Development of the NOAA Scientific Support Coordinator Training Guidebook

2014 ◽  
Vol 2014 (1) ◽  
pp. 1899-1909
Author(s):  
Ed Levine ◽  
John Tarpley ◽  
Alice Drury ◽  
Kyle Jellison ◽  
John Lomnicky

ABSTRACT This paper provides an overview of the Scientific Support Coordinator (SSC) Training Guidebook and describes the knowledge and skills necessary for the SSC position. This Guidebook provides a principal set of knowledge and skills that a well-rounded SSC needs to successfully perform their duties. It describes technical skills and indicates opportunities for employees to acquire them. The Guidebook does not replace informal strategies, such as mentoring or on-the-job training, but incorporates all such informal strategies with more organized methods into a single document. We have included an introduction and background to the National Oceanic and Atmospheric Administration (NOAA), the Office of Response and Restoration (OR&R), and the role of the Scientific Support Coordinator (SSC). We identify the SSC mandates, missions, and duties; establish the need for the Guidebook by describing the complexities of the job, anticipated turnover due to retirements, need for consistency across the country, increased need for bench depth, and NOAA Corps rotational assignments. The process employed to design and implement the Guidebook is explained, along with the rational for the design elements and content. Included are relevant examples from the Guidebook. A discussion on the use and implementation for new SSCs and the anticipated outcome from implementing this type of formalized and documented indoctrination process and training program are offered. This new Guidebook is more than a simple checklist. One goal of this revision is to be engaging for new SSCs. To achieve that goal, SSCs themselves wrote this Guidebook from the perspective of the new SSC, explaining the benefits of the Guidebook's elements specifically for a new SSC. Workgroup members analyzed the previous versions to identify the assumptions about knowledge and skills of the new SSC when they are hired, and the expected improvements in knowledge and skills that will be gained once they have been completed.

1979 ◽  
Vol 22 (1) ◽  
pp. 33-44 ◽  
Author(s):  
Arie Halachmi

The increase in the need for social services and the decrease in available resources may intensify the conflict between professional and organizational loyalties of social workers. Unless this conflict is resolved social workers will remain frustrated and uncooperative. The paper suggests the continuing seminar as a framework for action research and training. It suggests that such an approach may reduce the conflict of loyalties and provide social workers with a meaningful opportunity for professional growth.


2007 ◽  
Vol 143 (3) ◽  
pp. 464-482 ◽  
Author(s):  
Holger Görg ◽  
Eric Strobl ◽  
Frank Walsh

2014 ◽  
Vol 6 (2) ◽  
pp. 311-315
Author(s):  
Siti Saenab ◽  
Alimuddin Mahmud ◽  
Gufran D. Dirawan ◽  
Arifin Ahmad

2019 ◽  
Vol 493 ◽  
pp. S651
Author(s):  
L. Rossi ◽  
I. Batini ◽  
D. Mazzei ◽  
G. Pellegrini ◽  
F. Naldi ◽  
...  

Labour ◽  
2009 ◽  
Vol 23 ◽  
pp. 5-35 ◽  
Author(s):  
Maite Blázquez Cuesta ◽  
Wiemer Salverda

2013 ◽  
Vol 5 (1) ◽  
Author(s):  
Aniceto R. Rialubin ◽  
Rey M. Basilio ◽  
Florida U. Ursulom

 On-the-job training provides the venue for developing special manipulative skills for engineering students. If it is integrated in the Engineering curriculum, the gap between theory and practice could be minimized or discarded. The competencies required for OJT are computer skills, technical skills, managerial skills, communication skills, and other skills like getting true design assignments; the preferred number of hours for engineering OJT is 240 hours and should be offered during the summer , and the preferred sequence of activities for engineering OJT are 1) one-day orientation on all the skills/competencies needed for engineering OJT; 2) deep orientation on communication and other skills for four days; 3) computer skills in one week; 4) technical skills in 1 week; 5) managerial skills in one week; and 6) integration of all the competencies in 2 weeks. All the above-mentioned competencies should be strictly observed and implemented. In effect, the students could be developed and become competitive and productive. Indeed, engineers are the key players in national development and global economy.Keywords: Engineering curriculum, on-the-job training , competencies and employment, Vigan City, Philippines


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