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The article describes the current developments in the field of nursing education in Austria. With the BGBl I 2023/62, the legal basis for the vocational training occupations of nursing assistant and nursing care assistant has been established. The training regulations have also been issued, and the pilot training facility is scheduled to start in the 2023/24 school year in four federal states. However, the training manual and the template for training documentation are still missing. Special provisions for nursing education are also listed, which deviate from the usual provisions of the Federal Health Act. It is emphasized that any work on patients should be avoided before the age of 17. The article deals with the normative foundations of the new vocational training occupations in nursing. It is emphasized that the legislator is striving to ensure the quality of education, the protection of young people, and the well-being of patients. However, it is also pointed out that it is questionable whether the extensive theoretical training can be conveyed in practice and whether the working conditions should be made more attractive. It is also noted that apprentices can be confronted with suffering and death in various situations, even if they do not perform nursing activities. [Extracted from the article]

The authors investigate the degree to which "creaming"--nonrandom selection of participants--in Job Training Partnership Act (JTPA) Title II-A programs is responsible for the high placement rates in those programs. An analysis of data from Tennessee JTPA agencies, in conjunction with Current Population Survey data, shows that creaming does take place, especially through non-selection of those handicapped by poor education or poor health. The extent of creaming, however, is not as large as some critics have suggested: the 71% placement rate in Tennessee would fall only to about 62% if participants were randomly selected from among the economically disadvantaged population eligible for training. In contrast, targeting only high school dropouts for training--which would have the virtue of serving a group with particularly large barriers to employment--would reduce success rates by nearly one-quarter. [ABSTRACT FROM AUTHOR]

We propose inverse probability weighted estimators for the local average treatment effect (LATE) and the local average treatment effect for the treated (LATT) under instrumental variable assumptions with covariates. We show that these estimators are asymptotically normal and efficient. When the (binary) instrument satisfies one-sided noncompliance, we propose a Durbin–Wu–Hausman-type test of whether treatment assignment is unconfounded conditional on some observables. The test is based on the fact that under one-sided noncompliance LATT coincides with the average treatment effect for the treated (ATT). We conduct Monte Carlo simulations to demonstrate, among other things, that part of the theoretical efficiency gain afforded by unconfoundedness in estimating ATT survives pretesting. We illustrate the implementation of the test on data from training programs administered under the Job Training Partnership Act in the United States. This article has online supplementary material. [ABSTRACT FROM AUTHOR]

In this chapter, four longtime adult literacy practitioners recount their pathways into the field in the late 1970s, 1980s, and early 1990s. Their stories highlight the creativity and openness that characterized literacy work in those years and point to what has been lost as the field has become dominated by the Workforce Investment Act and the National Reporting System. [ABSTRACT FROM AUTHOR]

As a result of the continuous and profound changes that have occurred in the world, and especially in the labor market, de facto, new ways of working relationships that do not always conform to traditional standards established have evolved in the current legal system in Mexico. Originated from this new social dynamic in labor relations, and after extensive debate, the Mexican Congress approved the resolution amending, supplementing and repealing various provisions of the Federal Labor Act, published in the Mexico's Official Journal of the Federation (DOF) on November 30, 2012, to be in force the next day so that, since December 1, 2012, that law regulates new types of contracts: probationary, of initial training, and seasonal contracts; outsourcing, as well as a new type of working day: per time unit. [ABSTRACT FROM AUTHOR]

Law 34/2006 of 30 October on admission to the legal profession and its developing regulations approved by Royal Decree 775/2011 of 3 June establish that law graduates will be required to obtain additional educational training in order to be admitted to practice as a lawyer. The law and its regulations also establish the way to obtain and verify the additional training. Law 34/2006 and its regulations were based on society's perception that a university-level education is insufficient to prepare graduates to act as professional lawyers. In implementing the legal measures, the quality of the education is the most important consideration, not the form. A future challenge will be providing lawyers with continuing education, in which area the most prominent law firms are considered to be effective examples of offering such training. [ABSTRACT FROM AUTHOR]

The article presents a case study which reflects on the three phases of the qualification frameworks (QFs) namely introduction, capacity building, and implementation, in Botswana. It states that the authorization of the Vocational Training Act in 1998 has resulted to the development of the Botswana National Vocational Qualifications Framework (BNVQF). It discusses the potential of QF to raise employment opportunities and develop dynamic collaboration among industry and training providers.

