Products - Data Briefs - Number 1. NCHS Data Brief No. May 2. 01. 4PDF Version (4. KB)Jaime Gahche, M. P. H.; Tala Fakhouri, Ph. D., M. P. H.; Dianna D. Carroll, Ph. D.; Vicki L. Burt, Sc. M., R. N.; Chia- Yih Wang, Ph. D.; and Janet E. Fulton, Ph. D. Key findings. Data from the National Health and Nutrition Examination Survey (NHANES), 1. Cardiorespiratory fitness is one component of physical fitness and is defined as the . Cardiorespiratory fitness is most often measured by maximal oxygen uptake (VO2max), which is the maximum capacity of the body to transport and use oxygen during physical activity (2). This report presents the most recent national data on the percentage of youth who had adequate levels of cardiorespiratory fitness. Adequate levels of cardiorespiratory fitness are based on standards that are age- and sex- specific and established based on how fit children need to be for good health. Keywords: exercise testing, National Health and Nutrition Examination Survey, National Youth Fitness Survey. One- half of boys and about one- third of girls aged 1. For both age groups, a higher percentage of boys than girls had adequate levels of cardiorespiratory fitness. There was no significant difference between the younger and older age groups, for girls or boys, in the percentage of those who had adequate levels of cardiorespiratory fitness. Figure 1. Percentage of youth aged 1. Percentage of youth aged 1. Percentage of youth aged 1. The percentage of girls decreased from 4. Percentage of youth aged 1. NNYFS is NHANES National Youth Fitness Survey. Learn about the benefits of regular exercise & the best way to approach physical fitness online at Youth Central. The Presidential Youth Fitness Program is a comprehensive school-based program that promotes health and regular physical activity for America’s youth. Access data table for Figure 4 . The findings indicate that one- half of boys and one- third of girls aged 1. No significant differences were found in the percentage of youth having adequate levels of cardiorespiratory fitness by race and Hispanic origin, or by family income- to- poverty ratio. Compared with normal weight youth, a smaller percentage of overweight and obese youth had adequate levels of cardiorespiratory fitness. About one in five adolescents aged 1. The findings indicate the percentage of youth with adequate cardiorespiratory fitness decreased from 5. It was established by comparing youth cardiorespiratory fitness levels with measures of health in a nationally representative sample (NHANES 1. Health & Wellness Arts. YU is on the forefront of mental health care for transitional age youth and is helping create new policies and. Sports & Physical Fitness. Mid Murray Health, Fitness and Youth. Keep up-to-date with Mid Murray Council's Health, Fitness and Youth services and. Department of Health and Human Services. FIPR accounts for inflation. Get Motivated, Get Moving, Get Fit! This age-appropriate fitness program is designed to improve the health, strength, and physical endurance of youth. Online magazine featuring articles, advertising, events, and resources for sports and recreation, fitness and exercise, health and wellness. Go Gorilla Youth Fitness and Wellness Program. Street Wize Foundation is a youth-serving organization working to educate and empower youth about wellness and to. Our Teen Fitness Program will be made available for youth ages 12 to 17 at all GoodLife Fitness clubs from coast to coast, across Canada. The program will be made. Income eligibility for participation in the Supplemental Nutrition Assistance Program (SNAP) is 1. FIPR (< 1. 30% FIPR) (6). Larger FIPRs indicate greater income. Weight status: Categories were based on the Centers for Disease Control and Prevention. The three categories were underweight or normal weight (a BMI- for- age less than the 8. BMI- for- age ranging from the 8. BMI- for- age greater than or equal to the 9. Data sources and methods. NHANES 1. 99. 9. Both NHANES and NNYFS are conducted by CDC. Both of these population- based surveys use a complex, stratified, multistage probability cluster sampling design. NHANES data collection is based on a nationally representative sample covering all ages of the civilian noninstitutionalized United States (8). NNYFS was a 1- year survey conducted in 2. This survey was conducted in conjunction with the 2. NHANES and the survey design was based on the design for NHANES, with the NNYFS sample selected from an independent sample of dwelling units within the segments selected for NHANES. In both NHANES and NNYFS, participants received an interview at their homes and then a physical fitness examination in a specially equipped mobile examination center. Cardiorespiratory fitness was measured using a submaximal treadmill test. This test was conducted using the same protocol