Suchergebnisse

A national survey conducted to determine current language methods and philosophies about teaching language indicated that many educators of hearing-impaired children combine different parts of various language approaches rather than adhering closely to any one method. Opinions as to the type of symbol system to use and when and how to use these symbol systems varied greatly. Some type of sentence patterns was the most popular symbol system in use, with Apple Tree (Anderson, Boren, Caniglia, Howard, & Krohn, 1972) being the most frequently specified set of sentence patterns (57.5% of the programs). The symbol systems were used for three major purposes: to help students produce grammatical sentences, to analyze grammatical sentences, and to correct ungrammatical sentences. These uses were specified by approximately 86%, 71%, and 79% of the programs, respectively. Implications of the survey and potential applications are provided.

This case study reviews the enactment and implementation of the National Security Personnel System (NSPS) in the U.S. Department of Defense. Proponents of reform seized the opportunity to enact reform in the aftermath of 9/11, basing their arguments on national security concerns. However, the policy‐making process did not produce a consensus for reform among key stakeholders in the personnel management policy community. Instead, the NSPS angered and alienated the Office of Personnel Management, the public employee unions, and a number of congressional Democrats. Implementation of the NSPS became problematic as Defense Department officials attempted to move quickly and independently to get the new system online, eventually forcing the department to put the system on hold. In the end, Congress imposed limits on its implementation, advocates for the system disappeared, and a new president supported the repeal of NSPS. This case provides useful insights into the formulation of future strategies for personnel management reform.

In what ways are current civil service reform efforts similar to and different from the qualities that characterize the Civil Service Reform Act of 1978 (CSRA)? These issues are explored by examining the new personnel authorities granted to the Department of Homeland Security (DHS) and to the Department of Defense (DoD) in the National Security Personnel System (NSPS). In many respects, current reforms preserve some of the ideas behind CSRA or they derive from the authorities included in the CSRA. In other respects, current reform departs from the CSRA model and new ideas related to enactment, design, and implementation of civil service reform have emerged. Furthermore, a new argument emerged in DHS and NSPS that had never before appeared in any public discourse on personnel management reform: the link between federal personnel management policy and national security.

The events of 9/11 have influenced policy making in public administration. The Homeland Security Act of 2002, which created the Department of Homeland Security, contained language that empowered the secretary of homeland security and the director of the Office of Personnel Management to establish a personnel management system outside the normal provisions of the federal civil service. Why did civil service reform succeed as part of this legislation when previous attempts at large‐scale reform had failed? A case analysis of the enactment of civil service reform in the Homeland Security Act points to theories of policy emergence and certain models of presidential and congressional policy making. In this case, civil service reform became associated with national security instead of management reform. An assessment of the rhetorical arguments used to frame this policy image offers a powerful explanation for the adoption of the personnel management reforms in the Homeland Security Act. This case has implications for understanding how policy makers might approach future management reform agendas.

Public Administration Review, May-June 2007 ; Center for Defense Management Research (CDMR) ; The events of 9/11 have influenced policy making in public administration. The Homeland Security Act of 2002, which created the Department of Homeland Se- curity, contained language that empowered the secretary of homeland security and the director of the Office of Personnel Management to establish a personnel manage- ment system outside the normal provisions of the federal civil service. Why did civil service reform succeed as part of this legislation when previous attempts at large-scale reform had failed? A case analysis of the enactment of civil service reform in the Homeland Security Act points to theories of policy emergence and certain models of presidential and congressional policy making. In this case, civil service reform became associated with national security instead of management reform. An assessment of the rhetorical arguments used to frame this policy image offers a powerful explanation for the adoption of the personnel management reforms in the Homeland Security Act. This case has implications for understanding how policy makers might approach future management reform agendas.

This research asked 252 upper-, middle-, and first-line-level managers in organizations experiencing radical change to assess the effects of their own leaders' communications and behaviors on their perceptions of the change process. Results indicated that the frequency of exhibition of most behaviors by leaders positively affected subordinates' perceptions of change. For three types of behaviors, soliciting upward feedback, driving change, and providing resources, the importance of these behaviors to the subordinates' moderated perceptions of the change process. Discussion of these results and their implications conclude the study.

Reports were scanned in black and white at a resolution of 600 dots per inch and were converted to text using Adobe Paper Capture Plug-in. ; The endemic Hylaeus bees are critical pollinators in native ecosystems in Hawai'i. Seven species are proposed for listing as endangered, and many more are rare and potentially endangered. We surveyed 40 localities on O'ahu, 56 on Hawai'i, and approximately 70 km of the coastline of Hawai'i for 23 species of native Hylaeus, including four added during the course of the project. All of the native Hylaeus were much rarer than they were during previous surveys in 1999–2002, including many previously considered common. The only target species found in significant numbers was H. anthracinus, which is restricted to narrow strips of seashore vegetation on both islands but can occur in high density where present. However, the largest O'ahu population, at Ka'ena Point, appears to have completely disappeared since it was last observed in 2002. Significant populations exist on Hawai'i, but only two sites are currently known on O'ahu. Six of the other species on O'ahu were not seen at all, and the remaining six (H. anomalus, H. laetus, H. makaha, H. mamo, H. mana, and H. mimicus) were collected once or twice and/or with a total of 1–5 individuals each. On Hawai'i, only H. flavipes, H. kona, H. laetus, H. ombrias, and H. rugulosus were collected, mainly from in or around Pōhakuloa Training Area during a brief period of July and August. Most non-target species have been found at least once, but nearly all in low numbers; some of the less common ones, including H. setosifrons on Hawai'i, were extremely rare or absent. The past several years have been extremely dry on the leeward sides of the islands, where most of the rare species occur, and drought may be a factor in the low numbers of bees. Serious damage and mortality among Myoporum sandwicense, an important floral resource, as a result of thrips infestation may also be important in reducing numbers and diversity of bees in montane ...

Violence involving sailors is a problem that the Commander, THIRD fleet is committed to addressing. This study examined the relationship between sailor violence and location, time of year, policy directives, global tensions, and communication practices aimed at violence prevention. Results indicate that reporting of violent incidents is often incomplete or inaccurate, which impacts the ability to derive certain conclusions. However, the data suggest that sailors in paygrades from E3 to E5 are more likely to be involved in violent incidents, and that alcohol was potentially a factor in at least half the incidents reported. Additionally, communication on the topic by leaders was found to be important, and implications for communicating about the issues are discussed. Recommendations included developing common standards for reporting violent incidents, engaging in focused prevention measures, giving equal attention to both alcohol misuse and violence prevention, ensuring effective communication, empowering all leaders (E4 to O9) to address violence prevention, delivering training that reaches sailors, requiring units in high OPSTEMPO take additional precautions, requiring that units precede major phase changes with violence prevention messages, continuing holiday-related anti-violence messages, and monitoring new manning units (e.g., Sea Swap) for violence characteristics.-- p. i ; Approved for public release; distribution is unlimited.