The Maharashtra government has issued bylaws to facilitate the smooth redevelopment of old housing societies. The new rules are likely to streamline disputes in societies and encourage redevelopment of thousands of old structures, officials said. The changes were made following complaints of non transparency, disputes on appointment of contractors, violation of the redevelopment rules, delays in tendering, among others. The rules, issued by the Maharashtra Co-operation, Textiles and Marketing Department this week, have reduced the consent clause to 51% from 70% of society members. The government has already relaxed the consent clause in other redevelopment schemes such as that of a slum, but it has been done for housing societies only now.The bylaws also list the procedures and modalities for the managing committee of a society, streamlining procedures for conducting meetings to granting sanction to redevelopment. The bylaws have fixed the minimum quorum required for a meeting of the managing committee at one-fifth of the membership strength. A special general body meeting must be called within two months of receipt of the application for redevelopment, and its minutes circulated among all the members within seven days.The redevelopment blueprint needs to be be uploaded by all societies and mailed to the members. Similarly, once the contractor and architect are appointed, they must be given an appointment letter in less than 30 days. Experts and citizens are happy with the new rules. “I welcome this progressive decision of the chief minister. It will help streamline disputes in societies and encourage redevelopment of old, dilapidated buildings for safe habitation,” said Manoj Kotak, Bharatiya Janata Party Member of Parliament from Mumbai North East, who has been receiving a lot of complaints on disputes between the managing committee of a society. However, some still feel the rebate in cess given to old structures under Rule 33 (7) of the Development Control Rules in the island city must be extended to structures in the suburbs. “The government has taken the onus of repair of cessed structures in the island city, but in suburban areas, the buildings do not pay cess and come under Rule 33 (7). The government must remove this injustice against old buildings in the suburbs,” said Parag Alavani, Member of the Legislative Assembly from Vile Parle.
Sometime yet this year, you or someone you know is likely to be told they are overqualified for a job.The speaker may be a recruiter or a friend, a decision-maker or a drainer of hopefulness. And when they say or hint at the overqualified label, they may mean something about your talents, or about their budget for the job, or about the age of the applicant, or how secure the hiring manager is in his job.When I wrote about the “overqualified epidemic” recently for the Washington Post Capital Business, it became clear to me that someone who’s 23 and been tending bar for a year and someone who’s 53 and been out of work for a year both could be called overqualified.With an unemployment rate at 8.3 percent in July and 12.8 million people jobless, many people will apply for jobs they could have handled five years ago – or would have ignored early in their search. So how do they turn the tide so “overqualified” does not mean out of the running? Here are five suggestions:1. Review the job description. Some jobs have assignments that “reach up” and demand more skills or experience. Others are so full of small, menial tasks. Try to understand what is most important and valuable to the employer – what moves the needle – and then tailor your presentation and written pitches toward that. In some cases, it may make sense to pass on some jobs where there’s nothing to interest and engage you.2. Reframe the label. Restate overqualified to show it’s a good thing – like buying a very nice dinner and having the server or manager give you an appetizer and dessert for free. Say something like “I’m more than qualified for the job, which I think is a positive, reassuring thing to say,” suggests Five O’Clock coach Ruth Robbins in a newsletter article. Or suggest by hiring someone who’s overqualified means less time training or coaching, and more results sooner.3. Refocus on results. Candidates need to craft an appropriate “two-minute pitch” and give details on why you’re the best answer to the employer’s needs, Five O’Clock Club coach Chip Conlin writes in the organization’s newsletter. Show the extra value you will deliver because you have such great qualifications. Offer to take on an extra assignment or two, or suggest you could serve as a fill-in relief for a higher level job.4. Restate your intentions. Sometimes the employer is concerned that you’ll stay only six months until you find a better job. Or that you’ll be gunning for their job soon. Tell them you’re happier in a lesser job. Robbins suggests saying “I”m more comfortable as a team member than a team leader” right now. Be clear that the pay range given is perfectly fine with you and that you would feel fairly compensated for the job if you land it. Reveal your personal situation, such as an aging relative who needs care or a push to finish your bachelor’s degree, if you think it will help you explain why the job is a good fit.5. Focus on the employer. Build the case on how much you want to work for REI, or how long you’ve admired Whole Foods Market. Be clear that if you join the company, you will have reached a key goal for yourself – and are unlikely to leave. Or talk about your hope to grow and develop a career within the company – again with an idea that you will contribute for many years.Knowing you may be considered overqualified requires careful planning on how to demonstrate your value, your enthusiasm, your commitment. Do that and you may seem like a free chocolate mousse that shows up on the hiring manager’s plate.