for all survey periods (1. Participants were assigned to one of five treadmill test protocols varying in grade and speed based on sex, age, BMI, and level of self- reported physical activity. The goal of each protocol was to elicit a heart rate that was approximately 7. Heart rates after each of the two exercise stages were then used in an equation to estimate VO2max. The percentage of youth who had adequate levels of cardiorespiratory fitness was then determined based on the thresholds set by The Cooper Institute (1. Self- reported race and Hispanic origin groups as defined in NHANES and used in the analysis were non- Hispanic white, non- Hispanic black, Hispanic, and . Taylor series linearization was used to calculate standard errors. Confidence limits of 9. Wald method. Differences between groups were assessed using a univariate. To test for linear trends, the null hypothesis of a nonlinear trend was examined using orthogonal polynomials. Statistical analyses were conducted using SAS version 9. SAS Institute, Inc., Cary, N. C.) and SUDAAN version 1. RTI International, Research Triangle Park, N. C.). Burt, and Chia- Yih Wang are with CDC. Physical activity, exercise, and physical fitness: Definitions and distinctions for health- related research. Public Health Rep 1. Gordon RS, Franklin KL, Baker JS, Davies B. Determination of aerobic work and power on a rope- braked cycle ergometer by direct measurement. Appl Physiol Nutr Metab 3. Ogden CL, Carroll MD, Kit BK, Flegal KM. Prevalence of childhood and adult obesity in the United States, 2. Welk GJ, Laurson KR, Eisenmann JC, Cureton KJ. Development of youth aerobic- capacity standards using receiver operating characteristic curves. Am J Prev Med 4. 1(4 Suppl 2): S1. Department of Health and Human Services. Poverty guidelines, research, and measurement. Department of Agriculture. Supplemental Nutrition Assistance Program (SNAP): Eligibility. Changes in terminology for childhood overweight and obesity. National health statistics reports; no 2. Hyattsville, MD: National Center for Health Statistics. Zipf G, Chiappa M, Porter KS, et al. National Health and Nutrition Examination Survey: Plan and operations, 1. National Center for Health Statistics. Vital Health Stat 1(5. Centers for Disease Control and Prevention. National Health and Nutrition Examination Survey National Youth Fitness Survey (NNYFS), 2. Hyattsville, MD: National Center for Health Statistics. National Youth Fitness Survey (NYFS) Treadmill Examination Manual. Hyattsville, MD: National Center for Health Statistics. Cardiovascular Fitness Procedures Manual. Hyattsville, MD: National Center for Health Statistics. Fitnessgram & Activitygram Test Administration Manual, Updated 4th Edition. Dallas, TX: The Cooper Institute. Suggested citation. Gahche J, Fakhouri T, Carroll DD, et al. Cardiorespiratory fitness levels among U. S. NCHS data brief, no 1. Hyattsville, MD: National Center for Health Statistics. Copyright information. All material appearing in this report is in the public domain and may be reproduced or copied without permission; citation as to source, however, is appreciated. National Center for Health Statistics. Charles J. Rothwell, M. S., M. B. A., Director. Jennifer H. Madans, Ph. D., Associate Director for Science. Division of Health and Nutrition Examination Surveys. Kathryn S. Porter, M. D., M. S., Director.
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Human Resource Leadership Program Company General Electric Jobs, Employment. Human Resource Executive Online . How many of you, he posed to them, believe your companies value your HR leaders as much as your CFO? It's crazy, and yet that's the way it is. Thriving in the company's fast- paced, demanding environment, Conaty, considered a giant in the field of human resources, has been intimately involved in the corporation's highly visible CEO succession plan and widely heralded corporate- governance initiatives. In the transition after the Jack Welch- era, when GE could have followed the path of other companies in similar situations where the loss of a respected leader was followed by an exodus of insiders, Conaty has successfully kept the corporation's stable of leadership riches intact. And while dealing with the demands of globalization, health- care increases, union unrest and two major acquisitions and a divestiture, he has continued GE's tradition of superbly managing careers, building exceptional HR leaders and leading a companywide effort to drive a diverse talent pool. In his off hours, when not spending time in his vacation home in New Hampshire with his family, Conaty contributes to strategic human resource leadership in general as chairman of both the HR Policy Association in Washington and the National Academy of Human Resources in Santa Fe, N. M. For those and other reasons, the soft- spoken