This report summarizes prior efforts to provide guidance in resolving the key issues confronting the development of a national outcome-based reporting system for adult education programs.
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Quality indicators have helped states define the components of program quality and enabled them to develop measures for evaluating programs to ensure effective practice. This paper presents a summary of state implementation of the quality indicators, focusing on the development of measures and standards for the indicators and the impact they have had on state accountability systems and program quality, and discusses how states are using the quality indicators and presents a summary of the indicator measurement systems in six states.
A number of recent authors have argued the need for greater levels of specificity in our understanding of "why, when, and for whom a particular type of training is most effective." The three studies reported here have attempted to respond to this need by examining the determinants of team member assertiveness.
This study examined the effects of experience on the degree to which various team behavior characteristics were weighted in a team member's perception of team behavior importance. In general, the results supported the hypothesis that experience would moderate the extent to which team members weighted different team behavior characteristics when making judgments of overall team behavior importance.
The initiatives to enhance adult learning program accountability and assessment systems of the following states are described in this paper: Colorado, Connecticut, Delaware, Florida, Georgia, Iowa, Kentucky, Oregon, Texas, Washington, West Virginia.
To respond to the growing need to understand this concept better, this chapter focuses on several aspects of situation awareness. The operationalization and the appropriate measurement of the construct has implications for the establishment of sound experimental methodologies to identify the critical components of situation awareness, determine its relationship with performance, and explore the critical moderators that can potential affect this relationship. The objectives of this effort are to review and synthesize the relevant literature on situation awareness, including various descriptions of what constitutes situation awareness and the background information on the cognitive variables that underlie this construct.
In this article, we examine situation awareness (SA) on two levels. First, we briefly summarize some elements that are common to several of the proposed explanations of individual SA in order to provide a base for examining team SA. Second, we identify critical variables that are associated with team SA and describe processes and behaviors that have been proposed as contributors to its establishment and maintenance. On the basis of the information reviewed, we identify issues related to the measurement and training of team SA.
Because the development of skill-based coordination training is dependent on the accurate identification of crucial behaviors to be trained, and because there is a need to develop more effective methods to identify these skills, the purpose of this investigation was to identify a psychometrically sound index of team task importance to guide the selection of behaviors for training.
Computer games have the capacity to engage the player, are inexpensive, and are readily available. These three qualities suggest possible value as a training medium, even though existing aviation game software has not been designed specifically for training or crew interactions. Reactions of pilots participating in this research indicated that the use of computer games with carefully designed scenarios can be an acceptable means of training CRM skills. Aircrews seemed to appreciate the training value of the system and became engaged in its scenarios. Acceptance was found by aviators of all experience levels.
The intent of most employment equity analyses is to determine what the treatment of a protected group of employees would have been in the absence of discrimination. To be valid, those analyses have to take into account any legally relevant differences between the protected employees and a comparison group of employees.