EOEJOURNAL 2018 JANUARY

eoe journal Seven Ways to Improve Diversity in The Workplace Looking Ahead at Tech Jobs Veterans in The Labor Force EEOC’s Rule on Affirmative Action for People with Disabilities

JANUARY 2018

eoejournal Editorial Comment

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ou’d think after a handful of decades on planet Earth I wouldn’t be so dumbfounded at how quickly a year starts and ends—but 12 months seem to go even faster with each year that passes! I often feel like there’s just not enough time in a day, a week, a month, or even a year to accomplish everything I want to do!

Of course that’s not true. We all get the same amount of time, it’s just how we decide to use it. There is enough time for everything...everything, that is, that we choose to make a priority. With more and more access to information, and much of that information being pushed on us every time we look at our phone, tablet or computer, we can easily get overwhelmed by what others are doing, by what we “should” be doing, by the ideas of what we “could” be doing, and so on. I believe the key to overcoming the overwhelming feeling is focusing on a priority or two.

Pick one or two things you want to be the best at and focus on them like a dog with a bone. If one of your focuses is your family, be sure to prioritize time and energy focusing on them. If your career matters most, learn as much as you can about how to excel in your position and the path to move you forward in your industry.

The access we have to information is staggering. With focus, you can excel in whatever you aspire to do.

We can’t all be Olympic figure skaters or rock stars, or the one who invented electricity, but we can excel in our own personal world with a bit of attention to the things that matter most. Because this year, too, will be over in a blink of an eye. Make sure you spend time doing what makes you feel like a rock star in your own world.

Lisa Petty, Editor Equal Opportunity Employment Journal The eoejournal is published bimonthly

by EOEJournal, Inc. The ownership and management of EOEJ fully and actively support equal opportunity for and advancement of all people without regard to race, color, religion, gender, national origin, sex, pregnancy, citizenship, ancestry, veteran status, marital status, physical disability, mental disability, medical condition, age, gender identity, and sexual orientation or any other characteristic protected by state or federal law.

Advertising and Editorial offices are located at: 1550 E. Missouri Ave Phoenix, Arizona 85014 Phone: 1-800-396-3373 Fax: 1-800-293-3408 EOEJ accepts freelance editorial contributions for publishing. Submissions must be on the subject of jobs, job searching, employment opportunities and/or related subjects. Email submissions to graphics@ eoejournal.com

Table of Contents Seven Ways to Improve Diversity in The Workplace

Page 3

Working with Different Generations

Page 5

Healthcare Jobs Requiring 2 Years of College or Less

Page 7

Life After The Military: Disabled Veteran Employment

Page 8

An Interview with A Pediatric Anesthesiologist

Page 10

Working for the Federal Government Page 12 Personal Goal Setting—Seven Steps

Page 13

Effective Work Habits

Page 14

The EEOC’s Final Rule

Page 16

A Look Ahead at Tech Jobs

Page 22

Apprenticeships: Outlook

Page 24

Five Highest-Paying Jobs in Finance Page 26 Tips for Changing Occupations

Page 27

Employment Interviewing: Seizing the Opportunity and The Job Page 29

The beauty of the world lies in the diversity of its people.

-Unknown

January 2018

equal opportunity employment journal

Page 3

BUILD A BETTER PHILADELPHIA

CREATE A CAREER THAT MATTERS

Seven Ways to Improve Diversity in The Workplace

by Patrick W. Dunne

America’s natural gas industry is growing fast. With new technologies and new products it’s leading the charge to a cleaner, greener future.

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iversity has been quite a hot topic among Silicon Valley and the business world in general. Everyone from Hillary Clinton to Reverend Al Sharpton has criticized the fact that most of the upper levels of businesses —mostly tech companies such as Google, Twitter, and Facebook—are predominately white and male. Many people wonder why there aren’t enough women and minorities in these fields and if hiring managers are discriminating against those groups.

Despite this, two-thirds of CEOs care about creating a diverse workforce. But diversity is more than just a convenient thing to have in order to look good to onlookers and critics. Having a diverse workforce can actually help companies in ways they’ve never imagined. For example, a study by Catalyst found that companies with at least three women on their board of directors had a 53% better return on equity, 42% better return on sales, and 66% better return on invested capital when compared to companies with less than three women on their board of directors.

Furthermore, having a diverse workplace helps increase creativity and innovation. Stanford Graduate School of Education professor Anthony Lising Antonio conducted an experiment to test how racial differences play a role in group discussions. During the study, participants were divided into small groups to talk about a social issue. Many participants told by the researchers which opinions they should tell to the group.

The researchers found that a black person who read a dissenting opinion to a group of white people had their opinion seen as more novel and thought-provoking compared to when a white person read the exact same opinion to a different group of white participants. In other words, hearing a dissenting opinion from someone of a different demographic can have a very powerful impact, regardless of how valid the opinion is.

These aforementioned studies prove that diversity can be beneficial for the both the companies and the people that work for them. With all this evidence and the fact that so many important figures in the business world claim to champion diversity, why would it still be a problem? The fact is that this issue goes far deeper than most people would care to imagine.

Luckily, there are many things that companies can do to help their companies become more diverse. Here are a few ideas:

1. Use Blind Hiring

The main problem with diversity is that most people don’t even recognize their own biases. Even someone who claims to be a champion of diversity will have trouble being completely fair to their applicants.

That is why more companies should institute gender-blind and race-blind hiring. Back in the 1970s, female musicians only made up 5% of

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equal opportunity employment journal

If a company starts with diverse hiring in its early infancy, diversity will become an integral part of the company and its culture.

the top symphonies. Most hiring managers wouldn’t have said that they were biased, but when they started instituting a gender-blind hiring process, female musicians ended up making one-fourth of the orchestra members.

2. Start Out Early

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If a company wants to make diversity a priority, it’s best to start with diverse hiring in the very beginning. If a company starts with diverse hiring in its early infancy, diversity will become an integral part of the company and its culture. Diversity will become ingrained within the very fabric of the company’s culture. It will also ensure that women and minorities have a big shot at the company’s top because they will have been with the company for a long time and gain the necessary experience to take on important roles.

3. Look For Outside Resources When It Comes To Hiring

Part of the reason that companies have a difficult time finding diverse applicants for their company is that many employers tend to look through their own network, which tends to be rather homogeneous. In other words, their networks often consist of people from the same background and demographic. While there is nothing wrong with this, it will end up as a very homogenous workplace. Employers can use recruiters or attend networking events in order to meet as many people as possible.

4. Give Workers A Flexible Schedule

January 2018 mother while having a career. Just ask Textio founder Kieran Snyder, who interviewed 717 women who had left their tech jobs. She said that 484 women of the women that she interviewed claimed that maternity leave was a factor in their decision to leave and that 85 of those women said it was one of their primary reasons for exiting their job. Most of the women who were interviewed said that their schedules weren’t flexible enough and that their work environment wasn’t supportive enough for them to keep their job and care for a child.

5. Offer Parental Leave

Similar to the above point, if you want to attract and retain women in your company, offer parental leave for your employees.

America is one of the few states that doesn’t require companies to provide maternity leave for working mothers. This makes it much harder for working women to balance their home and work life. It’s bad for the companies as well. Mothers who return to work too soon after giving birth are more likely to be depressed, which will make them less productive and more likely to leave the company. On the other hand, YouTube CEO Susan Wojcicki states that 91% of companies that do provide maternity leave for mothers have reported a positive effect or no effect at all. This means that there is virtually no downside to providing maternity leave. Furthermore, Wojcicki states that Google’s decision to expand maternity leave from 12 weeks to 18 weeks helped dramatically reduce the turnover of working mothers by 50%. It’s more cost efficient to provide time off than it is to deal with turnover.

Employees who must work a rigid and inflexible schedule are often unsatisfied with their career and very prone to burn ive Employees Time off out. Furthermore, women are especially 6. G for Religious Holidays disadvantaged from rigid schedules mostA lot of conversations about diversity ly because it greatly interferes with their work-life balance when they try being a revolve around race and sex, but very few

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January 2018

equal opportunity employment journal

people ever mention the necessity of including people from diverse religious backgrounds.

Most people of non-Christian religions don’t get to normally take off their usual days of work. Everyone is used to getting Christmas or Thanksgiving off, but what about Ramadan, Janmashtami, or Hanukkah? People of every faith should be treated equally.

7. C reate Employee Groups or Mentoring Programs

Part of what helps workers achieve their full potential is being able to have access to a high-quality mentor. Such a benefit can allow employees to learn new skills and find ways to achieve things that they never believed themselves able to do. Additionally, employee groups, especially ones that allow people of similar demographics to converge together, allow people to find a common ground and talk about what sort of struggles they have faced together.

Conclusion

Diversity is more than just a buzzword. It’s something that every company should take into consideration, not just because they want to make a good impression on others, but because a diverse workforce helps everyone. A diverse workforce means that everyone arrives with different backgrounds, ideas, perspectives, cultures, and personalities. It also means that companies have a much better time innovating and developing better ideas. Create a diversity initiative and everyone will benefit.

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Page 5

Working with Different Generations What You Need to Know

by Danielle N

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any employers these days pride themselves in maintaining a rich workplace culture. After all, diverse ideas can be a recipe for long-term success in any industry. This is where it can be valuable to have generational diversity in the workplace--but only if employees from different generational backgrounds are able to collaborate and communicate effectively.

Having trouble with managing employees from different generations or helping employees from different generations see eye-to-eye? If so, then there are some tips you’ll want to keep in mind.

