Careers Around Us

How to Land That Big Job

noreply@blogger.com (Sweet Teddy 299) — Sat, 03 Apr 2010 06:08:00 +0000

Now that the economy is getting better, you may be ready to move up to a significantly bigger jobâ€”either in your present company, or a new one. You may have had to put up with stagnant pay raises, the worry of downsizing and burnout from handling two jobs because of productivity demands. So how do you increase your chances moving up, and landing a really great job?

According to a recent survey by Novations Selection, Development and Communication, a performance improvement firm, nearly half of U.S. companies now face an employee exodus. Several other surveys back them up, as well, and the reasons given are similar to yours: dissatisfaction with pay; burnout; pent-up demand. So this is probably a better time than ever to try to land your next big job.

Provided you can trust your boss, my first suggestion is to talk to the boss and express your concerns. An honest, ethical boss will respect your feelings and guide you to the best possible moveâ€”whether thatâ€™s inside or outside the company. If your decision is to build your career with another company, start by learning all you can about it. Check out several web sites (like Hooverâ€™s On-Line.) Use your professional network to contact anyone in that company to learn more about the position. In either case, try to get a job description to target your campaign.

Prepare a cover letter that introduces yourself, summarizes key results youâ€™ve accomplished in your career, and highlights to specific features of your resumÃ©. Prepare a resume that presents a clear, relevant, persuasive picture of why you think youâ€™re the best candidate for the position.

Then try to phone the decision-maker for the new job and ask about the process for applying. (I donâ€™t recommend sending out unsolicited resumes; many just get tossed out. And some may wind up back on your bossâ€™s desk.) It’s so much better when you’ve showed enthusiasm as you talked to the right person, then followed up with a personal letter and powerful resume. That way, your name may be more familiar when your resume arrives. You might have an added advantage by writing on the envelope, â€œAs we discussed.â€

Make sure your resume has key words that are linked to the job description and your level of management or technical expertise. Today, many companies use computer programs to scan resumes electronically and select only those that match the criteria for the job.

Prepare for the Interview

Once you secure an interview, plan to talk about how your up-to-date skills would match the needs of the job. Show that youâ€™ve read widely in the field and are current with the cutting edge of whatâ€™s going on in your field. Plan your answers to potential questions, like these:

â€¢ Walk me through that (situation, meeting, discussion, etc.).

â€¢ What happened then?

â€¢ How did you feel about it?

â€¢ What would you do differently if you had to do it again?

â€¢ Can you give me a specific example of a time that you acted unwisely?

â€¢ What was going through your mind at the time?

â€¢ How did you get involved in your last team assignment?

â€¢ What was your last big challenge?

â€¢ What role did you play?

â€¢ How did you get that role?

â€¢ If I were a fly on the wall, what would I have seen taking place?

â€¢ What other key things happened?

â€¢ How do you make decisions?

â€¢ How did you feel about the decision process you usually use?

â€¢ Tell me about one of those times when you were especially frustrated.

â€¢ Especially proud?

â€¢ What did you do in each situation?

â€¢ What were the critical points that stick in your mind?

â€¢ What kind of thought and planning was involved in your last major decision?

â€¢ What do you regret most about your career?

â€¢ Tell me when and how you first became interested in _______(discipline).

â€¢ What were your thoughts that led you to major in (college major)?

â€¢ What courses were most challenging? Why?

â€¢ With (work experience), what were your typical duties and tasks?

â€¢ In what area did/do you spend the most time?

â€¢ What are your most significant skill areas?

â€¢ How did you gain that knowledge/skill?â€

â€¢ Tell me about the equipment, tools, machinery with which you work?â€

â€¢ What has been your most challenging technical project?â€

â€¢ You have seen the job description; what seems to interest you the most?

â€¢ How is it appealing?â€

â€¢ Tell me about your specific experience with (equipment, technology, etc.).

â€¢ How do you assess your skills in relationship to this position?

â€¢ Where are you strongest technically? How so?

â€¢ Where would you say you are you the weakest in relationship to this position?

â€¢ How has technology affected the way that you work?

â€¢ Tell me about your short and long term career goals.

â€¢ Why do you want this job?

Level and complexity of previous work

â€¢ What did your job at Acme Company consist of?

â€¢ Could you describe a typical day on your job?

â€¢ What sort of things took up most of your time on this job?

â€¢ What kind of decisions did you typically make on this job?

Extent of job responsibilities

â€¢ Could you explain just where you fit into the organization?

â€¢ Could you tell me a little about your boss’s job?

â€¢ How much contact, typically, did you have with your boss?

â€¢ In your contacts with your boss, what kinds of things went on?

â€¢ To what extent did your boss leave you alone?

â€¢ What kind of decisions did he/she expect you to make?

â€¢ What kind of staff assistance did you normally get?”

â€¢ In what areas?

Motivation

â€¢ How did you happen to go into that job in the first place?

â€¢ What attracted you to that kind of work?

â€¢ Why did you decide to make a change?

â€¢ What are some of the things that kept you working at that job?

â€¢ Describe what you would consider to be the perfect job for youâ€”

disregarding any past jobs you’ve had.

Attitudes and feelings

â€¢ What did you like best about the job

â€¢ What kind of things didn’t you like about the job?

â€¢ What, in the job, did you find particularly satisfying?

â€¢ How did you feel about the company as a whole?

â€¢ What did you like about the company?

â€¢ Was there anything about the company or the manner in which they

operated that you didn’t particularly like or agree with?

â€¢ How would you describe the kind of company it is?

â€¢ What kind of atmosphere or climate would you say it has?

â€¢ How much of a challenge did you find the job?

â€¢ What aspects of the job were challenging?

â€¢ How did you feel about the progress you made?

Questions That Probe More Deeply

â€¢ What caused you to consider leaving your present job?

â€¢ Describe for me a typical day on your present (last) job.

â€¢ What particular part of your job did you like best? Least?

â€¢ How did you like working in that department (assignment, office)?

â€¢ If you could have changed things, what would you have suggested?

â€¢ What’s the most difficult situation you have ever had to work in?

â€¢ If you could write you own job description, what would it be?

â€¢ This new job I’ve just described to you–what about it is most appealing?

â€¢ How does this job compare with others you are now considering?

â€¢ What do you eventually want to do? Five years from now? Ten years?

â€¢ What has been your greatest creative achievement?

â€¢ Tell me about your most recent creative disappointment, when you just

couldn’t get the job done in your own way, on your own terms.

â€¢ What additional information do you think I should have about you?

â€¢ Where do you want to wind up, professionally, at the height of your career?

â€¢ Tell me why you prefer to work alone (or, in a group).

â€¢ Why do you prefer to work in a structured (unstructured) situation?

â€¢ How do you respond to criticism?

â€¢ How do you respond to strong creative direction?

â€¢Tell me why you like specific directions (non-specific assignments).

