Office Personnel Research Articles

The Role of Logistics in Practical Levelized Cost of Energy Reduction Implementation and Government Sponsored Cost Reduction Studies: Day and Night in Offshore Wind Operations and Maintenance Logistics

This paper reveals that logistics make up at least 17% of annual operational expenditure costs for offshore wind farms. Annual operational expenditure is found to vary by a factor of 9.5, making its share of levelized cost of energy for offshore wind range from 13% to 57%. These are key findings of a 20-month research project targeting cost reduction initiatives for offshore wind systems. The findings reveal that cost-out measures are difficult to implement due to cultural differences. Implementation efforts are rendered by personnel located offshore in a harsh sea environment which is in stark contrast to the shore-based office personnel who develop studies directing cost reduction efforts. This paper details the company motivation to join industry-wide cost reduction initiatives. A business case for offshore wind operations and maintenance logistics yielding 1% savings in levelized cost of energy is included on how to expand working hours from daytime to also work at night.

Influence of Job Stressors on Flourishing and Job Engagement: Comparison Between Head Office Personnel and Foreign Subsidiary Personnel

Influence of Job Stressors on Flourishing and Job Engagement: Comparison Between Head Office Personnel and Foreign Subsidiary Personnel

災害支援と自治体職員の心身のケア —阪神・淡路大震災の復興から東日本大震災など国内外の被災地へ—

災害支援と自治体職員の心身のケア —阪神・淡路大震災の復興から東日本大震災など国内外の被災地へ—

Police civilianisation in Canada: a mixed methods investigation

ABSTRACTAlthough the ratio of police officers to population in Canada has been relatively stable since the 1980s there has been a substantial increase in the number of civilians working for police services. To better understand the economic and other consequences of civilianisation, we employed two strategies: an exploratory qualitative examination of the challenges of civilianisation involving a survey and follow-up interviews; and a quantitative analysis of the factors associated with deploying police officer and civilian personnel in 167 municipal police services. When asked about the costs and benefits of civilianisation, police executives reported that the overall number of employees and costs to the police service are not necessarily reduced, as monies saved through civilianisation were spent elsewhere in their organisations: a finding in keeping with a structural contingency perspective. The ordinary least square regression results show that the prevalence of civilian personnel in the police workforce decreases in poorer communities and they are less likely to be employed in larger organisations. There was also a higher prevalence of civilian personnel in police organisations that operated more efficiently. Given these results, a number of suggestions are made for future policy, practice, and research.

Depression as a Predictor of Pain and Physical Role Limitation in Military Personnel

ABSTRACTMilitary personnel frequently report various physical and psychological complaints including somatic symptoms, bodily pain, depression, posttraumatic stress disorder, and physical role limitation. This study aimed to identify how psychological symptoms, somatic complaints, and physical role limitations are associated with each other in a sample of 207 male Air Force pararescue personnel and combat rescue officers. Results of a moderated mediation model indicated that the interaction of depression and somatic symptoms was associated with significantly more severe pain, which was, in turn, associated with greater physical role limitations. Pathways from posttraumatic stress disorder and the depression-by-somatic symptoms interaction to physical role limitation were both fully mediated by bodily pain. These findings (a) highlight the importance of assessing physical and psychological symptoms when individuals report impaired physical role limitation and (b) help to clarify the complex interplay of emotional and physical health conditions among elite military personnel.

Building a Collaborative Position Description Archive as a Community of Practice

Analyzing position descriptions provides insights into new and emerging trends, especially as the role of academic and research libraries continues to evolve, and new position types and new ways of organizing work emerge. Personnel officers and other library leaders frequently collaborate by sharing position descriptions in an effort to understand work assignments at peer institutions. The Association of Research Libraries Position Description Bank is an important digital collection produced as a result of the engagement of a community of practice. It provides a valuable resource that supports library leadership and administration in an era of tremendous and rapid change.

