Appointment Process Research Articles

Teacher Hiring Processes in Private Educational Institutions: Methods, Qualifications, and Challenges

This research aims to comprehensively analyze the teacher recruitment process in private education institutions. The study utilizes a qualitative case study method, and data was gathered through semi-structured interviews with five administrators from boutique schools and five administrators from chain schools. The findings of the interviews revealed three main themes: "Methods for Teacher Hiring," "Desired Teacher Qualifications," and "Challenges." Interviews and course practices emerged as the primary methods for evaluating the personal and professional qualifications of potential teachers. Private school administrators emphasized the significance of personal, professional, and organizational qualifications in their recruitment processes. The research identified several difficulties faced during the teacher recruitment process, including teacher shortages, issues with loyalty, salary concerns, limited options, a lack of transparency, and teacher transfers. This information suggests that private school administrators may need to address these challenges to attract and retain qualified teachers effectively. To improve the recruitment of highly qualified teachers, it is recommended that private school administrators diversify their human resource management methods. Additionally, they should establish legal specifications for private school establishments, prioritizing educational goals over financial concerns. Collaboration between relevant institutions, such as the Council of Higher Education and the Ministry of National Education, is necessary for planning university teacher training quotas and open appointment processes, taking into account the needs of private schools.

Sequential clinical scheduling with stochastic patient re-entrance: Case of Mohs Micrographic Surgery

We study the problem of appointment scheduling for outpatient clinics with stochastic patient re-entrance. It is motivated by the scheduling problem for Mohs Micrographic Surgery, which is a popular technique for the excision of skin cancers. Re-entrance occurs when a patient repeats upstream processes during the single-day outpatient appointment, usually after a medical test. In some surgical procedures, the number of re-entrances for each patient is unknown until medical test results become available, causing long patient waiting time and clinic overtime. To address these challenges, we develop a stochastic slot model, SMART, that captures the key characteristics of the appointment processes and stochastic re-entrance, utilizing a delay before possible re-entrance. We then design a sequential scheduling algorithm that balances patient waiting, clinic overtime and patient throughput while considering stochastic complications such as no-shows, processing time variability, and the number of re-entrances per patient. We establish several theoretical properties of the algorithm, including the optimality of the resulting schedules for the sequential scheduling setting. We apply SMART to appointment scheduling for Mohs clinics, where patients may have same-day re-entrance due to repetitive skin excisions. We compare SMART schedules to others that ignore re-entrance and to current scheduling practices via simulation studies under a more realistic setting. Numerical experiments show that SMART schedules dominate other schedules, and ignoring re-entrance can cost huge loss in efficiency. Furthermore, SMART schedules exhibit a special ‘stair-stepping’ pattern for the number of appointments, with most patients assigned to the early slots and many empty slots at the end.

The Independence of the Judiciary and Some of Its Enemies

The public response to the UK Supreme Court’s decisions in Miller and Cherry invites reflection on the independence of the judiciary. Three questions are pertinent: what do we mean by the independence of the judiciary; how do we secure it; and why should we secure it? At its most basic level, the independence of the judiciary means that the justice system is a separate and independent branch of government. Securing it requires security of tenure and sufficient pay for judges, sufficient resources for the justice system to function properly, and an appointment process that is not unduly politicized. The independence of the judiciary is valuable as a necessary component of democratic government. One of the greatest enemies of the independence of our judiciary is the sheer lack of knowledge – among politicians, the media, and the general public – about the justice system. This makes public education an imperative if we are to preserve it.

The Seamus Woulfe controversy and the deficiencies in Ireland's judicial appointments process

The ‘Golfgate’ controversy of 2020 caused significant public anger, led to resignations of a number of high-profile figures, and caused questions to be asked about political culture and elitism in Ireland. A more unexpected consequence of this episode was that it exposed the serious inadequacies in the process of appointing judges in Ireland. Scrutiny of the manner in which Judge Seamus Woulfe was appointed to the Supreme Court revealed worrying inconsistencies and a serious lack of transparency in the process. While legislative reform is forthcoming to reform this process, it is not clear that the failings highlighted by this episode will be rectified in this process. This article examines Ireland’s appointment process in light of the Woulfe controversy and assesses the proposed reforms currently before the Oireachtas, on their adequacy to address these problems.

