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The article is the third part of a multi-directional analysis of the possibilities, advisability and validity of using natural plant fibers (NPFs) as a reinforcement for polymer structural composites that can be used in the shipbuilding industry in Poland. As a result of the analysis of macroeconomic indicators and natural and non-natural factors regarding NPFs, a representative selection of hemp (Cannabis sativa L.) was made as the raw material to be used to reinforce these composites. Methods and test results are presented enabling comparison of the physical and mechanical properties of the new pro-ecological construction material–hemp fiber reinforced polymer (HFRP), reinforced with fabric made of unmodified and chemically modified hemp fibers.

The purpose of the scientific article is to present a study of a recommendation service architecture designed to help applicants in choosing the training area at a higher education institution. The main function of the service is to provide applicants with personalised recommendations for training based on their preferences, interests, academic achievements and ranking of the institution. The architecture is founded on the principle of client-server interaction when clients can receive personalised recommendations and interact with the service through a web interface. The article accomplished the following objectives: the architectural decomposition and description of the main components of the service are completed; a machine learning method is presented, including a collaborative filtering algorithm that is used in the service and allows to consider preferences and offers of other applicants with similar interests and educational profile; recommendations for choosing a user interface for convenient interaction with the service have been developed; test cases have been conducted to assess the effectiveness of the recommendation service. The study shows that the use of the collaborative filtering method in the service architecture makes it possible to achieve high accuracy and satisfaction of applicants when providing recommendations on choosing the training area at a higher education institution. The article has practical significance, as it represents a real application of the machine learning method and service architecture to help applicants choose the field of study. The research results may be useful for the development of similar services in the educational field.

360-degree evaluations are used as an assessment in order to identify strengths and weaknesses of, or as a continuous evaluation for, residents. The aim of this study was to investigate the relationship between personality and ratings on 360-degree evaluations among surgical residency applicants. A secondary aim was to describe the personality profile of applicants for a surgical residency position. Doctors interviewed for a residency or locum position in general, urology, or pediatric surgery were included. Participants rated their personality on the Neutralized Big Five Inventory. A 360-degree assessment was conducted. Scores from two laparoscopic simulators were used as a measure of technical ability. Univariate analyses were used to assess the results. Student's t-test was used to compare personality and Pearson correlations between 360-degree assessment and personality. Fifty doctors participated: data were complete for 38. Personality profiles showed higher emotional stability, agreeableness, conscientiousness and openness ratings than the norm. Correlations revealed a significant relationship between extraversion and higher scores on the 360-degree assessments. Significant univariate correlations were found between extraversion and the 360-degree assessments, and two of the correlations held up after adjustment for multiple tests. No correlations with performance when using laparoscopic simulators were found. Applicants for surgical residency rated significantly higher than the norm in four personality domains. Extraversion correlated with overall higher scores in 360-degree assessments by coworkers. Higher scores were not related to objective measures of technical skill, highlighting the importance of using objective measures for assessment. • 360° evaluations are used to assess strengths and weaknesses of surgical residents. • We assessed personality and ratings on 360° evaluations of 37 surgical residents. • Emotional stability, agreeableness, conscientiousness, and openness scored highly. • There was a significant relationship between extraversion and higher 360° scores. • Higher scores were unrelated to objective measures of technical skill. [ABSTRACT FROM AUTHOR]

The desire to work in the nursing profession has recently been identified as an important aspect to consider in the selection process of nursing students but very little is known about nursing applicants' or students' desire to work in nursing. The study aimed to describe and explain the desire of undergraduate nursing applicants to work in nursing. A cross-sectional study design. The Desire to Work in Nursing Instrument was used to collect the data. All nursing applicants (N = 974) who took part in an entrance examination organised in six Universities in October 2018 were eligible to participate. Eight Hundred and Forty-one applicants (response rate 86%, 102 males) participated in the study. Statistical analysis included the use of descriptive statistics and linear regression was used to assess if dependent variables explained the observed outcomes. A strong desire to work in nursing was demonstrated in all the four areas. The most common reason to desire this work was suitability to nursing and the nature of work, and the least common was the career opportunities. Gender, previous education, and a realistic image best explain the desire. The assessment of desire to work in nursing may assist career choice of nursing applicants, and may enhance recruitment and retention in nursing education. Applicants need to be more aware of the career development possibilities. Further studies are needed to investigate if the desire to work in nursing is different to men than to women to inform recruitment strategies. [ABSTRACT FROM AUTHOR]

The evolution of personnel selection systems has been driven by technological advances and changes in the needs of organizations, referring to the set of processes and tools used by an organization to evaluate and select the most suitable applicants to fill a position within the company, in order to ensure that people with the skills, knowledge and competencies necessary to perform the responsibilities and functions associated with the position are hired. It is therefore proposed to implement a personnel selection system, which will help optimize the recruitment and selection process using the competency model and the selection algorithm to choose the best candidates according to the selection criteria established for each job position, resulting in the best candidates for the position with the qualities for which they were chosen. [ABSTRACT FROM AUTHOR]

