Describes a system in which each issue of a high school newspaper is critiqued by the former faculty adviser on the day it is published and is then discussed in a session involving staff members and the former and current advisers. (GT)

The Personal Development Plan is a process through which individuals take responsibility for planning their training and development. The process involves assessing one's life as a whole, including expectations, ambitions, job skills, home and personal life, and the wider community. (SK)

The second in a five-part series of case studies on enterprise-wide electronic learning explores how the U.S. Internal Revenue Service is developing a system for 110,000 employees, planning to move its training system from 17% e-learning currently to 70% by 2007. Ways in which organizational culture is changing as a result are discussed. (SK)

Asserts that the self-contained classroom is inherently flawed; lost opportunities for growth of students and teachers are associated with solo-delivered staff development programs. Presents characteristics related to successful team trainers. (JOW)

Competency-based staff development is an approach to instructor preparation in which the teacher must demonstrate essential tasks in an actual teaching situation. (JOW)

Presents unique model of staff development for student affairs division based on current strategies which have proven to be successful in corporate sector. Notes that model has twofold purpose of addressing concerns regarding opportunities for professional development and problem of institutional staff attrition in field of student affairs.…

Student personnel professionals (n=244) rated impact of nine situational, institutional, or dispositional barriers on their current participation in development activities. Findings suggest that situational barriers (cost of activities, time needed to participate, and home/job responsibilities) seem most important. Subjects had varying perceptions…

Accelerated learning techniques for training incorporated into staff meetings were designed to address different learning styles and modalities. The use of experiential games and multisensory whole-brain approaches was engaging and motivating. (Contains 25 references.) (SK)

Traces the development and implementation of a staff development program for the Minnesota Department of Natural Resources. Results of a study of the project indicate that participants exhibited increased self-confidence and provided more informative and consistent public presentations. (DDR)

Discusses the role of information in knowledge creation; distinguishes between individual and organizational knowledge; addresses the importance of an organizational learning culture. Recommends that managers use self-managed teams, understand organizations as socially flexible systems, and analyze knowledge from multiple perspectives. (Contains…

Career assessments are important tools for learning and development. They can identify problems, suggest alternatives, and stimulate action. Assessments such as 360-degree feedback provide a way to promote learning and track employee progress. (SK)

The readiness of the workplace to afford opportunities for individuals to engage in work activities and receive support is a key factor in the quality of workplace learning. Even with support, individuals may choose not to participate in goal-directed activities and acquire accessible knowledge. (Contains 25 references.) (SK)

Two questionnaires completed by 27 automobile design engineers and 15 project engineers identified a preference for visual learning. Computer-assisted design training and the daily work environment incorporated visual means such as diagrams, photos, flowcharts, videos, and demos. No significant differences between design and project engineers were…

Presents an overview of ideas for student affairs staff development that incorporate a spiritual dimension. Various aspects of professional practice are explored. (GCP)

Evaluating the impact of volunteer programs should measure both program outcomes and volunteer growth and development. The Targeting Outcomes of Programs Model is a structured way to collect data on several levels. (SK)