Employers may think they don’t need to focus on attracting recent or soon-to-be college graduates because it’s an employer’s job market, but thinking that way will put them at their own peril, say career experts.“Companies no matter how big or small need to do workforce planning and development to match anticipated growth with talent,” says Steven Canale, manager, global recruiting and staffing services at General Electric, which goes to great lengths to recruit at the college level. “We are trying to build a deep bench of future talent and thought leaders.”Dan Schawbel, founder of Millennial Branding and author of upcoming book Promote Yourself: The New Art of Getting Ahead explains: “Young people hold the key to unlock the future of companies. They have all the bright ideas and are extremely savvy with technology.”Even though the job market is tight, on the college graduate level there is fierce competition to lure the best and brightest to companies. Hot technology companies and marquee brands have little trouble recruiting but even so everyone has to have a well thought out strategy. Visiting a college campus and walking away with a few new hires isn’t the way a company will be successful. In fact, Canale at GE says that if it’s easy, chances are the company isn’t getting the best of the best.“You have to be ready to compete like hell,” says Canale, who is pleased with acceptance rates in the 60% range. “If you’re not competing then you’re probably not attracting the top students.”According to career experts when it comes to recruiting, a company has to be where the students are and that not only includes on college campuses and at job fairs but also online on Facebook, Twitter and on YouTube. According to Schawbel, companies need to present themselves as the employer of choice and have to showcase what it’s like to work there, what the company values are and how it gives back to the community. Schawbel explains, “young people want meaningful work. They want to work for companies giving back over making money.” Done right, Schawbel says the company will attract the right candidates and repel the wrong ones.Forging relationships with universities is another part of a successful recruiting strategy, say experts. But a company has to be careful in which colleges they choose to partner with. “You want to pick them based on a variety of criteria,” like majors and skillsets, says Mimi Collins, a spokeswoman for the National Association of Colleges and Employers. “It’s important to understand the profile of the student at the school.” Since many companies are working with limited recruiting dollars, it’s a good idea to first come up with the positions you are seeking to fill and then pinpoint the colleges and universities that will best match your needs. Once you’ve come up with the schools you want to target, Collins says a good resource is the school’s career center. “The career center can give you entry to the rest of the company,” says Collins.At GE, Canale says the company focuses its recruiting efforts very heavily on 45 key schools in the U.S. and another 60 outside the U.S. At the targeted schools, GE will have executives on hand through the year doing something whether it’s building relationships with faculty, administrators, or student organizations. GE will also be at career fairs, sponsor competitions and events and have its leaders including the CEO speak at the universities. The conglomerate also has an internship program and a culture of promoting from within. GE hires 2,000 full time college grads a year, half in the U.S. and half outside the U.S. with the primary feeder of those jobs coming from its internship and cooperative programs. “We use it as the most important place to find our full time hires,” says Canale. “We source 70% of our full time hires from that pool.”Having an internship program is a great way to attract college graduates but experts caution your company reputation among students will be based heavily on how the internship program is structured. If students sit around doing nothing all day, or spend their hours making photo copies they aren’t going to want to work for the company or brag to their friends about the internship. But if you have a well-defined internship program where the student learns, it’s a surefire way to turn the intern into ambassador of your brand and thus attract top students in the future, says Collins. Recruiting college graduates is one part of the equation, keeping them at the company is the other. According to Schawbel preventing students from jumping ship can be tough, since retention rates are usually two years although the students want to stay for around four years. They leave, says Schawbel, because of career opportunities. If the opportunities are there they would stay. “One of the big trends is internal hiring programs,” says Schawbel.Companies can not only save money promoting the people that already work there but it boosts morale and makes job seekers want to work there, he adds.GE has a good track record when it comes to retention, and Canale credits that to the investment the company makes in the student’s career. “We invest a lot in their development. It’s the training and the career opportunities,” says Canale. Whether it’s a large company or small one it has to be willing to develop the person, he says. “Students today are willing to work hard but they want to know what I am going to get. How is working for this company going to improve my personal brand,” says Canale.Are you an employer? Sign up for a free employer account on Glassdoor.
When it comes to landing a job fast, it’s all about the people you know — and the people who know you.According to Jobvite, 55 percent of employer referrals get hired faster than candidates from company career sites. In addition, HR professionals rate employee referrals as the No. 1 source for quality hires.Companies use employee referrals because recruiters and hiring managers have found employee referrals to be one of the most effective ways to discover talent and find the best candidates for a position. In fact, 44 percent of new hires are employee referrals.Not only is being an employee referral a great way to discover job openings, but also it’s a great way to secure an interview. Research shows employers prefer hiring employee referrals because it boosts their confidence in the candidate. Plus, as an employee referral, you already have a step in the door of a company.So how does one get hired as an employee referral? Getting referred by an employee greatly depends on networking. In addition, it’s also about targeting employers with whom you already have an inside connection.Here are five tips for getting hired as an employee referral:1. Start checking your LinkedIn connections.LinkedIn serves as a gold mine of opportunities as you search for professionals who can refer you for a job. First, take a look at your connections to find your strongest relationships. These could be people you’ve met at networking events, are previous coworkers, or alumni. Next, see if any of these connections work for a company that’s hiring or one you’d like to work for.Once you locate some LinkedIn connections, it’s time to start reaching out. Depending on the strength of the relationship you have with the person, it’s a good idea to send them a copy of your resume. This allows the individual to review your credentials before they give you the referral.2. Target employers.If there’s a specific company you want to work for, begin networking with employees who work for that organization. It’s important to do some networking first, especially when you don’t have a current connection with the organization.Prior to applying for the job, make sure you ask the person if you can use their name as a referral. It’s also important you explain how you contacted the individual, too.When you ask for the referral, ask the right questions. Instead of asking, “Can you refer me for XYZ position?” ask, “Do you think I’d be a good fit for this position? If so, do you think you could refer me?”3. Connect with the right people.As you continue to network with professionals, make sure you’re connecting with the right people. Although this might be difficult to do when you don’t have many contacts, it can definitely strengthen your referral.For example, if you’re marketing professional, connect with individuals within the organization’s marketing and PR department. This is a great way to target your application and create a stronger referral.4. Join professional organizations.Another great way to find someone to refer you is to get involved with industry and professional organizations. When joining an organization, you’ll have access to professionals in your industry who can connect you to job opportunities. Plus, you’ll discover exclusive job opportunities that were available for organization members, too.5. Schedule informational interviews.Informational interviews are a great way to build stronger relationships and learn more about employers as you search for jobs. Although the purpose of an informational interview is to learn about a company or profession, they’re a great way to build a new contact.When attending informational interviews, be careful with your approach when requesting a referral. If the individual encourages you to check out their job postings, then asking for a referral is welcome. However, if the individual didn’t mention anything about job opportunities, it’s a good idea to maintain a relationship with the person after the interview and follow up in a few weeks about the referral.Employers are more likely to trust candidates who have an inside connection with their company. Anytime you can secure a referral for your job application, you’ll you’ll have a strong advantage when you submit your application.What tips do you have for job seekers looking for job referrals?
