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The Essential Military-to-Civilian Transition Resource INSIDE

Finding Your Bliss Trying to find a career that’s right for you? This article discusses tips that can help you discover your next dream job ...................................... page 9

The Great American Debt Disaster Managing your personal finances can be stressful. USAA shares some useful tips on what you can do to avoid debt .................................... page 10

Job fair calendar Find a job fair near your base with our job fair calendar ...................................... page 8

DEPARTMENTS Publisher’s Letter ...................................... page 2 Classified Ads .................................... page 11

Top 40 Under 40 Military Spotlight: Mike Marty




Civilian Job News will periodically highlight one of the Top Forty Under Forty Military honorees. Mike Marty is this issue’s profile subject. by HEIDI RUSSELL RAFFERTY Contributing Editor


esting his arms on the hood of a Humvee during a late-night artillery field exercise, Michael Marty decided it was time to share with his company commander: “I think I need to leave the Army so that I can go to business school. I can’t do both.” The conversation that ensued – and the lessons he learned that night – changed Marty’s life. His captain, Mike Eastman, told him about a program that would allow him to finish graduate school while still on active duty, in exchange for teaching at West Point for three years. What ensued was a series of punctuated Army career highs that set the foundation for a successful transition into the civilian arena. Today, Marty is marketing director for, which “takes news, commerce, conversations and events in a community and brings them online into a Web 2.0 experience,” he says. reports on news-making events

in 850 communities nation-wide. “We take the core product of a local newspaper and put it on steroids,” Marty explains. In 2010, Marty was one of the “40 Under 40,” an annual recognition program from Civilian Job News that gives a nod to outstanding veterans. He learned of the award opportunity through LinkedIn and found that the application and acceptance process was simple. He encourages other veterans and current service members to throw their names into the ring for consideration in 2011. “I was honored to be considered, let alone selected. It’s a fantastic initiative,” Marty says. “What I love about it is not just that it highlights those in the military but those who served previously. Usually we don’t recognize those who spent part of their professional experience to serve in the military. It has become a topic of conversation for me. I put it into my bio at work, and people were impressed by it. I can see it leading to future things.” One thing he’s learned is that

the skills he developed as an officer in the U.S. Army can be applied daily in the civilian corporate world. “I use all the management, problem solving skills. My abilities are to be flexible, to take care of people that work for me and give them a sense of direction and goal and allow them to maneuver under that to best meet the objective or goal. All that is what I learned in the Army,” Marty says. Like the other “40 Under 40” designees, Marty brings a personal history of dedicated military service combined with drive to succeed in his civilian career pursuits. He graduated in 1995 from the University of Notre Dame with a marketing degree on an ROTC scholarship. And after 9/11, he served with the 3rd Battalion, 82nd Field Artillery of the 1st Cavalry Division at Fort Hood, which was the first Cavalry Division Ready Brigade Task Force to be called up to Kuwait. Marty took Eastman’s advice in 2002 and worked on his Master’s


at Harvard Business School while still listed as an active duty officer. He graduated in 2004. During school, Marty interned with a sports marketing agency owned by the Boston Red Sox Baseball Club. It was responsible for exploring ventures leveraging the Red Sox brand to maximize the club’s revenues. He was appointed CEO and was charged with managing all aspects of business development, financing, marketing, sales and operations. He led it to profitability within 60 days, and investors earned 20-times their invested capital in three years time. Although the Red Sox offered to pay him, as a soldier, he couldn’t be compensated. So he received school credit for his experience. Following graduation, Marty took his post as a West Point instructor, teaching economics, finance and accounting. “I enjoyed my time teaching cadets who raised (their) hands to serve continues page 4

What civilian employers really think of you by CAROLYN HEINZE Contributing Editor


ou’re stiff. A little too serious. Not really interested in negotiating with people – you’d prefer to bark orders and boss them around. When it comes to what civilians think of those that have been in the military, we’ve heard it all before. But what about civilian employers? Is their perception of veterans just as narrow? Like pretty much everything,

it depends. Ruth Somoza at United Rentals – a Greenwich, Connecticut rental equipment provider and a Civilian Job News Most Valuable Employer – would respond with a qualified ‘no.’ As Corporate Human Resources Generalist for the company, Somoza takes a proactive approach to recruiting and hiring former military members. “This company takes its veteran initiative – as far as recruiting anyone actively – as

one of its major priorities,” she says, adding that the organization reaches out to veterans to ensure that they are aware of what United Rentals, as an employer, can offer them – including those military members who may be called to duty while on the job. “It is one of the most important

continues page 6




ear Readers,

I have to laugh when I think about kids’ responses to “What do you want to be when you grow up?� They have the optimism and courage to respond with intriguing professions such as G.I. Joe, a doctor, an astronaut, or a veterinarian. Never do you hear them say, “I’ll take whatever comes my way.�

