How to Lead Effective Team Meetings

How to Lead Effective Team MeetingsHow to Lead Effective Team MeetingsEffective meetings are interesting, high-energy events where kollektiv members work together to make decisions or solve problems. Unfortunately, too many of the meetings we attend seem to be just the opposite. The worst meetings bring time to a crawl leaving everyone mentally and emotionally exhausted and more than a little bit frustrated. The difference is in how the meetings are planned and run. The best managers understand the importance of behauptung events, and they understand that producing a great meeting takes planning and deliberate effort. This article offers ten tips to help you take advantage of this valuable collaboration time with your team. Here are tips on how to strengthen your team meetings. Have a Positive Attitude About Meetings It is the single most important thing a manager can do as a leader to improve team meetings. Its surprising how many managers are proud to proclaim their dislike of meetings, but to achieve significant results, solve problems, make decisions, inform, inspire, collaborate, and motivate, managers need to work with people. That means occasionally getting those people together in a room or on a conference call and talking to them. Managing isnt about sitting in the office with the door shut sending emails.As a leader, try looking at meetings as the manifestation ofleadership. Its leadership show time, not something to dread like a trip to the dentist. Remember, You Own the Meeting Dont delegate the agenda planning to an administrative assistant or another team member. As the leader, itsyourmeeting to plan and run. To put yourself in the proper frame of mind, ask and answer the following question After this meeting, what will I want people to have learned, achieved or solved? Always Prepare an Agenda Everything you will ever read about effective workplace meetings includesadvice on preparing an agenda.Yet, weve all shown up to a meeting wher e there is no agenda to be found. The act of planning the agenda helps to focus and identify the priority topics for the meeting. Ask for Input on the Agenda Although its the managers primary responsibility to develop the agenda, team members can be invited to contribute agenda items. Send out a call for ideas a few days before the meeting. Spice It Up Put a little variety in the format. Here are a few things you can do to spice up your team meetings Invite guest speakersCelebrate somethingConduct a learning roundtable - have team members take a turn teaching each other somethingWatch aTed Talkthats relevant to the meeting agendaRun a team-building activityChange locations (consider taking the meetingoff-site)Bring in some fun or interesting foodHave a single item agenda meetingAsk for lightning round updatesEngage the team in brainstormingSwitch chairs or change up anythingto break up the monotony Allow Some White Space for Spontaneous Creativity and Engagement Dont cr am so many items on the agenda that you struggle to complete it. Instead, leave some room at the end for spontaneous discussion. If the meeting ends early, then let everyone go early. Everyone appreciates found time as well. Use Team Meetings to Collaborate Instead of just sharing information, try solving a problem or working with the group on arriving at a decision. Yes, its challenging and can be messy, but thats where we get the most value from meetings. Lighten Up Being the leader of a meeting isnt about flaunting authority or abusing power. Chastising someone for being late in front of the team is an example of doing this. Keep a sense of humor and your humility. Follow-Up Keep track of action items and make sure people do what they say they are going to do. Its frustrating to show up at the next meeting and find out half the team didnt bother doing what they committed to in the last meeting. Follow up before the meeting and hold individuals accountable for their co mmitments. Be a Role Model Leader Team meetings are not a time to let your guard down and kick back with your team. Hold yourself and your team to the highest standards of conduct, which means no off-color jokes, picking on team members, cynicism, and sarcasm, or bashing other departments or management. Think about the kind leader you want to be known for, and then show up to each and every meetingbeingthat leader. The Bottom Line An opportunity to meet and work with your team is a horrible thing to waste. It is imperative that you develop the discipline to plan and lead meetings that people value and push initiatives forward.

