The Career Path to Becoming a Retail Rock Star CEO

The Career Path to Becoming a Retail Rock Star CEOThe Career Path to Becoming a Retail Rock Star CEOIts hard to pinpoint when or why it began, but behauptung days the CEOs of Americas best-known companies have attained a fame that rivals that of professional athletes and rock stars. High profile corporate leaders are being idolized, scrutinized, and televised. With salaries, bonuses, and exit packages that rival those of Americas best-known celebrities, the position of corporate CEO has gained more than a little sex appeal. While many employees in the retail industry today have their eye on the seemingly glamorous chief executive job, the goal seems distant and somewhat unattainable. There are plenty of great musicians who never make a platinum record. There are also plenty of brilliant employees who will never attain rock star CEO status. As the lines between business and celebrity start to blur, retail employees are left wondering if progressive career paths totenstill exist or if, like rock stars, theyre going to have to hope for a big break to make it to the top of the retail industry. Famous CEOs Leave Clues for Career Advancement Todays ascent up the retail corporate ladder is less like a singular climb up a sturdy structure and more like a blind and crowded crawl around an unmarked labyrinth with shifting walls. Well-established and fixed hierarchies have given way to constant shuffles of the org chart boxes. Just when you think you have your next move mapped out, some overpaid OD consultant swoops in and changes the topography. Its like a bad road trip in the family SUV. You can see where you want to go, but you cant find a way to get there from here. There are very few companies that will take employees by the hand and lead them through their career journey anymore. Employees today are left to use their own navigational skills to make their way to the penthouse office suite. It may be a mysterious journey, but its not an impossible one. By reconstr ucting the professional route that some well-known CEOs took to get to the top, certain similarities and patterns emerge. A single executives work history may not mapquest the most relevant career path for contemporary corporate America, but each path can provide clues to those retail employees who are looking for career advancement direction. There are 4 different career paths to look at Traditional rise through the ranksCompany and industry hoppingSpecialized focus and expertiseRetail Enterprenuerialship Traditional Rise Through the Retail Store Ranks Progressive promotion is the old school strategy for success in the retail field. Work hard, be loyal, and grow with the company. This career path is slow, its steady, and its definitely not glamorous, but it is a practical path to take. While rising through the ranks might have been considered the only way to advance for baby boomers, its a relatively uncommon phenomenon for todays retail chief executives. Nevertheless, the care er paths of Targets Robert Ulrich, Best Buys Brad Anderson, and Walgreens Jeffrey Rein stand out as classic examples of a good, old-fashioned ladder-climbing ascent. Robert Ulrich, CEO, Target Corporation, 1994-2008 Born in Minneapolis, MNSon of a 3M executiveB.A. degree, University of MinnesotaStanford Executive Program, Stanford University Graduate School of BusinessCart attendant, Dayton Hudson CorporationMerchandising trainee, Dayton CorporationSales manager, Dayton CorporationBuyer, Dayton CorporationGroup manager, Dayton CorporationDivisional merchandise manager, Dayton CorporationMerchandising, Dayton Department StoresVice president and general merchandise manager Daytons Department StoresSenior vice president of stores, Daytons Department Stores Executive vice president for merchandise, sales promotion, and presentation, Daytons Department StoresPresident and CEO, Diamonds Department StoresCo-president, responsible for merchandising, absatzwirtschaft, and distribution, Dayto n Hudson Department Store GroupPresident, Target StoresChairman and CEO, Target Stores Brad Anderson, CEO, Best Buy Born in Sheridan, WYSon of a Lutheran ministerBelow average high school studentA.A. degree, Waldorf CollegeB.A. degree in sociology, University of DenverAttended Northwestern Seminary, St. Paul, MinnesotaCommissioned salesman, Sound of Music stereoStore manager, Sound of MusicSales manager, Sound of MusicVice president, Best BuyExecutive vice president, Best BuyBoard of directors, Best BuyPresident and COO, Best BuyCEO, Best Buy Jeffrey Rein, CEO, Walgreens Born in New Orleans, LAGraduated from Sahuro High School in TusconBachelors degree in accounting, University of Arizona, TusconBachelors degree in pharmacy, University of Arizona, TusconEmployee, Defender DrugPharmacy intern for his future father-in-lawEmployee, Longs DrugsAssistant manager, WalgreensStore manager, WalgreensDistrict manager, WalgreensDivisional vice president, WalgreensVice president of marketing sy stems and services, WalgreensTreasurer, WalgreensVice president of marketing systems and services, Walgreens Executive vice president of marketing, WalgreensPresident and COO, WalgreensCEO, WalgreensChairman, Walgreens Company-hopping, Industry-jumping Career Path In direct contrast to the traditional rise through the ranks is the career path in which the CEOs hopped, jumped and zig-zagged their way to the top of a retail organization. These leaders moved with ease between different companies and different industries, rising a little higher with each move until they leapfrogged to the top of a major retail operation. This is more common for contemporary CEOs, which gives the impression that todays retail organizations are less about grooming and more about snatching up the already groomed. Even though industry jumping is commonplace, retail leaders and analysts are still somewhat shocked when a retail organization appoints a CEO who has no prior retail experience. This was the c ase with eBays Meg Whitman, and both of Home Depots last two CEOs, Robert Nardelli and Frank Blake. Whitman had neither technical nor retail experience when she was recruited to lead eBay out of relative obscurity. Nardelli had experience in manufacturing giant, General Electric, and Blake had mostly government experience before they each took over the helm of Home Depot. The zigzag career paths of these three chiefs illustrate how the company-hopping, industry-jumping career path can work. Margaret (Meg) Whitman, CEO, eBay, 1998-2008 Born in Long Island, NYGraduated from Cold Spring Harbor High School, Cold Spring Harbor, NYB.A. degree in Economics, Princeton UniversityAdvertising sales, Princeton undergraduate magazineM.B.A. degree, Harvard Business SchoolBrand management for Noxzema, Procter GambleConsultant, Bain CompanyVice president, Bain