Planning Your Career A Workshop Series for Women

Your questions regarding career choice are no doubt directed toward the choice of a paid occupation. However, a career is more than a way to earn a living. A career is a Way of Living. You are, in fact, already well into your career and have been involved in the career development process since you were very young. Whether you realize it or not, you have already assumed a number of work roles-student, homemaker, babysitter, office worker, volunteer, just to name a few. Although you have undoubtedly made some conscious and independent decisions about your career, many of your decisions, as a woman, have resulted from outside influences and social forces that have molded your perceptions and expectations about roles and work choice

Foster Parent Training Program: Evaluation Report 1983-1984

Over the past two years, the Foster Parent Training project, in close cooperation with the Department of Social Services, has been successful in training over 1,000 foster parents and caseworkers in the Basic and Adolescent curricula. A statewide network capable of providing on-going support to local foster parents has been developed. In addition to the 16 regional trainers, over 55 local people interested in foster care have participated as co-trainers. The involvement of other local resource people such as judges, counselors, caseworkers, and attorneys has increased the number involved in training even more. The following report presents a summary of the delivery plan, the year\u27s activities, and the results of the evaluation of the Basic and Adolescent courses

Using audio feedback with distance learning students to enhance their learning on a Postgraduate Certificate in Higher Education programme

Our aim is to investigate the use of audio feedback for formative assessment on a Postgraduate Certificate Higher Education in Teaching and Supporting Learning (PG Cert HE) programme. The case study draws on the experience of the participants who undertook this programme at a distance, as well as the reflections of the teaching team. Our study aims to address some of these issues and provide educators with an account of how audio feedback might be successfully integrated into distance learning programmes

Ethics and social responsibility - do HR professionals have the ‘courage to challenge’ or are they set to be permanent ‘bystanders'?

This paper considers the role of HR in ethics and social responsibility and questions why, despite an acceptance of a role in ethical stewardship, the HR profession appears to be reluctant to embrace its responsibilities in this area. The study explores how HR professionals see their role in relation to ethical stewardship of the organisation, and the factors that inhibit its execution. A survey of 113 UK-based HR professionals, working in both domestic and multinational corporations, was conducted to explore their perceptions of the role of HR in maintaining ethical and socially responsible action in their organisations, and to identify features of the organisational environment which might help or hinder this role being effectively carried out. The findings indicate that although there is a clear understanding of the expectations of ethical stewardship, HR professionals often face difficulties in fulfilling this role because of competing tensions and perceptions of their role within their organisations. A way forward is proposed, which draws on the positive individual factors highlighted in this research to explore how approaches to organisational development (through positive deviance) may reduce these tensions to enable the better fulfilment of ethical responsibilities within organisations. The involvement and active modelling of ethical behaviour by senior management, coupled with an open approach to surfacing organisational values and building HR procedures, which support socially responsible action, are crucial to achieving socially responsible organisations. Finally, this paper challenges the HR profession, through professional and academic institutions internationally, to embrace their role in achieving this

Foster Parent Training Program Evaluation Report 1982-1983

The Center for Applied Urban Research at the University of Nebraska at Omaha is proud to have been the developers of the Nebraska Foster Parent Training Program materials. These materials have received national recognition and have been adopted for foster parent· training by other states as well. Evaluations of the previous CAUR Foster Parent Training Program (May, 1978 and December, 1981) indicated a high degree of acceptance and utilization of the training. With funding provided by Title XX and co-sponsored by the Nebraska Department of Public Welfare and the Center for Applied Urban Research, the Basic Course was continued throughout Nebraska from April, 1982 to April, 1983. Over 500 foster parents and caseworkers were trained during 1982-83. The following report presents a summary of the delivery plan, the year\u27s activities, and the results of the evaluation of the Basic Course

Older Hispanics in Nebraska: Their Characteristics, Attitudes, and Needs

The successful delivery of human services requires rational program planning. Rational program planning, in turn, requires evaluation of 1) the needs of targeted client groups, 2) the availability of established services to the potential clients, and 3) the utilization of available services by the client population(s). The success of human service delivery systems, therefore, must incorporate the assessment of public programs in terms of the correspondence between client needs and service provision and usage

Human Services Useage By Older Hispanics in Nebraska

The original report on which this article is based resulted from research conducted by CAUR for the Nebraska Mexican American Commission with funding from the Nebraska Commission on Aging. Dr. DiMartino and Carole M. Davis were co-investigators for the project and co-authored the lengthier report. The cooperation and assistance provided by so many members of the Hispanic communities in Lincoln, Omaha, and Scottsbluff made the study possible

Role of home visiting in improving parenting and health in families at risk of abuse and neglect : results of a multicentre randomised controlled trial and economic evaluation

Objectives – To evaluate the effectiveness and cost-effectiveness of an intensive home visiting programme in improving outcomes for vulnerable families. Design – Multicentre randomised controlled trial in which eligible women were allocated to receive home visiting (n=67) or standard services (n=64). Incremental cost analysis. Setting – 40 GP practices across two counties in the UK Participants – 131 vulnerable pregnant women. Intervention: Selected health visitors were trained in the Family Partnership Model to provide a weekly home visiting service from 6-months antenatally to 12 months postnatally. Main outcome measures – mother-child interaction, maternal psychological health attitudes and behaviour, infant functioning and development, and risk of neglect or abuse. Results – At 12-months differences favouring the home visited group were observed on an independent assessment of maternal sensitivity (p<0.04) and infant cooperativeness (p<0.02). No differences were identified on any other measures. There was a non-significant increase in the likelihood of intervention group infants being the subject of child protection proceedings, or being removed from the home, and one death in the control group. The mean incremental cost per infant of the home visiting intervention was £3,246 (bootstrapped 95% confidence interval for the difference: £1,645 - £4,803). Conclusion – This intervention may have the potential to improve parenting and increase the identification of infants at risk of abuse and neglect in vulnerable families. Further investigation is needed together with long term follow up to assess possible sleeper effects

Employer and Training Needs: Report 09 Human Services Programs

The purpose of this study is to determine the employer and training needs for paraprofessionals to work in the human services areas in the metropolitan Omaha area