Common Workplace Generations

Currently, there are employees from numerous generations in the workplace and in a variety of industries. These include: • Baby Boomers Born immediately following WWII • Generation X-ers Born in the 60s through 1980 • Generation Y-ers/Millennials Born 1980 through mid 90s • Generation Z-ers Born mid-90s through early 2000s

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equal opportunity employment journal

Naturally, workers from each of these generations will have different viewpoints, strengths, and weaknesses that they bring to the table. For example, many baby boomers who are still in the workplace have a strong work ethic due to the difficult times in which they grew up. On the other hand, some of them may not be as wellversed with computers and other technology as employees from more recent generations.

Of course, this isn’t a blanket statement that’s true of all baby boomers, but it is a useful example when it comes to thinking about how generation gaps could potentially affect the workplace.

When it comes to communicating with your multi-generational employees and having them collaborate with others, then, keep these potenTIPS FOR WORKING WITH tial strengths and weaknesses in mind. For example, rather than sending out all your team DIFFERENT GENERATIONS With numerous generations commonly repre- communications via e-mail, consider holding sented in today’s typical work environment, it the occasional meeting or conference call. only makes sense that leaders and decision-mak- Understand Workplace ers should be adequately prepared to work with Expectations employees across generations. Unfortunately, Different generations also have different culthis is often easier said than done. tural expectations--especially when it comes to their work-life balance. Workers from your Adapt to Communication Styles One important thing to remember is that work- baby boomer and X generation likely grew up ers from different generations have very differ- during a time when employees logged all their ent expectations and strengths when it comes to hours from their workplace. These workers may communication styles. While millennials and not bat an eye at the thought of a traditional generation Z employees are likely comfortable Monday through Friday, 40-hour (or more) with sending out an e-mail to a customer or work week. On the other hand, many millenreceiving e-mail communication from a supe- nials and generation Z-ers have grown up in a rior, your older generations (such as the baby time where telecommuting has become more boomers within your company) may be more common. Rather than working at the office 9-5 comfortable with making a phone call or speak- Monday through Friday, they may have expectations to work from home a day or two a week. ing to a client face-to-face.

January 2018

Encourage individuals to work in a way that’s best for them and for the company. This may mean giving employees the option to telecommute on occasion while allowing those who prefer the “traditional” 9-5 to continue working their set schedules.

The key here is to encourage individuals to work in a way that’s best for them and for the company. This may mean giving employees the option to telecommute on occasion while allowing those who prefer the “traditional” 9-5 to continue working their set schedules. All the while, be sure to acknowledge the efforts of all workers equally.

Get Everybody on the Same Page

Finally, understand that it’s not just up to you to be prepared for working with employees across generations. Your cross-generational workers must also be able to understand how to collaborate and communicate with each other.

You can foster a better environment by conducting regular team-building exercises and even holding functions outside of work. By getting your employees to learn more about each other and their unique backgrounds, they can better collaborate in the workplace.

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January 2018

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Page 7

Healthcare Jobs Requiring Two Years of College or Less

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ccording to the Bureau of Labor Statistics (BLS), many healthcare jobs are expected to grow much faster than average through 2022, making this field an excellent choice for anyone looking for a stable career. Here, learn about five healthcare careers that require two years of education or less.

by Jenni Jacobsen

Physical therapy assistants can expect to earn an average of $39,430 per year, and the field is expected to grow by 41 percent, as reported by the BLS. Physical therapy assistants are required to complete a two-year associate’s degree program at a community college.

Surgical Technologists

Dental Assistants

According to the BLS, the field of dental assisting is expected to grow by 25 percent through 2022, and the average dental assistant earns $34,500 per year. One can become a dental assistant after completing a vocational program at a community college or adult education center. Most dental assisting programs can be completed in a year or less.

Paramedics and Emergency Medical Technicians

BLS data indicate that the typical paramedic or emergency medical technician earns $31,020 per year, and the field is expected to grow by 23 percent. You can start a career as an emergency medical technician with CPR certification and the completion of a one-year career technical program. Paramedics cyc1_AFCS_Ads_EOE_Journal_v12.pdf 1 typically must complete additional education or an associate’s degree program.

Physical Therapy Assistants

Licensed Practical Nurses

The field of licensed practical nursing is expected to grow by 25 percent, and the average licensed practical nurse earns $41,540 per year, according to the BLS. Entering this field requires 7/20/17 4:17 PM the completion of a one-year certificate program at a vocational school or community college.

The BLS has projected that the field of surgical technology will grow by 30 percent though 2022, and BLS data indicate that the typical surgical technologist earns $41,790 per year.

Becoming a surgical technologist requires the completion of a certificate program at a community college or vocational school. Some community colleges offer two-year associate’s degree programs in surgical technology.

Careers in surgical technology and the other fields discussed here are an excellent choice for someone who wants to start a career in healthcare without spending years in college. You can begin a career in any of the fields discussed in this article with as little as one year of post-secondary education. Not only will you be able to enter the workforce sooner; you will also spend less money on tuition and educational expenses.

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January 2018

Life After the Military: Disabled Veteran Employment

by Doris Appelbaum

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To Discuss Your Disability—Or Not 13-HR-0095-BPTW 2013 Ad-EEOC-Final.indd 1

3/15/13 4:13 PM

According to the law, you do not have to reveal your disability to your potential employer unless your disability directly relates to how well you can perform a particular job’s tasks. However, you may want to be open with the disclosure. Why? Being open shows your employer that you intend to be proactive and forthright not only in this instance but in other work situations as well.

There are various points throughout the job search process when you can tell a prospective employer about your disability. Some of these include after a referral to an employer, on your resume, in your cover letter, on a job’s application form, during an interview, after you’ve been offered the job, after beginning the job -- or never. Carefully weigh the advantages and disadvantages of disclosing at each of these points in light of your particular situation and how much you know about the employer to arrive at a decision that you can live with. (Author’s Note: I don’t think it belongs on the resume.)

Misconceptions and Misunderstandings

EchoStar and its Affiliated Companies is committed to hiring and retaining a diverse workforce. We are an Equal Opportunity/Affirmative Action employer and will consider all qualified applicants for employment without regard to race, color, religion, gender, pregnancy, sex, sexual orientation, gender identity, national origin, age, genetic information, protected veteran status, disability, or any other basis protected by local, state, or federal law. U.S. citizenship is required for certain positions. EEO is the law.

Disabled job seekers continue to face barriers in the form of employer discomfort and misconceptions about the cost of disability accommodations. One-fourth of surveyed organizations said they employ at least one person with a physical disability or mental illness.

A majority of those who have hired disabled workers said the average cost of adapting a workspace to meet the employee’s needs was $500 or less. Many employers said they didn’t need to make any new workplace accommodations for their disabled staffers. When employers were asked to give reasons for not hiring workers with disabilities, about one-third said these individuals couldn’t do the work at their organizations.

However, many employers reported that subjective judgments, not firsthand experience, determined their hiring policy toward disabled workers.

According to a recent report, few employers have developed recruiting methods that specifically target the disabled. Larger companies are more likely than smaller firms to have made changes to their business practices to accommodate and recruit workers with disabilities.

Despite their desire to work, individuals with disabilities remain underrepresented in the work force. This labor pool could help employers overcome staffing challenges. Policymakers and the private sector should work together to break down barriers to training and hiring the best employees, whether or not they are disabled.

January 2018

equal opportunity employment journal

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Disabled Veterans as Job Candidates

Each year, in service to our nation, thousands of former military personnel join the ranks of disabled veterans. Overall, there are millions of disabled veterans. Disabled veterans represent a rich talent pool. They have proven their ability. They have been trained in military specialties that offer knowledge and experiences transferable to the civilian workforce. Disabled veterans have proven their loyalty. They volunteered to serve their nation and have proven they can commit to a job and an organization.

Disabled veterans know the meaning of discipline and teamwork.

From following orders to watching out for their buddies, they are serious workers. They come with support systems that enhance their employability. There are several programs offering disabled veterans special employment and training services.

Resources for Unemployed Disabled Veterans

The U.S. Department of Veterans Affairs supports a nationwide employment training program for service-connected disabled veterans who qualify for vocational rehabilitation. There are regional offices which administer this program. These offices are a place where employers recruit qualified disabled veterans. In addition to employment and educational training programs, the offices can provide eligible disabled veterans with job-specific and job-related training. Employers may work with these offices to develop training programs that suit their employment needs.

The U.S. Department of Labor (DOL), through its Veterans Employment Training Service (VETS), helps support a network of local employment service professionals who assist disabled veterans with locating and securing employment. A corps of local area Disabled Veteran Outreach Personnel (DVOPs) provides employers with qualified job candidates who are disabled veterans.

Many of the National Veteran Service Organizations (VSOs), such as the American Legion, Veterans of Foreign Wars, Disabled American Veterans, AMVETS, Paralyzed Veterans Association, Blinded Veterans Association, Military Order of the Purple Heart, Vietnam Veterans of America and Non-Commissioned Officers Association, offer employment related services for disabled veterans (and in many cases all veterans) in various localities.

Federal Laws

Several federal laws support the employment of disabled veterans.

Title I of the Americans with Disabilities Act (ADA). The ADA establishes nondiscrimination practices for the employment of people with disabilities. Disabled veterans are covered by this Act. Vietnam Era Veterans’ Readjustment Assistance Act (VEVRAA).

Under this law, employers with federal contracts or subcontracts of $10,000 or more are required to provide equal employment opportunity, take affirmative action, and comply with mandatory job listing requirements to employ and advance protected veterans.

Federal contractors must take positive steps in all employment practices to enable protected veterans to be considered for employment opportunities, including hiring, promoting, and training. Protected veterans include Vietnam era and qualified “special” disabled veterans. A qualified “special” disabled veteran is a veteran who is entitled to compensation under the laws administered by the U.S. Department of Veterans Affairs for a disability rating of 30% or more; or, rated at 10% to 20% if it has been determined that the individual has a serious employment disability; or, a veteran who was discharged or released from active duty because of a service connected disability. This law is enforced by the Office of Federal Contract Compliance Programs (OFCCP) of the U.S. Department of Labor. For more information, contact OFCCP at 888-376-3227 (V) or visit the OFCCP Web site.