Maternity leave and maternity benefits are a bit of a touchy subject in the UK, it would seem. For many women, there are certain aspects of the employment package they would not feel comfortable discussing with potential employers. In fact, according to our latest research findings, almost four out of five women (78 percent) claim the maternity package is pretty high up there on the list of things they definitely would not ask about at interview stage.There are several reasons cited for this with more than half (51 percent) fearful that potential employers may jump to the conclusion that they’re already pregnant and almost one in five (19 percent) don’t think they would be taken seriously. Almost a third (31 percent) think it would hinder their future career progression within the organisation.However, there is a deep rooted issue around the ease of finding details of maternity benefits within the workplace. In fact, 41 percent of women feel uncomfortable asking for this information regardless of the circumstance. Unfortunately, just under a third (32 percent) of the women surveyed actually found this information in their induction pack when they started working for the organisation. In total, 39 percent of those surveyed feel this information is difficult to find with 13 percent claiming that employees have to ask for it as it’s not published anywhere within the business.The bespoke research, which was carried out amongst 1,000 working women in the UK, 500 of which have already taken maternity leave and 500 plan to do so in the future, also explores women’s attitudes towards asking existing employers about maternity benefits. Again, this was met with trepidation with 42 percent claiming they would only ask their employer for this information if they were announcing a pregnancy. Reasons cited for not asking include; 43 percent are worried employers would think they were trying to get pregnant, 30 percent feel it’s just not professional and, most alarmingly, more than one in five (22 percent) fear they would be putting themselves at risk of redundancy.It seems female employees cannot find a ‘best time to ask’ for this information as 22 percent would make a conscious decision to wait until they had passed their probation period to ask their line manager. Almost a quarter, (23 percent) would bypass authority altogether and ask a trusted colleague after they had been in the job a while.Luckily, help is at hand from Glassdoor with the recent addition of our Benefits Reviews. Through our free online benefits review survey, you can rate how satisfied you are with your employer’s overall benefits package and describe the best and worst aspects of the package. You can indicate what benefits and perks your employer specifically offers, including:Health and wellness (e.g. health and dental insurance)Financial planning and retirement (e.g. pension plans, Sharesave schemes)Family and parenting (e.g. maternity leave, childcare vouchers)Annual leave and time off (e.g. holiday pay, sabbaticals)Various perks (e.g. free lunches, company car, employee discounts).This means that next time you’re meeting potential employers, you can look up their benefits package on Glassdoor before you attend the interview.
Most recent college graduates and entry-level workers believe they don’t have negotiating power because of their lack of experience going into a first job offer. The truth is they are missing out on income that could be used to pay off student loan debt and contribute to their overall cost of living expenses.NerdWallet conducted a survey of 8,000 new graduates who entered the job market between 2012 and 2015, as well as 700 employers, and found only 38 percent of survey respondents negotiated with their employers upon receiving a job offer — even though most hiring managers said they expected to discuss salary at that stage.As graduates prepare to walk across the stage on graduation day this December, being confident and prepared will clearly be key to taking advantage of an important first negotiation opportunity.Here are four reasons why recent college graduates should challenge themselves to negotiate their first job offer:1. Employers expect you to ask for more. In the same NerdWallet survey, 84 percent of employers said an entry-level candidate would not be putting his or her job offer at risk by attempting to negotiate salary.So, you don’t ask for more because you don’t want to be viewed as greedy or ungrateful and are assuming there will be consequences when asking for a higher salary. However, negotiating can show the employer you are confident in yourself and your career.2. The ‘real world’ is expensive. After college you realize how expensive life really is. You can no longer pay the rent with your leftover student loan disbursement check, your parents cut you off from the ‘family plan,’ and the bills just keep piling up.When discussing your salary, cost of living should affect how much to request from your first employer after college. It’s also important to build a case and create a list of all expenses in comparison to how much the employer is offering and present that to them during the negotiation phase as reasonable cause.3. Prepare for ‘No’ and have a Plan B. While you’re in the negotiation phase of the job offer, asking questions about the total employee compensation package shows the employer you did your research on important issues — a valuable asset for employers. If your employer rejects your desired salary request, don’t end it there.Having a plan B means considering a total compensation package while you’re in the negotiation phase of the job offer. Companies may offer benefits such as bonuses, healthcare coverage, profit sharing, sick and vacation time, tuition reimbursement for advanced education, and on-site childcare. A compensation package could also include flexibility of working from home, gas reimbursement, and overtime pay.Regardless of your offer, be aware of all the benefits and perks a company has. Also, if you advance in your position within the company, you may qualify for additional benefits in the future.4. Do it for the gender wage gap.In the same NerdWallet survey, only 34 percent of female recent graduates negotiated, while 44 percent of men did. Women are not only less likely than men to negotiate a successful first job offer, but they report being more uneasy about negotiating salary.Regardless of the industry, women were more likely to expect between $25,000 and $44,999 as a starting salary. Men were more likely to expect a higher range, from $45,000 to more than $75,000. When women did ask for a higher base salary, they had the same level of success — about 80 percent — as men did.In order to work toward closing the wage gap between men and women, both need to have more confidence when discussing a job offer. Avoid going into the negotiation conversation feeling uneasy and ill-prepared by practicing your approach and doing research on appropriate ways to ask for more from your employer.Men and women can learn strategies to ask for equal and fair pay by attending salary negotiation workshops that will help empower them to advocate for themselves when it comes to salary, benefits, and promotions. It’s time to change these biases by challenging yourself to achieve a higher salary and more benefits at work.In what ways have you negotiated your first job offer?
