ASMEs Hartford Section Honors 18 Engineers

ASMEs Hartford Section Honors 18 Engineers ASMEs Hartford Section Honors 18 Engineers ASMEs Hartford Section Honors 18 Engineers(Left to right) Steve Houghtaling, vice president of engineering at Belcan Engineering U.S. Rep. Elizabeth Esty award winner Shaila Kambli, chief engineer at Belcan Engineering and State Rep. Lonnie Reed. Last month, 18 of Connecticuts most outstanding engineers from industry and academia were honored for their professional achievements with Distinguished Engineer of the Year Awards, which were presented by the ASME Hartford Section during its 29th Annual Engineers Night Awards Banquet.mora than 230 business leaders, faculty members and students from the Hartford area attended the event, which was held Feb. 19 at the Society Room in Hartford. U.S. Representative Elizabeth Esty (D-CT) and State Representative Lonnie Reed, co-chair of the Energy and Technology Committee, were among the special guests at the banquet.The Distinguished Engineer of the Yea r Awards, which are presented each year during Engineers Week, are among the highest honors a company or university can bestow on its employees. Candidates from industry are nominated by a companys senior executive leaders, while candidates from academia are nominated by the dean of their department. Engineers in Connecticut are the innovators in every industry from Aerospace to Manufacturing to Energy who carry on our states tradition of creating solutions that make it a better world for all of us, said ASME member Aaron Danenberg, who chaired the event. These awards highlight the robust and vibrant engineering community we have here in Connecticut.Pratt Whitney, the founding sponsor of the awards banquet, presented awards to seven of its employees ASME member Jesse Boyer, Christopher L. Dyer, Matthew R. Feulner, David P. Houston, Katherine A. Knapp Carney, John P. Virtue, Jr and Ryan Walsh. The other winners representing industry in Connecticut were Shaila Kambli fro m Belcan Engineering Danny Gelbar, Scott Herman and Rahul Terdalkar from Alstom Peter Goodell from Hartford Steam Boiler Tadry Domagala from UTC Aerospace Systems Edward Hathaway from FirstLight Power Resources Inc. and Michael Foster from Westinghouse Electric Co. Engineering professors from three Connecticut universities were also honored at the awards banquet ASME member Leo T. Smith of the University of Hartford, Nejat Olgac of the University of Connecticut, and Alfred A. Gates from Central Connecticut State University.In addition to Pratt Whitney, the event was made possible with the untersttzung of primary sponsor Belcan Engineering and gold sponsors Alstom and Hartford Steam Boiler. For more information on the Engineers Night Awards Banquet and to view a video about the program, visit http//go.asme.org/hartfordengineersnight or http//youtu.be/iPmdZJhVUfk.

