This video is brought to you by The Body by Vi 90 day Challenge. Join the Challenge here: http://ow.ly/l4fVi

“You find out as significantly or a lot more in the CFA plan as in an MBA plan since the tests are targeted on the sorts of factors you want to know to be a inventory investor,” suggests C. Beth Cotner, chief investment officer for the Large-Cap Progress Equities division at Putnam Investments in Boston. Conrad Herrmann, a senior vice president and portfolio manager for Franklin World-wide Advisers agrees with Cotner on the price of the CFA system. “It really is one particular of the metrics we search at,” he mentioned. “It’s not needed, but we strongly stimulate it. It’s a way of creating confident that all of our analysts are on the same website page and that they can talk about items in a widespread language.”

The MBA will have a broader variety of enterprise know how: “the MBA Device Box”. If you would rather be a specialist with a uncommon talent set that is in substantial need in one particular very slim market, then go for the CFA. But beware of the reality that a lot of men and women are having the checks. There is a legitimate concern of the certification turning out to be “diluted” with several charter holders lessening the financial worth of the credential in the in close proximity to foreseeable future.

The MBA has related troubles, but the MBA addresses a wider established of abilities, and is overall the more adaptable and versatile of the two business qualifications. Contained inside of the calculus of determining whether or not to get an MBA is the additional fiscal load of leaving perform for one to two years and foregoing your wage for that sum of time. Also, even though CALP seems to equate cognitive and tutorial growth, SLIC just denotes the phase of next-language improvement in which the learner is ready to comprehend instruction and complete quality-amount faculty actions employing the 2nd language alone, in the local instructional setting.

Finding out bing for the CFA exams, whether or not independently or with a examination prep company, doesn’t guarantee you will at any time go the tests.

Resources, manufacturing procedures, tolerances of made areas and other high quality problems and relying on how well this kind of firms are managed can have a potent influence on how lengthy any certain make of model of automobile will very last.

one.The company does a little product research, some surveys, focus groups, samples earlier item info, and then has a look at what’s working for the competitors. nine.Thus we get there at the instant of…hold out for the mysterious music… “Mystery Warranty.” All of a unexpected the service writer goes all decent and useful. It is an amazing thing to see. It might go some thing like this. The provider author states, “You’ve been a genuinely good consumer, Mr. Jones. Permit me speak to the manager and see what he can do.” Even now fuming, Mr. Jones snarls assent. The provider author will come again 10 minutes afterwards, just prior to Mr. Jones decides to get genuinely loud. The provider writer suggests confidentially, “I obtained the supervisor to contact the District Supervisor and he has agreed this 1 time the producer will cover all the charges of your repairs. Isn’t that wonderful, Mr. Jones?” Mr. Jones is even now highly annoyed but he would like his auto mounted, so he allows them do it.

What’s incorrect with all of this? Of the hundred individuals who have the turbo difficulty, maybe two won’t let the seller/company screw them into the ground like a tent peg make them shell out for the repairs. Of course, you are appropriate! It is cynical and immoral, and it happens all of the time. There isn’t a single automobile producer that doesn’t have at minimum a single Secret Warranty in location. Some of them have 3 or 4 for different problems.

Why do they do it? It’s the oldest cause in the globe. No, it’s not sexual intercourse. It really is funds, of program. Remember, Mr. Jones wrote to NHTSA? If NHTSA gets enough reviews of turbos blowing up they can compel the manufacturer to situation a recall. When this takes place, accountants and senior management fellas squeal like they got their lips caught in a vice. I have done a honest amount of analysis on recalls and I couldn’t locate 1 that didn’t price the manufacturer at minimum $5,000,000.00 dollars, and that is certainly on the minimal side. This is severe corporate soreness and this is why there are Magic formula Warranties. They exist so that companies can keep away from recalls.

As a auto owner, be quite alert when a person at the dealership begins telling you it’s your fault. Don’t go into apathy and give in.

My Munchkins:  Baby Dee knows how to wave, clap, and say “yaaaaaaaaaaay” his yay sounds more like a scream but it will do.  Miss Pretty is getting her own sense of style.  The clothes she chooses actually match from top to bottom and she has her own little attitude. I am so excited that I can see her grow more into the young lady she is becoming!

