Inservice Training: On the job training programs for personnel carried out within an institution or agency. It includes orientation programs.Fluorenes: A family of diphenylenemethane derivatives.Health Personnel: Men and women working in the provision of health services, whether as individual practitioners or employees of health institutions and programs, whether or not professionally trained, and whether or not subject to public regulation. (From A Discursive Dictionary of Health Care, 1976)Education, Medical, Continuing: Educational programs designed to inform physicians of recent advances in their field.Physical Education and Training: Instructional programs in the care and development of the body, often in schools. The concept does not include prescribed exercises, which is EXERCISE THERAPY.Resistance Training: A type of strength-building exercise program that requires the body muscle to exert a force against some form of resistance, such as weight, stretch bands, water, or immovable objects. Resistance exercise is a combination of static and dynamic contractions involving shortening and lengthening of skeletal muscles.
A Day at Marler Clark Inservice Trainings - This Week How FSIS Works | Marler BlogWe are doing a series of inservice trainings for the younger lawyers and staff so they have a better understanding of how ... A Day at Marler Clark Inservice Trainings - This Week How FSIS Works. A Day at Marler Clark Inservice Trainings - This Week How ... We are doing a series of inservice trainings for the younger lawyers and staff so they have a better understanding of how ... Great information, I will use some of it during our next GMP training session. ...
42 CFR 488.425 - Directed inservice training. | US Law | LII / Legal Information Institute488.425 Directed inservice training.. (a)Required training. CMS or the State agency may require the staff of a facility to ... b)Action following training. After the staff has received inservice training, if the facility has not achieved substantial ...
Nebraska State Patrol - In-Service TrainingIn a typical year, the Training Academy will provide between 350 - 400 hours of In-Service training. In-Service training is a ... In-Service Training. In-Service Training is conducted annually for all sworn officers in the Nebraska State Patrol. ... Training Academy - NSP Camp 57*Training Academy - Go to NSP Camp 57... ... Services - Criminal Justice Training *Services - Domestic and Sexual Violence Program*Services - Go to Domestic and Sexual ...
statepatrol.nebraska.gov/vnews/display.v/SEC/Training Academy|In-Service Training
JAIRO | Design and Evaluation of In-service Training for Science Teachers: Based on a Case of JordanDesign and Evaluation of In-service Training for Science Teachers: Based on a Case of JordanDesign and Evaluation of In-service ... Design and Evaluation of In-service Training for Science Teachers: Based on a Case of Jordan. 理科教員研修のデザイン及び評価：ヨルダンの例に基づいて. ... Training for Science Teachers: Based on a Case
Internships Or Inservice Training In Mechanical Engineering Jobs in Johannesburg, Gauteng | joblife.co.za9714 Internships Or Inservice Training In Mechanical Engineering Jobs, Vacancies in Johannesburg, Gauteng available now on ... 9714 Internships Or Inservice Training In Mechanical Engineering Jobs in Johannesburg, Gauteng ... Technical Training Manager jennings consulting. East Johannesburg, Johannesburg An engineering background with over 10 year ... Our client ... of training effectiveness in line with Company Objectives: Set Requirements: University Degree in HR/Engineering ...
School In-Service Training Grants - National Council of Teachers of MathematicsSchool In-Service Training Grants (Supported by the Clarence Olander Fund and NCTM) Classroom teachers receive up to $4,000 for ... The purpose of this grant is to provide financial assistance to middle schools for in-service education in mathematics. For ...
Child Welfare In-Service Training Evaluation | CalSWECChild Welfare In-Service Training Evaluation. Child Welfare In-Service Training Evaluation. CalSWEC has been a national leader ... CalSWEC also leads the implementation of the Common Core Curricula Evaluation in collaboration with our in-service training ... in in-service training evaluation in the field of child welfare, and has hosted the National Human Services Training Evaluation ... NHSTEC (National Human Services Training Evaluation Collaborative). *Evaluating Standardized Child Welfare Training in ...
In-service training for health professionals to improve care of seriously ill newborns and children in low-income countries -...In-service training for health professionals to improve care of seriously ill newborns and children in low-income countries ... In-service training for health professionals to improve care of seriously ill newborns and children in low-income countries. * ... A variety of in-service emergency care training courses are currently being promoted as a strategy to improve the quality of ... In-service training for health professionals to improve care of the seriously ill newborn or child in low and middle-income ...
