multiple interventions are instituted and compliance to these measures are required in a rapid time frame, there needs to be a platform to monitor the process changes and address safety concerns quickly. Providing timely resolution to concerns of the front line staff serve to identify the threats, decrease the potential failures and provide opportunities to improve processes. The steps taken by the institution are a part of the journey toward high reliability.

BACKGROUND: After decades of local, state and national efforts to increase employment outcomes for individuals with disabilities, progress has been slow, with a mere 17.9% of persons with a disability employed in 2020 compared to 61.8% for persons without a disability (U.S. Bureau of Labor Statistics, February 2021). Individuals with disabilities have demonstrated their abilities and desire to work, including those with significant disabilities, yet our country remains entrenched in outdated and ineffective models of day services (i.e., sheltered workshops, non-work programs) and precious public dollars continue to be used for these services that congregate and segregate individuals, pay subminimum wages, and deny individuals their human and civil rights. OBJECTIVE: The purpose of this article is to describe one state’s efforts to advance employment for working age individuals with disabilities through a statewide Employment First initiative called Work to Include. Indiana is now in its third year of this grassroots initiative driven by a coalition of self-advocates. Major activities of the initiative are discussed, including passing Indiana’s Employment First law, holding statewide Town Hall meetings, establishing 11 local Work to Include teams, developing and implementing a state Employment First plan, launching local and statewide Disability Employment Awareness month campaigns, using social media and webinars to disseminate information, hosting Employment First Summits, and collaborating with employers and state agencies to promote employment outcomes. CONCLUSION: Next steps toward systems change are discussed, including the establishment of an Employment First office at the state and securing an Executive Order from the governor to make the state a model employer.

O presente estudo apresenta as qualidades psicométricas do Questionário de Cooperação Organizacional (QCO). A amostra é constituída por 300 funcionários camarários, dos departamentos de Atendimento e Urbanismo, de 70 Câmaras Municipais de Portugal Continental. Recorreu-se a procedimentos de Análise Factorial Exploratória, método de Máxima Verosimilhança, Scree Test, com método de rotação Varimax with Kaiser Normalization. Os resultados demonstram que o QCO é capaz de medir 3 dimensões da cooperação organizacional, explicando 49,36% da variância total. Os valores de consistência interna foram bastante satisfatórios, com a dimensão 1 “Cooperação configurada por regulamentações formais" a apresentar um Alpha de Cronbach de 0,875, a dimensão 2, "Cooperação decorrente da interdependência de indivíduos únicos articulados entre si" com 0,864 e a dimensão 3 "Cooperação através da orientação para a sociedade dos contributos singulares" com 0,787. /ABSTRACT: This study presents the analysis of psychometric properties of the Questionário de Cooperação Organizacional (QCO) (Organizational Cooperation Questionnaire). lt was applied to a sample of 300 employees from the Reception and Urbanization departments of 70 continental portuguese town-halls. Procedures of Exploratory Factorial Analysis, Maximum Likelihood extraction method and Varimax with Kaiser Normalization rotation method were performed. Results indicate that the QCO is capable of measuring 3 organizational cooperation dimensions, which explain 49,36% of the total variance. Reliability statistics were very satisfactory, in which dimension 1 "Cooperation structured by formal regulamentation" has a Cronbach's Alpha of 0,875, dimension 2, "The cooperation originated from the interdependence by the articulation amongst unique individuals" 0,864, and dimension 3 "Orientation to society of singular contribution through cooperation" 0,787.

This chapter presents an ontology-based document management system developed for the Romanian public institutions. The system meets both general and specific requirements for this type of organization. The system has a three-tier architecture. FileZilla ftp server version 0.9.37 was used as application server. Jess Expert System Shell version 7.0p1 was the solution in developing knowledge base of the system and MySQL open-source server, version 5.0.51 is chosen for data tier. The system ontology is developed using the Protégé environment. The system is validated and deployed at Ploiesti City Hall. Employees from different departments (town planning, taxes etc.) working with the system provided validation information.

Spatial distribution of economic activities in heritage cities: The case of the historic city of Toledo, Spain. Borja Ruiz-Apilánez¹, Eloy Solís¹, Vicente Romero de Ávila², Carmen Alía¹ ¹Universidad de Castilla-La Mancha, Escuela de Arquitectura. Avda. Carlos III, s/n ES-45071 Toledo ²Universidad de Castilla-La Mancha. Escuela de Ingenieros de Caminos. Avda. Camilo José Cela, s/n ES-19071 Ciudad Real E-mail: borja.ruizapilanez@uclm.es, eloy.solis@uclm.es, vicente.romeroavila@uclm.es, carmen.alia@alu.uclm.es Keywords (3-5): Urban Economics, Space Syntax, Heritage Cities, Spain Conference topics and scale: Urban form and social use of spacePrevious studies have shown: (a) that Space Syntax theories and tools can be helpful to explain pedestrian flows and the spatial distribution of economic activities in cities and other human settlements (Chiaradia et al., 2009; Perdikogianni, 2003; Vaughan et al., 2013), and (b) that the economy of many heritage cities highly depends on tourism (Ashworth and Tunbridge, 2000; Kemperman et al., 2009). Assuming that, in this particular type of human settlements, heritage buildings such as the cathedral, the town hall, and other similar constructions operate as tourist attractors, this research investigates to what extent the location of these buildings, together with the two main syntactic properties of the elements of the street network—integration and choice—can describe the spatial distribution of economic activities in touristic heritage cities, using the UNESCO Heritage site of Toledo, Spain, as case study. In order to investigate this question, each segment of the street network has been characterized with four main values: (1) economic activity, (2) spatial integration, (3) spatial choice, and (4) heritage intensity. The first value, economic activity, represents the presence or absence of economic activity in the buildings that are accessible through each corresponding street segment. The second value, spatial integration, accounts for the integration values that each segment has at two different scales—the neighborhood and the whole city. The third value, spatial choice, considers the choice values that each segment has, again, at these two scales. The fourth value, heritage intensity, reflects the proximity of listed building to each individual street segment. Street audits were used to record the economic activities taking place in the ground floors and upper floors of the buildings within the historic city. Space Syntax analysis was used to determine the different integration and choice values for each street segment; and GIS tools were used to establish their heritage intensity. Afterwards, statistical analysis was employed to investigate the relationships among these four variables, showing how the distribution of economic activity in the street network of the historic city of Toledo can be well explained by the other three variables—spatial integration, spatial choice and heritage intensity.References Ashworth, G.J., Tunbridge, J.E. (2000) The Tourist-historic City: Retrospect and Prospect of Managing the Heritage City. Routledge. Chiaradia, A., Hillier, B., Schwander, C., Wedderburn, M. (2009) ‘Spatial Centrality , Economic Vitality / Viability. Compositional and Spatial Effects in Greater London’, in Proceedings of the 7th International Space Syntax Symposium. 1–19. Kemperman, A.D.A.M., Borgers, A.W.J., Timmermans, H.J.P. (2009) ‘Tourist shopping behavior in a historic downtown area’. Tourism Manaement. 30, 208–218. Perdikogianni, I. (2003) ‘Heraklion and Chania: A study of the evolution of their spatial and functional patterns’, in 4th International Space Syntax Symposium. London, p. 19.1-19.20. Vaughan, L., Dhanani, A., Griffiths, S. (2013) ‘Beyond the suburban high street cliché - A study of adaptation to change in London’s street network: 1880-2013’. Journal of Space Syntax 4.