These are the most iconic jobs in every state

These are the fruchtwein iconic jobs in every stateThese are the most iconic jobs in every stateThe U.S. economy is massive. Regardless of the recent stock marketupsanddowns, GDPgrew 2.9%in the fourth quarter of 2017. The U.S. generates over $18.5 trillion in annual economic activity, wellover 20%of that of the global economy. Americans enjoy such a large economy because they specialize and dominate in a wide range of industries. Similarly, individual states specialize in some industries more than others, as you can see in our latest map.We gathered the data from the Bureau of Labor Statistics Occupational Employment Statistics survey, which 24/7 Wall St. compiled into a simple list of iconic jobs per state. Our analysis uses something called the location quotient to capture how common something is in a given location. For example, petroleum engineers are relatively hard to find across the county, but you can find more than 50% of them in Texas. We mapped these so-called iconic jobs by color-coding their popularity in each state and we added the average salary as a reference.Top Five States with the Highest-Paying Iconic Jobs1. New Mexico Physicists ($143,330)2. Texas Petroleum engineers ($139,800)3. Maryland Health diagnosing and treating practitioners ($130,690)4. Virginia Legal support workers ($104,760)5. Connecticut Actuaries ($101,580)Top Five States with the Worst-Paying Iconic Jobs1. Missouri Locker room, coatroom, and dressing room attendants ($18,850)2. New Jersey Shampooers ($19,440)3. California Farmworkers and laborers, crop ($21,960)4. South Dakota Forest and conservation workers ($23,820)5. North Carolina Textile machine operators ($24,670)This data paints an interesting picture of the U.S. economy. Given the right conditions, workers with an iconic job in their home states can be extremely well compensated. This is especially true for jobs requiring advanced degrees and special certifications. Texas stands out in the list of top five. More than 50% of the countrys petroleum engineers live there, raking in on average $140k each year. Anotlageher high-paying industry, commercial and industrial designers are concentrated in Michigan, where they make $81k. Fashion designers in New York also do well for themselves with $71k in annual compensation. These pockets for specialized skills can attract talent from around the country. If you want to drill oil, move to Texas.Unfortunately, the sad news is that most workers with iconic jobs are not very well-compensated, probably because their jobs do not require any post-secondary education. Locker room attendants in Missouri and shampooers in New Jersey probably didnt go to college. Another factor in holding down wages in some of these industries is the supply of labor. More than 50% of all the farmworkers in the country live in California. Since bosses can easily replace these workers, they only make $22k. Just because your job is iconic and often associated with your state due to its significance there, does not mean it will pay you well.Our map also validates some of the preconceived notions Americans have about different parts of the country. Iowa needs a lot of soil and plant scientists because the states economy relies so much on agricultural production. Want to captain a ship for a living? Go to Louisiana. Trying to sell mining equipment? Open a location in Alaska. Western states like Idaho, Montana and South Dakota all have a lot of forest and conservation technicians. No surprise that Nevada houses the majority of workers in the gambling industry. Even Hawaiis iconic job fits a common stereotype dancers, with no median salary given by 24/7 Wall St., are the most iconic employees.This article was originally published on HowMuch.net.

Occupations with the largest gender pay gap

Occupations with the largest gender pay gap Occupations with the largest gender pay gap Good news for women throughout the country: The gender pay gap has closed significantly over the last four decades.Bad news: There are still plenty of occupations that lack in equal pay.This is especially true during the ages of 25 to 35 â€" the years when most women have children.A recent article by the New York Times highlighted the fact that most women who bear children during these ages fail to ever close the pay gap between themselves and their husbands. In fact, the study found that women earn $12,600 less than men before children are born and $25,100 less afterward.We wanted to focus on what occupations are the main culprits of this outcome, so we delved a little further into the data.One example of an extreme gender pay gap is that of transportation attendants. Male transportation attendants ages 25 to 35 earn an average of $33,130.While that number by itself isn’t worthwhile, that’s nearly $20,000(!!!) more than what the average female transportation attendant of the sam e demographic earns ($13,716).Here are some other occupations with large gender pay gaps.Top 10 largest pay gap occupations for men1) Transportation Attendants â€" 141.5%2) Prepress Technicians â€" 124.9%3) Compacting Machine Workers â€" 105.6%4) Paper Goods Machine Workers â€" 99.8%5) Machinists â€" 87.8%6) Adhesive Bonding Machine Operators â€" 85.8%7) Graders and Sorters of Agricultural Products â€" 83.1%8) Model Makers, Metal and Plastic â€" 74.6%9) Communications Equipment Operators â€" 65.5%10) Financial Clerks â€" 62.7%Summary of findings Male transportation attendants, except for flight attendants, make an astounding 142% more than their female counterparts ($33,130 vs. $13,716) Seven of the Top 10 positions where men make more than women fall under the manufacturing umbrella Female economists and material moving worker positions earn on average 20% more than their male peers Men make more than double that of women in three positions: Transportation attendants â€" 141.5%;  Prepress Technicians â€" 124.9%; Compacting Machine Setters â€" 105.6% Occupations where women are paid more than men display a strong STEM representation Economists â€" 20.4% Statistical Assistants â€" 9.4% Atmospheric Scientists â€" 8.2% Chemists â€" 6.5% Mathematicians, Statisticians â€" 5.7% Just for kicks, we also wanted to analyze those occupations where women ages 25 to 35 experience a higher average pay than men:How we did itWe analyzed data from the American Community Survey’s PUMS 2012-2016 database to see what occupations exhibit the largest pay gaps for full-time workers ages 25 to 35. To ensure accuracy, we only analyzed those occupation titles with over 1,000 workers for both men and women.For this study specifically, we focused on percent pay gap for each position. We calculated the average pay for each position by gender. Then we subtracted the female average pay from the male average to find the pay gap.Finally, the pay gap number was divided by the female average to provide the percent pay gap for men.For example, the following is the data we used to find the percent pay gap for transportation attendants:Male average income for the position: $33,130Female average income: $13,716Pay gap: $33,130 â€" $13,716 = $19,414Percent pay gap for men: $19,414 / $13,7 16 = 1.415 or 141.5%If the percent pay gap for men was a negative number, this meant that women actually experienced the benefit of an average pay increase for that position.For conciseness, we whittled the occupations down to the Top 20 positions that show pay favoritism for men and women each.This article first appeared on Zippia.

