Top 10 Work Values Employers Look For

Top 10 Work Values Employers Look ForTop 10 Work Values Employers Look ForIf you are interested in turning your internship into ajob offer, its important to know exactly what employers look for when hiring new full-time employees. In addition to relevant skills, employers seek employees who have partal values, characteristics and personality traits that spell success. Good personal values are what makes the foundation for a good employee. Internships are an excellent time to show employers that you have the personal traitsthey value in their employees. Do not make the mistake of missing an opportunity to show your supervisors at your internship that you have what it takes to be successful on the job, as well as possessing the personal characteristics they value. An internship is an opportunity to learn the skills and behaviors along with the work values that are required to be successful in the workplace. A Strong Work Ethic Employers value employees who understand and possess a willingness to work hard. In addition to working hard, it is also important to work smart. It means learning the most efficient way to complete tasks and finding ways to save time while completing daily assignments. Its also important to care about your job and complete all projects while maintaining a positive attitude. Doing mora than is expected on the job is a good way to show management that you utilize good time management skills and dont waste valuable company time attending to personal issues not related to the job. Downsizing in todays job market is quite common, so its important to recognize the personal values and attributes employers want to improve your chances of job security should a layoff occur. Dependability and Responsibility Employers value employees who come to work on time are there when they are supposed to be and are responsible for their actions and behavior. Its important to keep supervisors abreast of changes in your schedule or if you are going to be late for any reason. It also means keeping your supervisor informed on where you are on all projects you have been assigned. Being dependable and responsible as an employee shows your employer that you value your job and that you are responsible for keeping up with projects and keeping them informed of the things that they should know about. Possessing a Positive Attitude Employers seek employees who take the initiative and have the motivation to get the job done in a reasonable period of time. A positive attitude gets the work done and motivates others to do the same without dwelling on the challenges that inevitably come up in any job. It is the enthusiastic employee who creates an environment of good will and who provides a positive role model for others. A positive attitude is something that is most valued by supervisors and co-workers, and that also makes the job more pleasant and fun to go to each day. Adaptability Employers seek employees who are adaptable and maintai n flexibility in completing tasks in an ever-changing workplace. Being open to change and improvements provides an opportunity to complete work assignments more efficiently while offering additional benefits to the corporation, the customer, and even the employee. While oftentimes employees complain that changes in the workplace dont make sense or makes their work harder, oftentimes these complaints are due to a lack of flexibility. Adaptability also means adapting to the personality and work habits of co-workers and supervisors. Each person possesses their own set of strengths and adapting personal behaviors to accommodate others is part of what it takes to work effectively as a team. By viewing change as an opportunity to complete work assignments in a more efficient manner, adapting to change can be a positive experience. New strategies, ideas, priorities, and work habits can foster a belief among workers that management and staff are both committed to making the workplace a bett er place to work. Honesty and Integrity Employers value employees who maintain a sense of honesty and integrity above all else. Good relationships are built on trust. When working for an employer, they want to know that they can trust what you say and what you do. Successful businesses work to gain the trust of customers and maintain the attitude that the customer is always right. It is the responsibility of each person to use their own individual sense of moral and ethical behavior when working with and serving others within the scope of their job. Self-Motivated Employers look for employees who require little supervision and direction to get the work done in a timely and professional manner. Supervisors who hire self-motivated employees do themselves an immense favor. Self-motivated employees require very little direction from their supervisors. Once a self-motivated employee understands his/her responsibility on the job, they will do it without any prodding from others. E mployers can do their part by offering a safe, supportive, work environment that offers employees an opportunity to learn and grow. Working in a supportive work environment and taking the initiative to be self-directive will provide employees with a better sense of accomplishment and increased self-esteem. Motivated to Grow and Learn In an ever-changing workplace, employers seek employees who are interested in keeping up with new developments and knowledge in the field. It has been noted that one of the top reasons employees leave their employers is the lack of opportunity for career development within the organization. Learning new skills, techniques, methods, and/or theories through professional development helps keep the organization at the top of its field and makes the employees job more interesting and exciting. Keeping up with current changes in the field is vital for success and increased job security. Strong Self-Confidence Self-confidence has been recognized as the key ingredient between someone who is successful and someone who is not. A self-?confident person is someone who inspires others. A self-confident person is not afraid to ask questions on topics where they feel they need more knowledge. They feel little need to have to impress others with what they know since they feel comfortable with themselves and dont feel they need to know everything. The self-confident person does what he/she feels is right and is willing to take risks. Self- confident people can also admit their mistakes. They recognize their strengths as well as their weaknesses and are willing to work on the latter. Self-confident people have faith in themselves and their abilities which is manifested in their positive attitude and outlook on life. Professionalism Employers value employees who exhibit professional behavior at all times. Professional behavior includes learning every aspect of a job and doing it to the best of ones ability. Professionals look, speak, and dress accordingly to maintain an image of someone who takes pride in their behavior and appearance. Professionals complete projects as soon as possible and avoid letting uncompleted projects pile up. Professionals complete high-quality work and are detail oriented. Professional behavior includes all of the behavior above in addition to providing a positive role model for others. Professionals are enthusiastic about their work and optimistic about the organization and its future. To become a professional you must feel like a professional,and following these tips is a great start to getting to where you want to go. Loyalty Employers value employees they can trust and who exhibit their loyalty to the company. Loyalty in the workforce has taken on a new meaning. Gone are the days when employees plan on starting out and retiring with the same company. It is said that most people will hold between 8 12 jobs throughout their career. What does this mean in terms of loyalty in todays w orkforce? Companies offering employee growth and opportunity will ultimately gain a sense of loyalty from their employees. Employees today want to feel a sense of satisfaction in their jobs and will do a good job when they feel that the employer is fair and wants to see them succeed. Although this may mean only staying for five or ten years in a position, employees can offer loyalty and make an important contribution during their time with the company. More companies today encourage employee feedback and offer employees an opportunity to lead in their area of expertise. It gives employees a greater sense of satisfaction and a sense of control over their job. Empowerment encourages employees to do their best work since companies are displaying a trust and expectation that they believe in their employees to do a good job. Offering jobs that encourage learning and thedevelopment of new skillsalso gives employees a sense ofempowermentin the workplace. Aligning an employees values with t he goals of the organization will foster loyalty and a schuldverschreibung between employer and employee. Fostering good relationships within an organization and offering constructive ways to handle conflict provides a win-win situation for both employer and employee. Creating an organization that values loyalty within the organization can also work to its benefit by using the same techniques and strategies to establish loyalty with customers. And loyalty from customers ultimately makes for a successful business.

How to Work Hard Without Burning Out at Your Job - The Muse

How to Work Hard Without Burning Out at Your Job - The MuseHow to Work Hard Without Burning Out at Your Job Youve got the best gig ever and youre going full-force. You love the feeling of getting things done and being hailed as one of the up-and-comers in your organization- and you want to go all the way to the top.As a high-performing high-achiever, you may think you can muscle your way to success by doing more, working more, and being, well, more valuable than anyone else on the team. But theres a dark side to that. As a high achiever, youre predisposed to being a victim of burnout. When youre incredibly passionate about what you do, you can easily forget that long hours, nonstop work, and saying yes to extra assignments may boost your career in the short term. But in the long run, it can send you into a flameout spiral. You may elend even see that burnout coming it creeps up on you insidiously as you drive yourself to physical and emotional exhaustion. The best way to avoid it- wi thout sacrificing your commitment to success? Take a few proactive measures while your star is rising, and when you get to the top, youll have a great set of career best practices that will take you wherever you want to go. Keep Your Priorities Crystal ClearMy client, Jason, welches top talent- there was no question about that. He was an emerging account manager in the finance industry. He was putting in tons of hours, and his clients gave him rave reviews. At times, though, he wasnt sure which issue should get his attention or why. He didnt have clearly defined goals and wasnt sure at all how his performance would be measured. Without a sense of direction in his job, he was headed straight toward burnout.Unclear goals are one of the most powerful drivers of burnout. Without clear goals, you cant set priorities, and without priorities, you cant perform your job to the best of your ability. Instead, youll spread your energy over numerous, time-consuming tasks. Youll lack a sense of a ccomplishment and satisfaction, which will inevitably lead you to exhaustion. As your star is rising, get clear on the deliverables and outcomes youre responsible for and how youll be measured. Then, stay laser focused on those priorities each and every day. A simple way to do that? Serial entrepreneur Grant Cardone writes down his goals first thing every day- which helps him stay focused on them.Get FitWhen Lena Dunhams character recently began running in the latest season of Girls, she noted the side benefits of the exercise. It aint about the ass, she said. Its about the brain. And oh man, did she get that right. Studies continue to extol fitness as an amplifier for career success. Exercise gives you more stamina and brainpower, helps you deal more effectively with stress, and promotes a positive self-image- all of which help fuel your career goals while keeping you far from burnout. Know Your MotivationBusiness icon and Harvard professor Clayton Christensen defines motivation as an engine inside of you that drives you to keep working in order to feel successful and to help the organization be successful. It causes you to keep at it through thick and thin. When you think about the meaning and satisfaction you get from your work, focus on learning, growing, and being part of a great team. Those are the attributes of your work that will feed you with a sense of reward. Focusing too heavily on extrinsic motivation- such as a paycheck, raises, or promotions- as your only sense of reward will burn you out.Create Your Trademark RoutinesYou know how fruchtfleisch Zuckerberg wears a gray t-shirt every day? He does it so he doesnt have to spend energy on clothing decisions and can instead spend it on more important matters. His routine of wearing a work uniform makes him more efficient and productive.Michael Phelps, owner of 22 Olympic medals in swimming, starts each morning with sets of stretching, warm-up swims, and drills that keep him physically sharp. Routines are a series of habits, which mitigate all the minor decision-making (and sometimes waffling) that drains your energy. How many times have you had that argument with yourself about whether to go work out on a cold winter morning? With a routine, you just know youre going to go. Its a commitment you make and follow up on. OK, so you dont need to wear the same clothes every day. But lets say one of your career excellence routines is to do your three hardest tasks first thing in the morning. And you do that every single day. Rain or shine. No argument. Youll be on your way to success, without wasting any energy and risking career fatigue.Make Smart Decisions About Your TimeWeve all been there Its 1030 PM and youre scrolling through the inbox. You read one message about an issue, your mind starts racing, and within minutes, youre in full-blown work mode. Its easy to be always on in our uber-connected world. But that doesnt mean returning emails, texts, or Snapchats at all hours of the d ay and night is a good way to spend your time. When you work at all hours, youll feel like you never stop working.Chances are a lot of that work is not high value. And if you dont feel like youre doing high-value work, youll burn out for sure. Its cool to check your devices out of the office, but be intentional about it. For example, tell yourself youll check email at 830 PM, and then only respond to the most important messages and log off by 9 PM. Then you wont be tempted to keep dipping into email until all hours of the night. Remember, not all work is important work. Its easy to get lost in a job you love. But even when you love your work, too much of a good thing is, well, too much. Start now to stay laser focused on your goals, your health, and the decisions you make about how you spend your time. Your career, your boss, and your own body will thank you.Photo of candle courtesy of Shutterstock.

