Better Jobs with Companies That Care About Women July 26, 2017

Better Jobs with Companies That Care About Women July 26, 2017 Lets talk about recognition for a sec, shall we? As women, positive recognition is tough to come by. Sure, maybe Mrs. Fields called you out that one time in the fourth grade for making the BEST diorama (thanks for the help, Mom), but since then? Virtual crickets. Professionally-speaking, it really takes a special company whos brave enough to recognize based on merit as opposed to.other stuff. Or even give you the chance to be put in a position to be recognized at all. But these are the special companies we work with everyday ourselves included Hit us up (hipowertofly.com), hit them up, and read on below. Youre welcome.FEATURED COMPANY THAT CARES DOW JONES COMPANYHoly returnship, Batwoman Dow Jones Company has a tremendous benefit for the working moms amongst us a paid, 12-week program from women returning to work after 2+ years. This returnship bridges the gap for new skills they may have missed while off caring for the kids. And when those women are fully back on board Dow Jones Company offers on-site daycare for their employees, too.For more choice opportunities with companies that care, see below. And you can peruse even more open roles on our Jobs page.Amazon Sr. Manager, Product Management, Living Room Experience Amazon Video (Seattle, WA)Apple Accessories Channel Development Manager (Santa Clara, CA)Bloomberg L.P. Senior Software Engineer Real Time Market Data and News Feeds (New York, NY)Complex Networks IT / Technology hilfe Technician (New York, NY)DuckDuckGo Senior Frontend Engineer (Remote)Goldman, Sachs Co. Frontend Web Developer (New York, Illinois, Utah, Texas)Itavio Systems Developer (Remote)Karat Inc. Product Engineer (Seattle, WA)Lyft Senior iOS Engineer (Seattle, WA)Lyft Senior iOS Engineer (San Francisco, CA)Oscar Insurance Corp. Software Engineer, Data/Systems (Culver City, CA)Verizon Systems Architect (Ashburn, VA)Viacom Data Scientist (New York, NY)

On-the-Job Training for Effective Employee Development

On-the-Job Training for Effective Employee DevelopmentOn-the-Job Training for Effective Employee DevelopmentOn-the-job training, also known as OJT, is a hands-on method of teaching the skills, knowledge, and competencies needed for employees to perform a specific job within the workplace. Employees learn in the environment where they will need to practice the knowledge and skills obtained during training. On-the-job training uses the existing workplace tools, machines, documents, equipment, and knowledge to teach an employee how to effectively do his job. Training takes place within the employees normal job environment and may occur as she performs actual work. Or it may happen elsewhere within the workplace using dedicated training rooms, workstations, or equipment. The simple objective of OJT is to use the existing environment, tools, and skill training available in the workplace to train employees to do their jobs- on the job. Who Provides OJT? A coworker frequently conducts o n-the-job training if he can competently perform the job being taught. But interpersonal skills, company policies and requirements, leadership training, and more are also topics that human resources staff, managers, or coworkers can teach on the job or in the workplace. An external provider occasionally performs OJT in the case of specialized equipment or systems. For example, a vendor might train employees in a marketing system that theyre adopting as part of their work procedures. A vendor might also educate the members of an HR team on the capabilities of a human resources information system). The HR team then trains the rest of the employees to use the new system. This approach allows the trainers to reinforce their training as the employees apply the skills learned in training. Another frequent use of a vendor for OJT consists of onsite training for one or more employees, who are then expected to train all the other employees who perform