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Serves as a basic reference for those who are operationally engaged in the administrative and financial management of grants, as well as others within the organization who are involved in the award, review, or other program management aspects of grants. ; "This reprint of the HEW Grants Administration Manual contains all material through Transmittal Notice 78.7 (10/1/78)." ; Cover title. ; Serves as a basic reference for those who are operationally engaged in the administrative and financial management of grants, as well as others within the organization who are involved in the award, review, or other program management aspects of grants. ; Mode of access: Internet.

The quality of the administration in a municipal government is probably more dependent on the quality of the officers and employees than is the case in either of the senior levels of government, for there is not that constant daily supervision of the work of the permanent personnel which obtains where the various departments operate under the full time direction of a member of the elected body. It is probable also, although one of those things which cannot be proven with exactitude, that the permanent personnel in the higher ranks in municipal service has more influence upon the policies of the elected body than is the case in either the provinces or the Dominion.The purpose of my remarks is to raise for your consideration some thoughts with respect to the possibilities of public administration training at the municipal level and to outline briefly what is being done in the matter. It is not necessary here for me to argue the desirability of the aims of such training.In considering what might be done it is necessary to keep in mind the circumstances of employment peculiar to the municipal field, some of which are advantageous to our purpose and some are not. It is difficult to generalize with respect to municipal problems because the range is so great. In the Province of Ontario for example, we have over 900 organized municipalities varying from a township with an assessed population of 78 and a total tax levy of $1,692 per annum to a city of 674,000 people with an annual tax levy of over $29 million. Consequently, we have a wide variation in the problems of administration. The public employees in municipal government fall into two general groups. There are those who are employed on a part time basis, usually at a very low salary, and whose public employment is not their main source of livelihood. These occur in the smaller or rural municipalities and probably form the larger portion of the total number. There are also those who are employed on a full time basis, who are paid a reasonable (?) salary and among whom are many extremely competent administrators.

"Contract no.: AF-12540-02-30(02); MPR Reference No.: 8967-930."--Added t.p. ; "December 2006." ; "This report was prepared for the U.S. Department of Labor, Employment and Training Administration, Office of Policy Development, Evaluation, and Research by MATHEMATICA Policy Research, Inc." ; Includes bibliographical references (p. 129). ; Administration and operations of the grant -- Provision of NEG services -- Program costs -- Characteristics, service receipt, and outcomes of NEG clients -- Lessons from the NEGs for providing workforce services to military communities. ; Mode of access: Internet.

The Health Resources Services Administration's (HRSA) Behavioral Health Workforce Education and Training (BHWET) grant program is a unique opportunity for social work programs, as well as other disciplines such as counseling, to address shortages in the behavioral health workforce and support integrated care approaches and interprofessional collaboration. BHWET programs support Anti-Racist, Diversity, Equity and Inclusion and Justice (ADEIJ) goals through recruitment and training of historically underserved and underrepresented students. In this preliminary program review, we explain program structure, institutional context, and demographic data to share lessons learned after 3 years of program implementation. We provide specifics on financial institutional policies which created financial barriers to underserved and underrepresented students, particularly students of color, participating in this federally funded training grant program.

Looking at the current practices found in academe with respect to identifying and training currentleaders, will broaden our understanding of institutional involvement, succession planning andleadership development. Within the scope of land grant universities, this study will quantify how highereducation institutions identify academic leaders as department chairs, associate deans, deans, andprovosts, how they provide training, and how they support these leaders in their careers. A survey ofcurrent institutional practices for department chairs, associate deans, deans and provosts will offer abetter look at the scope of academic leadership identification and preparation.

This paper examines the effect of grant support on Northern Ireland & Republic of Ireland small business performance from 1991-1994. Around 50% of small businesses in Northern Ireland & 30% of small businesses in the Republic of Ireland received financial support over this period. In Northern Ireland, three clusters of assisted companies were identified who received support for marketing, training, & capital investments. In the Republic of Ireland, two assisted clusters of firms were identified who received marketing & training grants. Firms in the assisted clusters grew faster, tended to be more profitable, were more active in terms of sales & market development, & adopted more ambitious strategic directions than those in the nonassisted clusters. Selection models are used to explore whether these differences are due to characteristics differences or can be directly attributed to the effect of government financial support. In the Republic of Ireland, there is no evidence of any effective targeting of assistance at better performing firms. In Northern Ireland, there is some evidence that assistance was targeted at firms with higher productivity growth. Grant aid had no effect on either the turnover growth or profitability of small businesses in either area. It did, however, boost employment growth. This is good news for job creation but has potentially worrying implications for firms' longer-term competitive position through its negative effect on productivity. 5 Tables, 30 References. Adapted from the source document.