Unveiling s Vision for the Future of Job Search

Unveiling ’s Vision for the Future of Job Search Unveiling ’s Vision for the Future of Job Search Unveiling Monster’s Vision for the Future of Job Search Cho, Chief Product Officer, Monster This might sound controversial, considering what I do for a living: Job search today just isnt working as well as it should. Its failing on a number of fronts, most fundamentally by leaving jobs on the tablewhile people remain jobless. Despite the lowest unemployment rate in years, we have a near-record 6 million job openings, according to the Bureau of Labor Statistics. Some of the most in-demand jobs in our economy (think transportation and nursing) go unfilled due to talent shortages. Meanwhile, other occupations (e.g. coal miners or newspaper editors) face a surplus of talent. Also, the process takes too long. Even in occupations where supply and demand are more aligned, filling a position can take weeks or months. These vacancies cost businesses billions in revenue. The job matching process is brokenand we need to fix it. Since joining from TMP Worldwide, Ive had time to evaluate the landscape. Ive concluded that, across our industry, the job search process offered today is a one-dimensional, transactional, and commoditized experience. It discounts the people involved. And thats what this is about, right? People. Its time to envision a new experience that begins at the intersection of personal brand, occupational brand, and recruiter brand. By focusing on those three experiences, we can change the entire industry from something that is transactional to something that is transformational. The next-gen job search should be more of a conscious, eyes-wide-open discovery process, where candidates, employers, and recruiters learn about each other. It should tap data and technology to connect people more directly to relevant opportunities and reduce existing gaps. Most of all, it should bring humanity back to the process. created online job search way back when and, as we approach our 25th anniversary, were once again in a position to break the mold. See for yourself how we plan to help seekers, recruiters, and companies present better versions of themselves. Well help seekers become better versions of themselves. Today, across online job boards, job seekers only method to find opportunities is a keyword search function. Should they find something they like, they submit a resume into what is often called the black hole. Hopefully that resume is loaded with the keywords the recruiter has plugged into the applicant tracking system to filter candidates. If not, the candidate is out of lucksince the only available means to position himself as the right candidate for the job is with a one-page collection of bullet points and action verbs. That model fails candidates and recruiters alike. It puts an onus on the job seeker to conform to technology and it gives recruiters a limited view of the seekers true aspirations and capabilities. The resume documents who the candidate was, but not what she is capable of becoming. It doesnt answer the most important question of allhow shed fit culturally into the organization. And most jobs are won and lost on chemistry. What if a job site could provide job seekers with better matches without even having to search? This kind of telepathy is not as futuristic as it seems. E-commerce sites already deliver personalized shopping experiences and recommendations based on previous purchases. Why not the same in job search? Lets remove unnecessary steps and get you, the recruiter, more quality applies. And lets help candidates expand their personal brands in a way that will be meaningful to them and useful for recruiters. The resume is a stake in the groundand were already helping our seekers improve it using AI with our free resume reviewbut were intent on enabling them to differentiate themselves and show how theyre right for the job. You, as the recruiter, will be able to leverage this data to find more appropriate candidates, creating a rich, symbiotic experience. Well help companies become better versions of themselves. For employers, finding talent used to be as easy as placing a job ad on sites like and on your companys career page. That model no longer suits todays savvy job seekers. Millennials are hungry for more information. ongoing post-apply survey showed that 53 percent of candidates review company websites and 34 percent read company reviews on sites like kununu.com. These job seekers want to know what its like to work at a company, and theyre not finding it in the typical job description. What if employers could create true, multi-dimensional portraits of what its like to work at their company? A recent Monster/Workforce Magazine surveyfound that 59 percent of employers are investing in their employer brand. Corporations now understand that in order to attract the best talent, they need to stand out. So, theyve created career sites with compelling value propositions and beautiful content. Those messages shouldnt be constrained to just your career site. Employer branding should be experiential, multi-dimensional, portable, and ubiquitous. It should be everywhere: in elevators, bus stops by the office, social media, and emails to your pipeline. And, yes, on job boards and job ads. There should also be consistent, powerful messaging that speaks directly to the potential candidate. Were working on ways to do just thatto give hiring managers and recruiters the tools to speak directly to their audience. This next-level communication will deliver incredible response rates and R.O.I. Well help recruiters become better versions of themselves. As a recruiter, youve got positions to fillyet with more technology at your fingertips than ever, the main tool at your disposal is still a job ad, which needs to be matched with a resume. The process, despite technology, is relatively primitive. Potentially valuable candidates are lost in the shuffle of applicant tracking systems, while great candidates find jobs elsewhere. Theres little information available to recruiters to help move a candidate from interested to hired. No wonder it takes weeks to fill a job. Wouldnt it be great if you knew more about a candidates qualifications upfront, how qualified they were, and how to win them over? will give recruiters the signals they need to analyze huge volumes of candidates via a new metric called quality of candidatea pre-cursor to quality of hiresomething most recruiters should benefit from. Rather than vetting nameless, faceless resumes, recruiters will also have access to richer candidate profiles, using powerful AI to match these resumes to your job, as well as a trove of data to better understand the candidates priorities. So, thats our vision for the futureour north star. Were hard at work here at on new and updated products that we think will change job search as we know it. Thats where were headed, and I cant wait to see you there. Chris Cho is a top-performing entrepreneurial technologist and visionary leader with a distinguished career in Recruiting and HR software. In dual executive and hands-on roles, his achievements include commercial success by way of product innovation and technology transformation in Recruiting, Human Resources, and E-Commerce.