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Law Enforcement In-Service Training Calendar - Western Piedmont Community CollegeHere is a calendar for upcoming WPCC Law Enforcement In-Service Training classes. To view a course, click its name in the ...
2017 MFP December In-Service Training Tickets, Fri, Dec 15, 2017 at 8:00 AM | EventbriteMFP Central Office presents 2017 MFP December In-Service Training - Friday, December 15, 2017 at Keeney Memorial Cultural ... 2017 MFP December In-Service Training. MFP Central Office Friday, December 15, 2017 from 8:00 AM to 4:00 PM (EST) Wethersfield ... Pre- registration for the In-Service Training is required in order for seating to be assigned and hand-outs to be distributed. ... This In-Service Training is required for all Transition Coordinators, Specialized Care Managers, Supervisors, Central Office ...
Inservice Training At Generations - Generations Counseling & Care ManagementInservice Training At Generations. GENERATIONS believes that a staff can provide the highest quality of service when it ... With these goals in mind, GENERATIONS offers specially designed in-service training programs for staffs in hospitals, assisted ...
Internships Or Inservice Training In Civil Engineering Jobs in Limpopo | joblife.co.za867 Internships Or Inservice Training In Civil Engineering Jobs, Vacancies in Limpopo available now on joblife.co.za, the best ...
Residency In-Service Training Examination | American Academy of Neurology®Residency In-service Training Examination. The AAN RITE® (Residency In-service Training Examination) exam gauges your knowledge ... The AAN RITE Residency In-service Training Exam is not designed to be a certifying or qualifying examination. Use of RITE score ...
Melinda Iremonger Joins In-Service Training Project | CalSWECMelinda Iremonger Joins In-Service Training Project. Melinda Iremonger Joins In-Service Training Project. CalSWEC's Child ... In-Service Training Director Melissa Connelly Shares Innovative Developments. *Gloria Balderas Is CalSWEC's New Events and ... The In-Serve Training Project team, led by Ms. Connelly, also includes Training and Curriculum Specialists Jennifer Cannell, ... Welfare In-Service Training Project welcomes Melinda Iremonger as a training and curriculum specialist. ...
2011 August Inservice - Technology, Training and Tools District #27Aug 18, 2011, 5:37 AM ...
In-Service Training Director Melissa Connelly Shares Innovative Developments | CalSWECIn-Service Training Director Melissa Connelly Shares Innovative Developments. In-Service Training Director Melissa Connelly ... In-Service Training Director Melissa Connelly Shares Innovative Developments. *Gloria Balderas Is CalSWEC's New Events and ... Decision Making® (SDM) system," writes CalSWEC Child Welfare In-Service Training Director Melissa Connelly in a blog post, " ... Revised Training and SDM. CalSWEC, the California Department of Social Services, and the California Regional Training Academies ...
American Urological Association - Coding Resources and InformationIn-Service Exam * The Computerized 2016 In-Service Examination * ISE/OKAT Program Deadlines and Timetable ... Training Guidelines for Urologic Ultrasound * FAQs about Ultrasound Accreditation * Request a Hands-on Urologic Ultrasound ...
Biology | SOUTHWESTERN COMMUNITY COLLEGELaw Enforcement In-Service Training * Detention Officer Certification Course (DOCC) CJC-3941 ...
Pacific Grove Convalescent Hospital - Nursing Home - Official Ratings - ReviewsThe federal remedies include directed plans of correction, directed in-service trainings, state monitoring, denial of payment ... RNs have the training to give complex nursing care and treatments and provide supervision to other nursing staff. They can ... LVN/LPNs have one year of training. They work with RNs to assess the needs of residents, to develop treatment plans, and to ... Generally included are room and board, assistance with personal care and transportation, and guidance and training to help the ...
calqualitycare.org/provider/?id=070000078&n=Pacific Grove Convalescent Hospital
Items where Year is 2005 - UNIMAS Institutional RepositoryAben, Anyi (2005) A survey on the use of portfolios among lecturers and trainees in Batu Lintang teachers' training college. [ ... Sempurai, Georffery Steven (2005) Learning styles of in - service teacher trainees. [Project Report] ...