The article is devoted to the problem of forming the image of higher educational institutions in the conditions of increasing competition in the regional market of educational services, as well as between regional and metropolitan educational institutions. The purpose of the study is to identify the features of perception of a higher education organizations image by pupils of graduating classes. The results of online survey of high school pupils from Volgograd and Volzhsky and the series of in-depth interviews with graduate pupils are presented. The results of the study demonstrate the subjective perception by potential applicants of the essence of image of higher educational institutions, limited by the specifics of their social experience and status of schoolchildren. The key components of the image of universities, according to Volgograd pupils, include the image of educational services and teaching staff, social and visual image, that corresponds to the priority of the activities of educational organizations and correlates with the results of All-Russian and regional sociological studies. The effectiveness of Internet resources as a source of information about universities, that was revealed by the results of a survey of pupils, reflects the general trends of the digital society, and the high importance of personal contacts reflects the specifics of the regional image of educational institutions. The current image of the main universities of Volgograd is characterized by reflects of the final grades quite positively, however, a third of the study participants found it difficult to assess the key image components, that indicates the need to improve the efficiency of educational organizations in their formation. At the same time, the most relevant is the construction of a positive image of the teaching staff and the internal image of local educational institutions, reflecting the specifics of their socio-psychological climate. The recommendations to improve the effectiveness of image-forming activities, that were proposed by the authors, are related to the expansion of the representation of universities in the Internet space, the involvement of teachers and opinion leaders from among the student community as content authors, as well as the development of interactive communication with potential applicants.

The evolution of personnel selection systems has been driven by technological advances and changes in the needs of organizations, referring to the set of processes and tools used by an organization to evaluate and select the most suitable applicants to fill a position within the company, in order to ensure that people with the skills, knowledge and competencies necessary to perform the responsibilities and functions associated with the position are hired. It is therefore proposed to implement a personnel selection system, which will help optimize the recruitment and selection process using the competency model and the selection algorithm to choose the best candidates according to the selection criteria established for each job position, resulting in the best candidates for the position with the qualities for which they were chosen.

OBJECTIVE: To describe differences in agentic (achievement) and communal (relationship) terms in letters of recommendation (LORs) for pediatric residency candidates by applicant and letter writer demographics and to examine if LOR language is associated with interview status. METHODS: A random sample of applicant profiles and LORs submitted to one institution were analyzed from the 2020--21 Match. Letters of recommendation text was inputted into a customized natural language processing application which determined the frequency of agentic and communal words in each LOR. Neutral LORs were defined as having < 5% surplus of agentic or communal terms. RESULTS: We analyzed 2094 LORs from 573 applicants: 78% were women, 24% were under-represented in medicine (URiM), and 39% were invited to interview. Most letter writers were women (55%) and of senior academic rank (49%). Overall, 53% of LORs were agency biased, 25% communal biased, and 23% neutral. There was no difference in agency and communally biased LORs by an applicant's gender (men 53% agentic vs women 53% agentic, P = .424), race or ethnicity (non-URiM 53% agentic vs URiM 51% agentic, P = .631). Male letter writers used significantly more agentic terms (8.5%) compared to women (6.7% agentic) or writers of both genders (3.1% communal) (P = .008). Applicants invited to interview were more likely to have a neutral LOR; however, no significant association existed between language and interview status. CONCLUSIONS: No significant differences in language were found by applicant gender or race among pediatric residency candidates. Identifying potential biases within pediatric residency selection processes is important in creating an equitable approach to application review. [ABSTRACT FROM AUTHOR]

In the admissions cycle that began in November 2016, UC Berkeley carried out the second year of a pilot experiment with letters of recommendation. Unlike other highly selective universities, Berkeley has never previously asked applicants to submit letters from teachers and guidance counselors. This may limit the information available for use in holistic review, and some at Berkeley think that as the university gets more selective it is getting harder to make informed decisions with the evidence available. Others, however, are concerned that students from disadvantaged backgrounds may not have access to adults who can write strong letters, and that the use of letters will further disadvantage these students.In the pilot experiment, a subset of applicants was invited to submit letters of recommendation if they wished. Any submitted letters were incorporated into the “second read” evaluations of their applications. I evaluate the impact of this on the outcomes of applicants from four groups underrepresented among successful applicants to Berkeley: students from families with low incomes, students whose parents did not attend college, students from low-scoring high schools, and students from underrepresented racial and ethnic groups. I use a variety of methods, including a within-subject design that compares application scores when readers had access to letters with scores from a parallel process that suppressed the letters and a regression discontinuity design that exploits sharp distinctions between otherwise similar students in the selection of students to be invited to submit letters.