CompanySr. vice president for marketing, consumer products, The Walt Disney Co.President, Stride RitePresident and CEO, Florist Transworl d DeliveryGlobal management and marketing, Hasbro CEO, eBay Robert Nardelli, CEO, Home Depot, 2000-2007 Born in Old Forge, PAFather was aGE plant manager, mother was a real estate agentGraduated from Rockford Auburn High School, Rockford, ILB.S. degree in business from Western Illinois University, Macomb, ILM.B.A. degree, University of LouisvilleEntry level manufacturing engineer, General ElectricManagement, GE AppliancesManagement, GE LightingManagement, GE Transportation SystemsExecutive vice president general manager, J.I.Case Company / TennecoExecutive vice president and CEO, CAMCOPresident and CEO GE Transportation Systems President and CEO, GE Power SystemsSenior vice president, General ElectricCEO Chairman, Home Depot Specialized Focus and Expertise Career Path Often retail organizations will choose chief executives who possess expertise in a specific area that is determined to be key to the companys future. This career path sometimes has an industry-hopping aspect to it, but the jump seems more logical and less shocking to outside observers. Jeff Bezoshad neither retail nor publishing-related experience before he started Amazon, but he had the essential technical expertise to create the amazon.com infrastructure. H. windschatten Scott had a distinct transportation and logistics career path, which was an aspect of the business that Wal-Mart was interested in keeping strong. Restaurant experience is not what Darden wanted from Clarence Otis when they chose him to be CEO. Darden wanted his finance experience to keep that aspect of its restaurant chains strong. The career paths of these three retail CEOs illustrates that specialized focus and expertise in one aspect of a retail business can eventually lead to the CEO office as well. H. Lee Scott, CEO, Wal-mart Born in Joplin, MOSon of a gas station manager and an elementary school music teacherFathers helper, Phillips 66 gas stationGraduated from Baxter Springs High School, Baxter Springs, KSB.S. de gree in Business, Pittsburg State University in KansasExecutive Development Program, Penn State UniversityExecutive Development Program, Columbia UniversityLaborer, tire mold manufacturerManagement training program, Yellow FreightTerminal manager, Yellow Freight SystemsAssistant director of transportation, Wal-Mart Director of transportation, Wal-MartVice president of transportation, Wal-MartVice president of distribution, Wal-MartSenior vice president of logistics, Wal-MartExecutive vice president of logistics, Wal-MartExecutive vice president of merchandise, Wal-MartPresident and CEO, Wal-Mart Stores divisionVice chairman and COO, Wal-MartDirector of Wal-Mart Stores Inc.President and CEO, Wal-Mart Clarence Otis, Jr., CEO, Darden Restaurants Born in Vicksburg, MS, grew up in the notorious Watts ghetto in South Los AngelesSon of a janitorGraduated from Jordan High School, Los Angeles, CABachelors degree in both economics and political science fromWilliams College, Williamstown, MA ( Magna Cum Laude)Law degree, Stanford University Law SchoolCorporate law, specializing in securities law and mergers and acquisitions, Donovan Leisure Newton IrvineLawyer, Gordon, Hurwitz, Butowsky, Weitzen, Shalov WeinInvestment banking, Kidder, Peabody Co. Vice president, First Boston CorporationManaging director, Giebert Municipal CapitalManaging director and manager of public finance, Chemical Securities (JP Morgan Securities)Vice president and treasurer, Darden RestaurantsSenior vice president of investor relations, Darden RestaurantsSenior vice president of finance and treasurer, Darden RestaurantsCFO, Darden RestaurantsPresident of Smokey Bones Barbeque Grill, Darden RestaurantsExecutive vice president, Darden RestaurantsDirector, Darden Restaurants CEO, Darden Restaurants Retail Entrepreneurship Career Path The only surefire strategy for becoming a retail CEO is to start your own company and award yourself the title. The entrepreneurs are the true creators in the reta il industry. They didnt follow much of a career path at all. Instead, they defined their own career, charted their own destination, and sketched out their own road map. Sam Waltonof Wal-Mart was an entrepreneur almost from the start. Others, like James Sinegal of Costco, started down a traditional career path and made the entrepreneurial leap in mid-career. The career paths of these two retail legends show that its never too early or too late to appoint yourself as your own CEO. Sam Walton, CEO, Wal-Mart Born in Kingfisher, OKSon of farmersMilked the family cow, bottled the milk and delivered it to customersNewspaper deliveryGraduated from Hickman High School in Columbia, MO, (voted most versatile boy)Bachelors degree in economics, University of Missouri, Columbia, MOWaiterLifeguardROTC officerManagement trainee, J.C. PenneyDuPont munitions plant, Tulsa OKSecuritysupervisorat aircraft plants and POW camps, US Army IntelligencePurchased a Butler Brothers franchise retail store in New port, AR Purchased another Butler Brothers store in 1950 in Bentonville, AR and called it Waltons 510Sold the Newport Butler Brothers store ($50,000 profit)Purchased a non-franchised retail store in Fayetteville, ARPurchased larger stores and called them Waltons Family CenterOpened the first Wal-Mart in 1962Founder and CEO, Wal-Mart James Sinegal, CEO, Costco Born in Pittsburgh, PASon of a steelworkerGraduated from Helix High School, Pittsburgh, PAA.A. degree, San Diego City CollegeEnrolledinSan Diego State University, did not graduateMattress handler, Fed-Mart CorporationBagger, Fed-Mart CorporationStore manager, Fed-Mart CorporationVice president of merchandising andoperations,Fed-Mart CorporationExecutive Vice President, Fed-Mart CorporationVice President of Merchandising, Builders EmporiumPresident, Sinegal/Chamberlin AssociatesExecutive vice president, Price Company Co-founder, president, and CEO, Costco Wholesale Moving in the Right Direction in Your Retail Career When 19 ,000 college graduates were asked by the National Association of Colleges and Employers (NACE) how they would choose a job, the class of 2008 respondents said their highest priority was finding a company that provides the opportunity for advancement. For those who want the highest possible advancement to the ultimate retail destination, the career paths of contemporary CEOs can serve as inspiration that many different routes are available. The journey will be easiest for those who are the most flexible, adaptable, and resourceful, especially when the next steps are not very clear. If youre not exactly sure how youll get there from here, take a step that provides some type of learning or expansion. Thats one step that all rock star CEOs found to be a step in the right direction.

