Company:

Internationally reputed Agency
Position:

Bio Medical Engineer
Location:

Patna
Qualification:

BE/BTech – Bio Medical Engg/ Tech
Experience:

Min 5 Yrs
Salary:

Attractive Salary

Job Description:

Selection, Procurement, Installation, Maintenance of Hospital   Equipments

Candidate Profile:

Relevant Exp, Exp in accreditation norms, Good Communication,

MS-Office

Email: ssrivastava@ipeglobal.com
Email Subject: Bio Medical Engineer
Contact:

S. Srivastava
Apply By Date:

24 December, 2009

Can people find you on LinkedIn?  Similar to a website, it is important to keyword your LinkedIn profile to ensure that you appear in a search.

Under the “specialties” section, type in the words that relate to your job title and description, and any words that someone searching for your job description would type in.  For example, if you’re a coach, some words would include:  life coach, transition, coaching, training, career, facilitation, etc.

Another useful tip is to include any common misspellings of your name in this section. If someone misspells your name in the search box on LinkedIn, they most likely will not find your profile, unless these words are added.  Place misspellings in parentheses, under the keywords.

Help your profile emerge from its hiding place!

This is a 3 month Contract to Hire position.

At a minimum, the proposed Senior SharePoint Developer is preferred to have:
-Bachelor’s Degree with computer information science or business concentration.
-Expertise in web design and development technologies.
-Minimum of three (3) years of experience with SharePoint with a thorough understanding of the architecture of Microsoft Office SharePoint Server 2007 (MOSS), Windows SharePoint Services 3.0 (WSS 3.0), and InfoPath Forms.
-Experience in .NET development with a thorough understanding of current .NET object model(s).
-Expertise in workflow implementation within MOSS, SharePoint Designer, and Visual Studio.
-Certification in MOSS 2007 and .NET Development.
-Expertise in DHTML/HTML, XML/XSLT, and JavaScript.
-Proven ability to understand a customer’s needs and develop technical solutions based on business imperatives.
-Demonstrated project experience with regard to planning and achieving deliverables.
-Excellent written and verbal communication skills with the ability to communicate complex and technical information to a non-technical audience.
-Proven experience working independently and in a team environment.
-Be responsible for the design, development, and integration of Microsoft Office SharePoint Server 2007 (MOSS) and Web Services-based business solutions. Work with the user community and technical team to determine requirements and support the design of the application changes and related troubleshooting.

Send resume directly to crissy@letmefindyouajob.com for consideration

I often come across candidates who suggest working around items in my job descriptions that are listed as Mandatory Requirements. I wish to offer some clarification to any individual who is interested in proceeding with a Government of Canada contract opportunity.

When you see a job description for a Government contract and there are mandatory requirements listed, they are exactly as they suggest. Mandatory! Unfortunately there is no way to get around them. Only candidates that meet those mandatory requirements will be deemed compliant. Most Government contracts are NOT like a private sector job description where employers will consider candidates who have most of the qualifications.

We often joke in the recruiting industry that job descriptions are like wish lists and give an idea of what an employer wants to see. Unfortunately with Government opportunities, job descriptions are most like a recipe. If you get away from the instructions, you will not end up with what you wanted.

Where there is some play with Government contracts is in the Rated Requirements. Candidates have to pass a minimum threshold (usually 60% or 70%) to be deemed compliant but they do not need to have exactly what is listed. This is usually used to weigh the skill set of one candidate against the skill set of another candidate who has similar work experiences.

So next time you see the term – mandatory requirements – take them as such! Do not get offended when a recruiter chooses not to work with you on an opportunity where you do not meet the mandatory requirements. We do not mean to challenge your experience, you simply would not be deemed compliant on that particular bid. That is just how Government contracting works.

All of our housekeepers are awesome except this one douchebag lady who think she’s such a hot shot.  I went down to the break room one time and every single table was empty.  I set my stuff down on one of them and while I had my back turned to get a glass of water she came in behind me and moved my stuff because apparently I was at “her seat” or something.  I’m like there are 10 fucking empty tables here… go sit somewhere else and gnaw on on your breakfast with your rotten black teeth.

One time an independent resident took a shit in the toilet and didn’t flush.  This housekeeper comes up to me while I was busy and starts asking me “Did you flush the toilet?”  I had no idea what she was talking about.  She was all over me about it and wouldn’t leave me alone until I dropped what I was doing to go flush the toilet so she could clean it.  I guess it is not in a housekeeper’s job description to flush a damn toilet.  Any of the other housekeepers would have had the sense to flush it instead of wasting time tracking down a CNA to do it.

Another time someone left a diaper in the trash and she actually complained to the director of nursing about it.   She is constantly nagging us about stuff that she thinks we should do, usually about minor messes that the residents have made. Or if someone is discharged and she has to wash the bed… heaven forbid we don’t strip it.  One time she stood in the doorway blocking me while the patient I was supposed to be taking out sat in the hallways waiting, until I stripped the bed for her.   I feel like saying hey my badge says “nurse assistant” not “housekeeper assistant.”

And then she’s always making comments about the residents and how gross they are . And the second they take a shit she’s right there spraying like an entire can of deodorizer all over the fucking wing while making faces and comments.

Like I said, the rest of the housekeepers are really cool. But I could slap her.  Instead I’ll probably start doing passive-aggressive things. There is a laundry lady on 2nd shift who’s the same way and one of my 3-11 coworkers purposely puts way too much stuff in the laundry when she’s on. haha.

Are you ready to make a difference?

Itron is the world’s leading provider of solid-state meters ($1.46 billion)—electricity, water, gas and heat—and data collection/communication systems, including automated meter reading (AMR) and advanced metering infrastructure (AMI) technology. We offer enterprise-wide software platforms, project management, installation and consulting services.

Itron is looking to hire a Manager of Research and Development to direct, design, and implement a comprehensive product management strategy. This individual will function as the central resource with design, manufacturing, quality and test, and marketing as the product(s) move to completion and distribution.

This challenging role will provide an opportunity to work with and lead an exceptionally talented group of technical professionals. The ability to manage a team comprised of experienced SQA Engineers and other key resources is vital.