and tough- minded Conaty, GE's senior vice president of corporate human resources, was chosen as the 2. Resources Leadership Program (HRLP) is designed to provide participants with the opportunity to gain practical hands-on human resources experience. The Human Resources Leadership Program. Human Resources Leadership Program (HRLP). Human Resource Executive of the Year. The challenges just pump him up. Conaty has worked with GE for his entire career, after graduating from Bryant College with a bachelor's degree in business administration - - with a tour of military duty thrown in after a three- year GE management program. Through the years, he has worked in human resource roles in GE's Transportation Division and Aerospace Human Resources Operation, and was plant manager of GE's Diesel Engine Plant before moving to GE Aircraft Engines, where he was HR vice president prior to assuming the corporation's top HR spot. One of his first tasks at the HR helm was the search for a new CEO. How is Human Resource Leadership Program abbreviated? What does HRLP stand for? Arrington graduated from GE's corporate human resource leadership program. The process was a textbook example of success, says Marc Chini, vice president of HR for GE Transportation. Conaty and Welch constantly reviewed candidates over a series of years, placed contenders in different assignments, compared year- over- year data and analyzed how candidates . It wasn't a hit- or- miss proposition. As the process glided toward its top- secret culmination, Conaty and Welch decided to name replacements for the top contenders - - Immelt (then CEO of GE Medical Systems), James Mc. Nerney (then CEO of GE Aircraft Engines, now CEO of 3. M) and Robert Nardelli (then CEO of GE Power Systems, now CEO of Home Depot) - - because they decided it was extremely unlikely the unannointed would remain at GE. By having the contenders train their own successors, the transitions throughout the organization were smooth, Chini says. Donovan, who left GE to become executive vice president of human resources for Home Depot in April 2. HR Executive of the Year. GE's leadership riches, Donovan says, are due to many things. Among them: the leadership- development programs at GE's 5. Ossining, N. Y., known as Crotonville; the way careers are managed and rewarded; and the organization's well- known . Process aside, Conaty has an innate ability, say observers, to judge character and situations, to spot phonies and to relate to people, from janitors to board directors. GE Leadership Programs. Undergraduate Leadership Programs. The Human Resources Leadership Program. Degree Awarded: MS Unit: GE Program Webpage. Concentration in Human Resource Leadership. Ge hrm project 3,117 views. Human Resource Management General Electric. GE offers an entry-level leadership program. Jean joined GE on the Operations Management Leadership Program at GE's aerospace business and later moved to GE Aviation for. He joined GE in 1997 on the Human Resources Leadership Program (HRLP) at GE Capital. Human Resources Leadership Development - AT&T Careers Anna Cvecich Vice President, Human Resources General Electric Canada Anna began her GE career in 1990 on the Human Resource Leadership Program (HRLP) and served as the HR Manager for GE Information Services, GE Fanuc, GE. And with all of those people, they say, he exhibits integrity and fairness, shares credit, accepts blame for failure and always stays in control. He respects the confidences of others and remains true to his own words. Conaty also, says Donovan, has the ability . So, too, is differentiation. The company's controversial . We've got a company that is trying to grow revenue and earnings to be double digits every year, and it just doesn't happen from having a bunch of average people. Conaty regularly attends large activities and dinners sponsored by GE's affinity groups: the GE Women's Network, the African- American Forum, the Asian- Pacific Forum and the Hispanic Network, among others, she says. That visible, subtle endorsement just doesn't happen at most other companies, Elam says. Even more important, the company's talent- development processes require all managers at the executive level to slot at least one diverse candidate on their succession slates. Company leaders regularly review present and future gaps in leadership as they relate to diversity and business needs. Executives are reviewed on their diversity- promotion efforts and unsatisfactory performance affects their performance rating. His open and candid relationships with the corporation's senior executives allow him to make sure important information gets passed along, without burning his colleagues. Some HR leaders, Welch says, . He's gotten a settlement in every single . He's not a guy who meets them every three years. He meets with them constantly. That