School: Did I mention that I received a B in my Statistics Class last session??  GO ME!! Project Management is a VERY hard class but I feel like I will learn a great deal during the 8 weeks.  Career Development seems to be an easy-going course.

Me: I’ve decided that I may just eat whatever the heck I want and throw some healthier choices in there. Today’s workout consisted of 100 squats and jogged for 15 minutes straight.  I just have to work on doing 100 push ups and 100 sit ups. Now, what you all have been waiting for….

My Fishing Expedition….This nice chocolate fellow that I had texted for a minute decided that he was no longer interested in me because I was starting to annoy him.  I have to give myself a pat on the back because I managed to annoy him JUST on texting alone.  We probably had 30 texts between us. Hmph!!  I was actually a little bothered by him not wanting to talk to me because man, he was a CUTE ONE!

• Another guy….we will call him Older #1.  Older #1 says that he wants to wine and dine me.  My two favorite words… Wine & Dine.  I plan to go to dinner with him on Saturday evening.  I will definitely tell you how that goes in my blog next Wednesday!  
• Now, on to another guy…we will call him Weirdo #1.  He complains that I don’t text him back sometimes.  I don’t text him because he texts me after 9 pm! ANY MAN that wants to ask what I am doing after 9 pm is looking for a booty to call. They should change the phrase from Booty Call to “Booty Text” That is just my take on it because I am lucky if I get a butt dial from someone. No one calls anyone anymore.  But, anyway, I feel it is disrespectful to call/text a lady after 9 pm so even if I am awake I don’t respond until I wake up at the butt crack of dawn. 
• New Guys….I received two messages this morning… I will tell more about those two next Wednesday!

TV:  So You Think You Can Dance started yesterday…I fell asleep halfway through it but I was happy that it started back up.  Now, True Blood…I need to find a way to get me some HBO or invade someone’s house to watch it.

Blog Days & Topics:

• Tease Me Tuesday
• What’s Up Wednesday
• Foodie Friday (2nd & 4th Friday of the Month)
• Sex Tip Saturday (1st & 3rd Saturday of the Month)

Next Blog: Saturday: Sex Tip Saturday

1.   “If you don’t know where you’re going, any road will take you there.”
To me, this was always about the importance of setting goals. I firmly believed that a career without direction was doomed to failure, and failure was something I exerted tremendous efforts to eschew (see #4 below). Until recently, this goal-oriented approach served me well, and I still think that, under the right circumstances, this is a very powerful tool. However, in certain situations, I discovered that placing an overly strong emphasis on goals and diligently climbing the stepping stones to achieve them can be damaging.

Problems with this method began to emerge when, as I got closer to reaching some of my objectives, I saw that the reality of my career vision wasn’t nearly as glamorous as I had expected. Eventually, I realized that I no longer wanted what lay at the end of my current career path. I was also terrified to discover that some of the alternate career goals I previously crafted were no longer relevant either. For the first time in my life, I had no long-term career vision (literally, I’ve had some version of a grand aspiration ever since I can remember – I was a very goal-oriented toddler).

This fracture in my course caused a great deal of grief and discomfort, but no matter how hard I tried to regroup and determine my new direction, whether through “life planning” spreadsheets, advisers, career development workshops, or other conventional methods, I came up empty. Furthermore, I began to see that it has actually been quite some time since I’ve gotten much enjoyment out of the means of achieving each sequential goal. Sure, there was the fleeting feeling of accomplishment at every major milestone, but the majority of the time between milestones wasn’t particularly fulfilling. That prized laser focus on my goals was pulling me further and further away from the type of work I took pleasure and pride in.

When all traditional methods failed me, I knew I had to come to terms with not having a north star for my career for some time. I decided to focus on several things simply for the sake of trying them. I wanted to work on projects that I could enjoy, without regard for whether or not they will ultimately lead to the accomplishment of a particular goal. “The journey is the reward,” became my new motto. If this journey leads me to establish some new professional goals, then great, but if not, I’m going to savor this time of taking pleasure in my work, whether it leads to any tangible achievements or not.

