this brief discusses the policy implications of a research study commissioned by health workforce australia (hwa) within its health workforce innovation and reform work program. the project explored conceptually complex and operationally problematic concepts related to developing a whole-of-workforce competency-based education and training and competency-based career framework for the australia...

A career ladder program is a formal management tool used not only by managers looking to recognize and retain employees, but also by employees seeking growth opportunities. A career ladder program involves careful development, frequent and effective communication during implementation, and activities focused on measuring program effectiveness. Career ladders are a way to increase productivity a...

Background: New organizational structures have changed rapidly, and progressive ladders have become short and flat, so human resources in the organization have faced various threats, including the career plateau. Lack of attention to ethical criteria as a double factor in the management process can be one of the causes of career plateau. Therefore, the present study attempted to design and expl...

Sylvia D. Hall-Ellis is Associate Professor and Interim Director in Westminster Law Library of Sturm College of Law at the University of Denver; e-mail: [email protected]. Deborah S. Grealy is Associate Professor and Associate Dean and Director of the Library and Information Science Program at St. Catherine University; e-mail: [email protected]. © 2013 Sylvia D. Hall-Ellis and Deborah S. Grealy ...

How do workers build careers across organizations? We propose that increased worker mobility means that workers may now build their careers using interorganizational career ladders, working in certain kinds of organizations earlier in a career and in other kinds of organizations later in the career. We develop a matching framework that predicts such interorganizational moves based on how system...

Gender scholars draw on the "theory of gendered organizations" to explain persistent gender inequality in the workplace. This theory argues that gender inequality is built into work organizations in which jobs are characterized by long-term security, standardized career ladders and job descriptions, and management controlled evaluations. Over the past few decades, this basic organizational logi...

In the current efforts to account for the failings of American education, the searchlight of attention has been turned to the quality of teaching. The implication seems to be that teaching, among all the variables that affect colleges and schools, is most susceptible to management and repair. The themes recur in state after state: career ladders, merit pay, teacher testing, job analysis, effect...

The foundation identified seven Intensive Partnership sites— three school districts and four charter management organizations (CMOs)—to implement reforms covering teacher evaluation, staffing, professional development, and compensation and career ladders over a six-year period.1 These reforms are intended, among other things, to improve teachers’ overall effectiveness and to ensure that low-inc...