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Funded by the Robert Wood Johnson Foundation and The Atlantic Philanthropies, Better Jobs Better Care (BJBC) was a demonstration program that sought to bring about changes in public policy and management practice that would lead to improved recruitment and retention of high-quality paraprofessional direct care workers (DCW) in nursing homes as well as in home- and community-based settings. This was to be accomplished by implementing both policy and management practice goals. Policy goals included developing initiatives related to wages and benefits, incentives for job redesign, curriculum and credentialing, professional associations, and promotion of public awareness and policies. Practice goals involved interventions related to caregiving skill development, peer mentoring, team building, top management training, supervisor training, and provider-specific interventions. The program established demonstration projects in Iowa, North Carolina, Oregon, Pennsylvania, and Vermont which enrolled long-term care establishments across the spectrum of long-term care settings: skilled nursing facilities, assisted living facilities, home care agencies, and adult day service providers.

Conducted as part of the BJBC evaluation, which used a before-after design to assess the implementation of the interventions and their impact, this survey of the top clinical manager at each participating long-term care provider explored the establishments' organizational characteristics and management practices. One version of the survey was administered at the beginning of the demonstration (Time1), and a second version, toward the end of the demonstration (Time 2). Organizational characteristics covered by the survey include nonprofit/for-profit status, whether the establishment was free standing or part of a chain, number of competing establishments, whether the DCWs were unionized, and the type and amount of services provided. Management practices investigated by the survey include participation in care planning, communication about tasks, feedback, DCW training, management communication, organizational readiness for change, professional development, and work design practices. The survey also collected information about the racial and Hispanic origin composition of DCWs and patients/residents/clients.

These data are from the Bureau of Justice Statistics' (BJS) 2011- 12 Survey of Campus Law Enforcement Agencies. In preparation for the survey, a universe list of 4-year and 2-year campuses was compiled using the United States Department of Education's Integrated Postsecondary Education Data System (IPEDS).

The survey focused primarily on agencies serving 4-year universities and colleges with a fall headcount enrollment of 2,500 or more. In addition, 2-year institutions with 2,500 or more students and a sample of 4-year institutions with 1,000 to 2,499 students were surveyed. These campuses are covered in a separate report. Schools were classified according to the level of the highest proportion of degrees awarded. The survey excluded:

• United States military academies and schools,
• for-profit institutions,
• schools operating primarily online.

Of the 905 4-year campuses with 2,500 or more students identified as being potentially eligible for the 2011-12 survey, 861 reported that they were operating their own campus law enforcement agency. These 861 agencies were asked to provide data describing their personnel, functions, expenditures and pay, operations, equipment, computers and information systems, community policing activities, specialized units, and emergency preparedness activities. ICF International, with the assistance of BJS, served as the data collection agent. BJS also conducted surveys of campus law enforcement agencies covering the 1994-95 and 2004-05 school years. The reports produced from these surveys are available on the BJS Web site and data are available on the ICPSR Web site.

In long-term care, frontline supervisors play a central role in direct care workers' (DCW) job quality and turnover and are critical to the implementation of management changes. To better understand supervisors' perceptions of management practices, the quality of supervision, and the effect on DCW turnover and job quality, the Office of the Assistant Secretary for Planning and Evaluation in the United States Department of Health and Human Services contracted with Pennsylvania State University to conduct this survey of supervisors participating in the Better Jobs, Better Care (BJBC) demonstration. Funded by the Robert Wood Johnson Foundation and The Atlantic Philanthropies, the BJBC demonstration -- which took place in Iowa, North Carolina, Oregon, Pennsylvania, and Vermont -- tested innovative policy and practice models designed to improve the quality of DCW jobs in an effort to improve recruitment and retention of these workers and strengthen capacity to meet future demand for long-term care.