Background: Hand surgery is a competitive fellowship that draws applicants from orthopedic, plastic, and general surgery. In 2010, recommendations from the American Academy of Orthopaedic Surgeons (AAOS) Board of Specialty Societies Match Oversight Committee and the American Society of Plastic Surgeons (ASPS) Plastic Surgery Workforce Task Force led to significant reforms to their respective workforces and training. This study characterizes trends in hand fellowship applicants and programs since these recommendations (2010–2023). Materials and methods: We queried hand fellowship applicant and program data from the American Society for Surgery of the Hand (ASSH), the National Resident Matching Program (NRMP), and the Accreditation Council for Graduate Medical Education (ACGME). Results, discussion and conclusions: From 2010 to 2023, the number of ACGME-accredited hand fellowship programs increased across specialties (orthopedic surgery, 58 to 74 (27.6 % increase, R = 0.97, p

The Match is a daunting process for everyone, but it can be exceedingly more complicated for couples. Accordingly, the Couples Match was introduced by the National Residency Match Program in 1984 and has been witnessing a steady increase in the number of participating couples over the past 30 years. The highest number of couples participating in the match, and the highest match rate among them, was recorded in 2018. In this article, we provide couples considering the Couples Match, with one or both partners planning to apply to emergency medicine, with insights on this process. Although it may initially appear to be complicated, the Couples Match enables partners to obtain postgraduate training in geographic proximity to one another. With good communication between the partners and their advisors, an exciting joint venture can unfold that is fueled by the strength of the couple.

The article presents the results of the sociological study of everyday practices of applicants entering Ukrainian higher education institutions from the temporarily occupied territories of Ukraine. The research was supported by Konrad Adenauer Foundation and conducted in June 2020 in Mariupol. Seventeen deep interviews with the students allowed to get the insights of their everyday life (work, study, consuming, leisure, communication, etc.) in the temporarily occupied territories, focusing on their needs, interests, fears, values, priorities, and plans for the future. The research clearly showed that people in the temporarily occupied territories live in the economic realities typical to the late Soviet era and the period of early capitalization of the economy in Ukraine of early 1990s. The tendencies towards impoverishment of the population and youth unemployment were mentioned along with primitivizing of their leisure activities and introduction of a powerful ideological component into the latter. The youth in these territories for years has been living in the atmosphere of secrecy and fear, restrictions of personal freedoms, and heavy propaganda influence. The war and its consequences became an existential challenge for the absolute majority of the interviewed young people that affected all areas of their lives. Yet, some of the participants, being aware of the negative consequences of military actions and social political transformations in the temporarily occupied territories were inclined to tolerate the existing situation. On the emotional level, young people demonstrated deep attachment to their family, their «little homeland», which explained their desire to maintain close ties with the occupied territories. In spite of existing spiritual bonds and conflicting spatial identification, the participants nevertheless associated their life strategies with migration, where Ukraine and the EU are on top of their priority list. However, according to the respondents’ assumption there are not many young people in the occupied territories who would share this. The data obtained from the survey are valuable for establishing a dialogue and constructive interaction among students, and for creating a tolerant, psychologically safe academic environment in the higher education institutions with significant number of students from the temporarily occupied territories of Ukraine, whose habits, values, and thoughts are already somewhat different from the way of thinking of youth in the other parts of Ukraine.

Background: Advanced GI/Minimally Invasive Surgery (MIS) fellowships are one of the largest non-ACGME post-residency training pathways. MIS programs are highly competitive, with only 68% of applicants in the 2021 cycle successfully matching into fellowship positions. An evaluation of MIS fellowship program websites is warranted to determine if applicants are receiving adequate information to meet their needs. Methods: Using the Fellowship Council website, the authors identified 92 MIS fellowship programs that advertised open fellowships positions for general surgery residency graduates. These 92 fellowship websites were evaluated for 12 pre-identified variables based on published literature. Results: 90% of websites included access to contact information for a program director/coordinator and 72% of websites displayed selection criteria; however, other recruitment information offered to applicants was limited. Only 25% of websites mentioned interview details, 34% of websites showcased current or past fellows, and 51% included a faculty directory. Regarding operative information, only 46% of MIS fellowship websites mentioned case volume, 23% mentioned locations of rotations, and 55% mentioned rotation schedule selection criteria. Didactic information was focused on research productivity with 80% of websites highlighting scholarly requirements; academic conferences were only mentioned in 40% of websites. Fellow wellness and career information was skipped on many websites, with 30% describing resident benefits and 16% dedicating a section to career development. Overall, the mean number of pre-identified variables present on a fellowship website was 6.57 ± 2.39 (54.75 ± 19.17%). Conclusions: General surgery residents turn to program websites when evaluating MIS fellowships. Although websites contain adequate information on several variables evaluated in the study, information on benefits and career development, fellow and faculty support, and case volume were limited. By including relevant information, MIS fellowship websites can align with ACGME requirements, strengthen existing frameworks, and help display data that are important to applicants. [ABSTRACT FROM AUTHOR]

The Match is a daunting process for everyone, but it can be exceedingly more complicated for couples. Accordingly, the Couples Match was introduced by the National Residency Match Program in 1984 and has been witnessing a steady increase in the number of participating couples over the past 30 years. The highest number of couples participating in the match, and the highest match rate among them, was recorded in 2018. In this article, we provide couples considering the Couples Match, with one or both partners planning to apply to emergency medicine, with insights on this process. Although it may initially appear to be complicated, the Couples Match enables partners to obtain postgraduate training in geographic proximity to one another. With good communication between the partners and their advisors, an exciting joint venture can unfold that is fueled by the strength of the couple.

Copyright of Revista Brasileira de Pesquisa em Turismo is the property of Associacao Nacional de Pesquisa e Pos-Graduacao em Turismo 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.)

