Impetus for Culture Transformation

2016 ◽  
pp. 116-126
Author(s):  
Everon Chenhall Maxey ◽  
Jeffrey R. Moore
Keyword(s):  
Training Program ◽  
Work Group ◽  
Hiring Practices ◽  
Distribution Centers ◽  
Individuals With Disabilities ◽  
Culture Transformation ◽  
Employees With Disabilities ◽  
Need To Evaluate ◽  
Training Evaluations ◽  
Business Functions

In this chapter, the authors describe how Walgreens distribution centers are conducting training evaluations to effectively integrate individuals with disabilities through the Transitional Work Group pre-hire training program. In particular, the aim of the pre-hire training program is to hire employees with disabilities to execute core business functions as an integral part of the organization. As other employers seek to become more inclusive in their hiring practices, there is a need to evaluate and identify individuals with disabilities who can demonstrate mastery of required technical tasks and soft skills, such as social skills, teamwork, and conflict resolution, to ensure job readiness. The authors conclude this chapter by assessing the program and providing recommendations to current and future evaluators of training programs.

Are Educational Administrators Prepared to Meet the Needs of Employees with Disabilities?

2002 ◽  
Vol 21 (3) ◽  
pp. 21-28 ◽  
Author(s):  
Kimberly G. Griffith ◽  
Mark J. Cooper
Keyword(s):  
Students With Disabilities ◽  
Educational Administration ◽  
Americans With Disabilities Act ◽  
Role Model ◽  
Personal Characteristics ◽  
Legal Rights ◽  
Individuals With Disabilities ◽  
Persons With Disabilities ◽  
Educational Administrators ◽  
Employees With Disabilities

Although educational administrators have been aware of the needs of students with disabilities since the 1970s, many are still not familiar with the legal rights of school employees with disabilities. Attitudes toward individuals with disabilities as well as knowledge of the Americans with Disabilities Act (ADA) may be factors that influence the recruitment of qualified persons with disabilities into the education profession. The purpose in conducting this study was to determine the extent of the relationship of administrators' attitudes toward disabilities and their knowledge of the Americans with Disabilities Act. Respondents in the study were currently employed as educational administrators and/or educators completing educational administration certification requirements. Results from the study indicated there was a significant relationship between attitudes toward persons with disabilities, experience with individuals with disabilities, personal characteristics and employment characteristics. Both attitudes and knowledge of the ADA were found to be lower for respondents in educational administration positions. Educators who have disabilities are valuable to our schools. Their presence can influence the perceptions and attitudes of coworkers and students as well as provide a role model for students to live their lives fully integrated into our society. A creative look at inclusion of educators with disabilities in our rural schools may be the answer to our search for competent and caring special education teachers.

scholarly journals Barriers to a Career Focus in Cancer Prevention: A Report and Initial Recommendations From the American Society of Clinical Oncology Cancer Prevention Workforce Pipeline Work Group

2016 ◽  
Vol 34 (2) ◽  
pp. 186-193 ◽  
Author(s):  
Carol J. Fabian ◽  
Frank L. Meyskens ◽  
Dean F. Bajorin ◽  
Thomas J. George ◽  
Joanne M. Jeter ◽  
...  
Keyword(s):  
Cancer Prevention ◽  
Training Program ◽  
Clinical Oncology ◽  
Clinical Training ◽  
Academic Career ◽  
Work Group ◽  
Program Directors ◽  
Training Directors ◽  
Career Focus ◽  
American Society