Key Focus

• Ensure that products shipped meet specifications and quality goals
• Formulate and execute long-term plans for cost/profit control
• Promote use of new technologies and industry-leading trends to product management activities
• Select, develop, and evaluate personnel to ensure the efficient operation of the function
• Direct those involved in the design, modification, and evaluation of all phases of a specific product or group of products from product definition through production and release (i.e. Product Lifecycle Management)

Duties & Responsibilities

• Deliver quality products in a timely fashion
• Review and approve proposed architectures, technologies, and implementations for risk and feasibility
• Support existing products through customer issue triage, planned maintenance releases and hot fixes
• Plan development activities
• Collaborate with quality assurance, product management, and marketing on product specifications, requirements, features, delivery dates and quality levels
• Create, maintain and manage departmental budget
• Implement policies, procedures and processes necessary for consistent development of quality products

Qualifications:

• Bachelor’s degree in related field or equivalent experience.
• Travel Requirements: 10 – 30%

Join our Dynamic Team!

In today’s complex world, nothing is more important to utilities than delivering affordable, reliable energy and clean water. Steadily-growing populations are putting more and more strain on finite supplies, forcing utilities to be proactive with conservation and management programs. Itron is dedicated to helping these providers create a smarter future by developing technology that more effectively delivers and manages precious resources.

At Itron, “Knowledge to Shape Your Future” describes the value we provide to our energy and water customers. It also describes the value that we provide to our own employees. Itron management is committed to providing employees with opportunities and resources that they can utilize to shape their own future.

If you are interested in learning more about this fantastic opportunity to join a financially stable organization with tremendous opportunities for growth and development, please email Chris Hood directly at: networking@hoodatwork.com

Open Position: International Tax Manager – Liberty Lake, WA
Itron is the world’s leading provider of solid-state meters ($1.46 billion)—electricity, water, gas and heat—and data collection/communication systems, including automated meter reading (AMR) and advanced metering infrastructure (AMI) technology. We offer enterprise-wide software platforms, project management, installation and consulting services.

The International Tax Manager will provide support and assistance to the International Tax Director to ensure that Itron, Inc. and affiliates’ foreign tax liability and the US tax liability on foreign income is managed at the lowest sustainable rate.

Primary functions will include:
•Assist in managing the quarterly and annual accrual of income taxes on foreign operations in support of FAS 109, including APB 23 assertions, FAS 52 functional currency issues, reviewing and managing foreign data in support of FIN 48 positions, and reviewing the worldwide effective tax rate
•Assist International Tax Director in managing global intellectual property as well as preparing policies and procedures with respect to global ownership of intellectual property
•Utilize technical tax expertise to assist the International Tax Director in strategic tax planning and corporate restructuring projects as well as managing the day to day activities of international business in a tax efficient manner, and making recommendations regarding their implementation,
•Assist with M&A activities of the global operations,
•Support the Treasury department in managing cash in a tax efficient manner as well as the tax efficient repatriation of offshore earnings,
•Assist in coordinating and preparing data in support of the filing of US informational returns (e.g. Forms 5471, 8858, 8865, 5713)
•Assist in the preparation of Earnings & Profits calculations, foreign tax credit pools, Subpart F, tax basis, OFL/ODL and other relevant analysis of foreign subsidiaries in support of the US tax positions
•Assist as necessary in the managing of tax audits regarding the foreign aspects of US income,
•Support the International Tax Director in managing external completion of transfer pricing studies and review of business activities to ensure compliance,
•Ensure international tax functions are compliant with internal SOX policies, including reviewing and monitoring necessary revisions to existing documents and procedures

Qualifications
•Candidate requirements:
•BS Degree in Accounting
•Masters in Accounting or Tax or JD is preferred
•CPA or equivalent required
•Minimum 4 years experience working in US international taxation
•Comprehensive knowledge of US GAAP and tax provision accounting
•Prefer Big 4 or large multinational experience
•Highly motivated with excellent technical and analytical skills
•Analytical ability and detail orientation
•People and project management skills
•Strong organizational skills
•Excellent communication skills (oral and written)
•Willing to travel internationally as required (10%)

Join our Dynamic Team!
In today’s complex world, nothing is more important to utilities than delivering affordable, reliable energy and clean water. Steadily-growing populations are putting more and more strain on finite supplies, forcing utilities to be proactive with conservation and management programs. Itron is dedicated to helping these providers create a smarter future by developing technology that more effectively delivers and manages precious resources.

At Itron, “Knowledge to Shape Your Future” describes the value we provide to our energy and water customers. It also describes the value that we provide to our own employees. Itron management is committed to providing employees with opportunities and resources that they can utilize to shape their own future.

If you are interested in learning more about this fantastic opportunity to join a financially stable organization with tremendous opportunities for growth and development, please contact Chris Hood directly via email: networking@hoodatwork.com

I don’t think so…..

People in the employment field hear it all the time: “I’m looking for a rock star” or “if you find a rock star send us their resume”. Being a mature business person I don’t say what I really think, because the customer is always right.

I did a Boolean search with the following string: “looking for a rock star” (~job | ~career) and the search turned up 17,800,000 results. This begs the question how many rock stars are there? What is a rock star: Flex Developer, Kitchen Manager, Video Producer, and Bike Shop Manager?

I am reminded of the reality TV series Rock Star: INXS. Rock Star: INXS was the first season of the reality television show Rock Star where 15 contestants competed to become the lead vocalist for the Australian rock band INXS(Wikipedia) Well, unfortunately that doesn’t appear to have worked out too well in the long run.  According to Rolling Stone Magazine, “The singer reportedly became a heavy cocaine user while he was in INXS”: and at the writing of the article claimed to be homeless.  The winner of season two: Rock Star: Supernova, Lucas Rossi, went solo after one tour- not exactly what most hiring managers (and organizations) are looking for!

Here is a short list of rock stars that come to mind for me: Elvis, Jimi Hendrix, Mick Jagger, John Lennon, Jim Morrison, Kurt Cobain. They all have/had exceptional talent, but for most, their lifestyles are/were a mess and not conducive to the consistent day to day performance most real world employers require. My point: in the real world you’re not looking for a rock star. Whatever happened to the cliché: there is no “I” in team. Do companies still want “team players”?

If you’re looking to hire a key professional with an exceptional record of performance in a given field, the job order (with a recruiter) and the job description, should be detailed and specific. We are all nice people who want to get the job done right and fast, but sometimes the fastest way is not to rush into the search, but to take the time to cover the details upfront. If you are a recruiter of any type (corporate or third party), you owe it to everyone involved to dig deep into the hiring managers requirements! A “rock star’ means different things to different people – just look at my list of rock stars, it’s probably not the same as yours. It kind of reminds me of a line in the old Spice Girls song “tell me what you want, what you really, really want”. It takes time to make (or take) a detailed job description (order) but the results will be worth it in the long run. It may keep us from having to switch from singing rock to singing the blues.

