Among the most crucial decisions made on college and university campuses are those that bear on the selection of new institutional leaders: presidents, vice presidents, deans, and department heads. Effective procedures for recruiting, screening, and nominating candidates for these positions are essential to the vitality and future of academia.…

The Basic Improvement Grant Program of the Allied Health Professions Education Improvement Act of 1966 was designed to offer financial stimulation and assistance at institutions with training programs for certain allied health occupations. Information was obtained on enrollments and faculty for the four-year period 1966-67 through 1969-70 and on…

This paper applies the Carlsson-Robinson Theory of public employment wages to examine differences in salaries and quality of teachers using data from the Coleman Report. A modified Carlsson-Robinson model of quality determination is complemented with four testable hypotheses of salary determination. Teacher salaries were found to be determined by…

The John F. Kennedy Family Service Center in Boston operated a 3-year experimental project to provide assistance to "hard core" unemployed senior citizens. The participants in the program were interviewed and tested to ascertain their abilities and interests. Vocational counselors then contacted employers to arrange for job interviews…

This book is the result of analyses made of the application forms and other materials given by the department of education registrars and heads of qualification evaluation services in Canada to out-of-province teachers seeking certification and assessment of their salary category status. This report is divided into two parts. Part A contains six…

Five steps essential to an effective procedure for selecting a new superintendent are listed. The author suggests that these procedures should provide board members with answers to basic questions, such as who should be involved in the selection process, what the board should expect from the outgoing superintendent, how to attract the right…

Examines the process of selecting a new college president from the perspective of the chairman of the search committee. (IRT)

Reviews general objectives, global and educational constraints, and projects educational planning and programs to meet these needs and limitations. (CP)

The manager of personnel selection and recruitment for a major industrial firm presents elements of a new recruitment program: (1) reduce the list of target universities; (2) make better use of existing, nonrecruitment programs with colleges; (3) enlist the voluntary aid of managers and corporate staff; and (4) work closely with key managers.…

Chairpersons of departments of psychology and sociology were surveyed concerning the attitudes toward hiring a professional couple in their departments. Responses indicated opposition by 37 percent of the chairpersons, neutrality by 25 percent, and support by 38 percent. (Author)

Reports on a survey indicating that while a mass media campaign increased awareness of an agency's foster care program, personal contact, particularly with current or former foster parents, was a decisive factor in the decision to become foster parents of retarded children. (BR)

Describes research leading to a methodological model designed to help the United States Air Force Directorate of Advertising identify "opinion leaders" on high school campuses in order to focus a pro-Air Force advertising campaign. (KS)

Publications consultants picked three student recruitment brochures that were the best search pieces they had seen and described why they worked. The three brochures and their designers included: University of Pennsylvania and North Charles Street Design Organization; Carleton College and George Dehne; and DePaul University and Stein Educational…

Interviews with six minority women teachers on how to attract larger numbers of minority women to the professional of teaching indicated two areas in which teacher education programs must be more inclusive. These are discussed. (Author/MT)

Utilized correlational design and field setting in assessing applicants' reactions to a five-stage recruitment program. Recruitment activities related to applicants' reactions only at initial interview. Job attributes were significant predictors of applicants' reactions. The perceived comparability of job offers, applicants' work experience, and…