Disability Determination Specialist Career Profile

Disability Determination Specialist Career ProfileDisability Determination Specialist Career ProfileDisability determination specialists are state government employees who evaluate medical evidence to decide whether someone applying for Social Security disability benefits meets eligibility criteria. They gather evidence, analyze it and apply it to Social Security rules. It is essential for specialists to be good investigators and have a firm grasp of medical terminology. Selection Process The US Social Security Administration funds disability determination services operated by state governments. These state programs hire staff to determine whether applicants for Social Security disability benefits are in fact disabled such that they are eligible for benefits under the Social Security Disability Insurance (SSDI) or (SSI) programs. The SSA uses the term claimants when they discuss those applying for benefits. Federal employees make decisions about the other aspects of claimants sit uations like age, work history, and marital status. Procedures vary by state, but in general, disability determinations specialists are hired using the normal government hiring process. Some states administer a written exam during the hiring process. While the funding for their positions comes from the federal government, disability determination specialists are state government employees. Education and Experience Job postings for disability determination specialist positions require applicants to hold a bachelors degree. They often do not require any experience since some states abflug new disability determination specialists with a trainee designation. Disability Determination Specialist Duties Disability determination specialists gather and analyze evidence to determine whether an applicant for Social Security disability benefits meets eligibility criteria specifically related to that persons disabilities. Specialists compare what they find to what Social Security rules p rescribe. They decide whether a claimant meets criteria and notifies the SSA and claimant of the decision in writing. The specialist explains how the evidence supports the decision. The claimant may appeal this decision to the local SSA office. Claimants may not have all the evidence a specialist needs to make a determination. Specialists advise claimants on providing the necessary evidence. If a claimants medical documentation is insufficient, a specialist will work with the claimants physician to find the needed medical records or may ask the claimant to visit the doctor so that the doctor can evaluate the claimant and provide expert testimony. If the claimant does not have a primary care physician, the specialist may help the claimant arrange an appointment with a doctor. Specialists may also ask claimants to have medical tests performed in order to substantiate the existence or severity of a disabling condition. One of the first things disability determination specialists are t rained on is medical terminology. Of course, specialists do not take it upon themselves to diagnose claimants, but they must be able to understand what medical professionals write and apply diagnoses, prescriptions and expert statements to Social Security rules. Like many other frontline workers in human services, disability determination specialists carry a caseload. At any given time, specialists have a set of cases they are working. As long as they close a case at about the saatkorn time they receive a new one, they can maintain a manageable workload. Some cases take much more work than others, but over the long haul, workload balances out among specialists in the same geographical area within a state. Specialists have access to very sensitive personal information. They take precautions to safeguard this information ensuring that only people who have a legitimate need for information receive it. Even when someone is entitled to information, specialists are careful to disclose onl y what is necessary. What Youll Earn The standard of living varies across the US, so state governments have slightly different salary rates for new disability determination specialists. However, new hires can expect to start somewhere in the low to mid-$30,000s. As specialists gain experience, they can expect regular salary increases because of career ladders established by state agencies administering disability determination programs.

How to Reduce the Cost of Employee Business Travel

How to Reduce the Cost of Employee Business TravelHow to Reduce the Cost of Employee Business TravelWith some sympathy for employers who are trying to control travel costs, asking employees to share roomsis notlage where to start - or finish. These ideas are less stressful and offensive to the average employee who travels for business for their employer. Employees are normal humans who just want some privacy and distance from co-workers while on a business trip, especially if they have spent the day with coworkers. Employers dont need to ask employees to share rooms. Other Ways to Save on the Cost of Employee Business Travel Require employees to travel on the same day whenever possible.Develop and implement a firm travel policy that provides specific details about per diem payments at various destinations, preferred hotel chains where the employer may have established a discount rate, reimbursements for expenses, and limits that require a managers signature in advanceif exceeded.Ho ld employees to the letter of the law as stated in the travel policy without prior authorization of exceptions. Do not reimburse expenses that were not allowed by policy or exception. Renegotiate or negotiate corporate rates with hotel chains common to your destinations. Look for hotels that offer amenities such as a complimentary breakfast, a complimentary cocktail hour, afternoon snacks and appetizers, and refrigerators and coffee makers in the rooms. Require employees to use these hotels and amenities when they are available.Use a less expensive hotel chain when making reservations. Most employees would give away a star for a private room. Dont expect lower standards in areas such as cleanliness and other employee comfort amenities from hotels that are rated with fewer stars. Survey traveling employees periodically to make sure the selected locations meet their needs. Use a consistent travel booking service such as American Express Global Business Travelto help control costs. The y will help you plan, adopt policies, save costs, and limit employee spending. Even local travel services can assist you to save on business travel but the advantage to an American Express company is their reach nationally and internationally and their online services.Make arrangements with one airline to use their services whenever possible to receive a corporate discount on every flight. Require employees to use the airlines booking service, for example, Southwest Airlines Corporate Travel. Employers can also save when planes are booked well in advance.? Make employees who make last-minute travel decisions obtain authorization. In one case, in a client company, a plane ticket that would have cost $300 if booked a few weeks in advance cost over $1200 when the employee made the reservation two days before the event. This should only happen in an emergency as most tickets are transferrable even if they are not refundable.Reduce travel costs in other areas, such as meal and alcohol pe r diems and transportation. Vary the per diems by the location. New York City is expensive compared to Las Vegas, for example. Smaller, non-resort areas are even more affordable. Your travel policy should reflect the costs your employees will experience as they travel to different states and locales. Experiment with virtual meetings, services such as Skype for Business, and videos. While initially uncomfortable, not-in-person meetings are an acquired skill. Employees do become more comfortable as they use these services over time. Webinars work well for various kinds of training, especially seminars that allow multiple employees to attend.Require your employees to use less expensive public transportation and shuttle services, when they are available, rather than fhrmann hol vers, especially when employees travel between airports and hotels. Most large conferences offer free shuttle service between the hotels and the conference center. Less taxi usage or the requirement that employee s gather to pay for a group taxi can savea lot of money. Asking adult employees to make timely reservations, budget expenses on their business trips, and explore options other than travel for meetings and training is the right approach to streamlining the costs of business travel. They are respectful of employees. They benefit the employer because employees feel respected and cared about which produces positive morale. They keep the positive relationship cycle moving in the right direction. What about cheap family trips?