The article is based on the materials of a field study conducted in the framework of the research project “Admission to a university in 2020: factors of choice, trends and prospects of the admission campaign (on the example of the Volgograd region).” The purpose of the article is to determine the trends in the professional plans of school graduates in the Volgograd region. The article discusses the results of a questionnaire survey of school graduates of the regional center and municipal districts of the Volgograd region. The study showed that school graduates in the Volgograd region are focused on getting education in Volgograd, and graduates of Volgograd schools – at the universities in major cities. Educational migration is carried out in stages: first from rural areas and small towns to large cities, and then from large cities to major cities and capital cities. The region’s school graduates are characterized by the first stage of migration, and the Volgograd school graduates – the second. The choice of the city of study depends on the area of residence. However, the geographical factor is not dominant. Information technology is one of the most attractive fields of professional occupation for school graduates in Volgograd whilst school graduates in the Volgograd region are much less focused on choosing IT educational programs. The main internal parameters that influence the choice of an educational institution by applicants in Volgograd and Volgograd region, are equal. They are the number of budget places, USE passing score and the quality of education at university. At the same time, regional applicants pay relatively more attention to the cost of education, which is associated with a lower level of material prosperity among families in municipal districts, in comparison with families in the regional center.

Objective: To apply a normalized competitive index over a 20-year period to analyse applicant trends in orthopaedic surgery residency programs. Design: A retrospective analysis of orthopaedic surgery residency program data from the National Resident Matching Program (NRMP) Main Residency Match data from 2003 to 2022 and NRMP Charting Outcomes data from 2007 to 2021 was performed. A competitive index (CI) was utilized by dividing the number of programs ranked per applicant, multiplied by available positions, and by the match rate for each year. Next, the index was normalized to a value of 1 to establish a normalized competitive index (NCI) by dividing the yearly CI by the average CI. Setting: National Resident Matching Program (NRMP) Main Residency Match data from 1992 to 2021 and NRMP Charting Outcomes data from 2007 to 2021. Participants: Orthopaedic surgery residency applicants. Results: The NCI was significantly different over time (R2= 0.95, p < 0.001) with an upward trending NCI slope. Total applicants have nearly doubled over the past two decades (2003, 830 vs. 2022, 1460; p0.83, p < 0.001). Research output quadrupled over the 2007–2021 period (3 vs. 14, p < 0.001). Conclusion: Despite match rates remaining constant over time, the NCI metric demonstrated the increasing competitiveness of orthopaedic surgery residency programs over twenty years. Match rates have inherent limitations as a singular metric and should only be used in conjunction with additional metrics. Establishing a more comprehensive index with applicant metrics provides insight into the growing competitiveness of orthopaedic programs and a more comprehensive outlook for future applicants.

Pharmaceuticals, biotechnology, and technological advances are currently a new paradigm with ample potential to provide therapeutic solutions to multiple diseases. The purpose of this study was to survey granted patents related to biopharmaceutical products. The most important results show that most of these inventions are concentrated in the United States, and European and Asian countries, and that US companies are the clear leaders in this area of knowledge, reaffirming its position as one of the most important technological markets in the world. Additionally, the technological classes, established according to search criteria, that have shown the most progress over time has to do with medicinal preparations containing antigens or antibodies, as well as those associated with peptides. Finally, the role of the Latin American market is not relevant for the production of this group of technologies; consequently, it is important to define strategies for their inclusion in countries in the region and to promote cooperation in terms of research and development. This course of action will provide the region with the possibility of increasing technological capabilities that will allow it to innovate within the sector. [ABSTRACT FROM AUTHOR]

In the past decade, interest in Information Science (B. A.) programs has dropped significantly. This trend is not limited to specific programs but can be observed in varying extent at all regular university programs in the German-speaking countries. This article documents the development at Stuttgart Media University, the countermeasures that have been tried and discusses the mid- and long-term consequences. Besides the programs themselves, this development should be of concern to all kinds of libraries, as it will worsen the already existing lack of qualified staff. [ABSTRACT FROM AUTHOR]

Pharmaceuticals, biotechnology, and technological advances are currently a new paradigm with ample potential to provide therapeutic solutions to multiple diseases. The purpose of this study was to survey granted patents related to biopharmaceutical products. The most important results show that most of these inventions are concentrated in the United States, and European and Asian countries, and that US companies are the clear leaders in this area of knowledge, reaffirming its position as one of the most important technological markets in the world. Additionally, the technological classes, established according to search criteria, that have shown the most progress over time has to do with medicinal preparations containing antigens or antibodies, as well as those associated with peptides. Finally, the role of the Latin American market is not relevant for the production of this group of technologies; consequently, it is important to define strategies for their inclusion in countries in the region and to promote cooperation in terms of research and development. This course of action will provide the region with the possibility of increasing technological capabilities that will allow it to innovate within the sector.