Free Traditional Chemist Resume Template

Free Traditional Chemist Resume TemplateFree Traditional Chemist Resume TemplateIf you are interested in the research side of chemistry and related sciences, a job as a chemist is probably what you are looking for. A good resume is essential to landing this job at your chosen laboratory or research institute. We have provided a free traditional resume template that is ideal for applying for positions at prestigious institutions that are a little on the conservative side in their hiring choices. Make adjustments to each section as needed to tailor it to your specific accomplishments and history. For more information on crafting the perfect resume, read the accompanying tips that follow the resume.Create ResumeCustomize ResumeWhat to Include in a Traditional Chemist ResumeA traditional chemist resume ought to showcase that you are qualified for the position while also presenting a relatively conservative and reserved face. Use traditional phrasing and straightforward vernacular when cr afting a resume of this type. The focus should be on your accomplishments and experience rather than on an excess of personality.Common Resume Fails Mistakes to AvoidWhen crafting your resume, make aya you dont succumb to any of these common pitfallsKeep your resume short. Resumes for most jobs should be as close as possible to one full page in length without going over. If your resume is a few lines too long, change formatting and fonts as needed, but make sure that the document is still well organized and readable.Be honest. Never exaggerate your accomplishment on your resume, and always ensure that things like dates of employment are accurate. Even an honest mistake can easily land your application on the rejection pile.Choose the right format. In general, PDF format is the preferred format for resumes, since this ensures the document can be read on a variety of different computers. However, if the employer expresses a preference or provides special instructions for the formattin g of your resume, make sure you adhere to them.Highlight your most important skills. This may require you to carefully read the job description and tailor your resume to it. Place the most important or relevant skills at the top of your resume in a designated Highlights section, and mention them again if relevant in your employment history.Resume Content Jane Smith 12345 Main St., Happytown, CA 99999 555-555-5555 j.smithemail.com Summary Dedicated, research-oriented chemist boasting a combination of excellent academic credentials and diverse work experience. Employed by some of the top labs in the country, performing extensive field work collecting samples and monitoring environmental populations. hintergrund in manufacturing compounds and quality control, with experience ensuring that industrial materials are safe and efficient for heavy use. Highlights Extensive experience in the area of heavy industry Fieldwork experience at construction and industrial sitesComfortable working i n labs with cutting-edge equipmentLed groups of associate chemists during experimentsExperience Chemist 5/1/2012 Present ABC Heavy Metals, Inc. San Francisco, CA Serve as team leader for associate chemists and lab assistantsOversee multimillion dollar contract with major industrial equipment supplierAnalyze finished products and samples for quality control purposesOperate and maintain laboratory equipmentOrder new equipment and take inventory of existing materialsGain experience with inductively coupled plasma, high-performance liquid chromatography, and gas chromatography systems Field Chemist 12/1/2008 3/1/2012 Outdoor Chemistry Co. Seattle, WA Took and analyzed samples from construction sitesTested for moisture, pH and consistencyMaintained a field labWrote and submitted regular reports in a timely mannerHelped develop cost-effective solutions for potential environmental pollutant issues Education Master of Science in ChemistryState University, Los Angeles, CABachelor of Scie nce in ChemistryWashington University, San Diego, CA