This post written by John C. Burzynski, http://www.burzynskies.com

Frustrated at work?

There are certainly times in life when we need to knock the dust off our feet and not look back.  But you have invested a lot in this job and you shouldn’t put it aside unless your next job is really worth another learning curve.

You shouldn’t live with frustration either. You aren’t nice to live with when you are frustrated!

Write your dream job description

Today, I played with a simple technique – I wrote my dream job description – in as much detail as I would if I were writing one professionally for a client.

The idea is that we cannot make a dream come true unless we imagine it. We still have to make it come true but first we must imagine the goal in technicolor detail.

Write your dream job description ~ don’t just daydream

And we must write down our dream.  Rarely do we write down our dreams, our draw them if we prefer.

We have to write down your dream to experience three things.

• We aren’t clear on so many details.
• We see we are hung up on details that aren’t terribly important.
• Once we’ve done some work, we feel as if we are looking at a flower coming into bloom.

A bit of thinking often resolves the details.  We can abandon fixating about details that are just frills.   And we have a surge of relief at energize seeing our dream in front of our eyes.

Get moving on those baby steps!

Date your job description, store it away carefully, and get on with the next step!

Put aside everything that is does not take you towards the life you want!  Remember the dreams create the energy we need to act.  Then act we must.  Dreams are nothing until we take our first unsteady steps.

Review in a month ~ you’ll surprise yourself

Get Google Calendars to send you an email reminding you to reread it in 1 month.  You will be surprised at how far you have come!

Ah! I forgot. A structure for you.  Write your job description in five parts.

Situation [your boss' concerns or it you running your own company ~ the company]

Mission [your overall goal that encompass the work of all your reports and contributes to your boss' goal]

Execution [the goal for each of your direct reports]

Administration [the resources you and your reports will need to complete this mission]

Communication [the meetings you will have to assess your progress]

Reviewing the situation . . .

There are moments in every project when we have to take stock.  Suddenly, we have details evey where, probably in a big mess.  Then, we ask ourselves, where exactly are we going?

It’s so tempting to walk away.  And, if you work for someone else, it’s easy to blame them for blocking you in!  The truth is that if you worked for yourself, you would reach the same point.  But this time you would sort out your crisis of confidence for yourself.

An example of rebuilding your own confidence

Let me give you an example of my blog.  Well, a blog is just a blog, you say.  That is true.  But if you are a knowledge worker, your blog is important.  It shows off your work and it gives you critical Google juice!

As we get better at blogging, we have to fine tune the content and look.  And we have to get a bigger bang for our buck – or better return for the time we put it!

So let’s use this as an example!

Last unsuccessful time

The first time I tried to tidy up my blog, my project was not a success!  I just started with the list of  posts and tried editing and re-classifing posts one by one.  It was bitty and it was horrible.

This successful time

This time, I began differently.

• I sketched out what I want my blog to look like on a dummy server on my computer.  I selected 5 topics that I think will be important in the next two years. I had something to aim at.

• Then I used some basic psychology.  I began with old categories that had few entries, reread the posts, tidying them up a little, and sometimes added updates and some better tags.

• Then I reclassified the post into 1 of my 5 new categories.  Sometimes it was hard to choose but to choose one out of 5 is not too much of a tax on working memory and doesn’t get overwhelming.

• When the category was empty, I deleted it!  Reward ~ I can see progress as the old list of categories grows shorter quickly!

• Finally, I Stumbled my old posts, getting some basic traffic and learning a little about Stumbleupon as I went along.

I am enjoying my work!

• The work is going smoothly ~ I can see what I am doing as I do it!

• I am seeing progress!

• I do it whenever I have a break from other projects.

It’s not done though.  I have 500 posts to sort and at a pace of 5 a day, which is a cracking pace, the job will take me three months.  Is that too much to ask to sort myself out?

Maybe the trick is not to wait for your boss to sort out your job.  Couldn’t you begin to sort out your job yourself?

Here are four basic steps

• Write out your perfect job description (and keep it private of course)

• Without disturbing your current job, take little pockets of your job (my small categories), and polish up those areas to match your future job description

• Submit those improvements to your boss for his admiration and gratitude (:-) being realistic of course what is worth someone elses admiration and gratitude.

• And plug on!  You know where you are going!

The trick though is to write the perfect job description. That’s the hard part.  Upcoming.  Turn over!  That’s next!

Are you ready to make a difference?

Itron is the world’s leading provider of solid-state meters ($1.46 billion)—electricity, water, gas and heat—and data collection/communication systems, including automated meter reading (AMR) and advanced metering infrastructure (AMI) technology. We offer enterprise-wide software platforms, project management, installation and consulting services.

Itron is seeking a proactive Application Engineer with a proven record of delivering product support and customer service to internal and external customers. The right person for this position will not only tie engineering theories/concepts with practice but will be able to communicate technical and non-technical ideas to peers, managers and customers. Additional areas of responsibility include assisting the sales staff in assessing potential application of Itron products and solutions to meet customer needs and preparing detailed product specifications for the development and implementation of customer applications/solutions.

Duties & Responsibilities
• Provide technical support for designated product and systems
• Provide technical response for requests for quotations
• Conduct pre sales product presentations
• Provide product specific training
• Facilitate vendor integration efforts
• Provide competitive product and system analysis and Market Research
• Assist in product development and internal firmware testing
• Travel as needed to assist Sales force, domestically and internationally

Qualifications:
• Requires 3+ years of application engineering experience in a technology industry, providing product configuration and testing to internal and external customers
• Additional experience in wireless communications, networking and power engineering is a plus
• Bachelor’s degree is required. Bachelor’s degree in an Engineering Field is preferred
• Travel Requirements: 50%-75%

Join our Dynamic Team!

In today’s complex world, nothing is more important to utilities than delivering affordable, reliable energy and clean water. Steadily-growing populations are putting more and more strain on finite supplies, forcing utilities to be proactive with conservation and management programs. Itron is dedicated to helping these providers create a smarter future by developing technology that more effectively delivers and manages precious resources.

At Itron, “Knowledge to Shape Your Future” describes the value we provide to our energy and water customers. It also describes the value that we provide to our own employees. Itron management is committed to providing employees with opportunities and resources that they can utilize to shape their own future.