Editorial: What Can We Expect from Data Scientists

Data Scientist - The New ProfessionData scientist is probably the most trendy job in Information Technology (IT) nowadays. This new profession emerged with the Big Data wave. Even though there is no such thing like an exact job profile, we expect that the data scientist can handle all the Big Data challenges that are novel to us. Without being a magician she or he shall help to deliver us all the magic Big Data promises. The data scientist capitalizes on unstructured data without taking the roles of a programmer, database expert, statistician, or content manager. All these professions are around for decades. So, why invent a new one?More than anything, what data scientists do is make discoveries while swimming in data [...] they are able to bring structure to large quantities of formless data and make analysis possible. [3] They sketch, orchestrate, and control the discovery process. The leading paradigm in this process it to find information that meets a certain need or provides an answer for a certain problem. need to avoid the temptation of following a data-driven approach instead of a problem-driven one. [5] The data scientist has to develop an idea about the required information that meets our information need. We can expect that data scientists have a deep understanding of the foundations of both, the nature of information and the domain. They follow a mental model on the information demand that abstractly reflects the facts they expect to encounter in data and the way to detect and present them to us. We expect the data scientist to discover novel information that may provide us with new insights. And we want these insights to be true. It is thus part of the data scientist's responsibility to make sure that the discovered information is not only novel but also trustworthy. The data scientists cannot prove data analysis models. That exceeds their capabilities. We cannot hold them liable for information that eventually turns out to be wrong. Nevertheless their skills should include a sound sensation of plausibility that helps them to raise doubts and to prompt a closer look when the results of data analysis seem too questionable to them. However, separating questionable results from plausible ones is a task that is far from being trivial.Separating Data Science from Data FictionWhen driving a car we often encounter these nice roadside signs that sometimes make us realize that we're driving too fast. Furthermore, on some occasions there is official personnel not far from these signs measuring our speed, explaining to us our traffic infraction face-to-face and documenting it on a speeding ticket. Doesn't this sound a bit outdated? There are enough sensors in a car that measure location, speed, time, and more. Even if the car's sensors don't measure those, the driver's cellphone can do it. Combining this sensor information with the cartographic data about roads and speed limits we can easily imagine that, by the end of day, the car or the phone exactly knows every infraction we committed and can automatically trigger the issuing of speeding tickets. Aren't there just legal aspects that hamper this technically feasible scenario making its way into reality?One trait of Big Data is the availability of sensor data and their combination with already available data generating new information, like the detection of traffic infraction. We can extrapolate this scenario in many directions, including more types of infraction, driving for an irresponsibly long time without a substantial break, or detecting patterns of aggressive driving. We can extend it also towards future possibilities if we think about sensor information from smart watches indicating a possibly problematic pulse rate or from the car's air control sensor that the driver may drive under the influence of alcohol.Much like in Data Mining, the strength of Big Data originates from the combination of facts producing new information. …

РАЗРАБОТКА МНОГОКРИТЕРИАЛЬНОЙ ШКАЛЫ ОТБОРА СОТРУДНИКОВ В КАДРОВЫЙ РЕЗЕРВ АО «ВНИИ ГАЛУРГИИ»

Important resources of any organisation are knowledge, experience, skills, initiative and enterprise of a staff. These resources contribute to the competitiveness and productivity of an organization, and, moreover, create a favorable climate in a team. When we admit a crucial role of education and qualification levels of employees in a firm, we realize an importance to manage a staff flexibly. Purposeful work with a personnel reserve avoids unreasonable staff promotion, but at the same time basic principles of staff management, planned character, scientific validity, effectiveness and other aspects of staff decisions should be considered. In addition, the development of an effective system of a personnel reserve allows to identify employees with high potential for career making and, as a result, to increase their competence systematically preparing them to fill vacancies. The article defines peculiarities and trends in the field of efficiency of personnel reserve management in the case study of JSC Institute of Hulurgy. This institute is considered to be one of the leading research and planning institutes in the potash industry in Perm region. While conducting the research we have revealed, that there is a number of disadvantages in the current system of staff evaluation at the enterprise: 1) high formality degree of the evaluation criteria, underestimation of the staff competencies; 2) the lack of ranking criteria to applicants; 3) united criteria are applied to the assessment of different categories of the organization staff. To mitigate the identified disadvantages, a multi-criteria scale to select employees in the personnel reserve has been suggested. This scale includes indicators confirming the staff adequacy to their professional requirements and the assessment of his or her scientific potential. It also involves sociometry data and the level of an applicant of motivation. The developed scale allows to consider a wide list of personal and professional characteristics of reservists taking into account the importance of each of them and to make an objectified decision to nominate employees for the vacant seat. The main provisions and conclusions of the study can be used in the solution of complex practical problems to form and develop a personnel reserve of any organization. Further we are planning to monitor the dynamics of employees’ efficiency who have passed a personnel reserve. Also we will monitor the dynamics of the organization activity on the basis of the results of multi-criteria scale implementation for the selection of applicants. Keywords an organization staff management, personnel reserve, a multi-criteria scale, applicants selection, professional competences, career growth, motivation, scientific potential of an employee.