Children of divorce are less likely to receive higher education

Children of divorce are less likely to receive higher education Children of divorce are less likely to receive higher education Understanding The Mechanisms Of Parental Divorce Effects On Child’s Higher Education  is a new paper hailing from The National Bureau of Economic Research, conducted by teams from the National Chinan University and the National Taiwan University. Authors, Yen-Chien  Chen, Elliot Fan, and Jin-Tan Liu analyzed 1 million siblings to understand how divorce affects educational achievement.Their review found children whose parents divorced when they were between the ages of 13 and 18, exhibited a 10% less likelihood of university admission at 18. In order to determine if this figure was informed in any way by economic factors, the researchers observed the very same age range in instances of job-loss, finding it had very little effect of educational attainment. Follow Ladders on Flipboard! Follow Ladders’ magazines on Flipboard covering Happiness, Productivity, Job Satisfaction, Neuroscience, and more! The study’s abstract more neatly summarizes with the following: “These results imply a minor role played by reduced income in driving the parental divorce effect on the child’s higher education outcome. Non-economic mechanisms, such as psychological and mental shocks, are more likely to dominate.” Not only did job loss prove to be an unreliable measure of the likelihood  of a child getting into a university the researchers found no notable correlation between job loss and the dissolution of family dynamics. Family dissolution and education attainmentGirls and boys were found to be equally vulnerable to this divorce predictor, with younger teens being the most susceptible. In fact, the younger the child was when the divorce occurred the less likely they were to receive higher education.  Younger children are more likely to feel  disbelief after a divorce and to describe their disposition as anxious, whereas teenagers were more likely to say they felt angered.An independent study published in The Proceedings of National Academy of Sciences,  also published this year, noted a similarly adverse divorce-educational attainment relationship documented more recently by the Taiwanese researchers. Much of the data overlapped, except the former additionally observed divorce to be more traumatic for kids from well to do families, wherein divorce stats are comparatively low. The researchers reported in the study, “Parental divorce may trigger an acute sense of deprivation among these relatively a dvantaged children, whose peers tend to be likewise advantaged and for whom family instability is uncommon and comes as a shock.”These children expressed the most difficulty with their schooling. To put it more directly, children that were apart of families with a  low likelihood of divorce seem to have the highest rates of educational attainment, though they were also those most impacted when the divorce occurred.You might also enjoy… New neuroscience reveals 4 rituals that will make you happy Strangers know your social class in the first seven words you say, study finds 10 lessons from Benjamin Franklin’s daily schedule that will double your productivity The worst mistakes you can make in an interview, according to 12 CEOs 10 habits of mentally strong people

Customize this Outstanding Restaurant Management Resume Template

Customize this Outstanding Restaurant Management Resume Template Customize this Outstanding Restaurant Management Resume Template Crafting an excellent resume is the perfect way to demonstrate your unique skill set for the restaurant industry. Restaurants are always in need of skilled managers, and a resume provides an invaluable opportunity to display your qualifications to a potential employer.List previous restaurant work history in the experience section to distinguish yourself from other job seekers. Strong leadership skills and experience working in a team environment are valuable traits to put on your resume. Also, most management positions require a high school education, but you can list any additional courses related to leadership training in the education section.Take a look at the restaurant management resume template below to find more ways to create an effective resume. Create ResumeRenee Ellington100 Main Street, Cityplace, CA, 91019Home: (555) 322-7337Cell: (555) 322-7337example-email@example.comSummaryI will have my associates degree in December of 2013, with a few business classes. I have work ed for Subway over two years. I am the assistant manager at Subway in Moscow Mills. I was also the acting manager for two months while the full time manager was out of the country. I have done all the requirements through corporate Subway to be a manager. I also do all daily requirements of the job and any left over manager tasks like inventory, deliveries, and scheduling.HighlightsStrong leaderSupervisory skillsHiring and trainingAdaptableStable work historyOperations managementAccomplishmentsWhile I was acting manager both cooperate inspections were very good.In less then a years time I was promoted twice.ExperienceSubway October 2012 to Current Assistant ManagerMoscow Mills, MissouriI am the supervisor over the night shift specifically. I do all the main tasks for the night including cash in, cash out, daily inventory count, prep, and also customer service. I take over all other responsibilities when the manager is out of town. I do the weekly inventory count, do change order th rough the bank, unload truck, inter in deliveries, and making the schedule.EducationSaint Charles Community College 2013 Associate of Science Cottleville, MO, United StatesCoursework in Business, Restaurant and Hotel ManagementCustomize ResumeMore Food and Beverage Resume TemplatesExperienced Restaurant Management Resume TemplatesEntry Level Restaurant Management Resume Templates