Background: A 2021 study to determine the viewpoints among the seven member countries regarding the effectiveness (i.e., achieving the intended outcomes) and efficiency (i.e., achieving the intended outcomes in timely manner with the resources available) of the East African Community Medicine Regulatory Harmonisation (EAC-MRH) Joint Assessment Procedure recommended the conduct of a similar study among pharmaceutical company applicants. The aim of this study then was to evaluate the effectiveness and efficiency of the current EAC-MRH operating model from the applicants’ perspective, including the challenges and opportunities for improvement.Methods: Using the Process Effectiveness and Efficiency Rating for Industry questionnaire developed by the authors, data were collected from company representatives responsible for EAC joint procedure submissions.Results: Responses from 14 study participants underlined the support of pharmaceutical companies for the EAC-MRH initiative, which has facilitated the harmonisation of registration requirements across the EAC region leading to one registration for all countries and a reduction of the workload for both applicants and assessors. In addition, it is expected that shorter timelines for approval will lead to improved access to quality-assured essential medicines in the region. Access to various markets at the same time was also noted as an important benefit to pharmaceutical companies. Noted challenges include a lack of process information, a lack of centralised submission and tracking process and a lack of mandated central registration. A key strategy proposed by participants is the establishment of a regional administrative body to centrally receive and track EAC applications and the eventual establishment of a Regional EAC Medicines Authority.Conclusion: This is the first study evaluating the performance of the EAC work-sharing initiative from the point of view of the applicants. In general, the applicants believe that the system performs efficiently and fulfils its promise. However, some participants indicated that in some countries an EAC positive recommendation does not directly result in an individual country approvals. Following the recommendations listed in this report may mitigate identified areas for improvement and facilitate the overall goal of the EAC-MRH initiative to expedite the availability of needed quality-assured medicines to patients in the region.

There is a broad agreement that health care and medical school admission procedure should meet several criteria, e.g. objectivity, reliability, validity, and effectiveness as the most important characteristics that entrance exams should have. The 2020 admission process was different from all the previous years' and we expected that health care students applicants may have difficulties with web-based interviews and tests, especially in the case of vocational students who have less experience with web-based technology. The online questionnaire study was conducted to investigate the applicants' level of satisfaction with the admission process provided by College. As the result of the current study the clear standards for online admission procedure have been developed in Tallinn Health Care College to modernize the online admission process and make it more credible and transparent for applicants. The study aims to summarize and draw appropriate conclusions and recommendations not only in X College but also in health care education institutions worldwide based on the study. [ABSTRACT FROM AUTHOR]

Purpose: verification of the effectiveness of training future masters in physical culture and sports for professional activity in a fitness center. Material and methods: questioning, testing; pedagogical experiment; statistical methods, factor analysis. The study involved 34 applicants for the second (master’s) level of higher education 1-2 years of study, educational and professional program (EPP) «Physical culture and sports», specialty 017 «Physical culture and sports». In order to determine the effectiveness of training future masters in physical culture and sports for professional activity in a fitness center, a survey was carried out of applicants for the second (master’s) level of higher education; the levels of readiness formation of future masters in physical culture and sports for professional activity in a fitness center. Results: after the completion of the formative stage of the pedagogical experiment, the indicators characterizing a high level of readiness for professional activity in a fitness center increased among applicants in the control group from 7,34% to 11,20%, among applicants in the experimental group from 8,44% to 24,12%. Accordingly, the data characterizing a sufficient level of readiness for professional activity has changed - in the control group from 44,47% to 52,55%, in the experimental group from 49,31% to 68,22%. The data characterizing the elemental level of formation of readiness for professional activity decreased in the control group from 48,19% to 36.25%, in the experimental groups from 42,25% to 7,66%. At the end of the pedagogical experiment, the most significant structural components of readiness were the motivational component; cognitive-reflexive component; personality and activity component. Conclusions: the effectiveness of training future masters in physical culture and sports for professional activity in a fitness center has been determined and tested; the structure of training future masters in physical culture and sports for professional activity in a fitness center has been improved; the provisions for the development and design of the content of the physical culture and sports for the preparation of future masters of physical culture and sports have been improved; the criteria and levels of the readiness formation of future masters in physical culture and sports for professional activity in the conditions of a fitness center.

The article examines organizational issues of the inclusive education implementation in Ukraine. The level of the society civilized development depends on its attitude to humans as the highest value based on respect, tolerance, a sympathetic treatment of everyone, and especially of people with special needs. The study argues that inclusion in Ukraine is being implemented in accordance with the international standards and universal values. Emphasis is placed on the «child-centered» education system, where a holistic approach dominates. It ensures the realization of equal rights and opportunities for everyone and provides equal access to quality education. The main terms for the strategy development from institutionalization to inclusion are: ensuring the right and possibility to choose an educational institution and curriculum according to child’s individual characteristics; implementing children’s achievement stimulation in various fields of activity; ensuring their socio-pedagogical protection, recognition of their rights and freedoms; inclusive competence of the scientific and pedagogical workers and applicants. Inclusive higher education ought to be developed on the principles of dialogue in the framework of partnership pedagogy, subject-subject relationships within a healthy educational environment, and the principles of coexistence, mutual sovereignty, free co-development, unity, and decision-making. The article provides scientifically-grounded information about the main components of teacher training necessary for working with students with special educational needs (motivational, cognitive, creative, activity-based), the principles of teachers’ activity aimed at ensuring the effectiveness of the correctional and developmental measures. The emphasis is laid on the analysis of the system of correctional, preventive, and developmental tasks, unity of diagnosis and corrective measures, corrective methods, the set of psychological influence methods, taking into account the age and individual characteristics of students, and active involvement of the immediate social environment. Among the most important issues highlighted in the article are the problems occurring during the organization of inclusive education and its support. The study findings substantiate the significance of the preventive measures system helping to increase the efficiency of the corrective work during the inclusive education implementation at higher education institutions. An inclusive model of educational space implies a comprehensive approach that includes a system of educational services, namely an adaptation of curricula and plans, physical environment, innovative teaching methods and forms, use of the existing social resources, the involvement of parents, and cooperation with specialists to provide qualified services to people with special educational needs, and creating a comfortable educational environment. The main idea of the inclusive approach to education is that it is not the individual, who should adapt to social or social-economic relations, but society should create suitable conditions to meet the special needs of each and every individual.