Purpose To assist in determining barriers to an oncology career incorporating cancer prevention, the American Society of Clinical Oncology (ASCO) Cancer Prevention Workforce Pipeline Work Group sponsored surveys of training program directors and oncology fellows. Methods Separate surveys with parallel questions were administered to training program directors at their fall 2013 retreat and to oncology fellows as part of their February 2014 in-training examination survey. Forty-seven (67%) of 70 training directors and 1,306 (80%) of 1,634 oncology fellows taking the in-training examination survey answered questions. Results Training directors estimated that ≤ 10% of fellows starting an academic career or entering private practice would have a career focus in cancer prevention. Only 15% of fellows indicated they would likely be interested in cancer prevention as a career focus, although only 12% thought prevention was unimportant relative to treatment. Top fellow-listed barriers to an academic career were difficulty in obtaining funding and lower compensation. Additional barriers to an academic career with a prevention focus included unclear career model, lack of clinical mentors, lack of clinical training opportunities, and concerns about reimbursement. Conclusion Reluctance to incorporate cancer prevention into an oncology career seems to stem from lack of mentors and exposure during training, unclear career path, and uncertainty regarding reimbursement. Suggested approaches to begin to remedy this problem include: 1) more ASCO-led and other prevention educational resources for fellows, training directors, and practicing oncologists; 2) an increase in funded training and clinical research opportunities, including reintroduction of the R25T award; 3) an increase in the prevention content of accrediting examinations for clinical oncologists; and 4) interaction with policymakers to broaden the scope and depth of reimbursement for prevention counseling and intervention services.

Partners in Policymaking: Empowering People

1989 ◽  
Vol 14 (2) ◽  
pp. 163-167 ◽  
Author(s):  
Thomas J. Zirpoli ◽  
David Hancox ◽  
Colleen Wieck ◽  
Edward R. Skarnulis
Keyword(s):  
Young Children ◽  
Training Program ◽  
Training Programs ◽  
People With Disabilities ◽  
Protective Services ◽  
Individuals With Disabilities ◽  
Self Advocacy ◽  
Additional Training ◽  
Advocacy Training ◽  
Service Groups

Advocacy for people with disabilities and their families has evolved from the provision of public protective services to private and independent advocacy service groups, and finally to self-advocacy. This article describes one empowerment and self-advocacy training program for parents of young children and individuals with disabilities. An overview of the Partners in Policymaking program and the participants is provided along with Year 1 outcomes. The benefits of self-advocacy and the need for additional training programs are stressed.

Disability-Inclusive Employer Practices and Hiring of Individuals With Disabilities

2014 ◽  
Vol 28 (4) ◽  
pp. 309-328 ◽  
Author(s):  
William A. Erickson ◽  
Sarah von Schrader ◽  
Susanne M. Bruyère ◽  
Sara A. VanLooy ◽  
David S. Matteson
Keyword(s):  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Hiring Practices ◽  
Organizational Characteristics ◽  
Individuals With Disabilities ◽  
Persons With Disabilities ◽  
Good Practices ◽  
Rehabilitation Professionals ◽  
The Relationship

Purpose:To determine what disability-inclusive policies and practices employers have in place and examine the relationship between these practices and the actual recruitment and hiring of persons with disabilities.Method:A survey 675 of human resources professionals who were members of the Society for Human Resource Management.Results:After controlling for organizational characteristics, 9 of the 10 specific recruitment and hiring practices/policies examined in this study were found to significantly increase the likelihood of hiring individuals with disabilities.Conclusions:The findings inform rehabilitation professionals who interface regularly with businesses regarding good practices for finding and hiring qualified candidates.

What We Know about Preventing and Managing Coworker Resentment or Rejection

2003 ◽  
Vol 34 (1) ◽  
pp. 25-30 ◽  
Author(s):  
David Hagner
Keyword(s):  
Rehabilitation Counseling ◽  
Negative Behavior ◽  
Individuals With Disabilities ◽  
Employees With Disabilities

Although coworker acceptance of individuals with disabilities in the workplace has been overwhelmingly positive, some instances of coworker rejection and resentment have been reported. This article reviews the existing literature on the extent of the problem and on the possible explanations for such negative behavior. Rehabilitation counseling strategies are outlined that can help minimize the occurrence of coworker resentment or rejection and that can intervene to mitigate or manage negative behavior directed towards the employer should it occur. Interventions include both those directed towards employees with disabilities and those directed towards the employer.

Safe administration of intracerebrospinal fluid chemotherapy (ICC).