2.   “Shoot for the moon. Even if you miss, you’ll land among the stars.”
I really should have known better than to heed a saying that was based on a flawed understanding of the laws of physics and an erroneous model of the universe. This quote embodied the conventional wisdom, and my longstanding belief, that goals ought to be lofty. Boy was I in for a disappointment one fine day, not too long after turning 30, when it finally dawned on me that I was 10+ years and three university degrees too late to emulate the career paths of Bill Gates, Steve Jobs, or Mark Zuckerberg. Yes, it really did take me until 30 to realize this, and moreover, finally recognizing this was such a shock to me, that I was actually quite distraught for some time. Go ahead, take a few moments to laugh at my naivete.

While I still believe that stretching oneself is generally a good idea, I’ve learned to temper my aspirations with reality and a more honest view of what I am and am not willing to sacrifice in order to achieve great things. As much as I’d love to transform the world (in a positive way), if I’m really truthful with myself, I’m not necessarily willing to invest nearly 100% of my being into it, whether the overachiever in me likes to hear that or not. Despite the amazing feeling of accomplishment and flow that I still remember from my round-the-clock programming stints in college, I am not sure I’d be able to willfully forego the time with my friends and family, the outdoors, the travel, and all the other interests and hobbies that I’ve developed over the years that I did have a life outside of work. Fully accepting this and all of its implications is still somewhat of a challenge for me, but I am far more content on the days that I do buy into this.

3.   “The early bird gets the worm.”
I’ve struggled with both the literal and the indirect interpretations of this adage for a long time.

First, I am not a morning person. For years, I have chastised myself for this and forced my schedule into the generally excepted mold, which left me groggy until 5:00pm and tossing and turning in bed from 10:00pm onward, unable to fall asleep at the prescribed time. While I’m well aware that this is simply how the world is structured and that there is a reasonably good chance that I will have to do this again, I have at least learned to allow myself the luxury of living on my own schedule while away from the conventional workforce. It feels great to be able to harness the burst of energy I feel every evening into something more productive than commuting or grocery shopping, and then stay up later still to write a blog post, just for fun (the current time is 1:09am).

The second way in which this conventional wisdom led me astray was the notion that only the first-comer counts, that only new ideas are good ideas, and that first-mover advantage is crucial. In other words, success, in my mind, equated to not only running a Google-like empire of a company that transforms the world as we know it, but also having it be based on a completely original invention that I come up with. This is a tall order, given that even Google wasn’t actually based on a new idea, but an existing one executed in a superior way (as was Microsoft, Apple, Dell, and Facebook, all of which I perceived as role model enterprises). This exacerbated the issue described in #2 above and added to my frustration, forcing me to appreciate the value of not necessarily “doing things first,” but also of “doing things better.”

4.   “Failure is not an option.”
I used to like this motto from NASA so much, that I even bought a t-shirt with it at the Johnson Space Center (in violation of my OCD Life Rule #387 – never buying souvenirs for myself). Throughout my career, I went to great lengths to prevent that ugly, amorphous, terrifying thing called “failure,” which, in my mind, amounted to anything that fell short of or was different from achieving the goal, exactly as planned. On paper, my focus served me well. Through luck, very hard work, and an exorbitant amount of stress, which I now realize was caused in huge part by fear of the “f-word,” I managed to get through much of my education and career to date without coming face to face with the monstrosity of genuine failure.

The holes in this approach became apparent when I experienced what I perceived as my first really big blunder, which happened despite a tremendous amount of backbreaking labor. I learned that I was, in fact, terrible at dealing with striking out and that this was not going to be helpful in my career, or in other aspects of life, for that matter. Moreover, while this particular flop actually looked like a relative success to the outside world, I was so hung up on achieving something different than, and, in my mind, not as good as, what I initially set out to do that I found myself demoralized and slow to recover. Sadly, I also saw myself giving up on some of the things I was initially excited about at the first signs of trouble. Eventually, this led me to do things that I was very good at, but these endeavors turned out not to be all that interesting, challenging, or fulfilling. I sacrificed what used to be one of my greatest joys in life, learning, to my fear of failure.

This year, I’m taking a different approach. I’m going to relentlessly subject myself to failure by taking on challenges that I know I won’t be able to complete without numerous futile attempts. I’m going to learn, and even if I don’t eventually succeed, I’m going to bend over backwards to come to terms with that. It’s going to be a bumpy ride, but I’m determined to enjoy it!