The hospitality industry faces a gender gap in leadership. Further research is needed to explore if gender stereotypes emerge naturally in applicant materials, like resumes and cover letters. This paper examines the use of agentic and communal language in men and women's self-descriptions in applicant materials, as well as differences in agentic and communal language in descriptions of successful leaders in the industry. Across Studies 1–3, women used more communal language than men in self-descriptions in applicant materials, though differences in agentic language did not emerge. Study 4 found that agentic characteristics were strongly associated with leadership in respondent descriptions of successful leaders in the industry. These findings suggest that gender stereotypes in selection contexts can be attributed to women using more communal language in applicant materials and highlight the need to assess potentially biased selection processes in the hospitality industry. • Women used different language than men in applicant materials. • Women used more communal language than men. • Masculine characteristics were strongly associated with leadership. • Results highlight the need to assess potentially biased selection processes. [ABSTRACT FROM AUTHOR]

PURPOSE: Components of trainee applications may introduce bias based on race or gender. Behavior-based interviews (BBIs) rely on structured questions to elicit applicants' past experiences to predict future behavior. Our objective was to implement BBIs in one fellowship program and compare applicant assessment by race and gender when using a standardized assessment tool versus a BB1-based tool. METHODS: In 2019 and 2020, we developed BBIs and BBI-specific assessments; 6 of 15 faculty were trained in this interview method. Applicants completed 6 interviews with either a BBI or unstructured format. All faculty completed a standardized assessment on applicants. BBI faculty also completed a BBI-specific assessment. Normalized average scores were cal-culated and used to rank applicants into quartiles. Race was categorized into White, underrepresented minorities (URMs: Black and Hispanics), and non-URMs (all others). Faculty and applicants were surveyed about BBIs. RESULTS: Seventy-five applicants were interviewed. Significant differences were found in standardized assessment scores (White 1.01 +/- 0.09, non-URM 1.02 +/- 0.08, URM .94 +/-0.07; P = .02) and quartiles by race (P = .05), but not for BBI scores (White 0.98 +/- 0.09, non-URM 1.03 +/- 0.09, URM 1.02 +/- 0.1; P = .18) or quartiles by race (P = .17). There were no significant differences in score or quartile by gender for either tool. The majority of faculty and applicant survey respondents commented positively about BBIs. CONCLUSION: BBIS were successfully implemented and generally reviewed positively by faculty and applicants. BBIs reduced racial differences in applicant assessments. Applicant assessment may benefit from structured tools to mitigate potential biases. [ABSTRACT FROM AUTHOR]

Copyright of Revista EntreLínguas is the property of Revista EntreLinguas 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.)

No standardized evaluation tool for fellowship applicant assessment exists. Assessment tools are subject to biases and scoring tendencies which can skew scores and impact rankings. We aimed to develop and evaluate an objective assessment tool for fellowship applicants. We detected rater effects in our numerically scaled assessment tool (NST), which consisted of 10 domains rated from 0 to 9. We evaluated each domain, consolidated redundant categories, and removed subjective categories. For 7 remaining domains, we described each quality and developed a question with a behaviorally-anchored rating scale (BARS). Applicants were rated by 6 attendings. Ratings from the NST in 2018 were compared with the BARS from 2020 for distribution of data, skewness, and inter-rater reliability. Thirty-four applicants were evaluated with the NST and 38 with the BARS. Demographics were similar between groups. The median score on the NST was 8 out of 9; scores <5 were used in less than 1% of all evaluations. Distribution of data was improved in the BARS tool. In the NST, scores from 6 of 10 domains demonstrated moderate skewness and 3 high skewness. Three of the 7 domains in the BARS showed moderate skewness and none had high skewness. Two of 10 domains in the NST vs 5 of 7 domains in the BARS achieved good inter-rater reliability. Replacing a standard numeric scale with a BARS normalized the distribution of data, reduced skewness, and enhanced inter-rater reliability in our evaluation tool. This provides some validity evidence for improved applicant assessment and ranking. [ABSTRACT FROM AUTHOR]