a similar job. This is a common OJT mode l in activities that involve Hi-Lo driving, such as operating a forklift computer software adoption and the appropriate einzelschritt of any new equipment. While the goal of OJT is often to teach basic workplace skills, it instills aspects of the workplace culture and wertmiger zuwachs expectations in new employee as well. OJT is also the approach many organizations use to provide new employee onboarding information. OJT is provided internally by both managers and experienced coworkers. Training Managers to Train Definite advantages exist for the organization when you have developed the training capabilities of your managers. Teach managers to train, and you will increase the effectiveness of your internal training. Additionally, training, coaching, and mentoring become an expected and well-utilized aspect of managers jobs. Employees react favorably when managers provide training too. Not only do employees believe they will have the opportunity to use the training provided by ma nagers, but they react more positively to the expectations of a manager versus a trainer. When managers provide training, they are able to articulate what they believe is important and to reinforce these ideas with employees. Employees are impressed that the training topic is so important that a manager takes the time to do the training. Positive Experience With Manager-Led Training At General Motors in the late 1980s, senior-level managers trained every employee in a corporate wide change in operational and cultural strategy. The fact that senior managers provided the training made a huge impression on the employees attending the classes. They figured that the expenditure of this much time and talent on training employees meant that the strategy change was seriously supported. The senior leader used examples that illuminated both the strategy employed at the time and the expected new direction in a way that an external trainer could never have done. He was also successful at co mmunicating the reasons for the change in a way that promoted excitement and participation. His knowledge and understanding of company culture allowed him to connect the training to the actual operation that employees lived in every day. This was powerful reinforcement of the work culture GM wanted to create. Using managers to train employees is an effective on-the-job training strategy. Training Employees to Train Coworkers Your organization will benefit from developing the training capabilities of your employees. Train employees to train, and you will raise the quality of your internal training. Employees are familiar with the workings- both good and bad- of your organization. They are familiar withcompany goals, company culture or work environment, company strengths, and company weaknesses, and they know the other employees. This gives employees an advantage over a trainer who has to learn about the companys culture, strengths, and weaknesses, and at the saatkorn time, get to know the people. Examples of Coworker Training In one medium-sized manufacturing company, the security specialist and the team leader of the safety and environmental committee provide training to all staff in security, emergency evacuation procedures, and safety. They also train new employees during new employee orientation. In another company, long-termsales representatives train all new sales employees in customer relationship management or CRM computer programs, cold calling and prospecting, and how to take and process orders. In the same company, a shipping employee trains, tests, and licenses all Hi-Lo drivers. Originally trained by outside firms, internal employees now train other employees. Their safety standards and accident rate have improved as a result, and all drivers are now certified to drive Hi-Los. On-the-job training is normally the most effective approach to training employees. Many of these training options emphasize the role of coworkers and managers in trai ning fellow employees.