Job fairs are held by many different organizations.

Job fairs are held by many different organizations. Job fairs are held by many different organizations. Job fairs are held by many different organizations. They are an opportunity for job seekers to speak directly to employers that might have job openings. A job fair is an event in which employers and recruiters give information to potential employees. Job fairs are a great opportunity to connect with multiple employers at one time in a single location. Job fairs can vary in size and scope and be performed in person or online. Some job fairs are quite large with a collection of employers from a variety of industries, and other job fairs are smaller and targeted to a particular audience. There are a number of “military friendly” job fairs that are targeted specifically to transitioning veterans and military spouses. To succeed at a job fair, you must prepare in advance by polishing your professional introduction, researching the companies you are interested in talking to, and developing a “plan of attack” for your time at the job fair. It is not possible to talk to every one of the companies in attendance, so you will have to choose your top 5-10 and focus your efforts on meeting and connecting with those companies. Expect to: Build your professional network Introduce yourself to potential employers and answer employer questions Get information and leads that are not available on the employer's website Do not expect to: Have on-the-spot interviews (but be prepared, just in case!) Be given a job offer Before the job fair Register. Although not always required, having your name on the list of pre-registered attendees shows professional courtesy to both fair organizers and exhibiting employers. Research participating employers. Find out ahead of time which employers hire people with your skills. Even if the company is not on your list of target employers, treat them as if they were. Know your career objective. Make a list of questions for employers. Ask about how they recruit and hire people with your skill set. Your target employers will likely have similar hiring practices. Polish your resume. Practice your elevator speech. Begin with a firm handshake and good eye contact. Use a clear voice and provide the employer with concise and relevant information. It's a good idea to practice with someone else. Practice interview responses. During the job fair Dress professionally. Bring several copies of your resume, pen and paper for notes, and breath mints. Talk with recruiters, but not for too long. Get business cards, names, and contact information. After meeting someone, make a few notes. What did you discuss with them? Did you commit to any follow-up? Talk with other job seekers at the job fair. Be professional, polite, and positive. After the job fair Send a thank-you e-mail or letter to remind your contacts of who you are and any specifics you discussed. Thank your contacts for their time and ask about next steps. Make sure to organize your job fair notes and contact information.