The Worst Interview Questions Employers Ask

The Worst Interview Questions Employers AskThe Worst Interview Questions Employers AskUnfortunately, employers sometimes ask interview questions that are irrelevant or make you uncomfortable. Sometimes its a case of an interviewer notlagelage knowing what they shouldnt be asking during a job interview. Other times the employer knows better, but still asksinappropriate interview questionsor says something he or she shouldnt say to try to get more information from an applicant. In either case, it can be awkward when youre asked a question the hiring manager shouldnt be asking, or when youre asked something that makes you feel uncomfortable. Whether its not relevant to the job or your qualifications, or its personal, it can put you in a challenging situation. The Worst Interview Questions There are many interview questions that employers should not ask, either because they areillegal, or because they are rude or irrelevant. Below are a few of the worst interview questions that emplo yers have actually asked job candidates. These are organized by category. Questions About Your Age Questions about how old you are can be extremely uncomfortable. These questions can work both ways you can be considered too old, or too young and not mature enough to do the job. Mostage-related questionsare illegal if age has nothing to do with the job (an exception would be if you have to be a certain age to legally perform the job). Some uncomfortable age questions and comments include How old are you?You are young enough to be my daughter.Are you thinking about retiring?How do you feel about working for a younger manager? Questions About Your Ethnicity, Race, or Nationality You are required to provide proof of your ability to work legally in the country, but questions about race, color, ethnicity, birthplace, and/or national origin are illegal unless directly relevant to the job. Unfortunately, there are hiring managers who will ask these questions. Uncomfortable questions relate d to ethnicity, birthplace, etc., include What race do you identify as?Are you going back to your country anytime soon?Is English your native language?Where are you from?Were your parents born here? Questions About Your Religion Questions about your religion or religious practices are illegal unless directly relevant to the job. Some uncomfortable questions people have been asked related to their religion are Are you very religious?What is your religion?Will your religious practices affect your ability to do your job? Questions About Your Personal Life or Your Body Some interviewers will ask questions about your personal life, or make comments about your body, which are clearly inappropriate. These are all, unfortunately, real questions that employers have asked, or comments employers have made to candidates Do you have any problems going out drinking with the office on Fridays?Where do you live?What did you live on while you were out of work?You are so cute.I want a receptionist wh o looks like a Playboy bunny. Questions About Your Personal Relationships Unless it specifically relates to the requirements of the position, an employer should not ask you about your marital or family status, or any of your other personal relationships. Examples of some of the worst questions on this topic include Are you dating someone?Are you pregnant?Are you married?Do you have small children?Do you have childcare arrangements lined up?Are you a parent?If you have kids, how will you do this job when your spouse is deployed (question for someone with a military spouse)? Other Uncomfortable Questions There are many other kinds of uncomfortable questions and comments that you might hear during an interview. These can range from questions about your sex/orientation, to any disabilities you might have, to particular comments about your personal life. Here are a few real questions and comments that job candidates have shared I need someone who will deal with everyone when they start c rying.How is your marriage working? The stress of the long hours required might not be good for your marriage.How would your spouse feel about you relocating for work?Tell me what you think about the individuals you just met with?Wed love to hire you, but we want someone who will be here long term.I need someone who will stay to shut off the lights every night.Why have you been unemployed so long? What Employers Shouldnt Do During an Interview There are also some things the interviewer shouldnt do. Here are a few examples of inappropriate interview behaviors that job seekers have encountered. Employers should not Give the applicant a big hug.Pat the interviewee on the head when offering her the job.Keep the interview going until there is nobody else left in the office.Interview outside on a 90-degree achter monat des jahres day.Ask the candidate if he would like to go for a drink after the interview. How to Respond to Inappropriate Interview Questions What can you do if your e asked questions that an employer shouldnt ask? Questions about your age, ancestry, citizenship, credit rating, criminal record, disabilities, family status, gender, military status, or religion can only be asked if they are directly related to the job. One way to answer illegal or inappropriate questions is to simply state, This question does not affect my ability to perform the job. You might then try to reroute the conversation to your relevant skills and abilities. Before accepting the job, consider if you really want to work for someone who asks such personal or inappropriate questions during the interview. It is likely that their behavior will not improve once you are a paid part of the team. Heres more advice onhow to handle inappropriate interview questions. Its Your Turn What Applicants Shouldnt Say or Do Just like with an interviewer, there are some things you shouldnt share with the interviewer if you want a chance at moving forward with the interview process. Here a re25 things you should never say at a job interview. There are also things you shouldnt do that are related to how you present yourself. Check out thetop 15 things you shouldnt do when youre interviewing.