Ask a Resume Writer: Where Do I Start? 23 hours ago 23h Also on Glassdoor: 4.9★ SCADA Engineer Quadvest Magnolia, TX With an 18-year background in higher education, Scott Rhodes leads enrollment and recruitment strategies for Florida Polytechnic University. His responsibilities encompass undergraduate admissions, graduate enrollment and enrollment marketing, financial aid, student records and registration and enrollment market research. Systems Engineer ISG Technology, LLC Overland Park, KS Field Engineer Domino Data Lab Chicago, IL 5.0★ 3.5★ You did it! You’ve worked tirelessly in your engineering or STEM program, you’ve got your diploma in hand, and now you’re ready to set foot in the real world. And then it hits you: you’re about to step foot in the real world — and it’s scary. Where do you start? What kind of an engineer should you be? How do you score the STEM career you’ve been dreaming about for years?Define Your Dream Without a destination in mind, directions won’t be much help — so the first step is to decide where you want to go. That goal might be your dream position, company, city, salary, work environment, or a combination of these. Don’t worry if it doesn’t feel feasible immediately. You may have to take a few jobs before you get to your dream position, but it’s vital to determine what you aspire to be. Once you know what you want, adapt your resume in order to improve your odds. Tailor your ExperiencesTailoring and refining your resume is an aspect of job hunting that is often overlooked by new college graduates. However, it’s critical to take some time to think about the job you’re applying for and considering what your potential employer is looking for. Let’s talk theoretically about a recent computer science graduate named Sally. Sally is applying for a job in cybersecurity, and she must choose which of her three previous experiences she wants to include on her resume. Let’s say she participated on the hacking team during her junior year, served as president of the Campus Activities Board for three years, and invented a board game that earned her local recognition her freshman year. In this scenario, she should leave the board game off her resume. Surprised? Let’s explore why:Her participation on the hacking team demonstrates her previous experience with cyber security. The Campus Activities Board work is not directly related to cyber security, but it allowed her to showcase her leadership skills. Inventing a board game is resume-worthy, but her other experiences will appeal to this employer more.If she were applying to a video game company, she might include the board game to demonstrate her experience with game design. But it’s all about making sure that you represent yourself in a way that honestly showcases why you are qualified for that specific position and company. Make sure your resume includes all of your skills. If you aren’t sure what should or shouldn’t go on your resume, reach out to your school’s career resource center: many will help their alumni get their first job post-graduation.Write an Irresistible First Resume in 5 Easy StepsImprove your ExperiencesMaybe you’re having more trouble than you expected getting that dream job; that doesn’t mean you should give up. The reality might be that you don’t yet have the skills or experience to perform well in that job. In that case, you might want to explore one of the following.Consider Returning to Higher Education: Graduate studies offer many advantages to job seekers. A graduate degree provides experience, knowledge, and prestige that a job seeker holding only an undergraduate degree cannot match. In graduate studies, you can learn more about your field (or it can help you choose one). The research opportunities built into graduate studies will also help you learn more about yourself and how you will fit into your field. You might be saying, “Going to graduate school is way too expensive for me!” Well, you may be surprised. In fact, there are lots of ways to finance STEM graduate education like scholarships, financial aid, and work studies where your tuition, as well as room and/or board, is covered in exchange for your contributions to university research.Take a Post-Grad Internship or Strategic Job: Contrary to popular belief, many internships will accept alumni of STEM programs, not just current students. STEM internships even pay well enough for you to get by for a short period of time. If another internship doesn’t interest you, try to start your STEM career with a job that overlaps with your goals. For example, you might take a job that doesn’t pay as well, but is in your desired industry or dream city. A strategic job like this will slowly grow your skills and experience. By developing your proficiencies, you could one day have the background to win your dream job. One word of warning: make sure to maintain one-year, two-year, and even five-year goals. You don’t want your strategic job to end up becoming the career you never wanted.Start a Business: Another way to build your resume is to start your own business venture. Entrepreneurship massively improves your future job prospects. There is a saying: “ten failed businesses on a resume looks better than one successful business.” Demonstrating that you are willing to take risks and put in the hard work to create something new makes all the difference when it comes to applying for jobs. And who knows — maybe the business you form could become your dream job.Don’t be afraid to take routes that may seem “indirect” to reach your goals. Go to graduate school. Take a strategic job. And don’t be afraid to take a direct route to your dream job. Just apply! You’ll never know what opportunities you’ll have until you try.What You Need to Know to Ace Your Technical InterviewYou have the skills to be successful. You don’t have to have all the answers yet; but just make sure you never stop asking the questions: Where am I? Where do I want to be? How can I bridge these gaps? Don’t worry — you can do it. 23 hours ago 23h 4.5★ 23 hours ago 23h 4.5★ 23 hours ago 23h Federated Wireless – Software Engineer Federated Wireless Boston, MA Available Engineer Jobs 50 Highest Paying College Majors Idm Engineer WadiTek Columbia, MD 23 hours ago 23h See more Engineer jobs
Hooray, a promotion! But before you accept and pop the champagne, you’ll need to think through whether the promotion is one you’ll want to accept. It may seem counterintuitive, but not all promotions lead to the career advancement you want. Joel Garfinkle, executive coach and author of Getting Ahead: Three Steps to Take Your Career to the Next Level, is here to explain the three questions you must ask before you accept a promotion. Question #1: What’s the next promotion outlook? “Like a game of chess, you can’t just consider whether or not this one promotion move is good for your career, but you also need to consider the next two or three moves after that. A promotion that’s a dead end in the organization may not be the best, long-term move for you or your career.”13 Mistakes Employees Make When Trying to Land a PromotionQuestion #2: What are the additional responsibilities that come with the promotion?“More money and a better title don’t always equal a better quality of life. For example, if a promotion takes you from working a 40-hour workweek to a 60-hour workweek, that’s something you need to consider. If you travel now 10% of the time and the new position is going to have you traveling 30% of the time, again it’s something you’ll need to factor in.”Question #3: Who will you be working with and/or for? “Let’s be honest, there are people who are easier/more pleasant to work with, and there are some who are not. If your promotion has you changing teams and/or who you’ll be reporting to, you need to be sure these are people you feel like you’ll be successful with, before accepting the new position.”6 Ways to Get a Promotion this SummerUnderstanding the ins and outs of a promotion offer are just as important as the dollars and cents. Similar to a salary negotiation, it’s important that you remember that this is a conversation with back and forth, and it’s expected that you will ask questions of your manager. By asking key questions about the technicalities, you can get to the bottom of whether the promotion, and all of the responsibilities associated with it, are on par with what you want for your bank account and your career.