Early Career Advice for Engineers

Early Career Advice for Engineers Early Career Advice for Engineers New engineers coming to GE often ask me, What does it take to forge a successful engineering career? I wish I had a mathematical model for success. But I dont. I can, however, share some insights, which my colleagues, including chief technologists and senior engineers at the three major aero-engineering companies, GE, Rolls Royce and Pratt and Whitney, have validated. The consensus: It all comes down to 12 basic principles: Be business oriented: Understand how the total costs to produce your company or organizations product affect decisions. You may feel removed from such macroeconomics, but you can look at your cost to the firmsalary, benefits, and overhead averages $200,000 a yearand try to add commensurate value. Working within a financial budget and time frames is also key, for as your organization prospers so will you. Expect tough, multi-disciplinary problems: On the job, youll often confront design issues outside your technical discipline. Therefore, learn the basics of relevant specialties, but keep in mind there over- design, analysis, and research can drive unnecessary cost. Find out how your customers define value and let it be your guide. Be one with the team: In academe, the pursuit of knowledge can be a solitary effort. In industry, however, you work in teams and must often resolve the conflicting needs and solutions that arise when engineers from varying disciplines collaborate to bring a product to market. Those best able to reach consensus are the engineers who know how to network and communication, skills that are as important as technical expertise Know the difference between academe and industry: Businesses prosper by finding new ways to apply science, physics, and math to construct engines, airplanes, bridges, and buildings. Hence, industry strictly controls design procedures and research findings, which are vital to a companys competitiveness. Unlike in a university setting, where academics are free to publish and promote, a firms employees must often consent to proprietary-information and patent-ownership agreements as a condition of employment. Make the most of what youve got: What are your strengths and weaknesses? Enhance the former and fix the latter. Ask yourself, Do I have what it takes to be outstanding? Management confers that quality on high-energy employees who are enthusiastic about their work, can rally others around common goals, and consistently deliver measurable results. Know where you work: Learn and live by your employers values and code of conduct. These are core to your firms approach to honesty, trustworthiness, conflict resolution, fairness, safety, and diversity. If you can improve them, try. Just as important if you cannot embrace them, move on. Be open to new ideas: A positive attitude is key to success. Aside from downright incompetence, nothing hinders you more than a bad attitude. As important: Beware the Not-Invented-Here attitude, i.e., dont reject or discredit ideas because they come from sources outside your group. Accept right ideas and reject wrong ones no matter their source. Put integrity first: Its essential to maintain high integrity throughout your career. Careless design and lazy analysis can cause social, economic, and environmental damageeven injury and deathas well as reputational risk for you and your company. You, as an engineer, must exercise unyielding integrity and do your best to prevent harm. Make your manager a success: You may feel intimidated by your manager given that he or she recommends people for promotion, determines salary, conducts appraisals, assigns work projects, hires even fires. But, a good manager wants you to succeed, because when you do you make him or her successful. If you feel antagonistic towards your manager, examine your reactions and motives carefully. If you cant adjust your attitude look for another job. Give back when you can: You owe a great deal to your university. Support your alma mater, visit occasionally to give seminars, keep in touch with the faculty, and share with students wisdom you have gained. Participation in technical societies is also an excellent way to grow and network. Writing technical papers and/or organizing a technical session at association conferences will enhance your experience and your firms reputation. Take charge: Dont expect your manager to chart your path. Its your job to figure out what you want and how to get it. Seek diverse assignments, broaden your experience, and make the most of company-paid education benefits, training programs, and professional society technical conferences. Technology is constantly evolving. If you cant keep up there is always a bright-eyed engineering graduate who will. Have fun: If you arent, move on. You should love what you do. Since engineering offers plenty of exciting and challenging opportunities, that shouldnt be difficult. [Adapted from Engineering What You Dont Necessarily Learn in School by David Wisler, for Mechanical Engineering, August 2003.] Dont expect your manager to chart your path. Its your job to figure out what you want and how to get it.

Get Ahead With Our Summer Camp Counselor Resume Template for Word

Get Ahead With Our Summer Camp Counselor Resume Template for Word Get Ahead With Our Summer Camp Counselor Resume Template for Word IntroductionLooking for a job is made much easier when you start with a top Experienced leader of activities and sports working with campers aged 5Red Cross Small Craft Safety Training, Swimming and Water Safety Training2014Jerome County High School Diploma2013