What you the candidate should ask–

â€¢ Why is the position available?

â€¢ What happened to the incumbent?

â€¢ What are some of the primary objectives of the job?

â€¢ What are you looking for in a candidate?

â€¢ What type and how much training will be provided?

â€¢ What is a typical workday like?

â€¢ What are the skills and abilities considered necessary?

â€¢ What does it take to be successful here?

â€¢ What do you like best about _____?

â€¢ What do you like least about _____?

â€¢ How is performance evaluated?

â€¢ What are key priorities for the company/ department/job?

â€¢ Whatâ€™s the process for making decisions here?

â€¢ How much independence of thinking and acting do you look for in an employee?

â€¢ Where will this job lead to?

A final thought: Follow up every interview with a thank-you note briefly noting why youâ€™re excited about being considered for the position. Itâ€™s a great opportunity to re-sell yourself by recalling two or three key points you made in the interview. Good luck!

Job Description of a Proposal Manager - How to Use the Proposal Generator

noreply@blogger.com (Sweet Teddy 299) — Sat, 30 Jan 2010 15:37:00 +0000

When you begin to look at the qualifications of a proposal manager, you will want to make sure that they have a deeper understanding of what is involved in creating a proposal. They should be able to set up a proposal and know what is involved in finding the jobs desired. While this is not their main duty, it will help with the process of receiving more contract agreements. This should be combined with managing the progress of a proposal with the Proposal Generator of Sofon Guided Selling. Timing and planning meetings, monitoring the progress of the proposal and making sure that the necessary information is provided are all a part of this job description. This will help you to get more proposals while monitoring the progress of different opportunities.

When you begin to look at someone who can fulfill the duties of a proposal manager, you not only want to stop with these basic duties. You will also want to include an understanding of what requirements are for different jobs. Many times, smaller businesses allow a manager to fulfill these duties. However, if you are in a position to expand your business, then dividing proposal opportunities into a team can help you to expand. For instance, a coordinator, section manager and review leader are often divided in the team.

This helps to build the effectiveness of the proposal and the ability to focus on getting the right contracts.
As you build the team for your proposal manager, you will want to make sure that the roles are strictly defined. This will help the individual to understand their specific duties as an assistant. Making sure that they focus only on the meetings and monitoring of proposals is essential for this particular job. However, you will also want to make sure that there are ways to monitor communication with other team members and leaders in your company. If there is a potential gap, then you can offer new methods or training to ensure correct communication can help. This will ensure that the right individuals are in the place needed for the proposal that is created.

Understanding how to create the right job description for a proposal manager is the beginning to monitoring and controlling the process of proposals you are looking into with the Proposal Generator. Focusing on the duties of this individual, combined with potential duties of a team of individuals will then help your business to get the right responses while helping you to get the results desired for every proposal you are looking into.

Hackers change Border Express job description SALLY EVANS

noreply@blogger.com (Sweet Teddy 299) — Fri, 22 Jan 2010 15:04:00 +0000

POLICE are investigating a jobs advertisement by Albury truck company Border Express after it was changed to make reference to candidates with a petite figure and “DD cup breasts”.
The ad posted on Australian jobs site SEEK sought an IT developer with SQL server experience, the ability to handle mathematical and analytical problems and a “slim” waistline.
It said applicants must be prepared to undergo a pre-employment strip search to ensure they met the requirements of the position.
The ad, allegedly hacked at the weekend, was posted on British-based online tech publication, The Register, and discussed on various internet chat forums including social networking site Facebook.
Emails sent to The Border Mail described the job description as “sexist” and “lewd”.
“It does not exactly paint Albury-Wodonga and one of our major employers in a very good light,” one resident said.
But Border Express IT manager Jeff Quinn said the ad was hacked and modified after it was submitted to the jobs site on Friday afternoon.
“It certainly wasn’t a copy of the original ad,” he said.
“Most of the content was the same, but you can certainly tell the contents which have been edited out of it.”
Mr Quinn believed the alterations were the result of a security breach outside of SEEK and Border Express, which promotes itself as an “equal opportunity” employer.
He said the prank was being investigated by the website provider and Albury Police, with hopes the culprit would be caught by tracking internet log files.
“If they’re silly enough to do what they’ve done, I don’t think they would have put enough thought into covering up where it’s come from,” Mr Quinn said.
Insp Tony Moodie, of Albury police, yesterday confirmed officers were involved in investigating the matter.
“Police have made some initial inquiries and have passed that information onto SEEK to investigate further,” he said.
The ad has since been restored to its original form.
SEEK was not available for comment about the ad yesterday.

Rethinking inside sales

noreply@blogger.com (Sweet Teddy 299) — Thu, 14 Jan 2010 16:05:00 +0000

Inside sales departments are taking on a larger role as distributors seek to capitalize on the economic recovery

The challenging economy has caused many businesses to rethink their sales strategies, and perhaps nowhere is that more evident than the distributor's inside sales department. An evolving role in recent years, inside sales is taking on more importance in many distribution companies as managers seek to turn ordertakers into order makers in search of new business. A shift in the way customers want to do business and an overall slower sales environment are driving the trend.

As an example, downsizing at many customer locations has caused purchasing departments to shrink, giving the remaining purchasing agents little time for face-to-face interaction with outside salespeople. They're turning to inside sales instead, explains Chuck Connors, veteran industry salesman and president of hose and accessories distributor Omni Services based in Worcester, Mass. The result is a heavier reliance on inside sales for key customer relationships that foster solution-based selling.

"We see our inside sales staff as one of the strongest departments in our companyâ€”and as one of the best resources," Connors explains. "The real relationships are often with the inside salespeople. So much of that has shifted to the inside, and you've got to have a real good system in the channel for handling that."

As inside reps become more proactive and build key relationships with customers, outside reps can focus on building business with new customers and opening new marketsâ€”which can add up to a winning strategy in today's slowly recovering manufacturing environment.

As distributors struggle to create the kind of inside sales environment Connors describes, they're faced with some important questions, says sales consultant and author Tom Reilly, president of Tom Reilly Training in St. Louis, Mo. First, they must determine the function of their inside sales team. Second, they must ask whether or not they have the right people in place to do the job. For companies looking to turn their inside sales force into a proactive sales center, the answer to the second question may be hard to swallow.

"A high percentage of those already in place do not have the personality to do outbound sales," explains Reilly, who is also Industrial Distribution's Strictly for Sales columnist. "And many companies don't have the right sales management structure in place. They don't have the disciplined standards of performance that says â€˜you'll make 10 outbound calls each day, and we're going to be monitoring, training and coaching [you].' They don't have those things in place to get it off the ground."

But companies like Omni Services are making the switch. Connors says skills training and coaching are key elements of Omni's inside sales program, which also sets quotas on the number of times an inside salesperson will travel with an outside sales rep on sales calls. Inside salespeople are being trained to deal with the same kinds of objections and issues outside salespeople encounter in the fieldâ€”all in the name of customer-centric, solution-based selling.

