Notes on the life history and taxonomy of Cerurina marshalli (Noctuoidea: Notodontidae: Cerurinae)

The final instar larvae of the Notodontidae species, Cerurina marshalli (Hampson, 1910) are described and illustrated in detail, with notes on habitat, host-plants and distribution of the species. Photographs of the eggs, larvae and adults are included with observations on characteristic larval defensive behaviour. Based on striking differences in the larvae and adult genitalia, Cerurina marshalli argentata (Gaede, 1934) is transferred from the genus Cerurina to Afrocerura and synonymised with Afrocerura cameroona (Bethune-Baker, 1927) (=Afrocerura argentata comb. nov., syn. nov.)

Refinement and evaluation of an automated mass spectrometer for nitrogen isotope analysis by the Rittenberg technique

An apparatus designed to automatically perform hypobromite oxidations of ammonium salt samples for nitrogen isotope analyses with a mass spectrometer was modified to improve performance and reduce analysis time. As modified, reference N2 is admitted to the mass spectrometer between samples from a dedicated inlet manifold, for calibration at the same pressure as that of the preceding sample. Analyses can be performed on samples containing 10 μg to 1 mg of N (or more), at a rate of up to 350 samples/day. When operated with a double-collector mass spectrometer, the standard deviation at the natural abundance level (10 analyses, 50-150 μg N) was <0.0001 atom % 15N. Very little memory was observed when natural abundance samples (0.366 atom % 15N) were analysed. following samples containing 40 atom % 15N. Analyses in the range, 0.2 to 1 atom % 15N (50-150 μg N), were in good agreement with manual Rittenberg analyses (1 mg N) using a dual-inlet system, and precision was comparable. For enrichments of 2 to 20 atom % 15N, automated analyses were slightly lower than manual analyses, which was attributed to outgassing of N2 from the plastic microplate used to contain samples

Measuring the Costs of Employee Turnover in Illinois Public Park and Recreation Agencies: An Exploratory Study

Employee turnover is an unavoidable part of most public park and recreation agencies. Agencies must become increasingly concerned with understanding the repercussions of an employee leaving an agency as they attempt to strategically assess current and future economic and human resource plans. This exploratory study considers the issue of turnover within a cost analytical framework and proposes a model for park and recreation agencies to accurately quantify their employee turnover costs. Specifically, the study incorporates Cascio’s (2000) costing model of turnover to explore the costs associated with the departing employee and the placement of a new employee. Building upon Cascio’s (2000) model we include variables to examine the potential drop in performance and overtime payment required as a result of turnover. Using the proposed model, an exploratory study was conducted within the public park and recreation profession. Turnover data was collected from park and recreation professionals within the state of Illinois. Findings suggest that the separation costs are about two to three times larger than replacement costs making it increasingly important for managers to control unused vacation and sick pay, losses in production and overtime paid to existing staff. Significant differences in pre-employment testing and training costs were found between recreation staff and operations/support staff. The findings and application of the costing model are discussed with suggestions made for further development of turnover cost models that can be applied in public park and recreation settings

Measuring the Costs of Employee Turnover in Illinois Public Park and Recreation Agencies: An Exploratory Study

Employee turnover is an unavoidable part of most public park and recreation agencies. Agencies must become increasingly concerned with understanding the repercussions of an employee leaving an agency as they attempt to strategically assess current and future economic and human resource plans. This exploratory study considers the issue of turnover within a cost analytical framework and proposes a model for park and recreation agencies to accurately quantify their employee turnover costs. Specifically, the study incorporates Cascio’s (2000) costing model of turnover to explore the costs associated with the departing employee and the placement of a new employee. Building upon Cascio’s (2000) model we include variables to examine the potential drop in performance and overtime payment required as a result of turnover. Using the proposed model, an exploratory study was conducted within the public park and recreation profession. Turnover data was collected from park and recreation professionals within the state of Illinois. Findings suggest that the separation costs are about two to three times larger than replacement costs making it increasingly important for managers to control unused vacation and sick pay, losses in production and overtime paid to existing staff. Significant differences in pre-employment testing and training costs were found between recreation staff and operations/support staff. The findings and application of the costing model are discussed with suggestions made for further development of turnover cost models that can be applied in public park and recreation settings

The Development of a Pay-for-Performance Appraisal System for Municipal Agencies: A Case Study