3 People Who Take Advantage of You at Work - The Muse

3 People Who Take Advantage of You at Work - The Muse3 People Who Take Advantage of You at WorkI bet you still remember your first day of work. You probably didnt know what to expect, but you knew one thing- you wanted to be a really good team player. And you knew that meant youd probably be taking on extra work whenever necessary. So, from day one, you set out to be the most helpful.Weve all been there. And yes, there are times when theres just so much going on, you need to chip in mora than you usually do. Thats great for a lot of reasons, and in a lot of cases, Id recommend it. However, there are also those times when you have a sneaking suspicion someones taking advantage of your helpfulness and simply passing his or her work on to you. Here are the three kinds of people who are always asking for help- and three simple responses thatll make those people think twice about dumping their work onto your plate. 1. The Im So Swamped- With More Fun Things PersonLets say someone on your team asks you to put together a big report shes responsible for because shes just swamped with a million other projects. And then that person goes out for a two-hour lunch break while youre deep into his PowerPoint. Thats ridiculous- yet elend that all uncommon if youve established yourself as someone whos happy to help a co-worker out. And yes, you might be really militrischer abschirmdienst the first time someone asks you to take care of something, only to turn around and spend the entire afternoon schmoozing with people in the kitchen. Thats understandable. But before you snap, take a deep breath and turn to your (packed) calendar. The ResponseRespond to the request with a simple email that says, Id love to help, but I have to take care of X, Y, and Z first. If my schedule clears up this week, Ill definitely let you know how I can pitch in. This short message can go a long way with a co-worker by reminding him or her that you also have a lot to get done in a limited amount of tim e- and that pitching in would be adding significantly mora to your plate. If you assume this persons somewhat lazy, and leid a monster, this helps in getting your point across.2. The Can You Just Take Care of This Complicated Task for Me? PersonConsider this scenario A more senior colleague has a masters degree in finance. But even though this person has decades of experience doing revenue projections and payroll management, he or she consistently sends you complicated Excel spreadsheets to take care of. If youre interested in doing this kind of work, that might sound great. The only problem? These tasks are way above your pay grade- and this guy doesnt seem to notice, or worse, care.In this case, you might try tackling these advanced projects because you think theyll impress your boss. And you might be right (unless you dont do a great job). But if this colleague of yours left you all alone to do these things, youll spend a stupid amount of time trying to figure out how to get it d one. The ResponseIf this happens to you, and you are open to learning the process- dont be afraid to respond with Id love to help, but since you have a lot of expertise, would you be willing to show me the ropes? While this task may be second nature to the person tossing it your way, its good to remind him that its not to you.And, if youre not at all interested in picking up that skill, you can say I unfortunately have no experience executing that type of task, so I dont think Id be the best person to help you with it. Its hard to argue with that line of reasoning. 3. The Hi, Have We Met Before? Can You Do Me a Quick Favor? PersonOn any team youll work on, there will be people who will take a vested interest in you as a person before they start asking for help. And when they ask for your assistance, itll be because youre a respected colleague with valuable insights and skills to share.But then there are those who ask you for help because they know you can do the task at hand. Im not suggesting that you should only help co-workers youre friendly with at the office, but its not a great feeling when you only hear from certain people when theyve got a huge deadline coming up. The ResponseIts obviously grating to have someone constantly ask you for favors without even asking how your day is going. And because its so annoying, its also natural to want to snap at that person. But, before you write that three-paragraph email to tell him or her to shove it, think about what you want from this relationship. Is it nothing? If so, use the email template from number one. But if you want to get to know this person because itll make your day-to-day job better, invite him or her to coffee. Its possible that he has no idea how hes coming off in emails- and its also possible you could become friends. The more you like each other, the less likely this person will try to pawn off his work on you. Or, the more likely youll be to want to jump in and help when you do have the time. Its a hypothetical win-win.You should be commended for having a natural instinct for helping people. However, that doesnt mean you should be taken advantage of just because youre so willing to go above and beyond. Use your judgment, and if you think someone is just being a little lazy about the tasks on his or her plate, feel free to take it as a compliment for a minute. After all, youre only being asked because its obvious youre sharp. But once youve let your ego bask in the glory, be an advocate for yourself and do whats in your own best interest. Photo of woman on phone courtesy of Shutterstock.

How to Prepare for Your Annual Employee Review

How to Prepare for Your Annual Employee ReviewHow to Prepare for Your Annual Employee ReviewYour annual employee performance review is an important opportunity to review your goals and accomplishments and receive feedback on your past performance and suggestions for improvement. Performance reviews can be used to justify raises or promotions or to request additional responsibility, so its important that your performance is accurately documented. With a healthy amount of upfront planning, an annual performance review can be a positive experience that can further your career. Prepare for Your Annual Performance Review Properly preparing for your annual performance review throughout the year, not just a week or two before it occurs, can lessen any surprises and increase the likelihood of a productive, successful meeting. Maintain a detailed log of your goals and accomplishments that you can refer to throughout the year and use them in preparation for your annual review. This will en sure that the information you provide is detailed, complete and accurate, and lessen the likelihood of missing a key element in your review. In addition, stay current on whats expected of you to meet company goals. Company strategies are always changing and your job description may change along with it. Therefore, meet regularly with your manager to make sure you continue to meet present expectations. Five Ways to Prepare for a Performance Review Key points to remember for a smooth performance review areKnow your managers expectations and your goals before the review.Obtain manager feedback on a regular basis.Maintain a record of your accomplishments and changing goals throughout the year.Keep your manager informed.Provide input to your manager. Manage Job Expectations Understand managements expectations, as well as your goals well before your annual review. Take a look at the job posting that was used to advertise your position. When you are applying for a job, or new at a job, its not uncommon to only have a superficial understanding of your job duties. However, once youre there for a few months, you should have a better understanding of the job requirements. Many managers schedule weekly one-on-ones with their employees to stay informed about their employees work, which can include reviewing job expectations, especially when duties change along with changing company goals. Above all, its important to have your manager explain how your performance will be assessed throughout the year. Even if your manager or company doesnt have a formal goal-tischsetting or development-planning process, you can still set informal goals with your manager. By doing so, youre not only demonstrating to your manager that you are ambitious and results-oriented, you are minimizing the chances of being surprised during the annual review discussion. Get Feedback Ask your manager for feedback twice a month or monthly. This can be done during scheduled status meetings. The info rmation will help you to keep track of your goals and accomplishments, and set expectations. Feedback will also help you to make any necessary improvements. You can, therefore, be assured that you are performing your job properly throughout the year. Record Accomplishments Record and maintain a log of your accomplishments thought the year. For example, keep a folder of good and bad performance, customer feedback, performance reports, progress on goals, and anything else that supports your performance expectations and goals. Keeping a record of your major accomplishments and summarizing them on an annual basis is also the perfect time to update your resume. Each year, you should add at least a couple of accomplishments to your resume and LinkedIn profile. Keep Manager Informed Dont assume your manager is aware of your performance status and accomplishments. Without overdoing it, let your manager know when youve done sohonigweinhing great. Its also important to own up to any m istakes, as managers dislike surprises and will appreciate that you are accountable for your actions. Give Input to Manager Provide input to your manager, even if it is not requested during your annual review. Your input during this meeting is a rare opportunity to mention your accomplishments to increase your chances for advancement. Electronic Review Process Many companies have adopted an efficient process that records and tracks an employees progress throughout their years of employment. For example, there are software programs that simplify the review process by asking management to fill in employee goals that must be met throughout the year. The employee then explains, in the required fields, how they met these goals along with providing specific examples. The manager then reviews the employees comments and accomplishments and may rate the employee, from didnt meet expectations to exceeded expectations and adds their own comments. The employee then meets with their manager to review the findings, which is the basis of the annual review.

Buying Legal Secretary Resume

Buying Legal Secretary Resume What You Dont Know About Legal Secretary Resume Employers will focus their attention on the individuals professional qualifications and have a chance to review their work history and any educational achievements they might list, or any training they have received over recent years. Some jobs need specialized training past the skills typically necessary for secretarial work. If you dont have formal paralegal training, be certain to list any college courses or training which you have received. You might have access to work-study or internship programs by your school. You may be amazed how a lot of the top 10 qualities of an excellent legal assistant you presently have. Nobody will employ a legal assistant free of experience. Otherwise, its too large and theres inadequate very good work there. As soon as it is becoming less common, it isnt impossible to find a job as a legal assistant if you dont have experience or education. A Secret Weapon for Le gal Secretary Resume Legal Secretaries must deal with a broad range of correspondence during the day. They perform the same basic functions as traditional secretaries. They need to be familiar with office procedures, maintain client confidentiality, and may also need to learn some legal terms related to the field of law they work in. Legal Secretaries and PAs are in good demand and can earn excellent salaries. SPONSORED Legal jobs are a few of the fruchtwein essential work in the nation. Education List your greatest qualification first. For some folks, obtaining a resume sample is simply like a template as it may be used as guide for both design and content. The sample file isnt difficult to use and simple to edit. When you have made the list, you will need to pick a format and write your resume. Search by file type to create sure that you are able to use the templates you find. Locate work title you enjoy and come back here to find out more about it. Now that you know h ow resume examples will allow you to create an impressive resume, you want to take time to locate a very good example for you to use. Just place the word resume in a search engine and youll observe how many results you will receive. You are more inclined to be noticed when using legal crucial words. All an individual must do is navigate the various free online resume samples readily available, pick the one which is best suited and download it. Which so many options to select from, there wont be quite as difficult some examples of resume which will fit your nature and the job you wish to obtain. No matter of the kind of paper you pick, you can be certain you will discover many examples of resume which will be able to help you construct your own, attractive and professional resume. The majority of the examples of resume you will discover on the netz are highly professional and will be able to help you build your resume in a limited time, in a skilled and appealing way. The Key to Successful Legal Secretary Resume As soon as youve done that, you will be able to compose a resume thats only the appropriate blend of responsibilities, accomplishments, and career highlights to give yourself a truly competitive advantage in the current hiring market. Then its likely that you may end up not including some crucial places and which include other individuals that arent that essential. Theres no greater place to learn how you should write a nice and competitive resume, then by searching on the internet. Before you select the one to use, make sure to look in any way of the example options so that you can guarantee the perfect one is decided on with confidence. Getting the Best Legal Secretary Resume Specialists work is going to have narrow focus. People Skills Being in a position to speak to people in person is important for Legal Secretaries. Secretarial jobs typically involve a wide scope of tasks and abilities. Finding the correct job is a struggle.