THE MODERN STATE OF STAFFING OF THE ROAD TRANSPORT

The article reviews the current staffing of the road transport. The main attention of the authors focuses on the modern concept of personnel management, is positioned as the choice of means and methods of practical implementation of the tasks of personnel management in order to improve the efficiency of production as the conditions of competitiveness of the enterprise (including transport). Decisive influence on the performance of the enterprise is having economic aspect in personnel management. Is associated with the formation of a number of staff at the time of qualification, level of education, etc. On the basis of the study by the authors it can be concluded that transport is a stable, dynamically developing industry of national economy, an important (if not decisive) role in which is played by professional qualified personnel. The modern concept of organization of production on transport assumes the allocation of a large number of functional spheres of management activities the one, which is associated with the office personnel production personnel of the enterprise.

Using Teacher Effectiveness Data for Information-Rich Hiring

Purpose: New teacher effectiveness measures have the potential to influence how principals hire teachers as they provide new and richer information about candidates to a traditionally information-poor process. This article examines how the hiring process is changing as a result of teacher evaluation reforms. Research Methods: Data come from interviews with more than 100 central office personnel and 76 principals in six urban school districts and two charter management organizations. These sites were systematically sampled based on the amount of time and resources devoted to creating data systems and implementing processes that allow principals access to teacher effectiveness data. In addition to the fieldwork, we also surveyed all principals in six of the eight systems. A total of 795 principals responded to the survey, with an overall response rate of 85%. Findings: The findings suggest that while teacher effectiveness data can be used to inform hiring decisions there is variation in how and the extent to which principals use these measures in hiring. This variation is explained by central office practices as they mediated how principals approached teacher effectiveness data in the hiring process, as well as individual principal characteristics such as principal knowledge and skills, perceived validity of data, and social capital. Implications for Research and Practice: Our results demonstrate ways in which school systems and principals are incorporating teacher effectiveness data into the hiring process. Both principal preparation programs and school systems should focus on ensuring that principals have the skills and resources to use data for human capital decisions.

Research on the Office Administration Management New Ideas and Countermeasures under Fine Management Perspective

In this paper, we conduct research on the office administration management new ideas and the countermeasures under fine management perspective. It has long been a focus on the role of administrative service division office, so when making the office personnel configuration, we often choose some writing material handling capacity or have the high coordination organization ability of the talents. With the development of social economy now, require companies to transform function, office should not only responsible for the daily service work, is an auxiliary of the business decisions, which requires the office on the researchers chose to change accordingly. Should pay more attention to the office personnel in the new period of comprehensive management ability, positive knowledge to broaden and update, change their vision and philosophy. Under this condition, in this paper, we integrate the other state-of-the-art methodologies to propose the new perspective of enhancing the efficiency of the office to construct the better systematic environment.

POTENTIALITY ASSESSMENT FOR ECOTOURISM DEVELOPMENT IN DIDA HARA CONSERVATION SITE OF BORENA NATIONAL PARK, ETHIOPIA

The main objective of this research is identifying the ecotourism resources and products for ecotourism development in the Dida Hara conservation site of BoranaNational Park, Oromia Regional State, Ethiopia. The study used a cross-sectional descriptive research design. Both qualitative and quantitative methods are used. The data were collected by using a questionnaire, interview, field observation and secondary document analysis. The questionnaire was distributed to the visitors in order to determine the market demand by using convenience sampling technique. Interview was conducted with office personnel’s, tour operators and selected local community representatives and selected by using non- probability sampling technique. The study revealed that Dida Hara conservation site of Borana National Park has potential ecotourism resources especially in terms of wildlife (more than 40 mammal species), birds (more than 280 bird species) and cultural resources (especially Borana community Gada system and Buna Qalla ceremony). The Park area is the centre of endemic birds like; Ethiopian Bush Crow, White-Tailed Swallow, Prince Ruspoil’s Turaco. The presence of such untapped ecotourism resources has also a potential for community participation including natural resources conservation and awareness for negative and positive impacts of ecotourism. The local communities are also positive towards ecotourism development in the destination. Based on the visitor's survey result more than 90 % are interested to view wildlife and birds and 86.5 % of the visitors are willing to recommend for others to visit the site. Besides these, the visitor's survey revealed that around 97.8 % of the respondents are considering themselves as ecotourist and willing to spend more money to eco-tourism destination (84.3) as compared to regular tourism destination. Furthermore, the study confirmed that the identification of ecotourism resources play a significant role in the development of ecotourism and for marketing the destination for the future. In this destination, no research has conducted in related with the potential resources for ecotourism development by using such multi-directional data collection tools including market demand analysis.