Virtual trainingBenzo(a)fluoreneLet's Move!: Let's Move! seeks to combat the epidemic of childhood obesity and encourage a healthy lifestyle through "a comprehensive, collaborative, and community-oriented initiative that addresses all of the various factors that lead to childhood obesity [.Strandpulling: Strandpulling is the general term for the practice of stretching steel springs, rubber cables or latex tubing, as a form of exercise and as a competitive sport, using a "chest expander", with many specific movements designed to target different muscles and provide progressive resistance usually, but not always, to the upper body.
(1/648) Practitioner based quality improvement: a review of the Royal College of Nursing's dynamic standard setting system.
OBJECTIVE: To explore and describe the implementation of the Royal College of Nursing's approach to audit--the dynamic standard setting system--within the current context of health care, in particular to focus on how the system has developed since its inception in the 1980s as a method for uniprofessional and multiprofessional audit. DESIGN: Qualitative design with semistructure interviews and field visits. SETTING: 28 sites throughout the United Kingdom that use the dynamic standard setting system. SUBJECTS: Quality and audit coordinators with a responsibility for implementing the system; clinical staff who practice the system. MAIN MEASURES: Experiences of the dynamic standard setting system, including reasons for selection, methods of implementation, and observed outcomes. RESULTS: Issues relating to four themes emerged from the data: practical experiences of the system as a method for improving patient care; issues of facilitation and training; strategic issues of implementation; and the use of the system as a method for multiprofessional audit. The development of clinical practice was described as a major benefit of the system and evidence of improved patient care was apparent. However, difficulties were experienced in motivating staff and finding time for audit, which in part related to the current format of the system and the level of training and support available for clinical staff. Diverse experiences were reported in the extent to which the system had been integrated at a strategic level of quality improvement and its successful application to multiprofessional clinical audit. CONCLUSIONS: The Royal College of Nursing's dynamic standard setting system can successfully be used as a method for clinical audit at both a uniprofessional and multiprofessional level. However, to capitalise on the strengths of the system, several issues need to be considered further. These include modifications to the system itself, as well as a more strategic focus on resources and support for audit, better integration of quality initiatives in health care, and a continuing focus on ways to achieve true multiprofessional collaboration and involvement of patients in clinical audit. (+info)
(2/648) A successful tobacco cessation program led by primary care nurses in a managed care setting.
We conducted a descriptive study of a tobacco cessation program sponsored by a health maintenance organization (HMO) and led by primary care nurses. The tobacco cessation program was conducted at 20 primary care clinics in northeastern and central Pennsylvania. We gauged the successfulness of the program by the patients' self-reported quit rates at 1 year. We also examined the association between quit rates and compliance with scheduled counseling visits, the impact of the availability of an HMO pharmacy benefit that supported the costs of nicotine replacement therapy, and the quit rates among patients with HMO insurance versus those with insurance other than managed care. Of 1,695 patients enrolled in the program from July 1993 to March 1996, 1,140 completed 1 year of follow-up. Of these, 348 (30.5%) reported they had quit using tobacco. Among the 810 HMO enrollees who participated in the program, the quit rate was 280 (34.6%); among the 330 non-HMO participants, the quit rate was 69 (20.9%), a statistically significant difference (P < 0.001). For all patients, keeping more than four visits with the program nurse was associated with a significantly higher likelihood of quitting (317/751 [42.2%] versus 32/389 [8.2%]; P < 0.001). Non-HMO patients were less likely than HMO enrollees to keep four or more visits (165 [50%] versus 586 [72.3%]; P < 0.001). We were unable to detect a difference in quit rates among those with and those without a pharmacy benefit (196/577 [34%] versus 84/233 [36.1%]). These data are limited by their descriptive nature and the lack of information about other factors important in determining the quit rate among program participants. Nevertheless, they suggest that HMOs can successfully sponsor nurse-led tobacco cessation programs in multiple primary care settings and achieve 1-year quit rates significantly higher than the 15% quit rate reported in the medical literature. In addition, successfully quitting tobacco use appeared to be associated with use of counseling visits but not with use of a pharmacy benefit to pay for nicotine replacement therapy. Even though tobacco cessation programs have the best chance of benefitting HMO enrollees, patients not enrolled in managed care plans also appear to benefit significantly. This finding has important implications for developing future strategies--including the role of managed care organizations, the need to defray the costs of nicotine replacement therapy, and the best approach to provide counseling to patients--to meet the Healthy People 2000 goal of reducing tobacco smoking. (+info)
(3/648) Outcome measures for routine use in dementia services: some practical considerations.
