PUBLIC LIBRARIES ARE ESSENTIAL TO COMMUNITY, AND THE ERASURE OF LIBRARIES WOULD BE DETRIMENTAL

Haiah Brown; Erika Hamann

doi:10.29246/2358-9868.2020v6i1.p55-71

PUBLIC LIBRARIES ARE ESSENTIAL TO COMMUNITY, AND THE ERASURE OF LIBRARIES WOULD BE DETRIMENTAL

Revista Gestão Inovação e Negócios ◽

10.29246/2358-9868.2020v6i1.p55-71 ◽

2020 ◽

Vol 6 (1) ◽

pp. 55-71

Author(s):

Haiah Brown ◽

Erika Hamann

Keyword(s):

Public Libraries ◽

Hard Work ◽

Job Descriptions ◽

Personal Use

This article demonstrates the importance of public libraries and their collections. Their job descriptions include gathering information and searching for books and resources for the patron’s professional or personal use. Public libraries benefit everyone regardless of who they are, because of the vast free resources offered, hard work put in by the librarian and staff, and therefore should be protected against the threatening competition.

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Current Trends in the Training and Utilization of Paraprofessionals in Speech and Language Programs

Language Speech and Hearing Services in Schools ◽

10.1044/0161-1461.2202.51 ◽

1991 ◽

Vol 22 (2) ◽

pp. 51-59 ◽

Cited By ~ 6

Author(s):

Kathy L. Coufal ◽

Allen L. Steckelberg ◽

Stanley F. Vasa

Keyword(s):

Selection Criteria ◽

Job Descriptions ◽

Paraprofessional Training ◽

Language Programs ◽

Program Administrators ◽

Current Trends ◽

Training And Supervision ◽

Communicative Disorders ◽

Supervision Practices ◽

A Current

Administrators of programs for children with communicative disorders in 11 midwestern states were surveyed to assess trends in the training and utilization of paraprofessionals. Topics included: (a) current trends in employment, (b) paraprofessional training, (c) use of ASHA and state guidelines, and (d) district policies for supervision. Selection criteria, use of job descriptions, training programs, and supervision practices and policies were examined. Results indicate that paraprofessionals are used but that standards for training and supervision are not consistently applied across all programs. Program administrators report minimal training for supervising professionals.

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Systems of Oppression in Geriatric Clinical Service Delivery

Perspectives of the ASHA Special Interest Groups ◽

10.1044/2020_persp-20-00215 ◽

2021 ◽

pp. 1-3

Author(s):

Diane L. Kendall

Keyword(s):

Higher Education ◽

Service Delivery ◽

Clinical Setting ◽

Service Providers ◽

Hard Work ◽

Clinical Service ◽

Meaningful Change ◽

Important Work ◽

Speech Language Pathologists ◽

Medical Institutions

Purpose The purpose of this article was to extend the concepts of systems of oppression in higher education to the clinical setting where communication and swallowing services are delivered to geriatric persons, and to begin a conversation as to how clinicians can disrupt oppression in their workplace. Conclusions As clinical service providers to geriatric persons, it is imperative to understand systems of oppression to affect meaningful change. As trained speech-language pathologists and audiologists, we hold power and privilege in the medical institutions in which we work and are therefore obligated to do the hard work. Suggestions offered in this article are only the start of this important work.

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Determinants of Interrater Reliability of Job Analysis: A Meta-analysis

European Journal of Psychological Assessment ◽

10.1027//1015-5759.18.1.52 ◽

2002 ◽

Vol 18 (1) ◽

pp. 52-62 ◽

Cited By ~ 40

Author(s):

Olga F. Voskuijl ◽

Tjarda van Sliedregt

Keyword(s):

Data Collection ◽

Interrater Reliability ◽

Meta Analysis ◽

Job Analysis ◽

Job Descriptions ◽

Job Description ◽

Research And Practice ◽

Descriptive Information ◽

Interrater Reliability Coefficients ◽

Reliability Coefficients

Summary: This paper presents a meta-analysis of published job analysis interrater reliability data in order to predict the expected levels of interrater reliability within specific combinations of moderators, such as rater source, experience of the rater, and type of job descriptive information. The overall mean interrater reliability of 91 reliability coefficients reported in the literature was .59. The results of experienced professionals (job analysts) showed the highest reliability coefficients (.76). The method of data collection (job contact versus job description) only affected the results of experienced job analysts. For this group higher interrater reliability coefficients were obtained for analyses based on job contact (.87) than for those based on job descriptions (.71). For other rater categories (e.g., students, organization members) neither the method of data collection nor training had a significant effect on the interrater reliability. Analyses based on scales with defined levels resulted in significantly higher interrater reliability coefficients than analyses based on scales with undefined levels. Behavior and job worth dimensions were rated more reliable (.62 and .60, respectively) than attributes and tasks (.49 and .29, respectively). Furthermore, the results indicated that if nonprofessional raters are used (e.g., incumbents or students), at least two to four raters are required to obtain a reliability coefficient of .80. These findings have implications for research and practice.

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