How women can get over the guilt of doing it all

How women can get over the guilt of doing it allHow women can get over the guilt of doing it allAs women, we can often feel guilty when we take the time to do something for ourselves. The nurturing aspect of our DNA seems to be set to constant concern regarding our family and those around us. When it comes to the decision of running our own businesses, I have seen female entrepreneurs worry how everyone else is going to succeed if they devote their time to a startup. I have watched my sister-in-law balance her desire to take care of her family while working. Seeing so many others multitask gives me a roadmap for how to successfully approach my work responsibilities with my significant other and family responsibilities.Skills building and inmucksmuschenstilling a motivation to succeedUnlike having a traditional job where your kids wont see you, you can typically run a startup or small business from a home environment. This provides a great example for your kids about how a business ru ns and what goes into making it a success. I have friends who even include their kids in work - from stamping envelopes and making copies to filing.Its a great way to spend time with your kids and make them feel a part of what you are doing. It also ignites their own entrepreneurial ability and starts them off on a right foot. They can also build work skills at an earlier age, by typing, video editing, using social media, coding and more.In fact, a study from Harvard concluded that mothers who work can increase their daughters future career prospects. The study also found that women who grew up with working and entrepreneurial moms earned approximately 23% more than women whose mothers didnt work. They were also more likely to hold down a supervisory or leadership role.In this way, you are not only helping your kids become more successful, but you are also pushing the momentum forward on female entrepreneurship and leadership that is so necessary for future generations.Teaching and learning life lessonsYou can also choose to use your time as an entrepreneur as a way to teach children about life, including how to handle challenges. Most people grow up ill-prepared to take on the real world. The natural inclination is to shield kids and family members from whats impacting us. We dont want to seem like we cant handle whats been put in front of us.Choose to take a different perspective by embracing these situations as a way to explain to your family how you addressed the problem. Use the experience to teach your kids a lesson in ethics and values, problem-solving, or emotional intelligence development. Again, they are getting to experience something that other children may not, so you are putting them at a competitive advantage for later in life. You are also doing your job as a parent by teaching them something.A friend of mine asks her kids what they would do in a certain situation, listens to their ideas, and discusses how they may or may not work. She said it not only gives her quality time with her kids, but it also calms her down when she has been stressed about that problem and often offers some interesting perspectives on the situation.Scheduling everythingWhat makes the constant juggling act that many women do in all their roles work is a well-oiled machine of organization built around a schedule. Mostly working like clockwork, this schedule is based on everyones activities. Running the business often comes early in the morning and the evening to accommodate family events and lessons when others are around.Many things will not go as planned. Your clients, children and family members have other ideas about how you should spend your time. These ideas typically pull you away from a productive workday. Be flexible and patient to allow some of that happen while taking control of other situations to ensure you still have the time to help clients and keep the business going. Youll make more money on some days than others with your regimen . If you take care of everything you can, theres no reason to feel guilty.Delegating and investing in supportMy friends often reach out to family and friends to do some babysitting or assist with other errands so they can get their work done faster, which leads to more family time. Its OK to delegate some of your work by getting a virtual or in-house assistant who can take the load off of you.As you grow your business, maybe you want to reach out to other mothers looking to put their writing, coding, graphic design or other skills to work from home. This is a mutually beneficial way to address any concerns you have about running your business.You can even reach out to a mentor who can show you how to get rid of the guilt that could be blocking additional business growth as well as assist in creating a schedule and strategy that better divides your time up between responsibilities. Whatever it takes, pat yourself on the back in order to truly achieve the success you are capable of an d deserve.Angela Ruth is a co-founder, Customer Care Ninja, and Director of absatzwirtschaft at Due. Lets change the way payments are made.Thisarticleoriginally appeared onBusiness Collective.BusinessCollective, launched in partnership with Citi, is a virtual mentorship program powered by North Americas most ambitious young thought leaders, entrepreneurs, executives and small business owners..bxc.bx-campaign-1012255 .bx-group-1012255-fEAd6NQ position relativez-index 1width 720pxheight 480pxbackground-color transparent