Copyright of Socialinių Mokslų Studijos is the property of Mykolas Romeris University and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

This paper focuses on the New York State law that licenses and defines the practice of psychoanalysis. The influences in American psychoanalysis that led to the law are explored, as well as the ramifications for the profession of psychoanalysis. Currently, in the United States, two psychoanalytic organizations, the National Association for the Advancement of Psychoanalysis and the Psychoanalytic Consortium (comprised of four national psychoanalytic organizations), are vying for which will exert the most influence on state licensing laws in psychoanalysis and federal guidelines for psychoanalytic training standards. In other countries, psychoanalysts are responding defensively to attempts by the State to regulate psychoanalytic practice. In the United States, some psychoanalytic organizations are pursuing establishing state licensing laws in psychoanalysis and federal guidelines for training standards in psychoanalysis.Psychoanalysis, Culture & Society (2007) 12, 51–64. doi:10.1057/palgrave.pcs.2100112 [ABSTRACT FROM AUTHOR]

Despite the automation of work processes and services worldwide, the importance of highly skilled human resource has increased in every professional area, including the area of information services. This situation lead to a change of paradigm in librarianship, especially concerning the skills and attitudes required in the library environment. The recent library legislation in Hungary established the new system of libraries and library services and laid down the structures of professional training and continuous training of librarians. Making the image of librarianship more attractive became one of the strategic goals of the Hungarian Library Strategy for the period 2003–2007. The implementation of the strategic plans has become an issue of great interest among all library professionals. There are a number of issues that need to be re-considered in the system of training, including the components and proportions of the knowledge areas that need to be studied and the content and structures of professional training and continuous training. The investment in human resource at libraries pays dividends in the multiple tasks and services provided by librarians for the benefit of citizens. [ABSTRACT FROM AUTHOR]

Tests whether Job Training Partnership Act (JTPA) Title III discretionary funds are allocated to meet bureaucratic objectives. Allocation of discretionary funds under Title III JTPA; Description on the expected behavior of optimizing political bureaucrats; Conclusion.

Investigates the Job Training Partnership Act performance management system implemented by the United States Department of Labor. Training for economically disadvantaged adults; Procedural components of the performance management system; Relation of performance measures to program impacts.

Abstract For the past 20 years, job training has been promoted as the US Federal Government's primary labour market policy for improving the employment opportunities of low-income Americans. This essay provides new findings from the US labour market and from training programme evaluations to suggest that the focus on training as a primary anti-poverty strategy is radically mistaken. Training has overwhelmingly failed, and its failure appears to be due to structural economic constraints rather than programme design or implementation problems. On close examination, US training policy seems to function less as an economic policy aimed at alleviating poverty than as a political strategy for insulating both private employers and public officials from the popular backlash against downsizing. [ABSTRACT FROM AUTHOR]

Questions the effective use of the 1982 United States Job Training Partnership Act performance standards by government bureaucrats. Conclusion as to the design of the performance standards system; State of correlation with program goals; Negative implications of cost-per-placement considerations.

Analyzes the effectiveness of the Job Training Partnership Act (JPTA) of 1982 in meeting its objective of training the disadvantaged for work or better jobs. Establishment of program performance standards; Involvement of businesses in JPTA training; Exclusion of disadvantaged workers.

Examines the influence of demographic variables, barriers to employment, and types of training on employment outcomes of ex-offender and nonoffender trainees who terminated from 1983 Job Training Partnership Act (JTPA). Examination of bias against ex-offenders in employment; Examination of the effectiveness of employment programs for ex-offenders.

In Canada, health and safety laws are built around three worker rights which are not guaranteed by law in the United States: the right toparticipate in joint management-worker health and safety committees;the right to know about workplace hazards which requires consultation with the joint committee about the education and training programs;and the right to refuse hazardous work. In the context of NAFTA, health, safety and environmental laws and their enforcement, as well as the workers' compensation system, are all under attack by business leaders who cite the need to deregulate and privatize Canadian institutions in order to harmonize with the United States. The counteroffensive by the trade unions and their allies in the social justice movement is described; the struggle continues. [ABSTRACT FROM AUTHOR]

The Job Training Partnership Act of 1982 afforded the nation's governors a rare opportunity to play a major role in the shaping of a federally funded employment and training program. This study examines the degree to which governors chose to get involved in JTPA policy formation and the factors associated with varying levels of gubernatorial intervention (structural, political, budgetary). It is based on a U.S. Department of Labor field network evaluation of twenty states conducted in December 1983 and January 1984. The results show that the factors most likely to have drawn governors into the game were the governor's margin of victory in the election preceding passage of JTPA, formal gubernatorial powers, and levels of centralization. Where the governor's political and legal powers were strongest and there were higher degrees of governmental decentralization, his or her involvement in JTPA program formation was heaviest. The results suggest that the willingness of a governor to play a major role tn the policy-formation process is tempered by the size and power of the attentive constituencies and the governor's personal political power and formal power. Where all three conditions are strongest, governors are more likely to play an aggressive role tn policy formation. [ABSTRACT FROM AUTHOR]

Focuses on the agenda for the conference of the LMC in Great Britain. Approval for mandatory vocational training; Demand for the abolition of the National Insurance certification; List of resolutions of the LMC Conference.