Should You Accept Talent Referrals From Poor Performers

Should You Accept Talent Referrals From Poor Performers Should You Accept Talent Referrals From Poor Performers Its no surprise then that employee referrals have become the most influential form of hiring, according to countless studies. For example, Jobvite has shown that employee referrals account for around 40 percent of all hires, and this Oracle white paper highlights research indicating that some companies make up to as many as 75 percent of hires through referrals. The white paper also highlighted further research, which shows that referral hires are from 3 percent to 15 per cent better performers than non-referred hires, along with another study showing that referrals had a 25 percent higher retention rate than non-referrals. Employee referrals are now pretty much seen as the universal medicine, the kind of penicillin for the talent management industry that can cure many of the ills stemming from the talent war. And while the power of referrals cannot be denied, recent research suggests that employers probably shouldnt take a carte blanche approach to referrals and that they need to do some fine tuning. This fine tuning relates to where they get their referrals from as all referrals are not equal. Yes, based on the findings of a study by the University of California/Berkeley, people who make referrals tend to refer people with similar productivity levels and characteristics to themselves. That is, high performers are more likely to refer high performers and mediocre performers are more likely to refer low performers. To be specific, profits per worker were roughly three times higher for employees referred by top performers than they were for employees referred by lower performance workers. The industries that were studied were logistics and call centers. The findings of this survey strongly suggest that employers perhaps should adopt a less egalitarian approach to their referral schemes and that they should be a little more meritocratic, meaning that referral schemes should potentially be open to only the higher performing talent. This could be regarded as elitist by some, but its not really, because all employees have a chance to join the referral scheme as soon as their performance reaches the required standard. Of course, it could be quite controversial to open a referral scheme but only invite certain high performing employees to join; you might have a minor employee and public relations tasks on your hands, to make sure that employees were aware of the eligibility criteria and what they need to do to become eligible for the scheme. Alternately, if you have a good enough selection process, then you may be able to screen out mediocre referrals anyway, meaning you could make your employee referral scheme open to everyone. But, the path you choose depends on what you are using your referral scheme for. If you are using it to boost skill and performance levels and locate upper quartile talent, you should seriously think about a more selective membership approach to your referral scheme. But, if the aim of your scheme is simply to attract more, competent talent, then an all-access employee referral scheme will certainly help you to do that. Good luck with finding top talent.

Mixed Practice Veterinarian Career Profile

Mixed Practice Veterinarian Career Profile Mixed Practice Veterinarian Career Profile Animals are becoming an increasingly important part of our everyday lives. Roughly 68% of American households own at least one pet, according to the National Pet Owners Survey of 2017-2018. And in 2017, pet owners spent more than $69.5 billion alone, with healthcare ranking as one of the highest expenses. This trend is expected to continue. Thats why demand for veterinarians is expected to increase as well for both companion animals and livestock. Mixed practice veterinarians are practitioners that specialize in health management of both large and small animals. Heres a look at the duties, career options, educational requirements, salary and job outlook for a mixed practice vet. Duties Mixed practice veterinarians are licensed animal health professionals who are trained to diagnose and treat illnesses affecting a variety of species. Most mixed practice veterinarians offer veterinary services for some combination of large animals - cattle, horses and other livestock - and small animals such as dogs, cats and other pets. Mixed practice vets may either operate out of a clinic or travel to visit their patients on farms using a customized truck containing the necessary medical equipment. The usual duties for a mixed practice vet include conducting general wellness exams, giving vaccinations, drawing blood, prescribing medications, performing surgeries, suturing wounds, cleaning teeth, performing spay and neuter operations, and supervising veterinary technicians. Other duties may include monitoring the reproductive health of breeding stock, performing artificial inseminations, assisting with problem births, conducting pre-purchase exams, taking radiographs and performing ultrasounds. Mixed practice veterinarians may work both day and evening hours, and they usually must be on call for emergencies that arise on weekends and holidays. The work can be physically demanding when treating large animals, as vets must be capable of restraining sizeable (and potentially agitated) animals. They also must be careful to avoid bites and scratches while working with small animals. All vets must take adequate safety precautions while treating their patients. Career Options According to surveys conducted by the American Veterinary Medical Association (AVMA), the majority of all veterinarians work in private practice. According to a recent AVMA employment survey, there were 117,735 practicing U.S. veterinarians by the end of 2017, with 71,393 of that number engaged in private practice. The vast majority of practitioners work on small animals. Mixed practice vets make up less than 6% of the total number of practicing veterinarians.   Education and Training All veterinarians, regardless of specific area of interest, must graduate with a general Doctor of Veterinary Medicine (DVM) degree. The DVM program is a comprehensive course of study covering all aspects of small animal and large animal healthcare. There are currently 30 colleges of veterinary medicine in the United States that offer a DVM degree. Students may also attend schools with American Veterinary Medical Association accreditation overseas. These schools and their programs have been thoroughly reviewed by an external panel of practitioners and academics. Accredited colleges can be found in Canada, Australia, Europe and the Caribbean. Non-accredited schools may also be an option for students who are looking to study elsewhere. However, after graduation, they must take equivalency exams and complete clinical studies in the United States in order to become licensed. Upon fulfilling any and all educational or training requirements, all vets must pass the North American Veterinary Licensing Exam (NAVLE) to become licensed to practice. Approximately 3,000 veterinarians graduate, complete the licensing exam and enter the veterinary field each year.   Salary The median wage for all veterinarians was $90,420  according to data provided by the U.S. Bureau of Labor Statistics (BLS). Earnings varied from less than $53,980 for the lowest ten percent of all veterinary practitioners to more than $159,320 for the top ten percent of all veterinary practitioners.   According to the American Veterinary Medical Association, the median professional income for mixed practice veterinarians (before taxes) was $88,000. Equine-exclusive veterinarians shared the same median professional income of $88,000. Food animal and companion animal veterinarians earned a slightly higher median professional income of $100,000. In terms of average starting salary right out of veterinary school, mixed practice veterinarians began their careers with a first-year mean salary of $63,526. New equine vets had the lowest first-year salary at $47,806, while food animal exclusive vets had the highest first-year salary at $76,740. AVMA studies also indicate mixed practice veterinarians earn higher salaries in small and medium-sized cities and towns. The best salaries for mixed practice vets are found in cities with populations between 50,000 and 500,000 - mixed practice vets in these areas earned a mean salary of $115,358. Towns with less than 2,500 citizens reported the next highest salary for mixed practice vets, with a mean salary of $100,190. Cities with more than 500,000 citizens reported the lowest mean salaries for mixed practice vets ($90,889). In areas where the population is 500,000 or greater, it is wise to go companion animal exclusive (mean salary $143,736). Job Outlook According to the latest data from the BLS, the veterinary profession is projected to expand at a much faster rate than the average rate for all professions - nearly 19% over the decade from 2016 to 2026. The number of people spending more on their pets - including healthcare - is expected to drive employment in the veterinary services industry. Due to the fact that a majority of vets choose to go into small animal exclusive practice (over 42,000 currently employed in this type of work), there should be a continued need for mixed practice veterinarians in the marketplace, especially in small or mid-sized cities and towns.