This article aims to analyse part of the training process of the Argentine Navy officers during the first decades of the twentieth century, taking the case of the midshipmen candidates of the Escuela Naval Militar (Naval Military School) while they were on their training voyage aboard the training ship frigate Presidente Sarmiento. For this purpose, memoirs and navigation accounts, written by crew members of different rank and status, and some articles from magazines and bulletins of the time, were consulted. During the training voyage, the cadets and aspirants, hitherto young and inexperienced, became seamen, acquiring skills and aptitudes and overcoming a series of practices, rites and tests. By identifying and understanding the characteristics of this process, it will be possible to observe the behaviour that the Argentine Navy expected of its youngest commanders and understand some of the identity attributes that defined the naval officer. [ABSTRACT FROM AUTHOR]

Abstract Background Medical schools apply a range of selection methods to ensure that admitted students succeed in the program. In Australia, selection tools typically include measures of academic achievement (e.g. the Australian Tertiary Admission Rank – ATAR) and aptitude tests (e.g. the Undergraduate Medicine and Health Sciences Admissions Test – UMAT). These are most commonly used to determine which applicants are invited for additional selection processes, such as interviews. However, no previous study has examined the efficacy of the first part of the selection process. In particular, are compensatory or non-compensatory approaches more effective in evaluating the outcomes of cognitive and aptitude tests, and do they affect the demographics of students selected for interview? Methods This study utilised data from consecutive cohorts of mainstream domestic students who applied to enter the UNSW Medicine program between 2013 to 2018. A compensatory ranked selection model was compared with a non-compensatory ranked model. Initially, ATAR marks and UMAT scores for each applicant were ranked within each cohort. In the compensatory model, the mean of the ATAR and UMAT ranks were used to determine the outcome. In the non-compensatory model, the lowest rank of ATAR and UMAT determined the outcome for each applicant. The impact of each model on the gender and socioeconomic status of applicants selected to interview was evaluated across all cohorts. Results The non-compensatory ranked selection model resulted in substantially higher ATAR and UMAT thresholds for invitation to interview, with no significant effect on the socioeconomic status of the selected applicants. Conclusions These results are important, demonstrating that it is possible to raise the academic threshold for selection to medicine without having any negative impact on applicants from low socioeconomic backgrounds. Overall, the evidence gathered in this study suggests that a non-compensatory model is preferable for selecting applicants for medical student selection interview.

The study addresses the importance of a higher education institution's marketing management and brand and prestige building in relation to its applicants. The research employs a wide range of secondary data sources from around the world while mainly consisting of a case study conducted in the form of a survey. The objective is to determine homogenous groups of applicants based on how they perceive the reputation of a selected university/faculty and what their preferences are when choosing a study program. The results of the research are then used to verify whether the brand values defined by the faculty in question correspond with actual perception of its brand. Groups of applicants were determined using a K-means cluster analysis and subsequently tested for the applicants' preferences when choosing a university and their perceived associations to the selected faculty using an ANOVA. The results show 3 basic clusters of applicants and provide an overview of a possible approach to brand building in the context of universities. They can therefore serve as a model example fit for implementation in universities in Europe and even beyond, provided cultural dimensions and the specific environment are accounted for. [ABSTRACT FROM AUTHOR]

Background Instead of the traditional in-person interviews, the 2020 to 2021 ophthalmology application cycle was conducted with virtual interviews due to coronavirus disease 2019 (COVID-2019). Little is known about differences between the results of this application cycle with previous years. Objectives The aim of this study was to determine the effect of virtual interviews on the geographic distribution of matched ophthalmology residency applicants. Methods Information was collected on the medical school location and matched residency program location for 2020 to 2021 applicants as well as applicants during the 2016 to 2017, 2017 to 2018, and 2018 to 2019 cycles from publicly available Web sites. Pearson chi-squared tests were conducted to determine whether there was a significant difference in the proportion of applicants matching in the same region, state, and institution as their medical schools in the 2020 to 2021 interview cycle when compared with past cycles. Results Three-hundred seventy-five applicants from 2020 to 2021 and 1,190 applicants from 2016 to 2019 application cycles were analyzed. There was no difference in the type of medical school attended (allopathic vs. osteopathic vs. international medical graduate) (p = 0.069), the likelihood of attending a residency program in the same region as the home medical school (54% for 2020–2021 vs. 57% for 2016–2019 applicants, p = 0.3), and the likelihood of attending a residency program in the same state as the home medical school (31 vs. 28%, p = 0.2). There was a higher likelihood of applicants during the 2020 to 2021 cycle matching at a residency program affiliated with their home medical school than previous cycles (23 vs. 18%, p = 0.03). Conclusions Virtual interviews did not increase the likelihood of medical students staying in the same region or state as their medical school, while there was a higher likelihood of applicants matching at residency programs at institutions affiliated with their medical schools. A hybrid approach to maintain geographic diversity of applicants' final residency programs involving virtual interviews with the addition of in-person away rotations is suggested.