Let’s face it, if you’ve recently turned on the news or have read an article detailing the current state of the economy, the reports are often ďŹ lled with gloom and despair. Uncertainty within the ďŹ nancial and job markets is looming throughout our daily lives, but I think it’s imperative that we take a moment to realize that all is not lost. If you’re currently in the transitioning phase of your career, you may be hesitant and second guessing your decision to enter a highly volatile and competitive environment. After all, the military has provided you with job security, a stable atmosphere, and structure for all these years-the civilian and federal sectors are probably unfamiliar territories for many of you. When I talk to job seekers, one of the ďŹ rst questions I ask is, “What do you want to do in your new career?â€? I can’t tell you how many respond with, “Anythingâ€? or “Whatever I can get.â€? Both of these responses may not help you “shoot for the starsâ€? and I’ll explain why. You don’t have to settle for just any job, regardless of how difďŹ cult the economy is. There are plenty of jobs available with substantial salaries in a variety of ďŹ elds, but you must ďŹ rst do the leg work and ďŹ nd out which ones are your “best ďŹ t.â€? This will require some research and preparation on your part:

networking and talking to people already within your ideal ďŹ eld, reading informative articles on career advice, and most importantly, being honest with yourself. It’s essential that you recognize and meet requirements for positions you are applying for in order to ensure that your resume won’t just go in the trash can. Certain industries demand certiďŹ cations, licenses, degrees, minimum number of years of experience, and possibly familiarity in technology: make sure you’re up to speed on all these prerequisites so you’ll be competitive when submitting your application. Thousands of military personnel are in the exact same “bootsâ€? as you, and there are many who have made the transition seamlessly. Mike Marty, one of Civilian Job News 2010 “40 under 40,â€? is a great success story that showcases how a veteran can apply their military knowledge into the civilian arena. In this issue, we created a proďŹ le piece about his personal experiences to illustrate how he was able to transfer his skills gained from his Army career into corporate life. From receiving his Master’s at Harvard Business School to teaching as an instructor at West Point to being appointed CEO of a marketing agency owned by the Boston Red Sox Baseball Club, Marty exempliďŹ es success. He used that same optimism and courage that you’ve learned during your service to your country. For more information on how to apply for our 2011 “Top 40 under 40â€? annual recognition program, please visit our website at or We offer applications for both Military OfďŹ cers or NCOs and Enlisted. - BILL BASNETT Bill Basnett is a graduate of the U.S.M.A. at West Point and a former cavalry ofďŹ cer with the U.S. Army. He began his recruiting career with Bradley-Morris, Inc., in 1991 as the ďŹ rst candidate recruiter and regional operations manager. He has over 18 years in the recruiting industry, focusing on the hiring and placement of transitioning military and veterans. In December 2008, he was promoted to the position of vice president of

Publisher Managing Editor Art Director Associate Editor Contributing Editors

Contributing Writer Director of Technology Executive Consultant Account Representative

Bill Basnett Ashley Harmon Alec Trapheagen Anthony Morris Carolyn Heinze Heidi Russell Rafferty Tom Wolfe Janet Farley Jessie Richardson Don Nowak Marla Smith Don Johnson

Civilian Job News is published by: 1825 Barrett Lakes Blvd., Suite 300 Kennesaw, GA 30144 1-866-801-4418 Reproduction or use without permission of any editorial or graphic content in any manner is prohibited. The inclusion of advertising is considered a service to our readers and is not an endorsement of products or advertising claims. Opinions expressed in articles are the opinions of the contributors and do not necessarily express the opinions of Civilian Job News or its sta. Subscription rate: $12 per year (6 issues). To subscribe, call 1-866-801-4418. Š2007-2011 Civilian Jobs, LLC. All rights reserved.


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4 “Top 40 under 40 Military Spotlight: Mike Marty” continued from page 1 the nation in a time of war. And there they were, learning from me,” he laughs. “I was learning about improving myself as a leader.” During his teaching stint, Marty worked with a think tank that operates out of West Point. They were tasked with solving a problem on the behalf of the Office of Economic and Manpower Analysis. “Their mandate is to build the Army of the future. They look at how the army competes for talent in the labor market. They discovered the Army was getting exposure to people too late after they made the decision what to do with their lives,” Marty explains. The question was: How could the Army generate interest in the service? So a team led by (Ret.) Col. E. Casey Wardynski formed a small business within the Army called “America’s Army.” Marty became COO, managing the operations of the 200-plus member organization with more than $120 million in federal contracts and a $24 million annual operating budget. America’s Army became a multiple award-winning, top-10 online video game franchise with more than 11 million players. The organization was recognized for being the Army’s most cost effective form of digital and social media outreach, earning two American Marketing Association EFFIE Awards, an American Association of Advertising Agencies’ Jay Chiat Award, an EXPY Award, and five Guinness World

SEPT/OCT 2011 Records. The idea behind it was to help youngsters experience real life soldierhood, all in the confines of gaming. “It was a virtual world of soldiers and value systems and all the things it takes to be a soldier. It showed kids about the opportunity to serve the country as a person and as a leader,” Marty says. After exiting the Army in 2011, Marty went to work for a small startup, “which was an idea on a piece of paper and involved myself and three individuals,” he says. The company, called Amigo Navigation, launched in March 2010 and focused on mobile advertising technology, which is “a hot area in the marketing world for using mobile phones for brands to interact with consumers,” he says. Marty was working with the group when he received the “40 Under 40” Award last fall. He moved into his current job in November 2010. “It was a difficult decision to leave the Army. But the idea around disrupting industry through startups, new ideas and concepts really started to intrigue me. There are not many types of those projects in the military, which was part of the impetus to make the move. The entire experience, how technology and digitization of content is the future of the way things are headed, totally enthralled me,” Marty says. Freelancer Heidi Russell Rafferty is a reporter with 19 years of experience who writes about employment and business issues.