How to spot a toxic workplace and what to do about it

How to spot a toxic workplace and what to do about it How to spot a toxic workplace and what to do about it Issues with the cultures of big companies, including Uber and Google, have recently been in the news, turning the spotlight onto the subject of toxic workplaces. But few are talking about the causes.What are the indicators that a company’s culture or workplace could quickly turn toxic?Follow Ladders on Flipboard!Follow Ladders’ magazines on Flipboard covering Happiness, Productivity, Job Satisfaction, Neuroscience, and more!The roots of a company culture include rules, expectations, and policies. If these are subjective - left open to interpretation - the company invites differing opinions, which causes conflict, which results in toxicity. Subjective work processes and systems are the sources of most toxic company cultures.How you can spot a potential problemIf you are on the outside of a company looking in, there are some indicators that should encourage you to explore further. Using whatever access you have to people in the company and/or company materials such as job descrip tions, policies, and procedures, look for subjectivity.For example, if a job description consists of vague phrases such as “must be a team player,” “have strong communication skills,” or “be a power user of authorware,” how are you going to be evaluated on your performance in that job? Someone will be making subjective decisions about your performance.When you ask people in the company, even if you are asking during an interview, how to qualify for pay raises or promotions and the responses are subjective descriptions such as “excel in your job,” “go the extra mile,” “stay out of trouble,” or “keep your quality scores up,” you will probably face that same subjectivity when it comes pay raise and promotion time.The more objective the job descriptions, policies, procedures, and processes in a company, the less chance there is for conflict and the workplace turning toxic.What to do if you are already in a bad situationIf you realize that your workplace, like most workplaces, is already toxic, you may be able to do some damage control - even if you aren’t the boss. You can make the attempt to bring objectivity to at least your realm of the workplace.Start with your job description. The ideal, objective job description defines the: Primary tasks you accomplish in your job Conditions under which you perform those tasks Objective standards by which your performance on each task is evaluated Take whichever parts of that formula are lacking to your boss with the humble, sincere intent to turn the subjectivity into objectivity. You do this by taking the “fuzzy” language out of the job description.Fuzzies can be squeezed out of job descriptions, policies, and processes through a relatively simple process taught by human performance guru, Dr. Robert Mager. He calls it Goal Analysis, but he describes it as “defuzzifying fuzzies.”Once a fuzzy is discovered, it must be translated to observable performances. If done in conversation it sounds something like this:Boss: “You have to be a team player!”Employee: “Well said, Boss. When you observe me being a team player, (or whatever the fuzzy is) what actions are you observing?”Boss: “Well, first of all you show up to team meetings on time.”Employee: “Fair enough. What else?”Boss: “You should be volunteering for assignments on the team.”Employee: “Got it. What else?”The “what else” questions contin ue until the boss decides the list of observable performances describes a “team player.”Calling this a “simple” process does not mean this conversation or the efforts to review and revise work processes to rid them of subjectivity are easy. It takes a lot of effort, but the process is not complex.In addition to the job description, some of the processes that you want to be objective, include: Your performance evaluation process How your pay raises are determined How promotion opportunities are evaluated How your work is scheduled and assigned How you are recognized for the work you do and the innovations you introduce If any of these are open to interpretation, they are open to the possibility that the interpretation may not be in your favor.The problem with having fuzzies in these processes is that it puts bosses in the tenuous position of being the judge. Yes, you want bosses to have good judgment, but you don’t want work processes to cause them to interpret subjective guidance on what should be done, how it should be done, and how it should be evaluated. That opens each situation to conflict, which is a tremendous obstacle to performance in the workplace.When you drill down to the root of most workplace conflict, you will find the disagreement is over a work process that is subjective. Even a good boss will find it difficult to be good when they are trying to defend subjective work processes and systems. As W. Edwards Deming, the acknowledged Father of the Quality Movement, put it, “A bad process will beat a good person every time.”Rex Conner is the lead partner and owner of Mager Consort ium and the author of What if Common Sense Was Common Practice in Business?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

