The role of assistants to complement the work of fully qualified practitioners has been recognised, however, there remains a lack of research (Collyer, 2012) relevant to the current context of service delivery of educational psychology services (EPSs), including the commissioning of services and demands for EPSs. Paper One used A Preferred Reporting Items for Systematic Reviews and Meta-Analyses framework (Moher, Liberati, Tetzlaff & Altman, 2009) to search, screen and identify research relevant to psychology paraprofessionals. An exploratory multiple embedded case study was conducted across two local authorities in England (Paper Two). Participants included five assistants, 12 educational psychologists (EPs), and four senior/principal EPs. Focus groups and group interviews were completed using semi-structured interview schedules. Transcriptions were analysed using Braun and Clarke’s (2006) thematic analysis to draw cross case conclusions. Seven relevant studies were reviewed and synthesized in Paper One to find that within clinical and educational psychology, assistants are used in a variety of ways, completing discrete tasks, or working in conjunction with fully qualified psychologists to extend psychological input. Across the two cases, the rationale for employment was due to difficulties recruiting fully qualified EPs and the interrelationship of function was explored along with the benefits and challenges to the deployment of assistants. Both papers found that assistants contribute to service level developments and work directly with service users. Key features to facilitate the successful deployment of assistants included training and supervision. Employment as an assistant was associated with career progression onto professional training. Implications of findings are considered in relation to practice in Paper Three and the findings dissemination strategy includes; the publication of both studies; presentation of the research to participants; the circulation of a summary to principal EPs; and presenting the research at a practitioner conference.

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Thesis (Ed. D.)--Marshall University, 2004. / Title from document title page. Document formatted into pages; contains viii, 94 p. Includes abstract. Includes bibliographical references (p. 70-81).

Thesis (Ed. D.)--UCLA, 2008. / Vita. Includes bibliographical references (leaves 205-212).

Absenteeism in the organisation is a major problem for many South African organisations and it is a financially crippling factor. It is made worse by the fact that organisations have no proper mechanisms in place to deal with the problem of absenteeism. The goal of the study is to show that the utilisation of an EAP programme will effectively manage and reduce absenteeism for organisations. Use was made of a literature review. Recommendations are made on how to implement and manage EAPs in the organisation in order to reduce absenteeism. / Prof. F. Crous

Thesis (Ph.D. (Education))--North-West University, Potchefstroom Campus, 2008.

Thesis (Ph.D. (Education))--North-West University, Potchefstroom Campus, 2008.

Thesis (Ph.D. (Education))--North-West University, Potchefstroom Campus, 2008.

Världen blir alltmer digitaliserad och i med det, utvecklas nya metoder för att kunna underlätta arbetet för oss människor med automatiserade system som bland annatkontrolleras av AI (artificiell intelligens). Nya utmaningar står inför dörren för att fåsamhällen att anpassa sig till den nya framtiden. En av dessa metoder är chattbottar sommed hjälp av AI kan automatisera en stor del av det manuella arbetet.Denna uppsats bygger på ett projekt som vi blev tilldelade av CGI, att utvecklaen chattbot som en demoprodukt. Syftet med demoprodukten är att ge CGI möjlighetatt visa för kunder vad en chattbot är för något och vilka användningsområden den kanha. Chattbotten utvecklades med hjälp av ett open source-projekt som kallas för Rasasom är ett ramverk för att utveckla chattbottar med. Resultatet är en demoprodukt i formav en chattbot som kan boka semester och möten samt hjälpa användare att få ett nyttlösenord om de har glömt sitt och svara på vanliga frågor. / The world becomes more and more digital and with that, new methods are being deve-loped to ease the work for us humans with automatic systems including those controlledby AI (Artificial Intelligence). New challenges are faced every day to make us moreaccustomed to the new future. One of the methods is chatbots and with the help of AIthey can be used to automate a big chunk of the manual labour.This dissertation is based on an assignment by CGI, to develop a chatbot as ademo. The purpose of the demo is for CGI to show to customers what a chatbot is andwhat use cases a chatbot can have. The development of the chatbot used an open sourceproject called Rasa which is a framework to create chatbots with. The result is a demo inthe shape of a chatbot that can book vacations and meetings as well as help users receivea new password if they forgot theirs and answer frequently asked questions (FAQ).

BACKGROUND: The gender wage gap has existed since women started entering the workforce. Once large, the wage gap narrowed significantly in the 1980’s, and plateaued in the 2000s. Proposed rationales for the wage gap include: gender differences in negotiation, unconscious bias or discrimination, and productivity differences between men and women. Productivity is commonly measured in terms of relative value unit (RVU) generation. RVU assignment to non-clinician providers (NPCs) such as PAs and NPs is inaccurate, contributing to a lack of data regarding their productivity. Little is known about PA productivity in general, particularly gender differences. The purpose of this study is to formulate a standardized definition of clinical productivity and to compare mean productivity of male and female PAs in three specialties. LITERATURE REVIEW FINDINGS: Women are assumed to be poorer negotiators. However, when negotiation, a stereotypically “male” act, is framed in a communal way, gender differences vanish and women are as equally successful. Unconscious bias and discrimination against women have detrimental effects on their salary, job satisfaction, and psychological health. The assumption that women are less productive than their male counterparts arises from the belief that women will drop work obligations to care for the family. After controlling for practice, personal, and productivity differences, women continue to earn significantly less than their male counterparts. The persistent, unexplained wage gap suggests that uncontrolled variables, such as bias or discrimination, are the true cause of the wage gap. PROPOSED PROJECT: The proposed project is retrospective cohort study and secondary database analysis obtained from the NCCPA PA Professional Profile. The data will be utilized to determine average, individual productivity for male and female PAs practicing in three specialties. The mean productivity of male and females will be compared using ANOVA. Confounding variables will be analyzed using a multiple linear regression analysis. CONCLUSIONS: Social constructs regarding gender contribute to stereotypes influencing the definition a “successful negotiator” and provide the foundation for bias and discrimination. Clinical productivity cannot be altered by these stereotypes. If no gender differences in productivity exist, this proposed cause can no longer be used to justify the wage gap. SIGNIFICANCE: Accurately measuring PA productivity has several implications including proper compensation, determination of PA impact on practice efficiency, and comparison of productivity between PAs by gender and specialty type, aiding in the search for the true cause of the gender wage gap in the PA profession.