Search results

The Archives Administrators Survey endeavored to reach administrators leading archives in the United States. Archives administrators are defined as the most senior leaders and decision makers at their archives, regardless of archive size. Administrators may oversee large archives organizations, archives departments or units situated within broader institutions, or community archives collections. Archives administrators may manage employees or volunteers or, in some cases, may be the sole steward of an archival collection.

Respondents were asked about the characteristics of their archives department or organization; staff scope; administrator responsibilities; recruitment and retention; funding and spending; organizational strategy; diversity, equity, inclusion, and accessibility; the impact of the COVID-19 pandemic; upskilling and professional development; and community archives.

Demographic variables include respondents' years in their current role, total years of experience, degrees, age, gender, race, and sexual orientation, as well as whether they are transgender, have a disability, or are a care-giver.

This data collection is comprised of responses from two sets of survey questionnaires, the basic Current Population Survey (CPS) and a survey administered as a supplement to the February 2014 basic CPS questionnaire. The supplement, on the topic of public participation in the arts in the United States, was sponsored by the National Endowment for the Arts.

The CPS, administered monthly, collects labor force data about the civilian noninstitutional population aged 15 years old or older living in the United States. Moreover, the CPS provides current estimates of the economic status and activities of this population which includes estimates of total employment (both farm and nonfarm), nonfarm self-employed persons, domestics, and unpaid helpers in nonfarm family enterprises, wage and salaried employees, and estimates of total unemployment. The basic CPS data are provided on labor force activity for the week prior to the survey. In addition, CPS provides respondents' demographic characteristics such as age, sex, race, marital status, educational attainment, family relationship, occupation, and industry.

In addition to the basic CPS questions, the February 2014 Annual Arts Basic Survey (AABS) questions were asked of the CPS respondent and spouse as well as another randomly selected household member aged 18 or older and his/her spouse. About one-quarter of the sampled households were asked the supplement questions. Interview numbers 3 and 7 were asked the supplement questions. If the selected person had a spouse or partner then questions were also asked of the spouse/partner. The supplement contained questions about the sampled member's participation in various artistic activities from February 2013 through February 2014. Questions were asked about the use of pottery, ceramics, jewelry, leatherwork, metalwork and woodwork. They were also asked about weaving, crocheting, needlepoint, knitting, sewing, and whether they played a musical instrument. Questions also included doing any acting, singing or dance. Interviews were conducted during the period of February 16-22, 2014. The total sample size of the 2014 AABS was 150,443 Americans, ages 18 and older.

The Criminal Justice Drug Abuse Treatment Studies 2 (CJ-DATS 2) was launched in 2008 with a focus on conducting implementation research in criminal justice settings. NIDA's ultimate goal for CJ-DATS 2 was to identify implementation strategies that maximize the likelihood of sustained delivery of evidence-based practices to improve offender drug abuse and HIV outcomes, and to decrease their risk of incarceration.

The Organizational Process Improvement Intervention (OPII) study (aka Assessment study) focused on implementing assessment and treatment planning processes. Screening and assessment were used to identify substance abuse-related problems and to develop programming to address the problems so identified.

The OPII study engaged corrections and treatment agencies to improve the quality of interagency communication through the effective use of assessment and case planning processes and treatment referrals. Both inter-agency and intra-agency change processes were targeted. A multi-phase implementation protocol was used, wherein agencies engaged in team development, needs assessment, planning, implementation, and sustainability in distinct steps. Early- and delayed-start sites allowed the research team to control for effects of environmental changes within states. The protocol targeted critical communications channels between otherwise often highly segregated correctional and treatment agencies.

Evaluation of the OPII used a multi-site cluster randomized design with multiple measures over the course of the intervention. Clusters consisted of a criminal justice agency and one or more community treatment providers that received referrals from that criminal justice agency. Each of the 9 centers had two clusters (one had three), and each cluster was randomized to an Early-Start or a Delayed-Start condition with multiple measures over the course of the intervention. After randomization, the Early-Start sites began the OPII, while the Delayed-Start sites conducted business as usual, without any additional intervention. After approximately 12 months, or when the Early-Start change team completed the Implementation phase, the Delayed-Start change team began to carry out the protocol.

Throughout the study period different subsets of individuals working at correctional facilities and treatment programs at the study sites were asked to complete surveys. During the Baseline period of the study survey data were collected from correctional staff, correctional directors, treatment staff, treatment directors, correctional executives and treatment executives. These data can be found in (DS1-DS12). The executive respondents provided information at the organizational level for the programs they oversaw (DS5, DS6). Next, Needs Assessments were completed by the change teams and their facilitators (DS13-DS14). The change teams and facilitators also responded to surveys on Process Improvement Planning (DS15-DS19). During the Implementation stage, surveys were administered to select substance abuse treatment programs, change team facilitators, change team members and the immediate supervisors of the change team members (DS20-DS27). Selected correctional and treatment staff members (in the Early-Start sites only) were asked to complete Follow-up surveys at the end of the OPII process (DS28-DS33). Staff members who completed surveys also provided demographic data (DS36-DS41). DS42 is a restricted use version of DS41. Change team members kept track of the time they spent on OPII activities (DS35). Change team success was evaluated by a subset of raters (DS34).