Standards of independence and impartiality in the context of international commercial arbitration

In this day and age, international commercial arbitration is widely regarded as an effective alternative dispute resolution mechanism, voluntarily chosen by a majority of parties. However, a pertinent question arises: why do an increasing number of international businesses prefer international commercial arbitration over national courts to resolve commercial cases? Apart from the efficiency and convenience that international arbitration provides, the arbitrator's professional ethics play a crucial role in maintaining the credibility and legitimacy of the process. Therefore, to bolster parties' trust in international arbitration, it is imperative to uphold the requirement of independence and impartiality of arbitrators throughout the arbitration procedure. Specifically, the arbitrator plays an important role in giving effective awards in the arbitral proceeding. Hence, each arbitrator is required to be independent and impartial so that the arbitrator's award is not questioned on the ground of lacking fairness. Furthermore, in order for the appointment process to operate smoothly, the independence and impartiality of arbitrators will be challenged in the relationships with the parties or the parties' lawyers.

An Online Scheduling Platform for Veterinary Appointments

As a result of technological advancements such as the internet and wireless networks, many businesses, including veterinary clinics, have implemented these technologies in their day-to-day operations, and this trend has grown in popularity in recent years. This project proposes that veterinary clinics adopt an online, web-based appointment system to make the appointment process more efficient and straightforward. This research has two objectives: designing and developing a web-based concept for an online appointment booking system. The appointment system is subjected to a usability test to determine whether the proposed system simplifies appointment scheduling for users. This study employed the waterfall model, which consists of six phases, including requirement, analysis, design, coding, testing, and implementation. Visual Studio Code, for the coding process, and XAMPP control panel, for the development and testing of the system on a local web server, were utilized during the development of this research. During the testing period, functionality and usability tests were conducted, and based on the test results, the majority of users agree that this online appointment system is simple to use. In conclusion, this research has helped to simplify the appointment process for users of veterinary clinics, and it can be improved in the future by adding a payment gateway to the system to facilitate online banking payments.

How Do Academicians Publish More Research Papers for Their Promotion and Positions? A Scrutiny of CV

The high number of publications by academicians raises doubts about how it is possible within their service period. Even if they start publishing work from their date of birth, it is still considered impossible. Therefore, this article emphasizes the scrutiny of CVs and reveals that academicians usually accomplish their work with the support of scholars/researchers. It seems that the work is typically not done solely by the efforts of academicians themselves. As a result, governments should take necessary steps to evaluate the CVs of academicians in the promotion and appointment process for higher positions.

Transforming Healthcare System through AI Sustainability: Chatbots and Emergency Assistance

Abstract: The healthcare sector is facing numerous challenges, including the spread of misinformation on the internet, a shortage of healthcare assistance, inadequate patient management, emergency care, and disease detection. The process of appointments can also be time-consuming and inconvenient for patients who may not be able to visit a hospital or doctor for all minor issues and doubts. The paper suggests using AI chatbots and portals to improve patient access and information, an Emergency Fatality Assistance and SOS system for immediate care, a Report & Medicine Tracking system for better patient outcomes, and AI technology in disease detection for early diagnosis and treatment. This proposed system aims to contribute to the existing literature on the integration of AI sustainability in healthcare services to address these challenges and improve patient outcomes.

Ethical violations: Shortlisting and interviewing processes in the South African public service

Background: Ethics, integrity and accountability in public service departments have weakened. These departments face ethical violations in recruitment, shortlisting, interviewing and appointment processes despite the presence of human resource management prescripts in place.Aim: This study aimed to probe the level of ethical violations in recruitment, shortlisting and interviewing processes, and describe the challenges faced by human resource practitioners and panel members in South Africa’s public service departments.Setting: Both the national and provincial public service departments of South Africa.Methods: The study adopted the qualitative modernistic research approach. A semi-structured electronic questionnaire was used to gather views from 528 participants, including human resource practitioners and line managers serving as panel members.Results: Ethical violations result in human resource practitioners and panel members being compromised, maltreated, victimised and bullied in the workplace. During recruitment, shortlisting, interviewing and appointment stages, abuses of power, undisclosed conflicts of interest and even patronage by political heads and top-and-middle management are acutely rife. Ethical violations inhibit the human resource functionary from building an ethical, professional and capable public service.Conclusion: Ethical violations during recruitment phases are exacerbated by political heads and top management’s observable disregard of prescripts.Contribution: This study will encourage management to consider human resource practitioners’ role in managing ethical dilemmas and galvanise employees towards maintaining ethics and jointly desisting from unethical practices.