was the first labor action against GE in more than 3. At the same time, the company enhanced its pension program and offered an . He always weighs the employee perspective on every issue, always has a . You never have to be fearful of doing the right thing. Under Conaty's leadership, GE set specific goals on the amount of GE stock each senior officer must hold (six times base salary for the CEO, five times base for vice chairmen and four times base for senior officers such as Conaty). It also removed stock options and restricted stock from Immelt's compensation, using instead performance- share units that vest in five years and are tied to internal and external financial metrics - - if GE's total shareholder return meets or exceeds that of the S& P 5. Stock options, though less attractive because of the relatively flat market, remain a valued part of GE's compensation, Conaty says, but top executives cannot exercise options or receive premiums until one year from the vesting date. As such, the organization has become more involved in congressional lobbying and stakes out positions on various legislative issues under discussion. In addition, in an extremely ambitious effort, the organization has undertaken a health- care initiative striving to deal with the problem of uninsured working Americans. The three- prong effort, involving a coalition of Fortune 5. GE's corporate health- care staff is helping define strategy); and a spotlight on the manufacture and cost of prescription drugs, including the impact of pharmacy- benefit managers' pricing. As chairman of the prestigious National Academy of Human Resources, Conaty helped launch the Chief HR Officers Academy. The academy is a venue for new senior HR executives from global companies to meet with top CEOs who can fill them in on what CEOs are looking for in their HR leaders. For Welch and Immelt, no other HR executive could do better than Conaty. He's the best I've ever seen. He, as much as anybody I ever worked with, was totally able to make me feel from the very first day that he was there as a full partner. Unbelievable intuition. A special, special, special man. When the organization adopted the Six Sigma program, Conaty made sure thousands were trained, and that competency was evaluated, measured and rewarded. Six Sigma was tied into the HR review process and became a requirement for promotion. As globalization took center stage, Conaty emphasized the importance of it by restructuring HR to create a global training program and including employees from global enterprises on his own HR staff. In the past year, Conaty has had to integrate the two largest deals in GE's history: the $1. Amersham, a British biomedical company, and the $1. Vivendi Universal Entertainment, which includes NBC, Universal Pictures and many other recognized entertainment brands. Conaty worked with the businesses to formulate organizational structure, determine key leaders, create competitive executive compensation and benefits packages and ensure a smooth integration. At the same time, he worked on the divestiture of GE's insurance business, with the public offering of a new company, Gemworth Financial. When he came to corporate headquarters, he had always previously worked in factory environments, he says, and when house- hunting, kept asking the real estate agent, 'How far are we from the plant?' She kept asking, 'What plant?' until she realized he was talking about the corporate headquarters. Where the real work is being done. Where the income is coming from.'. I am way the hell more comfortable dealing with our business leaders who are out there slugging it out every day than I am sitting around in corporate meetings. FHA loans have been helping people become homeowners since 1934. 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Census on a number of key demographic variables including gender, age, region, race/ethnicity, and parental education level. An additional clinical sample of over 1. ADHD and other clinical disorders were also collected. Individuals whose only exposure to testing is gained from this program and its manual will not, in. Like previous versions of the Conners’ CPT test. The Conners' Continuous Performance Test II. The Conners Continuous Performance Test - 2 (CPT-2; Conners. Conners’ Continuous Performance Test computer program 3.0 User’s manual. Continuous Performance Test performance in a normative. Evaluate attention disorders and neurological functioning with the Conners Continuous Performance Tests, now with both visual and auditory attention assessments. The Conners’ Continuous Performance Test II evaluates attention. Reliability and Validity data is provided by the CPT II Technical Guide and Software Manual. Conners’ Continuous Performance Test II (CPT II. 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