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“What civilian employers really think of you” continued from page 1 aspects of our recruiting method.” However, not all civilian employers are familiar with what the military is really about, notes Lisa Rosser, former military member and a speaker and workshop leader at the Herndon, Virginia-based The Value Of a Veteran – a firm that offers training to civilian employers on how to recruit former military members. “There is still a huge hurdle in getting employers, recruiters and hiring managers to understand the military skill sets,” she says. “A lot of that stems from the fact that very few people have served in the military, and that one percent of the population that has served has not been in the position to do the recruiting and hiring.” The result? Many of the ideas that people have about veterans are derived from what they see in on television. “They walk away with the impression that we shoot things, we blow things up and we run things over with tanks; and that’s all well and good but that’s not what they need in their organization. They don’t realize that we actually have accountants, doctors, lawyers and pharmacists – all of these basic skill sets that they would love to hire.” Coupled with this is the limited assistance military members receive in transitioning back into the civilian world – something that Rosser believes should be initiated much sooner than it usually is. “We are not currently doing the veteran a good service in letting them know that these are the kind of skills that employers are looking for,” she says. “We are not helping them along the way, during their military service, to understand that what they are doing currently is going to serve them well when looking for a civilian job. Make sure that you capture this information, keep it in an ongoing resume or skills list so that when it comes time to put this together, it’s not an overwhelming task.” Somoza notes that many of the skills her organization seeks are those that veterans have already acquired in the military. “A lot of what they develop while they are serving our country is what employers should consider essential to hiring,” she says. “We are very customerfocused at United Rental, and what we see in veteran candidates is the ability to focus on completing a project.” Because veterans are accustomed to moving up through the ranks of the military, they tend to be comfortable with developing and growing with a company – a quality that

SEPT/OCT 2011 civilian organizations value in a climate where employees are increasingly difficult to retain. And, Somoza adds, veterans are well-equipped in the area of problem solving: “They are able to face adversity; if things don’t go as planned, they know how to adjust to change and are able to maneuver in different environments.” Headquartered in Oklahoma City, Oklahoma, the Chesapeake Energy Corporation focuses a significant amount of its recruiting effort on the increasingly large pool of veterans out there. “Most military candidates have a strong character about them, and we find their integrity to be very high,” says Mikel Lukas, a field recruiting manager at Chesapeake and himself a former Marine. He notes that the veterans his organization recruits tend to excel in areas where safety is paramount, largely due to the principles and skills they acquired in the military. “Chesapeake is one of the largest drillers of natural gas and oil in the nation, and safety is something that we look at closely. We like to hear examples of how they applied safety in the military.” Lucas underlines that it’s these anecdotes that can make or break one’s chances at being considered for a position. “They should also be willing to give real-world examples in an interview,” he says. “You have to synchronize them with the language of the civilian world and be able to explain yourself in civilian terms.” Aside from translating military jargon into civilian-speak and emphasizing the transferable skills that military members have acquired, Rosser underlines that veterans need to have an understanding on how recruiters actually recruit. For example, keyword criteria in applicanttracking systems is often the deciding factor on whether or not your resume actually makes it to the recruiter’s desk. “Resumes that don’t meet the key word criteria automatically get rejected,” she says. “Even in the good times, they were still getting many resumes for every open position they had.” With the down economy, recruiters are now faced with anywhere from 100 to 400 resumes for every position they have open – and many of these applicants are extremely qualified, which makes the competition for available work rather fierce. To counter this, Rosser counsels veterans to make the hiring manager’s job as easy as possible. “We have to make an effort, on our end, to try to meet that employer halfway,” she said. “I’m working on trying to get the employers to meet us halfway, but veterans have to make some kind of an effort.” Somoza agrees that when it comes to deciphering resumes, hiring managers could use a little help. “There is almost like a different language when you are dealing with someone from the military when they talk about their capabilities, skills and rank,” she says. “A recruiter wouldn’t necessarily have the terminology to translate those skills, and the onus is on the candidate to explain what they did, what their qualifications are and what they can offer to that company based on their background in the military.”

Carolyn Heinze is a freelance writer/editor.



BdhieZdeaZVgZajX`nidÅcYdcZXVgZ ZZgii]Znad dkZ# H]Z[djcYild# As a major in the Army Reserve, Becky Hamilton is proud to continue servvin ng heer country. She is also proud to work for CSX, a company that truly values her mi millita lita tary ryy commitment and the skills and experience that it gives her. Our jobs start with ex xte tens nsiv ns ivee iv paid training and can be the transition into a rewarding career. For more information on job openings, click on the Careers link at


Qualified candidates will be contacted by e-mail for interview, aptitude tests and drug screening. No applications accepted by phone or after the deadline. Equal Opportunity Employer. ©2010 CSX Corporation



Job Fair Calendar Date: September 15, 2011 Location: Career Expo. Fort Polk Warrior Community Center; Fort Polk, La.; 10 a.m. - 2 p.m. Sponsor:, 866-801-4418 Date: September 15, 2011 Location: Joint Bases Langley Eustis; 2123 Pershing Ave., Fort Eustis, Va.; 9 a.m. - 2 p.m. Sponsor: Sherman Watkins, 757-878-6900 x 263, Date: September 23, 2011 Location: Peninsula-Wide Job Fair; Osan Officer’s Club Bldg 910, Republic of Korea; 10 a.m. - 3 p.m. Sponsor: Joseph Lee, DSN: 315-784-5440, Date: September 28, 2011 Location: Fort Stewart Bldg 1020 (Hero Rd. and 6th St.); Fort Stewart, Ga.; 10 a.m. - 2 p.m. Sponsor:, 866-801-4418 Date: September 29, 2011 Location: Officer’s Club; Tri-Command Beaufort, SC; 10 a.m. - 2 p.m. Sponsor:, 866-801-4418 Date: October 6, 2011 Location: Benning Club; Bldg. 128, 7010 Marrison Ave.,