The Implementation of Simultaneous Local Elections: An Overview of Constitutional Law and Its Impact on Democracy in Indonesia

This study aims to examine and analyze the execution of Simultaneous Local Elections within the study of constitutional law and its impact on democracy in Indonesia. This study uses normative legal research with the statute and conceptual approaches. The collected legal material is then qualitatively analyzed to describe the problem and answer study purposes. The results show that implementing the 2024 Simultaneous Local Elections presents some crucial impacts on the Local Elections held in 2017, 2018, and 2020. The first impact, related to the 2017 and 2018 Local Elections, involves the ASN as Interim Regional Heads during the transition toward the 2024 Simultaneous Local Elections. However, this provision reflects principles of accountability and continuity of government, which are also critical parts of a democratic system. The second impact, particularly for the 2020 Local Elections, reduces the Regional Head’s term, initially set to serve until 2026. In contrast, legal considerations in Decision Number 18/PUU-XX/2022 decided that reducing the term of Regional Head due to the 2024 Simultaneous Local Elections does not contradict the 1945 Constitution. Therefore, several recommendations can be formulated for relevant parties. First, the appointment process of Interim Regional Heads should be more transparent and involve public consultation where possible. Second, serious consideration should be given to the impact of reduced terms for Regional Heads elected in 2020. Mechanisms should be in place to ensure that the reduction does not adversely affect the quality of governance or disrupt ongoing projects. Finally, the consideration in Decision Number 18/PUU-XX/2022 and the 1945 Constitution should guide all decision-making processes related to the 2024 Simultaneous Local Elections. Thus, a careful, balanced approach is needed in the execution of the 2024 Simultaneous Local Elections to maintain democratic integrity, the rule of law, and public trust.

The Simultaneous Vacancy of the Definitive Regent and Vice Regent Positions in Muara Enim and Ogan Komering Ulu

The condition of a vacancy in the Head of the Region position in a problem that occurred in Muara Enim and Ogan Komering Ulu becomes a unique issue in filling the position because the vacancy happened simultaneously in both the Regent and Vice Regent positions. Currently, in Muara Enim, the position is filled by an Acting Regent (Plt) who was appointed by the Regional People's Representative Council (DPRD) after the Vice Regent's election. However, there is currently a legal challenge in the State Administrative Court (PTUN) regarding the DPRD's appointment decision. For Ogan Komering Ulu Regency, the elected Regent and Vice Regent from the 2020 local elections, Kuryana Azis, passed away shortly after being inaugurated as Regent. Meanwhile, the Vice Regent, who had previously been a corruption defendant, was unable to perform his duties one day after the inauguration. Currently, the Governor has appointed the Head of the Department as the Acting Regent. However, Article 65 paragraphs (5) and (6) of the Local Government Law state that the Secretary of the Region (Sekda) should be the one to carry out the duties as the Acting Regent. "This research aims to provide an answer on the appointment process of the Regent and Vice Regent positions that are vacant simultaneously. This is because the Local Government Law and the Regional Head Election Law only regulate the vacancy of one position, either the Regent or Vice Regent. The method used in this research is a juridical-normative approach, with a combination of legislation analysis, case studies, and comparative approaches. The results of this research show that the appointment of a Substitute Regional Head follows the provisions of Law No. 23 of 2014, Law No. 10 of 2016, and Government Regulation No. 12 of 2018. The position of the Regional Head, Acting Regional Head, Acting Regent, Interim Regent, and Acting Officer is regulated under Law No. 23 of 2014, Law No. 30 of 2014, Law No. 10 of 2016, Government Regulation No. 49 of 2008, and Government Regulation No. 1 of 2018.