OBJECTIVES: To work with specialist community teams to assess the practicality and acceptability of identified outcome measures for routine use in dementia services. SETTING: Seven specialist dementia services: four multidisciplinary teams, a specialist service for carers, a community psychiatric nurse team, and a day hospital. SUBJECTS: 20 members of staff from the specialist dementia services including psychiatry, community psychiatric nursing, social work, occupational therapy, Admiral nursing, ward management, geriatric nursing. MAIN MEASURE: A questionnaire designed to assess staff views on the use of six outcome measures in routine practice in terms of practicality, relevance, acceptability, and use in improving care. RESULTS: Each of the outcome measures took 15 to 30 minutes to administer. All were rated as easy to use and as relevant to dementia services and to carers. Staff commented that the measures could be useful in routine practice for structured assessment and service evaluation, but highlighted the need for sensitive use of measures with carers. CONCLUSIONS: These measures consider the main domains of functioning for people with dementia and their carers. The measures are suitable for use in routine practice in dementia services and are acceptable to staff and carers. The project underlined the need for management support, staff ownership of measures, and training in using outcome measures. Staff concerns about service evaluation need to be acknowledged. (+info)
(4/648) Health sector reform in central and eastern Europe: the professional dimension.
The success or failure of health sector reform in the countries of Central and Eastern Europe depends, to a large extent, on their health care staff. Commentators have focused on the structures to be put in place, such as mechanisms of financing or changes in ownership of facilities, but less attention has been paid to the role and status of the different groups working in health care services. This paper draws on a study of trends in staffing and working conditions throughout the region. It identifies several key issues including the traditionally lower status and pay of health sector workers compared to the West, the credibility crisis of trade unions, and the under-developed roles of professional associations. In order to implement health sector reforms and to address the deteriorating health status of the population, the health sector workforce has to be restructured and training programmes reoriented towards primary care. Finally, the paper identifies emerging issues such as the erosion of 'workplace welfare' and its adverse effects upon a predominantly female health care workforce. (+info)
(5/648) Staff and patient feedback in mental health services for older people.
OBJECTIVES: To compare the views of patients and staff on the quality of care provided on a psychogeriatric assessment ward over a five year period. To describe the quality improvements which were made as a result of their respective comments. DESIGN: Structured interviews were conducted with both patients and staff to obtain qualitative feedback and suggestions for improvement. An analysis of the percentage of positive and negative comments made by both patients and staff was used to compare the levels of satisfaction on a variety of aspects of the service provided. SETTING: Psychogeriatric inpatient assessment ward. SUBJECTS: 75 patients and 85 staff interviews were conducted. MAIN MEASURES: Structured interviews covering various aspects of service quality. RESULTS: Staff and patients picked up on different aspects of service quality as important. Quality improvements which arose from the interviews were clearly different. Generally patients were more positive about the physical environment and standards of professional care than staff, but less positive about issues of privacy, social interaction, and empowerment. CONCLUSIONS: The perspectives of patients and staff in this area are not interchangeable. Both series of interviews led to several positive changes in the quality of care. Interviews with staff seem to have been valuable in a low morale situation. A structured interview format provided patients with an opportunity to feedback openly and led to changes in service quality which would not otherwise have occurred. (+info)
(6/648) Occupational stress in human computer interaction.
