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In 1994, the Federal Government is projected to face a critical personnel problem that a large number of Senior Executive Service members will be eligible for retirement. The Senior Executive Service Candidate Development Program (SESCDP) is a major program designed to train potential candidates for the Senior Executive Service positions. The Office of Personnel Management (OPM) provides agencies with a broad guideline so that they are able to design their own development programs that best suit their needs and circumstances. After the completion of the program, the candidates’ qualifications will be reviewed by the OPM's Qualification Review Board. The qualified candidates, then, will receive certifications from the Qualification Review Board. However, this does not guarantee the candidates the SES placement. The study investigates the SESCDP in several federal agencies, namely, the Department of Interior, the Department of Labor, the Department of Veteran Affairs, and the Small Business Administration. Specifically, it examines the agencies' values and philosophy (basic assumptions) of training the executives, the agencies’ succession planning, their implementation of the programs (the strengths and weaknesses), and their relationships with the OPM. One major purpose of the study is to examine the SESCDPs currently operated by the five federal agencies. Based on government documents and an in-depth interview with the policy makers, experts, program coordinators, and participants, the data was analyzed across all five cases and in relation to Office of Personnel Management's framework. Through various methods of analysis--system analysis, strategic management, and other related executive development theories and learning theories, the results show four major issues of the federal agency SESCDP: 1) the lack of systematic program; 2) the lack of strategic succession planning; 3) the lack of career development planning and; 4) the impacts of the Clinton Administration on the program implementation. To counter the above problems, the author recommends that the federal executive development program should be systematically designed to provide career development to every federal employees at all levels and a system of strategic succession planning should be implemented government-wide. / Ph. D.

Thesis (MBA)--Stellenbosch University, 2003. / ENGLISH ABSTRACT: One of the most difficult and more important decisions taken by a client is the selection of the most appropriate contractor. It requires the assessment of various factors, often conflicting, in order to determine the most appropriate contractor and are therefore classified as a problem that can be resolved by using multiple criteria decision making methods. The act of decision making is never an easy one and requires a sound understanding of the requirement, the alternatives and the model used to assess the alternatives in terms of the requirement in order to instil confidence that the most appropriate alternative is selected. The appropriateness of the methods used in contractor evaluation has a vital impact on the cost of the transaction. The three broad categories, or schools of thought, relating to multiple criteria decision making (MCDM) methods are assessed in terms of their applicability to the contractor selection problem within a quasi-government organisation, namely Armscor. Of the three categories, only the methods of the value measurement category were found to be appropriate within the current legislative framework of the Preferential Procurement Act, which seeks to express the performance of an offer as a unique numerical function. The old contractor selection model of direct point allocation on a qualitative scale is shown to be inappropriate, especially in terms of the additive utility assumption of single dimensional units. The proposed new model makes use of the weighted product model that is not restricted by the additive utility assumption as it results in dimensionless analysis of the criteria. The utility functions associated with the quantitative criteria uses curves which are raised to the power of the confidence variable. The arithmetic mean of these variables represents the group’s confidence level associated with each contractor’s offer in the correctness and/or its ability to maintain the stated level of performance. Furthermore, the analytic hierarchy process is used for the assessment of the qualitative criteria. The new model, although not perfect, is an improvement over the old model with regards to the understanding of the requirement as well as the assessment of contractors’ proposals. / AFRIKAANSE OPSOMMING: Die keuse van ‘n kontrakteur is een van die moeilikste besluite wat ‘n kliënt moet neem, dit is egter ook een van die belangrikste besluite wat geneem word. Ten einde die mees geskikte kontrakteur te kies, moet daar ‘n waarde geheg word aan verskeie faktore, menigmaal teenstrydig, wat kontrakteur seleksie klassifiseer as ‘n probleem wat deur middel van meervoudige-kriteria-besluitnemingsmetodes opgelos kan word. Die handeling van besluitneming is nooit ‘n maklike een en vereis deeglike kennis van die behoefte, die alternatiewe, asook die model wat gebruik word om die alternatiewe in terme van die behoefte te waardeer in orde om vertroue in die gekose alternatief te hê. Vir die doeleindes van hierdie studie is die drie kategorieë van meervoudige-kriteria-besluitnemingsmetodes vergelyk in terme van hul toepaslikheid op die voorafgenoemde probleem binne ‘n Semi-Staatsinstelling, naamlik Krygkor, met die oogmerk om die beste metode te identifiseer. Slegs die metodes vervat in die waarde-meting kategorie is geskik binne die Wet op die Raamwerk vir Voorkeurverkrygingsbeleid wat die evaluasie van ‘n aanbod uitdruk as ‘n unieke numeriese funksie. Uit die studie blyk dit dat die vorige kontrakteur seleksie model van direkte punt allokasie op ‘n kwalitatiewe skaal onvanpas is, veral in terme van die sommerings-nutfunksie aanname van enkel dimensionele eenhede. Die model wat eerder aanbeveel word, maak gebruik van die geweegde-produk-model wat nie beperk word deur die bogenoemde aanname nie, aangesien dit dimensielose analise tot gevolg het. Nutfunksies wat geassosieër word met kwantitatiewe kriteria, word voorgestel deur kurwes wat tot die mag van die vertrouensvlak-veranderlike gehef word. Die rekenkundige gemiddelde van hierdie veranderlike verteenwoordig die groep se vertrouensvlak met betrekking tot elke kontrakteur se akkuraatheid en vermoeë om die gespesifiseerde vlak van werkverrigting te handhaaf. Die kwalitatiewe kriteria word beoordeel deur gebruik te maak van die analitiese hiërargie proses. Die gevolgtrekking wat uiteindelik gemaak word is dat die nuwe model, alhoewel nie foutloos, tog ‘n verbetering is op die vorige model, veral met betrekking tot die insig wat verkry word deur die ontleding van die kontrakteurs se voorstelle in terme van die bepaalde behoefte wat bevredig moet word, ten einde die beste keuse uit te oefen.