Why Everybody Is Talking About Teachers Aide Resume...The Simple Truth Revealed

Why Everybody Is Talking About Teachers kchengehilfe Resume...The Simple Truth Revealed The Awful Side of Teachers Aide Resume It is extremely important to coincide with the employers required skills. You are able to also mention how you are going to follow up. Planning Planning lessons and resources is an important part of long-term education delivery, which means that your CV should contain solid examples of planning. Providing one-on-one assistance from the assistant might be required to aid a learner to develop into successful in classroom tasks. Your targets and strong points that youre prepared to donate to the school or institute. An overview of your overall abilities, achievements, and goals can certainly help your prospective employer to observe a total element of you as an individual and as a possible employee. Whilst your complete education details ought to be at the base of your CV, you still need to mention your most relevant qualifications at the peak of your CV in the profile or core skills like teaching degree, PGCE etc.. If you want to be given a work rapidly or are attempting to change your work then you wish to consider the resume. In the area of teaching where safety is a key concern, obtaining a very good track record is essential, and a resume with no gaps or unexplained unemployment is an excellent start. Make aya that you have a minumum of one example for a time you demonstrated every one of the top five skills listed here. Otherwise, take some time to complete them. You will get such all set platforms for every sort of job that you plan to apply. If you want to discover a new job, the net is a great resource. Our absolutely free job application templates ensure its trouble-free to compose an expert job application that you might proudly demonstrate all types of employer. Hence, its possible to select the appropriate job resume themes when youre searching for any. If you are now fighting to compose a letter of your own, let this completely free teachers aide cover letter sample act as a guide. To compose a letter like the totally free teachers aide cover letter sample above, you will want to make certain that your letter comprises certain things. For instance, if youre applying to be an accountant, dont speak about your past for a pastry chef. Jenny had no formal experience teaching, but a number of practical experience so we made sure to concentrate on her practicum inside her cover letter. In addition, you can look for preschool teacher jobs on Monster. Not certain how to compose your teacher resume. Incorporating a highly effective testimonial or prozentzahl from her time for a student teacher can help to solidify what she can provide a school district. Being an assistant teacher is a complicated job which demands excellent people skills with children and grownups alike. Before you commence writing your resume, be sure to get a superior collection of references that will provide y ou rave reviews. If youre unfamiliar in writing resumes, you might check ourA Sample Resumes article to find more thorough understanding on writing one. Although there are lots of examples you dont need to cover. Select a diverse cast of references if at all possible. The Debate Over Teachers Aide Resume Discuss about your knowledge thats relevant for the role youre applying for and your individual skills that may add to the function. Verbal communication skills are vitally important in teaching. On your program, emphasize the related abilities and abilities youve got in communicating with students. Knowledge and individual skills. The Little-Known Secrets to Teachers Aide Resume Schools or day care centers are looking for people that are adept in multitasking. Your role descriptions give a great chance to show employers how you apply your skills at work, and the impact you earn. Theres no greater time than now to seek opportunities within this field because theres a de veloping need for Teacher Aides. It is crucial to name all the organizations youre signed up with. It will be as simple as A-B-C. Teachers must, naturally, understand the werkstoff they teach. You need to be able to spell out the material in terms which are both accessible and meaningful to the students. For a CV profile to work, it has to be heavily tailored towards your intended roles. To catch the interest of busy recruiters and school staff, you have to have an impactful profile sitting at the surface of your CV. Do some good research into the positions youre applying for, and make sure that you reflect the essential candidate requirements in your profile. If not, you can choose to compose References seen on request. The Teachers Aide Resume Chronicles Its rather helpful in making your professional profile. Read in-depth resume formatting tips for educators to acquire some modern-day ideas to improve the format of your current teacher resume. Web templates are off ered on the web and theyre openly downloadable. Developing a continue with the assistance of a design template can help you truly feel mindful of the work application areas which you should fill up. Teachers Aide Resume - Overview Many applications provide you with the chance to elaborate on why you would like the job, or what makes you uniquely qualified for the function. You are likely to need the Job application Cover Page Web templates even though youre on the watch for a job to construct a superior career. Its possible to incorporate as much as you like to acquire the job which you desire. Obviously, each job will call for various abilities and experiences, so make certain you read the work description carefully and concentrate on the skills listed by the employer. New Questions About Teachers Aide Resume Whether this Teacher Aide resume example was not sufficient for you, youre absolutely free to review several other samples and templates from our website. Whether thi s Teacher Assistant resume example was not sufficient for you, youre totally free to review a few other samples and templates from our website. Weve got Teacher Resume Templates, which you might use if you wish to apply as a teacher and desire a guide to creating your own resume. Your profile is the exact first thing a reader will observe when opening your CV, and you just have a few seconds to make sure you hold their attention. Her practical work experience was separated into three sections depending on the skill the bullet point demonstrates. Concentrate on your short-term targets and have a thorough overview of how you aim to add value to the work atmosphere. If you would like yours to be similarly effective, include some of these skills.

Alarming Info Regarding How Far Back to Go on a Resume Exposed

Alarming Info Regarding How Far Back to Go on a Resume Exposed Whatever They Told You About How Far Back to Go on a Resume Is Dead Wrong...And Heres Why Do a google image search and see whether you locate a match In the present smart technology, getting into featured snippet is vital for smart home devices such as Google Home. Hence, theres no need to try to build one resume profile or maybe compose an individual profile name that fits every placement you should fill out an application meant for. The typical resume format could be a few pages. You will be amazed at the number of referrals you are going to receive if youre nice, courteous, and non-pushy during your demo. Before finding a great recruiter for yourself, you could need to call more than a few recruiters to locate a great match for you. After all, you do bedrngnis should pay a visit to a website for getting answers. How to Choose How Far Back to Go on a Resume While searching for an IT recruiter uk, ensure youre c omfortable associating with them and you may trust them. Whenever your mind is tuned into your purpose, what you really wish to escape something, you recognize what you have to do right away and you may just move that direction. No matter the decision, obviously, it has to come from a really mature thought. When youre asking for employment which relies upon the strengths on the individual, you would like an application template you may utilize a bit more personality in to make it appear. Its quite helpful in making your professional profile. The sort of program you decide on will rely on the quantity of time youre determined to shell out as well as youre comfort. Each one of our creative design templates offer a beautifully balanced combination of personality, professionalism and a tiny bit style. Otherwise, it is going to be harder each day to present your content before users. You might also want to think about things like whether you might have to do a thesis at the con clusion of the program. Now that youve made a choice to be a physicians assistant, the next step is finding the proper program for you. There are some rather useful tools I will add more about throughout the page to aid you in getting a notion of what is available to assist you succeed or maybe youve been attempting to sell Smart Living Company but arent doing as well as you hoped. When youre deciding upon a program that is suitable for you, try and keep it inside your financial plan. Continue until only two folks are left. Youre a 25 year-old woman. Men and women that are contented are mostly happy on a daily basis, and in general healthy and getting more from life. There are lots of women and men in all sections of the world that have a desire to acquire a level, but because of circumstances and limitations they arent able to achieve that. Even the very best fitness trainer may not have the ability to help you in the event you do not take control of your life. You have to find out the relevant and right course for you that meets your demands and career choices. People today ask whether theres any alternate to sprinting or running. While there could not be regarded as a work shared, it is sometimes a substantial recon opportunity and establishes a connection which is frequently leveraged down the street. A timely reminder phone call is important to make certain that youre on the recruiters radar. It is critical to get maximum use from the materials and to continue to keep your patrons interested and returning repeatedly. In order to shield the settlements again, it is going to be required to employ guards, but so as to seek the services of guards the tithes need restarting. If you own a family to raise and look after, you will realize that it is very tricky to receive enrolled with any normal college. Reading can be way more dynamic and interesting in case you have the chance to split the reading experience with other individuals. You can search for a book club that has already started, or you can begin your own. Now you need to promote your book club. Possessing an extremely clear and professional resume is important in the health care field. If you buy a scholarship you could possibly be in a position to avoid taking out a loan which youll need to pay later on in life. If youre asking for a financial loan, take up a loan which you feel you could be comfortable paying back. Taking a larger loan may take you more time to pay back and at the point you will likely be having other duties to handle.