Surveys were administered at 21 study sites and there was a total of over 2,700 survey respondents.

This study of 797 adults in the Detroit metropolitan area provides information on their attitudes toward work and their motivations for working, as well as their orientation toward many social and political issues. The study was a combination of two separate studies: ORIENTATION ON MORAL ISSUES IN A METROPOLIS by Robert Angell, and THE MEANING OF WORK by Robert Kahn and Robert Weiss. Respondents were asked about the importance of work in their life, the things in their job that made them feel important, the things they wanted from their job that it did not provide, the other areas of their life that made them feel useful, and the people in their lives that influenced their choice of occupation. A number of questions that focused on women working outside the home probed respondents' feelings about how a husband was affected by a working wife, and if there were kinds of jobs that women should not have. Other questions probed respondents' views about what the United States should do in the event of an attack by the Soviet Union on a western European country, a parent not allowing a child to recite the Pledge of Allegiance in school, the proposed racial integration of schools, appointment or election of government officials, effecting changes in the United States Constitution, trial by a jury or a judge, ways to effect world peace, the most important problem for the United States in the future, and a Communist revolution in a Latin American country. Additional items explored respondents' opinion of the Detroit newspapers and the Detroit newspaper strike, and their satisfaction with their neighborhood. Respondents were also asked about their political party preference, as well as their use and ownership of telephones. Demographic variables specify age, sex, race, education, place of birth, marital status, number of children, nationality, religious preferences, occupation, family income, length of residence in the Detroit area, home ownership, length of time at present residence, and class identification.

This study of 656 respondents in the Detroit metropolitan area provides information on their religious attitudes and activities, as well as their economic and political attitudes and behavior. Respondents were asked about their belief in God and in life after death, the effects of their religious beliefs on their political beliefs, and the kinds of issues religious leaders should take a public stand on. Several questions probed respondents' views of other religious groups, as well as their attitudes on such issues as gambling, birth control, and the use of alcohol. Other topics covered include: information about respondents' economic behaviors such as saving and purchases on installment plans, respondents' opinions of government take-over of large industries and greater involvement in education and housing, respondents' attitudes toward income-earning work, science, degree of free speech, and racial equity, inter-group images, family and child-rearing patterns, welfare legislation, civil liberties, international relations, legislation on moral issues, doctrinal orthodoxy, devotionalism, and the effects of religion on politics as well as on daily life. Demographic variables specify age, sex, race, education, place of birth, marital status, number of children, length of time at present residence, religion, political party affiliation, income, occupation, original nationality of husband's and wife's family, home ownership, social class identification, and length of residence in the Detroit area.

This survey focused on factors that influence social change in the Michigan tri-county area of Oakland, Macomb, and Wayne counties and the changes that have occurred over time with respect to different ethnic groups and women. Respondents' opinions were sought on issues such as job discrimination, including pay and promotion on the basis of race, ethnicity, or gender, factors that influence employers in hiring decisions, such as experience in line of work, formal education, references, looks and appearance, age, race, and gender, possible reasons for Blacks' having worse jobs, income, and housing than Whites, and factors that affect this situation, such as racial discrimination, perceived inferior ability, lack of educational opportunities, and lack of motivation on the part of Blacks. The survey also elicited respondents' views on factors influencing residential segregation, including the lack of affordable housing for African Americans and other ethnic minorities and the lack of Whites' acceptance of these ethnic minority groups in White neighborhoods. Other variables probed respondents' attitudes toward interracial marriage, segregated and desegregated schools, all-Black male and all-Black female public schools, nonviolent and violent means of social change among Blacks, government legislative measures such as the cut in welfare cost, parental approval for under-age abortion, the amount of federal taxes paid, and affirmative action for women and African Americans in job training, education, hiring, and promotion. Also explored were respondents' feelings about the quality of city and neighborhood services, public schools, crime, and the desirability of living in Wayne, Oakland, and Macomb counties and some of the suburbs around Detroit. Additional variables examined respondents' views on comparative wealth and intelligence among ethnic groups such as Asians, Blacks, Hispanics, Arab Americans, and Whites, the degree of discrimination toward Hispanics, Blacks, Asians, and women, and the high degree of self-reliance among immigrant groups and nationalities in the United States as compared to United States minorities such as African Americans. Questions on the respondents' educational background covered the level of education and professional qualifications. Additional information gathered by the survey includes duration of residence in the tri-county area and at the current residence, place of previous residence, employment status, place of employment, mode of transportation to work, income, current debts and assets, job benefits, previous military service, information on family and household members, religious denomination, presidential candidate preference, age, race, ethnicity, skin tone if Black, marital status, and gender.

This survey focused on the influence of education on respondents' attitudes toward a variety of issues, including crime, city services, police protection, neighborhoods, health-care coverage, taxes, public schools, the North American Free Trade Agreement (NAFTA), and government involvement in correcting class, gender, and race disparities. The survey also sought respondents' opinions on issues such as race relations, discrimination against women, racial balance in schools, laws against interracial marriages, housing discrimination law, racial profiling, and voting for a Black presidential candidate. Respondents were questioned on the comparative differences between Blacks and Whites in types of jobs held, housing, and level of income, and why Blacks were worse off than whites, the effects on property values of Blacks moving into White neighborhoods, and the high rate of unemployment and crime among Blacks as compared to Whites. Also explored were respondents' feelings about the death penalty, immigrants, other races, poor people, minority groups, affirmative action, homosexuality, television violence, censorship, and abortion. Questions on the respondents' educational background covered the types of elementary and secondary schools they attended and grades earned, level of education and degrees earned, and types of college(s) attended. Additional information gathered by the survey includes respondents' duration of residence in the tri-county area and at the current residence, place of previous residence, employment status, social class stratification, religious denomination, party preference, participation in social and political life, and knowledge of current affairs. Demographic information includes respondents' gender, age, marital status, race, and ethnicity.

This survey explored the ways in which social influences, such as stress and racism, affected health, and the impact these influences had on the respondents' outlook on life. Respondents were questioned about their health status and their exercise, smoking, sleeping, and dieting habits, as well as about diagnosed health problems and depression and their effects on daily activities. Respondents were also asked a series of questions regarding their employment status, type of job and whether it was a supervisory position, the racial makeup of their workgroup, their perceptions of their position and job, the likelihood of their finding another job, hassles experienced while at work, and whether they had any trouble balancing family and work. Another series of questions asked respondents whether they had been a victim of a serious physical attack or assault, robbery, or home burglary, if they had ever been unfairly searched, stopped, or questioned by police, why they felt they had been treated this way, and if they felt they had ever been treated unfairly by a teacher, landlord, or neighbor. Opinions were also solicited on the respondents' experience with depression and anxiety. Respondents were asked whether they felt it was possible to reach their goals, how satisfied they were with their present situation, how often they felt depressed and how long this feeling lasted, whether they lost weight or sleep due to this feeling, how this feeling of depression made them view themselves, how often and how long they were worried about things that were not likely to happen, how often they worried about non-serious things, and how they felt physically when they were anxious or depressed. Another set of questions queried respondents on alcohol and drug use. Respondents were asked how often they drank alcohol, the most they had to drink at one time, whether they had experienced any addiction to alcohol or experienced any emotional or psychological problems associated with drinking, whether they had any problem controlling their drinking, whether they had used drugs outside of a doctor's order, what types of drugs they had used, how often and in what type of situations they had used these drugs, and whether they had any addiction to the drugs. Respondents were also asked whether they had a regular doctor, whether they went to a doctor's office or clinic to seek medical attention, the last time they had gone for a checkup, how they were treated by staff at the visit, whether they trusted their doctor, the reasons why they did or did not receive medical attention, and whether they had health insurance. Respondents were also asked for their perceptions of differences between Blacks and whites, attitudes toward affirmative action with regard to employment, and their attitude toward interracial relationships. Another battery of questions queried respondents on any fears or phobias they had, such as a fear of animals, water, or visiting a doctor or dentist. Questions focused on the severity of these fears, how long they had had these fears, and how much these fears interfered in daily activities. A final set of questions gathered demographic information on respondents such as highest level of education completed, political affiliation, religious affiliation, level of religious participation, importance of religion, birth date, whether they owned their own home or rented, how much they spent on food each week, total family income for the year 1994, and the height and weight of respondents.

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.

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, this survey interviewed DCWs at two points during the demonstration. The Time 1 interview was fielded as soon as establishments enrolled in the demonstration and provided a list of their DCWs (July 2004 to December 2006), and the Time 2 interviews were completed 12 to 28 months after the Time 1 interviews (April 2006 to June 2007). Both rounds of the survey used the same self-administered questionnaire which included questions about length of employment, job satisfaction, job rewards and problems, supervision, perceptions of quality of care, job confidence, training, intent to quit, and demographic characteristics. The survey also elicited recommendations for improving DCWs' jobs by asking the open-ended question "What is the single most important thing your employer could do to improve your job as a direct care worker?"

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.

Job Satisfaction in the House of Representatives, 1999, reflects data collected from a mail survey of former members of the House of Representatives conducted in the Summer of 1999. The survey was funded by a grant from the Dirksen Congressional Center and the Caterpiller Foundation.

The collection includes data about former members who left congress between 1970 and 1999; of the 401 former members who were sent surveys 228 responded for a response rate of about 57%. The respondents were surveyed about reasons why they left congress, their relationships with their colleagues, satisfaction with position, and aspects of their family. Demographic variables included in this dataset are marital status and political party affiliation.