published_or_final_version / abstract / Civil Engineering / Doctoral / Doctor of Philosophy

The Doctor Interactive Group Medical Appointment (DIGMA) is a group health intervention that combines the services of behavioral health and primary care. The DIGMA was first invented by Edward Noffsinger in 1996, in response to his own difficulties with the overtaxed primary care system at Kaiser Permanente in California (Noffsinger, 1999). Integrating healthcare services in this way has practical implications such as efficient use of resources, treating multiple complaints at once, and beginning to view the mind and body as one (Noffsinger, 1999; Engel, 1977). The DIGMA at the Austin Veterans Outpatient Clinic was designed to address the specific needs of veterans with hypertension. It consists of 4 sessions of 1.5 hours each and addresses such varied topics as exercise, stress-management, nutrition, and medication adherence. These topics are discussed in a group format with the tenets of group psychotherapy (Yalom & Leszcz, 2005) as a backdrop. An exploratory study was warranted to determine whether programs of this sort would be effective on a broad scale. A pretest/posttest design was utilized to determine if the DIGMA was effective at reducing symptoms of hypertension; improving health promoting behavior; increasing self-efficacy to manage hypertension; and increasing internal health locus of control while decreasing chance and powerful others health locus of control. Groups were conducted over a period of seven months with a total of 73 male veterans enrolled in the study. The final n was 58. Findings indicated that both systolic and diastolic blood pressure readings were reduced significantly from pretest to posttest. Health promoting behavior increased significantly; hypertension self efficacy increased significantly; and locus of control did not change significantly from pretest to posttest. The exploratory study concluded that the DIGMA may be efficacious for a variety of aspects of the management of hypertension. It is suggested that further research be conducted but that integrating services in this way can lead to improved patient outcomes and can also be cost-effective. / text

In their efforts to make the selection and hiring process more efficient, school administrators utilize teacher selection instruments such as the Web-based TeacherInsight™ assessment tool (The Gallup Organization, Princeton, NJ). Tools such as these instruments are now used regularly by school systems across the nation to assess teachers regarding their knowledge, talents, skills, attitudes, and values. According to Gallup, the TeacherInsight is a predictor of teacher talent and is based on 12 themes. This study utilized 132 elementary and secondary teachers and approximately 4,500 students currently enrolled in Grades 3 through 11 to determine if the TeacherInsight is a predictor of student achievement. This study considered: (1) the relationship between the TeacherInsight and student achievement as measured by the Texas Growth Index (TGI); (2) the relationship between teacher characteristics (years of experience, level [primary or secondary], gender, age, degree) and the TeacherInsight instrument; (3) the relationship between teacher characteristics (years of experience, level [primary or secondary], gender, age, degree) and student achievement as measured by the TGI; and (4) the relationship between student classifications (limited English proficient, economically disadvantaged, at-risk) and student achievement as measured by the TGI. The analyses found a very weak positive relationship between the TeacherInsight and student achievement using the TGI in the subjects of English/ reading and math. Additional analysis based on levels (primary and secondary) between TeacherInsight scores and TGI values were not significant. Teacher characteristics were poor predictors of scores on the TeacherInsight. Of the characteristics, years of teaching experience was the strongest predictor of scores on the TeacherInsight. Although the overall analyses indicated significant relationships, they were very weak for both English/reading and math. Teacher characteristics were also poor predictors of student achievement. Again, the overall analysis indicated a significant but weak relationship for both English/reading and math. When considering the relationship between student classifications of LEP, economically disadvantaged, and at-risk, only at-risk had a weak relationship to student achievement. The findings provide little support to the validity of TeacherInsight in terms of its ability to predict student achievement scores and its usefulness as a tool for the selection of teachers by school systems. Until more extensive research is completed on the TeacherInsight and its impact on student achievement, no definitive answers for school systems can be made. Suggestions and recommendations for future studies are provided in the discussion section.

The purpose of this study was to determine the opportunities available for employment to Ph.D.'s and Ed.D.'s in College Teaching by revealing the attitudes/preferences of employing agents-—deans and departmental chairmen-—toward Ph.D.'s and Ed.D.'s in College Teaching versus Ph.D.'s in an academic area. The problem led to the development of eleven specific questions which were investigated in the study.

This research study was undertaken to add a new dimension to studies concerned with the relationship between the National Teacher Examinations and teaching success. Since the National Teacher Examinations have become such a widely used measure in the teacher certification process, and particularly because of the apparent movement toward the adoption of the National Teacher Examinations as part of the teacher certification process in the State of Texas, it was desirable to investigate their value as an instrument for the prediction of success in teaching.

The problem with which this investigation is concerned is that of achieving reliability of administrative judgment in the selection of beginning teachers. This study has a threefold purpose. The first is to determine the type and extent of investigation necessary to achieve reliability of judgment in the ratings of teacher applicants. The second is to investigate the feasibility of a Regional Education Service Center's providing personnel selection services to independent school districts. The final purpose is to develop recommendations relating to reliability in teacher selection.

With the EEOC requiring empirical criterion-related validity for selection procedures, predictor variables of physical characteristics, biographical data, and personality traits were related to both on-the-job performance and training performance. In the correlational analysis of the variables, a total of 455 flight attendants from a single airline were used, with half of the subjects serving as a cross-validation sample. The results showed slight relationships between biographical data and physical characteristics to training performance but no relationship between any predictor variable and job performance. The impact of race being a significant predictor of training performance was reviewed. The lack of practical information was discussed, and implications made for future research to include proper design and reliability of screening procedures before attempting criterion-related validation.