Air Force Enlisted Re-Training Program

Air Force Enlisted Re-Training ProgramAir Force Enlisted Re-Training ProgramIts bedrngnis possible to give all new Air Force recruits the AFSC (job) they want, even if theyre qualified. Each Air Force job has an assigned manning level, which is broken down by rank. In other words, the Air Force constantly determines (for each job) how many first-termers they need (Airman Basic through Senior Airman), how many Staff Sergeants the job needs, how many Technical Sergeants the job needs, and how many Master Sergeants the job needs. At least once per year, the Air Force studies the manning-levelsof each AFSC, and rates each AFSC (by rank) as shortage, meaning there are leid enough individuals doing that job in that rank, average, which means the manning level for that job/rank is just right, and overage, which means there are too many people in that rank doing that job. If the manning level for the first-term ranks (Airman Basic to Senior Airman) is projected to be shortage, they issue req uirements to the Air Education Training Command (AETC), who in turns tries to make sure there are enough training seats, and, in turn, issues slots to the Air Force Recruiting Service. Job requirements for NCOs (those on their second or subsequent enlistment) are released for possible NCO voluntary and involuntary re-training (more on that, later). Even if an Air Force job is listed as a chronic shortage job, that doesnt necessarily mean the job will be open to a new recruit, even if qualified. Such factors as available training seats come into play. Or, the job may be shortage overall (because it has a shortage of NCOs,)but may be adequately-manned when it comes to the first-termer ranks. Additionally, some Air Force enlisted jobs simply arent available to first-term enlistees. A couple of examples would be Equal Opportunity, or Education and Training, or Office of Special Investigations (OSI). Air Force recruiters traditionally address these concerns by informing applicants who dont get one of their primary job choices that re-training is possible after a few years of tafelgeschirr. Enter the Air Force Re-Training Program. The regulation which governs retraining for Air Force enlisted personnel is Air Force Instruction 36-2626 - AIRMAN RETRAINING PROGRAM. The Air Force Enlisted Retraining program can be divided into three major areas voluntary re-training for first-term airmen who have (almost) completed their first enlistment period, called CAREERS, (which stands for Career Airman Reenlistment Reservation System), NCO retraining (which applies to those on their second and subsequent enlistment period), and disqualified airman retraining (which applies to both first-termers and those on subsequent enlistments). First-Term Airman Voluntary Retraining A first-term airman (four-year enlistment contract) assigned to a CONUS (stateside) base is eligible to volunteer to retrain after they have completed 35 months (no more than 43 months) of military tafelge schirr. A six-year enlistee (assigned to CONUS) may volunteer to re-train after completing 59 months of military service. For first-termers assigned to overseas bases, they may put their application in between the 15th and 9th month before their DEROS (Date Eligible to Return from Overseas Station), as long as they will have at least 35 months (four year enlistee) or 59 months (six-year enlistee) of service, at the time they depart the overseas station (in this way, approved applicants can be re-trained, en-route, before they report to their new duty station). The only exception to the above requirements is for those volunteering to retrain into the Pararescue, Combat Controller career fields. Such individuals may apply for retraining after 33 months of service (four-year enlistee) or 57 months of service (six-year enlistee). This allows time for the individual to complete the Pararescue PAST, or Combat Controller PAST, and required medical exams to include as part of their re-train ing application. As an exception to policy, volunteers for Pararescue, Combat Controller, SERE Instructor, any aircrew AFSC, and any linguist AFSC, may submit re-training applications after 24 months of service (four-year enlistee) or 36 months of service (six-year enlistee). Those who are serving in the following jobs can volunteer to re-train into a lateral specialty after serving for 24 months (four-year enlistee) or 36 months (six-year enlistee) Security Forces, Physical Medicine, Aerospace Medical Services, Surgical Services, Diagnostic Imaging, and Optometry. For example, a 3P0X1 - Security Forces troop could volunteer to re-train into 3P0X1A (Dog Handler) or 3P0X1B (Firing Range Instructor), after completing 24 months of service (four-year enlistee) or 36 months of service (six-year enlistee). Unlike the NCO retraining program, first-termers do not have to serve in a career field which is considered to be overmanned to re-train. However, if they want to re-train into a career field which is projected (for their rank) to be average or overage, approval to retrain is not likely to happen. Remember, the Air Forces goal is to try and balance career-field manning for each rank. Retraining applicants are encouraged to list at least three re-training choices. Retraining applicants must meet thequalification standardsfor the AFSC they wish to re-train into (ASVAB Score, medical profile, security clearance, etc.). Applicants who dont meet the ASVAB score requirements can take the Armed Forces Classification Test (which is the same test as the ASVAB, just a different name) to try and achieve a qualifying score. Warning, however, if one elects to do this, for retraining purposes, the latest score is the one that counts, not the highest score. So, if one takes the AFCT, and scores lower, ones re-training qualifications will be based on the AFCT, not the original ASVAB test they took when they first joined. To volunteer for retraining, applicants must be eligible an d recommended (by their commander) for re-enlistment. Additionally, if their most recent EPR (Enlisted wertmiger zuwachs Report) is rated less than a 3, they are ineligible for voluntary re-training. If the report is a referral (i.e., contains certain derogatory statements), the individual is ineligible. Finally, the individual must be recommended (by their commander) for re-training. Commanders must sign the following statement on the individuals retraining application Individuals attitude, behavior, and record indicate a probability of success for retraining. There are no quality factors that preclude this individual from retraining. As a rule, individuals who have received anenlistment bonusfor their AFSC, cannot re-train until they have served the entire enlistment period for which their enlistment bonus was based. If they are re-training into an AFSC which has a re-enlistment bonus, this can be waived, but any unearned portion of the enlistment bonus will be deducted from any re-enlistment bonus received for the new AFSC. Individuals who are approved for re-training must extend their enlistments for a period of 23 months past their original date of separation. Additionally, they must have at least 14 months of service remaining, following the re-training program. Retraining applicants need to understand that applying for an Air Force shortage skill does not mean automatic approval. If retraining applications exceed the number of retraining quotas, the Air Force will disapprove the application. Career Job Reservations. First-Term airmen who wish to re-enlist may have no choice, other than to volunteer to re-train. First-termers serving in jobs which are projected to have overage, must apply for aCareer JobReservationor CJR. This means that the Air Force is going to strictly control the number of first-termers allowed to re-enlist in this job. Individuals put in a request for a CJR, and hope their name gets to the top of the list before their discharge dat e. If their CJR doesnt come up, and they havent applied for re-training at least 120 days before separation, they will be forced to separate. Applying for re-training does not cancel a CJR request. So, if an airman applies for a CJR in their original career field, and applies for re-training, they can cancel their re-training request if they receive a re-enlistment slot in their original job. NCO Retraining Program The annual NCO Retraining Program (NCORP) is designed to move Noncommissioned Officers (NCOs) from AFSCs with significant overages into AFSCs with NCO shortages. This program consists of three phases The first two phases are voluntary, and the third phase is involuntary. Retraining objectives are determined by the Air Staff. Phase I. Once per year, the Air Force sends out a general announcement, listing those AFSCs with significant overages and shortages. The objective is to get as many volunteers to apply in order to fill Air Force requirements. No one is specifical ly targeted by this announcement, just a general request for volunteers to re-train out of specialties shown as overage into specialties shown as shortage. (Note You can see the current list of overages and shortages by visiting theAir Forces Retraining Page.) Phase II. If sufficient applications are not received during phase I, the Air Force implements phase II. This phase is a voluntary phase however, all eligible airmen who are vulnerable to involuntary retraining are formally notified and encouraged to apply. In other words, the Air Force sends out individual notifications, telling them this is their last chance to volunteer to retrain into a (shortage) career field of their choice. Otherwise, if enough volunteers arent received, the individual may be selected for involuntary re-training, and they wont get to choose their new AFSC. In either case (Phase I or II), Retraining applicants need to understand that applying for an Air Force shortage skill does not mean automatic approv al. If retraining applications exceed the number of retraining quotas, the Air Force will disapprove the application. Phase III. If retraining objectives for the fiscal year are not met through the voluntary phases, the Air Force will implement selective retraining (involuntary). Airmen who possess a secondary or additional AFSC in a shortage skill are returned to those skills if in the best interest of the Air Force. If skill imbalances still occur, the Air Staff will direct involuntary retraining into selected AFSC shortages. If individuals are selected for involuntary re-training, and they refuse to gain the service-retainabilityneeded in order to re-train, they are projected for discharge on their current projected date of separation. As with the first-termer program, those who retrain must meet thequalification standardsfor the AFSC they wish to re-train into (ASVAB Score, medical profile, security clearance, etc.). Applicants who dont meet theASVAB score requirementscan take t he Armed Forces Classification Test (which is the same test as the ASVAB, just a different name) to try and achieve a qualifying score. Warning, however, if one elects to do this, for retraining purposes, the LATEST score is the one that counts, not the highest score. So, if one takes the AFCT, and scores lower, ones re-training qualifications will be based on the AFCT, not theoriginal ASVAB testthey took when they first joined. In order to be eligible for retraining, applicants must be eligible and recommended (by their commander) for re-enlistment. Additionally, if their most recent EPR (Enlisted Performance Report) is rated less than a 3, they are ineligible for voluntary re-training. If the report is a referral (ie, contains certain derogatory statements), the individual is ineligible. Finally, the individual must be recommended (by their commander) for re-training. Commanders must sign the following statement on the individuals retraining application Individuals attitude, beha vior, and record indicate a probability of success for retraining. There are no quality factors that preclude this individual from retraining. Each Air Force Training Program has an established CDA (Controlled Duty Assignment) period. The length of the CDA depends on how long the training program is. For example, the Air Force has established a CDA of three years of linguist training. NCOs considered for retraining must have, or be able to obtain (extension, re-enlistment, etc.), enough time on their enlistment to have at least 14 months of serviceretainabilityfollowing the training, or the CDA (whichever is greater).High Year of Tenure (HYT)limits apply. Disqualified Airman Re-Training Air Force enlisted personnel who are disqualified from their current AFSC, or disqualified during a training program are placed into one or two categories - disqualified for cause, or disqualified for reasons beyond their control. Air Force policy is to retain and retrain only those airmen who have demonstrated the ability to successfully complete training and whose past record clearly justifies further investment. Disqualified for Cause. Airmen are categorized as disqualified for cause when they no longer meet the requirements for any of their awarded AFSCs (or the training school), and the basis for withdrawing the AFSC (or failure in training) is for conditions or actions over which the airman had control. Examples of disqualification forcauseinclude loss of security clearance due to misconduct, drug or alcohol involvement, failure to progress in training (for reasons within their control), substandard duty wertmiger zuwachs or other acts that lead to AFSC withdrawal or training school failure. For those in training status, the technical training squadron commander recommends separation or administrative action for airmen eliminated for reasons within their control. Retrainees who are removed from training for misconduct are not considered for retraining. In such cases , the commander returns the airman to the losing organization for action (for re-trainees) or processes discharge action (for those in PCS training status). The technical training squadron commander considers all circumstances surrounding the individuals elimination to determine if separation is appropriate. If the commander does not initiate separation, the airman reports for retraining. When the commander recommends further retraining or returning airmen back to a previously awarded skill, the commander will indicate why separation was not warranted. In such cases (airmen eliminated from training for cause), if retention/re-training is approved, the individual does not get a choice in which fields they will be re-trained into. If selected for re-training, airmen are re-trained into an AFSC that they (1) are qualified for, (2) has an available class-start date within 120 days, and (3) has a course-length of no longer than 8 weeks (40 academic days). No retraining action is required for first-term airmen within 10 months of DOS or second term/career airmen within 18 months ofHigh Year of Tenure (HYT). The commander will utilize those airmen locally at his discretion. Disqualified Not For Cause. Airmen are categorized as disqualified not for cause who no longer meet the specialty qualifications for any of their awarded AFSCs, andthe basisfor withdrawing AFSC is for conditions or actions over which the airman had no control. Examples include medical conditions such as hearing loss, toxic chemical exposure, injury resulting in AFSC withdrawal, or failure to progress in training for reasons beyond the airmans control. Airmen disqualified not for cause may apply for separation under miscellaneous reasons in lieu of retraining. Airmen must apply for AFSCs for which they meet all requirements and have a class starting within 120 days. Airmen are encouraged to list, as a minimum, three AFSC choices. If the Air Force cannot approve the choices, the Air Force will provi de retraining AFSCs based on Air Force requirements and the individuals qualifications. Airmen between the24th and 38th month of service for a 4-year enlistee (48th and 62nd for a 6-year enlistee) will apply using their CAREERS option, provided the airman is recommended for reenlistment. Airmen eliminated from technical training courses for academic deficiency (not within their control) may not request retraining into AFSCs that require an identical or higher aptitude score.