7 Beliefs About Your Job Search That Are All Wrong

7 Beliefs About Your Job Search That Are All Wrong7 Beliefs About Your Job Search That Are All WrongIf youre like most job seekers, you approach your job search with a set of beliefs about how the hiring process works, what responses from employers are good signs and what responses are bad. But in many cases, those beliefs are flat-out wrong and some of them can hinder your search. Here are seven of the most common things job seekers often get wrong about their searches.1. Im qualified for this job, so I should definitely get an interview. If you see a job description that looks like it could have been written with you in mind, its easy to umstand into this way of thinking you have everything theyre looking for, after all, so why wouldnt you get a call to interview? But employers often have numerous perfectly qualified candidates, and they cant interview all of them, which means plenty of well-qualified people will end up getting rejected without even an interview.2. The interview went well, so Im likely to get a job offer. A good interview doesnt equate to a job offer. Other candidates might have interviewed as well as you or better. Or the job requirements might end up getting tweaked post-interview, and now youre no longer as qualified as someone else. Or the employer might have an internal candidate they prefer, decide to hire the CEOs nephew or put the position on hold altogether. Theres just no way to know from the outside, so its dangerous to let a good interview convince you that its in the bag.3. They said Id hear back soon, so I expect to hear from them in about a week. Employers and job candidates tend to be in different time zones when it comes to how quickly hiring moves. Hiring managers often juggle their hiring work on top of all their regular work, and it can become their lowest priority whereas for candidates its often the top thing on their minds. Whats the best thing to do? Whenever an employer gives you an anticipated timeline, assume it will be at least double and possibly triple that. 4. I havent heard back yet, so I probably didnt get the job. Maybe, but unless months have gone by, theres no reason to assume that yet. As in No.3 above, hiring usually takes longer than people assume it will. But much worse than that is 5. This job is a sure thing, so Im not going to keep searching. Slowing down your search or stopping it altogether because you think youre likely to get a job offer is one of the worst mistakes you can make. Some people even turn down interviews with other companies because theyre so sure an offer is forthcoming, and are left kicking themselves when the offer never materializes.6. I need to find a creative way to stand out to employers. Job seekers sometimes resort to gimmicks to stand out, like using a fancyrsumdesign, sending gifts to an interviewer or having theirrsumdelivered by overnight mail. But gimmicks dont make up for lacking qualifications and will turn off many hiring managers. The way t o stand out to a good manager is simple Write a great cover letter and create arsumthat demonstrates a track record of success in the area the employer is hiring for.7. My graduate degree should make me a more desirable candidate. Grad school will make you more marketable if youre in a field that requires or rewards it, but if youre in one of the many fields that doesnt, employers may find it irrelevant. In fact, it can even make you less competitive if you apply for jobs that have nothing to do with your graduate degree, since some employers will think you dont really want jobs outside your field.