If you are interested in learning more about this fantastic opportunity to join a financially stable organization with tremendous opportunities for growth and development, please email Chris Hood at: linkedin@hoodatwork.com

Itron Inc., is looking to hire an experienced Product Manager who will be charged with developing specific marketing plans and activities for specific product lines with the goal of establishing, enhancing or distinguishing product placement within the competitive arena. Key areas for success in this role revolve around developing business plans and product positioning in the marketplace. The Product Manager will also oversee market research, monitor competitive activity, identify customer needs and establish pricing strategies. These deliverables are most effectively accomplished by working with engineering, manufacturing and sales to develop new products or enhance existing products or product lines.

Key Duties & Responsibilities
•Play a key role as the business process expert and customer advocate with the product they support.
•Work closely with customers, prospects and marketing to define product requirements for new software and enhancements to existing software products
•Write and update product requirements documents for new or enhanced software
•Work closely with engineers on detailed designs, functional specifications, project management, and testing
•Support global sales team by giving product presentations to potential customers
•Work with marketing, training, and installation to develop product-focused documents. This includes marketing collateral, help documentation, and instructional materials
•Provide support to our professional services team on customer implementations
•Present and promote Itron product offerings at trade shows and key industry events
•Monitor work flow and deadlines
•Provide leadership and coaching to staff

Qualifications
Requires a minimum of 8 years of related experience
Bachelor’s degree in related field or equivalent experience
Travel Requirements: 30 – 50%

Join our Dynamic Team!

In today’s complex world, nothing is more important to utilities than delivering affordable, reliable energy and clean water. Steadily-growing populations are putting more and more strain on finite supplies, forcing utilities to be proactive with conservation and management programs. Itron is dedicated to helping these providers create a smarter future by developing technology that more effectively delivers and manages precious resources.

At Itron, “Knowledge to Shape Your Future” describes the value we provide to our energy and water customers. It also describes the value that we provide to our own employees. Itron management is committed to providing employees with opportunities and resources that they can utilize to shape their own future.

If you are interested in learning more about this fantastic opportunity to join a financially stable organization with tremendous opportunities for growth and development, please email me directly at: linkedin@hoodatwork.com

Blue Skies Ahead!

(Bonus! Don’t forget to watch the video at the end of the post!)

In my daily work, I sometimes wonder where I’ll “end up” on this road of Life.  I have wonderful, creative, intelligent friends and colleagues to work with, and they often ask me and themselves the same question.  It’s a new road; one with different ground, covered with what may – or may not be… acres of opportunities for personal and professional growth.  Many of us may never have the prestige, status, job title, postion, or salary that we once had when we ran for our lives on the old road – but truthfully, I’m not complaining as much anymore.  I’ve met so many diverse and intelligent individuals that I would have never known before I found this route – which is really not as much of a route, or a destination as I would have once described it at all.  I have experienced some of the most fulfilling adventures I’ve not paid for, or been paid for…does that make sense?  and for some of them, I don’t believe I would accept compensation for it, even if possible. 

Before this year, it had been a long time since I’d left work at the end of the day and said, “Today, they didn’t have to pay me for doing this job!” 

Some of the stops along this road have become pleasant destinations, some short, some I hope will be long-term, but where ever I end up, with the help of friends, family and strangers, I’ll be fine.  Hopefully, I’ll be able to return the favours and opportunities presented to me in the same way, or – this being a really different road, a different way…but after the many kindnesses given to me,  the generous compassion, empathy and yes – help and assistance given freely to me at the exact time I needed it, how can I do anything else accept hope for an opportunity to reciprocate these actions as needed.

And so, we just keep on walking, running, stopping for a break, helping someone else up, allowing and accepting help from others (whether we want to, or know how to!), and living our lives as we continue to walk carefully in this strange, new world.  

But, be careful of the strange, new sights that can distract you along the way as well!    Not all New and Improved Options are Good!

When you need some new directions, why not stop at a destination designed to help you, and anyone else that wants to join you and us?  The information about an event planned for just this sort of respite is below:            

 (there’s a glass of wine waiting for you at this one too!)           

This week, The Alliance for Creative Professional Transitions (a happy partnership of several Milwaukee-based professional services consulting groups: Triumvirate Consulting Group, My Personal Networking Group, Percival Enterprises,The Backbone Institute, KB Associates and Blue Skies Consulting), continues the 2nd of the 3 evening series: Get Happy!  Get Connected!  Get Busy!  on Tuesday, November 17, at 6:00pm, at the Brookfield location for Wine Styles. 

The price for this week’s event:   $20.00** per person - Price includes a featured glass of wine from Wine Styles.  Attendees are encouraged to linger after the event and participate in a Wine Styles Tasting. (I can attest to the high quality and deliciousness of their wines!  You can tell I didn’t attend their class yet on how to speak properly about wines!  I do plan on attending soon, so after that I will tell you of the smokiness, oaky or fruity flavours….but until then, I just drink what tastes good.  And all the wines I tasted that evening were good!  So there!   

The event – Get Connected! at Wine Styles is easy to find.  Below is the address:

 Wine Styles 
 17000E W. Bluemound Road 
 Brookfield, WI 53005

Pre-Registration is recommended as seating is limited. Call 262-751-2619 or Register Online: http://tiny.cc/cvlAy.  

                  This Tuesday evening, speakers Karen Jahnke (Triumvirate Consulting Group) and Ally Blackburn (My Personal Networking Group), bring you an event to help you  Get Connected!  They’ve geared the evening towards bring advice,resources, and ideas to utilize for understanding and utilizing the myriad of Social Media Tools that are available to everyone.  Upon completion of this evening, you’ll know how to uncover your untapped potential. You’ll have a better understanding of the future business landscape. You’ll find new ways to connect with your personal community and expand your virtual network. 

 Last month, we had a great deal of fun, laughter and learning lots of interesting new ideas and information about ourselves.  Jeff Percival and I talked about how to Get Happy! on this new road of Business.   Jeff offered ideas and methods to assess your current skills, upgrade or enhance them.  I talked about how the old skillsets and the new skillsets of work have begun to emerge in similar but different industries and niches along the way, and the new trends that businesses are developing to ensure sustainability and profitability (whether they want to go with the trend or not!).  I also gave my newest update on the FUTURE trends I’ve observed and researched that are rapidly evolving and pushing the current World of Work towards becoming – whatever it becomes, otherwise known as the FUTURE.  As of now, the trend towards a more Right-Brain dominat business place is still going strong as Left Brain jobs continue to be Automated, Outsourced, or Obsolete.  This gave attendees a new “map” of opportunities to look towards, and maybe even a brand new direction on their career journey. 