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Finding Your Bliss by HEIDI RUSSELL RAFFERTY Contributing Editor


hen U.S. Marine Major Brian Henry exited the service in 1998 after a career in the infantry, he was faced with the ultimate question: What’s my bliss? Henry, a veteran of Desert Storm, chose to leave the Marines after being assigned a seven-day-per-week recruiting command in Oklahoma. He knew that job would leave little family time. So he was ready to step out into a career that would satisfy him professionally and also give him worklife balance. But ďŹ rst, Henry had to do some soulsearching. “I found that although I’d been an infantry leader, I was drawn to a sales role as opposed to an operations leadership role. It was an educational process. Either someone knows they want to do sales, or through time, they realize that sales is a viable option for them. It takes education and awakening,â€? Henry says. Today, he’s vice president of operations for the OfďŹ cer Recruiting Division of Orion International. “My advice is to make the best decision based on what is a good ďŹ t for you and your growth potential. Ask yourself, ‘What can I do going forward that can blossom?’â€? Good question, but how do you distinguish your career wishes apart from your skills and experience? Are they one and the same,

or do they differ? Sometimes, what you’ve done in the military either doesn’t translate well into civilian life, either (think: artillery or infantry). But that doesn’t mean you don’t already know deep down what you can and should do, says Henry and other experts. Here are their tips on how to break it down to ďŹ nd your bliss: Use your network to help you think outside of the box, says Dr. Bernard Luskin, the Provost at Touro University Worldwide. He is also a clinical psychologist and internationally known media psychologist. Luskin, a U.S. Navy Vietnam War veteran, made the mistake of segueing into a career immediately after his service that was similar to his Navy job as Captain’s yeoman. “I wound up teaching typing and business ofďŹ ce practice,â€? he says. Many veterans do that, too, because they’re accustomed to a “herd mentalityâ€? or not looking beyond the obvious, Luskin says. “The military manages large groups of people to achieve objectives, but they do not manage for the individual.â€? To move beyond that, contact people who have already exited. Find out about their post-military careers. Ask them what they thought you were good at when they served with you. And ask if they think you would be a good match for what they’re doing. “All you have to do is get an epiphany so that you get insight into options. You need to explore them and shouldn’t be intimidated by them,â€? Luskin says.

Keep a 30-day journal on what makes you happy, and then tally the results, says Jeff Gitterman, author of Beyond Success; RedeďŹ ning the Meaning of Prosperity (www. He’s also an award-winning ďŹ nancial advisor and the CEO of Gitterman & Associates Wealth Management. Every night, write a paragraph about the most enjoyable part of the day for you – the time when you felt “in ow,â€? Gitterman says. “That translates as, a moment where you don’t recognize the passing of time; you’re so engrossed in whatever you’re doing. It’s not necessarily a work activity. What are the best 15 minutes of your day, where you were engrossed and energized?â€? Don’t review previous entries, however, until you reach the end of 30 days. (Doing so may skew your future entries.) When the month is ďŹ nished, you’ll typically ďŹ nd a pattern of activities that bring the most joy, he says. This will help you crystallize future goals – and also how to handle your current environment. “What you contribute at work makes you ultimately happy and helps you ďŹ nd your bliss. It’s not the job, per se,â€? Gitterman says. “Most people start off their careers in the job they don’t love. So bring your love to your job, no matter what the job may be.â€? He points to New York City waiters and waitresses, who are often hired by his friends in the ďŹ nancial industry based on their service and cheerfulness.

“You can tell quickly how much they’re bringing their joy rather their suffering to their work,â€? he says. “Doing so opens up opportunities for people. You’ve gotta bring your best contribution to your job.â€? Nothing beats a scientiďŹ c analysis – of you. Dr. Herb Greenberg is founder and CEO of Caliper, a leading international consulting ďŹ rm. Greenberg came up with the Caliper ProďŹ le, a scientiďŹ c instrument for in-depth personality assessment and job matching that measures more than 25 personality traits related to job performance. Through the results of this test, he is able to place individuals into the best jobs for them. Caliper provides an automated service that can point the soldier to one of 17 potential careers and company matches. It has assisted 3.5 million people at 28,000 companies. Other tests include the Myers-Briggs, which analyzes personality traits and can also be applied to career matches. Greenberg suggests setting aside about $100 to do nothing but test yourself for your interests. “Poke at yourself. If you’re not feeling well, you go to a doctor. If the doctor is not sure, they send you to a specialist. In the same way, this is somebody’s focusing on the rest of their lives, and they can make a mistake by getting a job not right for them,â€? Greenberg says. Freelancer Heidi Russell Rafferty is a reporter with 19 years of experience who writes about employment and business issues.