There have been a variety of research approaches that have examined the stress issues related to human computer interaction including laboratory studies, cross-sectional surveys, longitudinal case studies and intervention studies. A critical review of these studies indicates that there are important physiological, biochemical, somatic and psychological indicators of stress that are related to work activities where human computer interaction occurs. Many of the stressors of human computer interaction at work are similar to those stressors that have historically been observed in other automated jobs. These include high workload, high work pressure, diminished job control, inadequate employee training to use new technology, monotonous tasks, por supervisory relations, and fear for job security. New stressors have emerged that can be tied primarily to human computer interaction. These include technology breakdowns, technology slowdowns, and electronic performance monitoring. The effects of the stress of human computer interaction in the workplace are increased physiological arousal; somatic complaints, especially of the musculoskeletal system; mood disturbances, particularly anxiety, fear and anger; and diminished quality of working life, such as reduced job satisfaction. Interventions to reduce the stress of computer technology have included improved technology implementation approaches and increased employee participation in implementation. Recommendations for ways to reduce the stress of human computer interaction at work are presented. These include proper ergonomic conditions, increased organizational support, improved job content, proper workload to decrease work pressure, and enhanced opportunities for social support. A model approach to the design of human computer interaction at work that focuses on the system "balance" is proposed. (+info)
(7/648) Ergonomic strategies for improving working conditions in some developing countries in Asia.
Ergonomic action is growing in Asia in response to increasing local needs. Recent studies in some developing countries in Asia commonly developed and applied widely-applicable measures for assessing local needs in field conditions including small enterprises and agriculture. For this purpose, carefully examining the actual workplace conditions of the local people was essential. Consequently, a number of field studies could contributed to improving the working conditions of the local people in materials handling, workstation design, work organization and work environment by using available local resources. Building on local capacity and practice, action-oriented ergonomics training has also been developing and spreading into many workplaces. Various non-expert human resources including local government units, trade unions, industrial associations and the agricultural sectors have been mobilized to act as participatory trainers in the action-oriented ergonomic training programmes. Training tools such as action checklists, good local examples and group work dynamics have been developed and applied to such training activities. Learning from local achievements and focusing on locally available resources, ergonomists have facilitated these local action processes by developing action-oriented training tools and training local trainers. It was confirmed that a number of ergonomic improvements could be formulated by the self-help initiative of the local people when participatory action tools and training were provided. Developing flexible and dynamic ergonomic research and training methods to meet the diversifying needs of the local people will continuously be important. Ergonomists' efforts to cover the wider population and workplaces need to be strengthened and accelerated. (+info)
(8/648) What do general practice receptionists think and feel about their work?
BACKGROUND: Although there is some published work acknowledging that the general practice receptionist's role is both important and difficult, receptionists' own views have rarely been sought. AIM: To explore general practice receptionists' ideas and feelings about their work. METHOD: A questionnaire was distributed to all 150 receptionists in a representative sample of 26 practices in the area covered by Leeds family health services authority. Semi-structured interviews were conducted with a representative group of 20 receptionists selected from the questionnaire sample. RESULTS: All responders were women, 60% were over 40 years old, and about half had been in the post for more than five years; four-fifths worked part-time. They had chosen the job because it dovetailed with the rest of their lives. Responders derived satisfaction from helping patients, meeting people, having good relationships with colleagues, and doing varied work. Sources of stress included difficult patients, work pressure, problems finding appointments for patients, and feeling caught between doctors' and patients' demands. Responders' experiences and views of training were diverse. Practice managers were important in making them feel consulted and supported. All had a sense of teamwork with colleagues, but many did not perceive the whole practice as a team. Many felt doctors failed to appreciate the pressure and complexity of their work. CONCLUSIONS: Receptionists' work is complex, demanding and intense, involving a high level of commitment to patients, colleagues, and the practice. Recommendations include improved appointment systems, a positive role for practice managers in relation to reception staff, and individual planning of receptionists' training. Effective teamwork among receptionists should be recognized and developed. General practitioners (GPs) are recommended to develop a greater understanding of receptionists' work. (+info)
- We are doing a series of inservice trainings for the younger lawyers and staff so they have a better understanding of how various parts of Government work on Food Safety. (marlerblog.com)
- After the staff has received inservice training, if the facility has not achieved substantial compliance, CMS or the State may impose one or more other remedies specified in § 488.406 . (cornell.edu)
- and associated current deficiencies in initial and continued physical education teacher training to deal with same. (infona.pl)
- An engineering background with over 10 year experience in Technical Training Management will secure you an interview and possible consideration to this exciting role. (joblife.co.za)
- In a typical year, the Training Academy will provide between 350 - 400 hours of In-Service training. (nebraska.gov)
- The purpose of this article is to describe job specific functions, which general PE teachers can face in inclusive physical education, and related professional competencies, which teachers should acquire in their pre-service or in-service training. (infona.pl)