A study compared mentoring among teachers, nurses, and police officers. Results are compared to studies conducted in other professions, and suggestions for educators and administrators are offered. (FG)

Suggests that, for professional women, a male-patterned network is not professionally useful or psychologically desirable. Proposes an alternative, collegial model of networking based on mutual support between peers and colleagues, capitalizing on positive feminine characteristics. (Author)

Discusses the Job Development Network Project designed to augment the job development efforts provided by the Florida Office of Vocational Rehabilitation. Program results suggest that: counselors should use specialists more effectively, negative biases in hiring specialists with disabilities need to be changed, and proper groundwork must be laid.…

While teacher centers vary widely in origin, size, and sophistication, most respond to teachers in four crucial ways: (1) services planned according to teacher needs; (2) staff members from the teaching ranks; (3) meeting place for teachers; and (4) convenient locations. Three actual teacher centers are described. (CJ)

Assessed the value of "noncontractual social exchange" (NSE) to describe leader behavior. Results of an experiment using an in-basket memo device showed that subordinate competence best predicted the intentions of such behavior by a sample of working adults: subjects were more likely to initiate NSE with highly competent subordinates. (Author)

What qualities reflect the very best in an admissions officer? What expectations do high school counselors hold for admissions personnel? This article attempts to provide some of the answers. The importance of communication and cooperation between counselor and admissions officer is stressed. (Author)

The author critiques those calls for the professionalization of teachers which fail to consider the political realities of school life. In the school bureaucracy, he argues, teachers are in competition with other groups for decision-making power. Therefore, increased teacher autonomy and authority hold potential for conflict. (SJL)

Although diversity is a characteristic of allied health school faculty, it can be a source of inequitable evaluation. Growth contracting, based on self-assessment and organizational goals, provides a way to assess faculty performance more fairly. (Author/SK)

Proposes client-centered supervision, with its attention to personality and attitudes, for art teachers. Describes the personal qualities and teaching skills needed by a client-centered supervisor. Lists some cognitive and affective components for art teacher evaluation. (SJL)

Suggestions are made for reducing tension between clinical practice and basic research segments of pharmacy: develop mutual respect among all faculty segments, combine research efforts, modify the reward system for greater equity, increase physical proximity, share experiences through clinics and forums, and combine realism with tradition. (MSE)

The pharmacist-physician-patient relationship is discussed as well as factors that affect the prescribing and dispensing of drugs. It is suggested that pharmacists coordinate their efforts with those of the physicians by taking a more active role in serving their customers. (SF)

Discusses a cooperative effort between developmental optometrists and school psychologists in meeting the total needs of children with learning problems. (Author)

This article is about state supervisors of counseling and guidance, their relationship with counselor educators, and responsibilities for school counselor preparation and work. (Author)

Reviews and discusses research related to mentoring and university faculty career development. The incidence of faculty members reporting mentoring is high, particularly for informal mentoring, with the greatest frequency occurring early in careers. Results do not support the primacy of one mentor and the classic mentor/protege relationship. (SLD)

Discusses how to transform a college department into a team of people who support and trust each other, thereby not only revitalizing faculty members as their value is affirmed but also increasing their contributions to the department and institution. (EV)