7 Apps Thatll Get You Closer to Your Dream Job This Month

7 Apps Thatll Get You Closer to Your Dream Job This Month7 Apps Thatll Get You Closer to Your Dream Job This Month Nows the time to delete some pictures or upgrade your iCloud because its worth making room for these apps. From productivity to inspiration and skills building, these apps will help you be a better employee. That promotion could be just around the corner Its kind of like Toastmasters in your pocket. The goal of Orai is for you to Be the best speaker you can be. How it works is simple you record yourself speaking and Orai instantly gives you feedback on your speech clarity, pace, vocal energy, and how many filler words you used. If youre one of the 75% of Americans who is more afraid of public speaking than death, this app is for you. Download now The tagline for this app is The executives best friend. Scroll down and youll see Chuck Robbins, CEO of Cisco quoted saying Accompany is invaluable. Its become the one app on my phone I cant live without. Prett y good endorsement if youve got your sights on the top of the corporate ladder. Accompany provides executive briefings on contacts it finds in your inbox, delivers data insights on companies of interest, and helps you identify which email responses to prioritize. Get it Because when youre looking to get promoted, confidence is the best quality you can possess. Get your daily motivation and inspiration mantras with this app. Download now Workflow helps you save time and effort by streamlining a bunch of steps in different apps into one app. Build your own workflows with a simple drag-and-drop interface. Mix & match hundreds of actions to create quick shortcuts, manage your media, share content, and much more. Workflow wants to make you feel totally in control of your, well, workflow. Get Workflow now Would you like to receive a free, custom salary estimate based on your title, company, location, and experience? Of course you would Glassdoors app features the Know Your Worth tool thatwill give you a comprehensive calculation based on millions of salaries and relevant positions. Plus because its Glassdoor, the app allows you to search for jobs, research companies, and read reviews all in one place. If you think a salary negotiation may be in your future (which might be likely if youre looking to be promoted) this app isnt just helpful, its imperative. Download nowSupercharged email. Intrigued? Who doesnt like the sound of that? Well let Newton speak for itself Simple. Beautiful. Reliable.Rock-solid emailing built to delight, with push notifications for all your email accounts, on all your devices iOS, Android, macOS & Echo. Newton offers many tools to help you be better at email, like read receipts, snooze, sender profile, undo send, and send later. Its email music to our ears Download nowLooking to stand out at work? Learning a second language can put your head and shoulders over your colleagues and work wonders for your career. If youve been thinking ab out trying to brush up on your Spanish skills, Duolingo is just a download away. Download now