Frequently Asked Questions About Navy Assignments

Frequently Asked Questions About Navy AssignmentsFrequently Asked Questions About Navy AssignmentsIf you are considering joining the military (any branch) start your research and education long before you step foot into the recruiters office. Your education into the Navy should notlage begin with the recruiter telling you what you should do in the Navy. You should have a good understanding of what job (rating) you want to apply for - perhaps your top three to be honest. Too many people make a major recruiting mistake by not doing their due diligence into the opportunities available with military service. Do yourself a favor and start now. Start with this article followed by the official websites and forum groups of the service and the job you are seeking. Your experience will be much better if you know where you want to be placed versus getting placed where the Navy needs you the most. The Basics There are manyrules and regulations surrounding job assignments in the Navy. In gen eral, sailors are assigned to ships or submarines (sea duty) for three years, and shore duty for three years. That doesnt mean that sailors will spend their entire three-year deployment at sea, since ships and submarines spend a large amount of time docked in their home ports. Though expect about half your time deployed or out to sea training to deploy. See the world - join the Navy Here are some of the most frequently-asked questions about Navy assignments. Shore Duty Questions Q How likely is it that I will be able to get an extension while on shore duty? A These decisions are made by detailers, who are in charge of all assignments for a given job community and rate range.Although the detailer makes every effort to approve personal requests, requests to extend beyond the normal shore duty length are not usually approved, since it would potentially require adjusting another sailors sea tour due to fleet requirements. Q Can I go to a specific location for my shore duty if I want to be near home? A Very limited opportunity exists for shore duty outside of the normal fleet-concentrated areas. The availability of billets, the priority of those billets and a sailors career path will be the primary deciding factors of their next assignment. However, there are recruiting duty opportunities in every state. If you want to get home or near home, it may require a recruiting duty shore tour unless you are from a place that has a major military base. Q Can I go to C school en route to my next command? A All Navy enlisted jobs (ratings) have an A school, where sailors learn fundamental skills, and a C school, which involves advanced training for that job. Most C school quotas are utilized to fill Navy Enlisted Classification (NEC) requirements of a commands billet file. If there is a valid requirement for a new NEC and if a school quota is open in the proper transfer window then a C school may be considered en route to the next command. Questions About Navy Orders Q When should I expect to get my orders? A Each detailer writes orders as soon as possible near the six-month window, so only a sailors specific detailer can answer this. Most orders are in the sailors hand within three weeks of being released by the detailer. Q When is the best time to call for orders? A Call on the first requisition cycle after you come into the nine-month detailing window. When you call early you have the maximum chance of getting your choice of assignment. Different Types of Duty Q Why are there six type duty codes but only five actual types of duty? A The former Type 5 welches neutral duty, which did not count toward sea or shore duty. Neutral duty was eliminated by the Navy in 2000. Q What are the different types of duty? A Heres a list of the different duty types,from the Navy website Type 1 Contiguous United States (CONUS) shore dutyType 2 CONUS sea dutyType 3 Overseas shore (sea duty for rotational purposes)Type 4 Overseas sea dutyType 5 Overseas shore duty Q How do I get considered for a Special Duty Program assignment? A Each rating detailer provides personnel to the special duty programs. There are parameters that must be followed by each rate/rating for each assignment. Discuss the special programs options with your detailer when you are negotiating your next assignment. Spouse Co-Location Questions Q I just married or am going to marry a military spouse. Will we be able to be stationed together? A The Enlisted Transfer Manual (Art. 3.21) states that every effort will be made to allow military couples to move together whenever possible in the same manner as non-military couples. Both military members must submit an official co-location assignment request. Q When should a sailor submit spouse co-location requests? A Submit these requests 12 months prior to your PRDs. This allows detailers the maximum amount of time to work on your request. Attaching a copy of your spouses approved request to yours can help speed the process alo ng. But remember, spouse co-location is not guaranteed. Other Duty Questions Q I was just advanced in rate. Does my tour length change to match my new pay grade? A Projected rotation dates (PRDs) are set for the pay grade you were when the orders were issued. They are not adjusted due to advancements or reductions in rate. Q My detailer told me I was posted, what does that mean? A This means you have been placed on a requisition to hold that billet for you. It does not mean that orders have been issued. Once a billet has a posting next to it, others who may also want that billet are turned away. Q What is a MAT? A MAT stands for minimum activity tour. This is the minimum tour length you have to complete before you can be transferred. Most commands have a 24-month minimum activity tour. This assures each command gets stability from your assignment. Most sailors considering a lateral transfer into another rating are required to stay at their current command for the MAT time. Typic ally, most jobs in the Navy have a general pipeline of training and the type of commands that are available to any ones career. However, deviating from the general pipeline is possible and must fill a need or requirement for special programs, advanced education, or other special circumstances. If you can learn how the system works, you can make it work for you.