See more Manager jobs 4.8★ 4. Project ManagerMedian Base Pay: $72,762Education Requirements: Bachelor’s degree, master’s degree in technical fieldsIf you enjoy the feeling of being in business, a project manager can be exciting. These professionals stay within budget, work with engineers, pay attention to client’s requests, and plan with a team on projects. The good part about being a project manager’s is there are jobs available in human resources, Information Technology, construction, and marketing. It will often feel like a new day working with several departments at one time. See Open Jobs 2.9★ Service Manager Rush Enterprises Carol Stream, IL See Open Jobs In a perfect world, we would all be working in positions that fit our personality. The popular extrovert would appreciate a position working with different people every day. An introvert might enjoy working behind the scenes of a TV commercial helping a director. Whether you are an outgoing person or would prefer to work solo, there is a behavior to easy ways to be your best self at work and land the position you deserve.Is this a far-fetched reality? Think again. You deserve to be in a position with responsibilities that mesh well with who you are as an individual. There are different positions in your field designed for the right person, with the right personality. Here are the top positions you should consider applying for based on your personality.Introverts Should Consider…1. Human Resources ManagerMedian Base Pay: $66,903Education: Bachelor’s degree in Human Resources, Organization Development, BusinessAn introvert doesn’t necessarily mean you enjoy working alone all the time. Introverts often need time to reflect before making decisions. Most appreciate a job that challenges their ability to think outside the box while setting trends without being front right and center when recognition is given. An article on The Guardian shares a personality test to learn which position is best for you.A Human Resources Manager believes in equality in the workplace while adhering to a organizations workplace policies. You will use employee behavior metrics to help improve the workplace with employee contests and events to lighten up the mood in the office. Since most introverts are logical thinkers, one of the benefits of this role is you can work closely with the C-Suite. It can open the doors of opportunity for you to get closer to an executive position.See Open Jobs 3. Interior DesignerSalary National Average: $54,531Education Requirements: Bachelors degreeDo you love designing people’s homes? Interior designer firms cater to well-known celebrities, condominium builders, nursing homes and retail stores. You will be surprised how these professionals change the way people feel when we walk into a restaurant, shopping mall, hospital, or corporate office. Your review client’s requests create specifications for projects while staying within a budget and timeline. The fun part is you can speak your mind about your top choice for furniture, color, lighting, and textures.See Open Jobs N/A 23 hours ago 23h Makeda Waterman is a professional writer with an Education in Journalism, Mass Communications, and Public Relations. She writes for the Huffington Post Canada and Elite Daily on millennial topics with the goal of helping people improve the quality of their lives and career. 3. Computer ProgrammerSalary National Average: $65,277Education: Associates degree, Bachelors degree in computer science. In certain fields courses on healthcare or accounting is helpful.A career in IT is one of the best industries to get into for people that consider themselves introverts. A day in the life of a computer programmer includes writing code for software programs, debugging programs for errors, and mobile applications for internal employee use. You will be amongst colleagues with a similar personality, working with engineers and IT Analysts to fix your company’s computer issues. If you plan to advance your career, computer programmers can become analysts, software developers or the manager of an IT department. There are easy ways to beat the competition in your next job search.See Open Jobs 23 hours ago 23h 2. WriterSalary National Average: $49,483Education: Associate in Arts, Bachelors Degree in Journalism, English or CommunicationsA writer has the freedom to be creative, innovative and collect their thoughts while completing assignments. Most writers spend their time alone and may depend on a team of subject matter experts or management for information that is out of their expertise. You can consider working for a company as a full-time employee or a part time job providing academic paper writing help. Depending on your personality, you can take advantage of these writing positions in your city:CopywriterTechnical writerBusiness writerNews writerMarketing writerGhostwriter N/A N/A Culinary Manager Mimi’s Cafe Tustin, CA Case Manager Kindred Healthcare Houston, TX 23 hours ago 23h Manager In Training Crew Carwash Bloomington, IN 23 hours ago 23h To conclude, if you are feeling blah about work, you might want to consider if what you do are a good fit with your personality and ethical values. Human resources specialists design these job descriptions with a person’s character in mind. Instead of working in a job you are unhappy with, think about what will make you happy and consider taking the leap to a fulfilling career. Kitchen Manager Hojeij Branded Food Dallas, TX Store Manager Meineke Williamsburg, VA See Open Jobs Available Manager Jobs 23 hours ago 23h 2.9★ 23 hours ago 23h Store Manager X Square Capital Ponce, PR N/A Extroverts Should Consider…You are the heartbeat of the office. Colleagues are attracted to your bright personality. Customers come back to your store because you smile makes them feel appreciated. If you are an extrovert, think of yourself as a customer magnet that people appreciate being around. Here are a few positions you need to consider:1. Sales Agent/RepresentativeMedian Base Pay: $46,734Educational Requirements: High school diplomaWhat a better way to showcase your personality than to start a career in sales. If you are a naturally motivated person that appreciates exciting challenges, a sales agent might be the right position. Sales agents work in the office and meet clients to pitch their company’s products or services. While it seems like a comfortable position, sales agents have quotas to meet a specific dollar