7 Important Questions Every Job Seeker Should Ask Themselves

7 Important Questions Every Job Seeker Should Ask Themselves 7 Important Questions Every Job Seeker Should Ask Themselves Lay the groundwork for a successful job search by  asking yourself these questions.  Whether you’re just beginning the job hunt or you’ve been searching for months, it’s important to regularly monitor your activities and reevaluate your strategy. Keep your job search on track by asking yourself the following questions throughout the job-search process.Am I qualified for this position?Read the job description carefully before you submit an application. Do you meet the core requirements of the role? Only apply to jobs where you possess these must-haves. If your dream job requires a skill you don’t have, brainstorm ways to develop this skill in or out of the office.Does my resume tell the right story?Having the right skills is half the battle; having an application that demonstrates your qualifications is the other half. Consider your resume to be part of your personal marketing campaign. It should show potential employers why you are qualified for, and excited about, your targe t position.Do I know someone at the company I can talk to?Studies have shown you are ten times more likely to land a job  when your application is accompanied by an employee referral. Search your network before you apply to a position. If your network is stale, it’s time to get out there and make new connections!.Have I Googled my name this month?A  Jobvite survey found that 93 percent of recruiters are likely to look at a candidate’s social profile. Additionally, 42 percent have reconsidered a candidate based on the content of their online profiles, leading to both positive and negative re-assessments. Regularly monitor and manage your online brand to ensure it supports your goals, rather than sabotaging them.What have I learned recently?Whether you’re looking to climb up the corporate ladder or you’re currently unemployed and seeking work, it’s important to continually seek out relevant professional development activities. By learning new technologies, attending workshop s and gaining certifications, you are becoming a more attractive candidate and opening yourself up to new networking opportunities.Have I stepped outside my comfort zone to find new job leads?Oftentimes job seekers will default to the one job-search method that’s most comfortable to them. However, it’s important to employ multiple methods to find the largest number of relevant job leads. Apply to opportunities  online, engage in recruiter activity, and leverage your network.Am I ready for the interview?Don’t set foot in the interview room unless you’ve researched the organization and prepared thoughtful questions for the interviewer. Employers want to know that you’ve done your homework and are taking the interview seriously.

Manager Job Description Sample

Manager Job Description Sample Manager Job Description Sample Manager Job Description Sample This manager sample job description can assist in your creating a job application that will attract job candidates who are qualified for the job. Feel free to revise this job description to meet your specific job duties and job requirements. Manager Job Responsibilities: Accomplishes department objectives by managing staff; planning and evaluating department activities. Manager Job Duties: Maintains staff by recruiting, selecting, orienting, and training employees; maintaining a safe, secure, and legal work environment; developing personal growth opportunities. Accomplishes staff results by communicating job expectations; planning, monitoring, and appraising job results; coaching, counseling, and disciplining employees; developing, coordinating, and enforcing systems, policies, procedures, and productivity standards. Establishes strategic goals by gathering pertinent business, financial, service, and operations information; identifying and evaluating trends and options; choosing a course of action; defining objectives; evaluating outcomes. Accomplishes financial objectives by forecasting requirements; preparing an annual budget; scheduling expenditures; analyzing variances; initiating corrective actions. Maintains quality service by enforcing quality and customer service standards; analyzing and resolving quality and customer service problems; identifying trends; recommending system improvements. Maintains professional and technical knowledge by attending educational workshops; reviewing professional publications; establishing personal networks; benchmarking state-of-the-art practices; participating in professional societies. Contributes to team effort by accomplishing related results as needed. Manager Skills and Qualifications: Performance Management, Project Management, Coaching, Supervision, Quality Management, Results Driven, Developing Budgets, Developing Standards, Foster Teamwork, Handles Pressure, Giving Feedback Employers: Post a job in minutes to reach candidates everywhere. Job Seekers: Search Manager Jobs and apply on now. Learn more about the hiring process: Video: Make yourRecruiting Stand Out Is Perfectionism Hijacking your Hiring Process? How to Interview to Uncover a Candidates Ethical Standards

5 reasons why we really like people who curse at work

5 reasons why we really like people who curse at work 5 reasons why we really like people who curse at work Imagine you’re in a high-intensity meeting with all of your co-workers, and the CEO is giving an important speech about steps forward. Then he suddenly drops an f-bomb or a word you hear in bars, not in conference calls.If he’s Elon Musk, of Tesla Motors, he tells shareholders, “our suppliers mostly have their sh-t together.”Or Jamie Dimon, of JP Morgan Chase, commenting, “I want to try not stepping in dogsh-t, which we do now and then.”Cursing shows people are being authenticWhether he did it purposely or accidentally, what’s the reaction? Shock? Shame? Neither.Usually, it’s  as if someone opened a window and a wave of cool air hit everyone in the face: finally, someone is being real.Maybe it causes everyone in the room to burst out laughing, or maybe it just inspires a few chuckles and smiles. Whatever the reaction, however, a little cursing seems to make people feel closer to the swearer, regardless of their status. Cursing feels like permission for everyone to dro p the masks we wear at work.No wonder cursing increased last year on corporate earnings calls after a couple of slow years, according to Seeking Alpha.  There is one exception: when we swear at other people, it increases tension and aggression in the office.This is a fascinating phenomenon, especially when you consider how many people grew up being told swearing, especially in public forums, is uncouth. But perhaps that, in and of itself, is why we as adults seem to gravitate towards people who do it. 1. Breaking the ‘rules’ creates a sense of solidarityAccording to a 2004 New Zealand study, employees who curse liberally over frustrations at work have a tighter bond. While the study was focused on factory workers who already have a more relaxed rapport, the beneficial results can be applied to any work setting. Swearing with work colleagues is an effective stress and discomfort reliever, which can in turn lead to more friendships.Beyond that, because we associate cursing with a more casual setting, when someone higher up on the corporate ladder does it, it encourages levity at work.  2. Cursing at work denotes honestyA study that was recently published in Social Psychological and Personality Science found that people who curse regularly tend to be more honest than their less foul-mouthed peers. Scientists explored this relationship of cursing to integrity on three levels - individual surveys, social media behavior, and state level - and came to the same conclusion each time: more cursing equaled more sincerity. Needless to say, having an honest person working beside you, above you or below you is always better than the alternative - the too-careful, too-studied colleague who always seems to be holding back and isn’t sharing honestly, like Shakespeare’s Cassius with his “lean and hungry look.”  3. People who curse may be smarterWhile the assumption of someone who swears a lot is often that they’re lacking in the vocabulary department, the oppo site may actually be true. A study at Marist College found that people who use more swear words are more likely to have healthier linguistic abilities than the average person. Cursing doesn’t come from a lack of vocabulary; it comes from a robust need for emphasis.  So bosses, take note: if you have an employee who can’t help peppering a few four-letter words into casual conversations, you might want to consider giving them more responsibility rather than a stern chastisement. 4. Well-timed cursing adds humor to the workdayWhen a friend is telling a story about a frustrating situation, and lets that frustrated feeling out on a curse, it usually makes us laugh. Psychologist Timothy Jay explains the reasons for this in his book Why We Curse, but the simple answer is: their impassioned outburst is breaking societal rules, and that sudden freedom is surprising and feels good to hear. Certain comedians (Lewis Black) are particularly good at knowing the most effective time to let a cu rse fly. Of course everyone likes a funny guy/gal in the office, because it’s yet another thing that cuts through tension and stress. Occasional cursing can certainly aid in raising your funny guy/gal status. Just be sure to pick your moments, aka not during a formal presentation. 5. Cursing is persuasiveThat being said, if you’re giving a presentation or speech, and you let one swear word fly, it could have a great deal of power over your audience. Cursing is often how people express extreme emotions (especially anger) without getting physical. As a result, those words can have a significant amount of potential energy behind them. A 2006 study at Northern Illinois University found that such empowered obscenities can have a positive impact on an audience, and even sway their opinions. That emotional conviction makes one seem more confident and trustworthy - great attributes for any employee, especially if they’re in sales. Does this mean you should go into work tomorrow firin g off curses left and right? Probably not. If you pick your moments, however, you may find cursing has the potential to open some unanticipated doors.