"Inside salespeople need to get in the channel with the purchasing person," Connors adds. "Because we're not effective until the purchasing person views us as part of his service.

"The true measurement of success for Omni comes when the purchasing people emotionally view our salespeople as being members of their staff. Inside salespeople must be seen as being purposeful."

Golfers and caddys
Long gone are the days when inside salespeople played a supporting role to the outside sales reps' lead. As Connors explains, there are no more "golfers and caddys." In today's world, everyone's a golfer.

"Years ago, you used to put [someone] inside because they didn't have the qualities to go outside," he says. "That's changed. The quality of the person on the inside is a big factor these days."

Reilly agrees and says the process begins with a thorough job analysis followed by an accurate job description for your inside sales department. Will the reps be responsible for developing existing business? Calling on new customers? Opening new markets? Will their job consist mainly of prospecting? Will it be some combination of these?

"I would be crystal clear on what the objective is," Reilly says.

Next, determine what reps need to do to meet those objectives. For example, do they need to make 50 outbound calls per day? Will they be required to make field calls with outside reps? If so, how often? Then, determine the skill sets needed for the job and figure out whether or not you have those skills in house. If you don't, recruiting is next on the list.

Finally, determine the management structure needed to coach your inside sales team. Will the manager monitor calls? Will he or she conduct weekly sales meetings? How will he or she deliver feedback?

Omni's inside salespeople attend regular sales meetings where accounts are reviewed in light of the rep's goals and the company's expectations. Inside reps are taught to pay attention to customers' buying patterns, for example, with an eye toward what customers are buying and how frequently they are buying it. For example, if an inside sales rep notices that a customer submitted 10 purchase orders for similar products in one month, he or she can suggest consolidating those purchases to save money.

"Instead of just sitting back and waiting for the game to come to them, we're coaching them to take the game to the customer," Connors explains. "They're going to help the buyer, or the purchasing person in the supply channel, by watching trends."

The inside/outside connection
As inside sales reps take on a more prominent role, the relationship between inside and outside sales can become even stronger. Many distributors pair inside and outside sales reps for support on mutual accounts or territoriesâ€”and that's not a bad model, Reilly says.

"A good inside sales rep can really provide a lot of direction for the outside rep," he says.

And a good inside sales team can help improve a company's overall sales efficiency. Reilly advocates freeing up the outside sales force by slicing off the bottom 10 percent of their customer base and giving it to inside sales.

"There are [good] opportunities there if you have a good inside sales rep who will make outbound calls," he says.

Connors has a similar philosophy. As inside sales reps become the go-to source in customers' purchasing departments, outside sales reps' time is freed up to develop new customers and new markets.

"You've got to pave new roads and go make it happen," Connors says. "Our outside staff should be trailblazing with new customers and new markets.

"That said, we still have strong relationships between our outside sales reps and our existing customers. But a lot of that has shifted, and the inside person, as I said, is just as much a golfer as the golferâ€”there's no more caddy. These days, the customer is running lean, the distributor's inside and outside staff is lean, so you've got to focus and have the appropriate energies in the appropriate places."

And much of that comes back to the customer, who is, in the end, still king.

"It truly is a different type of inside sales work these days," Connors adds. "And you need to treat it that way. If you treat all customers the same way, you may not have the appropriate sense of urgency required. And the purchasing agent may say, â€˜this isn't the right company for me.'"

As the role of the inside sales department changes, so do the qualities and characteristics of the people needed for the job. In most cases, experts say these professionals no longer take a back seat to the outside sales reps, so the qualities needed to succeed in both jobs are increasingly similar. In their book "How to Hire & Develop Your Next Top Performer," Herb Greenberg, Harold Weinstein and Patrick Sweeney, of management consultant firm Caliper, identify five characteristics required to succeed in sales. They are:

Empathy: the guidance system. "...in order to sell effectively, you must understand how a prospect or client is feeling while still maintaining your own sense of identity, your own purpose and your own objectives," they write. "A salesperson simply cannot sell without this invaluable and irreplaceable ability."

Ego Drive: the motivational force. "Ego-drive is a special quality that makes the salesperson want and need to make a sale in a very personal way," they write. "Individuals with ego-drive feel that the sale has to be made. So the prospect is there to help fulfill a personal need."

Service motivation: the emerging factor. "While the ego-driven individual derives personal gratification from getting the yes, the service-motivated individual derives the same gratification from receiving the ‘thank you,' ‘you did a good job,' ‘I appreciate that,' and so on," they write, noting that often times, these two qualities do not exist in the same person. However: "What is becoming more and more true is the fact that success in selling increasingly demands that an individual possess at least some degree of both of these motivations."

Conscientiousness: the discipline from within. Conscientiousness can be internally or externally driven, the authors say. Regardless, "People with either type can be outcome-oriented, tenacious, responsible, adept at follow-through and good at their word,"-all of which are required of a good sales rep.

Ego-strength: the key to resilience. "Ego-strength is the degree to which an individual basically likes himself or herself," the authors say. "If an individual possesses a high level of ego-strength, then failure can motivate the person toward the next try."

Job Description Examples

noreply@blogger.com (Sweet Teddy 299) — Mon, 11 Jan 2010 13:14:00 +0000

Job Description Examples

A mini exercise bike is just a perfect solution in a compact bit of kit. A small exercise bicycle is capable to sit below a desk or flanking the sofa. It is a great workout even while watching a television and or eve while you are seated right next to a computer set.

The mini bike also dominates an ideal way for users who have partial movement in getting physical pursuits for such routine. The user may, if he likes can place the device on top of the table and convert the latter to give an arm workout too.

The device has a modifiable resistance. This small workout bike enables the user to take pleasure in burning down optional extra calories. Non-slip grips are then furnished. This will keep the bike in place. Also, a built-in mini computer console a display of time to monitor the progress on the calories burned up. The LCD computer is set to calculate time, calories and distance, non-slip foot grips and manual adjustable resistance.

Online recruitment tip – get back to basics

noreply@blogger.com (Sweet Teddy 299) — Sun, 10 Jan 2010 14:56:00 +0000

Social networking is all well and good. And most, like me, have jumped on the bandwagon for good or bad.

But chasing the next best thing in online recruitment practice shouldn’t be at the expense of traditional procedures. A good, well-written job description is still important. We still see some atrociously written job ads on Nurses.co.uk andCarehomejobs.com. We’re on a mission to change this. So before you start tweeting, check this out. Let’s walk before we run!

Below are some great online recruitment job posting tips. We’ll be taking them with us to the events we’re attending in 2010. So this is a sneak preview…

Healthcare Online Job Posting Tips - Use our expertise to write winning online job ads

We see thousands of ads that are poorly constructed. Here are some of the most common problems:

Not enough detail
Poor English
Too broad
Duplicated job postings
Too prescriptive (sell it, don’t just tell it!)