amount on a monthly, quarterly or annual basis. It requires working in a fast-paced environment working directly with people of diverse backgrounds.See Open Jobs 2.8★ 23 hours ago 23h 3.0★ 3.6★ Kitchen Manager New Italian Restaurant Ocala, FL Finance Manager OYSTER COVE BOAT WORKS & YACHT BROKERAGE, INC Gloucester, VA 23 hours ago 23h 23 hours ago 23h 23 hours ago 23h 2. Social WorkerSalary National Average: $47,726Education Requirements: A bachelor’s degree in social work is essential to land an entry level position. Depending on the position, a bachelor’s degree in sociology and psychology will be helpful.Certifications and licensures will depend on your state. Check if you are exempt from being licensed if you work for a government agency.I call social workers the lifesavers of society. It is a job that has been known to have its challenges in helping families with problems in the household. Instead of considering it a stressful position, think of the children lives you will be improving with your passion for being a community leader. A list of social work jobs is listed below:Healthcare social workersSchool social workersHospice care social workersSubstance abuse social work Manager Gourmet Burger Restaurant Las Vegas, NV
Ben Pearson is delighted with Preston North End’s swoop for Manchester United midfielder Josh Harrop.Pearson came through at United with Harrop.He told pnefc.co.uk: “I’ve known Josh now for 12 to 15 years; he was a year below me when I was at Manchester United. We played in the same youth team and in the reserves – so I’ve played with him a lot – I know him well and I know him well off the field as well.“He’s a good lad, a good player and a big character in the changing room. He knows what it’s about playing at this level – he knows he needs to leave now to get proper game time.“He’ll be hoping to bed in with the squad now and I think he’ll be a real asset. He’s got good quality with the ball and without the ball, he works hard and he’ll give his all.”
Arsenal defender Calum Chambers says he needs to be playing consistently next season. The 22-year old started 25 Premier League matches whilst on loan with Middlesbrough last seasonSpeaking before England U21’s Euro semi-final clash with Germany, Chambers hinted that an exit from Arsenal might be necessary if his match time isn’t guaranteed.”I had a thoroughly enjoyable year there [Middlesbrough]; I played regularly and got some valuable experiences that I’m gaining from.”In this tournament I feel the experiences I got this year and the game time I got this year are helping me and I want to take that forward.”Next season I want to do the same. I want to play football, and I think it’s vital at this age – as a young player – to play as many games as possible to get experience.”Southampton, Everton and Newcastle have all reportedly shown interest in Chambers.
Stoke City are keen to strike a loan arrangement for Manchester City midfielder Fabian Delph.The Daily Mail says City maintain the 27-year-old England international midfielder will be allowed to leave, but for £12million.The Potters however are more interested in signing former Leeds and Aston Villa star Delph on a cheaper, temporary deal.Delph joined City from Villa for £10 million in July 2015 but has never enjoyed a consistent run in the first team.Last season he played just 13 games – seven of them in the Premier League and only two of them starts, against Chelsea and Hull City in April.
Three important things happened recently. Take note.1. Sally Beatty of the Wall Street Journal says charities need to be more open and transparent. She says it feels good to give to charity, but “the warm feeling fades when we try to find out about charities’ successes and failures.” She says it’s very hard to know who is doing effective work. The article makes three recommendations to improve the situation. Here’s what she tells charities to do: 1) Provide more information online; 2) Adopt high standards of measuring efficiency; and 3) Adhere to those voluntary standards. 2. The Chronicle of Philanthropy did a story chronicling the work of GiveWell’s Clear Fund project – which aims to rate charities on their effectiveness. Founder Holden Karnofsky found that to be very hard work, for the reasons Sally Beatty cites. GiveWell has a new report on charities saving lives in Africa – useful for figuring out who to support this holiday. Holden and his colleagues went through all the major causes of death and extreme debilitation that affect Africans more than they affect us and recommended the best. They estimate that their top-ranked charity saves lives for something around $1000 each – 3-4x as cost-effective as their second highest rated. Find out what charity is so great here. (Hint: It’s one of my favorites and the one that opens my book!)3. The Great Nonprofits site is getting nice traction in Pennsyvlania – enabling ratings of local charities. Yes, welcome to the world of customer reviews of charity – pretty fascinating stuff. Founder Perla Ni, who is an impressive innovator in our sector, likens it to Zagat’s for charities.If you read this blog regularly, you know I’m constantly harping on two things: first, connect with your audiences and what they care about. Answer the question, “why me?” for them. Second, for those audiences, answer the question, “what for?” What will the audience get for their donation? What will change? What will happen? (The other questions to always answer, by the way, are why now? and who says?)I think “what for?” has never been more important. You must answer this question before, during and after people give.Skepticism about marketing is at an all-time high. You can’t just demonstrate need, you have to show results. If you don’t do it yourself, then GiveWell or Great Nonprofits or Charity Navigator will be doing it anyway. So you have no choice but to share honest information on where the money goes. People give money out of emotion, but that doesn’t mean they don’t care where their dollars go after they give. The number one reason people quit supporting a nonprofit is how they were treated by that nonprofit – as in too many appeals, not enough thanks, and insufficient information on impact of their efforts. People give because it feels good but if nothing seems to happen, it starts feeling bad. This is a problem. Open up or else. Open up about the difference you make and how you make it. Or else people may start closing their wallets.