The publication process as seen from various angles

The process of publishing a paper in JASA involves many people and several process components. The authors, reviewers, Associate Editors, Publication Office personnel, and our AIPP publishers all play their parts and interact to produce any paper that is eventually published. In this talk, the various components of the publication process will be examined, making an effort to present the tasks and viewpoints of the various participants. The merits and deficiencies of various parts of the publication process will also be discussed, with the goal of both promoting understanding of the system and also improving it.

Supporting the development and professional growth of middle space educational leaders through mentoring

Purpose – The purpose of this paper is to introduce readers to the special issue on “middle space” education leaders (those individuals who are second-in-command in schools). The special issue contains papers pertaining to mentoring those preparing for and aspiring to the assistant school leader role, as well as papers on programs that support new assistant principals/vice-principals through mentoring and coaching. The authors provide background on middle space leadership and mentoring from existing research literature, introduce the international papers selected for the issue, and identify unifying themes across the papers. Design/methodology/approach – The authors provide highlights of relevant research literature on the importance of mentoring for school leaders in general, but also specifically address the need for mentoring for middle space leaders from the scant literature that exists on the topic. After reviewing the relevant literature, the authors provide an overview of the seven papers that were chosen for the issue through a rigorous peer-review process. Findings – The co-editors of this special issue identify common themes that emerged from the papers chosen for the issue. In general, authors note that middle space leaders have unique mentoring and coaching needs, and there are few formal programs that address their needs. However, there is a growing awareness of the need to support assistant principals through structured mentoring programs, as well as preparing and mentoring those who aspire to the position. Research limitations/implications – The seven papers chosen for the special issue represent a variety of research methodologies. A limitation is that the majority of the studies are qualitative, with small sample populations. However, even with small sample sizes, commonalities can be seen across the studies and across international contexts. Practical implications – This review summarizes the issues facing middle space leaders in education and how they can be effectively addressed. The global audience that can benefit from engaging with the papers in this special issue includes educational leadership faculty, educational governing bodies, policymakers, school district central office personnel, senior principals, and assistant principals themselves. Originality/value – This paper and the seven that follow extend the scant research literature in the realm of middle space leaders in education. They provide unique insights – from different international contexts including the USA, Canada, Hong Kong, and New Zealand – into the need for and potential benefits of mentoring and coaching aspiring and new middle space leaders.

Indian Railways – World’s largest commercial employer’s social capital inventory

Subject area Human Resource Management & Social Entrepreneurship. Study level/applicability The target audiences for the case study are undergraduate and postgraduate (e.g. BSc, MSc as well as MBA) students and also management trainees and executives who are interested in understanding the social capital enhancing practices, policies and strategies adopted by the world’s largest commercial employer to ensure complete satisfaction and contentment of 1.7 million employees and their family. Even senior management teams could be targeted in executive education programs, as this case discusses time tested practices, policies and strategies which have been sparsely discussed so far and hence can be expected to provide insights to senior corporate managers. The case also demonstrates the application of different frameworks on social capital and corporate social responsibility which can be used by the participants in their firms to assess the social capital. Case overview Indian Railways (IR) remains the world’s largest commercial employer, with approximately 1.7 million employees, which conveys the huge magnitude of social capital inventory accrued. This social capital, especially people side of IR, played a very crucial role in running the organization successfully for more than a century. As an organization, IR has guaranteed heavy importance for its employees while making decisions on strategic level. But recently, IR was moving towards automation and was cutting on cost incurred for its employees. IR was already exhibiting decreasing trend in the number of employees employed in the organization. These initiatives were resisted by IR employees due to fear of job losses and insecurity. In 2013, Chief Personnel Officer’s (CPO) of different zones have to rethink about their HR practices to assure confidence for employees on the security of their jobs and sustain the social capital accrued by IR over years. The objective of this case study is to describe the social capital accrued by IR over the years by offering livelihoods for nearly 1.7 million families across the country. Teaching note applies the frameworks on social capital in literature in the context of IR. Teaching note also discusses how CPOs of IR can pursue the change initiatives among the employees without affecting the social capital accrued so far. Expected learning outcomes Case study’s primary objective is to apply frameworks available in literature on social capital and corporate social responsibility to understand the social capital accrued by IR over decades. The case study attempts to answer the following assignment questions which forms the learning objectives of this case study: How do the existing frameworks on social capital measurement explain the social capital accrued by IR over decades? How can a firm assess its accrued social capital? How can one demonstrate the same using the case of IR? How can IR pursue change initiatives when it comes to its employees without affecting the social capital accrued over time? Supplementary materials Teaching notes are available for educators only. Please contact your library to gain login details or email support@emeraldinsight.com to request teaching notes. Subject code CSS:10 Public sector management.