State Laws

Many states have employment laws covering veterans or disabled veterans.

For more information, contact your State Veterans Employment Service, a department of the State Employment Service. The agency is listed under state government agencies in the telephone directory.

Article provided by www.thebalance.com Doris Appelbaum, Founder and President of Appelbaum’s Resume Professionals, Inc., in Milwaukee, WI, is a professional resume writer and career consultant with 25+ years of experience. She has been quoted as an expert nationwide and has provided career transition services for major corporations and transitioning military. She is a career columnist for many publications and websites. An honor graduate from Hofstra University with a BA – English/Journalism and an MS – Secondary Education.

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equal opportunity employment journal

An Interview with a Pediatric Anesthesiologist

by Kathleen Green

January 2018

What do you do?

I am a pediatric anesthesiologist who works at a major medical center. I have special training to take care of children during a procedure, like surgery or a CT (computed tomography) scan. I’m responsible for keeping them safe while they’re sedated and with managing their pain afterward.

Describe a typical day.

My days vary, but I usually anticipate starting around 7 a.m. by checking my OR (operating room) assignment. I’ll either have 1 large case that takes all day or up to 14 smaller cases.

After I check assignments, I go see my first, or only, patient in pre-op (preoperative assessment). Then, I’ll take the patient to the OR for the procedure. I administer the anesthesia and prepare the patient for surgery.

I stay with him or her for the entire procedure, monitoring throughout, and continue to administer medicine as needed. Then, I either allow the patient to wake up on his or her own or transfer the patient to the ICU (intensive care unit) for further treatment. My assignments for the day usually finishes between 2 p.m. and 8 p.m.

How did you become interested in medicine?

I really liked math and science in school, and growing up in a small town, medicine was one of the most obvious ways to have a career in STEM (science, technology, engineering, and math).

Was anesthesiology your first choice for a medical career?

Kathleen Green interviews Andrea Guyon, a pediatric anesthesiologist from Peoria, Illinois

I never thought I would be doing what I’m doing. I thought I would have a family practice and be a small-town doctor.

But in my third year of medical school, I was on surgical rotation and got called in for an emergency in the middle of the night. I wasn’t that interested in what the surgeons were doing, but I found myself watching the anesthesiologist. And that’s when I realized anesthesiology was really interesting to me.

How is pediatric anesthesiology different from other subspecialties?

In pediatric anesthesiology, many of our patients aren’t able to communicate because they’re so young. But we still have to make them feel

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January 2018

equal opportunity employment journal

secure and safe, even when they may not understand what’s happening to them. We have to reassure their parents and families, too.

Was your premed background in the sciences?

I got a degree in chemistry with a minor in biology. But I went to a small liberal arts college and had to take nonscience subjects, too. Having a liberal arts background is very helpful in medical school because it makes you well rounded. And any class that exposes you to the arts, to languages, to topics that enrich your understanding—you may not realize at the time that you’re ever going to use it, but you will.

Looking back, I wish I would’ve taken business classes. Not only because a lot of work in the medical field is rooted in business decisions and accounting, but also for what you need to do in your personal life, like investments or setting up a retirement fund.

What other education and training prepared you for this career?

blood, you need good dexterity and hand–eye coordination. On a related note, this is a very physical job. We’re moving patients, we’re moving equipment, and we’re on our feet in the OR. It’s not a desk job.

What do you like best about your work?

I like seeing the kids every day. I like being able to have a career that is math- and science-oriented but that allows me to interact and play with children. There aren’t too many jobs where you can have a skipping contest down the hallway or sing songs to kids as they drift off to sleep, but those are both part of what I get to do.

What’s the worst thing about your job?

Taking care of the really sick kids: the ones you think aren’t going to make it, or the ones who are suffering and you can’t make them better.

“In pediatric anesthesiology, many of our patients aren’t able to communicate because they’re so young. But we still have to make them feel secure and safe.”

It’s 4 years of med school, followed by 1 year of an internship in medicine, surgery, or pediatrics; I chose pediatrics. Then, it’s 3 years in an anesthesiology residency, where you rotate through all the subspecialties and general OR, including ICU and pain clinics. After that, you can go into general practice or a subspecialty; I chose to do a 1-year subspecialty fellowship in pediatrics. It took a total of 9 years on top of the bachelor’s degree.

Talk about some of the skills anesthesiologists need that people might not consider.

For starters, you need interpersonal skills. A lot of people think we just deal with patients who are under anesthesia, so we don’t talk to them at all. But we have intense, important conversations with our patients and their families before surgery, and a lot of times we don’t have relationships with them already, the way their primary care doctor or specialist does. So we have to build a rapport in a short amount of time to explain what will happen, answer any questions, and ease their fears. You also need an ability to think quickly and to make decisions quickly.

And for a lot of the procedures we do, like creating airways and drawing

Page 11

What career advice do you have for aspiring anesthesiologists?

For anyone, not just would-be doctors or anesthesiologists, I have two pieces of advice. First, when choosing a career, you’ve got to find something that you love. Nobody else can tell you what that is, and you can’t go into it for the money, for the prestige, or for some other perceived benefit. You spend more time working in your career than you spend with your family, so you have to make sure you really like doing it. Second, it’s good to have goals, but don’t let goal-setting interfere with seeing other opportunities along the way. I never thought I’d be doing the job I have today, but here I am. And I love it.

What are your future career plans?

I sometimes wonder if I want to go into hospital administration, or maybe a teaching program where I work with anesthesiology residents. But I like what I do so much right now that I can’t imagine doing anything else.

If I were going to make a change, I might do fewer nights, weekends, or long shifts. But I still want to get up every day, go to the OR, and take care of kids.

Article provided by the Bureau of Labor Statistics

Page 12

equal opportunity employment journal

January 2018

Working for the Federal Government

W

orking for the Federal Government can provide many unique and valuable opportunities for those looking to start a new career, and now is a better time than ever to get started.

Despite the troubled economic climate of recent days, the Federal Government remains a steady and secure source of employment. In fact, at the moment, government employment is growing rapidly. The Federal Government already employs over two million people, and that number is set to increase by two percent in 2010. Another hundred thousand temporary employees are expected to be working for the Census Bureau. As if those numbers weren’t enticing enough, the salaries for federal employees are expected to increase from an already respectable average of $72,800 to an even more impressive $75,419.

A large number of the jobs offered to civilians by the Federal Government, by nature, are related to the military. The Veterans Affairs (VA) and Veterans Health Administration alone is seeking to fill some 3,300 openings nation-

wide. The Army Corps of Engineers, the second largest agency in terms of job openings, offers a similar number of positions, many of them fulltime and permanent. These positions can pay very well. An electrical engineer, for instance, can earn a salary ranging anywhere from $53,234 annually to $98,777, while similar positions offer salaries reaching well into the six digits.

ment with the Federal Government. Government jobs are generally very secure, as the past few years have made clear. Federal employees are provided with numerous perks and bonuses, including a special retirement system, medicare, extensive leave options and much more. A unique set of “family friendly” benefits provides programs that will be very helpful to growing families or to those that require some assistance.

Federal employees are provided A few examples of these would be the Nursing with numerous perks and bonuses, Mothers program, day care tuition assistance including a special retirement and support groups for children and the elderly.

Additional services, such as counseling, are availsystem, medicare, extensive leave able on a limited basis to federal employees so options and much more. that they can maintain optimal productivity. For Other government agencies with large num- those still going to school and pursuing degrees, bers of openings include the Forest Service, the tuition assistance is available. People who have Federal Aviation Administration (FAA) and the already completed their education and have stuSocial Security Administration. Those are just dent loans to repay may be eligible for assistance a few examples out of dozens. For a complete, in doing so, though that is at the discretion of the comprehensive listing, those interested should agency that they are employed with. visit the USA Jobs website, which is run by the Potential applicants for jobs within the Federal United States Office of Personnel Management. Government should tailor their resume accordThere are many benefits attached to employ- ing to the targeted position. Since there is such a wide range of opportunities currently available, there is no single set of guidelines for ICMA-RC, a financial services leader in public applicants to follow in order to be successful. Nonetheless, sector employee retirement products and services. the typical common sense strategies involved in seekA thriving environment for ICMA-RC provides retirement saving and learning, innovation and growth ing employment still apply. planning services for more than 9,000 It should be noted that due Why do so many people join to the nature of the Federal government employers nationwide and more MTS Systems Corporation and Government’s responsibilithan one million city, state and county stay for a career? Because this is a ties nationwide, it may be smart people. place where you get to apply your participant accounts. ICMA-RC associates necessary for applicants to creativity, work with smart people smart ideas. are dedicated to our mission of helping public relocate when first accepting on fascinating projects, and make a position, or even at variemployees build retirement security. smart choice. a positive impact on people’s lives. ous junctures in their career.

It is a place where you can learn, We are proud to serve those who serve us!

Luckily, relocation bonusinnovate and grow professionally. es are available to federal To learn about current career opportunities employees.

Certain jobs, particularly throughout the United States, visit: those connected to the military, may require deployment to foreign lands, and in some Our business is thriving. cases, to areas of significant Our future is exciting. danger and insecurity. This Your potential is unlimited. is something that applicants should be cognizant of movwww.mts.com ing forward. In any event, the current attitude of the Federal Government is one of expansion, and so the number of opportunities for those looking to get their foot in the door is only going to continue to grow. The variety of posiJoin a dynamic team that encourages growth, tions available, combined with the lucrative benefits diversity, opportunity and excellence. and the security offered, makes employment with the ICMA-RC is proud to be an Equal Opportunity Employer.