Fair representation and the gender perspective

Any justice system without women, and more specifically without women judges, is incomplete and lacks equality. Having women judges ensures fair representation, such that the courts are reflective of the composition of the society. Understanding the role of women judges is fundamental to understanding the relevance of the gender perspective. The gender perspective is a narrative which is based on the experiences of women in the context of their stories, their responses, and their needs. The lack of a gender perspective in the justice sector is a common issue in this region, and the book Women and the Judiciary in the Asia-Pacific is a comprehensive collection of articles by authors from Asia-Pacific that address it and talk about the challenges and opportunities women judges face in different areas, from the appointment process to the rendering of judgments. This collection of experiences of women judges expands on the role and impact of women judges and raises two questions: What is the role that courts play in promoting gender equality, and what difference, if any, do women judges make? The book examines the causes and implications of not having enough women on the bench, and elaborates on how women judges contribute this different thinking along with a different set of emphases; this, in turn, brings out the gender perspective which is necessary for equity and cohesion. The book makes for a relevant and compelling read and constitutes a useful resource for policymakers and lawmakers in the region, as it draws on the experiences of Asia-Pacific. In fact, it opens up necessary debates, as it invites readers to consider the challenges of gender equality in the Global South, a region often overlooked in the prevailing literature.

Implementation the Professionalism Value in Shaping the Personality of Islamic Education Teachers

Teaching is essential in forming balanced individuals in line with the desires and needs of Malaysia's national education policy in producing qualified and qualified teachers. Practising the value of teaching professionalism is an effort to form teachers with superior personalities and global insight. This research aims to explain Islamic education teachers' understanding of professionalism values and explore the practical application of Islamic education teachers' professionalism values. This type of research is qualitative with a case study design, obtaining data through interviews and observation. The discussion results show that the need to practice professional values in teaching is an essential aspect of forming the teacher's personality to develop professionalism. Overall, the research findings show two main themes found in the practice of professional values in teaching: (a) value practices in the personal realm and (b) value practices in the professional realm. The research results found that Islamic religious education teachers understand the concept of practical values of teaching professionalism and can apply practices born from these concepts in their personal and professional lives. The practice of professionalism values needs to be implemented by teachers so that they can be role models in ensuring quality educators and producing quality people. The implications of the findings of this research can be used as guidance for all parties, especially policymakers, namely the Ministry of Education, in ensuring that the value aspect becomes the main focus in the recruitment and training process that will be carried out by the conditions and criteria that have been determined to ensure that the teacher appointment process is realized smoothly. Full of dedication and excellence, in line with the desire to produce world-class Human Resources (HR).

Communication Methods for Moving from Authoritarian to Allocative or Distributed Leadership, in Yogyakarta Province, Indonesia, as Adopted by a High School Principal: A Case Study

ABSTRACT Based on a long-standing centralized appointment process for principalship, Yogyakarta’s secondary school principals have typically taken an authoritarian approach to leadership, and this stance has persisted even amid Indonesia’s recent political modernization. To examine the recent emergence of an allocative approach, this case study documented the communication style, collegiality, and dispersed tasks by leadership of an SMA “Bintang” High School principal. We interviewed nine key school actors: namely, the principal, two vice principals, three teachers, two staff members, and the student union head. Eight themes benefit the overall school community amid collaborative communication and allocative task management used by the principal. His approach toward co-decision-making, dispersion of authority, and embracing of shared tasks is considered by staff to have enhanced academic achievement, school management, and student-based activities, and is more allocative yet inseparable from the bureaucracy. Such leadership represents a positive transition to implementation of more dispersed and communicative leadership.