BIOMEDICAL AND BEHAVIORAL RESEARCH SCIENTISTS: THEIR TRAINING AND SUPPLY -- Copyright -- PREFACE -- ACKNOWLEDGMENTS -- Contents -- EXECUTIVE SUMMARY -- THE COMMITTEE'S INVESTIGATION -- FINDINGS -- RECOMMENDATIONS -- NRSA Support Levels -- Needed Research -- Other Recommendations -- CHAPTER 1 THE ROLE OF NRSA PROGRAMS IN THE EDUCATION PIPELINE -- OVERVIEW -- THE EDUCATION/EMPLOYMENT PIPELINE -- The Pipeline into the Basic Biomedical Sciences -- The Pipeline into Behavioral Sciences -- THE STRUCTURE OF NRSA TRAINING PROGRAMS -- Training Grants -- Fellowships -- NRSA Training for Physician/Scientists -- A STATISTICAL OVERVIEW OF NRSA TRAINING PROGRAMS -- NRSA Training Programs in FY 1987 -- GRANT APPLICATIONS AND AWARDS BY TRAINEES/FELLOWS -- HISTORICAL TRENDS -- CHAPTER 2 THE CURRENT MARKET FOR BIOMEDICAL AND BEHAVIORAL SCIENTISTS -- OVERVIEW -- THE CHANGING LABOR MARKET FOR BIOMEDICAL AND BEHAVIORAL SCIENTISTS, 1973-1987 -- Refreshment Rates -- Attrition -- Net Mobility -- RECENT TRENDS IN THE LABOR MARKET FOR BIOMEDICAL SCIENTISTS -- Growth in Employment -- Postdoctoral Appointments -- Trends in Job Openings and Ph.D. Production -- RECENT TRENDS IN THE LABOR MARKET FOR BEHAVIORAL SCIENCES -- Clinical Psychology -- Nonclinical Psychology -- Other Behavioral Sciences -- RECENT TRENDS IN THE LABOR MARKET FOR PHYSICIAN/SCIENTISTS -- COMPOSITION OF THE LABOR FORCE -- Race and Sex -- Citizenship -- CHAPTER 3 THE FUTURE LABOR MARKET FOR BIOMEDICAL AND BEHAVIORAL RESEARCH PERSONNEL -- OVERVIEW -- PRIOR COMMITTEE PROJECTIONS AND CURRENT METHODOLOGY -- THE MODEL -- THE FUTURE LABOR MARKET FOR BIOMEDICAL SCIENTISTS -- Growth in Employment -- Attrition -- Future Demand and Supply -- THE FUTURE LABOR MARKET FOR BEHAVIORAL SCIENTISTS -- Nonclinical Psychology -- Other Behavioral Scientists -- THE FUTURE LABOR MARKET FOR PHYSICIAN/SCIENTISTS.

Description based on: Fiscal year 1985; title from cover. ; Funded in part by Illinois Dept. of Commerce and Community Affairs under programs of the Job Training Partnership Act. ; Report year ends June 30. ; Mode of access: Internet.

The influence that federal health grants exert on health politics is examined for the Philadelphia, Pa, area for the period 1968-1977. Of specific concern is how health providers are affected by the requirements & varying availability of grants. Data from 250 open-ended interviews with health providers conducted over 2 years suggest that during the decade considered, the influence of Philadelphia's elite medical schools, especially the U of Pennsylvania & Temple U medical schools, & Thomas Jefferson & Hahnemann Medical Colls, enables Ur providers to be favored over regional providers in the distribution of health grants. Particular effects of this trend were: to promote the education & training of health workers over biomedical research interests; to encourage curricula specialization; & to increase conflict & controversy between regional & Ur providers & personnel, & among communities. D. Dunseath.

Small business support is an important element of industrial development policy in both Northern Ireland and the Republic of Ireland. This paper examines the effect of grant support on small business performance from 1991–94. Around 50% of small businesses in Northern Ireland and 30% of small businesses in the Republic of Ireland received financial support over this period. In Northern Ireland, three clusters of assisted companies were identified who received support for marketing, training and capital investments. In the Republic of Ireland, two assisted clusters of firms were identified who received marketing and training grants. In each case, firms in the assisted clusters grew faster, tended to be more profitable, were more active in terms of sales and market development and adopted more ambitious strategic directions than those in the non‐assisted clusters. Selection models are used to explore whether these differences are due to differences in the characteristics of the assisted and non‐assisted groups or can be directly attributed to the effect of government financial support. In the Republic of Ireland there is no evidence of any effective targeting of assistance at better performing firms. In Northern Ireland, there is some evidence that assistance was targeted at firms with higher productivity growth. Grant aid had no effect on either the turnover growth or profitability of small businesses in either area. It did, however, boost employment growth. This is good‐news for job creation but has potentially worrying implications for firms' longer‐term competitive position through its negative effect on productivity.

Testimony issued by the Government Accountability Office with an abstract that begins "Since 2001, Labor has spent nearly $900 million on the High Growth Job Training Initiative (High Growth), Community-Based Job Training Initiative (Community Based), and the Workforce Innovation in Regional Economic Development (WIRED). This testimony addresses 1) the intent of the grant initiatives and the extent to which Labor will be able to assess their effects; (2) the extent to which the process used competition, was adequately documented, and included key players; and (3) what Labor is doing to monitor individual grantee compliance with grant requirements. This testimony is based on GAO's May 2008 report (GAO-08-486) and additional information provided by the agency in response to the report's recommendations. For that report, GAO reviewed Labor's strategic plan, documents related to evaluations of the initiatives, internal procedures for awarding grants, relevant laws, and monitoring procedures, and conducted interviews."

including when employees were required to "correctly" answer multiple choice questions based on the training content.