Pursuant to legislation mandating that correctional officers in Georgia be trained and certified, a task analysis was devised and executed to assess training needs. The purpose of the Task Analysis was to produce usable data to assist in the development of basic training curricula for correctional officers in the state. Data were produced for four categories of institutions: state corrections, county correctional institutions, city/county jails and youth development centers. The task analysis provided solid, apparently valid data which were used in the subsequent development of three training curricula packages. [ABSTRACT FROM AUTHOR]

There have been three major training programs in the United States in the past thirty years: the Manpower Development and Training Act (MDTA)from 1962 to 1973, the Comprehensive Employment and Training Act (CETA)from 1973 to 1982, and the Job Training Partnership Act (JTPA)from 1982 to the present. MDTA was a categorical program, with service providers funded directly by the federal government. CETA was a hybrid block grant program that gave local units of government substantial autonomy in administering the basic training component, but CETA also included categorical programs for specific target groups and for public service employment. Over time, CETA was increasingly regulated. JTPA is regulazed more by the states and the private sector, and in 1992 amendments targeted the program more sharply and restricted activities that could be undertaken. Federalism in employment and training programs has followed a course similar to other areas, with cooperative federalism ending in 1978 being replaced by coercive federalism. In recent years, states have starred a number of innovative programs. [ABSTRACT FROM AUTHOR]

Describes the structure of the title II-A program of the Job Training Partnership Act of the United States. Comparison of the metropolitan and nonmetropolitan program performance during the 1987 to 1988 program year; Exploration of the regional and metropolitan/nonmetropolitan dimensions of the funding allocation mechanism.

Focuses on the Belgian legislation known as the '0.18 rule,' which aims to release money from industry for social and educational purposes. Allocation of funds for the training and employment of risk groups among job seekers; Positioning of the rule in the context of the program of cooperation between the government and their social partners.

This paper examines the benefits and costs of Job Training Partnership Act (JTPA) Title II-A programs for economically disadvantaged adults and out-of-school youths. It is based on a 21,000-person randomized experiment conducted within ongoing Title II-A programs at 16 local JTPA Service Delivery Areas (SDAs) from around the country. In the paper. we present the background and design of our study, describe the methodology used to estimate program impacts, present estimates of program impacts on earnings and educational attainment, and assess the overall success of the programs studied through a benefit-cost analysis. [ABSTRACT FROM AUTHOR]

Performance-standards systems for public bureaucracies have been advocated to improve efficiency in government. They are motivated by the perception that government bureaucracies are inefficient, and that part of this inefficiency arises from poorly defined or conflicting agency goals and from the absence of incentives to motivate the activity of bureaucrats. By defining goals and providing incentives for achieving these goals, performance-standards systems attempt to bring to public-sector agencies the type of discipline that markets bring to firms. These systems are a cornerstone of U.S. Vice President Al Gore's "Reinventing Government" initiative. Performance-standards systems now govern many federal job-training programs and are also expanding into state welfare and employrnent agencies, yet little is known about the effectiveness of these systems. The case for performance standards rests on the implicit premises that (a) agencies have, or should have, a specified goal or set of goals and (b) the goals can be quantified so that success or failure relative to the goals can be measured.

This paper examines the provision of incentives in a federal job-training program ((JTPA). The history of the job-training programs funded under the JTPA offers two cautions to the many who believe that government bureaucracies can be reformed with market-like performance incentives. Bureaucratic discretion and accurate measurement of performance outcomes sometimes conflict. This finding has turned up from time to time in the small empirical incentive literature. It is found that JTPA bureaucrats whose performance is aggregated for evaluation may manipulate performance outcomes to maximize intertemporal awards. Moreover, one identifies a moral-hazard problem specific to the use of labor-market-based performance measures in training programs. This moral-hazard problem occurs because local-level bureaucrats privately observe participants' performance outcomes and manipulate the measurement procedures to maximize their private rewards rather than social return. This process is likely to be slower in a government bureaucracy because of the absence of a well-defined goal and because these bureaucracies are controlled by multiple principals with possibly different perceptions of the impact of incentives and conflicting interests.

The article critiques the German government's proposal for a fifth amendment of the Arbeitsförderungsgesetz (AFG - Promotion of Work Law). The author finds the proposal short-sighted in that it promotes placement services, low-level and temporary jobs and job preparation instead of thorough occupational training and employment requiring higher qualifications. The bill's provisions are also claimed to be unfavorable to women entering or re-entering the job market.