Where The Federal Jobs Are - Department of Agriculture

Where The Federal Jobs Are - Department of Agriculture Where The Federal Jobs Are - Department of Agriculture Where The Federal Jobs Are Department of Agriculture “WHERE THE FEDERAL JOBS ARE” FEDERAL AGENCY SERIES PART 6: WHAT YOU SHOULD KNOW ABOUT The DEPARTMENT OF AGRICULTURE (USDA) Website: usda.gov/wps/portal/usda/usdahome Secretary: Tom Vilsack (2009 â€" present) Headquarters: USDA Headquarters are located in Washington, D.C. The Department also has more than 4,500 locations across the country and abroad. Mission: To facilitate the marketing of livestock, poultry, meat, cereals, oilseeds, and related agricultural products, and promote fair and competitive trading practices for the overall benefit of consumers and American agriculture. The USDA has also adopted “mission areas” relating to a number of its component agencies. Strategic Goals: USDA adopted 5 Strategic Goals articulating its priorities for Fiscal Year 2014-2018: Assist rural communities to create prosperity so they are self-sustaining, re-populating, and economically thriving Ensure our national forests and private working lands are conserved, restored, and made more resilient to climate change, while enhancing our water resources Help America promote agricultural production and biotechnology exports as America works to increase food security Ensure that all of America’s children have access to safe, nutritious, and balanced meals Create a USDA for the 21st century that is high performing, efficient, and adaptable Number of Civilian Employees: Close to 100,000 employees. USDA Organization Structure: Comprised of 17 Agencies and a number of policy and administrative Offices. USDA Agencies: Agricultural Marketing Service. Administers programs marketing U.S. agricultural products, including food, fiber, and specialty crops. Identifies and promotes development of marketing opportunities;  conducts and supports research and information on farmer direct marketing activities. Approximately 4,000 employees including agricultural commodity graders and marketing specialists. TIP 1: The Agricultural Marketing Service recruits employees for AGRICULTURAL COMMODITY GRADER positions (GS05/09) across the country. These are often entry-level positions filled through either open, continuous Announcements or via the RECENT GRADUATES PROGRAM as 1-year appointments. Access these positions through the USAJOBS.GOV website. Agricultural Research Service. USDA’s principal in-house scientific research agency. Administers 17 National Programs conducting over 750 research projects in animal and crop production and protection, human nutrition, food safety, bioenergy, and the environment. Has 90+ research locations, including overseas laboratories. Approximately 8,000 employees (including 2,000 scientists and post docs) in D.C., across the country in area and state offices, and at 3 biological control laboratories. The Service has opportunities for scientists, postdoctoral research associates, budget specialists, IT specialists, program analysts, international affairs specialists, and other professional, trade, and support occupations. TIP 2: Recent recipients of PhDs may find the Agricultural Research Service’s POSTDOCTORAL RESEARCH ASSOCIATE PROGRAM to be an interesting opportunity. The program provides for short-term, non-career appointments; for further information see ars.usda.gov/careers/postdoctoralresearch.html Animal and Plant Health Inspection Service. Protects U.S. agricultural health, manages wildlife damage, regulates genetically engineered organisms, and administers the Animal Welfare Act. Develops and advances science-based standards with trading partners. Approximately 5,500 employees including biologists, veterinarians, plant health specialists, agriculturalists, and financial/contract/IT specialists. Center for Nutrition Policy and Promotion. Develops and promotes guidance linking scientific research to consumer nutritional needs. Sets priorities for nutrition research. Establishes federal nutrition policy through Dietary Guidelines. Located in Alexandria, Virginia, its staff includes nutritionists, nutrition scientists, dieticians, economists, and policy experts. Economic Research Service. Principal social science research agency. Serves as a primary source of economic information, research, and policy on agricultural issues. Conducts research; analyzes food and commodity markets; produces policy studies; and develops economic and statistical indicators. Approximately 300 employees, many specializing in agricultural economics, economics research, and social science analysis. TIP 3: The Economic Research Service was ranked #40 among 320 Agency subcomponents (the highest ranking of any Department of Agriculture agencies).in the Partnership of Public Service’s Best Places to Work in the Federal Government, 2015. TIP 4: The Service has a Postdoctoral Program in Washington, D.C. providing temporary, 2-year appointments for economists and social scientists. For more information, see ers.usda.gov/about-ers/careers-at-ers/employment-opportunities/ers-postdoctoral-program.aspx. Farm Service Agency. Administers farm commodity programs; farm ownership, operating, and emergency loans; conservation and environmental programs; emergency and disaster assistance; and domestic and international food assistance. Its programs are delivered through an extensive network of field offices in over 50 State Offices and 2,200 USDA County Service Centers. Approximately 4,000 employees in positions including loan specialists, and county operations technicians. Food and Nutrition Service. Administers the USDA nutrition assistance programs (Including Women, Infants, and Children [WIC], Supplemental Nutrition Assistance Program, and school meals) that provide children and low-income people access to food, a healthful diet, and nutrition education. Approximately 1,400 employees including nutritionists and program specialists, program and management analysts, financial managers, and IT specialists. Food Safety and Inspection Service. Public health agency ensuring that the Nations commercial supply of meat, poultry, and egg products is safe, wholesome, and accurately labeled. More than 9,500 employees work in D.C., numerous field offices and laboratories. The Service coordinates inspection and enforcement activities in over 6,000 federally inspected establishments across the Nation. Staff include food inspectors, consumer safety inspectors, veterinary medical officers, scientists, data analysts, policy writers, contract specialists, financial analysts, IT specialists, investigators, food safety health educators, and risk managers.   TIP 5: The Food Safety and Inspection Service posts ‘continuous job announcements’ (typically open for 1 year) for intermittent Entry level (GS 05/07) Food Inspectors at hundreds of locations throughout the country. Intermittent positions are “excepted service” appointments and may be limited in hours and shifts. There are also full-time permanent openings across the country, under continuous job announcements, for GS 11/12 Public Health Veterinarians. Foreign Agricultural Service. Improves foreign market access for U.S. products and administers market development and export financing programs. Helps U.S. exporters develop and maintain markets overseas for U.S. food and agricultural products. Assists developing countries improve their agricultural systems and build their trade capacity. Its programs include trade policy, export assistance, data and analysis, and food security. Approximately 600 employees including economists, trade and data analysts, program managers, and engineers/architects. In addition to its D.C. office, the Service has a global network of 93 offices covering 171 countries staffed by agricultural attachés and locally hired agricultural experts.   TIP 6: The Foreign Agricultural Service has international development positions in Washington, D.C. at USDA headquarters as well as positions detailed to U.S. Agency for International Development (USAID) headquarters. Occasionally, positions are available overseas. These are a mixture of career positions  and  â€œSchedule B” appointments (non-career, excepted service, for a limited term up to 5 years, often with the possibility of 1 or more renewals). Forest Service. The largest forestry research operation in the world â€" managing 193 million acres of public lands in 155 national forests and 20 grasslands. The Forest Service has more than 30,000 employees engaged in hundreds of occupational series including biological science, forestry, forestry research, and natural resources. Also employs a team of wildland firefighters. TIP 7: The Forest Service (as well as the Department of Interior’s Bureau of Land Management, National Park Service, and U.S. Fish and Wildlife Service) employs many wildland firefighters. See fs.fed.us/wildlandfire/. Grain Inspection, Packers and Stockyards Administration. Facilitates the marketing of livestock, poultry, meat, cereals, oilseeds, and related agricultural products. Promotes fair and competitive trading practices for the overall benefit of consumers and American agriculture. National Agriculture Library. One of the world’s largest agricultural research libraries and 1 of 4 national libraries in the U.S. Located in Beltsville, Maryland, the Library employs approximately 200 staff in library services, information systems, and data engineering and management positions. National Agricultural Statistics Service. Federal agricultural statistical agency providing objective, accurate, and timely statistical information and services. Conducts hundreds of surveys every year and prepares reports on broad range of U.S. agricultural issues. Every 5 years, the Service conducts the Census of Agriculture, the only source of uniform, comprehensive agricultural data for every county in the U.S. In addition to D.C., the Service has 12 regional offices and 46 state field offices across the country. It also provides technical assistance and training to international agricultural projects and conducts surveys for other agencies and organizations. Careers include: mathematical statisticians, agricultural statisticians, survey statisticians, and IT specialists. TIP 8: RESEARCH FELLOW AND ASSOCIATE PROGRAM. The American Statistical Association in cooperation with the National Agricultural Statistics Service (NASS) conducts a Research Fellow and Associate Program providing research opportunities in statistical theory for Ph.D. applicants. Selected Fellows and Associates typically work for an academic year and receive stipends. They conduct research in residence in Fairfax, Virginia. For more information, go to: nass.usda.gov/Research_and_Science/asa-nass.php. National Institute of Food and Agriculture. Supports research, education, and extension programs in the Land-Grand University System by helping to fund the System at the state and local level and providing program leadership. Collaborates with over 100 partner organizations such as Historically Black Colleges and Universities, Hispanic-serving institutions, and Tribal colleges. Approximately 350 employees. Natural Resources Conservation Service. Provides leadership in partnership efforts to help people improve natural resources and environment on private lands through scientifically based, locally led voluntary conservation efforts. 90% of its approximately 11,500 employees work in the 2,900 offices outside of Washington, D.C. The Service includes State Offices, Service Centers, and National Centers. Positions include conservationists, agronomists, natural resources specialists, scientists and engineers, and program analysts. TIP 9: The Natural Resources Conservation Service has an excellent career planning website to help prospective and established employees identify career paths and browse careers in soil conservation, soil science and engineering. See nrcs.usda.gov/wps/portal/nrcs/main/national/careers/plan/ Risk Management Agency. Improves economic stability of agriculture through a secure system of crop insurance and risk management tools. Administers the Federal Crop Insurance Corporation programs. Employs approximately 450 staff in regional and compliance offices around the country. Rural Development. Offers rural business and cooperatives loans, grants, loan guarantees, and technical assistance to support housing, economic development, health care, first responder services, and infrastructure needs. Has a $200+ billion loan portfolio to bring enhanced economic opportunity to rural communities. Employees operate from Washington, D.C, St. Louis, Missouri, and In 47 State Rural Development offices across the country. Staff include agricultural economists and rural sociologists. USDA Offices (with brief mission descriptions if not otherwise evident) Departmental Management National Appeals Division (conducts administrative appeal hearings of USDA adverse program decisions and reviews hearing officer determinations) Office of Advocacy and Outreach (improves access to USDA programs and improves the viability and profitability of small farms and ranches) Office of the Assistant Secretary for Civil Rights Office of Budget and Program Analysis Office of the Chief Economist Office of the Chief Financial Officer Office of the Chief Information Officer Office of the Chief Scientist Office of Communications Office of Congressional Relation Office of Ethics Office of Environmental Markets (supports development of emerging markets for carbon, water quality, wetlands, and biodiversity) Office of the Executive Secretariat Faith-Based and Neighborhood Partnerships Office of the Inspector General Office of the General Counsel Office of Tribal Relations TIP 10:   VETERANS AND PERSONS WITH DISABILITIES (SCHEDULE A) RESUME DEPOSITORY.   USDA established a portal to facilitate submitting Schedule A resumes for noncompetitive appointments.   The website also has a robust “Veterans Employment Toolkit.”   It may be accessed at usda.gov/wps/portal/usda/usdahome?navtype=SUnavid=USDAEMP_SERVICES.   Civilian Career Fields: Scientists and Engineers: USDA employs a large number of employees with backgrounds in the sciences, including: Agriculturists (Job Series 0401) Agronomists/Soil Scientists (Job Series 0435) Biologists and Microbiologists (Job Series 0401; 0403; 0404) Chemists (Job Series 1320) Hydrologists and Soil Scientists (Job Series 1315; 0470) Nutritionists (Job Series 0630) Ecologists (Job Series 0408) Plant Geneticists (Job Series 0440) Plant Physiologists (Job Series 0435) Research Animal Scientists (Job Series 0487) Entomologists (Job Series 0414) Plant Protection and Quarantine Officers (Job Series 0401; 0421) Forestry and Range Technicians and Specialists (Job Series 0462;0454; 0455) Soil Conservation Technicians (Job Series 0458) Natural Resource Specialists (Job Series 0401) Loan Specialists and Assistants (Job Series 1165) County Operations and Program Technicians (Job Series 1101) Accounting, Budget and Finance positions (Job Series 0500) Economists and Social Scientists (Job Series 0100) Statisticians (Job Series 1529/1530) Program Specialists (Job Series 0301) Program and Management Analysts (Job Series 0343) IT Specialists (Job Series 2210) Nutritionists (Job Series 0630) Librarians (Job Series 1410) Current Vacancies: There are currently 146 Department of Agriculture General Schedule (GS) vacancies for civilian positions posted in USAJOBS for “U.S. Citizens.” Many are between the GS-5 and GS-13 levels. Occupations with the most current vacancies are: Natural Resource Specialists (Job Series 0401) Forestry Technicians (Job Series 0462) Biologists/Microbiologists (Job Series 0401/0403) Entomologists (Job Series (Job Series 0414) Program Technicians (Job Series 1101) Economists (Job Series 0110) Chemists (Job Series 1320) Veterinary Medical Officers (Job Series 0701)  Research Agricultural Engineer (Job Series 0890) The NEXT BLOG IN THE FEDERAL AGENCY SERIES WILL FOCUS ON The Department of Interior. Need Help with your Federal Resume for a Career with the Department of Agriculture? Complete our Request Quote for Federal Resume to ask for a QUOTE for professional writing services for your federal resume.