14 High Paying Jobs for Creatives

14 High Paying Jobs for Creatives14 High Paying Jobs for CreativesWhether youre a user experience konzeptioner or absatzwirtschaft director, creative professionals have many job opportunities in the current employment market. Even better news Salaries are increasing in many areas of the country due to the strong demand for creative candidates with the right set of qualifications.Heres a look at just some high paying creative jobs, according to The Creative Groups 2019 Salary Guide1. Chief absatzwirtschaft officer (CMO)These creative professionals oversee and develop a firms marketing vision and operations, including brand and digital strategy, product development, advertising, promotions, and partnerships. CMOs are experts on current market trends and direct all company marketing research while also managing the marketing kollektiv. They must be able to lead both their own team and collaborate with teams and leaders outside of the marketing department. They must be knowledgeable of m ultiple specialized disciplines - both analytical and creative - including production, legal, finance and information technology.CMOs must have many years of experience in advanced marketing roles, as well as a college degree in geschftsleben, marketing, communications or some other relevant field. Many CMOs also have graduate degrees. The midpoint starting salary (or median national salary) for a chief marketing officer is $164,000.2. computer-nutzer experience (UX) directorThey oversee user experience for an organization, designing and evaluating user experience studies to improve applications or software products. UX directors maintain customer satisfaction and brand loyalty by making the user experience positive. The midpoint salary for a user experience director is $128,500.Developing design specifications and working with internal teams or customers to create cohesive concepts are also part of the job. Overseeing and training a team of designers and user experts is essential as well, as is tracking metrics to change user experience for the better.3. Creative directorCreative directors ensure the quality of all creative department projects, managing the creative process from beginning to end. They lead and direct the creative staff in the production of all advertising and marketing collateral and ensure that visual communication standards are met across various media. These creative pros need a lot of experience - five to eight years at least - and the ability to create clear creative objectives from marketing goals. A strong design or copywriting background is preferred.Creative directors with this level of experience can expect a midpoint salary of $111,000. They also must work well with different project teams, especially IT, as well as meet with clients and upper management to explain strategies and solutions.Join us at Adobe MAX- The Creativity Conference, November 46 in Los Angeles, CA. Learn new skills and get inspired at this annual celebratio n of creativity. Save $400 with promo code P19MTCG.4. Marketing directorWhether its targeting specific customers or running marketing campaigns, marketing directors are in demand and can expect a mean salary of $108,000. They direct market messaging activities and supervise a marketing team responsible for developing promotional communications strategies and materials for a company or product. Marketing directors prepare long- and short-term marketing plans, budgets and pricing policies. Communication skills are key, as is knowledge of the creative side of marketing and design. Some companies require an MBA as well.5. Media directorMedia directors design and implement advertising campaigns and media plans to promote a business, determining the best media outlet mix. They also monitor online and offline ad campaigns, develop client relationships and negotiate projects, ensuring the clients budget is met and the target audience is reached.Media directors typically possess a bachelors degree and 10 years of experience in the field. They need strong communication skills to oversee team members and establish strong relationships with clients. The midpoint salary for media directors is $100,250.6. Advertising account directorProblem-solving, creativity and business sense are just a few of the qualities necessary for a successful advertising account director, who can earn a midpoint salary of $100,000. They typically lead multiple accounts within an advertising agency and make sure the creative work is addressing the clients needs.Advertising account directors need the ability to lead and inspire others on their own team, as well as outside of the firm. They also ensure the accounts they manage are profitable and often pitch new business to prospective clients. A bachelors degree and seven or more years of work experience in an advertising environment are required. 7. PR directorThese professionals develop and manage public relations and corporate communications acti vities. PR directors work with company executives to create an overall public relations strategy, oversee the public relations budget and supervise the public relations team to ensure implementation of initiatives. They must have excellent written and oral communication skills because a big part of the job is establishing and maintaining relationships with media professionals and influencers.They arrange interviews and internal or external publications, such as press releases to promote company products or brands. Managing any challenging or sensitive company problems that could impact its reputation is also a key part of the job. PR directors often have a college degree in communications or journalism and seven or more years of public relations experience. The median salary of a PR director is $95,000.8. User experience (UX) designerAs the lines between design and technology continue to blur, demand for UX designers is high, and they command a midpoint starting salary of $93,500. T hese creative pros determine the architecture and wireframes that help users navigate a product or website. UX designers address users needs, whether emotional or functional, to create the best user experience.Its a job that requires creative, technical and problem-solving skills - and also some psychology and storytelling. Responsible for the full design process, from research, ideation and concept development to prototyping and evaluation. The role also requires the ability to collaborate with business, customer service, design and technology teams, as well as an expert understanding of design principles and wireframing tools, such as Axure RP, Balsamiq, InVision and Sketch.HIRING? WE CAN HELP WITH THAT TOO9. Marketing analytics managerMarketing analytics managers develop ways to effectively analyze and report data key to a firms business objectives that the marketing team can use in their plans. They also typically define a companys metrics and data sources to implement analytic s solutions. Marketing analytics managers require experience in both data analysis and reporting, customer relationship management (CRM) software and a background in market research. fruchtwein have a college degree in computer science, statistics or a related area. Marketing analytics managers have a midpoint salary of $93,250.10. Interactive art directorThis is a job that encompasses design and execution, so interactive art directors must be comfortable in both roles. They deliver digital solutions for a companys business or brand for a midpoint salary of $92,000.Interactive art directors have a keen understanding of concept development, copywriting and storyboarding, as well as an ability to work cross-platform with various presentation devices. They should know ActionScript, Adobe Create Suite (Photoshop, Illustrator, etc.) and some coding languages. Interactive art directors also must have a working knowledge of online design, copywriting, SEO and information architecture.11. B rand/product managerThese creative pros are responsible for the brand strategies and marketing programs of a product or business. Brand managers provide branding direction, develop and execute brand marketing programs and ensure brand consistency across channels. They also review market research to anticipate competitive and industry trends and translate consumer attitudes into new branding directions.Brand managers coordinate sales, pricing, product supply and product development to meet strategic objectives. Strong writing skills, relationship management and storytelling abilities are key to the job. Many brand managers have a college degree in communications, marketing or business. The salary midpoint for a brand manager is $90,000.12. Art directorThese creative professionals lead the artistic development of marketing and promotional pieces for print, online, mobile, corporate publications, and television and radio advertisements. Art directors oversee graphic designers, photogra phers, illustrators and production artists they also collaborate with marketing and advertising teams and copywriters to come up with strategies for advertising campaigns.The midpoint salary for an art director is $85,750. They must have five to eight years of design-related work experience and expertise with creative tools like Adobe Creative Suite.13. User experience (UX) researcherMix a sociologist, anthropologist and marketer together and you get a UX researcher. These creative pros figure out what motivates people to buy a product and how they use it - information that helps market research teams. Theyre responsible for designing, conducting and analyzing user design research and usability testing.User experience researchers must have excellent analytical and communication skills to interpret data and work with users to gather that data. They may need knowledge of Excel, Skype, QuickTime, UserTesting and Lookback, as well as statistical research software, such as SPSS or SAS. The salary midpoint for UX researchers is $85,000.14. Mobile/responsive designerMobile designers create compelling interactive experiences on mobile devices that most of us have today, which is why theyre in demand. The job has a midpoint salary of $84,000. These pros collaborate with user experience and other cross-functional teams to make content engaging. Mobile designers must know both graphical and functional aspects of web and mobile design and work across platforms, including HTML5, iOS and Android.While a specific degree isnt usually required for the job, most employers prefer candidates have a design-related degree in graphic, interactive or interaction design. Mobile designers also must know responsive design, UX and programming. These are just some of the high paying creative jobs listed in The Creative Groups 2019 Salary Guide. Download the Guide now to see starting salary ranges for more than 80 jobs in the creative industry.