Frieder Lang

Frieder Lang of the University of Erlangen-Nuremberg and German Institute for Economic Research and his colleagues challenged the robust, replicated finding that optimism is associated with positive health outcomes.

David Weiss

Lang with University of Zurich’s David Weiss and Denis Gerstorf of Humboldt-University of Berlin and German Institute for Economic Research examined data from 1993 to 2003  German Socio-Economic Panel household surveys.

Denis Gerstorf

The team collaborated with Gert Wagner of German Institute for Economic Research and Max Planck Institute for Human Development evaluated approximately ratings from 40,000 people 18 to 96 years old, concerning their current and predicted life satisfaction in five years.

Gert Wagner

Their disruptive finding is that participants who expected highest life satisfaction in five years were more likely to experience disability and death within the following decade.

Five years after the first interviews:

• 43 percent of participants were more satisfied with their lives than predicted,
• 25 percent predicted accurately
• 32 percent overestimated their life satisfaction with an optimistic bias.

Lang, Weiss, Gerstorf, and Wagner calculated that overestimating future life satisfaction was related to a 9.5 percent increase in reporting disabilities and a 10 percent increased incidence of death.

The youngest participants had the most optimistic outlook, whereas middle-aged adults made the most accurate predictions, but became more pessimistic over time.

Lauren Alloy

Older adults’ predictions of future life satisfaction may be more accurate, albeit less optimistic, consistent with Shelley Taylor, Ellen Langer, Lauren Alloy, Lyn Abramson and others demonstration of an “optimism bias” and “depressive realism.”

Lyn Abramson

In contrast to findings that higher income is associated with better health outcomes, Lang’s team found that stable, good health and income were associated with expecting a greater decline compared with those in poor health or with low incomes.
In contrast to other findings, higher income was related to a greater risk of disability.

Shelley Taylor

Lang and team concluded that the outcomes of optimistic, accurate or pessimistic forecasts may depend on age, available resources, and motivation to adopt health-improving behaviors.
They acknowledged that unrealistic optimism about the future may help people feel better when they are facing inevitable negative outcomes, such as terminal disease.

Neil Weinstein

Similarly, Neil Weinstein of Rutgers found that people may underestimate susceptibility to harm from a variety of hazards.
Close to 300 volunteers across age, gender, educational levels and occupational groups, demonstrated an optimism bias that they were less at risk than peers.

Weinstein hypothesized that optimism bias may be introduced when people extrapolate from their past experience to estimate their future vulnerability.
Therefore, volunteers future expectations may be biased  because they tended not to expect problems they had not already experienced.

He demonstrated that these personal risk judgments were not correlated with volunteers’ actual objective risk factors, suggesting that volunteers did not modify their optimistic biases based on laboratory findings, physical examination, and reported health habits.
Positive illusions persist even in the face of contradictory evidence.

Eric Kim

These findings that optimistic bias may not be associated with positive health outcomes contrasts with findings from including University of Michigan’s Eric S Kim, Nansook Park, and Christopher Peterson, who found that “Dispositional Optimism” protects older adults from stroke.

George Patton

Similarly, George Patton and colleagues at Royal Children’s Hospital in Parkville, Victoria, Australia reported that optimism has a somewhat protective effect on adolescent health risks in a prospective study.

Eric Giltay

Yet another counterpoint to Lang and team’s work was offered by Eric Giltay and colleagues at Leiden University Medical Center Johanna Geleijnse, Frans Zitman, Brian Buijsse, and Daan Kromhout, who demonstrated that optimists typically report healthier habits, like less smoking and drinking alcohol, more physical activity and consumption of fruit, vegetables and whole-grain bread.

-*What do you make of these conflicting findings about optimism’s role in health outcomes?

-*How have you seen optimism relate to health outcomes: Does it seem to drive healthy behaviors and outcomes or poorer health?