Checklist for the Performance Management Process

Checklist for the Performance Management ProcessChecklist for the Performance Management ProcessPerformance appraisals, performance reviews, appraisal forms, whatever you want to call them, lets call them gone. As a stand-alone, annual assault, a performance appraisal is universally disliked and avoided. After all, how many people in your organization want to hear that they were less than perfect brde year? How many managers want to face the arguments and diminished morale that can result from the performance appraisal process? How many supervisorins feel that their time is well-spent professionally to document and provide proof to support their feedback- all year long? Plus, the most important outputs for the performance appraisal, from each persons job, may not be defined or measurable in your current work system. Make the appraisal system one step harder to manage and tie the employees salary increase to their numeric rating. If the true goal of the performance appraisal is employ ee development and organizational improvement, consider moving to a performance management system. Place the focus on what you really want to create in your organization- employee performance management and employee performance development. As part of that system, you will want to use this checklist to guide your participation in the performance management and development process. You can also use this checklist to help you in a more traditional performance appraisal process. The checklist provides the steps you need to succeed in any performance management system. If you follow this checklist, you will offer a performance management and development system that will significantly improve the appraisal process that you currently manage. Staff will feel better about participating, discussing their contributions, and taking a look at ways to improve their performance. The performance management system may even positively affect performance- and thats your goal. Right? Preparation an d Planning for Performance Management Much work is invested, on the front end, to improve a traditional employee appraisal process. In fact, managers can feel as if the new process is too time-consuming. Once the foundation of developmental goals is in place, however, time to administer the system decreases a lot. Each of behauptung steps is taken with the participation and cooperation of the employee, for best results. Performance Management and Development in the General Work System Define the purpose of the job, job duties, and responsibilities.Define performance goals with measurable outcomes.Define the priority of each job responsibility and goal.Define performance standards for key components of the job.Hold interim discussions and provide feedback about employee performance, preferably daily, summarized and discussed, at least, quarterly. (Provide positive and constructive feedback.)Maintain a record of performance through critical incident reports. (Jot notes about cont ributions or problems throughout the quarter, in an employee file. Please focus on both the positive and negative aspects of the employees performance) Provide the opportunity for broader feedback. Use a 360-degree performance feedback system that incorporates feedback from the employees peers, customers, and people who may report to him.Develop and administer a coaching and improvement plan if the employee is not meeting expectations. Immediate Preparation for the Performance Development Planning Meeting Schedule the Performance Development Planning (PDP) meeting and define pre-work with the staff member to develop the performance development plan (PDP).The staff member reviews personal performance, documents self-assessment comments and gathers needed documentation, including 360-degree feedback results, when available.The supervisor prepares for the PDP meeting by collecting data including work records, reports, and eingabe from others familiar with the staff persons work.Bot h examine how the employee is performing against all criteria, and think about areas for potential development. Develop a plan for the PDP meeting which includes answers to all of the questions on the performance development tool with examples, documentation and so on. The Performance Development Process (PDP) Meeting Establish a comfortable, private setting and rapport with the staff person.Discuss and agree upon the objective of the meeting, to create a performance development plan.The staff member discusses the achievements and progress he has accomplished during the quarter.The staff member identifies ways in which he would like to further develop his professional performance, including training, assignments, new challenges and so on.The supervisor discusses performance for the quarter and suggests ways in which the staff member might further develop his performance. Add the supervisors thoughts to the employees selected areas of development and improvement.Discuss areas of agreement and disagreement, and reach consensus.Examine job responsibilities for the coming quarter and in general.Agree upon standards for performance for the key job responsibilities.Set goals for the quarter.Discuss how the goals support the accomplishment of the organizations business plan, the departments objectives and so on.Agree upon a measurement for each goal.Assuming performance is satisfactory, establish a development plan with the staff person, that helps him grow professionally in ways important to him. If performance is less than satisfactory, develop a written performance improvement plan, and schedule more frequent feedback meetings. Remind the employee of the consequences connected with continued poor performance.The supervisor and employee discuss employee feedback and constructive suggestions for the supervisor and the department.Discuss anything else the supervisor or employee would like to discuss, hopefully, maintaining the positive and constructive environmen t established thus far, during the meeting. Mutually sign the performance development tool to indicate the discussion has taken place.End the meeting in a positive and supportive manner. The supervisor expresses confidence that the employee can accomplish the plan and that the supervisor is available for support and assistance.Set a time-frame for aformal follow-up, generally quarterly. Following the Performance Development Process Meeting If a performance improvement plan was necessary, follow up at the designated times.Follow up with performance feedback and discussions regularly throughout the quarter. (An employee should never be surprised about the content of feedback at the performance development meeting.)The supervisor needs to keep commitments relative to the agreed upon development plan, including time needed away from the job, payment for courses, agreed upon work assignments and so on.The supervisor needs to act upon the feedback from departmental members and let sta ff members know what has changed, based on their feedback. Forward appropriate documentation to the Human Resources office and retain a copy of the plan for easy access and referral.