8 things that set truly confident people apart from others

8 things that set truly confident people apart from others 8 things that set truly confident people apart from others Successful people often exude confidence- it’s obvious that they believe in themselves and what they’re doing. It isn’t their success that makes them confident, however. The confidence was there first.Think about it:Doubt breeds doubt. Why would anyone believe in you, your ideas, or your abilities if you didn’t believe in them yourself?It takes confidence to reach for new challenges. People who are fearful or insecure tend to stay within their comfort zones. But comfort zones rarely expand on their own. That’s why people who lack confidence get stuck in dead-end jobs and let valuable opportunities pass them by.Unconfident people often feel at the mercy of external circumstances. Successful people aren’t deterred by obstacles, which is how they rise up in the first place.Follow Ladders on Flipboard!Follow Ladders’ magazines on Flipboard covering Happiness, Productivity, Job Satisfaction, Neuroscience, and more!No one is stopping you from what you want to accomplish but y ourself. It’s time to remove any lingering self-doubt. With proper guidance and hard work, anyone can become more confident. Embracing the following behaviors of truly confident people will help get you there.1. They Take an Honest Look at ThemselvesJohnny Unitas said, “There is a difference between conceit and confidence. Conceit is bragging about yourself. Confidence means you believe you can get the job done.” In other words, confidence is earned through hard work, and confident people are self-aware. When your confidence exceeds your abilities, you’ve crossed the line into arrogance. You need to know the difference.True confidence is firmly planted in reality. To grow your confidence, it’s important to do an honest and accurate self-assessment of your abilities. If there are weaknesses in your skill set, make plans for strengthening these skills and find ways to minimize their negative impact. Ignoring your weaknesses or pretending they’re strengths won’t make them go away. Likewise, having a clear understanding of your strengths enables you to shake off some of the more groundless feedback and criticism you can get in a busy, competitive work environment- and that builds confidence.2. They Don’t Seek Attention People are turned off by those who are desperate for attention. Confident people know that being yourself is much more effective than trying to prove that you’re important. People catch on to your attitude quickly and are more attracted to the right attitude than what, or how many, people you know. Confident people always seem to bring the right attitude.Confident people are masters of attention diffusion. When they’re receiving attention for an accomplishment, they quickly shift the focus to all the people who worked hard to help get them there. They don’t crave approval or praise because they draw their self-worth from within.3. They Seek Out Small VictoriesConfident people tend to challenge themselves and compete, even when their efforts yield small victories. Small victories build new androgen receptors in the areas of the brain responsible for reward and motivation. This increase in androgen receptors increases the influence of testosterone, which further increases your confidence and your eagerness to tackle future challenges. When you have a series of small victories, the boost in your confidence can last for months.4. They Speak With Certainty It’s rare to hear the truly confident utter phrases such as “Um,” “I’m not sure,” and “I think.” Confident people speak assertively because they know that it’s difficult to get people to listen to you if you can’t deliver your ideas with conviction.5. They ExerciseA study conducted at the Eastern Ontario Research Institute found that people who exercised twice a week for 10 weeks felt more competent socially, academically, and athletically. They also rated their body image and self-esteem higher. Best of all, rather than the physical chan ges in their bodies being responsible for the uptick in confidence, it was the immediate, endorphin-fueled positivity from exercise that made all the difference. Schedule your exercise to make certain it happens, and your confidence will stay up.6. They Dress for SuccessLike it or not, how we dress has a huge effect on how people see us. Things like the color, cut, and style of the clothes we wear- and even our accessories- communicate loudly. But the way we dress also affects how we see ourselves. Studies have shown that people speak differently when they’re dressed up compared to when they’re dressed casually. To boost your confidence, dress well. Choose clothing that reflects who you are and the image you want to project, even if that means spending more time at the mall and more time getting ready in the morning.7. They Are Assertive, Not AggressiveAggressiveness isn’t confidence; it’s bullying. And when you’re insecure, it’s easy to slip into aggressiveness without intending to. Practice asserting yourself without getting aggressive (and trampling over someone else in the process). You won’t be able to achieve this until you learn how to keep your insecurities at bay, and this will increase your confidence.8. They Get Right with the BossA troubled relationship with the boss can destroy even the most talented person’s confidence. It’s hard to be confident when your boss is constantly criticizing you or undermining your contributions. Try to identify where the relationship went wrong and decide whether there’s anything you can do to get things back on track. If the relationship is truly unsalvageable, it may be time to move on to something else.Bringing It All TogetherYour confidence is your own to develop or undermine. It’s the steadfast knowledge that goes beyond simply “hoping for the best.” It ensures that you’ll get the job done- that’s the power of true confidence.This article first appeared on LinkedIn.You might also enj oy… New neuroscience reveals 4 rituals that will make you happy Strangers know your social class in the first seven words you say, study finds 10 lessons from Benjamin Franklin’s daily schedule that will double your productivity The worst mistakes you can make in an interview, according to 12 CEOs 10 habits of mentally strong people 8 things that set truly confident people apart from others Successful people often exude confidence- it’s obvious that they believe in themselves and what they’re doing. It isn’t their success that makes them confident, however. The confidence was there first.Think about it:Doubt breeds doubt. Why would anyone believe in you, your ideas, or your abilities if you didn’t believe in them yourself?It takes confidence to reach for new challenges. People who are fearful or insecure tend to stay within their comfort zones. But comfort zones rarely expand on their own. That’s why people who lack confidence get stuck in dead-end jobs and let valuable opportunities pass them by.Unconfident people often feel at the mercy of external circumstances. Successful people aren’t deterred by obstacles, which is how they rise up in the first place.No one is stopping you from what you want to accomplish but yourself. It’s time to remove any lingering self-doubt. With proper guidance and hard work, anyone can become more confident. Embracing the fol lowing behaviors of truly confident people will help get you there.1. They Take an Honest Look at ThemselvesJohnny Unitas said, “There is a difference between conceit and confidence. Conceit is bragging about yourself. Confidence means you believe you can get the job done.” In other words, confidence is earned through hard work, and confident people are self-aware. When your confidence exceeds your abilities, you’ve crossed the line into arrogance. You need to know the difference.True confidence is firmly planted in reality. To grow your confidence, it’s important to do an honest and accurate self-assessment of your abilities. If there are weaknesses in your skill set, make plans for strengthening these skills and find ways to minimize their negative impact. Ignoring your weaknesses or pretending they’re strengths won’t make them go away. Likewise, having a clear understanding of your strengths enables you to shake off some of the more groundless feedback and criticism y ou can get in a busy, competitive work environment- and that builds confidence.2. They Don’t Seek Attention People are turned off by those who are desperate for attention. Confident people know that being yourself is much more effective than trying to prove that you’re important. People catch on to your attitude quickly and are more attracted to the right attitude than what, or how many, people you know. Confident people always seem to bring the right attitude.Confident people are masters of attention diffusion. When they’re receiving attention for an accomplishment, they quickly shift the focus to all the people who worked hard to help get them there. They don’t crave approval or praise because they draw their self-worth from within.3. They Seek Out Small VictoriesConfident people tend to challenge themselves and compete, even when their efforts yield small victories. Small victories build new androgen receptors in the areas of the brain responsible for reward and motivatio n. This increase in androgen receptors increases the influence of testosterone, which further increases your confidence and your eagerness to tackle future challenges. When you have a series of small victories, the boost in your confidence can last for months.4. They Speak With Certainty It’s rare to hear the truly confident utter phrases such as “Um,” “I’m not sure,” and “I think.” Confident people speak assertively because they know that it’s difficult to get people to listen to you if you can’t deliver your ideas with conviction.5. They ExerciseA study conducted at the Eastern Ontario Research Institute found that people who exercised twice a week for 10 weeks felt more competent socially, academically, and athletically. They also rated their body image and self-esteem higher. Best of all, rather than the physical changes in their bodies being responsible for the uptick in confidence, it was the immediate, endorphin-fueled positivity from exercise that made al l the difference. Schedule your exercise to make certain it happens, and your confidence will stay up.6. They Dress for SuccessLike it or not, how we dress has a huge effect on how people see us. Things like the color, cut, and style of the clothes we wear- and even our accessories- communicate loudly. But the way we dress also affects how we see ourselves. Studies have shown that people speak differently when they’re dressed up compared to when they’re dressed casually. To boost your confidence, dress well. Choose clothing that reflects who you are and the image you want to project, even if that means spending more time at the mall and more time getting ready in the morning.7. They Are Assertive, Not AggressiveAggressiveness isn’t confidence; it’s bullying. And when you’re insecure, it’s easy to slip into aggressiveness without intending to. Practice asserting yourself without getting aggressive (and trampling over someone else in the process). You won’t be able to ac hieve this until you learn how to keep your insecurities at bay, and this will increase your confidence.8. They Get Right with the BossA troubled relationship with the boss can destroy even the most talented person’s confidence. It’s hard to be confident when your boss is constantly criticizing you or undermining your contributions. Try to identify where the relationship went wrong and decide whether there’s anything you can do to get things back on track. If the relationship is truly unsalvageable, it may be time to move on to something else.Bringing It All TogetherYour confidence is your own to develop or undermine. It’s the steadfast knowledge that goes beyond simply “hoping for the best.” It ensures that you’ll get the job done- that’s the power of true confidence.This article first appeared on LinkedIn.