RELATED POSTS

• Useful Fiction: Optimism Bias of Positive Illusions
• Detect and Mitigate Decision Biases
• Human Decision Biases Modeled with Automatons
• Overcoming Decision Bias: Allure of “Availability Heuristic”, “Primacy Effect”
• Biases in Unconscious Automatic Mental Processing, and “Work-Arounds”

Twitter:  @kathrynwelds
Google+:
LinkedIn Open Group Psychology in Human Resources (Organisational Psychology)
Facebook Notes:

©Kathryn Welds

So what do you do if your response to “where do you want to be in five years?” is always a shrug?  Work to make yourself a great candidate, even if you don’t know what your next move is.  How?  By proactively building skills and competencies.  Have you ever read a job description for a position that you would love to apply for but you realize you don’t have the required skills?  Think about all the ways that you can develop new skills and put yourself in the best position possible if a dream job were to drop in your lap.  Set yourself up so that if a great job presents itself to you, that you are ready and qualified to apply for that job.

Develop important skills where you are.  You may not know whether or not you want to stay in the law or open a bakery, but think about the skills that you can develop in your current position.  What can you learn now that will serve you in the future?  There are some skills, like leadership and management skills, that are important for just about everyone to develop.  Take it upon yourself to supervise and mentor younger attorneys.  Perhaps you see the importance of new technology and decide to become the expert in your office.  Be thoughtful about what you should be learning and how you should be developing.  Look for opportunities to build skills in your current job and don’t shy away from new and challenging opportunities.

Develop skills outside of where you are and experiment to learn what you like and don’t like.  I have learned a great deal from the volunteer work I have done and pro bono work that I have signed up for.  I have been able to develop a great deal of knowledge that I would not have gained had I just stuck with my job.  If you know that there are certain skills that will be important to you in the future but you will have difficulty developing them at work, develop them outside of work.  Join a board or a bar association and throw yourself into a new project.  Not only can this give you added experience and skills but it can also help you learn what you do and don’t like.  You have more freedom to go after some projects and avoid other projects if it’s not your job.

Develop relationships and learn more about what others are doing.  Setting yourself up for success in the future isn’t just about developing your skills.  It’s also about developing your network and your relationships.  Think about three lawyers (or former lawyers) who have jobs that you think are great.  Are these people in your network?  If so, talk to them and learn about their respective careers and career paths.  What does their job entail?  What type of advice can they give you?  If they aren’t in your network, learn as much as you can about the person and see if you can make them part of your network.  And don’t be afraid of exploring your options outside of the law.  Even if you know that you want to continue practicing law, speaking to non-lawyers can give you a different perspective and can reaffirm your desire to continue practicing.  The idea is to learn more about yourself and what you want by learning about other people and other options.

I immediately connected with the founder Joe Budzienski and asked if he would join me in a hangout to discuss it further, which we did. Here is the recording – it’s only around 30 mins!

I love anything that has to do with social and new technology! Check out the cool ways this is going to help you as Employers, Recruiters and Hiring Managers:

Promote Your Job Tweets

• Gozaik job search displays job tweets to job seekers. Sign up now to validate your Twitter handle and drive more traffic to your Twitter job posts.

Search Candidates (COMING SOON!)

• Identify active job seekers that meet your criteria. Review rich multimedia resumes. Watch video introductions.

Spot Trending Talent (COMING SOON!)

• We spotlight ‘trending’ job seekers. Individuals with the most activity trend within your dashboard, highlighting job seekers you may be interested in.

Tweet Job Announcements (COMING SOON!)

• Increase your job tweet response by delivering your job announcements through our ‘Job Announcement’ service. We structure tweets to optimize candidate response.

If you’re a job seeker or someone wanting to hire the best talent – do yourself a favor and check out Gozaik. Make sure to connect with them online. Get in on the ground floor!

By Gurulakshmi Iyer-Hait

Dramatic growth will take place when we focus on the organization-with technology a part – rather than on technology alone.

-C.K.Prahlad

As a HR professional in a knowledge and tech based organization, when I had to frame a model for the annual appraisal process, I was surprised to see a paradigm shift by the top management. Instead of evaluating what is achieved, there has been a shift in the method to it being how it is achieved. Such competencies actually develop when multiple technologies are harmonized. Knowledge in most organizations is held by people. What is more difficult to identify are managerial competencies. Research shows leveraging on managerial competencies clubbed with efficient organization management can give an organization a competitive edge. So the framework basically comprised of managerial competencies.

