A model curriculum is reported for training personnel who are responsible for managing highway maintenance field operations. The training is organized and sequenced by five broad areas--management problems, management by objective, work planning, work control and management systems. In each area, one or more training units are provided for each of…

Part of the series "Managing Highway Maintenance," the unit explains how maintenance work should be described, measured, and classified. It is designed for supervisors who need to know the mechanics of describing work. The format is a programed, self-instruction approach in which information is presented in progressive segments or…

Part of the series "Managing Highway Maintenance," the unit is about maintenance standards and is designed for superintendents and senior foremen who are responsible for scheduling and controlling routine maintenance. It describes different kinds of standards, why and how standards are developed, and how standards are to be used and…

Part of the series "Managing Highway Maintenance," the unit describes the ways maintenance standards are developed and some of the factors which are considered in setting standards; the preceding unit on standards (part 1) should be completed before reading this unit. The format is a programed, self-instruction approach in which…

Part of the series "Managing Highway Maintenance," the unit explains various uses of maintenance standards and how standards should be interpreted and communicated to formen and crew leaders. Several examples are given of the decisions made when applying the standards to routine work. The preceding units on standards (parts 1 and 2)…

Forces affecting the supervisor and supervisors' responses to questionnaires about work systems and management relations are presented, indicating the need for better understanding between managers and supervisors. Action learning programs for supervisors, specifically maintenance supervisors, are proposed. (MF)

The article describes a British project to demonstrate the value of appropriate training for improving industrial and race relations: (1) an English language course for immigrants in factories; (2) an industrial relations course for immigrant leaders; and (3) a course for indigenous supervisory personnel on immigrant culture and customs. (MF)

This paper describes the background, execution, and outcomes of the first year of an affirmative action training program for managers and supervisors in city government. Available from: JABS Order Dept., NTL Institute for Applied Behavioral Science, P.O. Box 9155, Rosslyn Station, Arlington, Virginia 22209. (Author)

Described are four studies: three investigate how context affects classroom processes, and one studies the effects of training supervising teachers in the same skills needed by student teachers. (GW)

Central Missouri State University's detailed training model for teacher supervision focuses on building a supervision knowledge base with information about professional supervisory skills and techniques that can be used for extensive preparation of those who supervise student teachers. (CB)

This article describes a management training model for school principals developed by the Pasco County (Florida) School District and the University of South Florida. The model is based on the theory that school development requires collaborative decision-making about goals and plans, staff and program development, and assessment activity. (TE)

This study was designed to examine the effect of a cooperating teacher trained in supervision of preservice teachers as well as the effect of grade level assigned on the quality of the early field experience. Results are discussed. (MT)

Argues that effective supervision requires the ability to acquire skills in a variety of areas, to select those appropriate to a task, and to use them in concert. Discusses a number of skills necessary for good supervision. (FL)

Among the ways organizations are providing career development for supervisors are (1) in-house career resource centers, (2) individual development plans, (3) formal career paths or ladders, and (4) career counseling. (CT)

Recent Supreme Court rulings are motivating employers to take actions reflecting their compliance with federal laws protecting against sexual harassment. Three key steps employers can take to counter sexual harassment are as follows: develop a strong company policy specifying outlawed behaviors and penalties for their demonstration; establish…