Federal Government an avebe certain. nue worth exploring.

777 North Capitol Street NE Washington, DC 20002 Article provided by Constant-

www.icmarc.org

Content.com

January 2018

equal opportunity employment journal

Page 13

Personal Goal Setting:7 Key Steps

by Long Yun Siang

Pinellas County Sheriff’s Office

A career with the Pinellas County Sheriff’s Office offers challenge, excitement, variety, teamwork, job satisfaction, special assignments, career development, opportunities for promotion/advancement, and excellent salary and benefits.

Law Enforcement Deputy/Detention Deputy

$46,410

Law Enforcement Deputy Recruit/Detention Deputy Recruit

$39,220.10

Civilian Career Opportunities See website for current openings

WWW.PCSOWEB.COM

H

ow do you begin personal goal setting? What are the areas you can start setting goals? These are questions you would ask if you are new to goal setting.

As a career newbie you are probably more concerned about career goals. However, there are other areas of your life you can set goals for yourself. Goals shouldn’t be about career alone. Goals can be set in the area of attitude, career, education, family, financial, physical and personal/social.

Each of these is interrelated. They are anchored on what you value and what are your priorities. Your personal goal setting can be in these areas:

1. Attitude

What are the attitudes and habits that are holding you back from reaching greater heights? How is this attitude affecting you, your career and your relationship with your family? Make specific points to change this attitude that is affecting the way you behave. Your attitude determines how far you can go in life. Take time to confront your negative attitude and make a plan to change it. This area of personal goal setting is one of the most important.

4. Family

How much time do you want to spend with your family? What are some of the things that you have neglected to do for them the past year? Something that you have always wanted to do for them – perhaps a holiday? Put these down in writing.

It may seem simple but trust me this is one area where it is challenging for personal goal setting. Sometimes we misplace our priorities.

Tobacco-Free Workplace ADA/EOE/VP/DFW

“Leading The Way For A Safer Pinellas”

visit www.eoejournal.com

5. Financial

How much money do you want to save by when? What would be the big-ticket items that you would like to buy? A house?

A car? How much do you plan to earn by when? Having a financial goal is crucial in enjoying the material side of things.

Financial rewards are directly related to our careers. Therefore, they are important in your personal goal setting.

6. Health – Physical/Mental

If you aren’t healthy physically and mentally, you won’t be able to enjoy the fruits of your labor. What are the steps you are willing to take in order to achieve optimum physical and mental health? Do you plan to exercise X number of days in a week?

2. Career Meditate an hour each day? What measureIn the course of interviewing hundreds ments would you use for the goals in this of candidates, I am sometimes surprised at area? the number of candidates that do not have 7. Personal/Social career goals. Where do you want to be in Allocate time for yourself too. Set a goal 3 years time? Where do you see yourself to achieve this for yourself. This is your in 5 years time? How will you get there? time for the things you enjoy. Is it getting What are the skills you need? What are the together with friends? Or it could be meetpotential barriers? As a career newbie, you ing new friends. Some people measure their may not have all the answers. In that case, success by the amount of free time they seek someone you can talk to or better yet have for themselves to pursue their hobbies.

– mentor you.

These are some of the areas you can 3. Education consider when considering your personal Continuous education is important for goal setting. If you are ambitious enough success in life. Not just your career. And – choose each of these areas and start education should not be just for the sake writing some goals for these to be achieved of career promotions although people often for the year. do that. You may want to learn new things Long Yun Siang or Long, as he is popularly known runs that can enrich your life. Learning is a prohttp://career-success-for-newbies.com with his wife Dorena as their way of paying it forward. Their website – based on cess and a journey – not a destination. You their real life experiences - provides tips, tools and advise for should never stop learning to improve. newbies pursuing career success.

First National Bank Texas and its affiliates are dedicated to being a preferred employer, providing opportunities to maximize employee potential.

We offer an excellent work environment, competitive salary and benefits package.

We are an equal opportunity employer.

Our employment practices are in accordance with the laws that prohibit discrimination due to race, color, religion, national origin, sex, age, disability or other protected status. All affiliates support a drug free workplace.

For more information please visit our website: www.1stnb.com/careers 703 SWANNER LOOP • KILLEEN, TX 76543 FAX: 254-554-4385

EOE Minority/Female/Individuals with Disabilities/Protected Veterans

Page 14

equal opportunity employment journal

January 2018

Effective Work Habits For Fresh Graduates

Attention all Physicians and Clinicians!

Come join a team of dedicated medical professionals at the Chillicothe VA Medical Center, Chillicothe, Ohio. We are located 45 miles south of Columbus and within easy driving distance of Cincinnati, Dayton, Toledo, & Cleveland. The Veteran Healthcare Administration is the largest, most technologically advanced integrated health care system IN THE NATION, you’ll have a wider range of opportunities and leadership position available for you to explore.

We have openings for multiple Physicians; both General and Specialist positions; Nurse Practitioner and Physician Assistants.

• Dermatology • Emergency Department Certified Physician • Urgent Care Physician • Primary Care Physician • Hospitalist • Gastroenterology

• Psychiatry • Mental Health Nurse Practitioner • Advance Practice Registered Nurse • Physician Assistant • Recreation Therapy

For more information, or to apply, visit:

www.chillicothe.va.gov

17273 STATE ROUTE 104 | CHILLICOTHE, OH 45601 VA is an Equal Opportunity Employer and an Affirmative Employment employer.

VA encourages persons with disabilities to apply.

B

by Long Yun Siang

eing new in the working world, I am sure you are eager to show off your newfound skills and knowledge. However, out there in the working world some basic work effective habits can increase your productivity. By being consistently effective at your work increases your chances of success in your career.

THE 5 EFFECTIVE WORK HABITS ARE: 1. Volunteer For Assignments

One of the best ways to signal that you are a keen learner and are not afraid of hard work is to volunteer for assignments. Especially assignments that no one seems interested to do.

However, before that do assess your own skills and knowledge to see if you can confidently accomplish it. If you are confident in completing the task in full and perfection, go ahead and volunteer for it.

However, do remember one thing. Under promise and over deliver on the assignment you volunteered. Do not be too confident that you turn a perfect opportunity into mess. Once you start the project, see it till the end. You would be seen as someone who is courageous enough to take on additional assignments. You would also be seen as someone who follows through in your work. This is the first habit you need to internalize.

6339 Mill Street Rhinebeck, NY 12572

www.astorservices.org Astor Services for Children & Families is a community based, non-profit organization that provides children's mental health services, child welfare services, and early childhood development programs.

Astor serves children and families in New York State's Mid-Hudson Valley region and the Bronx.

At Holzer Health System you have access to the most advanced and innovative treatments in the Southeastern Ohio Valley.

Holzer Health System seeks motivated and caring individuals in a variety of fields. We are an equal opportunity employer meaning that we consider all qualified individuals for employment regardless of race, color, religion, genetic information, sex, national origin, age, disability, family or veteran status.

View and apply online for current openings at:

www.holzer.org

Holzer Health System • 100 Jackson Pike • Gallipolis, OH 45631

Job opportunities are available in the following areas: early childhood, social work, psychology, education, nursing and more.

Astor Services does not discriminate against individuals on the basis of race, color, national origin, sex, disability, genetic information, sexual orientation, or age in its programs, activities, or employment.

BE EXTRAORDINARY. NebraskaMed.com/Careers

Carolinas Hospital System is your community healthcare provider Carolinas Hospital System does not discriminate in any way to deprive any person of employment opportunities or otherwise adversely affect the status of any employee because of race, color, religion, sex, sexual orientation, genetic information, gender identity, national origin, age, disability, citizenship, veteran status, or military or uniformed services, in accordance with all applicable governmental laws and regulations.

805 PAMPLICO HIGHWAY • FLORENCE, SC 29505

For job opportunities visit our website at

www.carolinashospital.com

Career choices like nowhere else.

Join the Nebraska Medicine team and become part of an extraordinary experience. One that’s dedicated to making a difference, creating breakthrough medicine and saving more lives.

Nebraska Medicine does not discriminate, exclude or treat people differently because of race, color, ethnicity, national origin, sex, pregnancy, sexual orientation, gender identity, religion, disability, age, genetic information, veteran status, marital status and/or political affiliation in its programs, activities or employment.

January 2018

equal opportunity employment journal

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2. Be Nice To People

I am sure we have all heard this often enough. Be nice to people regardless of their rank and designation. It sounds philosophical but when you are nice to people they go out of their way to help you. And being new in an organization you would never know what sort of help you would need.

Colleagues often like to work with nice talented people. When you have this effective work habit you increase the chances of people wanting you to work on their team.

Being nice to people is just common courtesy. There is nothing extra ordinary about this particular habit that you need special skills. A smile in the morning and a “Good Morning” is a good start. In this day and age, people working in pressurized environments often use stress as an excuse when they blow up. Is this necessary? Nice is often reciprocated by nice.

In fact, it can lower your stress level.

3. Prioritize Your Work

We all love to start work on things that are close to our hearts.

However, often these may not be the most urgent and important in our list of tasks in the workplace. When you select things you are more interested in rather than work that is more important or urgent, you lower your chances of success.

Have a list of things to do according to its strategic importance to your company. Know your role in completing the tasks at hand in order to achieve that corporate goal. When you prioritize your work, you are more productive and that increases your chances of career success.

4. Stay Positive

As someone new in the working world it is very easy to feel down because you are new. You are not used to the work system. You have new people to deal with and people in the working world who behave very differently from school. It takes a lot of getting used to. There will be office politics to deal with regardless of how little.

Be above all these and stay positive in the face of challenges. When you are positive you remain focused on your goals. You make better decisions and therefore become more productive.