And don’t forget that next month on Tuesday, December 8th, (same time, same place), we’ll present the 3rd and final evening of this particular series (don’t worry, there will always be more!), with Get Busy! as Susan Marshall (The Backbone Institute) and Kathy Bornheimer (KB & Associates) bring you strategies, advice and resources that will strengthen your attitude towards your job search or career transition.  They’ll share methods to use that give you the Confidence, Energy and Motivation needed to Succeed in this Current and the FUTURE Business Landscape. 

Kathy and Jeff have also written an excellent Career Resource Book called “Work Makes Me Sick!  Prescribe Something   Quick!”  An informative and helpful book written with humour to help you in a new job search.  You can order the book at http://tiny.cc/o8Zoo.

This series is for Job Seekers, Career Transition Seekers, Educators, Consultants and Anyone who wants to Learn how to Thrive in the New “Normal” and the FUTURE Business World. We look to give you a better Understanding of this Brand New Business Landscape, to provide you with different methods to Connect with Your Community and Network, and for everyone attending to Discover that Your Journey is Just Beginning and that Your Destinations are indeed Many.  Many more than we ever Dreamed about (or ever Wanted to Know about!

I’ll end with the advice?  prayer? admonishment? blessing? or warning? that I give to my 15 year old son as he leaves the house each morning to begin his own personal journey down the road (up the road?) through the perilous world of high school, complete with it’s own dragons and monsters:     

MAKE GOOD CHOICES!                                                                    

(what else can you say to a teenager or to us as adults as we head out on the road each day?  whenever someone tells me to “have a nice day!”  i begin to worry about a bad day… when someone says “take care!” i begin to become fearful of being careless! and really, what other actions can make the biggest difference in where you end up in this world than your choices? and i’m leaving the relativity issue around “what are good choices?” to your Mom!  she’ll tell you what’s what!)

This is hysterical. If it had been presented this way,
I don’t believe any of us would have done it!!!!

POSITION :
Mom, Mommy, Mama, Ma, Mami
Dad, Daddy, Dada, Pa, Pop, Papi

JOB DESCRIPTION :

Long term, team players needed, for challenging,
permanent work in an
often chaotic environment.
Candidates must possess excellent communication
and organizational skills and be willing to work
variable hours, which will include evenings and weekends
and frequent 24 hour shifts on call.
Some overnight travel required, including trips to
primitive camping sites on rainy weekends and endless sports tournaments in far away cities!
Travel expenses not reimbursed.
Extensive courier duties also required.

RESPONSIBILITIES :

The rest of your life.
Must be willing to be hated, at least temporarily,
until someone needs $5.
Must be willing to bite tongue repeatedly.
Also, must possess the physical stamina of a
pack mule
and be able to go from zero to 60 mph in three seconds flat
in case, this time, the screams from
the backyard are not someone just crying wolf.
Must be willing to face stimulating technical challenges,
such as small gadget repair, mysteriously sluggish toilets
and stuck zippers.
Must screen phone calls, maintain calendars and
coordinate production of multiple homework projects.
Must have ability to plan and organize social gatherings
for clients of all ages and mental outlooks.
Must be a willing to be indispensable one minute,
an embarrassment the next.
Must handle assembly and product safety testing of a
half million cheap, plastic toys, and battery operated devices.
Must always hope for the best but be prepared for the worst.
Must assume final, complete accountability for
the quality of the end product.
Responsibilities also include floor maintenance and
janitorial work throughout the facility.

POSSIBILITY FOR ADVANCEMENT & PROMOTION :

None.
Your job is to remain in the same position for years, without complaining, constantly retraining and updating your skills,
so that those in your charge can ultimately surpass you

PREVIOUS EXPERIENCE :

None required unfortunately.
On-the-job training offered on a continually exhausting basis.

WAGES AND COMPENSATION :

Get this! You pay them!
Offering frequent raises and bonuses.
A balloon payment is due when they turn 18 because
of the assumption that college will help them
become financially independent.
When you die, you give them whatever is left.
The oddest thing about this reverse-salary scheme is that
you actually enjoy it and wish you could only do more.

BENEFITS :

While no health or dental insurance, no pension,
no tuition reimbursement, no paid holidays and
no stock options are offered;
this job supplies limitless opportunities for personal growth, unconditional love,
and free hugs and kisses for life if you play your cards right.

Parents and Teachers

Both parents and teachers want students to grow up into good members of whatever society they live in.  They want to see change and growth and genuinely desire the best for the kids they interact with.  They want to see children who are happy, healthy, well rounded and deeply rooted in knowledge and understanding of the world, people and God.

Moms

Mothers are too many things to describe in the lives of their children. In general, mothers are the ones who listen to all hurts and hurt with their kids.  Who love unconditionally and know all the things their kids like and don’t like and the reasons behind them.  They give extra grace on bad days because they see where their kids are really struggling. They see that in the bigger picture kids sometimes need to be allowed to be stormy for a day more than they need correction in the moment. Moms want to do everything they can to help their kids avoid being hurt and to make their lives as free of difficulties as possible. In general moms do not like other people correcting their children, and take offence for their children. If a mom has homeschooled she has probably carefully researched the different programs and has chosen one for specific reasons and finds those philosophies important.

Teachers

Teachers, especially those with some experience in classroom teaching, are people whose job it is to instruct students academically and behaviorally (so that the academics can be covered).  In general these are people who enjoy being around kids but have high expectations of respect and responsibility in a school setting.  They care more about students making academic progress and behaving appropriately than they do about how the students feel about what they are doing.  Teachers in general have good relationships with students but are more distant and authoritative with their students than other adults in the kids’ lives. In a classroom of 20-30 students a teacher must be the boss and must be obeyed or chaos will ensue, so most teachers have developed a system to let students know that the teacher is in charge and disobedience or challenges to authority will not be tolerated. Most classroom teachers in public schools are given curriculum to teach and given little freedom to deviate from it, they may have been instructed in how to come up with extra activities or ideas to make lessons more fun/interesting but have most likely been given little practice in doing that. Most public school teachers have likely spent very little time relating with students’ parents outside of scheduled parent-teacher conferences. They have been trained to look for what needs improvement in students and help the student and parents see those things and work on them, to tell the truth about these things in a kind but firm way.

Things for parents to think about:

When requesting a teacher be aware of what you are asking for and what your expectations of this person are.  Communicate those things clearly.

If you are requesting an experienced/trained teacher to come and homeschool your children; be aware that homeschooling is not something that will come naturally to the teacher.  It is a completely different way of approaching school with less formal structure than the teacher is accustomed to.