It is expected of a manager to react to constant business changes in internal and external environment. Hence it has become a challenge for the HR to identify the managerial competencies. The biggest benefit of such approach is that it focuses on a specific employee and not the work position and does not comply with the HR policy. Hence not only training and development has to be taken care of, but also the career development factor is taken care of in this approach. This in turn also complies to the Maslow’s law of Hierarchy.

While I was working there, we had developed a model in connection with the organizational values rather than individual work positions. The model really helped in enabling to identify, measure and evaluate competencies within the organization. However every organization has their own models and there is no common consensus in regard to what framework should be followed.

According to Lucia and Lepsinger, certain competencies might be generic across several organizations but behaviors relating to those competencies vary widely from organization to organization. Hence in this approach it is the employees who are an important source for achieving a competitive edge to the organization.

Related articles

• Change Management Needs to Change (successinhr.wordpress.com)
• Organizational Values – New Age Ingredient for Sustainability (missionsharingknowledge.wordpress.com)
• What Training to Give to Managers? (peoplecentre.wordpress.com)

Deputy Regional Administrator

Job Announcement Number:
DE-13-HRC-VETS-207
Location Name:
Atlanta, Georgia;Boston, Massachusetts;Philadelphia, Pennsylvania;Dallas, Texas
Department:
Department Of Labor
Agency:
Veterans Employment and Training Services
Occupation Code:
Miscellaneous Administration And Program
Pay Plan:
GS
Appointment Duration:
Permanent
Opening Date:
Tuesday, May 14, 2013
Closing Date:
Tuesday, May 28, 2013
Job Status:
Full-Time
Salary:
$105,211.00 to $136,771.00 / Per Year
Pay Grade(s):
14 to 14
Who May Apply:
Public
Job Summary:
DOL seeks to attract and retain a high performing and diverse workforce in which employees’ differences are respected and valued to better meet the varying needs of the diverse customers we serve. DOL fosters a diverse and inclusive work environment that promotes collaboration, flexibility and fairness so that all individuals are able to participate and contribute to their full potential. The Department of Labor (DOL) fosters and promotes the welfare of job seekers, wage earners and retirees of the United States. To assist the department in carrying out this mission with respect to the employment and training of veterans of the Armed Forces, the Assistant Secretary for Veterans’ Employment and Training (ASVET) serves as the principal advisor to the Secretary of Labor on veterans’ employment and training issues, and formulates and implements all Departmental polices and program designed to: provide veterans’ employment and training services; operate an effective transition assistance program for active duty, Reserve, and National Guard service members; protect and advance reemployment rights of veterans and members of the Armed Forces, ensure proper veterans employment emphasis under Federal contracts; assist veterans in obtaining their right to preference in employment from Federal agencies; and ensure that veterans receive their legislatively mandated rights and benefits in all other Departmental employment, unemployment and training programs. This position description covers the six employees in the six DOL Regional Offices who act as Veterans’ Employment and Training Service (VETS) Deputy Regional Administrators (DRAVETs) in planning, directing, coordinating and evaluating the promotion, operation and implementation of all aspects of veterans’ employment, reemployment and training programs and services within a DOL region. Each of the positions supervise a large staff including Regional Office staff, State Directors and Assistant Directors, as well as state-based Veterans’ Employment Specialists and Veterans’ Program Specialists, in the states that comprise a region. The subject positions report to the VETS Regional Administrator.

(PERM) Immigration Program Analyst

Job Announcement Number:
DE-13-ETA-062
Location Name:
District of Columbia, District of Columbia
Department:
Department Of Labor
Agency:
Employment and Training Administration
Occupation Code:
Miscellaneous Administration And Program
Pay Plan:
GS
Appointment Duration:
Permanent
Opening Date:
Monday, May 13, 2013
Closing Date:
Tuesday, May 28, 2013
Job Status:
Full-Time
Salary:
$89,033.00 to $115,742.00 / Per Year
Pay Grade(s):
13 to 13
Who May Apply:
Public
Job Summary:
This position is located in the U.S. Department of Labor (DOL), Employment and Training Administration (ETA) Office of Foreign Labor Certification (OFLC). OFLC provides national leadership and policy guidance to carry out the responsibilities of the Secretary of Labor under the Immigration and Nationality Act, as amended, concerning foreign nationals seeking admission to the United States in order to work. OFLC issues labor certifications, as appropriate, which may lead to U.S. employers being able to hire foreign workers temporarily or permanently to fill jobs essential to the economy when there are not sufficient U.S. workers who are able, willing, qualified, and available to perform the job. OFLC directly administers the employment-based immigration programs for which it has responsibility through two National Processing Centers and the National Prevailing Wage Center. This position is inside the bargaining unit. The full performance of this position is GS-13. No PCS expenses may be paid. *A recruitment incentive may be offered in accordance with the Department of Labor’s Personnel Regulation (DPR) Chapter 575.