Account Services Department of an Advertising Agency

Account Services Department of an Advertising Agency Account Services Department of an Advertising Agency One of the largest departments in any advertising agency is account services. Once referred to as the suits, because they always dressed in more formal clothing than other departments, account services brings together the client and the creative department. The main job of the account services department is to keep work flowing into the agency, by establishing good relationships with clients and constantly overseeing the creative departments work. Account services meets with clients, takes requests for work, and writes briefs. They also act as the go-between, presenting work to, and bringing feedback from, the client.   When a client relationship sours for whatever reason, the members of the account services department know about it before anyone else. It is their job to be proactive and maintain a good working relationship ?because without clients, there is no ad agency. While account services roles are relatively standard industry-wise, many departments have additional roles within the standard roles, including junior and senior positions. In smaller shops, only a few people may do the work of many. Account Coordinator The entry-level job in the account services department, the account coordinator is a learning role for a graduate or someone new to the business. Although a lot of time will be spent on the administration side of the account, this is a stepping stone to the many duties of an account executive. Account Executive This account executive (AE) plays a major role in any advertising agency. Typically, an AE is assigned to just a few (or sometimes only one) of the many accounts on the agencys client roster. This is because the AE needs to have an intimate understanding of their clients core business, and also ensures that a strong working relationship is established between the client and the AE. The AE usually takes assignments from clients, working with them to create creative briefs for the creative department. The AE also handles budgets, pitches, timing of jobs (in conjunction with traffic), and the day-to-day running of the account. The AE reports to the account manager, or sometimes to the account director. Account Planner Often integrated with the account services department, the account planners role is quite different than that of the other members of the team. A good account planner is a strategic, critical thinker and researcher, more in tune with the consumer than the client. In short, the account manager knows what the client wants or needs, and the account planner knows what the consumer wants. The account planner often drives the strategic direction of each campaign and ensures the creative work is both on-brand and strategically focused. The account planner is a key role, but many shops place the burdens of account planning on the account manager or director. Larger agencies will have an entire department dedicated to account planning.   Account Manager A more senior role, the account manager is the main point of contact for one or two specific accounts. While they may not oversee the day-to-day running of the account, they are responsible for managing that account and maintaining an excellent client relationship. The account manager establishes budgets with the client, is there for conflict resolution, ensures timely deliverables, writes creative briefs, and approves payments to and from the client. The account manager is also in charge of contracts and contract renewals, quality control on the account, and actively pursues new opportunities with the client. The more opportunities, the more work, and money, for the agency. Above all, account managers know more about the accounts than anyone else in the agency. They are the go-to people for that brand. An account manager reports directly to either an account director or agency director, providing input on all account activity. Account Director The account director steers the account services ship in the same way a creative director steers the creative department. Account directors know their own companys structure and workings inside and out, and also have exceptional business skills and salesmanship. Most agencies have an account director pitch new work alongside the creative director. While the creative director provides insight into the creative work, the account director helps the client to understand why its good for their business. A truly excellent account director is also strategic, disciplined thinker who provides excellent creative briefs when necessary and assists in the overall direction and execution of each campaign.

How to Mentor Young Engineers

How to Mentor Young Engineers How to Mentor Young Engineers How to Mentor Young Engineers When professionals look back on a successful career, a mentor has often played an important role. But in engineering, with the pace and volume of work generated by many companies, finding the right people with enough time to mentor can be difficult. But there are ways of establishing successful mentoring programs, even in the busiest of companies. Here are a few ideas to help get the process rolling. Janel Anderson, author of Head On: How to Approach Difficult Conversations Directly, suggests setting up a mentoring program that is separate from regular work-related projects. That helps to differentiate it from the day-to-day work processes and the typical boss-staff relationships. She also suggests that mentoring meetings be conducted face to face and not by email, which can be too impersonal. This is about the growth of the individual, says Anderson, who has a Ph.D. in organizational communication from Purdue University, and has worked with many engineers. Dont even make it about the goal of enhancing the chance of getting a promotion, make it about improving as an employee. Also for You: Interviewing Basics for Engineers The process should begin with an evaluation of the employees needs and the areas he or she needs the most help in, which should be shared with the mentor, Anderson says. To progress, you need to understand how to manage others, and that takes experiences being shared, she says. You may be a wizard with analyzing a potential product but that doesnt mean you understand how to treat people well or even how to recognize when encouragement is needed. Its important to remember that not all mentor-mentee partnerships are meant to last forever. Sometimes the relationship just doesnt work. The same people who could be great friends may not have a great relationship in this other way, she says. It has a teacher-student aspect, and we all had those that didnt work growing up. When you start, you can agree to try it out and that its okay to stop it at any time. She also suggests avoiding a mentorship between a boss and an employee, if possible. A diagonal relationship with a leader on another team member can be more successful partly because an employee may feel they can be more open, she says. But some companies are smaller and having it with a boss is the only way to do it. If your company does not have a mentoring program, now is the time to set one up. Most employees in todays workforce, especially the younger workers, expect one to be part of the companys policy and culture, says John Malloy, president of recruiting firm Sanford Rose Associates, based in Plano, TX. Ive mentored many engineers and I can tell you thats part of what most engineers are being offered, says Malloy, who has a B.S. in electrical engineering and was once executive vice president of engineering company EDAC Technologies, Cheshire, CT. Employees arent interested in a situation that doesnt include mentoring. A boss is only as good as how they help their employees anyway. And it helps you. If your team isnt growing then how do you expect your success to grow? Find the Trust In the end, Anderson says mentoring comes down to establishing trust between the mentor and mentee. For it to work best, the one being mentored should be able to believe that they can talk about almost anything and that they wont be looked down on for it, she says. What some call dumb questions are sometimes really the important questions to ask. Malloy agrees. How else are you going to learn? he says. Its better to learn from someone mentoring you than from making a mistake that so many people end up seeing. Weve all been there. Eric Butterman is an independent writer. What some call dumb questions are sometimes really the important questions to ask.Prof. Janel Anderson, Purdue University

How-to-Build-Inter-Departmental-Cooperation

How-to-Build-Inter-Departmental-Cooperation How-to-Build-Inter-Departmental-Cooperation How to Build Inter-Departmental Cooperation Bertrand Russell once wrote, The only thing that will redeem mankind is cooperation. Certainly in the world of project management, the degree of success is directly linked to achieving cooperation between team members, managers, departments and outside consultants. And the key to successful cooperation is ongoing, wide-ranging communication. In The Little Black Book of Project Management (AMACOM, 2002), author Michael C. Thomsett explains: In addition to the manager-team dynamics, you must also contend with communication on three additional levels: 1. The Assignment. The executive (or committee) that first assigned the project to you may not agree with your idea of what the project should achieve; or the same person may have a change of mind about the outcome, sometimes without letting you know. 2. Other Departments. The managers of other departments have their own priorities and can be expected to have problems with your schedule, especially if it affects their workload and timing. Two situations are of special concern to you: when members of other departments are on your team, and when you need to receive information from another department. 3. Outside Resources. Your project could depend on help or information from companies, consultants, suppliers or agencies that are not part of your organization or division. When working with other department managers, Thomsett recommends applying these basic rules of communication to defuse any potential problems: Visit the other manager before you finalize the schedule. No matter how restricted you are by an imposed deadline, and no matter how little say you had in choosing your team, you must be prepared to accommodate your team members managers. Ask for a meeting and present your initial schedule. Ask whether the proposed schedule will cause any conflict with an employees recurring duties in the department. If there is a scheduling problem, work with each manager to resolve it. Keep in touch while the project is under way. A weekly status check may be all you need. A three-minute telephone discussion should be enough to double-check schedules. By working together, you and the department manager will be able to resolve any conflicts that arise and so avoid the kinds of breakdowns that lead to serious conflicts, both work-related and personal. Remain as flexible as possible. Stop and think whenever you find yourself about to say, You told me this wouldnt be a problem. Few departments can judge very far in advance the demands that will be placed on them from above. Successful project managers stay on schedule and within budget to the extent possible, even when team members from other departments are pulled suddenly. You may have to shift duties to someone else or do the work yourself. Confront the problems, not the people. In some cases, managers will seem unreasonable, unyielding, defensive and uncooperative. They may resent having an employee removed from their jurisdiction to work on your project, and this can create an array of hostile reactions. Egos are at play, and no matter how strong a manager is, egos are fragile things. Concentrate on the problem the reaction creates. Ask the manager to suggest a solution that satisfies the departmental needs as well as the projects needs. If a project involves working with an outside consultant, says Thomsett, you will have to contend with the independence of that adviser as well as with the question of who is running the project. Because the consultants work is temporary, usually short-term and may not fit within the guidelines or style of the organization, there is potential for conflict. Thomsett outlines the following steps to ensure a smooth working relationship with consultants: Design your schedule so that the consultant is given a deadline in advance of your actual deadline. Although this is not always practical, since the consultants participation may depend on competition of a particular phase of the project, it is a good general guideline. Be prepared to complete the work without the consultant. The consultant may have been retained because management believes an outsiders point of view will be superior to that of an insider. If you and your core team are able to get the work done on schedule with little or no problem, make sure management knows that the work was completed internally. Accept consultant delays as being beyond your control. You cannot control the consultants schedule, nor can you enforce a deadline. And you cannot always work around the consultant, either. Once you realize a project will be delayed due to a consultant, inform management at once. Thomsett concludes: In all phases of project management, the degree to which you are able to communicate your priorities determines the success of your efforts. Identifying problems well in advance, expressing your understanding of someone elses priorities and confronting issues rather than people are all attributes of effective communicators and successful project managers. This article is reprinted from the website of the American Management Association at www.amanet.org. ASME members can access the members only area of the AMA free and get discounts on books and courses by signing up at amanet.org/alliances/asme. In all phases of project management, the degree to which you are able to communicate your priorities determines the success of your efforts.Michael C. Thomsett, author, The Little Black Book of Project Management