4 Times Acting Confused at Work Can Advance Your Career- The Muse

4 Times Acting Confused at Work Can Advance Your Career- The Muse4 Times Acting Confused at Work Can Advance Your Career- The MuseI know what youre thinking This sounds like a terrible idea. In a setting where your goal is to show how capable you are, why would you ever want to downplay your brilliance?Because it can help you navigate challenging situations- and actually preserve your shining reputation. If youre looking to push back against the status quo, build inroads with an angry client or co-worker, diplomatically disagree with someone, or stay out of office politics, playing dumb (OK, confused) is the way to go. Read on to learn how it works.1. If You See an Area for ImprovementIve written before on the power of Im new here. As a newbie, your first couple of weeks on the job are the perfect time to mention that something brand new- and (coincidentally, wink) inefficient- doesnt quite make sense to you. Your unfamiliarity is an in to discuss other ways youve seen similar tasks accomplished, as well as parts of the process that seem counterintuitive.While you cant play that card once youve been somewhere for months or years, you can always ask for mora information. In other words, if your anfhrer doesnt usually take too kindly to, Lets change this, skip that approach. Instead try, In our next meeting, could you walk me through the thinking behind a certain process? It would help me sell our product/work collaboratively/train someone new if I had a better understanding of the context/details.Youve tied learning more to doing your job better, so its likely your boss will oblige. Then, when you are discussing the particulars of how a certain process works, ask the occasional, Have we considered this innovation? Aleidher possible outcome Once your boss walks you through the details, maybe youll understand the why and no longer see the need to make improvements.2. If Youre Dealing With a Difficult PersonFeigning naivet is also a great way to approach difficult personalities. Lets say youre told that a certain colleague or stakeholder is known for being abrasive. You could go into your first meeting with this person planning to be especially patronizing (or confrontational), or you could pretend that you had never heard he was difficult. When a co-worker says, Oh, well you know George is the worst, you respond, Really? I hadnt heard that. Then you enter the meeting truly acting like youve never heard that before. Now, who do think is more likely to build inroads with George?This approach is good for other common workplace annoyances. With the co-worker who takes credit for your work, you can try, I had no idea we were on the exact same page about X. Great minds think alike With the manager who always assigns you projects on Friday at 4 PM, you can try, I looked back through my project list and couldnt find this anywhere. Did I miss something during our check-in?These responses allow you to address the situation without being confrontationa l. Ironically, the subtext of these lines is, I know exactly whats going on here, and that can make the difference in how these people treat you in the future.3. If You DisagreePicture this A teammate- or worse, your boss- suggests the worst idea youve ever heard. Thats a terrible idea isnt going to win you any congeniality awards, and it will probably make the other person defensive. If there are red flags jumping out at you, odds are they may be in your colleagues blind spot (or, the overwhelming benefits arent yet clear to you). So, before you launch into a counter-attack, ask for clarification. Try Im not quite sure I understand what youre saying. Could you explain it differently? Asking someone to explain her point in a new way should bring additional information to light. Of course, shell be more likely to walk through her thinking if you choose the non-confrontational, Im not sure I get it over the arrogant Im not sure I understand how this would work, given these five things Ive already considered as well as their possible repercussions. 4. If Youre Trying to Avoid Office PoliticsRepeat after me I mustve missed that. Now, imagine a co-worker stops by your cubicle to ask your opinion on nasty words exchanged in a meeting, someone being passed over for a project, or some other salacious news. Maybe youre the sort of person who can craft a diplomatic response on the spot (in which case, jupe on). But for the rest of us, the best bet is often not to get involved. And if you go with no comment or Id rather not that discuss that, you may be seen as stiff or judgmental. With, I must have missed that, you manage to remove yourself without taking sides.Some people think the office is the place to be all power, all brilliance, all the time. And while you should strive to make a powerful and brilliant impression, an occasional question or clarification wont discount your abilities- but it may help you squeeze through a tricky situation with your reputation intact .Photo of confused woman courtesy of Shutterstock.