By following this guide you’ll save time, get more applications, and be a better online recruiter!

Get busy

Spend more time on the healthcare job boards that work
Post all your new vacancies
Post specific jobs, don’t post a one-ad-fits-all job
Repost jobs at least once a week
Mondays are the busiest day so get active on Mondays
Know your keywords for each job

Great Titles catch the eye

Make job titles clear
‘RMN Care Home Manager’ not just ‘RMN’ or ‘Home Manager’
Include keywords in job titles
Avoid exclamation marks or unusual characters

Winning Job Ads Get Good Applications

Unique Content. Write interesting, informative and unique job descriptions
The job you post on one site should be different to the job you post on another
Know your keywords and use them
Prescriptive: Tell the job! Key competencies, person specification, salary, location
Descriptive: Sell the job. It’s not all me! me! me! and what you want!
Brevity is king. Keep it brief. Web wants clear and brief
Post to form fields correctly (‘£25000 per hour’ is not really a healthcare salary)
Don’t spam, users hate seeing the same job posted many times

Analyst Job Description

noreply@blogger.com (Sweet Teddy 299) — Sat, 09 Jan 2010 11:12:00 +0000

The obligations analyst is the person who has the main dependability to draw out, analyze, authenticate, specify, verify, and manage the real needs of the project stakeholders, including customers and end users. The requirements analyst is also known as a requirements engineer, business analyst, requirements manager, system analyst, or simply analyst. The requirements analyst serves as the conduit between the customer group of people and the software growth team through which requirements flow. A requirements analyst is involved at some level throughout the entire system or software development life cycle. Upon organization of the requirements baseline, the focus is shifted towards the management of the requirements requirement and proving the execution of all requirements. The requirements analysis function is a project role, not necessarily a job title. The role may be executed by a dedicated requirements analyst or split among multiple team members who have other major job functions, such as a project manager, product manager, or developer. The requirements analyst is responsible for seeing that the tasks are executed accurately.

Skills:

Meeting skills, to talk with persons and groups about their needs and ask the right questions to surface necessary requirements in sequence.
Listening abilities, to understand what people say and to perceive what they might be uncertain to say.
Logical skills, to seriously assess the information assembled from multiple sources, reconcile conflicts, decompose high-level information into details, abstract up from low-level information to a more general understanding, distinguish presented user requests from the fundamental true needs, and distinguish solution ideas from requirements.
Facilitation skills, to lead requirements elicitation workshops.
Observational skills, to authenticate data achieved via other techniques and depiction new areas for elicitation.
Writing skills, to communicate information efficiently to clients, marketing, managers, and technical staff
Organizational skills, to work with the huge collection of information collected during extrication and analysis and to cope with rapidly changing information.
Interpersonal skills, to help bargain priorities and to determine disagreements among project stakeholders.

Knowledge:

An accepting of modern requirements elicitation, analysis, requirement, confirmation, and running practices and the ability to apply them in practice, knowledge with requirements engineering books and resources
An accepting of how to observed obligations engineering according to numerous software expansion life cycles in a team environment.
Information of product running concepts and how venture software products are positioned and urbanized.
Function domain information is a plus, to have trustworthiness with user diplomats and be able to work efficiently with them.

Responsibilities:

Work with the product manager or project sponsor to document the product’s vision and scope.
Identify project stakeholders and user classes. Document user class characteristics. Identify appropriate representatives for each user class and settle their responsibilities.
Draw out requirements using interviews, text analysis, requirements workshops, storyboards, surveys, site visits, business process narratives, use cases, situations, event lists, business analysis, spirited product analysis, task and workflow analysis, and/or viewpoints.
Write requirements specifications according to standard templates, using natural language simply, clearly, unambiguously, and succinctly.
Crumble high-level business and user requirements into functional requirements and excellence, specified in a suitable stage of factor appropriate for use by those must base their work on the requirements.

Accountant

noreply@blogger.com (Sweet Teddy 299) — Sun, 06 Dec 2009 12:21:00 +0000

Definition:

Under direction of a Division Manager, performs professional accounting work, including auditing, analyzing and verifying fiscal records and reports, preparing financial and statistical reports, providing information to City staff regarding accounting practices and procedures, and reconciling general ledger accounts; assists in preparing the City’s annual and mid-year budgets; prepares year-end audit reports and schedules; trains and provides technical advice to lower-level accounting personnel, and performs related work as required.

Class Characteristics:
This professional-level Accountant class is assigned to the Finance Division of the central Administrative Services Department. The incumbent works with a high degree of independence in performing accounting and financial activities for the City, the Redevelopment Agency and the Public Financing Authority. Successful performance of the work requires good knowledge of governmental accounting practices and procedures, fund accounting and fiscal management. Responsibilities include direct contact with all City Department Directors, Division and Program Managers and other staff regarding monthly reports, revenue and expenditure accounts, the automated purchasing and financial reporting system and payroll activities. The class is distinguished from the lower level class of Office Specialist (Accounting), which is a technical support class not requiring the equivalent of a four-year professional degree and has responsibilities of a technical processing nature.

Examples of Key Duties: (Duties are illustrative and not inclusive and may vary with individual assignment.)
•Prepares journal entries and reconciles general ledger and subsidiary accounts; prepares monthly financial statements, including distributing monthly revenue and expenditure reports to departments.

•Analyzes and reconciles expenditure and revenue accounts, including trustee accounts and investment reports.

•Makes wire transfers and journal funding transfers and reconciles monthly bank statements.

•Monitors grant revenues and expenditures, ensuring data is recorded in the City’s financial accounting system.

•Calculates and prepares reimbursement billings and tracks receivables; reconciles monthly accounts receivable.

•Prepares audit schedules for external auditors and acts as a liaison between the City and auditors.

•Prepares and files annual financial statements for the City, Redevelopment Agency and Public Financing Authority.

•Assists with the preparation of the annual and mid-year budgets.

•Assists with the fiscal year-end and fixed asset accounting.

•Provides training in the use of the City’s computerized financial system and assists departmental personnel with budget questions, proper expenditure coding, document processing and other accounting related activities.

•Performs other duties of a similar nature or level.

Qualifications:
Education and Experience:

Equivalent to graduation from a four-year college or university with major coursework in accounting, finance, economics or a related field and one year of general fund accounting experience, or an equivalent combination of education and experience sufficient to successfully perform the essential duties of the job as listed above.

Licenses:
None Required.

Physical Requirements and Working Conditions:
Must possess mobility to work in a standard office setting and to use standard office equipment, including a computer, stamina to maintain attention to detail despite interruptions, strength to lift and carry files weighing up to 10 pounds; vision to read printed materials and a computer screen, and hearing and speech to communicate in person and over the telephone.