TIONÂ&#x2122;7>D:CK>GDCB:CI6A:C<>C::G>C<Â&#x2122;7GD6986HI?DJGC6A>HIÂ&#x2122;FLIGHT NURSE Â&#x2122;6:GDHE68:8DCIGDA6C9L6GC TIONHNHI:BHÂ&#x2122;SPACE, MISSLE, AND C2Â&#x2122;8DBBJC>86I>DCH867A:6CI:CC6HNHI:BHÂ&#x2122;8DBBJC>86I>DCH"8DBEJI:G I>DCB6C6<:B:CIÂ&#x2122;8N7:G8DCIGDAÂ&#x2122;8DCIG68I>C<Â&#x2122;8N7:GHJG:INÂ&#x2122;8N7:GHNHI:BHDE:G6I>DCHÂ&#x2122;8N7:GIG6CHED B6>CI:C6C8:Â&#x2122;PUBLIC AFFAIRSÂ&#x2122;:9J86I>DC6C9IG6>C>C<Â&#x2122;TRANSPORT SYSTEMSÂ&#x2122;:A:8IG>86AHIGJ8IJG6AB6>CI: 6HH>HI6CIÂ&#x2122;8>K>A:C<>C::GÂ&#x2122;TACTICAL AIRCRAFT MAINTENANCE8A>:CIHNHI:BHÂ&#x2122;HEALTH SERVICES MANAGEMENT G 8DCIGDAE6GINI68EÂ&#x2122;H><C6AH>CI:AA><:C8::MEAD>I6I>DCÂ&#x2122;:A:8IGDC>8HNHI:BHH:8JG>IN6HH:HHB:CIÂ&#x2122;IG6;; C6A AH>C >CI: I:AA AA>< ><:C :C8: 8: :ME MEAD AD>I >I6I 6I>D >DC C Â&#x2122; :A :A:8 :8IG IGDC DC>8 >8 HNH NHI: I:BH BHH: :B:G :G<: :G <:C8 <: C8N C8 NÂ&#x2122; Â&#x2122; IN-FLIGHT REFUELINGÂ&#x2122;:C<>C::G>C<Â&#x2122;CIVIL REFUELING Â&#x2122; :C< C<>C >C:: >C :: :G> G>C< C< Â&#x2122;C C< ENGINEERÂ&#x2122;;>C6C8>6AB K:=>8A:B6>CI:C6C8:HNHI:BHÂ&#x2122;:B:G<:C8NÂ&#x2122;IN-FLIGHT :B BHÂ&#x2122; HÂ&#x2122; :B ER Â&#x2122; Â&#x2122;B6I:G>:AB6C6<:B:CIÂ&#x2122;B>A>I Â&#x2122; B6 EDH6AÂ&#x2122;AIRCRAFT LOADMASTERÂ&#x2122; SPECIALIST Â&#x2122; BJC JC>I >I I>D DC J6ADEEDGIJC>INÂ&#x2122;IG6;;>8B6C6<:B:CIÂ&#x2122;AEROSPACE B6 6C C6 6<: <:B: :B: B:CI CI Â&#x2122;AEROSPACE MEDICINE SPECIALISTÂ&#x2122;BJC>I>DCHÂ&#x2122;E6K:B:CIH6C98DCHIG MA >DC!G:H>HI6C8:6C9:H86E:H:G:Â&#x2122;E:GHDCC:AÂ&#x2122;E:HIB6C6<:B:CIÂ&#x2122;AEROSPACE : H: :G: G:Â&#x2122; Â&#x2122; E: E:GH GHDC DCC: C:A AÂ&#x2122; Â&#x2122; E: E:HI HI B6C 6C6< 6<:B :B:C :CI IÂ&#x2122; Â&#x2122; AEROSPACE MAINTENANCEÂ&#x2122;I68I>86A6>G8G JC>86I>DCHÂ&#x2122;DENTAL ASSISTANTÂ&#x2122;E6G6A:<6AÂ&#x2122;G;IG6CHB>HH>DCHÂ&#x2122;H6;:INÂ&#x2122;H6I:AA>I:!L>9:76C9!6C9I:A:B:IGN BH6C6ANH>HÂ&#x2122;B6>CI:C6C8:B6C6<:B:CIEGD9J8I>DCÂ&#x2122;AIRCREW LIFE SUPPORTÂ&#x2122;H:8JG>INDEI>DCHÂ&#x2122; H><C6AH>CI: MAINTENANCE K:=>8A:6C9K:=>8JA6G:FJ>EB:CIB6>CI:C6C8: K:=>8A:B6C6<:B LDG@HNHI:BHÂ&#x2122;HELICOPTER LDG@HNHI:BH HELICOPTER MAINTENANCEÂ&#x2122;K:=>8A:6C9K:=>8JA6G:FJ>EB:CIB6>CI:C6C8:Â&#x2122;K:=>8A:B6C6<:B I IGJB IG GJB DE: E:G6 G6I> G6 I>DC I> DCH DC HÂ&#x2122; Â&#x2122; I: I:A: A:>C A: >CHE >C HE:8 HE :8ID :8 IDG ID G Â&#x2122; HE HE68 68: 68 :HN HNHI HN HI:B HI :BH :B H DE DE:G :G6I :G 6I>D 6I >DCH >D CH Â&#x2122; HE: E:8> 8>6A 8> 6A K:= :=>8 >8A: >8 A: B6> 6>CI CI:C CI :C6C :C 6C8: 6C 8: Â&#x2122; HE: E:8I 8IGJ 8I GJB GJ BDE DE:G DE :G IGJBDE:G6I>DCHÂ&#x2122;I:A:>CHE:8IDGÂ&#x2122;HE68:HNHI:BHDE:G6I>DCHÂ&#x2122;HE:8>6AK:=>8A:B6>CI:C6C8:Â&#x2122;HE:8IGJBDE:G AIRB RBOR RB ORNE OR NE CRYPTOLOGIC CRY RYPT PTOL PT OLOG OL OGIC OG IC LANGUAGE LAN ANGU GUAG GU AGE AG E ANALYSTÂ&#x2122;K>9:DÂ&#x2122;PHYSICIANÂ&#x2122;HIGJ8IJG6AÂ&#x2122;;J:A>C<HNHI ANAL AN ALYS AL YST YS TÂ&#x2122; K>9 >9:D :DÂ&#x2122;PH :D PHYS PH YSIC YS ICIA IC IAN IA NÂ&#x2122; HIG IGJ8 J8IJ J8 IJG6 IJ G6A G6 AÂ&#x2122;;J ;J:A ;J :A>C :A >C< >C < HN HNHI HI HNHI:BHÂ&#x2122;L:6I=:GÂ&#x2122;AIRBORNE H NHI: NH I:BH I: BHÂ&#x2122; L:6 BH :6I= I=:G I= :GÂ&#x2122; AI :G 8:<GDJC9:FJ>EB:CIÂ&#x2122;HJEEANHNHI:BH6C6ANH>HÂ&#x2122;HJGK>K6A:FJ>EB:CIÂ&#x2122;HJGK>K6A!:K6H>DC!G:H>HI6C8:6C9:H8 8 : <G <GDJ DJC9 DJ C9 :FJ FJ>E >EB: >E B:CI B: CI Â&#x2122; HJE JEEA EAN EA NHN HNHI HN HI:B HI :BH :B H 6C 6C6A 6ANH 6A NH>H NH >H Â&#x2122; HJG JGK> K>K6 K> K6A K6 A :F :FJ> J>EB J> EB:C EB :CI :C IÂ&#x2122; Â&#x2122; HJ HJGK GK>K GK >K6A >K 6A!:K 6A :K6H :K 6H>D 6H >DC >D C! G:H :H>H >HI6 >H I6C8 I6 C8: C8 : 6C 6C9 9:H :H8 :H 8 Â&#x2122; G6 G69> 9>D 9> D8D 8DBB 8D BBJC BB JC>8 JC >86I >8 6I>D 6I >DCH >D CH HNH NHI: I:BH I: BH Â&#x2122; I68 68I> I>86 I> 86A 86 A 6> 6>G G 8D 8DCI CIGD CI GDA GD A E6 E6GI GIN GI NI I68 I 68E 68 E Â&#x2122;I6 I68I I6 8I>8 8I >86A >8 6A 6>G 8DC DCIG IGDA IG DA E6G 6GIN IN I6 I68 8 6C6ANH>HÂ&#x2122;G69>D8DBBJC>86I>DCHHNHI:BHÂ&#x2122;I68I>86A6>G8DCIGDAE6GINI68EÂ&#x2122;I68I>86A6>G8DCIGDAE6GINI68 6 6C6A 6C C6A 6ANH NH>H NH >HÂ&#x2122; >H