Resume En Ingles Secrets That No One Else Knows About

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Unanswered Problems With Cyber Security Analyst Resume Exposed

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The Forbidden Truth About Best Wizard Build Uncovered by an Expert

The Forbidden Truth About Best Wizard Build Uncovered by an Expert The Argument About Best Wizard Build Gemming a Wizard At Level 70 you are going to want to be cramming the most powerful Topaz gems you may craft into almost every available socket you've got on your equipment. We've got guides for each and every class. What other mounts you use is not so important. It's definitely a great idea though. Noxxic has some great pointers if you're searching for inspiration. Two or three things to bear in mind here is what kind of campaign the DM is operating. Thanks for reading, and revel in wizard-ing this up! AC issues people attempt to solve with higher dex since you don't have armor. You are also going to be getting Hold Person which is likely to make your damage crazy. So long as you haven't taken damage in the past five seconds you get a protective shield that absorbs the subsequent 60% of your Life in damage. In addition, it has a far higher damage as time passes over f rost trap. Best Wizard Build - What Is It? So many things can be carried out with this build it makes for a significant diverse and intriguing character for sure. Keep these critical things in mind while you progress! Mind blank provides outright immunity to plenty of things. Keep attention to how many spells of a particular level you are still able to cast. This will allow you to concentrate on your other abilities while additionally benefiting from this slot all the moment. The remaining 4 abilities ought to be attributed in ways which make sense for the character you're building. Don't be concerned about the EXP aspects. You need to understand how much damage your dealing, and how much it is possible to take. Some spells will produce a lot of difference when you get them. Nonetheless, this is offset by the ability to do ridiculous damage to large quantities of enemies at one time. Maybe you're simply eager to set your newfound magical skills to the test in the surface of danger. The Staff is an excellent weapon and usually an excellent alternative for a Wizard and their future classes' use. You may also join the discussion on our FB fan page. Finding the right stats has a much greater impact vs. getting the ideal stats, for now. Inside this guide, we'll supply you with tips and info about how to play the Control Wizard class. The Battle Over Best Wizard Build and How to Win It By utilizing such platforms, they'd have the ability to look after data concerning the students. There are four common specializations that fit nicely with the great majority of play-styles. It definitely helps your character in the bulk of cases. There are a big selection of builds with regard to skills. If You Read Nothing Else Today, Read This Report on Best Wizard Build Some of them is able to damage your allies. During battle you'll be able to use only spells which are inside the book. Then you may choose to get either the Storm or Winter skills initially, based on preference. 5th and 6th levels are where you truly start to shine. Best Wizard Build Explained In case you have any ideas how we could enhance this build, or when you believe the Firebird's Finery Meteor wizard is not appropriate for this title, please tell us in the comments below. Wizards have a highly effective capstone. You ready the list of wizard spells which are available that you cast. What's important is to receive the most suitable insignia bonuses, and several different mounts can provide the a variety of bonuses. You are going to be able to keep decent survivability and superior mob control. While at f our stacks you should use different elemental attacks to grow the length of this buff by 2 seconds. Fracture will also enable you to drop aggro. Or only go total CON for a whole lot more survivability. But it is all dependent on how much you depend on scrolls. To prepare the combo, you will want to find yourself a wonderful pack of mobs. Only your very first ulti should change to your secondary sub class change. You don't have to have the spell prepared.

Why Everybody Is Talking About Example College Resume...The Simple Truth Revealed

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How to Make a Cover Letter for a Resume Guide

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Include your very best contact information so it's simple for your prospective employer to reach you. The majority of the moment, clients are really going to appreciate that you're decreasing the workload for them and putting all appropriate info in the email in their opinion. Income and employment Verification Each RTO investor must be in a place to clearly show their profits. Employer reference letters are amazingly easy and will probably be asked from the human resources representative in your company.

Academic Resume Template Ideas

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