Well-designed employee performance appraisal instruments assume great importance by providing agencies with information that can guide administrative and developmental decision-making about their most important asset—their human resources. Administratively, performance appraisals serve as the formal evaluation tool used by managers when making decisions about the distribution of pay increases and the promotion and demotion of an employee. Developmentally, performance appraisals assist agencies in identifying issues such as employee training needs and cross training opportunities.1 Despite its importance, both employees and management often view the performance appraisal process as frustrating and unfair. These frustrations are largely attributed to a reliance on performance appraisal instruments that: are not job related; have confusing or unclear rating levels, and; are viewed as subjective and biased by staff.2 This study was undertaken to identify steps for creating a more effective pay-for-performance system for public agencies. Specifically, this case study: (1) identified a systematic procedure for creating performance appraisal instruments; (2) described the appropriate training for those conducting an appraisal interview; (3) implemented performance reviews using the developed instruments and appraisal interview/review training, and; (4) evaluated employee attitudes toward the newly developed system. Survey results identified significant mean differences between employee attitude toward the original pay-forperformance instrument and appraisal interview process and the newly developed system. Results of the case study are analyzed and discussed

Constraints on soluble aerosol iron flux to the Southern Ocean at the Last Glacial Maximum.

Relief of iron (Fe) limitation in the Southern Ocean during ice ages, with potentially increased carbon storage in the ocean, has been invoked as one driver of glacial-interglacial atmospheric CO2 cycles. Ice and marine sediment records demonstrate that atmospheric dust supply to the oceans increased by up to an order of magnitude during glacial intervals. However, poor constraints on soluble atmospheric Fe fluxes to the oceans limit assessment of the role of Fe in glacial-interglacial change. Here, using novel techniques, we present estimates of water- and seawater-soluble Fe solubility in Last Glacial Maximum (LGM) atmospheric dust from the European Project for Ice Coring in Antarctica (EPICA) Dome C and Berkner Island ice cores. Fe solubility was very variable (1-42%) during the interval, and frequently higher than typically assumed by models. Soluble aerosol Fe fluxes to Dome C at the LGM (0.01-0.84 mg m(-2) per year) suggest that soluble Fe deposition to the Southern Ocean would have been ≥10 × modern deposition, rivalling upwelling supply.This work is a contribution to the European Project for Ice Coring in Antarctica (EPICA), a joint European Science Foundation/European Commission (EC) scientific programme. This study was funded by a NERC studentship to T.M.C. and E.W.W. is funded by a Royal Society professorship.This is the final version of the article. It first appeared from Nature Publishing Group via http://dx.doi.org/10.1038/ncomms885

The Development of a Pay-for-Performance Appraisal System for Municipal Agencies: A Case Study

Well-designed employee performance appraisal instruments assume great importance by providing agencies with information that can guide administrative and developmental decision-making about their most important asset—their human resources. Administratively, performance appraisals serve as the formal evaluation tool used by managers when making decisions about the distribution of pay increases and the promotion and demotion of an employee. Developmentally, performance appraisals assist agencies in identifying issues such as employee training needs and cross training opportunities.1 Despite its importance, both employees and management often view the performance appraisal process as frustrating and unfair. These frustrations are largely attributed to a reliance on performance appraisal instruments that: are not job related; have confusing or unclear rating levels, and; are viewed as subjective and biased by staff.2 This study was undertaken to identify steps for creating a more effective pay-for-performance system for public agencies. Specifically, this case study: (1) identified a systematic procedure for creating performance appraisal instruments; (2) described the appropriate training for those conducting an appraisal interview; (3) implemented performance reviews using the developed instruments and appraisal interview/review training, and; (4) evaluated employee attitudes toward the newly developed system. Survey results identified significant mean differences between employee attitude toward the original pay-forperformance instrument and appraisal interview process and the newly developed system. Results of the case study are analyzed and discussed

Online learning: Examining instructional design strategies in leisure curriculum

An assessment of the park and recreation-related educational programs and departments within the United States indicates an increasing presence of web-based distance learning (WBDL) environments. According to a voluntary listing posted on NRPA’s official website, over 35 courses are offered within a WBDL environment with almost 20 U.S. colleges and universities participating. In addition, some programs currently offer a 100% WBDL baccalaureate and/or master degree. These numbers are also somewhat conservative as additional programs offered by universities continue to emerge as evident by the dialogue and postings on the online discussion forum of the Society of Park and Recreation Educators (SPREnet). With this increase in instructional technologies there has been a growing concern in the educational community regarding the effectiveness of these tools to meet the needs of the learners (Lukow & Ross, 2003; Van Dusen & Worthen, 1995). Despite this concern, many of the issues surrounding the effective implementation of WBDL programs have not been explored sufficiently. Grounded within social cognitive theory, this study examined the instructional design of a WBDL about pay-for-performance systems in parks and recreation. The effects of two instructional methods, online discussion groups and multiple formats, are assessed on cognitive outcomes. The moderating role of experience with technology, technology selfefficacy, and several individual characteristic variables were also examined