Program Support Assistant, GS-303-8

Job Announcement Number:
MG-2013-02186-SLC-889890DEU
Location Name:
Denton, Texas
Department:
Department Of Homeland Security
Agency:
Federal Emergency Management Agency
Occupation Code:
Miscellaneous Clerk And Assistant
Pay Plan:
GS
Appointment Duration:
Permanent
Opening Date:
Friday, May 10, 2013
Closing Date:
Friday, May 17, 2013
Job Status:
Full-Time
Salary:
$45,509.00 to $59,028.00 / Per Year
Pay Grade(s):
08 to 08
Who May Apply:
United States Citizens
Job Summary:
When disaster strikes, America looks to FEMA. Now FEMA looks to you. Join our team and use your talent to support Americans in their times of greatest need. The Federal Emergency Management Agency (FEMA) prepares the nation for all hazards and manages Federal response and recovery efforts following any national incident. We foster innovation, reward performance and creativity, and provide challenges on a routine basis with a well-skilled, knowledgeable, high performance workforce. Who May Apply All U.S. Citizens For definitions of terms found in this announcement, please click here This position opportunity is also being advertised under Merit Promotion Procedures. Please see vacancy announcement numbers MG-2013-02186-SLC-889526MP for additional information. This position is ideal for a candidate that has extensive administrative experience in support of a senior manager. This position starts at a salary of $45,409 (GS-8 step 1). The full performance level of this position is at the GS-8 grade level. Apply for this exciting opportunity to become a member of the Mitigation Division of the Regional office! EMERGENCY ASSIGNMENT: For all nonbargaining unit positions, the following applies: Every FEMA employee has regular and recurring emergency management responsibilities, though not every position requires routine deployment to disaster sites. All positions are subject to recall around the clock for emergency management operations, which may require irregular work hours, work at locations other than the official duty station, and may include duties other than those specified in the employee’s official position description. Travel requirements in support of emergency operations may be extensive in nature (weeks to months), with little advance notice, and may require employees to relocate to emergency sites with physically austere and operationally challenging conditions. Relocation expenses are not authorized for this position.

Support Program Specialist, GS-301-9

Job Announcement Number:
MG-2013-02684-SLC-890386COR
Location Name:
Winchester, Virginia
Department:
Department Of Homeland Security
Agency:
Federal Emergency Management Agency
Occupation Code:
Miscellaneous Administration And Program
Pay Plan:
GS
Appointment Duration:
Temporary
Opening Date:
Friday, May 10, 2013
Closing Date:
Friday, May 17, 2013
Job Status:
Full-Time
Salary:
$51,630.00 to $67,114.00 / Per Year
Pay Grade(s):
09 to 09
Who May Apply:
United States Citizens
Job Summary:
When disaster strikes, America looks to FEMA. Now FEMA looks to you. Join our team and use your talent to support Americans in their times of greatest need. The Federal Emergency Management Agency (FEMA) prepares the nation for all hazards and manages Federal response and recovery efforts following any national incident. We foster innovation, reward performance and creativity, and provide challenges on a routine basis with a well-skilled, knowledgeable, high performance workforce. Who May Apply All U.S. Citizens (only applicants who currently live within 50 miles of Winchester, VA, will be considered) For definitions of terms found in this announcement, please click here This position is ideal for a candidate who has administrative support and property management experience. This position starts at a salary of $51,630 (GS-9 step 1). The full performance level of this position is at the GS-9 grade level. Apply for this exciting opportunity to become a member of the Disaster Assistance Improvement Program team in the National Processing Services Center Operations Division of the Recovery Directorate! This position is being announced under FEMA’s CORE Program (Cadre of On-call Response/Recovery employees). These positions are authorized under P.L. 93-288 to perform temporary disaster work and are funded from the Disaster Relief Fund. Appointments are excepted service, temporary appointments. This is a 2 year temporary appointment in the Excepted Service. EMERGENCY ASSIGNMENT: For all nonbargaining unit positions, the following applies: Every FEMA employee has regular and recurring emergency management responsibilities, though not every position requires routine deployment to disaster sites. All positions are subject to recall around the clock for emergency management operations, which may require irregular work hours, work at locations other than the official duty station, and may include duties other than those specified in the employee’s official position description. Travel requirements in support of emergency operations may be extensive in nature (weeks to months), with little advance notice, and may require employees to relocate to emergency sites with physically austere and operationally challenging conditions. Relocation expenses are not authorized for this position.