MOS 2147 Light Armored Vehicle (LAV) Technician

MOS 2147 Light Armored Vehicle (LAV) TechnicianMOS 2147 Light Armored Vehicle (LAV) TechnicianType of MOS PMOS Rank Range GySgt to Pvt Job Description The LAV repairer/technician, under supervision, performs basic automotive duties and tasks incident to inspection, maintenance, and repair of the LAV family of vehicles. The LAV repairer/technician also completes basic shop administrative forms and records utilizing technical manuals. At the grades of sergeant and above, the LAV systems technician trains, supervises, and performs various duties and tasks incident to the inspection, maintenance, and repair of automotive and turret systems of the LAV family of vehicles. The LAV systems technician also prepares, maintains and supervises a shop maintenance and management program, and coordinates maintenance and recovery operations according to grade. Job Requirements (1) Must possess an MM score of 105 or higher. (2) Complete the Light Armored Vehicle Repairman Course. (3) Qualif ied class III swimmer. (4) Complete the LAV Intermediate Repair Course at a grade of sergeant and have 24 months or more remaining on active duty upon completion of the course. (5) Marines completing B billets (i.e., drill instructor, recruiting duty, etc.) should re-attend the intermediate course prior to MARFOR assignment. Duties For a complete listing of duties and tasks, refer to MCO 1510.57, Individual Training Standards. Related Department of Labor Occupation Codes (1) Automobile Mechanic 620.261-010. (2) Diesel Mechanic 625.281-010. Related Marine Corps Jobs (1) Engineer Equipment Mechanic, 1341. (2) Intermediate Automotive Mechanic, 3522. Above information derived from MCBUL 1200, parts 2 and 3

How to List Experience on Resume for Dummies

How to List Experience on Resume for Dummies What You Dont Know About How to List Experience on Resume Make certain to thoroughly research your builder to locate any relevant easy professional how you might have missed. Make a list of absolutely all youve done that may be useful on a resume. As part of selecting the best resume builder, consider whether it provides you with the flexibility to modify section headings. The How to List Experience on Resume Stories Getting in a position to list more than 1 suite is a terrific benefit. There are scores and scores of possible skills to look at using. Hiring managers scan your resume searching for clues about what sort of worker youre. As an example, someone like an IT manager who works with a variety of programs and techniques will consequently have a vast selection of skills to fill both their qualifications summary and extra skills section. In case you were in a real management position, all duties and duties that showcase your leadership skills ought to be included. If youre leid certain which skills you would like to share, consider your prior experiences. Hard skills are quantifiable and frequently learned from school or at work. Listing your skills provides a chance to showcase your abilities and experiences to prime employers for the remainder of your resume. The Ultimate How to List Experience on Resume Trick Look over the information and determine whether its pertinent to the work opening and whether the hiring manager is going to be impressed with that. BE INFORMEDResearch the company in which you go for a work interview. All you should know to earn a stunning resume job description. When reading the work description included in the ad, start looking for keywords associated with your responsibilities. Even if one isnt required, its generally an excellent idea to send a quick cover letter together with your resume. Be certain that each and every point you write is pertinent to the particul ar job. Until you become in for an interview, that piece of paper is all you need to show what sort of employee you might be. The Basic Facts of How to List Experience on Resume You do not need to incorporate every job youve held, especially in case you have many years of expertise or have worked in unrelated fields. Too frequently, job-seekers with 10 decades or more of specialist experience will attempt to cram all that experience into a one-page resume. Dont discredit your prior experience simply because it was not full-time. Determine what consulting experience you would love to improve your resume. Its a fact-based resume that allows employers to rapidly skim through and find a sense of your work experience and qualifications. Entry-level employees, who dont have lots of on-the-job experience, should incorporate every job possible whilst emphasizing the skills that match the work listing. Sometimes people have several jobs that overlap. If you still dont have a lot to work with, you can begin inquiring about opportunities locally that may lead to the sort of experience you demand. Using How to List Experience on Resume Potential employers recognize the worth of interns who are ready to work hard for the interest of learning more regarding the business. Needless to say, a degree can be quite a valuable asset, but the experience here has a greater value. Generally speaking, you are going to be in a position to refer yourself to many jobs once the employer doesnt list experience for a requirement. Speak to professionals in the area If youre having a tough time determining what skills an employer might need to see, look at contacting a professional already working in the business or position very similar to the one that youre applying for.

