For a representative sample of 149 accredited doctoral programs, 3 types of outcomes are reported: activities of students, time to degree, and employment settings of graduates. Comparisons of activities on the basis of program specialty area yielded a difference only for the activity of providing professional services (with clinical > counseling > school). Comparisons on the basis of degree type (PhD, PsyD) yielded differences for all activities except providing professional services, with PhD students and faculty reporting higher median levels of involvement. Students in PhD programs require significantly longer (approximately 1.5 years) to complete their degrees than do PsyD program students. Graduates' employment settings tend to be consistent with the specialty area of their doctoral programs with interesting shifts from initial to subsequent employment. Recommendations are made for expanding outcome assessment of graduate education and training in professional psychology. CATHERINE D. GADDY received her PhD in applied experimental/personality psychology from Catholic University of America in !982. She is currently executive director of the Commission on Professionals in Science and Technology, an affiliate organization of the American Association for the Advancement of Science that is responsible for collection, analysis, and dissemination of information on the education and employment of scientists and engineers. Her current areas of research interest broadly include outcomes of education and, more specifically, models and methods for characterizing employment demand for scientists and other professionals. DOMINIQUE CHARLOT-SWILLEY received her MS in clinical psychology from Howard University in 1993 and is currently working on her doctoral degree in clinical psychology at the same institution. The focus of her dissertation research is acculturation and ethnic identity formation among immigrant populations. She is currently a research intern of the American Psychological Association (APA) Research Office and the Office of Program Consultation and Accreditation. PAUL D. NELSON received his PhD in social psychology from the University of Chicago in 1961. He is currently on APA Central Office staff, where he has been with the accreditation program since 1982. He serves as director of Program Consultation and Accreditation and deputy executive director for Education. His current research interests include models of leadership and organization development in academic institutions and programs. JILL N. REICH received her PhD in experimental psychology from Dartmouth College in 1976. She is currently dean of the faculty at Trinity College in Hartford, CT, prior to which she served as professor and chair in the Department of Psychology and as associate dean of the Graduate School at Loyola University, Chicago. Her earlier research interests in the areas of environmental and developmental psychology have led in recent years to research on scholarship in academic institutions, specifically on faculty and student deve...

The U.S. Nuclear Regulatory Commission is conducting a research program to determine the practicality, acceptability, and usefulness of several different methods for obtaining human reliability data and estimates that can be used in nuclear power plant probabilistic risk assessments (PRA). One method, investigated as part of this overall research program, uses expert judgment to generate human error probability (REP) estimates and associated uncertainty bounds. The project described in this document evaluated two techniques for using expert judgment: paired comparisons and direct numerical estimation. Volume 1 of this report provides a brief overview of the background of the project, the procedures for using psychological scaling techniques to generate REP estimates and conclusions from evaluation of the techniques. Volume 2 provides detailed procedures for using the techniques, detailed descriptions of the analyses performed to evaluate the techniques, and REP estimates generated as part of this project.

The influence of sex role identity on professional women's career involvement after having children was examined in this study. Participants were 70 professional women who were members of dual-career families that included young children. As predicted, women categorized as masculine (on the Personality Research Form ANDRO) had been employed a significantly greater proportion of time after having children than women categorized as feminine. In addition, the more equalitarian the woman's marriage, the more likely she was to continue her career participation after having children. Regardless of employment status and the equalitarianism of the marriage, participants reported that they spent significantly more time alone with their children than their husbands did. Implications are suggested for issues to be addressed by counselors in a variety of settings.Dual-career families are growing in number as more women pursue advanced preparation for careers and subsequently join and remain in the work force (Inglehart, 1979). In contrast to traditional and dualworker families, both husband and wife in a dual-career family pursue "job sequences that require a high degree of commitment and that have a continuous developmental character" (Rapoport & Rapoport, 1976, p. 9). The couple may face unique challenges both in the context of the workplace (Rosen, Jerdee, & Prestwich, 1975;Wallston, Foster, & Berger, 1978) and within their relationship, where they may have to deal with competition, coordination of domestic and parental tasks, and time management in general (Pleck, Staines, & Lang, 1980;Rapoport & Rapoport, 1976).One of the most important issues for This,research was based on a dissertation submitted by the first author, under the direction of the second and third authors, in partial fulfillment of the requirements for the PhD degree from the Catholic University of America.Appreciation is gratefully expressed to Deborah L. Coates, who served as a dissertation committee member, and to the participants in the study. Acknowledgement is also made to the Catholic University Computer Center for the facilities used to support statistical analyses.Requests for reprints should be sent to Catherine D. Gaddy, who is now at the Human Factors Group, Gen-

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Eye movement measures and conventional performance metrics were used to compare existing drug labels to a new label template that was created based on human factors principles and user research. Twenty pharmacy practitioners were asked to locate a particular drug among others using sets of existing labels and their redesigned counterparts. For most tasks, the new design led to faster responses, either due to a decrease in the number of fixations required to complete a task or a decrease in the mean fixation length. The number and sequence of fixations within a single label and across labels (used as indicators of search efficiency) and fixation duration (used as a measure of information processing efficiency) provided insight into the origins of the noted speed improvements, helping assess which of the multiple design changes introduced in the new template had impact on performance. Application of eye tracking to redesign evaluation is discussed.