 PREVIOUS BUSINESS AND CAREER OPPORTUNITIES JOBS

beenetworknews.com 30 seconds

►

PITISE UNIV

►

• How to Prove Your Skills During an Interview
• How to Jumpstart a Stalled Job Search
• 10 Things to Bring Up In an Interview
• Why Technical Interviews Work (And Why They Don’t)
• Interview Questions for SharePoint Architects
• Resumes: How to Effectively List Technical Skills
• Technical Interviews: The Good and the Bad

Consulting

• How to Plan For Your Next Consulting Gig

Training

• Do You Really Need a Computer Science Degree?

Next Level Marketing, has a Full-time Accounts Payable Specialist position available in their Westport, CT office. The Accounts Payable Specialist will handle all aspects of accounts payable as well as post expense reports and invoices into QuickBooks for all Next Level Marketing Programs.  This position will also assist the Finance Manager with monthly budget reconciliations and control as well as help the HQ team with special projects as needed.

Next Level Marketing specializes in the selection, training and management of ambassador teams that execute brand building and volume driving activities for their client brands,

Please carefully read the job description attached.

APPLICATION PROCESS: 

• In order to be eligible for this Resume Referral opportunity, your submitted resume will be reviewed by a Career Advisor in the Center for Career Development. If approved, it will be sent to the employer. The Center reserves the right to not put forward any resume that does not meet Career Development standards.
• A signed Code of Ethics must be submitted (available online http://www.iona.edu/studentlife/career/students/ocrPolicy.cfm)
• Send resume to Keith Hassell at Khassell@iona.edu
• Resume Due Date: Thursday, May 16th.

But in all honesty networking is a lot simpler.  Without even realizing it we make connection every day to people who could assist us in finding that perfect job.  If you need some ideas or suggestions about where you can meet these people here are a few that I have found helpful:

1. Community events:  I find that community events such as chamber events, community talks, community education seminars, and luncheons are a great place to start.  If you have a chamber of commerce many times they host these events for free.  Go onto their website and sign up for anything that looks interesting to you: ribbon cuttings, educational talks, Young Professionals Networking groups, Business After Hours, and much more.
2. Meet Up:  I was recently introduced to Meet Up by my technological genius of a boss.  Meet Up is an app that you can get onto your smart phone.  You simply download the app (if you don’t have a smart phone don’t fret, they also have a website meetup.com) and type in your city.  Then watch magic happen!  There are many groups that you can join based on particular interests.  Like playing poker, enjoying going to the movies, want to meet with people about marketing?  They are all there at Meet Up.  Sign up and go to an event.
3. Volunteer:  Non-profits are a wonderful place to network.  During college and right after college I spent a large amount of free time networking at these events.  Non-profits many times hold clout within your community and a letter of recommendation from them can go a long way.  Spent your time volunteering and meeting new people.  Go to their events (if they are a non-profit, then they will have events) and just meet people who are passionate about the same things you are.  Want to focus the spectrum a little more, volunteer at a non-profit related to your field.
4. Reacquaint yourself with old acquaintances: Many times we seem to forget that we have already made connections with people who have influence or may be able to help us.  Get a hold of those people, invite them for a cup of coffee and start talking.  You never know they may end up being the connection you need to the job you want.

Overall, just get out there!  I know you can do it!