Knowledge of: (at entry)
•Generally accepted accounting practices and principles;

•Fund or governmental accounting practices and principles;

•Auditing practices and principles;

•Public agency budgeting practices and principles;

•Computer applications related to the work;

•Standard office practices and procedures;

•Applicable laws, codes and regulations; and

•Techniques for dealing with a variety of individuals from various socio-economic, cultural and ethnic backgrounds, in person and over the telephone.

Skill in: (at entry)
•Maintaining accurate financial records and preparing clear and accurate reports for informational, auditing and operational use;

•Reconciling accounts, records, reports and journals;

•Preparing financial and/or auditor statements, schedules and reports;

•Interpreting, applying and explaining complex laws, codes, regulations and ordinances;

•Reviewing and verifying accuracy of data;

•Maintaining accounting records for special accounts and projects;

•Making sound, independent judgments within established polices and procedures;

•Organizing own work, setting priorities and meeting critical deadlines; and

•Communication to interact effectively with co-workers, managers, subordinates and the general public sufficient to convey information and to receive work direction.

Love,
eleena

Taxi Driver Job Description

noreply@blogger.com (Sweet Teddy 299) — Sun, 06 Dec 2009 12:18:00 +0000

Definition and Nature of the Work

Taxi drivers transport passengers for hire. Almost all of them work in cities. Passengers may signal them by hand on the street or find them at hotels and airport terminals. When passengers call cab companies and request taxis, dispatchers contact drivers by two-way radios, cell phones, or computers.

At the start of their shifts, taxi drivers report to garages to pick up their cabs. They check the lights, brakes, and fuel level and start trip sheets, forms on which they record their destinations and fares. In some areas, taximeters determine fares based on distance and time. Drivers turn the taximeters on as soon as passengers announce their destinations and stop them when passengers are dropped off. In other cities, fares are determined by zones or by flat rate. Extra charges may be in effect at night, for handling luggage, or for additional passengers. Information placards in the cabs usually explain how fares are determined. Passengers sometimes give drivers tips. Taxi drivers must be expert at handling automobiles and know their cities thoroughly so they can make trips efficiently.

Education and Training Requirements
The job has no formal educational requirements, but most companies prefer to hire drivers with at least an eighth-grade education. Applicants must be twenty-one years of age, in good health, and have good driving records.

State governments set licensing requirements. In most states, cab drivers must obtain either state-issued chauffeur's licenses or special taxicab operator's licenses. Some states require both. Other states require commercial driver's licenses with "endorsements" to carry passengers. Licenses, which are issued by the motor vehicle or police department or by the Public Utilities Commission, must be renewed every year.

Local governments set the standards for taxi driver training. In many jurisdictions, it includes up to eighty hours of classroom instruction, plus testing on local geography, motor vehicle laws, basic automotive repair, and safe driving practices. English proficiency tests may be required.
Some taxi companies also require on-the-job training. Lasting a week or so, this informal training is supervised by experienced drivers, known as lead drivers, and includes instruction on how to operate the taximeter and communications equipment and how to fill out paperwork. Drivers may get special guidance in helping passengers who are elderly or physically challenged.

Getting the Job
Job seekers can apply directly to taxicab companies. Newspaper classified ads and Internet job sites may provide employment leads.

Advancement Possibilities and Employment Outlook

Some taxi drivers buy and operate their own cabs. Relatively few supervisory jobs exist, although some drivers may be promoted to dispatcher, claim agent, or road supervisor.
Employment of taxi drivers is expected to increase about as fast as the average for all occupations through 2014. Turnover is high, so cab companies have frequent openings. Fuel prices may spur demand for taxi drivers. Opportunities should be best for those who are willing to work irregular hours.

Working Conditions
Taxi drivers' work is heaviest at rush hours, in bad weather, and on holidays. The job allows for a great deal of independence, but can be stressful if traffic is heavy. Cab drivers may work irregular hours; shifts often last ten hours or more per day with time for breaks. Workweeks run five or six days.

Earnings and Benefits
Earnings vary, depending on hours worked, fares completed, and tips received. In 2004 the median salary for taxi drivers was $10.68 per hour. Self-employed drivers and drivers who worked in large cities earned more.

Truly,
eleena

Teacher

noreply@blogger.com (Sweet Teddy 299) — Sun, 06 Dec 2009 12:15:00 +0000

Position: Teacher

Reports to: Teacher Leader

Position description:
The Teacher is responsible for providing an educational atmosphere where students have the opportunity to fulfill their potential for intellectual, emotional, physical, spiritual and psychological growth. This person is responsible for organizing and implementing an instructional program that will result in students achieving academic success in accordance with Sevenstar Academy policies.

Primary Responsibilities:
Implements instructional activities that contribute to a climate where students are actively engaged in meaningful learning experiences.

Identifies, selects, and modifies instructional resources to meet the needs of the students with varying backgrounds, learning styles, and special needs.

Assists in assessing changing curricular needs and offers plans for improvement.

Maintains effective and efficient record keeping procedures.

Provides a positive environment in which students are encouraged to be actively engaged in the learning process.

Communicates effectively, both orally and in writing, with students, parents, and other professionals on a regular basis.

Collaborates with peers to enhance the instructional environment.

Models professional and ethical standards when dealing with students, parents, peers, and community.

Models spiritual maturity in leading students towards Christ and then spiritual growth.

Ensures that student growth and achievement is continuous and appropriate for age group, subject area, and/or program classification.

Establishes and maintains cooperative working relationships with students, parents, and schools, as measured by Sevenstar Academy district/school survey results.

Assumes responsibility for meeting his/her course and school-wide student performance goals.

Demonstrates gains in student performance.

Participates in training and presentations about online teaching.

Meets professional obligations through efficient work habits such as: meeting deadlines, honoring schedules, coordinating.

Performs other duties and responsibilities as assigned by their supervisor.

All work responsibilities are subject to having performance goals and/or targets established as part of the annual performance planning process or as the result of organizational planning.

Education, Certifications, and Work Related Experience:
Bachelor’s Degree or higher (Masters Degree preferred)

Teaching and online experience valued

A willingness to share their Christian testimony and instruct others in the faith

Knowledge-base Requirements:
Certified in relevant subject area

Knowledge of students in a distance-learning environment

Operational knowledge of the Internet and web-related technologies

Biblical knowledge required

Technical Competencies and Skills:

Possesses strong oral and written communication skills

Works independently with little direct supervision

Works as part of a team

Accepts responsibility and is self-motivated

Demonstrates strong work ethic to achieve academy goals

Displays effective multi-tasking and time management skills

Utilizes all required and recommended Sevenstar Academy computer applications

Working Conditions:
Physical Ability:
Tasks may involve extended periods of time at a keyboard or workstation.

Sensory Requirements: Some tasks require visual perception and discrimination.

Some tasks require oral communications ability.