You Probably Want to Change Careers #8212; So Here#8217;s How to Do That

You Probably Want to Change Careers 8212 So Here8217s How to Do That RecentResearch from the University of Phoenixfound that roughly 60 percent of all working adults and 73 percent of professionals in their 30s want to change careers. If youre thinking thats too many people to be a coincidence, youre probably right. In the survey, we foundthat half of those who said they wanted to change careers had entered their careers just because their were jobs available, says Ruth Veloria, executive dean at the University of Phoenix Business School. I think what were witnessing is a large-scale lack of careers that are interesting or engaging personally. Some people had to make some compromises, especially in the last eight or nine years, and now things are starting to change in the economy. Now, more people are wondering Is it time for me to make a change?The study also found that people with annual salar iesbetween $75,000 and $100,000 were most likely to have lost interest in their fields (45 percent) and feel burned out (40 percent).Veloria believes this results from the plateauing affect many professionals feel when they reach this level in their careers.When we encounter folks in that bracket at University of Phoenix, oftentimes they are in the middle of their careers, and they are feeling like their opportunities are beginning to narrow in their field, Veloria explains. They can feel like they are becoming stuck. When you are trying your hardest to move forward, but you may not have the skills to make that jump from middle management to the executive level, that can only enhance the feelings of burnout.If youre one of the many people in want of a new career, Veloria has some tips for you1. Remember That Skills Are TransferrableSome professionals feel they cant possible change careers because doing so would mean starting over in an entry-level position. Veloria says that this i s a mistaken belief.Of course, you need to do the research on how to get into the career that you want to have, but the important thing is to understand which of your skills can translate, Veloria says.For example, say you work for an advertising agency, but you want to move into health care in some capacity. Veloria says you may want to consider moving into the health care industry by starting in a marketing position at a level that is comparable to your currentrole at the ad agency.And, if youre worried that youlack a couple of the skills you need to make the jump from one career to the next, Veloria wants to remind you of the existence of online certificate programs, MOOCs, and similar training options.There are definitely ways that you can add to your portfolio of skills without having to go back to square one, Veloria says.2. Take Some Time to Understand Yourself and Your Career GoalsLets go back to pretending you work for an ad agency and want to switch over to health care. We told you to get a marketing position with a health care organization.Great,you say.But I dont want to be in marketing. I want to be in health care.What you need to do at this point is some heavy self-reflection.Once youre in the industry, you can examine where your long-term pathway lies in that field, Veloria says.A good way to do this is to find a mentor within the organization who can help you map out your new career path.You can have mentors in your company, or mentors in your field, who can help you grow, Veloria says. They can help you find new opportunities that align with your passion, and they can help you understand what it is you need to do to get there.3. Become More Entrepreneurial in Your CareerA mentor can help you blaze a trail to your goals, but, Veloria says, you need to remember that it is your trail to blaze.Dont wait for HR to manage your career, Veloria says. You can manage it for yourself.Veloria believes that professionals looking to make career changes and even those who are not need to become more entrepreneurial and take controlof their careers if they want to succeed.And what does it mean to become more entrepreneurial? Veloria shares an example from her own career thatanswers the question by illustrating it.Veloria spent time in high-level customer service roles with a number of big-name financial organizations, thereby becoming quite expert in customer experience and satisfaction.When she came to University of Phoenix, however, Veloria wondered how should could use her knowledge of and passion for customer service for the organization.We work a lot on our student experience, and I found a way to fit my skills into that operating environment, Veloria says. I welches able to create a brand-new position for myself that didnt exist. I sat down, thought about what was missing, presented the business case for why it was needed, and was able to have that business case accepted.Its important to remember, adds Veloria, that all jobs tha t you want dont necessarily exist in your company today. Its a bold move but it can be very successful to create the job you want and sell it to the management team.And if you can do that, maybe you wont even need to go through a whole career change. Maybe you can find passion and fulfillment in the field in which you felt burnt out in the first place.