Be aware that a teacher is not a social worker or counselor.  They are not someone who is trained or adequate to meet a student’s social and emotional needs.  Though they may develop a great relationship with their new students and help as an Auntie or Uncle, this is not the primary role of a teacher and should not be expected unless that is communicated clearly as part of their assignment.

In general it is better for school with a teacher to take place outside the children’s home, especially if one or both of the parents will be home during school time.  This allows for a clearer definition of authority during school time and gives the teacher a stronger footing when dealing with classroom/school discipline issues. It also allows their home to be a place to relate to the teacher more informally outside of school time.

Are there some specific issues you would like to see dealt with in a school setting?  Communicate those things with a teacher.

Are there specific things that a teacher should know before coming into a teaching situation with your children?  Are there academic strengths/weaknesses, behavioral/ social/ emotional issues that will impact the children and teacher in a school setting?  Be as open as possible in your communication even before a teacher arrives so that they can have as much time as possible to plan and prepare things to help your children develop into Godly people. This will not taint the teacher’s view of your children, it will help them be better teachers and not feel caught off guard by these issues.

Remember that many tck teachers, especially ones who would choose to come and help in a homeschool situation, are younger, single and will need support.  They are people who will want and need community to be a part of and will likely have a heart for the nations and so will want some national relationships.  They will need help to get those needs met and will need to know that they are valued for more than what they can do for your children.

School teachers talk educational and behavioral issues over with other teachers to get guidance and suggestions.  This is something that the educational system promotes and is not intended to make anyone think less of the parents or students.  If the teacher is the only one in the area, he/she will likely need someone who is safe to talk with about educational issues that are not involved in the immediate school situation. It would be good to let the teacher know of one or two such trustworthy people.

In writing job descriptions, be very clear about what you want the teacher to do. Here are some clarifying questions:

1. Do you want someone to come in and provide assistance to the mother as a home school helper?  Someone to follow a curriculum and plan entirely chosen by the parents in a specific way? If so, someone with less training or experience might be better than a trained teacher with ideas of his/her own.  [Note: even a less trained person will have their own ideas, personality, gifting, and while he/she may be more flexible at following a plan laid out by the parent, he/she needs to be free to operate out of their SHAPE (spirit, heart, ability, personality, and experiences).  Also, even a helper needs to receive respect from the students at all times, and parents need to support this helper/teacher by providing a united front when the children are present.  Any disagreements need to be worked out with the teacher and parent apart from the children.  Just as moms and dads need to love and support one another to their children—not siding with the children against one of the parents--parents need to show this kind of support to and belief in their helper/teacher.]

2. Do you want someone to come in and take over the children’s education completely and free up the parents to pursue ministry?  If so, are the parents ready to give up control of the school setting and environment and allow the teacher to run school in the best way he/she sees fit?

3. Do you want some one to come and be a big brother/big sister to the children and help meet some of their more social needs?  This would be something to include in a job description and is not necessarily something that a teacher would do within school time. [Note:  If this is the goal, then a TCK teacher is not really what needs to be requested.  Kids need to have their social needs met within the local and expat community.]

Things for teachers to think about:

Are you ready to take on a challenge that is completely different than any teaching experience you have had thus far?

You likely have a heart for the nations and will want national relationships of your own.  Realize that your teaching job is important, it is a ministry in itself, it is valuable and deserves your time and full attention.  It will be difficult to get time outside of your “foreign bubble” to develop those friendships, but worth any effort you will spend doing it.  Ask others for help in finding some local people to start relating to. [Note: College students in your area who have some English language abilities can be excellent friends.]

How do you plan to communicate with the parents of your new students?  Remember that you will have much more interaction with the parents than you have likely had with any student’s parents in your experience.  You will need to maintain a relationship with them and allow them to be part of the education process while yourself being in charge of it.

Have you asked specific questions of the parents to find out what it is they expect of you?

You will likely have some educational or behavioral issues that you will need to discuss with someone who is not the children’s parents.  Ask the parents who is someone they would trust to give you solid advice, but is not immediately involved with the situation. [Note: It is good to find an objective third party (not a team member or close friend) who can speak truth into the situation.  Sometimes the teacher needs to make changes she is not accustomed to, however, most often the parents need to allow the teacher more control and support her more.  Parents do not want their kids to suffer and DO feel their pain. The reality is that even the best of children will whine and complain when they have to do something they don’t like.  Everyone needs to experience some pain and frustration in life, it is part of growing up and becoming a person of gratitude instead of a person of entitlement.  By sparing our children of the pain, we prevent needed things from happening in their lives.]

In public school teaching a prevalent attitude for teachers to have is “I’m the boss in this room, we do things my way in my classroom, your feelings about that aren’t of great consequence.” While this may be true, parents of tck’s tend to see it as harsh. Are you prepared to stand firmly but gently in your authority as a teacher while listening to more advice from parents than you ever have before?  [Note:  You do need to be willing to listen to the advice of the parents.  They have been on the field longer, they have been teaching their children, and they have a lot of great insights that you may have never thought about or experienced before.  On the other hand, MOMS, please recognize that your kids’ teacher has a lot of new and fresh ideas that you may have never thought about.  Please realize and respect them by allowing them to have final say in the classroom.  Please require your kids to obey and respect them.]

Parents of tck’s can tend to be somewhat overprotective.  They see all the complications of having their children grow up overseas and often feel that their choice to move their children to challenging places made their children’s lives more difficult.  They want to do everything they can to protect and shelter them from extra difficulties.  You may have many differences of opinion with the parents on how classroom discipline and work issues should be handled.  How do you plan to handle those differences of opinion? Have you communicated that with the parents?

It would be good to set up parent-teacher conferences every month or two at first, possibly less frequently as time goes on, with both parents present and a mediator if you think this is necessary.  Outside of these scheduled meetings do your best to develop a relationship with the parents that isn’t based on you being their child’s teacher.  [Note:  Teachers—spend time with other families, local friends, church friends, etc.  Parents—please don’t talk to teachers about school or discipline issues other than at scheduled school time.  For example, if your teacher comes to dinner or movie night make a commitment to only have fun and not talk shop!  And please do include your teacher in fun outings or home experiences so she can relate to you and your kids as friend.  It is not your teacher’s job to be your kids’ friend inside or outside the classroom; however, it could be a very positive thing for outside of the classroom.  A parent who is enforcing limits and boundaries in raising their children know that there will be times in which their children will be mad at them or hate them.  A parent needs to be strong enough not to cave in to their children, but rather uphold the limits and boundaries for the end goal.  Likewise, children will get mad at and maybe even “hate” their teacher from time to time.  Parents and teachers SHOULD bring about such frustration from time to time in a child’s growing up years.  This is what helps children understand that they are not God.]