This article discusses the advancement of occupational training in West Germany as a result of the labor advancement law, the Arbeitsförderungsgesetz (AFG), from June 25, 1969. The author discusses economic and labor market development of West Germany. The author provides an outline of the provisions included in the AFG.

This article discusses changes to the employment promotion law of West Germany, the Arbeitsförderungsgesetz (AFG). The author explains that the primary changes to this law involve the promotion of occupational training programs. The author also discusses continuing education, retraining of employees, the labor market, and educational costs.

Discusses the quantity objective of the 1964 Industrial Training Act of Great Britain using tools of basic economic theory. Assumptions concerning the shortage of a skilled manpower; Possible causes of a skilled manpower shortage; Methods by which the Act might have increased the quantity of training.

Focuses on the Job Training Partnership Act of 1983, the law that replaces the Comprehensive Employment and Training Act of 1973 in the United States. Provisions to encourage business and local governments to work together to train disadvantaged or dislocated workers for employment in the private sector; Factors which influenced the revision of manpower programs; Business and local government's relations; Permanent authorization provided for the job training act.

Training, it is often said, is the responsibility of management. In 1964, however, it was necessary to introduce the Industrial Training Act in an attempt to remedy the known deficiencies in industrial training. One reason for the Act, and the establishment of the Industrial Training Board system, was that management had failed to accept its responsibility for training. There is a growing awareness of the need to integrate training into the management function in order to create effective learning conditions at all levels and for al personnel. If this aim is to be achieved, it is necessary to have effective management of training. The question to be answered, however, is what does the management of training mean? [ABSTRACT FROM AUTHOR]

Examines the allocation of federal job training funds through the Job Training Partnership Act (JTPA) of 1982 in the United States. Description of the JTPA allocation formula; Factors influencing the JTPA funding formula; Relationship between per-capita state JTPA formula allocations for job training.

Examines the impact of training on the employment and wage experience of 1966 Manpower Development and Training Act graduates in South Carolina using regression analysis. Partial regression coefficients; Incremental wages of graduates.

This article evaluates the federal Law Enforcement Assistance Act (LEA) of 1965. The LEA legislation can produce a very useful by-product. This act is basically designed to augment present training programs for local and state law enforcement personnel. It seeks to bolster the quality of police personnel through the granting of federal funds to relevant public or private nonprofit organizations for the establishment of professional training programs. The entire concept of police training may soon be subjected to re-evaluation due to such legislation as the LEA Act of 1965, and the joint efforts of responsible police executives and the colleges. The needs of the police officer are just now beginning to be viewed in terms of his total career. Therefore, it seems important that each level be provided with a training program that is tailored to impart relevant skills and equip men for career growth in the police service. In respect to the career officer, professional training programs should be made available to all levels in the department. In summation, the police training program of the future should be conceived and designed as an integral element of career development for meshing with the stages in each policeman's career.

There is no doubt about the value of the Roll Call Training program in developing an efficient, loyal, cooperative group of men that are interested in improving the field of law enforcement. One of the main factors in making this training program function effectively is to have each supervising officer give fifteen minutes of instruction in fifteen minutes, and this was the objective of the teacher training program. [ABSTRACT FROM AUTHOR]

Presents updates on state labor laws and legislation in the United States in 1966. Minimum wage legislation; Wage payment and collection; Wage garnishment; Occupational training and retraining; Child labor laws.

Discusses the passage of the Manpower Development and Training Act (MDTA) in the U.S. in 1962. Key stipulations of the MDTA; Role assumed by the federal government in promoting manpower training programs in the U.S.; Policy implications on management.

The article introduces the November 1969 issue of the journal Industrial and Commercial Training. It focuses on the development in industrial training in the U.S. The U.S. Industrial Training Act became a law in 1964. To have created a near-complete network of over 30 Industry Training Boards within five years and to have got most of them functioning properly is a monumental achievement. This achievement has been, in the main, in the field of organization and administration rather than in the field of training but on a question of priorities no one would wish to question the emphasis that has to be placed, in the early stages, on forming a sound national framework for occupational training. That is what the first five years have accomplished: a workable framework. According to the author, the journal contributes in changing the thinking of men and women throughout business, industry and commerce, and also educationists. This would bring about change in attitude from the welfare approach to the view of training as part of mainstream management.

The article discusses September 1967 German legislation aimed at promoting employment. Key features of the bill are occupational training, advanced training, and retraining with subsidized family sustenance. The measures are a response to deal with rapidly changing social structure, new technology, and automation.