RiseSmart Offers New Employee-centric Career Management Solution

RiseSmart Offers New Employee-centric Career Management Solution RiseSmart Offers New Employee-centric Career Management Solution Sanjay Sathe, CEO of RiseSmart, said, “Disengaged employees cost the U.S. economy up to $550 billion annually in lost productivity, based on a June 2013 Gallup report. One of the primary causes for this lack of engagement is a perceived absence of career opportunities. A 2012 study by Randstad indicates that a full 86 percent of employees who leave their jobs cite lack of career development as a factor. This is the problem RiseSmart Compass was specifically created to address. The primary features of the platform include: A career roadmap allowing employees to set their own goals, milestones, and action items. On-demand career coaching where employees can access resources for specific career coaching paths. An internal mobility tool where employees can search and apply for opportunities within their organization that can move them along their career development path and improve retention. A networking and community tool where employees can build internal networks through community forums, contact-management tools, and a mentor-matching platform. A real-time feed where employees can see how their colleagues feel about their jobs or company. HR analytics for an organizational view of skills, job activity, and goal tracking. Too many workers today just go with the flow when it comes to their careers, often because they arent getting the direction they need to grow and succeed. This results in workers who are disengaged and dissatisfied. RiseSmart Compass encourages people to be proactive and goal-oriented when it comes to their careers â€" pick a direction and get there as opposed to just letting your career happen to you. Its a win-win for employers and employees,” concluded Sathe.

An inquiry letter is similar to a cover letter. The big difference is you send it uninvited (or as a cold contact) to an employer.

An inquiry letter is similar to a cover letter. The big difference is you send it uninvited (or as a cold contact) to an employer. An inquiry letter is similar to a cover letter. The big difference is you send it uninvited (or as a cold contact) to an employer. An inquiry letter is similar to a cover letter. The big difference is you send it uninvited (or as a cold contact) to an employer. Use an inquiry letter to ask about working for an employer who has not advertised a job opening. In the letter, match your qualifications to their needs and show your interest in, and knowledge of the employer. To find out the needs of an employer, use employment advertisements, position descriptions, phone conversations, and informational interviews. This format can be effective to show how well you fit: Your Needs My Qualifications Detail-oriented, experienced Administrative Assistant Four years Administrative Assistant experience with responsibility for numerous detailed reports Assist Customer Relations Manager Assisted Customer Relations Manager for two years Corporate experience with major clients a must Regularly served purchasing agents at Fortune 500 companies PC knowledge a plus Proficient in Microsoft Word and Excel In addition, an inquiry letter should include: A specific contact name and title at the company An introduction with why you are writing A polite request for a follow-up meeting or phone call A thank you to the reader for his or her time Your signature - blue ink is best to show the letter is an original Your resume as an attachment View a sample inquiry letter for layout and format suggestions. Source: Creative Job Search, a publication of the Minnesota Department of Employment and Economic Development.

How to Write a Resignation Letter - Resumonk Blog

How to Write a Resignation Letter - Resumonk Blog How to Write a Resignation Letter You’ve just finalized an employment contract with a new company. You’re excited about the new opportunity, and you’re ready to get started. You just need to depart your current place of employment - gracefully. Ideally, your first step should be to  setup a meeting with your boss.  Inform her/him that youve decided to quit the job and express gratitude for all the opportunities you received in your tenure there. Keep a positive tone and show your commitment for transitioning your responsibilities.   Then, send out a formal letter of resignation to your boss. It  should be professional, appropriate and respectable.     Why Do You Need to Write a Resignation Letter? Resignation letters are a formal way to  provide notice that you’re leaving. It makes it easy for the direct supervisor to share this information with their boss and the Human Resources (HR) department. Also, it removes any scope for confusion in the actual date of resignation.   Through written documentation, HR and your supervisors will know they need to begin the search to find your replacement. HR will also initiate all the exit related formalities based on this formal notice. Here is a step-by-step guide on what content to include in your  resignation letter. Writing Your Resignation Letter: The Subject In most workplaces, youll be sending the resignation via an email. The subject line should be very clear and it should immediately draw the attention of the recipients. Remember, supervisors and HR people  receive a lot of email and you dont want them to miss out on this one. You can use any of the following subject lines: Resignation [Your Name] Notice of Resignation [Your Name] Writing Your Resignation Letter: The First Paragraph The first paragraph of your resignation letter may seem like the most challenging to write, but it is actually quite simple. Instead of looking for a creative way to begin the letter, you’ll want the first paragraph to provide all the information your boss and the HR will need to know. Following a simple greeting of “Dear [Boss’s name],” you’ll want to immediately let them know why you’ve written the letter. Within the first paragraph, you’ll need to directly state that this is your resignation notice from your position. Be specific about the position you are resigning from. Next, you can include the final date of employment. Be sure to include a specific date in your letter rather than saying you will be leaving in two weeks. Dear [Boss’s Name], Please accept this note as my formal resignation from my position as [Job Title]. My last day of employment with Company Name will be [Date]. However, if you wish to leave earlier than your notice period, you can make a polite request for releasing you early.     I understand that my notice period is X days, but I would request you to release me from employment [by DATE]  OR  [as early as possible]. I will  do my best to ensure complete  handover of my current responsibilities before I leave. Writing Your Resignation Letter: The Thank-You Don’t feel like you need to get too deep into the reasons why you’re looking to leave the company. You also don’t need to include information about the job you’ve accepted or where you’ll be going after leaving the company if you do not wish to. However, you should take the time to  thank your boss for the opportunity they have given you. If you had an extremely positive relationship with your boss and the company you’ve worked for, you may go into deeper detail in this section than others. If you are leaving the company on poor terms or you have negative feelings for your boss, still thank them, but stay generic. Highlight a few of your favorite parts of the job and what you’ve enjoyed during your time in the position. State what skills you’ve learned while doing the job and how those skills will move with you as you grow your career. Here is a generic thank you section you can customize to your liking: I appreciate the opportunity you have given me and have learned many different skills on the job. Over the past few years, I’ve particularly enjoyed learning [Skill #1, Skill #2, Skill #3]. Thank you for helping me to develop these skills. They will stay with me for the rest of my career. Writing Your Resignation Letter: The Closing To end your resignation letter, let your boss know you’re happy to help with the transition process until your final employment date comes. You should also try to mention a few key projects you’re willing to close out before you go. The closing is especially crucial if you’re hoping to leave the company with strong relationships. Leaving the position without considering how it may make things difficult for your boss or co-workers is a good way to burn bridges. Instead, offer to work with them  to determine what they need from you before you go. You will also want to wish the company well. If you hope to maintain a professional relationship with your boss, mention how you hope to keep in touch when you go. This example can get you started with writing a resignation letter closing: Before my final work day, I will work with you and the team to complete my projects and train other team members. I would like to help make this transition as easy as possible for you and the [Company Name] team, so please let me know what I can do. I hope the [Company Name] has many successes in the future, and I look forward to keeping in touch. Thank you, Your Name What to Avoid in Your Resignation Letter If you’re leaving the company on poor terms, you may be tempted to tell your boss exactly what you think of the company and their leadership or your coworkers. While you may think this will help you feel better about leaving your job,  it is best to avoid doing so for obvious reasons. You never know who coworkers are connected to or who you may run into in the future. Also, many companies reach out for background or reference check to the candidates previous employer. If you leave an insult-filled resignation letter on your boss’s desk complaining about the company or your colleagues, they certainly wont talk about you in glowing terms.   If you don’t have positive feelings about the job, don’t get too specific in your resignation letter. Remain respectful, but keep the letter short and to the point. Simply writing a letter that states you’re leaving and the date of your departure is enough. Finally, keep in mind that your resignation letter may not be the time for jokes and humor, even if you have an extremely positive relationship with your boss. Your resignation letter should be formal because it will probably be shared with many different people in the company. From upper-level management to the HR department, your resignation may pass through many different hands. Don’t write a letter you’d be embarrassed for the CEO to read. Keep It Short And Simple While resignation letters may seem intimidating, they are actually fairly simple to write. When creating your resignation letter, keep in mind the basics we’ve laid out. If you’d like to further discuss an issue, your departure or the projects you’re working on, save them for an in-person conversation. A letter with only the basics will make it easy for you, your boss and the company you’re leaving. Use the provided examples to get started in drafting your resignation letter. They will serve as excellent starting places to create a unique letter explaining your departure - and your exit will exude grace and poise rather than be a flurry of chaos and hard feelings. p.s. Resumonk helps you create a beautiful résumé cover letter in minutes. Stand out from the crowd and multiply your  chances of landing your dream job. Check it out now.