When on a school campus you have the authority to correct any child who does wrong in front of you, be careful about doing this when you are around your students and it is not school time.  [Note:  Teachers, when you are over for family fun night or dinner, or when you see your students at church or some other setting, please take off your teacher authority hat.  This would be time to let their behavior slide and leave the reproof to the parent.  And, even if the parent doesn’t do anything, you need to remain quiet—or talk to the parent about it at another time.  However, if the family comes to your home, though you will leave discipline to the parents, it is okay to tell the parents and the child that jumping on the furniture in your home is not okay with you…or some other such situation.]

Look for people you can be around in your off time who you can just have some fun with that has nothing to do with school.

Things to clarify while you are getting started:

1. Where will school be held? What furniture or other things are in the room?  Is there freedom to rearrange/add to/ remove things from the room? Does the place serve another purpose when not being used for school?  [Note:  Parents, please if possible, give your teacher as much freedom to set up the classroom in a way that suits her.]
2. How will students know to come to school?  What signal will be used and who will give the signal? If breaks are taken, how long will they be and who will call the children back to school after the break?  [Note:  I recommend that parents and teacher work together on developing a schedule with regular appointed times for starting, stopping, and taking breaks.  Even if school is done in the family’s home, I still recommend that the teacher release the children at break times and not be interrupted by the parents, even if the teacher goes over a few minutes.  I think the use of a kitchen timer set by the teacher is an appropriate way to signal the children back from break.  Students need to learn to watch the time and be responsible.  A teacher can tell them what time to be back and in their seats, and the students should comply.  Rewards or consequences can be established up front for timeliness/tardiness.]
3. How will students come to school (transportation, appearance, general readiness)
4. Are the philosophies behind the chosen curriculum important to the parents?  Is the teacher expected to read and buy into these philosophies?
5. What are the goals of the school year?
6. How important is sticking to the curriculum to the parents?  To the teacher?
7. Are extracurricular activities desired? By whom?  What will these be?  Who will provide supervision or funding for them?
8. What will school hours be?  If more or less time is needed to cover all the material for the day is the schedule flexible?
9. Will homework be given? How often and how much? What will the consequences of incomplete homework be?
10. Will grades be given?  How often? In what subjects?
11. What are the standards of behavior in the classroom?
12. If/when discipline issues arise in the classroom, is the teacher free to correct the behavior as he/she sees fit?  What will be the consequences for specific misbehaviors, unfinished tasks, tardiness…[Note:  Parents, please give your teacher power and authority in the classroom to establish appropriate rules, rewards and consequences.  Teachers, please do not use corporal punishment or shame.  Parents, when a child comes to you sad about facing what seems to them as an unfair consequence, please side with the teacher.  Empathize with your child…tell them you are sad with them.  Ask them to express to you how they feel about it.  Often, kids just need to know that Mom cares and loves them.  Though they may hope you will take away the consequences, ultimately they are testing the boundaries and need you to uphold those boundaries.]
13. If a discipline problem occurs during a break time and a parent is present, who will correct the child/children?  [Note:  Let me suggest that if a parent is in charge of the break providing snack and spending time with the kids, that the parents handle the discipline problem.  If the teacher is in charge of the break and a parent just happens to walk in or be around, then the teacher should be in charge of the discipline issue…with one exception.  If the discipline issue is the student disobeying or disrespecting the parent during that break, then that is a parent/child issue, not a teacher/student issue.]

The business is going well and now it’s time to consider taking on your first employee. Before actually recruiting, it’s worth spending just a little more time on ‘who’ and ‘what’ here. Recruitment can be expensive and it does take time to set up and interview people, so it is important to get it right. Getting it wrong can be a big expense too! So here are my tips to help you with the process.

Tip No 1 – Write a job description

Let’s start with the job itself. What is the job? Yes, you are probably aware of the content, well roughly anyway. Tip No 1 – Write it down. Write down the content of the ‘Job description’. Too many small businesses keep a lot of this information ‘in their heads’ where it’s not easily accessible! What are the main responsibilities of the job? To whom will the new recruit report? What are the main requirements of the job? What needs to happen now that it not happening already in this role? Has the role grown that it is no longer capable of being managed by one person – YOU – possibility, hence the reason you are considering recruiting more manpower.

A job description or job spec will help to clarify the new role. Write down the purpose of the job. Is the new job required to ‘assist’ you with your role? Perhaps you are recruiting someone to ‘fulfil’ part of the job that is not part of your skill set? You are after all developing the business and you need to think about additional skills. Be wary of recruiting a ‘cloned you’! Writing a job description will allow you to think more clearly about what additional help you need for the business right now and in the future too. Take time and be clear about this for your business. Preparation for recruitment can be a sound investment.

Tip No 2 – Write a person specification

Think about the person you need to do the job and again write it down. Consider what it is you will require from this person who is interviewing. What is your requirement? You know after all what it takes to do this job. What are the attributes you are looking for now, may include attention to detail, accuracy, flexibility, ability to speak a particular language? The person specification may be written in terms of ‘essential’ and ‘preferable’ requirements. If you are recruiting a finance person then it may be ‘essential’ for them to have a specific finance qualification. It may be ‘essential’ for them to be able to use all Microsoft packages? It may be ‘preferable’ for them to be conversant with e.g. Quick Books, but not essential as this is something you can train them on if required within the business.

By writing a person specification, it provides the opportunity to think about skills and attributes. It enables you to make a more informed decision for recruitment. It’s also helpful for when you are preparing your interview questions too. Further along the line, the person specification may help when you are job matching for further positions. It helps to have a template in place rather than starting from scratch all over again.

By taking the time to plan your recruitment, write a job description for the role and a person specification for the ideal candidate, you will be more confident about who and what you require for your business. Also, this exercise will be good discipline and practice for you. You are after all ‘investing’ in new people; you are paying the new person to do a job for which they will require payment. You will be required to assess the role and the person from time to time, so it is important to have a set of criteria to work with too. Yu may find that the job description and person specification changes and that’s okay. It is not something that is set in stone! As your company grows and develops you and your people will do too.

If you would like a template for a job description and personal specification, please contact me at Fraser HR. Email mary@fraserhr.co.uk and write Job Description in the subject line.