Interview Questions About Long and Short Sales Cycles

Interview Questions About Long and Short Sales Cycles Interview Questions About Long and Short Sales Cycles As a salesperson, youll likely be asked during a job interview whether you prefer a longer sales cycle or a shorter sales cycle. Its important to remember that there is no right or wrong answer to this question. The main goal should be to show that you are knowledgeable  about each cycle type, understand their differences, and can eloquently explain how your sales technique plays into the one you prefer. Its perfectly acceptable to acknowledge that both approaches have value as long as you support your answer. Whether you prefer long or short sales cycles, or even if you’re equally comfortable with both, it’s important to take some time to prepare an answer to this interview question. Sample Answer for Why Both Sales Cycles Have Value I think there are interesting points to both types of sales. On one hand, I value  the longer sales cycle because it gives me time to get to know my  customer. If I can spend quality time with them, we can build a rapport and establish trust. Also, I can spend time educating them about the various benefits and uses of the product theyre interested in. On the other hand, if I am using a shorter sales cycle, I typically dont have the time to obtain knowledge about the customer and I cant offer them lengthy explanations. While this may seem like a negative,  its not. Without a lot of available time, I need to hit the high-priority topics rather quickly, and this can facilitate a faster  sale. Why You Prefer a Long Sales Cycle I always prefer a longer sales cycle because the dialogue can be adjusted depending on the individual client I am dealing with. Some clients like to have a lot of information about a product from  the  start. Theyre information gatherers and want to be knowledgeable about the product, especially when it comes to having a lot of technical questions answered. Other clients are information gatherers and have technical questions but are also interested in the personal benefits of a product. With a longer cycle, I am able to get to know the clients needs better, and I can adjust my sales pitch accordingly. Also, having more time means I can educate my  clients about all the features of a particular  product and why its the right product for them. The more time I have, the easier it is to get to know the clients needs and adjust my sales pitch accordingly. Ive also found that the more time I invest in making a connection with the client, the easier it is to establish a long-term relationship with them and generate repeat business. Why You Prefer a Short Sales Cycle I really enjoy the quicker pace of a shorter sales cycle. I like to get right to the point about the features and benefits of the product I am selling and showcase the reasons why its the best choice for the customer. I make sure I am very knowledgeable about everything I’m selling, and I’m always ready with answers to any question thats put to me. Also, the more I sell, the more commission I make and the more I make for the company. That said, I dont sacrifice creating a rapport with my clients, but I do believe that ‘time is money’ when it comes to selling. Additional Sales Job Interview Questions and Tips There are many questions your interviewer may ask you, so it’s important to prepare answers for a variety of sales job interview questions before you go to your interview. For example, the interviewer may ask behavioral interview questions specifically about you so he or she can  learn more about your strengths, your weaknesses, and how well you’ll fit into the company culture. You’ll want to make a good first impression, so be sure to dress properly for your job interview. You may want to dress in a business suit if that’s the expected attire for the job, or maybe business casual if that better fits the dress code at the company. If you’re not sure how to dress, you’re almost always better off dressing up rather than dressing down. While you’re talking with your interviewer, be sure to get his or her email address so you can send a job interview thank-you letter right after your interview. Not only is it the polite thing to do, sending a thank-you note is a great way to  ensure  the interviewer keeps you in mind when it’s time to decide who makes it to the next round of interviews. In addition, you can use the thank-you letter to clarify any answers to questions you feel weren’t complete or reinforce the main reasons why you’re the best candidate for the job.

Jessica Albas self-confidence hack might surprise you

Jessica Alba's self-confidence hack might surprise you Jessica Alba's self-confidence hack might surprise you Jessica Alba seems confident, but she admits that in the past, she’s made the mistake of placing too much weight on other people’s voices. The actress and entrepreneur recently joined Arianna Huffington on the  Thrive Global Podcast, in partnership with  iHeartRadio  and  Sleep Number, where she explained the mindset she’s developed that has allowed her to take  failures  and see them as opportunities to actually  gain  self-confidence.“I think I gained more confidence through making mistakes,” she tells Huffington. Alba explained that earlier in her career, she often harped on other people’s opinions, and even allowed those voices to interrupt her own self-assurance. But over time, she’s learned that her own voice is the one that truly matters.“When I made mistakes in not trusting my gut for long periods of time, it made me not really care about other people’s opinions as much,” she explains. “Until you’re in my shoes and you really understand the situation, it’s really difficult to understand what’s going on.”For example, Alba says that as an actress, she faced  rejection  left and right, and had no choice but to take the criticism, learn from it, and prove people wrong.“When you’re an actress, there’s nothing but rejection,” she admits. “For every yes, there’s a thousand no’s telling you every reason, in a really terrible way, why you aren’t good enough.”Perhaps that’s why Alba handled the criticism so well when she decided to expand her career to entrepreneurship and people questioned her ability to make the switch. “Everyone just said, ‘But you’re an actress! What do you know about supply chain, or this distribution model, or this business model that does this?’ ” she recalls.According to Alba, gaining  self-confidence  all came down to listening to her own  voice  and maintaining perspective. In fact, she says keeping that context in mind can make a world of a difference when people tell you youâ €™re not good enough: “Other people are just giving you their own reality and their own … perspective and their life experiences, but that doesn’t have to be yours.”To find out more, listen to the full conversation on iHeartRadio,  here. You can also listen to the Thrive Global podcast internationally for free on  iTunes.This article first appeared on Thrive Global.

Walmart Resume Paper Secrets That No One Else Knows About

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The History of Technical Writer Resume Refuted

The History of Technical Writer Resume Refuted The Technical Writer Resume Chronicles To learn more on what it requires to be a Technical Writer, have a look at our complete Technical Writer Job Description. Thus, be sure your summary is strong and resume results that match jobs you are searching for. You must check the particulars. Job search for freshers is a significant undertaking and so, every component of it should be accomplished carefully. Technical Writer Resume Can Be Fun for Everyone Hobbies in resumes might be fraught topic. You won't get paid, but you're going to acquire the most suitable experience and expertise to enhance your Resume. If you believe that skills are required in the job which you're applying for, be certain to include them to your resume. Technical skills are essentially inclined to the abilities of the man or woman and the knowledge he or she has acquired to do the work given to her or him. 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If You Read Nothing Else Today, Read This Report on Ad Resume

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