Root-Cause-Failure Analysis as a Tool for Investigating Operational Failures: A Case Study

Summary Production-liner cementation in deepwater wells is critical to contain formation pressures and provide zonal isolation. This is especially challenging in the Gulf of Mexico (GOM) because of depleted zones and small drilling margins. Failure to achieve zonal isolation with the primary-cement job leads to added cost and time for remedial operations. A recent primary-cement-job failure in the GOM prompted the use of an established tool, root-cause-failure analysis (RCFA), in a novel way to identify the causes of the incident and avoid repeating the same mistakes in future wells. A team of operations and engineering personnel was assembled to investigate the cause of the primary-cement-job failure that resulted in nonproductive time and cost of approximately 7 days. RCFAs have typically been performed on equipment failures; however, this RCFA was conducted by the operator on a nonequipment-related failure. The RCFA team initially collected data available from both the planning and operation phases of the job to identify which elements of the cementing process contributed to the cement-job failure. After identifying the root cause, the team communicated their learnings to office and rig-based personnel; developed a new tool for real-time monitoring of primary cementation; and adjusted plans for upcoming primary-cement jobs. The findings from the RCFA were applied to a well on another asset owned by the operator, with which the production liner was successfully rotated throughout cementation for the first time. The RCFA identified that the cement-job design was not a contributing factor; instead, the root causes were operational and started during the circulation of drilling fluid, before the cementing operations. The learnings from the RCFA were transferred to both office and rig-based personnel, influencing engineering and operations plans for subsequent wells. Furthermore, the investigation identified previously unknown issues and showed that the use of the RCFA process was an effective approach that can be standardized and scaled to determine root causes of future operational failures.

Do Audit Personnel Salaries Impact Audit Quality?

This study examines the relationship between audit personnel salaries and office-level audit quality. Audit personnel are a key input in the audit process and expectations of personnel have been increasing since the inception of the PCAOB. Despite these increased expectations and workloads, audit salaries have remained relatively flat over the past decade. Using salary data collected from H1-b visa applications obtained via the Freedom of Information Act, we measure audit personnel salaries at the Associate, Senior and Manager ranks for local Big 4 audit offices during the years 2004 to 2013. We first examine the determinants of audit personnel salaries finding that some individuals are willing to trade-off higher salaries for the opportunity to work for offices that are local market leaders and have a history of performing high quality audits. We next examine the relationship between audit personnel salaries and office level audit quality finding a negative association. That is, offices that pay lower salaries to its rank-and-file employees tend to have a higher percentage of clients that experience restatements. Finally, we examine the ability of audit offices to pass the costs of audit labor onto their clients. We document positive and significant associations between salary and fees, suggesting that audit offices pass the cost of labor onto their clients. Overall, our findings provide initial evidence on the role of audit salary and its impact on audit quality and audit fees.