4 steps to becoming a powerhouse public speaker

4 steps to becoming a powerhouse public speaker 4 steps to becoming a powerhouse public speaker Want to expand your reach as a leader?  Deloitte  partner Jennifer Knickerbocker has a tip for you: Become a more confident public speaker.As you move up as a leader, you’ll eventually make the leap from leading two people to leading 20 (or 200 or even 2,000). You might need to rally a team, convince an organization to embrace change, or inspire a group of people to take action- and when you do, you’ll need to move beyond communicating effectively with individuals and start successfully addressing large groups of people.To support that increasing responsibility, Knickerbocker, who leads Deloitte’s Global Compliance and Reporting Services practice, says public speaking skills are priceless. It’s an essential skill for any up-and-coming leader whose job requires him or her to influence, persuade, and motivate people- lots of people.“Done well, public speaking is a way to quickly establish your credibility and communicate with a wide audience, versus communicating one on one,â € she says. “Effective speakers are better able to create a followership and build momentum for their messages.”Mind you, Knickerbocker didn’t start out as an amazing speaker. Far from it, in fact! “I started from a place where I was not being effective,” she explains. “I was often seen as deferential, and therefore, not someone who had valuable opinions.”In the corporate workplace, confidence is often confused for competence, so Knickerbocker suggests that when you speak up in a way that seems tentative or deferential, you take the power out of your contribution.Are you inadvertently signaling that you lack conviction in what you say? If you’re struggling to get others to follow your lead, it could be that your lack of comfort with public speaking or your hesitation to speak up is undermining your message.So how did Knickerbocker develop into the powerhouse speaker she is today? She learned everything through practice, self-evaluation, and the coaching she received through Deloitte’s NextGen leadership development program for high-potential leaders. Now, she’s sharing her four keys for success.1. Get StarTEDKnickerbocker recommends watching a few TED talks to see the many different ways effective speakers get their messages across.“Watch how these speakers command an audience with confidence, a concise message, and strong vocal projection and body language,” she advises.As you watch, make a list of techniques you’d like to add to your repertoire. And don’t be intimidated by your favorite TED speakers; many of them followed these four tips themselves at some point or another when they were learning to speak- and lead- more effectively!2. Record. Play. Rewind. Play. Repeat.It wasn’t by chance that Knickerbocker got better at public speaking; she made a concerted effort to observe, critique, and build her public speaking skills. “I watched myself on videotape over and over,” she said. “It was painful at first!”To replicate her results, all you’ll need is a smartphone and the determination to get over the awkwardness of watching yourself speak. Then, follow this four-part technique developed by Ed Tate, winner of the Toastmasters World Championship of Public Speaking: Record Yourself Speaking on Any Topic: The subject matter doesn’t matter. Just pick a topic- any topic- and speak into your smartphone camera, as though you were speaking to an audience. Listen to the Audio Only, But Don’t Watch: Then, put the phone where you can’t see it and, instead of watching your performance, just listen to it. Was your message clear? Did you notice any verbal habits you’d like to change? Make notes on anything you’d like to improve so that you can work on those things each time you practice. Turn Off the Sound and Watch the Video: Pay particular attention to your facial expressions and body language, and make notes for future improvement. Watch the Video With Sound: Now, put it all together, listening to the sound as you watch yourself present, and make any final notes you’d like to remember next time you give a presentation.Watching yourself speak can be cringe-inducing for sure, but the results you’ll see are well worth the discomfort.3. Don’t Settle for Hearing “You Did Great”From all of the areas for improvement that you’ve identified, select one aspect of your performance that you’d like to work on first, such as improving your body language, staying on-message, or making meaningful eye contact with your audience. The next time you’re presenting, enlist a buddy to critique you- sincerely and constructively- on just that specific aspect of your presentation.“When I make a presentation that’s important to me, I find someone in the audience I trust and ask them to focus on one element and give me honest feedback about it,” says Knickerbocker. “That way, I have one person watching me to make sure I make eye contact or that I don’t say ‘um’- someone co mmitted to giving me honest feedback and not just saying, ‘You did great!’ which is nice, but isn’t going to help me grow.”Hearing constructive criticism isn’t always easy, but it’s a critical step in your ongoing evolution as a more effective speaker and leader.4. Stop Avoiding it and Just Do ItKnickerbocker’s parting advice: “Simply stop avoiding public speaking. Take a deep breath and make a decision to embrace the discomfort.”Just go and do it. Learn from watching great speakers in action. Embrace the awkwardness of watching yourself on video. And don’t settle for hearing “you did great.”If you persist, the payoff for your career can be huge. Knickerbocker says, “Today, I’m a far more effective speaker, which has built my credibility and opened doors that have led to more opportunities to lead initiatives and speak to large groups of clients and colleagues at conferences.” And you can do the same.This article was originally posted on BeLeaderly.com.