2013 ◽  
Vol 31 (31_suppl) ◽  
pp. 229-229
Author(s):  
Michel Bidros ◽  
Lisa Holle ◽  
Jessie Riemer ◽  
Susan Tannenbaum ◽  
Jessica Mary Clement
Keyword(s):  
Training Program ◽  
Core Curriculum ◽  
Work Group ◽  
Quality Care ◽  
World Health ◽  
Institutional Policy ◽  
Fellowship Program ◽  
Healthcare Organizations ◽  
Computer Based Training ◽  
And Training

229 Background: ICC administration, which includes intrathecal and intraventricular routes, is a complex procedure that involves staff from different disciplines. ICC administration errors are rare, yet potentially fatal. Since 1968, more than 55 cases of ICC administration errors have been documented, but the incidence is suspected to be higher because of underreporting. Little unified action has occurred despite alerts issued by the Joint Commission on Accreditation of Healthcare Organizations and World Health Organization. We have taken a multidisciplinary approach to address this issue. Methods: We identified two problems that could potentially lead to ICC errors: the lack of a formal institutional training/certification program and a comprehensive institutional safe ICC administration policy. Our Hematology-Oncology Fellowship Program along with Pharmacy and Nursing at the University of Connecticut Health Center (UCHC), created a multidisciplinary work group whose purpose is to create a comprehensive institutional policy and training program for disciplines involved in the administration of ICC. Results: The safeICC administration policy has been finalized and presented for approval. Creation of the training program is in progress and will be a part of the educational Core Curriculum of the Fellowship Program. Fellows will be required to demonstrate competency in lumbar and Ommaya reservoir puncture using simulation training on mannequins. Computer-based training with classroom review and testing will be required for all disciplines involved with ICC and will include safe preparation, delivery, handling, verification, administration of ICC, and identification of potential complications. Annual certification will be required. Conclusions: The lack of a formal ICC administration policy and training can lead to catastrophic errors. Development of an institutional policy and training program has heightened awareness of potential sources of ICC administration errors at UCHC and will serve as a mechanism for assessing quality care in the future. We believe the establishment of such a policy and definition of training should be part of the general ASCO/ONS guidelines for safe administration of chemotherapy.

Adult Ex-Offender Population and Employment: A Synthesis of the Literature on Recommendations and Best Practices

2014 ◽  
Vol 45 (3) ◽  
pp. 10-21 ◽  
Author(s):  
Debra A. Harley
Keyword(s):  
Best Practices ◽  
Job Search ◽  
Best Practice ◽  
Hiring Practices ◽  
Rehabilitation Counselors ◽  
Community Reintegration ◽  
Individuals With Disabilities ◽  
Policy Makers ◽  
Rehabilitation Counselor ◽  
Barriers To Employment

Ex-offenders face numerous challenges once release from a period of incarceration. In addition to financial, social, family, and community reintegration, they face enormous barriers to employment. Frequently, for individuals with disabilities a criminal record poses the most significant limitations. The purpose of this article is to provide a synthesis of recommendations and best practice for assisting individuals with disabilities with histories of incarceration with job search and obtaining employment. Attention is given to barriers to community reintegration, employers' hiring practices, and strategies and recommendations for rehabilitation counselors and employment specialists working with ex-offenders. In addition, policy makers, administrators, educators and rehabilitation counselor students, employers, and individuals with incarceration histories themselves may benefit from the information presented.

Improving the Campus Climate for Students with Disabilities Through the Use of Online Training

NASPA Journal ◽  
2004 ◽  
Vol 41 (2) ◽  
Author(s):  
Reynol Junco ◽  
Daniel W. Salter
Keyword(s):  
Student Affairs ◽  
Training Program ◽  
Students With Disabilities ◽  
Campus Climate ◽  
Effective Means ◽  
Cost Effective ◽  
Online Training ◽  
Disabled Persons ◽  
Individuals With Disabilities ◽  
Previous Contact

As one strategy to improve the campus climate for students with disabilities, the Project Opportunity and Access online training program was evaluated for its ability to change the attitudes of faculty and student affairs staff. The Attitudes Towards Disabled Persons Scale was used to measure attitudes towards individuals with disabilities. Because previous contact has been shown to be related toattitudes, eight items from the Contact with Disabled Persons Scale were included in the demographics questionnaire. An ANCOVA revealed that attitudes were significantly better for those individuals who took the training program, although gender appeared to be a mediating variable. Based on these findings, online training may provide a cost-effective means for improving the campus climate for students with disabilities.

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