Weâ&#x20AC;&#x2122;ve got the jobs.

The experience youâ&#x20AC;&#x2122;ve gained in service to your country is worth everything to you. And a great deal to us. We encourage you to consider the Air Force Reserve as part of your next career move. The beneďŹ ts alone make it a smart choice. For youâ&#x20AC;Ś and for your country. :VgcVhZXdcYeVnX]ZX`Â&#x2122;Adl"Xdhi]ZVai]^chjgVcXZ[dgndjghZa[VcY^bbZY^ViZ[Vb^anÂ&#x2122;Ij^i^dcVhh^hiVcXZ A^[Z^chjgVcXZÂ&#x2122;GZi^gZbZcieaVchÂ&#x2122;@ZZendjggVc`Â&#x2122;9dcÂźibdkZ!ndjXVcXdci^cjZida^kZVi]dbZVcYhi^aahZgkZ#

1.800.237.8279 Â&#x2122;



The Great American Debt Disaster ... the modern day financial fiasco by JUNE WALBERT, USAA CERTIFIED FINANCIAL PLANNER Courtesy of USAA


n recent history, many Americans have turned their ďŹ nances into shambles through credit abuse. The Great Recession, however, brought back into focus the importance of cleaning up individual balance sheets. The Federal Reserve reported that revolving consumer debt soared to almost one trillion dollars in 2008. In November 2010, it dropped to under $800 billion. Shedding a couple of hundred billion in debt is good for American families, and good work is being done. According to TransUnion, a credit reporting agency, at the end of 2010 the average credit card borrower debt dipped below $5,000 for the ďŹ rst time since 2002. Clearly a better situation, but the problem is far from gone. Understanding how to avoid debt, dig out of debt, properly use credit and resources available if you canâ&#x20AC;&#x2122;t cope on your own are important steps to coming out on top. Dodge debt. A budget is the key. Whether bringing in $50,000 or $500,000 itâ&#x20AC;&#x2122;s critically important to know how much is being spent and on what. Otherwise, itâ&#x20AC;&#x2122;s nearly impossible to meet ďŹ nancial goals. Avoiding debt begins and ends with spending less than you earn. Start the budgeting process by tracking spending for one month. For cash purchases, carry an envelope for receipts and then categorize and add them up every few days. A traveling spending log can also work. For debit and credit card purchases, many banks may give you a jumpstart by categorizing spending. Itâ&#x20AC;&#x2122;s not important how you get there, but the end result is critical; understanding where the money is going each month. Subtract from take-home pay, ďŹ xed and reoccurring expenses â&#x20AC;&#x201C; such as mortgage/ rent, car and student loan payments, utilities, groceries, et cetera, and see what is left. Where the rubber meets the road is deducting discretionary expenses discovered in the spending record â&#x20AC;&#x201C; the cups of coffee, lunches out with friends, and dinner parties. Is there more money than month? If thatâ&#x20AC;&#x2122;s the case, or if there is just a need to ďŹ nd additional money to direct to knocking down your debt or building your savings, work to uncover those opportunities is underway. Formalize the budget by using various software programs, or just a legal pad and a sharp pencil. Both work ďŹ ne. A contingency fund is a critical part of being ďŹ nancially healthy. A cash stash equivalent to about six to nine months of living expenses is a savvy way to avoid piling on debt if Murphy shows up on your doorstep. This is how you pay for that

