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The stormwater retention pond is a best management practice used for the improvement of runoff water quality before it discharges into larger surface waterbodies. A vortex-type retention pond, called the Nautilus PondTM, is a new design approach for stormwater retention ponds that is expected to produce an internal flow pattern in the pond that is more conducive to removal of sediments from runoff. Since many existing stormwater retention ponds were originally designed only for flood control, most of the ponds are subject to large dead zones, severe short-circuiting and short retention times, which can limit sediment retention in the ponds. In this study, the robustness of the design of the Nautilus PondTM was evaluated by assessing its residence time distribution (RTD) characteristics, flow pattern and sediment deposition patterns under various conditions of flow in the pond. The study was carried out in two physical scale models of a simplified Nautilus PondTM: one with a scale ratio of 1:30.775 for an aspect ratio of 100:2, and the other with a scale ratio of 1:13.289 for a pond of 50:2 aspect ratio. The aspect ratio is the ratio of the pond diameter at its water surface (top width) to the depth of flow, 2 m at corresponding design flow rates, in the pond. First, the RTD characteristics and flow patterns in the ponds were investigated using tracer mass recovery and flow visualization tests allowing different times for steady flow development (flow development time) for the design flows corresponding to 4 m3/s in the 100:2 prototype pond and 1 m3/s in the 50:2 pond. Then, tracer tests were carried out at different flow rates to investigate its effects on the RTD characteristics in both model ponds. The deposition patterns of approximately 50 micron sediment particles (prototype size) were also observed. The best position of a berm around the pond outlet was determined for the 100:2 pond by comparing the RTD characteristics and the sediment deposition patterns in the pond for three different positions of the berm. The residence time distribution characteristics and the sediment deposition pattern were also assessed for the 50:2 pond with a berm placed in a position equivalent to the best position identified in the 100:2 pond tests. It was found that the RTD curves at design flow rates of 4 m3/s and 1 m3/s for different flow development times were very similar to each other for both pond aspect ratios; the flow development time was found to have little effect on the flow characteristics of the ponds. The average baffle factors, short-circuiting indices and Morril dispersion indices were 0.41, 0.20 and 4.1, respectively, for the 100:2 pond aspect ratio, whereas these were 0.23, 0.05 and 8.6 for the 50:2 pond. The flow rate was found to have a significant effect on the RTD characteristics of both ponds. There were multiple peaks in the RTD curves for the lower flow rates tested for the 100:2 pond. This was thought to be a result of the low inflow momentum and high aspect ratio of the pond. As the flow rate was increased, the residence time distribution curve had a single, lower peak. In both ponds, an increase of flow rate caused the baffle factor and short-circuiting index to decrease and the Morril dispersion index to increase indicating that the inflow spent a shorter time in the pond. The sediment deposition pattern tests in both ponds without the berm around the outlet showed that a higher quantity of sediments deposited in the outer peripheral region of 100:2 pond. The 50:2 pond deposited a small amount of sediment along the periphery due to the high velocity inflow jet and lower aspect ratio of the pond. The best position of the berm among those tested was found to be at the 60% of pond bed radius from the center. Though the RTD characteristics for the 100:2 pond with different berm positions were very similar to each other, the 100:2 pond with the berm position at 60% of pond bed radius deposited most of the sediments outside the berm. The RTD characteristics in both ponds showed significant improvement with a berm at the 60% of radius position compared to the ponds without a berm. This improvement was more significant for the 50:2 pond than for the 100:2 pond. Further, the sediment deposition pattern in 100:2 pond with berm at 60% of bed radius showed that the larger sized sediment particles mainly deposited outside the berm and the finer particles deposited inside the berm. The 50:2 pond did not show any significant difference in particle size distribution of the sediments deposited inside and outside of the berm.

This project aims to identify data usage, look into the establishment of data management techniques and provide guidance for staff as to efficient storage measures. The project provides recommendations for a robust policy framework to offer engineering departments guidance on the principles behind information management. There is to be the identification of potential categorises and associated retention times. Categorisation will assist in giving data a retention time and increase the efficiency of accessing data. The main drivers for this project include $5million spent over three years on the storage of electronic information and the difficulties associated with finding information in high volume storage systems. These issues are increasing exponentially as Beca grows and as the size and quantity of CAD, photos and videos files increases.