Frontline supervisors were interviewed from the four types of facilities and agencies that participated in the demonstration: skilled nursing facilities, assisted living facilities, home care agencies, and adult day service providers. The survey explored the supervisors' job responsibilities, formal training, job satisfaction, and thoughts about quitting. It investigated the culture of the organizations in which the supervisors worked, probed for problems with the supervisors' jobs, assessed how rewarding the supervisors felt their jobs were, inquired as to whether the supervisors felt respected by their clients, DCWs, and managers, gauged the supervisors' assessments of the overall competency level of the DCWs in their organizations, and explored the supervisors' beliefs about managerial support for the BJBC project, how well the BJBC programs were executed, and whether the overall impact of the project was positive.

In addition, the respondents were queried about management practices (e.g., rotation of assignments to different services or units, mechanisms to handle employee concerns, and approaches used to handle poor performance or negative behaviors among employees). They were also asked about DCW training, mentoring, and career ladder programs, DCW participation in patient/resident/client care plans, and communication among DCWs and between DCWs and their supervisors. Respondents were also asked what was the most important thing that their employer could do both to improve the jobs of DCWs and to improve their own ability to do their jobs as supervisors of DCWs. Additional information collected by the survey includes the supervisors' age, sex, race, Hispanic origin, educational attainment, nursing degree or license (LPN, RN, Diploma RN, BSN, MSN, or Advanced Practice Nurse), wages, and health insurance coverage.

This collection comprises three data files: (1) Supervisor Identification Instrument Data, (2) Supervisor Survey Data, and (3) Clinical Managers Who Are Also Supervisors Data. The first file contains information collected by the Supervisor Identification Instrument that was submitted to the clinical manager at each BJBC provider organization. This instrument instructed clinical managers to name all of the supervisors in their organization and to indicate which supervisory responsibilities each one performed. The second data file contains the responses to the Supervisor Survey questionnaire.The third data file contains the responses of clinical managers who also functioned as supervisors in their organization. These clinical managers responded to the same questions in the Supervisor Survey questionnaire, except for ten questions that were worded somewhat differently.

The data pertaining to this study was the result of an exhaustive investigation into the nature of the firms composing the Egyptian garment industry. The data capture various characteristics of the firms relating to each one's level and order of integration into the production of fabrics and garments and into retail. Part 1 of the study contains the data obtained from the initial screening interviews administered to each firm by phone to determine the prevalence and nature of integration present in its operations. This information was used to determine which one of the four study questionnaires would be administered to each firm during the final interview. Each questionnaire produced four datasets containing (in this order):

• general questions
• contracts
• lock in, switching costs, and temporal specificity
• product information.

Questionnaire 1 (Parts 2-5) was administered to the firms for which the following four scenarios was true: (1) garment production and retail occurred at the same time at the establishment, and both garment production and fabric production took place at the same time at the establishment, (2) garment production and retail occurred simultaneously at the establishment, but fabrics were not produced in-house, (3) garment production occurred before retail while garment and fabric production were simultaneous at the establishment, and (4) garment and fabric production that occurred simultaneously at the establishment but retail operations not performed in-house (i.e. did not own or rent its own retail stores). Questionnaire 2 (Parts 6-9) was completed by the firms for which the following two scenarios were true: (1) garment production was subsequent to fabric production, and garment production was started prior to retail, or (2) garment production was started prior to retail, and the firm did not produce any of its own fabrics. Questionnaire 3 (Parts 10-13) was given to the firms for which the following three scenarios were true: (1) garment production began simultaneously with fabric production but not at the onset, and for which retail started subsequent to both garment and fabric production, (2) both fabric production and retail had started subsequent to garment production, and (3) garment production started before fabric production, and the firm did not perform in-house retail operations. Questionnaire 4 (Parts 14-17) was administered to firms for which the following two scenarios were true: (1) garment production was subsequent to fabric production, but in-house retail operations were not performed, or (2) there was no fabric production or in-house retail operations. Each of the four questionnaires contained an identical screening section (in addition to the screening information found in Part 1) in order to ensure that the appropriate questionnaire was administered during the interview. Specific questions regarding each firm's management, sister companies, products, operations, and other firm-level characteristics varied depending on the questionnaire. However, sections eight and nine, dealing with fabrics and fabric suppliers, were identical across all questionnaires.