plane ticket today for the unexpected need to ďŹ&#x201A;y home tomorrow. Or replace the hot water heater. A ďŹ rm budget and a robust emergency fund are central to avoiding a debt disaster. Get out the shovel. The hard truth is avoiding debt is no longer an option for many and the focus is on eliminating what debt they have. The ďŹ rst step on that journey is to gather and open statements. Next, highlight the pertinent details, such as current balance, credit limit, interest rate, and minimum payment due. Now, rack and stack with the highest interest rate bill on top. Armed with the data, develop a card-bycard plan of attack. There are two separate and distinct approaches to tackling debt in this way. The one that makes most mathematical sense is to pay as much as possible on the card with the highest interest rate while paying the minimum on the others. Zero out the ďŹ rst card and then take that dollar ďŹ gure and apply it to the card with the next highest interest rate while continuing to pay the minimum on the other cards â&#x20AC;&#x201C; minimizing the interest paid. However, some people need a quick win. Take the opposite approach by focusing on the smallest balance card while paying the minimum on the other cards. This means paying a little more interest, but this tactic shows quicker results. Get credit smart. Not all debt is bad. Using credit for large purchases like a home or car is necessary because not many people can buy a car, much less a home, out of pocket. A stellar credit history is key to securing a low interest rate whenever and wherever you use credit. The credit score is possibly the most important three-digit number in a personâ&#x20AC;&#x2122;s ďŹ nancial life. Banks and lenders use those three digits to determine if theyâ&#x20AC;&#x2122;ll make the loan and, if so, at what rate. The typical range is 300 to 850 â&#x20AC;&#x201C; the higher the better â&#x20AC;&#x201C; with the average American carrying a score in the upper 600â&#x20AC;&#x2122;s. To get the best deals, maintain a score well over 700. Here are the secrets to improving or maintaining a good credit score: t$SFEJUCBMBODFTTIPVMEOFWFSFYDFFE 30 percent of the maximum allowable balance. This counts as 30 percent of your score. For example, someone with a $10,000 credit limit should not owe more than $3,000. t.BLFZPVSQBZNFOUTPOUJNFFWFSZUJNF This is critical to prove credit worthiness and counts as 35 percent of the score. Making online payments can make this task easier, putting it on auto-pilot. t 5JNF EPFT NBUUFS " MPOH DSFEJU history is better -- accounting for 15 percent of the score. Keep the old card

and the history that comes with it, using it periodically, paying it off and keeping the credit score moving north. t %POU GBMM GPS UIF EFQBSUNFOU TUPSF line: â&#x20AC;&#x153;Save 20 percent today by opening a credit card with us.â&#x20AC;? To turn a phrase, just-say-no and move out smartly. Credit inquiries account for 10 percent of the credit score and more is not better. Donâ&#x20AC;&#x2122;t apply for unneeded credit. t 'JOBMMZ   QFSDFOU PG B DSFEJU score is determined by the mix of credit. Successful management of a combination of mortgages, installment loans and revolving credit generally results in a better score. Call in the cavalry. Itâ&#x20AC;&#x2122;s very tempting for many to turn to debt settlement. â&#x20AC;&#x153;Settlingâ&#x20AC;? with the bank or lender for less than what is owed, however, can destroy a credit score, leading to higher costs via higher interest rates on mortgage, auto loans and future credit cards. This action can also handicap the ability to get credit in the near future. Additionally, the â&#x20AC;&#x153;forgivenâ&#x20AC;? amount will

likely be viewed as taxable income; ruining your credit and incurring a tax bill. Debt consolidation is usually a better option for most people. Packaging all debt into one loan with a ďŹ xed payment and beginning and end dates may sounds great, unless you continue to ďŹ nd those zeroed out cards too tempting to resist. Spending must be under control or those balances will go up again, along with the new consolidation loan. Ask for help. Debt can be overwhelming, depressing and certainly stressful. Seeking guidance through the National Foundation of Credit Counseling,, can be a comforting and effective way to get back in the ďŹ nancial driverâ&#x20AC;&#x2122;s seat. In the end, no matter what advertisers say, there is no silver bullet to ďŹ x the hole dug over years. A lot of discipline, hard work, and attention to detail is what rights the ďŹ nancial ship. The ďŹ rst step is the hardest and there probably will be a few stumbles. Get back on track for the long term. After all, ďŹ nancial freedom is the destination.



Do the best work of your life. At URS, we believe that when you create an environment that encourages individuals to collaborate and solve complex problems, you attract the best people. As a leading provider of management and technical services to the U.S. Government, URS values the wealth of experience, discipline and integrity that veterans bring to our business. So if you thrive on meeting complex challenges and are looking to do the best work of your life, we invite you to explore careers at URS.