How to Get Past the Glass Ceiling For Women

How to Get Past the Glass Ceiling For WomenHow to Get Past the Glass Ceiling For WomenWomen in the Workplace How to Get Past the Glass CeilingShatter that glass ceiling and thrive in the workplace.A young woman by the name of Mary lived in Boston in the early 70s. She was proud of herbei professional role working in a local banks fraud detection department. She enjoyed the camaraderie of professional life and her financial independence right up to the point when she turned 27 years old and got married. Her husband and her mother both insisted that she must leave her job at the bank to focus on being a homemaker, so she resigned, never to return to the workforce again. If you ask her about that decision today, she will recall her working girl days wistfully, yet insist there was no way she would have been able to combine her professional life with being a wife and a mother.A lot has changed since those days. Women have benefitted from decades of legislative changes, training, and soc ial support. Theyve taken up professional roles in businesses and nonprofits across the country, and no one questions the possibility of hiring or working alongside a dedicated woman. However, there is still work to be done for women in the workplace.According to Catalyst.org, women make up just under half of the U.S. workforce (46.8%), yet less than 20 percent of SP 500 Board seats are held by women. The same research shows that women hold only 4 percent of CEO positions in SP 500 companies. To be sure, there are special women-only professional conferences, mentoring programs, and dozens of books with titles like A Womans Workplace Survival Guide that are meant to bridge the gap.As a professional woman, my take on this issue is twofold. First, there is clearly room for more women in leadership positions in companies of all sizes. Second, arent we ready to move on from the survival take of the early research into the subject? Shouldnt women in senior management positions bedrngnis o nly have a way of making it to the promotion, but also thriving there?I believe that the path to leadership can be a fulfilling and deeply satisfying experience for both men and women. Leading is a fantastic way to grow beyond what you think is possible or easy. Here are five ideas to get you started on getting past the glass ceiling in the workplace1. Nurture your networkNetworking is important for professionals of both genders, and particularly vital for aspiring women-leaders. Find your cheerleaders and be sure notlage to limit your support crowd to women in the workplace only. Nurture connections with individuals who will be your advocates when you are not in the room. Many companies offer the benefit of connecting professionals with experienced mentors, and thats a great start. However, you need not stop at one formal mentoring relationship2. Invest in yourselfTo grow in a professional career and move past the glass ceiling in the workplace, you need to work on your own skills, abilities, and confidence. No matter how good you are at your current set of responsibilities, a promotion will likely require you to master the tasks you have not done before.Some of the best advice I have ever received as a professional is to act a level up pushing your performance to the next level before you are promoted. There are several ways to accomplish that. You might begin by actively seeking out opportunities to get more education, experience, and training that will support your next steps as you grow professionally. You may also use coaching and mentoring as a tool to identify your blind spots and work on overcoming them.Remember that not all qualifications and characteristics judged by the promotion decision-makers are technical in nature. Women can sometimes sabotage their own paths to senior management roles with small and seemingly minor things, like using a question-like tone when making recommendations or requests (which can make them appear uncertain). Work on all things, big and small, technical and soft.RelatedThe Best Books for Professional Development and Success3. Stay visibleBritish Prime Minister Margaret Thatcher once said You cant lead from the crowd. I love that quote because it highlights the confusion that women can sometimes have about being in the spotlight. Visibility does not require you to be boastful, overly aggressive, or hog all the credit. It does mean stepping out of your comfort zone to lead a project, present a report to the board of directors, pitch a proposal to a client, or join a committee. You may also consider joining a professional association or writing for professional blogs and journals to create a personal brand as a subject-matter expert.4. Own your personal brandSpeaking of branding, most professionals arent aware that they even have a personal brand let alone take the step of actively managing and shaping it. In bestellung to progress past the glass ceiling in the workplace and into senior management positions, you must be intentional about who you are, what you do, and who you do it for. Establish subject-matter expertise and become known as a great resource, problem-solver, or relationship builder. 5. Manage your expectationsNo, this does not mean that you have to set the bar low. Realistic expectations simply require you to step into the process with eyes wide open and clarity about the effort and the time your goal will take. The best way to establish realistic expectations is to talk to people who have done this before, so dont take your advice from Siri alone. Ask your mentors and supporters about the biggest challenges on their way and what advice they wish they had received when they were in your shoes. These conversations will help ensure that you dont get disappointed and give up halfway through, all the while blaming it on the barriers you face as a woman.In the same breath, be sure to ask for what you want. People cant read your mind You will not get the desired spo t on a ground-breaking project just because you show up early and leave late you must ask for it.6. Thrive as a woman leaderAlthough gender discrimination is becoming less commonplace, it pays to know your rights as a woman in the workplace. Remember that you will continue to get whatever you are willing to tolerate, so set your boundaries and elevate kontinuierlich issues without waiting for them to work themselves out. To carve your road to success, you must be your own most diligent and steadfast advocate.Study those who have succeeded before you, keeping in mind that your path will look different. I have found that books like Getting There by Gillian Zoe Segal can be a fantastic supplement to the real-life mentoring you receive on the job. Finally, work on the limitations you hold in your own mind. In the words of Amy Cuddy, a researcher and author at Harvard Business School, The way you tell your story to yourself matters. When you encounter an obstacle, be mindful of how you explain it in your mind. If you have a tendency to take a setback as a sign of personal and persistent failure, work on reframing it.In the end, getting that promotion is a product of many factors your own hard work and strong mental game, good alignment of project results and feedback from other professionals, and the needs of your company. Lean on your network, keep your eye on what matters most, and remember that you are capable of great things. Your results will show itClick on the following link for more advice on getting ahead.Ready to smash the glass ceiling and take on higher roles? Prepare your resume with a free resume review.Recommended Reading8 Negotiation Tips for WomenWhy Women Need to Start Supporting Other Women at WorkTop 10 Professions Dominated by Women

Navy Information System Technician (IT)