5. Highlight A Problem But Bring Solutions

The last effective work habit of the five effective work habits is to bring

Colleagues often like to work with nice, talented people. When you have this effective work habit you increase the chances of people wanting you to work on their team. solutions each time you highlight a problem to your boss or management.

You need to remember that when you bring problems and not solutions, it is often construed as complaining.

To avoid that label, offer solutions. A range of possible solutions also indicates to your boss that you have thought this through before approaching him/her with a problem. Have in mind a recommended solution amongst those you suggested.

These are the 5 effective work habits I constantly drill into new employees who are fresh graduates in our company. At first glance, these may seem like common sense. However, in actual working environment people tend to sometimes forget these very basic effective work habits.

And don’t practice them often enough. Internalize these and consistently practice them to increase your chances of success.

Long Yun Siang or Long, as he is popularly known runs http://career-success-for-newbies.com with his wife Dorena as their way of paying it forward. Their website – based on their real life experiences - provides tips, tools and advise for newbies pursuing career success.

Roseburg VA Medical Center OU MEDICAL CENTER | OU MEDICAL CENTER EDMOND | THE CHILDREN’S HOSPITAL

As Oklahoma’s largest and most diverse hospital, OU Medical Center features a winning team of world-class academic and private physicians, nurses and health care specialists; a team that is earning an international reputation for excellence, innovation and positive outcomes; a team of medical professionals capable of treating a full range of patients, from the tiniest premature baby to the most critically ill senior; a team that supports Oklahoma with quality patient care, medical education and research.

We offer a variety of opportunities in various fields.

For more information about us or application procedure visit:

www.oumedicine.com

or contact our recruitment team at 405-271-6035 or 1-866-473-8229 Up to $15,000 sign on and relocation bonus may be available.

An EEO Employer

At Roseburg VA Medical Center, we strive to hire only the best! Working with and for America’s veterans is a privilege, and we pride ourselves on the quality of care we provide. If you have what it takes, please consider applying for one of our available positions.

You may view our multifaceted positions online at: www.usajobs.gov or www.roseburg.va.gov 913 NW Garden Valley Boulevard Roseburg, OR 97471 The United States Government does not discriminate in employment on the basis of race, color, religion, sex (including pregnancy and gender identity), national origin, political affiliation, sexual orientation, marital status, disability, genetic information, age, membership in an employee organization, retaliation, parental status, military service, or other non-merit factor.

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equal opportunity employment journal

January 2018

Questions and Answers: The EE Action for People with Disabi

On

January 3, 2017, the Equal Employment Opportunity Commission (EEOC or Commission) issued a final rule to amend the regulations implementing Section 501 of the Rehabilitation Act of 1973 (Section 501). A notice of proposed rulemaking was previously issued on February 24, 2016. The final rule says that agencies of the federal government must adopt employment goals for individuals with disabilities, with sub-goals for individuals with targeted disabilities, provide personal assistance services to certain employees who need them because of a disability, and meet a number of other requirements designed to improve the recruitment, hiring, retention, and advancement of individuals with disabilities in the federal workforce.

BACKGROUND

What is Section 501?

Section 501 of the Rehabilitation Act is a federal civil rights law that prohibits federal agencies from discriminating against job applicants and employees based on disability, and requires agencies to engage in affirmative action for individuals with disabilities.

Does Section 501 apply to private businesses?

No. These regulations apply only to the federal government and do not apply to private businesses. The Americans with Disabilities Act (ADA), prohibits private businesses with 15 or more employees from discriminating on the basis of disability, but the ADA neither requires nor

prohibits affirmative action. (Note, however, that private businesses that are federal contractors are subject to a different set of affirmative action requirements under Section 503 of the Rehabilitation Act. Those requirements are not affected by this final rule.)

PURPOSE OF THE FINAL RULE

Why did the EEOC issue this final rule?

Section 501 requires federal agencies to engage in affirmative action for people with disabilities, but does not explain what “affirmative action” means. The Commission determined that stronger regulations were needed to enhance the employment, retention and promotion of qualified individuals with disabilities in the federal government. The final rule gathers together existing requirements from several Executive Orders as well as EEOC directives and other EEOC guidance documents, and adds new requirements that will further improve federal employment of individuals with disabilities and individuals with “targeted disabilities.”

What is a “disability”?

Under this regulation, the term “disability” means the same thing as under the ADA. Since the ADA Amendments Act (ADAAA) became effective in 2009, the ADA’s definition of “disability” has been very broad. It includes many kinds of mental and physical medical conditions.

A condition does not have to be permanent or severe to be an ADA disability. For more information on the ADA Amendments Act definition

We are an alliance of healthcare providers on a mission to transform healthcare We offer a multitude of positions as varied as the world of healthcare itself. Premier is on a mission to improve American healthcare, so you can be sure that a career with us will make a difference.

If you share a passion for transforming healthcare and improving the health of communities, a career with Premier may be perfect for you. View and apply online for current open positions:

www.premierinc.com

13034 BALLANTYNE CORPORATE PLACE • CHARLOTTE, NC 28277 Equal Employment Opportunity/Affirmative Action Employer

Premier is committed to providing equal employment opportunities for all job candidates and employees without regard to unlawful consideration of race, color, religion, sex, national origin, age, disability, veteran status or any other status protected by applicable law. This commitment extends to all terms and conditions of employment. In addition, Premier has developed affirmative action plans consistent with federal law to further the principle of equal employment opportunity.

The final rule says that agencies of employment goals for individuals with di services to certain employees who

January 2018

equal opportunity employment journal

Page 17

EOC’s Final Rule on Affirmative ilities in Federal Employment

f the federal government must adopt isabilities and provide personal assistance o need them because of a disability.

of “disability,” see the Fact Sheet on the EEOC’s Final Regulations Implementing the ADAAA. What are “targeted disabilities”?

Targeted disabilities are a subset of the larger disability category. The federal government has recognized that qualified individuals with certain disabilities, particularly manifest disabilities, face significant barriers to employment, above and beyond the barriers faced by people with the broader range of disabilities. These barriers are often due to myths, fears, and stereotypes about such disabilities. The federal government calls these “targeted disabilities.” They are: • developmental disabilities, for example, cerebral palsy or autism spectrum disorder; • traumatic brain injuries; • deafness or serious difficulty hearing, benefiting from, for example, American Sign Language; • blindness or serious difficulty seeing even when wearing glasses; • missing extremities (arm, leg, hand and/or foot); • significant mobility impairments, benefitting from the utilization of a wheelchair, scooter, walker, leg brace(s) and/or other supports; • partial or complete paralysis (any cause); • epilepsy and other seizure disorders; • intellectual disabilities (formerly described as mental retardation);

• significant psychiatric disorders, for example, bipolar disorder, schizophrenia, PTSD, or major depression; • dwarfism; and • significant disfigurement, for example, disfigurements caused by burns, wounds, accidents, or congenital disorders.

Does the final rule change anti-discrimination law?

No. Section 501 continues to prohibit discrimination on the basis of any disability, and the standards for determining whether a federal agency has discriminated on the basis of disability are the same ones that apply under the ADA. This regulation only concerns the additional affirmative action obligations placed on federal agencies by the law.

EMPLOYMENT GOALS

What goals are required by the final rule?

The rule requires each federal agency to adopt the goal of having 12% of its workforce be people with disabilities, and 2% of its workforce be people with targeted disabilities. These goals apply at both higher and lower salary levels.

Isn’t affirmative action for people with disabilities illegal?

No. Affirmative action for people with disabilities is not illegal. An employer is allowed to hire someone because he or she has a disability, and a rejected applicant cannot sue an employer for discrimination based on the fact that he or she does not have a disability.

ONE

MINISTRY.

ONE

CALLING.

Shriners Hospitals for Children® — Philadelphia is a 53-bed pediatric hospital, research and teaching center providing comprehensive medical, surgical and rehabilitative care to children with orthopaedic conditions and spinal cord injuries.

We invite you to take a look at all the opportunities a career with Shriners Hospitals for Children has to offer.

For more information visit: www.shrinershospitalsforchildren.org Shriners Hospitals for Children® | 3551 North Broad Street | Philadelphia, PA 19140 p: 215-430-4031 | email: hr_phila@shrinenet.org Shriners Hospitals for Children is an Equal Opportunity Employer and maintains a Drug Free Workplace.

We are a Catholic healthcare ministry serving Ohio and Kentucky. With more than 34,000 employees in eight markets, we’re one of the largest healthcare systems in the country. At each one of our more than 450 points of care, we deliver high-quality, compassionate care with one united purpose: to help our patients be well in mind, body and spirit.

We are looking for skilled, compassionate, dedicated people LIKE YOU to join us on our mission to help our communities be well. Career opportunities are available throughout our system for physicians, nurses, pharmacists and technicians, as well as support staff, administrators and managers. We welcome the different ideas, experiences, perspectives and talents of a diverse workforce.

Visit our website at:

www.mercy.com An Equal Opportunity Employer

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equal opportunity employment journal

January 2018

Brooke Grove Foundation’s mission is to “Touch People’s Lives”® by providing excellent service, showing respect and radiating kindness. If you are interested in a rewarding job experience that will make a positive difference in the lives of others, we have a position for you! Our employment opportunities are listed on our website at: www.bgf.org Brooke Grove Foundation is an Equal Opportunity Employer and does not discriminate in admissions, employment, contracting with consultants or acceptance of volunteers on the basis of race, color, religion, sex, handicap, sexual orientation, or national origin.

18100 SLADE SCHOOL ROAD • SANDY SPRING, MARYLAND 20860

At MultiPlan, our employees are instrumental to our success and we reward them accordingly. We offer a very competitive compensation and benefits package, an incentive bonus program, service recognition awards and an employee recognition program that honors individuals whose achievements go above and beyond even our high expectations. We invite you to search our listing of current career opportunities online at

www.multiplan.com.