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This study examined the motivation of outdoor staff working in multi-activity residential centres. The study took place against the background of an outdoor industry undergoing major legislative and cultural changes. These changes were discussed at length. Notable amongst the outcomes of the discussed changes was a need to improve staff retention within multi-activity residential centres. The motivation of staff was studied with this in mind. Following an initial pilot study, there were three major phases to the research. These were, a mail-shot questionnaire, focus group interviews and an investigation of personal constructs using a repertory grid (rep grid) technique. Structuring the study in this way allowed for quantitative data to be given depth and developed through qualitative techniques. Following a discussion of the major motivational theories, Herzberg's Two-Factor Theory was nominated as the grounding theory upon which the study was structured. This motivational theory a spect of the study was balanced with consideration of the social and cultural aspects of working in the outdoor industry. The major finding of the study was that outdoor staff are heavily motivated by autonomy, responsibility, challenge, altruism and variety. They are most strongly de-motivated by external factors, notably poor centre administration and inadequate resources. A multilayered motivational model was developed to give structure and synthesis to these findings. It was also found that outdoor staff are less interested in linear career progression in the conventional understanding than in progression through personal and professional development. It was noted, however, that this progression was subject to lifestage changes. Although outdoor staff were found to be transitory it was put forward as a recommendation that challenge and variety could be found from within a stable employment situation and that, as a result, the outdoor industry needed to adopt a different approach to career structure. A second model, the redeveloped career pyramid, was suggested to demonstrate these recommendations.

Approved for public release; distribution is unlimited / Experts believe that draft would require a larger number of accessions, since draftees and draft-motivated volunteers are more likely to leave military service than volunteers at their first opportunity. This thesis presents evidence on this issue. We are able to compare retention behaviour and service lengths of draftees and volunteers in the same cohort by using data files consisting of enlistees during lottery draft years. / http://archive.org/details/retentionbehavio00gurk / Lieutenant, Junior Grade, Turkish Navy

Nursing candidates' overall goal is to become a professional nurse. To reach this goal, the student must graduate from an associate or baccalaureate nursing program and pass the state board, National Council Licensure Examination (NCLEX). Student retention in nursing programs and passing the NCLEX continue to be a problem for educational institutions throughout the United States. The purpose of this study was to examine nursing candidates' perceptions of their greatest challenges in becoming a professional nurse. Wenger's social learning systems and the community of practice comprised the conceptual framework that guided this study. The research questions pertained to nursing students' perceptions regarding the greatest challenges of becoming a professional nurse, strategies that could have helped the students, and the challenges that could be addressed by the nursing program. For this qualitative case study, nursing students from a second year Associate Degree in Nursing (ADN) program and nursing students in their last semester of a License Practical Nurse (LPN) program in North Georgia were asked to participate by attending focus group interviews. Twelve of the second year ADN program students volunteered to participate and 5 of the students in the last semester of the LPN program volunteered to participate. The data was collected from focus group interviews, and an inductive process was done for the data analysis. The findings revealed four challenges to becoming a professional nurse: family/relationship, lack of time, curriculum, and prior knowledge or skill. Insights from the analysis may enhance the institutions' understanding of the barriers faced by nursing students in North Georgia, the nursing program, the nursing profession, and help develop strategies to identify and support at-risk students.

Thesis (B.A.)--Bryn Mawr College, Dept. of Geology, 2007. / Includes bibliographical references.

Thesis (Ph. D.)--School of Education. University of Missouri--Kansas City, 2005. / "A dissertation in urban leadership and policy studies in education and education." Advisor: Sue C. Thompson. Typescript. Vita. Title from "catalog record" of the print edition Description based on contents viewed March 13, 2007. Includes bibliographical references (leaves 232-260). Online version of the print edition.

Today, neither employees nor employers seem to take for granted that a person will stay with the same firm until retirement. Yet, keeping employees for longer periods is an impor-tant challenge for firms. One industry where retention is interesting is the auditing industry in Sweden, this because certain requirements are needed to become an auditor. Firstly, the employee needs to have a Swedish university degree, including specific courses within au-diting/accounting. Furthermore, the person needs practical experience for a specific period of time. Due to these statements the challenge of retaining and motivating valuable em-ployees is crucial for the auditing firms, which is why we have chosen to do a case study at Auditing Company X to see how they work with employee retention. We have compared the findings to our chosen theory, which consist of four categories: the hiring process, in-ternal labor market and career, motivation and performance, and finally culture and leader-ship. These four categories are initially based on Leigh Branham‟s book: „Keeping the people who keep you in business: 24 ways to hang on to your most valuable talent‟ (Bran-ham, 2001). In our conducted case study, at Auditing Company X, we have been able to conclude that the firm‟s retention practices are to a great extend in line with the theoretical framework. There are some areas that need further attention from the company, such as an individua-lized reward system and communication between managers and employees. Even though there are some parts to work on the most important aspects of retention, such as having a holistic and long-term orientation, Auditing Company X seems to have incorporated this into their practices successfully.