How to Figure Out If a Potential Employer Offers Paid Leave

How to Figure Out If a Potential Employer Offers Paid LeaveHow to Figure Out If a Potential Employer Offers Paid LeaveIts one of those questions that youre dying to ask during your job interview Does this company offer paid leave to employees? Find out if your tauglichkeit employer offers paid leave- without running the risk of asking too soon and losing your chances of being offered the job- with these tips.How to Figure Out If a Potential Employer Offers Paid LeaveAdd it up. You can easily find out if your prospective anfhrer offers paid leave by seeing if the company qualifies under the Family Medical Leave Act. The U.S. Department of Labor requires certain employees with up to 12 weeks of unpaid leave if they work for a company with more than 50 employees. The catch while you might be guaranteed those precious three months of time off, theres no guarantee that your company will actually pay for it.Unfortunately, paid leave depends on each individual company- theres no law requiri ng any company to offer paid leave in the U.S. (such as paid maternity or paternity leave, or paid medical leave). But the good news is that if the company does have over 50 employees (you can find this out by contacting the HR department if youre unsure of the companys actual size), youll fruchtwein likely be offered some sort of unpaid leave without running the risk of losing your job.Do some digging.Companies know that todays savvy job seekers contemplate the entire package being offered to them (such as salary, 401K benefits, medical and dental benefits, telecommuting options, etc.) before accepting a position. So most organizations will proudly promote their paid leave optionsif they offer them. Youll most likely find this employee benefit info on the careers section of their website. In addition to paid leave, you might also uncover information on short-term and long-term disability options, employee assistance programs, and other paid benefits to assist you in times of crisis .Go to Google.If you searched the companys website and didnt find anything, that doesnt necessarily mean that they dont offer paid leave. You can try Googling the name of the company youre interested in, and add in keywords such as employee benefits or maternity or paternity leave. You might discover that the company does offer these benefits. Google might also direct you to Glassdoor.com, which offers company reviews and often has this information. Just keep in mind that your most accurate source of information would come from the company itself, but you can at least get a general idea if the company in question does offer paid benefits.Ask directly. During your first round of job interviews, you need to keep mum about salary and benefits. As you go further along in the job interview process- and its starting to feel like the job could be yours- you can ask about paid benefits when your prospective boss asks you if you have any questions. Once youve reached the offer stage, youre i n a much better position to request details about their paid or unpaid leave options, as part of your overall compensation package.While you definitely want to know if a company offers paid leave, its best to try to find out the info for yourself first before asking. So put on your research cap to determine if the company has paid leave options or not.Readers, how important is paid medical leave to you? Have you turned down a job offer because a company didnt offer paid leave? Let us know in the comments