ShareEmailPrint To learn more, read: Posted on March 23, 2012June 19, 2017By: Rachel Wilson, Senior Director of Policy and Advocacy (PATH), Co-Chair (Maternal Health Supplies Working Group)Click to share on Facebook (Opens in new window)Click to share on Twitter (Opens in new window)Click to share on LinkedIn (Opens in new window)Click to share on Reddit (Opens in new window)Click to email this to a friend (Opens in new window)Click to print (Opens in new window)Today could be the beginning of a significant, life-saving shift for maternal health. The United Nations Children’s Fund and the United Nations Population Fund launched a high-level commission to improve access to essential but overlooked health supplies, including medicines that could save the lives of millions of women.Worldwide, an estimated 350,000 women die during pregnancy and childbirth every year. Most maternal deaths can be prevented with affordable and effective medicines, such as oxytocin, misoprostol, and magnesium sulfate. Together with skilled health workers and strong health systems, these medicines can transform women’s health in developing countries.“The day of birth is the most dangerous day in the life of a woman and her child,” stated commission co-chair Prime Minister Jens Stoltenberg of Norway in today’s announcement. “The fact that women do not get the care they need during childbirth is the most brutal expression of discrimination against women. To prevent these tragic and unnecessary deaths is not only a humanitarian urgency of highest priority, but a key investment for social and economic development.”We know what the main barriers and gaps are, including weak logistics and supply chains, inadequate regulatory capacity to protect people from sub-standard or counterfeit medicines, lack of affordable medicines, and confusion about how, why, and when to use them. And we know from other health areas that it is possible to overcome these challenges in even the poorest and most isolated communities. Solving these systemic and structural problems now will help countries strengthen and provide critical obstetric health services well into the future.“There is no doubt that lives can be saved by increasing access to affordable and effective medicines and health supplies. We must all make a difference and the time is now,” said commission co-chair President Goodluck Jonathan of Nigeria.With technical and political leadership, the commission can contribute significantly to improving women’s health worldwide by:Quantifying the unmet need for maternal health medicines so manufacturers can adequately scale up to meet that need and cost estimates to achieve universal coverage can be calculated.Identifying global and national level expenditures for maternal health medicines so any gaps between necessary and actual funding levels can be determined and filled.Exploring bulk purchasing mechanisms so that prices remain low while at the same time creating more attractive markets for manufacturers.Decreasing the prevalence of substandard medicines.Improving national regulatory capacity to ensure that only quality medicines are available and that new medicines can effectively enter the market.Promoting the national registration of essential maternal health medicines as identified by the World Health Organization.Supporting new product development and delivery innovations.Strengthening management information systems to ensure medicine availability and avoid stockouts but not too far in advance to risk expiration.Monitoring policy implementation so gaps may be addressed.Improving knowledge and skills of health care providers and supply chain managers.Building the evidence base and human resource capacity for administration of maternal health medicines by lower-level workers so that women may receive appropriate care when delivering in their community.With a concentrated and continued focus on high-impact health supplies, the commission’s work could make unprecedented leaps toward the Every Woman Every Child movement’s goal to save 16 million lives by 2015.To learn more about the UN Commission on Life-Saving Commodities for Women and Children, visit http://www.everywomaneverychild.org/resources/un-commission-on-life-saving-commodities.Share this:
ShareEmailPrint To learn more, read: Posted on March 30, 2017April 17, 2017Click to share on Facebook (Opens in new window)Click to share on Twitter (Opens in new window)Click to share on LinkedIn (Opens in new window)Click to share on Reddit (Opens in new window)Click to email this to a friend (Opens in new window)Click to print (Opens in new window)The Maternal Health Task Force (MHTF) was thrilled to participate in the 2017 Institutionalizing Community Health Conference (ICHC) held in Johannesburg, South Africa from 27 March – 30 March. More than 375 people representing over 45 countries gathered to discuss critical issues in community health and develop consensus on strategies to advance sustainable development through community health and primary health care. Below are five key takeaways for global maternal health:1. Engaging communities as part of sustainable developmentEngaging communities in a meaningful way is critical for designing and implementing interventions to improve service delivery and quality of maternal health care. The Global Strategy for Women’s, Children’s and Adolescents’ Health (2016-2030) suggests that communities should:Participate meaningfully in health-related decision-makingGenerate demand for health programs and support their implementationActively support positive changes to social norms and attitudes that impede progressAdvocate for women’s, children’s and adolescents’ health and hold governments and duty-bearers to account2. Linking primary health care systems and communitiesCommunity-based maternal health interventions work best when they incorporate strong referral systems and emergency transport. Presentations were made exemplifying promising approaches to linking communities with the primary health care system in India, Liberia and Uganda.3. Financing and caring for community health workersCommunity health workers should be valued, counted and compensated. More research is needed to better understand over- and under-utilization of community health workers, as well as their job satisfaction and quality of life.4. Listening to community voices and holding stakeholders accountableGlobal health experts from different countries shared innovative ways of amplifying community voices and ensuring that communities hold health systems accountable. Two examples that were presented at the conference included youth engagement in communication about sexual and reproductive health and the use of community video to demonstrate the importance of hygiene and nutrition.5. Prioritizing equity at the global, national and community levelsAccess to, utilization of and quality of maternal health care varies dramatically across the globe. For example, national maternal mortality ratios range from fewer than 5 deaths per 100,000 live births to more than 1,000 deaths per 100,000 live births. Within countries, disparities exist based on a woman’s socioeconomic status, place of residence and education level. Identifying, measuring and addressing inequities in maternal health is necessary to ensure that no woman is left behind.—Access presentations and other resources from ICHC 2017.Read MHTF blogs related to community-based maternal health:Community-Based Maternal Health Care: Meeting Women Where They AreThe Legacy of the Alma-Ata Declaration: Integrating Maternal, Newborn and Child Health Services Into Primary CareShare this:
Arsenal captain Per Mertesacker believes Alexis Sanchez will not leave the Premier League club in the transfer window, despite the Chilean striker entering the final year of his current contract with no new deal in sight.Sanchez scored 30 goals in all competitions as Arsenal lifted the FA Cup but endured an underwhelming league campaign, finishing fifth in the standings and failing to qualify for the Champions League for the first time in two decades.Sanchez’s contract negotiations dragged on during the latter stages of last season but German central defender Mertesacker is confident that the 28-year-old will remain at the Emirates for the next campaign.”Yes, definitely,” Mertesacker told Fox Sports when asked if Sanchez was staying. “We have a strong squad and we do not want to lose any players.”Even in their final contract year we need them. We cannot afford to lose them. If you’re talking about championships, to keep our best player is key.”I think he was impressive in the Confederations Cup, he’s now on holiday…But he’s a warrior on the pitch. I think he wants to come back as quickly as possible — he hates holidays, he hates to calm down.”Sanchez, who is his country’s record goal scorer and helped the team reach the Confederations Cup final earlier this month, had previously expressed his frustration with Arsenal’s failure to challenge for the league title.Arsenal are currently in Australia where they play two pre-season friendlies, starting against Sydney FC on Thursday.