Mary Fraser is an experienced HR professional with a passion for learning and development. She set up Fraser HR in 2002 to help small and medium sized organisations by providing an external HR support service.  Mary is a keen advocate of personal development and offers coaching and mentoring to individuals and organisations as part of their development strategy. In 2005 she co-founded Success Network for business women with colleague Ute Wieczorek-King. More about Fraser HR can be found at www.fraserhr.co.uk

I would like to invite anyone who is looking for a new job opportunity to review the following information, and let me know if you or any of your contacts are interested in pursuing these outstanding positions.

We are working on a retained agreement with our client, and are directly interacting with the hiring managers. Based on individual qualifications, we can look for both current and future opportunities that will best fit individual skill sets and career goals. Additionally, the open positions we are working on are located throughout the US, with most of them not requiring relocation.

A sample of the positions I am currently looking to fill are:

Technical Consultant: Responsible for the implementation of a proprietary billing and data management application. Key skill requirements are revolve around testing, developing, tuning, importing and converting data from legacy systems in to Oracle or SQL databases. Experience with XML and SQL scripting are essential, and any exposure to programming languages is a plus.

Test Engineer: Responsible for designing, developing and implementing cost-effective methods of testing and troubleshooting systems and equipment using a mixture of hardware and software testing. The ability to develop the testing software used to evaluate hardware, systems, equipment and applications is required – primarily using C++, C#, .Net and various scripting tools (SQL)

RF Test Engineer: Responsible for testing and performing a variety of tasks in relation to Printed Circuit Board Test Development/Support, manufacturing of electronic products. This includes maintenance testing of existing systems, to automated, PC-controlled testing. Experience using electronic test equipment, C++ (Visual or Borland), HTML/ JavaScript, SQL or Oracle database experience is required. Additionally, experience with automated test equipment such as PC or PLC controlled manufacturing equipment or in-circuit test equipment is essential.

Business Consultant: Key responsibilities include implementing and developing business process engineering techniques, developing technical solutions and management processes to achieve overall objectives by means of implementing systems or enterprise wide solutions, using the company’s or a third-party’s hardware/software products. Business Consultants also participate in sales and proposal presentations in addition to completing ongoing team account activities.

Project and Field Management: Management level positions tasked with technical and administrative support activities including network deployment (implementing network design, operating the network management system, network analysis, RF analysis and field diagnostics, managing equipment configuration, preventative maintenance, and engineering change upgrades.

Principle Consultant: Responsible for translating the client’s business requirements into specific systems, applications or process designs for very large complex IT solutions and integrating architecture. Acts as an advocate for the client, as the ultimate authority on the architecture designed to address client business problems. PMP or PMI affiliation is desirable.

We are working on a retained agreement for these positions, so you will not find them available through any 3rd parties. Anyone who is interested should contact me directly. I can be reached here: Email Chris Hood

Finally, I am always looking to network and establish relationships for opportunities that may lie down the road. Don’t hesistate to reach out for any reason at all!
Thanks,
Chris
Twitter: choodatwork

My dream job, ever since I volunteered on a U.S. Senate re-election campaign during high school, was to work in Washington, D.C.  No, not as a senator or representative, but being a part of the staff of a senator and advising on policy.  Yeah, it sounds a bit nerdy, but oh well.  So in undergrad, I majored in public policy and worked in the Senator’s office, whose campaign I had helped on.  I even did a summer internship in D.C. for the Senator.  He knew I loved policy and that it was what I wanted to do.  He was the one who suggested I go to law school.  Law school, he’d said, is a great credential to add to my degree and work experience, and would be an asset to my future career goals.  Plus, he’d added, one of his policy advisers was planning on retiring in the next 3-4 years,and maybe I’d be a good replacement.

That was in 2004.  I entered law school in the fall of 2005, worked hard for 3 years, and was excitedly thinking about moving to D.C. after the bar exam.

It was during that summer that the economy started going to shit, and jobs everywhere were becoming scarce.  I thought I was lucky because I had thought I’d had a job lined up.  In fact, when I’d talked to the Senator’s Chief of Staff before I’d started bar prep, she’d seemed very excited that I’d shorly be out there, and wished me good luck studying.

I spent the majority of the summer studying for the bar exam while my trusty dog, Frankie, a four-year-old Newfoundland, and I crashed at my parent’s house.  More on Frankie later.  It’s basically an unwritten rule that working durin gbar prep is bad, and I didn’t need a job adding to my anxiety.

So the phone call I received two days after the bar exam was over cam as quite the shocker — the Senator’s Chief of Staff informed me that the guy who was supposed to retire wasn’t.  His wife had had a stroke, and he needed to keep working for medical bills not covered by insurance, and the value of his 401(k) wasn’t enough to help him get by.  And since Senator’s budgets were being carefully scrutinized, there was no room to take on another staffer at the moment, but she assured me that when things turned around there would be room.  I told her I understood, hung up the phone and screamed so loudly that Frankie came into my room to make sure I was okay.

The next few months were a blur, as I started applying for anything and everything.  It was rare to get an interview, as each job opening typically had over 100 applicants.  Passing the bar raised my odds somewhat.

The openings slowed as the country started sinking deeper into a recession.  If I couldn’t have my ideal job, I at least wanted one where I could work on improving my research and writing skills, which are essential to policy work.  To give me some spending money during the holidays, I took a retail job at the mall.

And then a job that looked like it would give me great experiences opened up.  The only downside?  It was in a small town located over two hours away.  The closest city to the small town was a 45-minute drive.  Desperate for relevant experience, a steady paycheck and benefits, I applied.  I was offered the job right after Christmas and started mid-January.

What is my job, you may ask?  Essentially, I work as a clerk for 8 judges and 2 magistrate judges of the state circuit court in the most rural circuit of the state.  The small town I was moving to, with a population of 5,000 people, was the largest city in the circuit.  It used to be, years ago, that each judge had his or her own clerk.  But clerks were always the first thing to go when budgets were cut.  Anyhow, I do any research and writing projects that any of the judges want.  If they need me to watch a hearing, I’m there.  I travel when need be, as the judges are chambered at small county courthouses throughout the circuit.  Only one is located in the courthouse my office is in.

So for purposes of this blog, what you need to know is that I work in a courthouse, in my own office, doing things that I hope will eventually lead me to D.C. or at this point, a city.  I’m grateful to have a job, given the state the economy is now.  I don’t feel like I am entitled to a job in a city, or even in D.C.  I am just hoping that this so-called ‘wrench’ in my plans can lead me back onto my ultimate career path.

Sometimes you need to do things and being places that aren’t your first choice, but in law, experience matters.  And I’m getting great experience and learning the finer points of living in a small, rural town.