The article raises the topical problem of innovative activity of pedagogical higher education institutions. The authors take the position that in the context of changing the role of the teacher in the training of pedagogical specialists of the new generation is a popular and modern solution. One of the ways to solve the problem is to introduce into the cycle of general training of applicants for the first (bachelor's) level of higher education disciplines that will contribute to the formation of students' ability to solve complex professional problems, quality of teaching and learning, support, motivation, psychological and pedagogical support, their personal and professional development. The purpose of the article is to specify the content of the discipline "Coaching Technologies in Education" for H.S. Skovoroda Kharkiv National Pedagogical University. The authors of the article present the experience of implementation and content of the selective discipline "Coaching Technologies in Education" for applicants for the first (bachelor's) level of higher education. The list of general and professional competencies that are formed in future teachers during the study of the discipline is given, the program results are specified. Target and content aspects of the elective course are presented through the prism of standardized requirements for general secondary education teachers. Methods of teaching are revealed, including partial search, performance of practical exercises, conversation, discussion, work with the basic and auxiliary literature, information sources, the story, the decision of cases, practical exercises, writing of the essay, business game, drawing up mental maps, storytelling, case study method, World Cafe method. Of particular value is the presented content of the elective course, which consists of two modules "Philosophy, principles and types of coaching", "Coaching in education". The thematic plan and forms of lectures and seminars are presented. The peculiarities of conducting classes in the form of coaching sessions are specified. Prospects for further scientific research are to develop practical and methodological complexes for the discipline. [ABSTRACT FROM AUTHOR]

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Introduction: Our objective is to evaluate the factors important to osteopathic applicants when selecting an American College of Osteopathic Emergency Physicians accredited emergency medicine (EM) residency and to compare these results with previous allopathic EM studies.Methods: We gave osteopathic applicants a survey during interview season to be filled out anonymously at the end of their interview day. This survey included 18 factors which the applicants were asked to rank between 1 (“not very important”) to 4 (“very important”). We then compared results to prior results of the same survey.Results: Forty applicants (67%) out of 60 completed the survey. From these individuals, we noticed differences in the top factors listed by the applicants when compared to allopathic interviewees, the most notable being the unimportance of geographic location of the program to osteopathic applicants as manifested by osteopathic student average score of 2.8 (standard deviation 0.75) verses allopathic student average of 3.6 (standard deviation 0.06).Conclusion: Of the top 5 factors listed by the applicants, only 1 (AOA-approved residency) is an objective factor that the program has a role in controlling. The remainder are mainly subjective factors based on applicant’s perceptions of the program. [West J Emerg Med. 2014;15(2):184–187.]

Рассматриваются проблемы стратегического управления качеством образования через процессы адаптации студентов к системе высшего образования. Анализируются разнообразные проблемы, влияющие на низкое качество адаптации. В частности, в качестве первой проблемы выделяется и анализируется значительный разрыв школьного и вузовского образовательного пространства, которое заключается в том, что вуз и школа практически не имеют точек соприкосновения: школьники не имеют представления о структуре образовательного пространства вуза, временных ритмах организации его работы (семестры, модули, сессии), поточных методах организации учебного процесса, потоках студентов, объединяющих большие массы студентов одного курса или смежных направлений подготовки. Лекционно-семинарская и зачетно-экзаменационная системы также сильно отличаются от привычных за 11 лет обучения в школе способов организации учебного процесса и контроля знаний. В результате проведенного анализа предлагается ряд подходов к решению поставленной проблемы: взаимодействие школы с вузами, ранняя профессиональная ориентация школьников, а также внедрение элементов проектного управления в образовательный процесс вуза.

To assess trends in gender, racial, and ethnic diversity of applicant pools and subsequent resident cohorts in neurosurgical residency programs in the United States. Applicant and residency data from 2009 to 2018 were analyzed from the Electronic Residency Application Service, Journal of the American Medical Association, and National Resident Matching Program to evaluate trends in diversity. There was no statistically significant difference between applicant sex from 2009 to 2013 compared with 2014 to 2018 (P > 0.05). From 2009 to 2018, the percentage of female residents saw a statistically significant increase from 12.9% to 17.5% but remained less reflective of women's representativeness in the United States (50.8%). The percentage of Black and Hispanic applicants decreased across the observed period (4% and 1%, respectively). While Black people represented 5.2% of the resident pool in 2009, this decreased to 4.95% by 2018. Hispanic residents saw a <2% net increase (5.5% to 7.2%) in resident representation but still fell behind when compared with census statistics. The application pool did not see a significant change in the percentage of White and Asian applicants; however, the percentage of residents did decrease slightly over the observed decade. Current efforts to improve racial and ethnic diversity have not been sufficient in generating parity in the recruitment and retention of racially underrepresented groups in neurosurgery. Although the presence of women in applicant and resident pools has increased, not much is known about the impact on women who also identify within racially underrepresented groups. More proactive measures for recruitment and retention are needed to reach equity in the future neurosurgical workforce. [ABSTRACT FROM AUTHOR]

Although the civil service plays a critical role in economic development, it performs poorly in many countries, partly due to civil servants' low salaries. Therefore, in 2015, the Bangladesh government doubled the salary of civil servants. However, the reform may worsen public service delivery by attracting those who have lower public service motivation (PSM). Using the data of applicants to the Bangladesh civil service (BCS), this study examines the effect of the 2015 pay-scale reform on PSM. Taking a difference-in-difference approach, this study finds that the BCS officers hired after the reform are both academically smarter and more motivated to public service than those hired before the reform. Our results suggest that salary increases can be an effective for recruiting higher-quality officers. [ABSTRACT FROM AUTHOR]