Indian Railways: rail ways for Indians

Subject area Human Resource Management and Public Sector Management. Study level/applicability The target audiences for the case study are BSc, MSc and MBA students and management trainees and executives who are interested in learning the human resource (HR) practices, policies and strategies adopted by the world’s largest commercial employer to ensure complete satisfaction and contentment of their employees and their employee’s family which, in turn, motivates them to contribute more efficiently and effectively for the organisation. Even senior management teams could be targeted in executive education programmes as this case discusses time-tested HR practices, policies and strategies which have been sparsely discussed so far and hence can be expected to provide insights to senior corporate managers. Case overview India has and is undergoing sweeping economic changes lately. There are several organisations that have supported this positive change. Of these, one such organisation, which shouldered the infrastructural burden of the transportation sector in India’s growth story, was the 160-year-old Indian Railways (IR), the world’s largest commercial employer. IR’s profit over the past few years was a far cry from its loss-making days, which tempted the government of India to consider privatisation in 2001. The transformational turnaround would not have been possible but for IR’s employees. After celebrating IR’s 160th anniversary in 2013, the case organisation wished to revisit its HR practices to understand its recent economic transformations and to strategise how they can improve and sustain maximum efficiency in future. The objective of this case study is to understand the “people side” of IR by explaining its current HR practices and to investigate and identify changes over the years so that changes then can be implemented in the context of HR practices for the future. Hence, the case attempts to explain the role of HR management in IR’s turnaround strategies. Resistance exhibited by IR staff towards its recent initiative of enterprise resource planning (ERP) implementation across India due to fear of job losses and insecurity is also discussed in the case. Teaching note for this case study explains existing people management frameworks published in the research literature to class participants by applying it to the case company. In addition, the teaching note also discusses how chief personnel officers (CPOs) of IR can pursue the change initiatives among the employees with least resistance. Changes/initiatives that can be imbibed by the CPOs in the existing HR practices to overcome the resistance exerted by the employees and to improve the existing system are also discussed. Expected learning outcomes This case study’s primary objective is to provide a comprehensive understanding of the HR practices being followed in IR, the world’s largest commercial employer. The case also attempts to assess the ERP system initiative by IR and analyse how it can be imbibed into the existing IR’s HR system. In short, the case study attempts to answer the following assignment questions which form the learning objectives of this case study: What are the HR practices that are being followed in the world’s largest commercial employer? How are the HR practices followed helpful in the retention of employees? How can IR pursue the change initiatives, especially ERP implementation, among the employees without any resistance? What are the changes/initiatives that can be imbibed in the HR practices to improve the existing system? Supplementary materials Teaching notes are available for educators only. Please contact your library to gain login details or email support@emeraldinsight.com to request teaching notes. Subject code CSS 6: Human Resource Management.

Academic Leadership in a Private University: An Iranian Case Study

<p class="apa">This study explores effective academic leadership as well as hindrances within Iran’s private higher educational institutions. The author employed a qualitative approach that utilized purposive sampling to collect and analyze data. Findings were categorized into three classes comprising the (i) setting of direction, (ii) organizational and (iii) staff development at three administrative levels: central office, branch office and faculty personnel. Obstacles confronting effective academic leadership were identified as (i) centralization of power; (ii) bureaucratic hierarchy; (iii) budgetary restraints; (iv) ineffective interaction including ineffectual communications as well as social, political and cultural interventions; and (v) unqualified staffing policies that eschewed meritocracy. This study reveals that the functional purview of an effective academic leader is to drive an institution’s vision forward towards achievement and define its mission and objectives. Moreover, it signifies an indispensable need for academic leadership development programs that incorporate, protect and support scientific management skills based on sound moral values, mutually established trust, collegial respect, and the application of transactional cum transformational governance methods in teaching, learning and research.</p>

Developing Virtual Reality Simulations for Office-Based Medical Emergencies

Virtual reality simulation may significantly benefit a geographically dispersed learner demographic in the medical outpatient setting. Our research used an immersive virtual reality platform as a novel way to recreate high-risk medical scenarios targeted for office-based emergencies. Using a design-based research approach we designed virtual-reality-based simulation scenarios to prepare interprofessional office personnel for emergencies. Learners were connected using laptop computers, via a browser interface, with learner controlled team member avatars and educator controlled patient avatars. The virtual environment was modeled after a multi-provider healthcare office setting in a large suburban health network. Evaluation occurred via post-event surveys and feedback transcribed from video recordings and debriefings. Three office-based emergency scenarios were created (chest pain, respiratory distress/allergic reaction, and suicidal risk), with progressively smaller changes to the virtual environment with each iterative improvement. In total, 18 individuals representative of a typical outpatient office interprofessional care team participated in the pilot study. Qualitative design-related feedback from participants and faculty improved the educational environment, artifacts, and scenarios. Participant feedback was overwhelmingly positive and enthusiastic about the use of virtual reality-based simulations to explore teamwork, build scope of practice, and rehearse infrequently used clinical skills. We successfully created novel outpatient virtual reality simulations in a first-person-perspective virtual environment. Pilot testing revealed successful rapid development, implementation, and participant orientation, with the ability to present learning opportunities. Future efforts will include assessments and attempt to overcome development barriers by switching to a more versatile platform.