Report Major companies excluding older workers from job ads

Report Major companies excluding older workers from job adsReport Major companies excluding older workers from job adsIf youre above a certain age, you may elend be seeing job ads relevant to your interests. Thats according to a new investigation by ProPublica and The New York Times that found that dozens of the nations top employers - includingAmazon, Verizon, Goldman Sachs, UPS, and Facebook - are using Facebook, Google, and LinkedIn to create recruitment ads that target only younger job seekers.For example, a HubSpot ad explicitly aimed at people aged 27 to 40 appeared on Facebook this November, according to screenshots in the report. The limited age range meant that people outside of those ranges would not see the ad on Facebook.Where does the law draw the line?That may seem unfair to older workers, but is it illegal? When does aiming and targeting one group become the illegal exclusion of another?This is where the answers get murky for older workers.The Age Discrimination in E mployment Act of 1967, which prohibits employment bias against people 40 or older, makes it illegal to use age as the only factor when hiring. Unlike strictly protected classes like race and gender, however, age does get more leeway as a consideration, and employers can take other reasonable factors into account.But there are limits here, too. When contacted by reporters at ProPublica and the Times, some of the companies acknowledged that a line may have been crossed. Amazon said it had corrected the ads that targeted workers betweenthe ages of 18 and 50. HubSpot said it welches a mistake.LinkedIn said that it was changing its tools to prevent age ranges in job ads. (A LinkedIn spokesperson clarifies that advertisers on LinkedIn can still use age ranges for employment ads - after the advertiser self-certifies via a check box that if the ad is a recruitment ad, the anwender will not discriminate based on age.)Google, however, said that it would not stop advertisers from displaying a ds based on the users age.Facebook Age-based ad targeting is an accepted industry practiceFacebook also defended its practice. In a corporate blog post titled This Time, ProPublica, We Disagree, Facebook vice president of ads Rob Goldman defended his company by saying that its age-targeted marketing was the industry norm.Simply showing certain job ads to different age groups on services like Facebook or Google may not in itself be discriminatory - just as it can be OK to run employment ads in magazines and on TV shows targeted at younger or older people, Goldman wrote. Used responsibly, age-based targeting for employment purposes is an accepted industry practice and for good reason it helps employers recruit and people of all ages find work.Does the magazine argument work?Under the magazine advertisement argument, age-based targeting is not discriminatory because anyone can flip through a given magazine and find a recruitment ad if they look hard enough.But in response to Facebooks defense, the ProPublica/Times article pointed out that Facebooks technology of showing ads is quite different than a magazines.Anyone can buy Teen Vogue and see an ad. Online, however, people outside the targeted age groups can be excluded in ways they will never learn about, the report said. You cant have a fair shot of applying to a job if you never get to see the ad.Facebooks history with ageismFacebook has gotten into trouble with age discrimination before. Two lawsuits in September contended that the social media giant was not an inclusive space for older workers. And on the same day that the ProPublica and Times report came out, the Communications Workers of America labor union also accused Facebook of age discrimination, filing a lawsuit on behalf of Facebook users 40 or older who were denied the opportunity to see jobs through the companys age-based targeting.Facebook CEO Mark Zuckerberg also once had this to say famously about older workers Young people are just smarter, h esaidin a speech to Y Combinator. I want to stress the importance of being young and technical. Why are most chess masters under 30? I dont know Young people just have simpler lives. We may not own a car. We may not have family.UPDATE (12/21) This article has been updated to reflect a clarification from LinkedIn regarding the current options available in its advertising tool.

7 Intangible Job Benefits to Look For

7 Intangible Job Benefits to Look For7 Intangible Job Benefits to Look For10Most job seekers have a list of benefits they keep an eye out for when looking for a new job. However, there are several intangible job benefits to look for in a job when conducting a search. Outside of the standard benefits package, many job seekers forget to look for the intangible benefits, which could make all the difference in your success and happiness with the position.During a job search, some of the most common sought-after benefits include medical and dental insurance, paid vacation, and some sort of retirement benefit. Often lost from thought are the intangible benefits that can help support a foundation for a successful career. From flexible work options to overall job satisfaction, there are several intangible benefits to keep in mind during a job search.7 Intangible Job Benefits to Look for in a JobWork-Life Balance Flexible work options help employees to create work-life balance. From flexible schedules to some sort of telecommuting arrangement, work-life balance is a benefit not to be overlooked. Find flexible jobs hiring now here.Health/Wellness Focus A company that has a focus on your health and well-being is going to be a company that is invested in YOU. Whether this is an on-site health and wellness program or a paid gym membership, a health-centric environment is immeasurable.Esteemed Employer Being proud of who you work for and taking pride in the company is a benefit that cannot be taken lightly. Not only does it make you feel good, it is a fantastic addition to any resume.Job Satisfaction There is a substantial difference between having a job and then having a job that you enjoy. If you are satisfied with the company and your job, then work will seem like much more than just another four-letter word. It will actually be something you enjoy doing.Autonomy Nobody wants to be micromanaged and have every single detail of his or her day scrutinized. Being given the fr eedom to complete work autonomously can mean the difference between a short-term job and a career.Purpose We are human and not robots after all. Having a purpose behind work creates an environment for success, happiness, and growth. Without a purpose, it is pretty hard to care about what you are doing.Chance for Mastery Very few people accept a job knowing that they will have absolutely no chance of growing professionally or getting to learn something new. Look for jobs that offer the ability to master new skills, as well as an environment that supports professional growth.Benefits are not solely comprised of the typical items offered by companies. Outside of a competitive salary, insurance, and retirement, there are benefits that have no solid monetary value assigned to them. These intangible job benefits are equally as important and should be looked for during a job search.Readers, what intangible job benefits do you look for in a job? Share with us in the comment section below