1100 Winter Street • Waltham, MA 02451

We stand in support of equality for and advancement of all people based on their qualifications and actions alone without regard to color, gender, age, religion, national origin, sexual orientation or disability.

MultiPlan is an Equal Opportunity Employer M/F/D/V

Opportunities for Behavioral HealthCare Professionals FIRELANDS COUNSELING AND RECOVERING SERVICES is an established, community-based behavioral healthcare provider offering a full range of outpatient and inpatient mental health and chemical dependency services at offices in Ohio. Our Program is well known for frequently implementing new services using contemporary approaches to treatment. We offer a competitive salary and excellent benefit package.

For current job openings and to apply online, visit www.firelands.jobs.

1111 Hayes Ave. • Sandusky, OH 44870

When you work for Presbyterian Homes, you make a difference in the lives of others.

Founded in 1904, Presbyterian Homes is an independent, not-for-profit and faith-based organization with a national reputation for creating extraordinary retirement communities.

We serve older adults through our acclaimed retirement communities in Evanston, Lake Forest and Arlington Heights, IL.

www.presbyterianhomes.org

Presbyterian Homes is an equal opportunity employer and, in accordance with the requirements of all applicable state and federal laws, does not discriminate in hiring or employment practices on the basis of race, color, religion, creed, national origin, sex, ancestry, marital status, unfavorable military discharge, disability, age, sexual orientation or any other legally protected status.

T

here are many good reasons why people choose to work at Mission Regional Medical Center. Strong reasons like good benefits, incentives, and of course, competitive compensation.

But what sparks the most pride in our community aren’t the reasons why they choose to come to Mission Regional Medical Center. It’s why they choose to stay. Mission Regional Medical Center isn’t just a place to find another job. It’s a place to jump start a healthcare career.

Learn more about us online: http://missionrmc.org

900 South Bryan Road • Mission, TX 78572 • EOE

The final rule requires agencies to set overall goals for the percentage of people with disabilities in their workforce. The rule does not require agencies to establish a preference for hiring people with disabilities.

Are federal job applicants and employees now required to reveal their disabilities?

No. Federal agencies, as well as private employers, have always been allowed to invite applicants and employees to identify themselves as having disabilities if the information is treated confidentially and used only for affirmative action. But an agency can’t require someone to participate in an affirmative action program. (Note that agencies may also ask disability-related questions of job applicants under the following limited circumstances: when compiling employment statistics on an anonymous basis; prior to a job offer if it is reasonable to believe that the individual will require a reasonable accommodation on the job because of a known disability; and after a job offer if the same questions are asked of everyone in the same job category.)

Do federal agencies now have to choose someone with a disability for a job over someone who doesn’t have a disability?

No. The final rule requires agencies to set overall goals for the percentage of people with disabilities in their workforce. The rule does not require agencies to establish a preference for hiring people with disabilities.

What happens if an agency doesn’t meet the 12% and 2% goals?

The EEOC will not disapprove an agency’s affirmative action plan solely because the agency has not reached the rule’s employment goals. The EEOC will work with agencies who do not meet the goals to develop steps to improve their hiring. Exactly which steps an agency takes will depend on the circumstances. An agency could, for exampleTrain managers about the hiring authority for people with intellectual disabilities, severe physical disabilities, and psychiatric disabilities (commonly called “Schedule A”) and use that authority more often.

Increase its recruitment of individuals with disabilities.

Increase efforts to hire and retain individuals who require supported employment because of a disability.

January 2018

equal opportunity employment journal

PERSONAL ASSISTANCE SERVICES

Page 19

Do personal assistance services include doing part of the person’s job?

No. Personal assistance services only include assistance with basic human functions, and are only required if they enable the employee to do his or her job up to normal standards.

What will prevent an employee from unreasonably requesting and receiving personal assistance services that the employee does not need?

Most people, including federal employees, do not want or need help with basic human functions such as using the restroom or eating unless they actually require that help. In addition, it should be obvious whether such services are necessary based on the individual’s specific disability.

Won’t the personal assistance requirement be too expensive for federal agencies?

No. The number of individuals in this country with the type of disability that requires assistance in basic human functions and who will apply for federal employment is quite low.

In addition, agencies will be allowed to deny a request for personal assistance services if the difficulty or cost of providing them would be an undue hardship. The process of determining whether providing personal assistance services is an undue hardship can be the same the agency uses to determine whether a reasonable accommodation poses an undue hardship.

What are personal assistance services, and what does the final rule say about them?

Personal assistance services are services that help someone perform basic activities like eating and using the restroom. They are not the same as services that help the individual perform job-related tasks, such as sign language interpreters for individuals who are deaf or readers for individuals who are blind or have learning disabilities. These services are already required as reasonable accommodations under the part of Section 501 that prohibits discrimination based on disability, as long as the provision of such services does not impose an undue hardship.

Personal assistance services differ from medical services and services that are typically performed by someone who often has the job title of “personal assistant.”

Personal assistance services are non-medical services such as helping an individual take off and put on a coat, eat, and use the restroom. These services are needed by individuals whose specific disabilities make it difficult for them to perform such activities on their own.

The rule requires federal agencies, as an aspect of affirmative action, to provide personal assistance services to employees who need them because of a targeted disability, HIRING, RETENTION, AND The rule requires federal agencies to unless doing so would impose an undue ADVANCEMENT hardship on the agency. recruit individuals with disabilities How does the final rule help job applicants Why does the final rule include the and to ensure that individuals with with disabilities? requirement of providing personal assisThe rule requires federal agencies to recruit disabilities are aware of and have an individuals tance services? with disabilities and to ensure that Some individuals with disabilities cannot opportunity to apply for positions. individuals with disabilities are aware of and work because personal assistance services have an opportunity to apply for positions. It are not provided to them in the workplace. The services will allow such also requires agencies to have sufficient staff to answer disability-related individuals to enjoy the opportunity and independence offered by paid questions from applicants and members of the public and to process employment. It also will reduce the amount of taxpayer funds spent on requests for reasonable accommodations in the hiring process and applipublic disability benefits by allowing such individuals to receive paid cations under the Schedule A hiring authority for individuals with certain jobs in the competitive workplace. disabilities.

SavaSeniorCare The SavaSeniorCare affiliated facilities believe that successful careers are built upon RESPECT, and positive resident and patient experiences begin with positive employee experiences.

VA Long Beach Healthcare System 5901 East 7th Street • Long Beach, CA 90822 The VA Long Beach Healthcare System is one of the most diversified tertiary health care providers in the VA. It is a teaching hospital, providing a full range of patient care services, with state-of-the-art technology as well as education and research.

Whatever the job title, every position in VA will give you a chance to make a meaningful and personal contribution to the lives of truly special and deserving people - our Veterans. VA offers generous paid time off and a variety of predictable and flexible scheduling opportunities.

For more information about us and our current vacancies, please visit: www.longbeach.va.gov EOE

We realize our employees chose a career where taking care of others is their main goal.

We believe that creating an environment where everyone knows his or her value and importance is key.

Whether it's a thank you from a resident, a smile from a family member or a pat on the back from a fellow employee, your overall employee experience is important to us.

Consider joining us in one of the many fulfilling careers we offer.

savacareers.com

We focus on people.

Our residents.

Their lives.

Their health.

Their families.

No person employed by or admitted to any of the company’s affiliated facilities shall on the grounds of race, color, religion, age, sex, natural origin, ancestry, or disability, be excluded from participation in, be denied benefits of, or otherwise be subject to discrimination in the provision of any care, service, or admission.

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equal opportunity employment journal

The final rule requires agencies to have sufficient opportunities for employees with disabilities to advance within the agency. Such activities might include specialized training and mentoring programs and strong enforcement against disability-based harassment.

Lakeview Hospital is a market leader in providing the best patient care experience in the Mpls/St. Paul area! We offer market competitive pay and benefits, and an award winning team to work with. For more information visit: www.lakeviewhealth.org 927 West Churchill Street • Stillwater, MN 55082 • EOE-Disability/Vet

OAK VALLEY HOSPITAL

350 South Oak Avenue • Oakdale, CA 95361 • EOE Current openings include full-time and per diem positions.

If you would like to join our team, please email your resume to Brian Beck - VP Human Resources at bbeck@ovhd.com.

For more information visit:

www.oakvalleycares.org

Bryan Health...Where Passion meets Purpose • Innovative treatments and technology • Compassion for patients and each other • Pride in the work we do to change lives

Join our team

• Nationally recognized two-time winner of The Advisory Board’s Excellence in Employee Engagement Award • Non-profit, Nebraska-owned and trusted healthcare organization • Employees who feel valued and supported in meaningful work

Forward. Together.

Learn more at:

bryanhealth.org/careers EEO/AA - M/F/V/D

Our company’s core values are reflected in our diverse workforce.

We believe this diversity helps us better serve members of our community. Our employees are our greatest asset, and we strive to create an environment where everyone has the tools, feedback, and opportunity to excel and grow professionally.

If you are self-motivated and have a strong desire to learn, Healthfirst provides you with the comprehensive training and other resources you need to succeed. For more information on career opportunities please visit our website.

We stand in support of equality for and advancement of all people based on their qualifications and actions alone without regard to color, race and ethnicity, gender, age, religion, national origin or disability.

To apply online for positions in NYC, please visit our corporate website at:

www.healthfirstny.org

January 2018

How does the final rule improve retention and advancement of federal employees with disabilities?

The final rule requires agencies to have sufficient opportunities for employees with disabilities to advance within the agency.

Such activities might include specialized training and mentoring programs and strong enforcement against disabilitybased harassment. The rule also includes requirements for agencies to strengthen their programs for reasonable accommodations and ensure accessibility.

What are reasonable accommodations, and what does the final rule say about them?