SOCIAL MEDIA RESEARCH ON "LAMINATE VENEER": DURING COVID 19-PANDEMIC

Aim: The difficulty of asking questions to each other during the appointment process with their doctor, the long waiting times of the patients in the waiting rooms in the clinics, and the fact that it is easier to get medical information on the internet due to the ongoing COVID-19 virus infection. Porcelain laminate veneers (PLVs) have been frequently used to restore anterior teeth for nearly three decades, thanks to their aesthetic appeal, durability, and biocompatibility. Methodology: YouTube™ was searched by a researcher of this study using the keyword 'laminate veneer' on April 17, 2021. The most frequently used terms in this regard are 'laminate veneer' and 'laminate veneer restoration'. Analyzes were made on the Instagram application, along with YouTube. Results: Thirty-three videos were determined on YouTube™ on the topic of laminate veneer. The mean number of views was 46277.84 ± 128674.71, with the minimum view as ten and the maximum as 682478. The videos had a mean duration of 5:48 ± 4:64 with a range of 0:24–14:55. The mean number of "likes" for each video was 198 ± 424, and the mean number of "dislikes" was 17 ± 48. The most-liked video received 1700 "likes." The most-disliked video received 236"dislikes." The mean number of comments was 13.65 ± 31.58. The interaction rate was 1.67 ± 5.18, and the viewing rate was 2939.11 ± 6076.75 Conclusion: YouTube™ and Instagram still cannot be accepted as a completely confident resources of knowledge for patients who want to learn about oral aesthetic rehabilitation treatment with laminate veneers

Voting on Auditor Ratification by Shareholder Type: Impact of Institutional Shareholder Dissent on NAS Fees and Audit Quality

Institutional investors have a better understanding of corporate performance than non-institutional investors, and their presence tends to improve the overall governance mechanism of a company and discipline top management against taking self-serving or myopic decisions. In this study, we examine shareholder voting patterns on auditor reappointments in Indian companies and examine whether institutional shareholder dissent on auditor reappointment acts as a disciplining mechanism on subsequent auditor actions and leads to improvement in audit quality. Our results indicate that institutional shareholder dissent on auditor reappointment is positively related to relative magnitude of non-audit services (NAS) fees in the previous year. More importantly, we observe that auditors are sensitive to institutional dissent and respond by charging a lower amount of NAS fees and providing superior audit quality in the subsequent year to signal increased independence and objectivity. Similar results are not observed in the case of retail shareholders. Our findings reinforce the role of institutional shareholders as important monitors in the corporate governance process and call for regulation to mandate the participation of shareholders in the auditor appointment process.

Data Mining Selection of Prospective Government Employees with Employment Agreements using Naive Bayes Classifier

The implementation of health in Indonesia is still marked by problems in managing the workforce, especially among honorary health workers. The State Personnel Agency seeks to improve service quality by selecting good human resources to enhance community services. Several Ministries agreed to change the team member recruitment system from Prospective Civil Servants to Government Employees with Work Agreements. In the field, in the Government Employees with Work Agreements acceptance process, there are still pros and cons, both from the rules and the appointment process. The community hopes that the appointment process can be objective and open so that no group is disadvantaged. To achieve these expectations, researchers used data mining to classify health workers who would become Government Employees with Work Agreements. The data mining process uses probability with the Naive Bayes Classifier algorithm from historical data on Government Employees with Work Agreements receipts for 2021. Data on the history of Government Employees with Work Agreements acceptance of health workers as many as 1078 data have been filtered and cleaned. The results of testing the data are 0.00012 for the worthy assumptions and 0.0032 for the unworthy assumptions. Data processing results will be visually displayed using bubble diagrams and Python programming. The researcher concluded that the process of classifying prospective first-aid team members for medical personnel could be done by data mining using the Naïve Bayes algorithm. The results of this classification can be used as a reference for the following year's Government Employees with Work Agreements revenue classification process.

Satisfaction of Clinical Waiting Time in Ear, Nose & Throat Departments of the Ministry of Health in Jeddah, Saudi Arabia