Visit us at

CLASSIFIED ADVERTISING National/Regional ENGINEERING MANAGEMENT TRAINEE - CSX Corporation, a Fortune 500 company headquartered in Jacksonville, FL, is a multi-modal freight transportation company serving customers across North America. Through its primary subsidiary, CSX operates the largest railroad in the eastern United States with operations in 23 states, the District of Columbia, and two Canadian provinces. IMPORTANT: We are currently developing a pool of candidates to fill future vacancies. Potential class start dates are May 2011, August 2011, and January 2012. Candidates must complete all necessary training requirements to be placed as a front line manager in the Engineering department (Roadmaster, Communication/ Signals Manager, Project/Construction Engineer, Bridge Inspector/Manager, etc). Coordination of work and schedules of contractors and company forces, implementing corrective actions as necessary to complete projects/work assignments in a safe, timely, and efficient manner while monitoring costs, inspection and final approval of work. Primary focus is enhancement of safety for CSXT, contractor employees and the traveling public. Front line management positions are focused and measured on safety performance and on-time operations within assigned subdivisions. Apply online at Req #: 032866.

Overseas OPERATIONS SUPERVISOR â&#x20AC;&#x201C; PLASTICS - Supervises an Operations team in assigned area of responsibility; may serve as senior Operations staff member at a small site. Coordinates and performs a variety of functional tasks as necessary to achieve operational objectives. Reviews and compiles operational data or information; prepares and distributes

reports on operational status; maintains departmental data as necessary for analysis, planning, and reporting purposes. Confers with management to obtain data required for planning activities, such as new commitments, status of work in progress, and problems encountered. Supports management and leads team members in the development and execution of operational strategies, work projects and other activities. Provides input on the development and implementation of organization policies, practices, procedures as requested. Performs daily tasks involving project operations strategies and activities. Recommends measures to improve methods, performance, and quality of product or services, and suggests changes in working conditions to increase efficiency. To learn more about this position and to apply, please visit www.Fluor. com/LOGCAP, referencing requisition: 32164BR.


requisitions, apply creativity and innovative thinking to source highly qualified candidates on a consistent basis, develop a sound understanding of the overall business offerings, and provide management with actionable quantitative and qualitative metrics to support and drive key targets. Please visit us at, referencing requisition: 11147.

industry leader in waste and environmental solutions, is seeking motivated, skilled heavy-duty Truck Technicians to work in our shops. Our truck technicians enjoy a professional, clean, and well-organized work environment that supports our team atmosphere. Working under limited supervision, a Waste Management truck technician performs preventative maintenance, runs inspections, diagnostics tests, and repairs $"t$BMJGPSOJB a variety of vehicles and equipment. Our truck technicians utilize computer diagnostics and work with fleet maintenance SUPPLY TECHNICIAN- FRESNO, CA - URS Corporation is software programs to document part usage, account for repair immediately hiring a qualified Supply Technician in support time, and more. Technicians may be expected to obtain a of Aircraft maintenance operations at Fresno, CA. Candidates CDL license within 6 months of hire. For more information, with prior U.S. Army Supply background 92A MOS will be go to Requisition preferred. Knowledge of governing supply systems/programs, #: 122797. policies, nomenclature, work methods, manuals or established guidelines. Analytical ability to define problems, collect 7"t7JSHJOJB "-t"MBCBNB necessary data and establish facts and to take or recommend action based upon applicable established guidelines. Works INFORMATION SOLUTIONS SENIOR MARKETING & SALES REPSENIOR RECRUITER-HUNTSVILLE, AL - S3 has experienced within a framework of established supply regulations, policies, ARLINGTON, VA - The Boeing Defense, Space & Security; remarkable growth, at a rate of approximately 20% per and procedures, or other governing supply management Network & Space Systems, Information Systems Division year, year after year. We are proud to say we are enjoying guidelines. Deals with a variety of operating officials regarding is actively seeking a Senior Business Development Analyst the same expansion rate today. S3 provides comprehensive limited aspects of program needs of the organization serviced. to lead small to medium sized civil government focused state-of-the-art technical services through three business Contacts may relate to inventory requirements in a stable or campaigns in the rapidly growing markets of information units: Acquisition/ R&D/IT; Aviation Training/ Sustainment/ standardized organization and to the adequate description protection, network security & sharing, and information Log Ops; and Strategic Planning/ Transformation. Todayâ&#x20AC;&#x2122;s or identification of less complex items which are new to the analytics / integration. This position will work to develop customer base is 95% Army and 5% NASA. Education/ system. May contact representatives of commercial firms solutions that address major civil customer needs working Experience Requirements: BS in Business Administration, to obtain information regarding new items of supply, item with our diverse business development and business teams Management, Human Resources. 9-12 years experience in characteristics, or procurement lead time; or representatives across a wide variety of advanced information security business operations with minimum 5 years in full scope HR of government agencies (Federal, State or local) regarding & protection products and services. The ideal candidate with minimum 2 years full-time work as a technical recruiter. the utilization of property. Submit a resume directly online at will have experience in information security & protection referencing job requisition number markets (commercial or defense), major sales campaign Experience with Dept of Defense organization necessary. EGG44379. management, and experience working to integrate across Duties include: Serve as primary recruiting interface to Business multiple organizations for a successful offering. For more Unit Leaders, ensure recruiting initiatives are aligned with tactical 59t5FYBT information on this position, please visit www.http://jobsbusiness priorities and corporate policies and procedures, work Requisition #: 11-1016932. aggressively to maintain and exceed time-to-fill goals on open TECHNICIAN-FORT WORTH, TX - Waste Management, an


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September/October 2011 Civilian Job News  

The Sept/OCT 2011 edition of the Civilian Job News

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