Clerical Turnover in the K–12 Campus Office

Clerical staff in the campus office (secretaries and registrars) perform critical functions essential to the operation of schools, yet do not receive research attention regarding their contributions. This study describes turnover rates of K–12 campus clerical employees in order to establish base information in the field. Eight years of employment data within a large suburban school district in Texas are examined to determine the number of clerks moving to different positions and/or leaving campus clerical employment. Findings reveal that the average clerical employee in this district is female, 50 years old, White or Hispanic, has 11 years of experience, changed positions at least once, and earns $15.61 an hour. The demographics of clerical staff more closely resembles student demographics that of than the teachers within the district. Turnover averaged 22% per year, with 16% representing leavers and under 7% representing movers; 25% of clerks left in their first year. Although teacher turnover is more frequent in high-poverty schools and varies based on level of campus, clerical staff turnover is significantly based on the level of position and pay. Results confirm findings from research on paraprofessionals (who have similar levels of pay) that level of pay and perceived lack of support are reasons for leaving. By providing induction activities and additional training, districts can reduce turnover costs of clerical staff despite the added cost of training.

From Critical Practice to Response

On October 16, 2017, over 12,000 faculty, librarians, and counsellors in 24 independent postsecondary colleges in Ontario, Canada went on strike for the fourth time since they organized in 1971 as members of the Civil Service Association of Ontario and won their first collective agreement the next year. Begun as an apolitical, self-consciously quasi-colonial, and decidedly elitist “professional” body in 1911, the CSAO has transformed itself in name and in nature into an increasingly class-conscious and intermittently militant Ontario Public Service Employees Union with current membership of approximately 180,000 including: clerical staff; community and social service workers; corrections officers; healthcare, transportation, and natural resource workers; as well as college academic and support staff employees. Relations with their employers have become increasingly adversarial and rarely greater than in the college sector. This paper explores this strike.

Study on Integrated Workflow Development and Presentation of Fangcang Shelter Hospitals in COVID-19 Pandemic

Fangcang shelter hospital, which serves as hospital for isolation, treatment and disease monitoring of patients with mild symptoms, has made significant achievements in the prevention and control of COVID-19 pandemic. Meanwhile, due to the urgency and innovation of the task, managers lack clear management of the operation task flow. This paper presents some experiences learnt from the management of Fangcang shelter hospitals, which adopted the LEAN methodology to develop an integrated workflow system with clear responsibilities and process standards as a framework for performance improvement, involving nurses, patient, physicians, clerical staff, logistics staff, and other inter professional staff as well as managers and support staff.

THE EFFECT OF INTERPERSONAL & PSYCHOLOGICAL CAPITAL COMMUNICATION ON EMPLOYEE PERFORMANCE (CASE STUDY AT PT. BANK DEF)

<p>The research objectives include, first, to analyze the effect of interpersonal communication on employee performance, second. To analyze the influence of psychological capital on employee performance, third. To analyze the influence of interpersonal communication and psychological capital on employee performance</p><p>In this study, researchers used sampling techniques, while the population was all clerical / staff and officer level employees spread across 5 main offices and branches in the Jabodetabek area, the total questionnaire distributed was 200 respondents with the criteria being clerical / staff and officers who were not serving as unit, department or division leader. With a minimum work period of 1 month</p><p>The results of this study researchers found a significant and positive influence between interpersonal communication variables on performance variables. There is a psychological capital effect on employee performance. Psychological capital makes employees committed to high performance. Leadership interpersonal communication and psychological capital together have an influence on employee performance.</p>

Assessment of knowledge of ergonomic principles and their application among office employees in corporations

Aim of the study: The aim of the study was to assess the knowledge of ergonomic principles and their application among clerical staff in corporations. Material and methods: the study comprised 105 persons, office workers in corporations from whole Poland, including 57 men (55.2%) and 48 women (44.8%), aged from 20 to 56. For the research purposes the original questionnaire was created, consisting of 26 questions and specification, which was used to examine the knowledge and opinions of office workers in corporations on the subject of ergonomic principles and their application in the workplace of the respondents, as well as allowed for the evaluation of the actual state of adaptation of office equipment elements according to ergonomic principles. Results: in the group of the surveyed employees: 97 people (92.4%) met with the concept of ergonomics, 76 people (73.3%) had the knowledge of ergonomic principles of workstation, while 77 people (72.4%) thought that they had never been offered the opportunity to adjust the workplace to their individual needs. According to the respondents the most common sources of knowledge on work ergonomics in an office position included: OHS training (78 people, 74.3%), the Internet (43 people, 41%), and literature (38 people, 36.2.) Conclusions: the age of the respondents had a significant impact on their knowledge of ergonomic principles at the office workstations. The source of knowledge acquired by the respondents about ergonomic principles of office workstation did not affect their opinion on who should be responsible for the adaptation of office space. According to the surveyed office workers, a computer mouse was the least ergonomically adapted element of the office equipment.

Exhibiting a New South Empire

Chapter 4 argues that the Jim Crow modernity at the fairs foreshadowed a Jim Crow empire after 1898. The Cotton States and International Exposition and Tennessee Centennial Exposition presented arguments for a distinctly southern imperial expansion. The Negro Buildings coupled with African American participation provided a blueprint for the incorporation of nonwhite colonial natives into the United States. By solving the supposed problems of a multiracial society by including the labor of African Americans while denying them the rights of citizenship, the South presented a framework for empire. At the same time, the exhibits and conferences held at the Negro Buildings often embraced the civilizing language of imperialism. Rhetoric about “primitive” and “heathen” Africans and the need for technical schools in Africa placed the southern African American professional and clerical staff within and alongside American expansionism.

Impact of Training on Office Staff Performance: Mediating Role of Satisfaction and Motivation

The achievements and success of any organization depends on the standard of its human resources. Training programs is a powerful tool between the practices of Human resource management that help to develop skill and knowledge of the staff in an institution. This research study examines that the impact of training on office staff performance on clerical staff performance in a higher education institution in Khyber Pakhtunkhwa. Moreover, the study also finds whether S and WM mediate the relationship among training and office staff performance. Through the analysis of 108 responses of selected sample of clerical staff; its shows that there is a strong and significant relationship between training and office staff performance. The result of the regression analysis shows that there is a positive impact of training on performance of office staff. The results of the mediation analysis suggest that the training and office staff performance is mediated by both possible mediator's satisfaction and work motivation. The data were obtained from this research, can be used for Human resource departments to more understand and identify the importance of training practices for the office staff in higher institution. Due to this, it can help the education institutions to enhance their staff performance by improving their job skill and knowledge.