Patient satisfaction is a critical indicator for assessing the quality of healthcare services, as it plays a crucial role in ensuring the effective, timely, and patient-centered delivery of high-quality healthcare. Additionally, patient satisfaction has a direct relationship with clinical outcomes. The objective of this study was to investigate the influence of clinic waiting time on patient satisfaction in an Ear Nose Throat (ENT) outpatient department. A total of 241 patients who visited hospitals and ENT outpatient departments in Jeddah were recruited for this cross-sectional study. Descriptive statistical analysis was performed using IBM SPSS version 25. The majority of patients expressed satisfaction with the waiting time at the clinic. Additionally, many patients reported being satisfied with the handling of appointments and the information they received from their friends or relatives. Significant statistical differences were observed between waiting time and demographic factors such as age, gender, employment status, and residence. Moreover, there was a statistically significant association between patient satisfaction with the appointment process and the information provided by the staff ( P-value < .001). Notably, patients visiting the ENT outpatient department exhibited higher satisfaction scores. These findings hold the potential for informing quality improvement initiatives. Furthermore, it is recommended that future studies be conducted to assess patient satisfaction and provide valuable insights to policymakers and clinicians when making decisions related to healthcare delivery.

Improving HIV pre-exposure prophylaxis (PrEP) adherence and retention in care: Process evaluation and recommendation development from a nationally implemented PrEP programme.

HIV pre-exposure prophylaxis (PrEP), in which people take HIV medication to prevent HIV acquisition, underpins global HIV transmission elimination strategies. Effective prevention needs people to adhere to PrEP and remain in care during periods of risk, but this is difficult to achieve. We undertook a process evaluation of Scotland's PrEP programme to explore barriers and facilitators to PrEP adherence and retention in care and to systematically develop evidence-based, theoretically-informed recommendations to address them. We conducted semi-structured interviews and focus groups (09/2018-07/2019) with patients who identified as gay or bisexual men and were either using PrEP, had declined the offer of PrEP, had stopped PrEP, or had been assessed as ineligible for PrEP (n = 39 of whom n = 5 (13%) identified as trans, median age 31 years and interquartile range 14 years), healthcare professionals involved in PrEP provision (n = 54 including specialist sexual health doctors and nurses of various grades, PrEP prescribing general practitioners, health promotion officers, midwifes, and a PrEP clinical secretary), and clients (n = 9) and staff (n = 15) of non-governmental organisations with an HIV prevention remit across Scotland. We used thematic analysis to map key barriers and facilitators to priority areas that could enhance adherence and retention in care. We used implementation science analytic tools (Theoretical Domains Framework, Intervention Functions, Behaviour Change Technique Taxonomy, APEASE criteria) and expert opinion to systematically generate recommendations. Barriers included perceived complexity of on-demand dosing, tendency for users to stop PrEP before seeking professional support, troublesome side-effects, limited flexibility in the settings/timings/nature of review appointments, PrEP-related stigma and emerging stigmas around not using PrEP. Facilitators included flexible appointment scheduling, reminders, and processes to follow up non-attenders. Examples of the 25 recommendations include: emphasising benefits of PrEP reviews and providing appointments flexibly within individualised PrEP care; using clinic systems to remind/recall PrEP users; supporting PrEP conversations among sexual partners; clear on-demand dosing guidance; encouraging good PrEP citizenship; detailed discussion on managing side-effects and care/coping planning activities. PrEP adherence and retention in care is challenging, reducing the effectiveness of PrEP at individual and population levels. We identify and provide solutions to where and how collaborative interventions across public health, clinical, and community practice could address these challenges.

Pavel Žiška ako „večný“ kandidát na biskupa

The article presents Pavel Žiška as an unsuccessful repeat candidate for bishop. Pavel Žiška can undoubtedly be seen as interesting in Slovakia in the first years of the Czechoslovak state from several points of view. He was one of the few priests with a higher theological education, and despite his relatively young age he repeatedly became a proposed part of various emerging institutions. Up to then, he was the author of several articles, mostly of a homily or other theological nature, but he was also on the lists of persons who could become a potential member of the church hierarchy. The article focuses primarily on the period of his life in which Žiška, very often, in various contexts and for various regions, finds himself on lists or in considerations for the position of candidate for bishop, even though he never managed to achieve this position. The contribution consists of two distinct parts. The first one is focused on the gradual presentation of the appointment processes during the years 1919-1925, and notices primarily Žiška’s place in them as a government nominee, and his personal efforts. The second part of the article seeks an answer to the question based on which he was called a modernist. Progressively, it notes the position of Žiška in the church environment since the establishment of the state, his short tenure in the Council of Priests and the apparent turning point as the responsible editor of the Catholic newspaper.