A Secret Weapon for Microsoft Resume

A Secret Weapon for Microsoft Resume How to Find Microsoft Resume The Chronological Resume indicates the precise timeline of somebodys job history and illustrates their abilities and experience. Job specific manners of resumes allow health professionals to list all their credentials in 1 area on the resume. Most resume format word file available for free download so make certain not to waste cash with the concept of getting a better choice. All you need to do is point and click. In case youre seeking to promote your services and would like to have the ability to create a fantastic first impression of your personality, definitely think about a template supplied with a business card. Double check to ensure that everything on the last version of the resume is about you. Microsoft Resume Help The MS Resume templates are a terrific resource to create great resumes without the. stimmt Resume templates Word 2007 are easily available in different. Employing Word, you can produc e your own templates for just about any application, including resumes. Word Resume templates are simple to find or spot on the web and can be downloaded for additional use. Microsoft Resume for Dummies More than a few of them come with variations so that you can select your favourite design. Each one of our creative style templates provide a perfectly balanced mixture of personality, professionalism and some style. While browsing our selection, you will shortly observe the broad variety of fashions and colours. Feel free to bring a close look at our newest styles given below. Two even columns for the rest of the page give you a lot of room to woo the company by means of your experience, skills, and education. This template is quite suited to entry level candidates without a work experience in hand. This two-page template offers you lots of room and sections for creating your experience and skills stick out from the crowd. To begin with, learn the essential rules. A basi c resume is also less difficult to read. Due to the use of the 2 columns, all entries are scannable and extremely apparent. The resumes are designed employing both. You can opt for chronological, functional along with modern resume formats. A good resume would assist with that. Download and customize at no cost Be conscious of scannability. Microsoft Resume Explained Resume writing isnt a simple undertaking and it also extremely important that the resume must be in precise fashion and impressive. A resume in 2020 wants to be divided into various sections for clarity. Because a free resume template already has the correct format for a company or work resume, all you have to do is fill it with accurate information regarding your work and education. Word Resume templates are complete with the whole outline structure and the majority of the content which makes way for a powerful resume in an issue of just a couple minutes. Creating a resume can be a difficult undertaking. Additionally, this template is user friendly and based on free fonts. Utilizing a resume template is now an acceptable and smart practice for quite a few explanations. Modifying a Microsoft Word resume template is straightforward and makes the work search process a good deal simpler. What You Dont Know About Microsoft Resume Resume Samples are able to help you present your employment and education information the ideal way. Job applicants have the ability to create many resumes at home after theyve downloaded the a variety of styles of resume templates that they would like to use. Focussing on your latest positions and relevant qualifications is vital. The subsequent professional resume template is suited to professional bankers, and its precisely what you want. New Ideas Into Microsoft Resume Never Before Revealed A resume builder will allow you to rectify any errors and supply you with a working vision of the resume although you edit. As an issue of fact, free Microsoft W ord resume templates help you to a certain degree, but they might not be sufficient to impress the hiring committee. The only issue is you dont have a resume prepared to send them Click the Download link and make the fruchtwein of this trendy ready-to-go solution. Elements is ideal for the indecisive applicant. Get familiar with the qualities of each Office program which youve noted. Template give here are the very best support to produce the resume in line with the profile of the candidate. Choose the desired options you desire and go on.

Streamlining Your Hiring With Video Interviewing - Spark Hire

Streamlining Your Hiring With Video Interviewing - Spark HireFor those of you looking for an effective hiring tool that can replace the stress-induced gray hairs on your head, youve come to the right place. While we cant literally change the color of your hair, Spark Hires video interviewing solutions can seriously ease the stress you face throughout your current hiring process.With Spark Hires new whitepaper titled Tips for Streamlining Your Hiring Process Maximizing Time With Video Interviewing, you will learn a few tips and best practices of video interviewing that can potentially save you precious time in the long run. And while the title is long, it wont take long for you to read and start implementing these tips into your hiring process. After reading this whitepaper, you will even have enough time to run to the store and grab and color your hair yourselfThere are many things that go into a slow hiring processposting the job, candidate research, screening candidates, and then the final hire (which can happen up to 40 days after step 1) Phew Sounds exhausting, right? And while the time it takes to hire the perfect candidate is reaching the longest job vacancy period in the past 13 years, even after all tasks are complete, how can you be certain you have made the best hire possible? Time and quality are key when hiring, so in this whitepaper, you will not only learn how to save time within your process, but also how to avoid bad hires by utilizing video interviewing technology.If youre looking to speed up your process to maximize as much time as possible, download Spark Hires new whitepaper, Tips for Streamlining Your Hiring Process Maximizing Time With Video Interviewing.

Airlines are forecasting this to be the busiest summer travel season EVER

Airlines are forecasting this to be the busiest summer travel season EVERAirlines are forecasting this to be the busiest summer travel season EVERGot some upcoming work trips or vacations planned for the summer? Well, get ready because it is going to be super busy (which means more germs in the airport.)According to the latest report byAirlines for America (A4A), airlines are expecting the busiest summer in the history of U.S. air travel. Whoa. They are forecasting 246.1 1000000 passengers will fly with U.S. airlines between June 1 and Aug. 31, 2018. If you break it down that is 2.68 million passengers per day during the period. Hmm, that long car trip may not be looking so bad right now.This is aa 3.7% increase from last years total. The report said to accomadate the increase in passengers they would add 116,000 seats per day.So why the increase? Well, fares are slated to stay low as we approach the summer season.John Heimlich, A4As Chief Economist, noted that as household net worth increases passengers are taking advantage of these lower airfares.

