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This study compares the attitudes of incumbentFire Captains and their supervisors regarding critical aspects of a Fire Captain's job. Fire Captains and supervisors (Fire Chief, Deputy Fire Chiefs, and Division Chiefs) were held as separate subject matter expert groups in an analysis of the Captain's job. Data regarding the attitudes held by these SME groups concerning the criticality of Fire Captain job tasks and work required knowledge, skills, abilities and worker characteristics were collected through task inventory and worker attribute surveys. These data were compared to determine the degree to which the SME groups agreed upon the critical aspects of the Fire Captain's job. The data indicate that Fire Captains and their supervisors substantially agree upon the criticality of Fire Captain tasks, and moderately agree upon the criticality of requisite Fire Captain attributes. The findings of this study have applications for current job analysis practice as well as point out areas in need of further examination.i nformation developed through job analysis techniques provides the basis for a vari ety of Human Resource Management decision making: job classification, setting of compensation levels, selection and placement, performance planning and evalua tion, employee and organizational development, and so forth. Although a variety of techniques have been developed for the purpose of gathering job-related information, most rely on the opinions of Subject-Matter-Experts (SMEs) to define and evaluate work behaviors and worker requisites. Often, SMEs are defined as job incumbents and supervisors of job incumbents. If incumbents and supervisors largely agree on the critDownloaded from ical aspects of the job in question, one could reasonably conclude that the job is well described. However, if incumbents and supervisors disagree on critical aspects of the job, one could wonder which perspective is most correct; and further, which per spective is most in line with the strategic goals of the organization. By analyzing and comparing job analysis responses of incumbents with those of their supervisors, one can understand what differences exist in these groups' respective perspectives. This understanding could then lead to better organizational planning and development. Purpose of the StudyFindings of this study describe work behaviors and requisite worker attributes collec tively considered by Fire Captains to be the most critical in the performance of the Fire Captain's job. Findings of this study also describe work behaviors and requisite worker attributes collectively considered by supervisors of Fire Captains to be the most critical in the performance of the Fire Captain's job. These findings can be used for strategic planning, and organizational, individual, and career development pur poses. Major questions addressed in this study include:1. Does a relationship exist between the attitudes held by job incumbents and their supervisors regarding the criticality of entry-level Fire Captain work behaviors?2. Does a relatio...

Currently, there is a movement in the U.S. for business and industry to voluntarily develop national skill standard systems for their occupations. Once these systems are developed they will be used to develop training programs and certify workers’ competence. To successfully implement any new system or program, it is vital to know the attitudes of the people that will be involved in the implementation process toward skill standards. After the attitudes of these key people are known, strategies for implementing such systems can be developed. This study was conducted to determine secondary agricultural teachers' attitudes toward national skill standards. The population consisted of all agricultural teachers in secondary schools in Ohio. It was found that agricultural teachers agreed that they would or had used skill standards. However, they currently lack information about these skill standards.

The Carl D. Perkins Vocational and Applied Technology Education Act Amendments of 1990 mandated that states develop a system of performance measures and standards to be used for program evaluation and improvement. The purpose of this study was to examine the systems of performance measures and standards that each state had approved in response to the Perkins Act of 1990 for secondary vocational programs and identify implications for agricultural educators. Ninety-six percent of the states reported academic measures and standards for secondary programs. Academic areas of mathematics, reading, and language were ranked high by states as an approved measures for academic skill in both basic and advanced skill area. For other performance, one hundred percent of the states had approved at least one measure for secondary programs. The most common types of measures for other performance were work skill attainment and any placement. Agricultural educators need to be aware of these measures and standards as they plan and modify programs. Agricultural educators should place more emphasis on mathematics, reading, and language. In addition, agricultural educators need to increase their knowledge and skills related to assessment since states indicated a heavy reliance on locally developed assessment techniques.

The purpose of this Delphi study was to identify the dominant technical competencies needed to effectively teach architecture and construction at the secondary and postsecondary level and to determine if there are differences of opinion among educators, recent graduates and industry personnel as to what those competencies should be. To provide instructors with the knowledge and skills that align with industry needs, it was imperative to identify the changing technical competencies needed by the workforce and the instructors who prepare these future employees. A three round Delphi study was conducted to identify the dominant technical competencies. From a list of 23 technical competencies identified in round one, seven technical competencies emerged as the highest rated in perceived level of importance by the three groups.