Sevenstar Academy is an Equal Opportunity Employer. ADA requires Sevenstar Academy to provide reasonable accommodations to qualified individuals with disabilities. Prospective and current employees are invited to discuss accommodations.

Love,

eleena

ACTING

noreply@blogger.com (Sweet Teddy 299) — Sun, 06 Dec 2009 12:10:00 +0000

Job Description and Jobs for:

Play parts in stage, television, radio, video, or motion picture productions for entertainment, information, or instruction. Interpret serious or comic role by speech, gesture, and body movement to entertain or inform audience. May dance and sing.

Job Tasks for: "Actor"
Attend auditions and casting calls in order to audition for roles.

Collaborate with other actors as part of an ensemble.

Learn about characters in scripts and their relationships to each other in order to develop role interpretations.

Perform humorous and serious interpretations of emotions, actions, and situations, using body movements, facial expressions, and gestures.

Portray and interpret roles, using speech, gestures, and body movements in order to entertain, inform, or instruct radio, film, television, or live audiences.

Sing and/or dance during dramatic or comedic performances.

Study and rehearse roles from scripts in order to interpret, learn and memorize lines, stunts, and cues as directed.

Work closely with directors, other actors, and playwrights to find the interpretation most suited to the role.

Manipulate strings, wires, rods, or fingers to animate puppets or dummies in synchronization with talking, singing, or recorded programs.

Perform original and stock tricks of illusion to entertain and mystify audiences, occasionally including audience members as participants.

Promote productions using means such as interviews about plays or movies.

Read from scripts or books to narrate action or to inform or entertain audiences, utilizing few or no stage props.

Tell jokes, perform comic dances, songs and skits, impersonate mannerisms and voices of others, contort face, and use other devices to amuse audiences.

Work with other crewmembers responsible for lighting, costumes, makeup, and props.

Write original or adapted material for dramas, comedies, puppet shows, narration, or other performances.

Construct puppets and ventriloquist dummies, and sew accessory clothing, using hand tools and machines.

Dress in comical clown costumes and makeup, and perform comedy routines to entertain audiences.

Introduce performances and performers in order to stimulate excitement and coordinate smooth transition of acts during events.

Prepare and perform action stunts for motion picture, television, or stage productions

Knowledge Requirements for: "Actor"
Fine Arts -- Knowledge of the theory and techniques required to compose, produce, and perform works of music, dance, visual arts, drama, and sculpture.

English Language -- Knowledge of the structure and content of the English language including the meaning and spelling of words, rules of composition, and grammar.

Are you sure that being an "Actor" is the best career for you?

Our Career Interest Test and Free Personality Test will show you which careers match your interests and personality.

Skill Requirements for: "Actor"
Speaking -- Talking to others to convey information effectively.

Monitoring -- Monitoring/Assessing performance of yourself, other individuals, or organizations to make improvements or take corrective action.

Reading Comprehension -- Understanding written sentences and paragraphs in work related documents.

Social Perceptiveness -- Being aware of others' reactions and understanding why they react as they do.

Coordination -- Adjusting actions in relation to others' actions.

Active Learning -- Understanding the implications of new information for both current and future problem-solving and decision-making.

Active Listening -- Giving full attention to what other people are saying, taking time to understand the points being made, asking questions as appropriate, and not interrupting at inappropriate times.

Ability Requirements for: "Actor"
Oral Expression -- The ability to communicate information and ideas in speaking so others will understand.

Memorization -- The ability to remember information such as words, numbers, pictures, and procedures.

Speech Clarity -- The ability to speak clearly so others can understand you.

Originality -- The ability to come up with unusual or clever ideas about a given topic or situation, or to develop creative ways to solve a problem.

Written Comprehension -- The ability to read and understand information and ideas presented in writing.

Fluency of Ideas -- The ability to come up with a number of ideas about a topic (the number of ideas is important, not their quality, correctness, or creativity).

Near Vision -- The ability to see details at close range (within a few feet of the observer).

Visualization -- The ability to imagine how something will look after it is moved around or when its parts are moved or rearranged.

Oral Comprehension -- The ability to listen to and understand information and ideas presented through spoken words and sentences.

Job Activities for: "Actor"
Thinking Creatively -- Developing, designing, or creating new applications, ideas, relationships, systems, or products, including artistic contributions.

Performing for or Working Directly with the Public -- Performing for people or dealing directly with the public. This includes serving customers in restaurants and stores, and receiving clients or guests.

Performing General Physical Activities -- Performing physical activities that require considerable use of your arms and legs and moving your whole body, such as climbing, lifting, balancing, walking, stooping, and handling of materials.

Getting Information -- Observing, receiving, and otherwise obtaining information from all relevant sources.

Communicating with Persons Outside Organization -- Communicating with people outside the organization, representing the organization to customers, the public, government, and other external sources. This information can be exchanged in person, in writing, or by telephone or e-mail.

Communicating with Supervisors, Peers, or Subordinates -- Providing information to supervisors, co-workers, and subordinates by telephone, in written form, e-mail, or in person.

Judging the Qualities of Things, Services, or People -- Assessing the value, importance, or quality of things or people.

Establishing and Maintaining Interpersonal Relationships -- Developing constructive and cooperative working relationships with others, and maintaining them over time.

Interpreting the Meaning of Information for Others -- Translating or explaining what information means and how it can be used.

Handling and Moving Objects -- Using hands and arms in handling, installing, positioning, and moving materials, and manipulating things.

Truly,
eleena

Cashier jobs.

noreply@blogger.com (Sweet Teddy 299) — Thu, 03 Dec 2009 17:57:00 +0000

Description:

Receive and disburse money in establishments other than financial institutions. Usually involves use of electronic scanners, cash registers, or related equipment. Often involved in processing credit or debit card transactions and validating checks.

Job Tasks :

Receive payment by cash, check, credit cards, vouchers, or automatic debits.
Issue receipts, refunds, credits, or change due to customers.
Count money in cash drawers at the beginning of shifts to ensure that amounts are correct and that there is adequate change.
Greet customers entering establishments.
Maintain clean and orderly checkout areas.
Establish or identify prices of goods, services or admission, and tabulate bills using calculators, cash registers, or optical price scanners.
Issue trading stamps, and redeem food stamps and coupons.
Resolve customer complaints.
Answer customers' questions, and provide information on procedures or policies.
Cash checks for customers.
Weigh items sold by weight in order to determine prices.
Calculate total payments received during a time period, and reconcile this with total sales.
Compute and record totals of transactions.
Sell tickets and other items to customers.
Keep periodic balance sheets of amounts and numbers of transactions.
Bag, box, wrap, or gift-wrap merchandise, and prepare packages for shipment.
Sort, count, and wrap currency and coins.
Process merchandise returns and exchanges.
Pay company bills by cash, vouchers, or checks.
Request information or assistance using paging systems.
Stock shelves, and mark prices on shelves and items.
Compile and maintain non-monetary reports and records.
Monitor checkout stations to ensure that they have adequate cash available and that they are staffed appropriately.
Post charges against guests' or patients' accounts.
Offer customers carry-out service at the completion of transactions.