Customize this Outstanding Archivist Resume Template

Customize this Outstanding Archivist Resume TemplateCustomize this Outstanding Archivist Resume TemplateWriting the Resume TemplateCreate Resume An effective resume sells you to employers and shows them why they should hire you. Using an Archivist resume template is an easy way to get some help formatting your resume, including the content needed and the structure you should follow.Resume Template forSara JonesProfessional SummaryArchivist with several years of experience and both a bachelors degree and masters degree. Knowledge of digital archival methods and traditional archival methods, weeding library collections and identifying new products needed for libraries. Some additional experience in assisting library patrons as well.Core QualificationsLibrary Science Masters DegreeDigital Archival MethodsPaper and Photograph ArchivingCollections WeedingSourcing New MaterialsPatron SupportWork ExperienceArchivist, November 2013 May 2015New Cityland Public Library New Cityland, CAUsed traditional archival methods to save, protect and restore more than 2,000 individual pieces in the permanent collectionHelped with the weeding of the permanent collection to make more room for new materialsAlerted the department staff of rips, tears and other issues found in papers and other materials that needed saving for future generationsAssistant Archivist, July 2010 October 2013Los Angeles Public Library Los Angeles, CAAssisted the head librarian in identifying materials that needed archiving and with removing those items from the public collectionArchived more than 1,000 pieces of paperwork and photographs for viewing onlineProvided patrons with help finding formerly offline materials through the online systemEducation2012 Master of Science, Library ScienceUniversity of California Los Angeles, CA2010 Bachelor of Arts, HistoryUniversity of California Los Angeles, CACustomize Resume

Military Terms, Life, And How It Works

Military Terms, Life, And How It WorksMilitary Terms, Life, And How It WorksIf you are friends with former or current military members, you may have elendiced basically a different language used when discussing his/her experience, or terminology used to describe everyday items. Once such term often used is POV.In the military, this means car or Privately Owned Vehicle. You may even ask, Why dont you just say C-A-R? Many of these terms do not make sense when used in civilian life, but as explained below, these acronyms and terms used military and veterans alike become second nature in a relatively short period of time while on active duty. Military Terms - Active Duty In the U.S. military, there are some basic terms that describe military life and how the infrastructure works. Most people are familiar with the term active duty although they may not be entirely clear exactly what this means for the member of the military, and, how this differs from being deployed. The Department of Defense (which is the agency that oversees every branch of the U.S. military) definition of active duty in the U.S. military is pretty straightforward. Active duty refers to full-time duty in the active military, including members of the Reserve Components on full-time training duty. It does not include full-time National Guard duty. Being on active duty is similar to working a full-time job. In the Army, for instance, its active duty soldiers serve 24 hours a day, seven days a week for the length of their service commitment (thats not to say that each soldier works a 24-hour shift, just that there are always soldiers on duty).Of course, each member is offered time off and vacation time, but if the job requires 24 hours of straight work - you will do it if necessary. But like most jobs, if in the States and not deployed, military active duty get weekends and holidays off like every one else in the job force. Deployments for active duty to foreign countries or even war zones occu r regularly for the active duty member. Typical cycles are 6-9 or even 12 month deployments depending upon the needs of the military and branch of service. However, coming back home to train or prepare for the next deployment typically allows for the active duty member to be home or training in the United States for at least a year or 18 months. This all depends on the service, type of job conducted by the active duty member, and necessity of the deployment. Deployments do not always mean combat, but in some circumstances, it does. A soldier (or sailor, or airman or Marine) can be on active duty but not deployed, but you wont be deployed unless youre on active duty. Even Reservists or National Guard get activated in order to deploy. Active Duty Living Arrangements While a member of the military is on active duty, there are programs in place to help his or her immediate family (spouse and dependent children). In most cases, they can live on the base with the soldier (in the case of the Army). This depends on a few factors, including what unit the military member is with, what their military occupational specialty (MOS) is, and their deployment status. So sticking with the Army example, if a soldier is single, he or she can live in barracks on the base, but a soldier with a family may live in base or off-base housing in the local community. Length of Active Duty Soldiers on active duty can be deployed anytime, for a period of 12 consecutive months or mora sometimes. Soldiers in World War Two deployed for the entire war and could be gone for 4-5 years. For soldiers on active duty,service terms typically last between two and six years, depending on the unit and its mission. Soldiers are eligible for a two weeks of leave after six months of deployment. This varies depending on the branch of the service for instance, in the Marines,the most common enlistment contracts include four or five years of active duty service. In the Air Force, most airmen enlist fo r a total of eight years of active duty. Reserves on Active Duty Reserve soldiers are called to activeduty as needed, and can hold normal full-time civilian jobs. Army reserve soldiers attend training sessions near their home one weekend per month, and an annual field training. A soldier in the Army Reserve may never see active duty at all during the entire length of his enlistment.