Where The Federal Jobs Are - Department of Justice

Where The Federal Jobs Are - Department of Justice Where The Federal Jobs Are - Department of Justice Where The Federal Jobs Are Department of Justice “WHERE THE FEDERAL JOBS ARE” FEDERAL AGENCY SERIES PART 4: WHAT YOU SHOULD KNOW ABOUT THE DEPARTMENT OF JUSTICE (DOJ) Website: justice.gov/ Attorney General: Loretta E. Lynch (2015 â€" present). DID YOU KNOW: The Heads of each of the other 14 Cabinet-level Departments are known as “Secretary.” As chief law enforcement officer of the Federal Government, the head of DOJ is known as the “U.S. Attorney General” rather than “Secretary.”   Headquarters: DOJ Headquarters, known as “Main Justice,” renamed in honor of former Attorney General Robert F. Kennedy, is located in Washington, D.C. The Department and its components have many other locations throughout Washington, D.C., the U.S., and foreign countries. For example, the U.S. Attorneys and their staffs operate in 94 federal districts throughout the country. The Drug Enforcement Agency (DEA) has over 200 domestic offices in 21 divisions throughout the U.S., as well as in 67 foreign countries. The current Federal Bureau of Investigation (FBI) headquarters is in Washington, D.C., but some functions and over 10,000 headquarters staff have moved to other locations. It also maintains over 400 offices across the nation and an international presence in U.S. embassies. A new FBI Headquarters within the National Capital Region is currently under consideration. Mission: “To enforce the law and defend the interests of the United States according to the law; to ensure public safety against threats foreign and domestic; to provide federal leadership in preventing and controlling rime; to seek just punishment or those guilty of unlawful behavior; and to ensure fair and impartial administration of justice for all Americans.“ Strategic Goals: DOJ’s Goals and Objectives for Fiscal Years 2014-2018 are to: Prevent Terrorism and Promote the Nation’s Security Consistent with the Rule of Law Prevent Crime, Protect the Rights of the American People, and Enforce Federal Law Ensure and Support the Fair, Impartial, Efficient, and Transparent Administration of Justice at the Federal, State, Local, Tribal, and International Levels.   Number of Civilian Employees: Approximately 112,000 federal civilian employees. TIP 1: DOJ is the world’s largest law office. Whether you are a law student, about to graduate from law school, or an experienced attorney, see our guidance below (“Civilian Career Fields”) regarding career opportunities. TIP 2: Partnership for Public Service’s “Best Places to Work in the Federal Government.” DOJ was rated the #3 agency among the 19 large federal agencies in 2015. In addition to its high score as a parent agency, While its score as a parent agency, several DOJ sub-components also received high scores. For example: among 320 agency sub-components, 3 Divisions had particularly high scores. The Environment and Natural Resources Division ranked #4, the Tax Division ranked #27, and the Civil Division ranked #31. All told, 11 of the DOJ sub-components were ranked in the top 1/3 of the 320 agency sub-components. The DOJ Organization Structure: DOJ has 60 Administrations, Bureaus, Divisions, Commissions, Services, Institutes, Programs, Offices and Initiatives listed below (in alphabetical order) with brief mission statements. For some of the larger entities, we provide additional information regarding the number of staff and types of career opportunities. Antitrust Division. Promotes competition in the U.S. economy through enforcement of, improvements to, and education about antitrust laws and principles. Asset Forfeiture Program. Employs asset forfeiture powers to enhance public safety and security. Seizes and forfeits assets that represent the proceeds of, or were used to facilitate federal crimes. Bureau of Alcohol, Tobacco, Explosives and Firearms. ATF conducts criminal investigations, regulates the firearms and explosives industries, and assists other law enforcement agencies. The Bureau has approximately 5,000 employees including special agents and investigators. TIP 3: ATF often posts “open continuous” announcements for Investigative Analysts to perform research and analysis in its many field division offices throughout the country. To qualify at the GS-7 entry level, candidates must have either 1 year of specialized experience related to criminal investigations, OR a full year of relevant graduate education OR a Bachelor’s degree in a relevant field with superior academic achievement. The vacancies are graded at the GS-7/9 levels with entry possible at either grade and opportunity for promotion to the GS-9 level. Announcements are posted on www.USAJOBS.gov. Bureau of Justice Assistance. Supports law enforcement, courts, corrections, treatment, victim services, technology, and prevention initiatives that strengthen the nation’s criminal justice system. Bureau of Justice Statistics. Collects, analyzes, publishes, and disseminates information on crime, criminal offenders, victims of crime, and the operation of justice systems at all levels of government. Civil Division. Represents the U.S., its departments and agencies, Members of Congress, Cabinet Officers, and other federal employees in civil or criminal matters within its scope of responsibility. Includes the Commercial Litigation Branch, Consumer Protection Branch, Federal Programs Branch, Office of Immigration Litigation, Office of Management Programs, and Torts Branch. Civil Rights Division. Enforces the Civil Rights Acts; the Americans with Disabilities Act; civil provisions of federal laws protecting voting rights, credit and housing laws; and other civil rights provisions contained in other laws and regulations. The Division also prosecutes criminal cases involving the violent interference with Constitutional or federal liberties and rights such as hate crimes and human trafficking. Community Oriented Policing Services. Awards competitive, discretionary grants directly to U.S. and territorial law enforcement agencies. Community Relations Service. Helps local communities address community conflicts and tensions arising from differences of race, color, and national origin. Criminal Division. Enforces criminal statutes and exercises general supervision over the enforcement of all federal criminal law. Includes, among others, the Asset Forfeiture and Money Laundering Section, the Computer Crime and Intellectual Property Section, the Narcotic and Dangerous Drug Section, the Capital Case Section, the Human Rights and Special Prosecutions Section, and the Organize Crime and Gang Section. Defending Childhood Initiative. Addresses the national crisis of exposure of children to violence as victims and as witnesses. Drug Enforcement Administration (DEA). Enforces the controlled substances laws and regulations of the U.S. Brings to the criminal and civil justice systems those organizations, and principal members of organizations, involved in the growing, manufacture, or distribution of controlled substances appearing in or destined for illicit traffic in the U.S. Recommends and supports non-enforcement programs aimed at reducing the availability of and demand for illicit controlled substances on the domestic and international markets. Employs more than 10,000 people including special agents, investigators, intelligence specialists and chemists. Diversion Control Program (part of DEA). Prevents, detects, and investigates the diversion of controlled pharmaceuticals and listed chemicals from legitimate sources while ensuring an adequate and uninterrupted supply for legitimate medical, commercial, and scientific needs. Elder Justice Initiative. Coordinates and supports DOJ’s law enforcement and policy activities on elder justice issues. Environment and Natural Resources Division. Handles environmental and natural resources litigation, arising under approximately 150 federal statutes, on behalf of the U.S. Responsible for the acquisition of real property by eminent domain for the federal government, and brings and defends cases under the wildlife protection laws. Litigates cases concerning Indian rights and claims. Executive Office for Immigration Review. Adjudicates immigration cases by interpreting and administering the nation’s immigration laws. Executive Office for Organized Crime Drug Enforcement Task Forces. Reduces the supply of illegal drugs in the U.S. and diminishes the violence and other criminal activity associated with the drug trade. Executive Office for U.S. Attorneys. Provides general executive assistance to the 94 Offices of the U.S. Attorneys and coordinates the relationship between the U.S. Attorneys, organizational components of the Department of Justice and other federal agencies. (See U.S. Attorneys, below) Executive Office for U.S. Trustees. Protects and preserves the integrity of the bankruptcy system of the U.S. by regulating the conduct of parties; ensures compliance with applicable laws and procedures; brings civil actions to address instances of abuse; secures resolution of bankruptcy cases; and identifies, evaluates, refers, and supports the prosecution of criminal bankruptcy violations. Federal Bureau of Investigation (FBI). The FBI protects and defends the U.S. against terrorist and foreign intelligence threats; upholds and enforces the criminal laws of the U.S.; and provides leadership and criminal justice services to federal, state, municipal, and international agencies and partners. Employs close to 35,000 employees, including special agents, intelligence analysts, language specialists, scientists, IT specialists, and support personnel. In addition to the D.C. headquarters, employees work in 56 field offices in major cities and 360 resident agencies in smaller cities across the U.S. The Bureau also has more than 60 international offices in U.S. Embassies around the world. TIP 4: The FBI Special Agent position has very strict entry requirements, including age, citizenship, education and experience. Eligibility includes qualifying for at least 1 of 5 entry programs, possessing certain critical skills, and 2 phrases of testing if one is selected on the basis of their qualifying application. For specifics, see https://www.fbijobs.gov/. Federal Bureau of Prisons. Confines offenders in prisons and community-based facilities that provide work and other self-improvement opportunities to assist offenders in becoming law-abiding citizens. Employs approximately 38,000 people including correctional officers, psychologists, teachers, medical professionals, contract specialists, IT specialists and mechanics, Foreign Claims Settlement Commission. Adjudicates claims against foreign governments for losses and injuries sustained by U.S. nationals, pursuant to programs authorized by statute or under international agreements. INTERPOL  Washington. Facilitates international law enforcement cooperation as the U.S. representative to INTERPOL on behalf of the Attorney General. INTERPOL is the world’s largest international police organization with over 190 member countries. Justice Management Division. Provides advice to senior management officials relating to basic DOJ policy for budget and financial management, personnel management and training, procurement, equal employment opportunity, information processing, telecommunications, security, and matters pertaining to organization, management, and administration. National Commission on Forensic Science. Enhances the practice and improve the reliability of forensic science in partnership with the National Institute of Standards and Technology of the Department of Commerce. National Institute of Corrections. Center of learning, innovation and leadership shaping and advancing effective correctional practice and public policy. National Security Division. Carries out DOJ’s highest priority â€" to combat terrorism and other threats to national security. Office for Access to Justice. Addresses access-to-justice in the criminal and civil justice system, ensures fair, just and efficient outcomes. Advances indigent defense and civil legal aid at the state and federal levels. Office for Victims of Crime. Provides leadership and funding on behalf of crime victims. Administers the Crime Victims Fund, raises awareness about victims’ issues, and promotes compliance with victims’ rights laws. Supports over 4,000 victim assistance programs throughout the U.S. and territories through the Victims of Crime Act. Office of Attorney Recruitment Management. Recruits, appoints and determines suitability for he employment, separation and general administration of Department attorneys and law students in grades GS-15 and below. It is also DOJ’s adjudicative office in FBA Whistleblower cases. Office of the Associate Attorney General. Advises and assists the Attorney General and the Deputy Attorney General in formulating and implementing Departmental policies and programs pertaining to a broad range of civil justice, federal and local law enforcement, and public safety matters. Oversees the following DOJ components: Antitrust Division, Civil Division, Civil Rights Division, Environment and Natural Resources Division, Tax Division, Office of Justice Programs, Community Oriented Policing Services (COPS), Community Relations Service, Office of Dispute Resolution, Office on Violence Against Women, Office of Information Policy, Executive Office for U.S. Trustees, and the Foreign Claims Settlement