Sincerely,
eleena

Health Care

noreply@blogger.com (Sweet Teddy 299) — Wed, 02 Dec 2009 14:17:00 +0000

INTRODUCTION

The provision of health care for the nation involves people in many different professions. There are doctors, nurses, physiotherapists, dieticians, pharmacists, radiographers and the list goes on. An ever-increasing population means that the demand for health-care professionals will continue to rise. Depending on their qualifications, health-care personnel can work in government or private hospitals, nursing homes, day care centres, specialists' clinics, special schools, pharmacies or pharmaceutical firms.

JOB DESCRIPTION

The following lists some of the jobs available in this profession:
(a) Doctor (General Practitioner)
- Listens to patients' symptoms and forms a picture of the possible problems.
- Observes and examines patients before making a diagnosis.
- Advises patients regarding diet, exercise, weight control, pregnancy etc.
- Prescribes and administers medicines and other medical treatments.
- Carries out minor surgeries and when necessary, arranges X-ray examinations, special tests, consultations with specialists or hospital care.
- Checks patients for insurance and employment purposes.
- Signs death certificates.
- Does house call when necessary.
- May be required to teach, carry out research and administrative duties for the department or hospital.
- Can go into private practice after service bond with the Government.
- May work as a resident medical officer in private hospitals, an occupational medical consultant in industrial companies or a medical director in pharmaceutical firms.
- May specialise in paediatrics, psychiatry, surgery, obstetrics and gynaecology, anaesthetics, cardiology, neurology, orthopaedic etc.

(b) Dentist
Diagnoses and treats diseases and disorders of the teeth and gums.
Three main areas of duties are:
- Preventing oral diseases
- Restoring an individual's appearance
- Detecting and treating oral cancers and jaw fractures
- Restores and removes diseased teeth.
- Educates the public on how to take good care of their teeth.
- Advises patients on proper and regular brushing and flossing, proper diets and regular dental care.
- Educates patients on the care and prevention of gum diseases.
- Improves an individual's appearance by crowning or capping teeth, through orthodontic treatment, jaw surgery or by providing dentures.
- Detects and treats cancers in and around the mouth.
- Services may be required in accident cases to treat mouth and face injuries, including broken jaws.
- Helps identify murder or plane crash victims where victims are beyond recognition.
- Can choose to be a dental private practitioner, a dental officer in the Government dental service or a lecturer and researcher in a university.

(c) Optometrist
- Examines eyes and tests eyesight.
- Prescribes spectacles, contact lenses or other aids to correct or improve vision.
- Detects eye diseases like cataracts and conditions like diabetes and refers patients to ophthalmologists (eye specialists).
- Advises patients on the selection of spectacle frames and lenses and does minor adjustments before clients collect them.

(d) Pharmacist
Concerned with the formulation, preparation and dispensing of drugs and medicine.
May work as a:

1.Community Pharmacist
- Dispenses and supplies medicine, advises the public on the choice and use of drugs.
- Counterchecks dosages prescribed by doctors.
- Looks out for drugs incompatibility and allergic reactions.
2.Hospital Pharmacist
- Dispenses and compounds medication.
- Ensures the ordering of quality medicinal products and the storage of medicine in accordance with legal requirements.
- Records all drugs and medicine usage.
- Works closely with medical and nursing staff and advises them on the therapeutic and adverse reactions of drugs.
- Provides information on drugs.
- Provides counselling services for patients suffering from diabetes, cancer and asthma.

3.Industrial Pharmacist
- Works in pharmaceutical firms.
- Involved in the large-scale production of pharmaceutical products.
- May be engaged in research, production, administration, quality assurance, packaging and product registration.
- Provides medical practitioners with technical information about pharmaceutical products.

4.Commercial Pharmacist
- Works as a representative or sales executive of foreign pharmaceutical firms.
- Introduces latest pharmaceutical products to other pharmacists or medical practitioners.
- Markets products using professional knowledge of drugs.

(e) Radiographer
- Supplies information obtained through the use of X- rays and other forms of radiation for the diagnosis and treatment of diseases.
May specialise as a:
1.Diagnostic Radiographer
- Obtains diagnostic radiographs to reveal or exclude illnesses or injuries.
- Assists radiologists (specialist medical doctors) in fluoroscopy procedures for examination of the gullets, stomachs and intestines.
- Needs to operate expensive and sophisticated equipment.
- Ensures patients are exposed to the least amount of radiation possible.
- May have to attend to patients in wards and operating theatres.
- Usually works in shifts.
2.Therapeutic Radiographer
- Accurately delivers the prescribed dose of radiation as determined by a radiologist.
- Works mainly in the treatment of diseases like cancers.
- Responsible for the careful positioning of patients, X-ray beams and application of radiation doses.
- Makes careful calculations and measurements to determine how radiation is to be administered.
- Communicates with patients undergoing radiotherapies via the intercom and closed circuit television.
- Counsels and advises patients on how to cope with the side effects of therapies.
- Usually works during office hours as patients are scheduled for treatments by appointments.

(f) Physiotherapist
- Rehabilitates people who suffer from injuries or disabilities.
- Treats patients with pain and stiffness in bones, joints, ligaments, tendons or muscles and those with nervous systems' disorders.
- Uses special techniques to help people with temporary or permanent disabilities to live normal and active lives.
- May use heat, cold water, soft tissue manipulation, medical application of electricity, movements or exercises in treatments.
- Work may involve lifting and supporting patients and exercising the limbs of those who are unable to move.

(g) Speech Therapist
- Helps patients overcome communication disorders.
- Diagnoses and treats disorders and dysfunctions of voice, speech and language.
- May treat swallowing disorders.
- Finds reasons for disorders and designs treatment plans.
- Treats children and adults suffering from physical disorders which affect speech and speech defects caused by diseases, accidents or psychological traumas.

(h) Nurse (Assistant Nurse, Staff Nurse)
- Plans, assesses and evaluates care for the sick and disabled.
- Must be familiar with patient's medical history and circumstances.
- Keeps careful records of treatments and responses and carries out doctors' instructions.
- Takes temperature, blood pressure and respiration rates, gives injections, administers medication, cleans and dresses wounds, drains blood transfusion and drips.
- Makes bed, feeds and bathes patients who are unable to do so themselves.
- Counsels patients and their families.
- Educates the public on healthy living.
- Operates sophisticated equipment.
- Has to do shift duties.
- May specialise in specific fields like critical care, mental health, midwifery and operating theatre.