A reasonable accommodation is a change in the way things are normally done that allows an individual with a disability to apply for a job, do a job, or enjoy equal access to the benefits and privileges of employment. Federal employers have been required to provide reasonable accommodations since the 1970’s. The rule requires federal agencies to have written, easily available and understood reasonable accommodation procedures and a written explanation whenever a request for a reasonable accommodation is denied. The rule also requires agencies to make sure that key decision-makers know how to access the resources necessary to pay for reasonable accommodations that are legally required.

What does the final rule say about accessibility?

The final rule requires federal agencies to inform job applicants and employees of their accessibility rights under Section 508 of the Rehabilitation Act and the Architectural Barriers Act, and to explain how to file complaints under those laws.

It also requires them to inform individuals where to file complaints if other agencies are responsible for a violation.

Does the rule change building, architectural accessibility, or electronic information standards?

No. EEOC does not have legal authority to establish new accessibility standards, or to enforce existing standards under the Architectural Barriers Act or Section 508 of the Rehabilitation Act.

OVERSIGHT

Will the EEOC hold agencies that fail to engage in affirmative action for people

with disabilities accountable?

Yes. The law already requires each agency to submit an Affirmative Action Plan to the EEOC annually, and to make relevant records available to the EEOC upon request. If an agency has not followed the rule, the EEOC will disapprove the agency’s Affirmative Action Plan, and will report the disapproval to Congress as required by law.

Agencies already have to file reports on disability hiring. Will the new report be redundant?

No, the EEOC will eliminate redundant reporting requirements and provide agencies with detailed instructions before agencies are required to begin following the final rule on January 3, 2018.

Will members of the public be able to see a federal agency’s Affirmative Action Plan?

Yes. The rule requires each agency to post its Affirmative Action Plan on its public website.

Must all federal agencies comply with the final rule?

Yes. Section 501 applies the affirmative action requirement to all federal agencies and thus all agencies must comply with the rule implementing Section 501. The EEOC recognizes, however, that individual agencies may face circumstances that make it difficult to meet all the requirements of the rule. For example, an agency may not be able to meet the 12% and 2% employment goals because it has been put under a hiring freeze, or because jobs within the agency have legitimate physical standards that are difficult to meet for individuals with certain kinds of disabilities. When deciding whether to approve an agency’s affirmative action plan, the EEOC will take all of the relevant circumstances of that specific agency into account.

When will the final rule take effect?

Agencies will be required to follow the final rule beginning on January 3, 2018.

The delayed applicability date will allow agencies to modify their existing practices.

EEOC will provide agencies with training and technical assistance during the time leading up to the applicability date.

Article provided by the U.S. Equal Employment Opportunity Commission

January 2018

equal opportunity employment journal

Page 21

People come from all over the world

to study here, to practice here, and to be treated here.

Thomas Jefferson University and Thomas Jefferson University Hospitals are committed to excellence in the delivery of patient care, educating the health professionals of tomorrow and discovering new knowledge.

As one of the most distinguished medical institutions in the country, our history is filled with outstanding people and accomplishments.

Diversity, inclusion and cultural competence are critical components of our mission and we celebrate the uniqueness of each of our employees every day.

To learn more about Jefferson visit www.jeffersonhr.org To apply online visit Recruit.jefferson.edu

THOMAS JEFFERSON UNIVERSITY AND HOSPITALS

New York University’s Mission...

to be a top quality international center of scholarship, teaching and research. This involves retaining and attracting outstanding faculty who are leaders in their fields, encouraging them to create programs that draw outstanding students, and providing an intellectually rich environment.

NYU seeks to take academic and cultural advantage of its location and to embrace diversity among faculty, staff and students to ensure a wide range of perspectives, including international perspectives, in the educational experience.

www.nyu.edu/about/careers-at-nyu.html NYU is an Equal Opportunity Employer and is committed to a policy of equal treatment and opportunity in every aspect of its recruitment and hiring process without regard to age, alienage, caregiver status, childbirth, citizenship status, color, creed, disability, domestic violence victim status, ethnicity, familial status, gender and/or gender identity or expression, marital status, military status, national origin, parental status, partnership status, predisposing genetic characteristics, pregnancy, race, religion, sex, sexual orientation, unemployment status, veteran status, or any other legally protected basis. Women, racial and ethnic minorities, persons of minority sexual orientation or gender identity, individuals with disabilities, and veterans are encouraged to apply for vacant positions at all levels.

California University of Pennsylvania Multiple Faculty Positions California University of Pennsylvania invites applications for the faculty positions below, to begin August 2018. A comprehensive regional institution and a member of Pennsylvania’s State System of Higher Education, California University is a diverse, caring and scholarly learning community dedicated to excellence in teacher preparation, liberal arts, science and technology, and professional studies.

The University enrolls approximately 7,700 students in graduate and undergraduate programs taught by 256 full-time faculty members.

Visit www.calu.edu for more information about California University of Pennsylvania.

Tenure-Track Positions - 2018 Fall Semester start

Applied Mathematics & Statistics • Athletic Trainer – Clinical Position (12 Month) • Child Clinical Psychologist • Computer/Electrical Engineering Technology • Criminal Justice/Conflict Resolution Studies • Cybersecurity - Computer Science & Information Systems • Journalism • Management Science/Operations Research • Mathematics • Mechatronics Engineering Technology • MSW Program Director • School Psychologist • Speech-Language Pathologist • Theatre History/Lit and Performance Studies Veterans claiming preference should submit a copy of their DD214 to the Office of Social Equity, 250 University Ave., Box 9, California, PA 15419.

Full-Time Temporary Position - 2018 Fall Semester start

Atmospheric Science • Clinical Athletic Training (9 or 12 Months) Applications are accepted online only at https://careers.calu.edu/.

Physical resumes are not accepted.

Integrity, Civility and Responsibility are the official core values of California University of Pennsylvania, an affirmative action/equal opportunity employer.

Women, minorities, veterans and persons with disabilities are encouraged to apply.

Page 22

Looking Ahead at Tech Jobs

T

here’s no question about it—the IT workforce is evolving quickly. At Modis, we continually track hiring, salary and industry trends to help you better understand and prepare for these changes, and navigate the complex technology job market. Based on the latest research and findings, we’re forecasting some fantastic growth in the tech industry in the very near future.

The Bureau of Labor Statistics backs up this information by reporting that employment of computer and information technology occupations is projected to grow 13 percent from 2016 to 2026, faster than the average for all occupations.

These occupations are projected to add about 546,100 new jobs. Demand for these workers will stem from greater emphasis on cloud computing, the collection and storage of big data, and information security.

The median annual wage for computer and information technology occupations was $82,860 in May 2016, which was higher than the median annual wage for all occupations of $37,040.

If you’re interested in learning more, get your copy of the 2018 Modis Salary Guide for Tech Professionals. It’s filled with industry insights, salary ranges by city and detailed job descriptions. Get your guide here: http://www.modis.com/ clients/salary-guide/

equal opportunity employment journal

January 2018

January 2018

equal opportunity employment journal

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My ambition is to be myself and be heard.

Synchrony Financial is more than a workplace— we’re a working forward place. A place that helps fulfill ambitions. A place where you’ll ensure customers succeed and we’ll do the same for you: through an extensive Diversity & Inclusion Network, leaders who believe differences are a competitive advantage, and a culture that celebrates you.

Because we know you have goals of your own. And we’re here to help you achieve them.

Our Seven Diversity & Inclusion Networks: African American Network Asian Professional Engagement Network Hispanic Network LGBT Partnership Network People with Disabilities Network Veterans Network Women’s Network

What are you working forward to?

Engage with us at syfcareers.com

EOE, M/F/D/V

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January 2018

APPRENTICESHIPS:

Y

Occupations and Outlook

by Elka Torpey

ou might know that apprenticeships offer a way to earn money while learning a skill. But you might not know that in many occupations with apprenticeships, the U.S. Bureau of Labor Statistics (BLS) projects employment to grow at least as fast as the average for all occupations — if not faster —

from 2016–26.

And there’s more: Wages in a number of the top occupations for apprenticeships were well above the $37,040 median annual wage in all occupations in 2016. Keep reading for details about some of these occupations with opportunity.

What’s an apprenticeship?

the 2016–26 decade, these seven occupations are projected to add more than 500,000 jobs.

Heavy and tractor-trailer truck drivers had the most jobs in 2016 of these occupations. Workers typically enter this occupation by taking professional truck-driving courses to qualify for a commercial driver’s license and complete short-term on-thejob training after being hired.

And some truck drivers meet these requirements through an apprenticeship.

Of the occupations in the table, plumbers, pipefitters, and steamfitters is projected to have the fastest employment growth from 2016–26. These workers install plumbing and related systems in newly constructed buildings, as well as upgrade or repair systems in existing homes and businesses.

Apprenticeship is a common pathway into this occupation.

An apprenticeship is an arrangement in which you get hands-on training, technical instruction, and a paycheck—all at the same time. Apprentices work for a sponsor, such as an individual employer or a business-union partnership, who pays their wages and provides the training.

Formal apprenticeship programs usually last about 4 years, depending on the employer or occupation, although they may take as little as 12 months or as many as 6 years. Many of these programs are registered with the U.S. Department of Labor (DOL). At the end of a registered apprenticeship program, apprentices get a nationally recognized certificate of completion as proof of their skills.

Occupations with apprenticeships

In fiscal year 2016, DOL counted about 500,000 active apprentices in more than 21,000 registered apprenticeship programs across the country.

The table shows the occupations with the greatest number of active apprentices in 2016, according to a DOL summary of data sources.

For each of these occupations, the table shows BLS data for 2016–26 projected job outlook, 2016 employment, and 2016 median annual wages.