Commission. Office of the Attorney General. Supervises and directs the administration and operation of the Department of Justice, including the Federal Bureau of Investigation, Drug Enforcement Administration, Bureau of Alcohol, Tobacco, Firearms and Explosives, Bureau of Prisons, Office of Justice Programs, and the U.S. Attorneys and U.S. Marshals Service, which are all within the Department of Justice. Office of the Deputy Attorney General. Advises and assists the Attorney General in formulating and implementing Department policies and programs and in providing overall supervision and direction to all organizational units of the Department. Office of Information Policy. Responsible for DOJ compliance with the Freedom of Information Act (FOIA). Develops and issues policy guidelines for all agencies on proper implementation of FOIA; oversees agency compliance. Manages DOJ’s obligations under FOIA including adjudicating administrative appeals from denials of access. Office of the Inspector General. Reviews the programs and personnel of the Federal Bureau of Investigation, the Drug Enforcement Administration, the Federal Bureau of Prisons, the U.S. Marshals Service, the Bureau of Alcohol, Tobacco, Firearms and Explosives, the U.S. Attorneys, and all other organizations in the Department. Employs about 440 staff in positions such as auditors, investigators, program analysts, and attorneys in Washington, D.C. headquarters as well as Audit and Investigations Division field offices in 16 cities across the country. Office of Justice Programs. Increases public safety and improves the fair administration of justice across America through innovative leadership and programs. Employs about 600 staff. The following sub-components are part of this Office: National Criminal Justice Reference Service. Offers justice and substance abuse information to support research, policy, and program development worldwide. National Institute of Justice. Advances scientific research, development, and evaluation to enhance the administration of justice and public safety. Office of Juvenile Justice and Delinquency Prevention. Provides national leadership, coordination, and resources to prevent and respond to juvenile delinquency and victimization Office of Legal Counsel. Assists the Attorney General in carrying out his/her statutory responsibility of furnishing legal advice to the President and the heads of the executive and military departments, provides legal advice and assistance to other components of the Department of Justice upon request. The Office’s 20+ attorneys handle particularly complex and significant legal issues confronting the Executive Branch. Office of Legal Policy. Develops and implements DOJ’s significant policy initiatives; handles special projects that implicate the interests of multiple Department components; coordinates with other interested Department components and other Executive Branch agencies; and serves as the primary policy advisor to the Attorney General and the Deputy Attorney General. Reviews and coordinates all regulations promulgated by the Department and all of its components, assists the Attorney General with responsibilities in recommending candidates for federal judgeships, and coordinates the judicial nomination and confirmation process with the White House and the Senate. Office of Legislative Affairs. Advises appropriate components of the Department on the development of the Department’s official policies through legislation initiated by the Department, by other parts of the executive branch, or by Members of Congress. Explains and advocates the Department’s policies to the Congress. Serves as the Attorney General’s focal point for dealing with Department nominees, congressional oversight, congressional correspondence, and congressional requests for documents and access to Department employees. Office of the Pardon Attorney. Assists the President in the exercise of constitutional pardoning power in cases in which applicants seek executive clemency. The Office reviews, investigates, and prepares the DOJ recommendation for the President for executive clemency for federal criminal offenses. Office of Privacy and Civil Liberties. Protects the privacy and civil liberties of the American people by reviewing and overseeing the Department’s privacy operations and ensuring its privacy compliance. Develops Departmental privacy policy and refines Department policies relating to the protection of civil liberties of individuals. Office of Professional Responsibility. Investigates allegations of misconduct by Department of Justice attorneys and law enforcement personnel that relate to the exercise of their authority to investigate, litigate, or provide legal advice. Office of Public Affairs. Coordinates the relations of the Department of Justice with the news media; serves as the center for information about all organizational units of the Department. Office of Sex Offender Sentencing, Monitoring, Apprehending, Registering, and Tracking. Supports national implementation of comprehensive sex offender registration and notification system; administers grant programs relating to sex offender registration and notification; and provides technical assistance for protection of children and others from sexual abuse or exploitation. Office of the Solicitor General. Represents the interests of the U.S. before the U.S. Supreme Court and oversees appellate and certain other litigation on behalf of the U.S. in the lower federal and state courts. The Office has four Deputies 16 Attorneys, 4 Fellows appointed for 1-year, and support staff. Office of Special Counsel. The Attorney General has the authority to appoint Special Counsels to conduct criminal investigations and possible prosecutions. Office of Tribal Justice. Serves as primary point of contact for the Department of Justice with federally recognized Native American tribes, and advises the Department on legal and policy matters pertaining to Native Americans. Office on Violence Against Women. Coordinates with other departments, agencies, and offices regarding all activities authorized or undertaken under the Violence Against Women Act of 1994 and the Violence Against Women Act of 2000. Professional Responsibility Advisory Office. Ensures prompt, consistent advice to Department attorneys and Assistant U.S. Attorneys with respect to professional responsibility and choice-of-law issues. Project Safe Childhood. A unified, comprehensive strategy to combat child exploitation by combining law enforcement efforts, community action, and public awareness. Components are: building partnerships, coordinating law enforcement, training partners, public awareness, and accountability. Tax Division. Enforces the nations tax laws, through both criminal and civil litigation, to promote voluntary compliance and sound development of tax law. Maintains public confidence in the integrity of the tax system, and promote the sound development of the law. The Division employs more than 350 attorneys in 14 civil, criminal and appellate sections based in D.C., except for the Civil Trial Section located in Dallas, TX. Tribal Justice and Safety. Increases engagement, coordination and action on public safety in tribal communities. Launched in 2009 with a series of regional summits with input from tribal representatives, the initiative set an agenda to establish a dialog on issues such as law enforcement, civil rights, grants, federal litigation and prosecution involving Indian tribes, tribal court development, domestic violence, drug courts and substance abuse, and detention facilities. U.S. Attorneys. The 94 U.S. Attorneys and their staff conduct most of the trial work in which the U.S. is a party. U.S, Statutory responsibilitiesare  to prosecute criminal cases brought by the Federal government; to prosecute and defend civil cases in which the U.S. is a party; and to collect debts owed the Federal Government that are administratively uncollectible. Each U.S. Attorney employs Assistant U.S. Attorneys (as many as 350 in the larger offices) and support personnel. U.S. Marshals Service. Enforces federal laws and supports the federal justice system by providing for the security of federal court facilities and the safety of judges and other court personnel; apprehends criminals; exercises custody of federal prisoners and provides for their security and transportation to correctional facilities; executes federal court orders; seizes assets gained by illegal means and provides for the custody, management, and disposal of forfeited assets; assures the safety of endangered government witnesses and their families; and collects and disburses funds. The Marshals Service is the nation’s oldest federal law enforcement agency with close to 4,000 Deputy Marshals and Criminal Investigators. U.S. Marshals direct the activities of 94 districts, one for each federal judicial district. TIP 5 CAREER OPPORTUNITY: In February 2016, the U.S. Marshals Service began hiring for entry-level Deputy U.S. Marshals positions. In the summer of 2016, they will begin hiring Deputy U.S. Marshals positions through the USMS Recent Graduate Pathways Program. U.S. Parole Commission. Promotes public safety, justice and fairness in the exercise of authority to release and supervise offenders. U.S. Trustee Program. Promotes integrity and efficiency in the nation’s bankruptcy systems by enforcing bankruptcy laws, providing oversight of private trustees, and maintaining operational excellence. Also monitors the conduct of bankruptcy parties and private estate trustees, oversees related administrative functions, and acts to ensure compliance with applicable laws and procedures. Identifies and helps investigate bankruptcy fraud and abuse in coordination with U.S. Attorneys, the FBI and other law enforcement agencies.   Civilian Career Fields: DOJ has vacancies for candidates with education and experience in a number of fields, including: Attorneys (Job Series 0905): TIP 6: DOJ is the Nation’s largest legal employer with over 11,000 attorneys. For example, the Civil Division alone employs over 1,000 attorneys within its six (6) branches; the FBI employs over 200 attorneys.   Entry-level attorneys may apply for The Attorney General’s Honors Program, the only way for “new” attorneys to enter DOJ in an attorney position. See justice.gov/legal-careers. Experienced attorneys (those with at least 1 year post-JD experience) are eligible to apply for attorney vacancies throughout the Department posted on USAJOBS.GOV. Vacancies often exist in the Civil, Civil Rights and Criminal Divisions; Antitrust, Environment and National Resources, and Tax Divisions; Office of the Solicitor General, Office Legal Counsel; the 94 Offices of U.S. Attorneys across the country; the Federal Bureau of Investigation (FBI); Executive Office for U.S. Attorneys; Office of Legislative Affairs; Drug Enforcement Administration; Bureau of Alcohol, Tobacco, Firearms and Explosives; Office of Tribal Justice; National Security Division; and smaller DOJ offices. TIP 7: DOJ also selects over 1,500 volunteer legal interns and recruits compensated summer legal internships each year. View the DOJ’s “Top 3 Tips to Secure a Legal Internship at the U.S. Department of Justice” at justice.gov/legal-careers/video/top-3-tips-secure-legal-internship-us-department-justice. Other Career Opportunities include: Federal Law Enforcement Officers (Job Series 0083) Auditors (Job Series 0511) Intelligence Analysts (Job Series 0132) Investigators (Job Series 1811, 1854) Investigative Analysts (Job Series 1805) Contract Specialists (Job Series 1102) Economists (Job Series 0110) HR Specialist (Job Series 0201) IT Specialists (Job Series 2210) TIP 8: See justice.gov/careers for a list of current DOJ jobs and links to specifics opportunities. TIP 9: Veterans: DOJ’s Veterans Employment Program Office maintains a website with veteran-specific information, including military specific job fairs and hiring events. See justice.gov/careers/veteran-recruitment. Current Vacancies:   There are currently over 100 DOJ General Schedule (GS) vacancies for civilian positions posted in www.USAJOBS.gov for “U.S. Citizens.   Many are between the GS-7 and GS-15 levels.   Occupations with the most vacancies include: Attorneys (Job Series 0905) and Paralegal Specialists (Job Series 0950) Medical positions (Job Series 0600) Management and Administrative (Job Series 0300) Accounting/Budget/Finance (Job Series 0500) Investigators (Job Series 1800) Security Specialists (Job Series 0080) IT Specialists (Job Series 2210) The NEXT BLOG IN THE FEDERAL AGENCY SERIES WILL FOCUS ON The Department of The Treasury. Need Help with your Federal Resume for a Career with the   DOJ? Complete our Request Quote for Federal Resume to ask for a QUOTE for professional writing services for your federal resume. All New and Available Now! The Federal Resume Guidebook, 6th Edition Strategies for Writing a Winning Federal Resume The Number One Book on Federal Resume Writing! 6th Edition  is completely  redesigned as a practical workbook, making the complex process of writing a federal resume easy to understand. This book is not just about federal resumes. This book set the standard for federal resumes! Kathryn Troutman, Author LIBRARY JOURNAL REVIEW: One of the “Books most borrowed in U.S. Libraries”, Career Book List, April 1st, 2009  

Unusual Article Uncovers the Deceptive Practices of Warehouse Resume Skills

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