(i) Dietician/Nutritionist
- Plans health diets and diet counselling.
- Plans nutritionally balanced meals for patients to facilitate recovery.
- Applies principles derived from knowledge of food, nutrition, biochemistry, management, behavioural and social sciences.
- Plans special diets for patients in the hospital and liaises with the catering department for their preparation.
- May work in outpatient clinics, old folks homes, slimming centres and health centres.
- Advises consumer organisations, food industries, governments and schools on food policies.
- May work as an administrative or management dietician where one oversees large-scale meal planning and preparation for company cafeterias, prisons and schools.
- Budgets for and purchases food, equipment and supplies.
- Enforces sanitary and safety regulations.
- Prepares records and reports.

Truly,
eleena

Chef Job Description

noreply@blogger.com (Sweet Teddy 299) — Tue, 01 Dec 2009 14:52:00 +0000

What's a Chef Job Like? A chef job is much more than a job, and food is much more than a biological necessity. In the right hands, it's an art form meant to be savored. You can't taste a photograph or smell a symphony—and walking into a museum and touching an original Van Gogh will only bring you trouble—but good food is meant to be consumed and appreciated with all your senses.

The culinary artists we know as chefs have mastered the medium of food, producing dishes that can comfort us and remind us of dear old Mom, or energize and inspire us. A good chef can nourish the body and please the palate, leaving us satisfied and wanting more at the same time.
Of course, this is no simple feat. Specialized training and dedication are key ingredients in the recipe for success. The time you spend in culinary school will help you develop your natural talents and prepare for a successful culinary career.

Chef Tasks
An executive chef job involves many moving parts. The duties of an executive chef may include the following tasks:

•Creating a menu
•Deciding on a theme for a restaurant
•Food preparation
•Managing employees
•Establishing and maintaining contacts with vendors
•Marketing
•Overseeing customer relations

Skills Needed for a Chef Job

Sensitive Palate – As much as a visual artist needs a good eye for color and composition, chefs need well-developed senses of taste and smell. The best chefs recognize subtle nuances in flavors. This ability allows them to explore bold new flavor combinations and make them work.

Creativity – Truly successful chefs put their own stamp on traditional dishes and create new combinations. Creativity and a flair for experimentation are essential traits of top chefs.

Teamwork – A harmonious meal requires cooperation in the kitchen. Whether you are the executive chef directing the whole process or a line cook focusing on preparing a specific element of the meal, teamwork is essential. Executive chefs have to be able to manage workers, delegate responsibility and work closely with others.

Determination – A chef job offers many rewards. Having a career you're passionate about that feeds people is worthwhile and satisfying. However, aspiring chefs should be prepared to work hard. Chef jobs can require working on evenings and weekends and long hours on your feet. Restaurant kitchens are fast-paced and often stressful. Successful chefs have to be dedicated to their craft in spite of some of the less glamorous aspects of the job.

Organization – Bringing all the elements of a meal together quickly and elegantly takes preparation and organization. The ability to plan ahead will help you keep your cool in a high-pressure kitchen environment.

Is a Chef Job for You?
"Chef" isn't just a job title, it's a lifestyle. It takes more than a love for food and creativity in the kitchen to be a great chef. You'll need passion and commitment. If you have the drive, you can have a successful and fulfilling career as a chef.

Love,
eleena

Engineer: Career Information

noreply@blogger.com (Sweet Teddy 299) — Tue, 24 Nov 2009 16:22:00 +0000

Employment Facts for Engineers:

Engineers held 1.5 million jobs in 2006. The highest number of these jobs were in civil engineering (256,000), mechanical engineering (227,000), industrial engineering (201,000), electrical engineering (153,000) and electronic engineering, not including computer engineering (138,000)

Educational Requirements for Engineers:
To get an entry-level engineering job, one usually needs a bachelor's degree in engineering. Sometimes a bachelor's degree in physical science or mathematics may suffice, especially in high-demand specialties. Generally engineering students specialize in a particular branch of engineering but may eventually work in a related branch.

Other Requirements for Engineers:
Engineers who offer their services directly to the public must be licensed. These licensed engineers are called Professional Engineers (PE). To become licensed one must have a degree from a program that is accredited by the Accreditation Board for Engineering and Technology (ABET), four years of relevant work experience, and successful completion of a state examination. Requirements vary by state.

How Do Engineers Advance?:
As entry level engineers gain experience and knowledge, they may work more independently, making decisions, developing designs, and solving problems. With further experience, engineers may become technical specialists or supervisors over a staff or team of engineers or technicians. Eventually, they may become engineering managers, or may move into other managerial or sales jobs.

Job Outlook for Engineers:
In general, engineering employment is expected to grow about as fast as the average for all occupations through 2016, although outlook will vary by branch.
The U.S. Bureau of Labor Statistics predicts that biomedical, industrial and civil engineering will experience faster than average growth. Environmental engineering should grow much faster than average.

Agricultural, aerospace, chemical, health and safety (except mining safety), marine, mining and geological and nuclear engineers should see as fast as average growth.

Other branches will see either slower than average growth or a decline.

How Much Do Engineers Earn?:
Average starting salary offers vary by branch of engineering and by degree.
For example, in 2006, the highest starting salary offers were in the following specialties: aerospace, agricultural, architectural, bioengineering and biomedical. The amount of the offer increased based on degree level attained.

Median annual earnings for several branches of engineering (U.S., 2006)
•Electrical: $75,930
•Civil: $68,600

•Mechanical: $69,850

•Computer Hardware: $88,470

•Environmental: $69,940

•Nuclear: $90,220

•Biomedical: $73,930

Use the Salary Wizard at Salary.com to find out how much engineers currently earn in your city.

What Do Engineers Do?:

Engineers who work in design and development:

•design, plan, and supervise the construction of buildings, highways, and transit systems;

•develop and implement improved ways to extract, process, and use raw materials;

•develop new materials that both improve the performance of products and take advantage of advances in technology;

•analyze the impact of the products they develop or the systems they design on the environment and on people using them;

Engineers who work in testing, production, or maintenance:

•supervise production in factories;

•determine the causes of breakdowns;

•test manufactured products to maintain quality;

•estimate the time and cost to complete projects;

Truly,
eleena

Careers

noreply@blogger.com (Sweet Teddy 299) — Mon, 23 Nov 2009 16:49:00 +0000

The word 'career' by:
-NOUN
1. an occupation or profession, esp. one requiring special training, followed as one's lifework: He sought a career as a lawyer.

2. a person's progress or general course of action through life or through a phase of life, as in some profession or undertaking: His career as a soldier ended with the armistice.

3. success in a profession, occupation, etc.

4. a course, esp. a swift one.

5. speed, esp. full speed: The horse stumbled in full career.

6. Archaic. a charge at full speed.

-VERB (used without object)
7. to run or move rapidly along; go at full speed.

-ADJECTIVE
8. having or following a career; professional: a career diplomat.

Synonyms:
2. vocation, calling, work, lifework, livelihood.

Sincerely,
eleena