Navy Information System Technician (IT)Navy Information System Technician (IT)The Information Systems Technician of the 21st century operates and maintains the Navys global satellite telecommunications systems, mainframe computers, local and wide area networks, and micro-computer systems used in the fleet. Administrative support is also provided with the einzelschritt of automated equipment that keeps records of personnel training, disbursement, health, assignments and promotions within the Navy. They ensure the all-important communications link between units at sea and stations ashore. The duties performed by ITs include designing, installing, operating and maintaining state-of-the-art information systems technology including local and wide area networks, mainframe, mini and microcomputer systems and associated peripheral deviceswriting programs to handle the collection, manipulation, and distribution of data for a wide variety of applications and requirementsperforming the function s of a computer system analystoperating and coordinating telecommunications systems including automated networks and the full spectrum of data links and circuits transmitting, receiving, operating, monitoring, controlling and processing all forms of telecommunications through various transmission media including global networksapplying diagnostic, corrective and recovery techniques to all facets of the integrated information systemsmaintaining all necessary logs, files, and publications at the communications centerproviding telecommunications and computer-related training and assistance to a wide variety of personnel. Working Environment Information Systems Technicians usually work in a clean, air-conditioned electronic equipment space or computer room, and frequently perform their work as part of a team, but may work on individual projects. Their work is mostly mental analysis and problem-solving. USN ITs are stationed primarily aboard USN deploying ships, Full-Time Support (FT S) ITs are stationed aboard Naval Reserve Force (NRF) ships that deploy or conduct local operations. A-School (Job School) Information Great Lakes, IL 96 calendar days After A school, USN Information Systems Technicians are assigned to all types of ships and shore stations, and to communication stations in the United States and overseas. FTS Information Systems Technicians are assigned to NRF ships in CONUS. Upon completion of sea tours, FTS ITs will be assigned to reserve centers across the country including the heartland. While assigned to reserve centers FTS ITs will train and administer Selected Reserve Personnel. ASVAB Score Requirement AR 2MK GS 222 OR AR MK EI GS 222Security Clearance Requirement Secret Clearance, with Background Investigation (BI) required. Other Requirements Must have normal color perceptionMust have normal hearing (see below)Must have no speech impedimentBI requiredMust be a U.S. Citizen Normal hearing required. Frequencies 3000hz 4000hz 50 00hz 6000hz Average hearing threshold level in these four frequencies must be less than 30db, with no level greater than 45db in any one frequency. If hearing level exceeds these limits, the applicant is enlistment ineligible for the rating. Sub-Specialties Available for This Rating Navy Enlisted Classification Codes for ITCurrent Manning Levels for This Rating CREO Listing Advancement ( promotion) opportunity and career progression are directly linked to a ratings manning level (i.e., personnel in undermanned ratings have greater promotion opportunity than those in overmanned ratings). Sea/Shore Rotation for This Rating First Sea Tour 48 monthsFirst Shore Tour 36 monthsSecond Sea Tour 48 monthsSecond Shore Tour 36 monthsThird Sea Tour 36 monthsThird Shore Tour 36 monthsFourth Sea Tour 36 monthsForth Shore Tour 36 months Sea tours and shore tours for sailors that have completed four sea tours will be 36 months at sea followed by 36 months ashore until retirement. Some overseas assignments count as sea tours.

11 Companies With Offices on the Beach

11 Companies With Offices on the Beach11 Companies With Offices on the Beach We all want an office with a view. But what if that view could be of the beach? For many employees, thats an everyday reality out of their windows - or, at least, where they can walk on their lunch break. And if you want that to be your reality, were here to help make that happen weve rounded up 11 companies with offices on (or really near) the beach.What Employees Say Amazing people Everyone is so nice Everyone has a voice. Constantly working on cool stuff. Everyones ideas are valid and listened to. Everyone is well-taken care of. - Current DesignerWhat Employees Say The place to be for learning about embedded systems, fast paced, with a challenging work environment. - Current EmployeeWhat Employees Say Great work-life balance. Great medical benefits. Fair vacation and sick leave benefits. Good employee discount program. Company focused on becoming better and long lasting. - Curre nt EmployeeWhat Employees Say Groupon has global, quarterly all hands meetings for all employees to join, as well as open Q&A sessions following the all hands. Ive never seen this before at a previous employer, and its really cool to have this kind of visibility to the senior leadership team, hear about how our work impacts the business, and check in on where we stand with company goals. This transparency is really important - Current EmployeeWhat Employees Say Great management team that provides guidance, growth, development, and genuine concern for its employees. - Current EmployeeWhat Employees Say There is a wide range of things to learn, beautiful countries across the globe to see and a diverse set of other people from different nations to know. - Current ChefWhat Employees Say The culture is tough to beat. Most everyone is friendly and works well together. A great environment to start in the industry. - Current UI EngineerWhat Employees Say Growth, opportunity, foc us on our people. Its the first time Im at a company that I hope I am at when I am 50.it feels great. - Current sale EmployeeWhat Employees Say ProsGreat coworkers.New CEO is awesome and has a great vision for the company.Great benefits and fair pay. Employees treated with respect. - Current Senior IT ManagerWhat Employees Say Three years later and I still feel so lucky to work here My HR leadership team supports me and constantly pushes me to grow. My goals and the goals of my teammates are clear, and we are encouraged to help each other and teach each other along the way. My opportunities feel endless here, there is always something new and exciting to work on around the corner. The benefits are extremely generous. - Current EmployeeWhat Employees Say I often wonder how lucky I am to have stumbled across a company like PatientPop. As someone who really cares about the company that I work for and how I spend the hours in my day, working at PatientPop has truly been like a dream come true (as cheesy as it sounds). - Current Sales Development Representative

Choosing Coach Resume

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