Mumbai, Aug 3 (PTI) Telecom major Vodafone today said its app Vodafone Play has tied-up with Discovery Communications expanding its infotainment content portfolio for its subscribers across genres.Vodafone Play will offer a bouquet of 12 channels from Discovery Communications India portfolio on its platform like Discovery Channel, TLC, Animal Planet, Discovery HD World, Discovery Science, Discovery Turbo, Discovery Kids, Investigation Discovery (ID), Animal Planet HD World, TLC HD World, Discovery Tamil and sports channel DSPORT.Commenting on the tie-up Discovery Communications India Senior Vice President, Affiliate Sales and Product Distribution Vijay Rajput said, “As the media ecosystem continues to evolve, we remain focussed on delivering more content, across more screens, to more people.””Vodafone Play is a single window offering content across genres and languages and this association with Discovery strengthens our infotainment category,” Vodafone India National Head ? VAS, and Content Dipankar Ghoshal said in a statement. PTI DS RMT
We can’t easily change what our audiences believe, but by plugging into their existing mind-set we unleash great power behind our benefit exchangen — and our message.The values of our audience may have nothing to do with our cause, but we can still use them. Consider the messages we see every day and the values they represent. Ads for women’s running shoes are all about strength and empowerment. They practically scream, “I am woman!” Pharmaceutical ads during the nightly news show how certain drugs help seniors attain what they want: a happy and independent life. During a televised basketball game, an ad for men’s deodorant shows a woman ripping a man’s clothes off in an elevator. No need for interpretation there. Each of these ads reflects a value the target users of the products care about, think about, and deeply desire. And each is fairly far removed from the product in question. Is self-actualization related to running shoes? Does arthritis medication buy happiness? Are deodorants the first thing that comes to mind when you think about sexual desire? Probably not, but the associations work because the values in question are close to each audience’s heart.A famous, frequently cited example of the value-based principle at work in social advertising is the successful Don’t Mess with Texas campaign. The phrase has become so famous that many people outside Texas don’t even realize that this is not a state slogan but rather a long-running marketing effort to get people to stop littering. The young Texan men who were the target of the campaign didn’t care about littering, but they did care about their macho image, and no one doubted the fierce pride they had for their home state. By tapping into these powerful feelings with the Don’t Mess with Texas concept, which didn’t have a thing to do with trash, the ad agency that created the campaign (GSD&M) drastically reduced roadside litter.Remember: Make your message about what your audience’s values, not your own, if you want people to listen.
As a nonprofit marketing person, I often talk to nonprofit groups about their “audience,” but it’s a bad word. An audience brings to mind a group of people quietly listening while you deliver a message. And in this day and age, there is no such thing as a passive group of people content to simply listen. Everyone from your funders to your donors to your volunteers to your constituents expects participation. They want to talk. They want to act. And they want you to listen and enable.Today, I want to highlight three examples of great nonprofit marketing and fundraising that do just that.1. Join My Village from CARE and General Mills. Visitors have the opportunity to ‘join’ one of ten real Malawi villages on the site and track its progress. 2. A Billion Views Helps a Billion from WFP and YouTube, which takes something people love to do (watch videos) and allows them to turn their actions into a collective force for change.3. The Escuela del Sol website, which is about what the school does for its kids more than anything else. Nice job making it about the community rather than the institution!4. Find Your Mission, which is all about what the donor can do rather what organizations do.
Posted on January 31, 2011November 13, 2014Click to share on Facebook (Opens in new window)Click to share on Twitter (Opens in new window)Click to share on LinkedIn (Opens in new window)Click to share on Reddit (Opens in new window)Click to email this to a friend (Opens in new window)Click to print (Opens in new window)The Gates Foundation released the 2011 Annual Letter from Bill Gates today, which focuses on the final push to eradicate polio. Afghanistan, India, Nigeria and Pakistan are the four countries where polio remains a problem, and each of the four also has a high burden for maternal mortality. While polio and maternal health do not necessarily have a great level of overlap, addressing diseases of poverty, such as polio, malaria and other neglected tropical diseases has positive health benefits in general that may have spillover effects to maternal health.In addition to focusing on polio, the letter does address some other significant health issues that the Gates Foundation will be addressing in the coming year, including maternal and child health:Melinda has been a strong leader on maternal and child health issues. She gave an especially powerful speech last year to the Women Deliver conference (www.gatesfoundation.org/womendeliver). The plight of mothers and their babies is something she feels deeply, and it’s something we talk about a lot.Share this: ShareEmailPrint To learn more, read: