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Applications for clinical psychology training far outstrip places and relevant work experience is key. Paid opportunities are limited and therefore many choose volunteering, with well-connected graduates faring best. To promote equal opportunities a coordinated psychology graduate voluntary internship programme was established in a National Health Service Trust in the South of England. The purpose of this paper is to evaluate intern and supervisor outcomes, equality of access and adherence to governance standards.

Three cohorts of interns, unappointed applicants and supervisors were surveyed. Between 2013 and 2016, 270 psychology graduates applied, 119 were recruited and 151 either refused a place or were unsuccessful. In total, 91 supervisors provided service-level feedback.

Interns and applicants were predominantly young, able-bodied white British heterosexual females. Demographic profiles were similar and broadly representative of psychology graduates nationally. While fewer were from Black and Ethnic Minority backgrounds, proportions were greater than the local population. Participants were more socioeconomically privileged than undergraduates nationally. The scheme was popular and well governed according to interns and supervisors. Post-internship employment prospects were improved, with most interns gaining paid mental health roles like assistant psychologist. Most supervisors commented on the positive contribution made by interns to service outcomes.

This study makes a significant contribution to the literature on voluntary psychology graduate posts, an area under-researched until now. Our results suggest that a coordinated, transparent approach can benefit both interns and services by minimising exploitation and maximising developmental opportunities for the new graduate. The programme makes an important contribution to addressing inequalities experienced by psychology graduates attempting to enter mental health careers.

Compares the values underlying the behaviour of a sample of 87 US, 56 Jamaican, 42 Bahamian, 106 Colombian, and 12 Israeli managers and professional staff. Refers to literature defining individualism and collectivism, uncertainty avoidance, power distance, and masculinity/femininity; as well as literature establishing these values as instrumental or terminal. Hypothesizes that each country‘s respondents will record different instrumental values, with the US respondents being ambitious, independent, intellectual and logical (vertically individualist); the Colombian, Jamaican and Bahamians being ambitious, cheerful, forgiving, helpful, loving, obedient and polite; and the Israelis also valuing the latter six qualities. Describes the methodology used and data analysis. Indicates expected results from the findings, other than the Jamaicans and Bahamians were found to value ambition and independence more highly than hypothesized, and the Israelis valued love and obedience but not cheerfulness and forgiveness. Discusses the implications of the findings in the light of the high failure rate of expatriate assignments.

Acculturation profiles based on the self‐oriented, others‐oriented, and perceptual dimensions of acculturative adjustment were derived for MNC employees of American, Canadian, Indian, Japanese, Latin American, Carribean and Nigerian origin. Our finding of significant, target‐specific, intercultural differences is of paramount importance in delineating areas of predeparture expatriate training and development.

This article summarizes a study that identified and described federal information inventory/locator systems. Such locator systems provide an important means of accessing a range of government information not previously available to the public or other government officials. Overall, the study's goal was to improve access to and use of U.S. government information. The study produced a final report describing study efforts, identifying issues and conclusions, and recommending the design of an networked‐based government‐wide information inventory/locator system (GIILS) (Volume I), the Federal Locator Database (FLD) — a machine‐readable database of descriptive information on some 250 federal databases, of which fifty‐three met the study's criteria as a locator, and a user's guide to that database (Volume II includes a machine‐readable version of the database and the user guide and codebook). The study recommends that the U.S. Office of Management and Budget develop a policy framework requiring agencies to design and maintain machine‐readable locators, meeting certain requirements and standards and that these be accessible over the Internet/NREN.

Over the past decade, academic librarians have identified increasingly sophisticated learning objectives for programs of bibliographic instruction. The new objectives include the use of conceptual frameworks, the development of skills in topic analysis and problem solving, and the study of scholarly communication and bibliographic structure in a particular field of knowledge. As these objectives gain acceptance in library instruction programs nationwide, the old, familiar objectives, such as learning how to use an index, have become the target of growing criticism.

Reference statistics over the past ten years at the Association of Research Libraries (ARL) reference desks have been gradually declining. In this survey, the author examined whether libraries are changing their services in response to these declines. A survey was conducted of ARL heads of reference services. Results show that reference services are responding to changes in statistics and resources by reorganizing, changing staffing levels, adding new services, and eliminating some services that are no longer useful. Librarians are performing more than reference activities, including collection development, and instruction. In addition, services for distant users are becoming more prevalent. Finally, libraries are conducting needs assessments to discover whether their users are satisfied with the current services and collections in their libraries. Areas for further research are explored.

This paper is a case study of the decision at Central Michigan University to take librarians off the reference desk. Departmental data on reference desk traffic and other ancillary functions of the reference department was used to make the case for removing the librarians from the desk. Data collected since the decision was made has supported the decision to move to an on-call reference desk staffing model. The paper aims to discuss these issues.

The department reviewed and analyzed data on reference desk transactions of all types from previous years to inform its decision making. Data trends and an analysis of the nature of the questions asked at the reference desk were instrumental in the analysis.

The department determined that the statistical data justified the removal of the librarians from the reference desk. Data collected since moving to the on-call model supports the earlier decision.

This paper provides libraries considering their own desk staffing models with a discussion of another library’s decision-making process and evidence of a successful migration to a new reference service model.