Outlook and employment

In total, the occupations in the table accounted for more than 5.5 million jobs in 2016. And over

According to BLS, some occupations typically require an apprenticeship to enter. These include: Boilermakers Carpenters Electricians Elevator installers and repairers Glaziers Insulation workers, mechanical Ironworkers Masonry workers Millwrights Musical instrument repairers & tuners Plumbers, pipefitters, & steamfitters Sheet metal workers

But there are lots of other occupations with apprenticeships, even if an apprenticeship is not the typical path to entry.

Wages

Apprentices usually train under the direction of experienced workers, earning about half of what a fully qualified worker makes. And apprentices earn pay increases as they advance in their training.

BLS data show that many occupations with apprenticeships have relatively high wages. Of the occupations in the table, all but construction laborers had a median annual wage that was higher than the median for all workers. Formal education typically is not required to enter this occupation, but some construction laborers take classes as part of an apprenticeship.

Electrical power line installers and repairers had the highest median wage of the occupations in the table—$68,010 per year. To become fully qualified, these workers typically need technical instruction and long-term on-the-job training, which they might get through an apprenticeship or other employertraining program.

Article provided by the Bureau of Labor Statistics

January 2018

equal opportunity employment journal

Page 25

TAKING YOUR CAREER TO NEW HEIGHTS.

Pratt & Whitney is an equal employment opportunity, affirmative action employer dedicated to matching talent and technology. To see our current openings and to learn more about our benefits, connect with us at our Careers website.

Learn more at pw.utc.com/Careers or follow us on Twitter @PWCareers

43560_PW_GoBeyond_EOEJournal.indd 1

7/24/17 4:08 PM

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Bringing the Power of Possibility to People with Special Needs Learn more about us and our current job openings at:

www.laurabaker.org/careers/

Laura Baker Services Association • 211 Oak Street • Northfield, MN 55057 AN EQUAL OPPORTUNITY EMPLOYER

Employees of Laura Baker Services Association (LBSA) are treated during the hiring process and employment without regard to race, color, religion, creed, gender, national origin, age, disability, marital or veteran status, or any other legally protected status.

Milestone is a great place to work!

We have caring and compassionate employees who are dedicated to helping extraordinary people live ordinary lives. If you are looking for a career in the behavioral health or intellectual & developmental disabilities field, you’ve come to the right place.

NECC comprises dedicated individuals who serve in a number of capacities. We offer competitive salaries, outstanding benefits, and a career development program second to none.

NECC employs more than 1,200 professionals, and we believe that workplace diversity is a valuable asset.

Our firm commitment to diversity stems from our belief in the benefits of incorporating different backgrounds, perspectives, cultures, and life situations within our organization.

Holy Redeemer’s holistic approach to healing is unique among healthcare providers.

Caring for the total person goes beyond the act of delivering excellent medical care. It involves meeting the emotional, spiritual and social services needs of those we serve.

View and apply online at:

www.MilestonePA.org We are an equal opportunity employer.

712 South Avenue Pittsburgh, PA 15221 412-243-3400

W

ithin the business field, jobs in the finance sector are lucrative.

According to 2011 data from the National Center for Education Statistics, the average salaried worker with a bachelor’s degree in business earned $62,000 annually. Salaries can be even higher for specific finance jobs; the highest-paying jobs in finance can pay close to or above six figures annually. Learn about five of these jobs here.

Personal Financial Advisers

View our latest job postings at

www.necc.org

We stand in support of equality for and advancement of all people based on their qualifications and actions alone without regard to color, gender, age, religion, national origin, or disability.

The New England Center for Children 33 Turnpike Rd. Southborough, MA 01772

From maternity and neonatal services, to end-of-life care and every stage of life in between, Holy Redeemer’s services focus on your total well-being.

521 Moredon Road Huntingdon Valley, PA 19006 For more information or for current employment opportunities visit us at careers.holyredeemer.com and apply online.

Equal Opportunity Employer

January 2018

The 5 HighestPaying Jobs in Finance

degree in their field of study. In addition to preparing for and giving lectures, finance professors assign and grade papers and projects, score exams, and meet with students outside of class for consultation.

They may also perform research for the college or university that employs them.

Financial Managers

Per BLS reports, financial managers are some of the highest-paid professionals in the finance industry, with average annual earnings of $130,230. Financial managers need a bachelor’s degree in a field such as business or finance, as well as several years of career experience. Job prospects are better for those with a master’s degree in business administration (MBA).

Once employed, financial managers provide supervision to other employees in the finance department, compile and review an organization’s financial reports, design and monitor the organization’s budget, and ensure that the organization complies with laws and meets its financial goals.

Financial managers may also develop plans for increasing profits and revenue.

According to the Bureau of Labor Statistics (BLS), the typical personal financial adviser earns $108,090 per year. Personal financial advisers usually need at least a bachelor’s degree in finance, business, economics, or a similar field of study, and they must pass relevant licensure and certification examinations in their state. These professionals work with individuals and families and provide them with advice regarding investments, retirement planning, taxes, and insurance.

They also research investments and monitor the stock market so they can make informed recommendations to clients. Financial advisers are responsible for assisting their clients Economists with investing their money, and they provide Economists can expect to earn slightly regular updates regarding the performance over six figures, with an average yearly salof investments. ary of $105,290, per the BLS. Job prospects Actuaries are best for those with a master’s or docSalaries are above the six-figure mark for toral degree in economics. Economists are actuaries, who earn an average of $110,090 usually employed by government agencies, annually, per the BLS. You can enter this research institutions, and major corporations. field with a bachelor’s degree in mathemat- They perform research, collect data, and ics or statistics; some colleges even offer a carry out surveys regarding economic topics program specifically in actuarial science. such as unemployment, wages, productivity, Actuaries are also required to pass a series and consumer demand. Economists use surof professional examinations. Most work vey and research results to produce reports in the insurance industry, performing sta- and to provide guidance to governments and tistical calculations to determine the risks corporations. They may also publish articles of and costs associated with events such as in newspapers and academic journals. illnesses, accidents, and death. Actuaries Economists are just one of several types use their calculations to design and moni- of finance professionals who enjoy abovetor insurance programs, and they may also average earnings. Those who choose to be responsible for determining the costs of enter the finance field will be presented insurance policies. with ample high-paying job opportunities, in fields such as actuarial science and College Professors Professors who teach finance courses financial management. With the proper within the business department at a college education and valuable work experience, or university can expect to earn $88,740 finance professionals are sure to advance per year, as reported by the BLS. Most their careers and earn a lucrative salary. collegiate level instructors have a doctoral Article provided by the Bureau of Labor Statistics

January 2018

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New Year, New Career

Baldwin Filters provides many opportunities for you to further your career. We offer a variety of established career paths in engineering, accounting, marketing, sales, business analysis, human resources, information technology and production.

Tips for Changing Occupations

by Elka Torpey

To view a complete listing of open positions at Baldwin Filter, visit online at:

Do you ever wonder if the grass is greener in another field?

If you’ve resolved to find out, the new year might be a good time to pursue a new career. There are many reasons to change careers.

Maybe your interests have shifted, or you want the potential for earning more money. Or perhaps you just want to try something new.

www.baldwinfilter.com

4400 East Highway 30 • Kearney, NE 68847 Baldwin Filters is an EO Employer, M/F/V/D

Clark County is located in Las Vegas, Nevada and is one of the area’s largest employers. We recognize the value of a qualified and diverse workforce.

County employment offers outstanding benefits, retirement, and career enhancement opportunities.

Clark County is an Equal Opportunity Employer.

CLARK COUNTY, NEVADA

W

hatever your reason, it may be helpful to look at U.S. Bureau of Labor Statistics (BLS) data and to consider what experts say about changing your line of work.

Tip 1: Figure out your “why”

In deciding to change careers, it’s a good idea to consider what’s driving your desire.

“Are you unhappy with your employer? Do you want to use different skill sets? What is it that needs to change?” says career management coach Marie Zimenoff. You need to ask yourself these kinds of questions to know the type of change you should make.

Think about your most recent job. What parts of it didn’t you like? Perhaps more importantly, what parts did you like? Are you sure you want a different occupation— or should you just look for a new job?

Make a list of the tasks you enjoy most.

For example, maybe you’re a biological technician, and you really like working with people. Some occupations might allow you to use your people skills while still applying your scientific knowledge. Would you like to be a biology teacher? Work toward a management position at your current company? Become a scientific product sales representative?

This type of reflection can help you identify occupations you may want to enter, or it might help you decide to stick with your current occupation and instead work in a different setting or job. “People often think it will take a huge change to make them happy,” says Zimenoff. “You might want to start smaller with a change that doesn’t uproot your whole life but will make you happier in your next career.”

Tip 2: Look at the data

If you’re thinking of changing occupations, you aren’t alone. According to data from the Current Population Survey, about 6.2 million workers (4 percent of the total workforce) transferred from one occupational group to another. These and other BLS data can offer guidance as you explore your options. Career changers are likely to be interested in occupations that offer

500 South Grand Central Parkway, 3rd Floor Las Vegas, NV 89155-1791

opportunity, and BLS data can help you identify those.

Economists in the BLS projections program also analyze occupations to determine education and training typically required for entry. With these determinations, you can see whether you qualify for a particular occupation—or, if not, what preparation you may need.

State labor market offices use BLS national data to create their own projections. Some states also have detailed, current information available by region.

Other data. Employment, wage, and transfer data may also point you toward career choices. For example, employment and wage data show how many jobs were in a particular occupation and how much money workers made. In 2015, there were about 138 million wage and salary jobs overall, with a median annual wage of $36,200.

(702) 455-4565 • www.clarkcountynv.gov

Doylestown Hospital offers you more than a good job. Doylestown Hospital offers career mentoring, continuing education credits, scholarships, school loan forgiveness programs, and clinical educators on all shifts and more professional growth opportunities than you’ve ever experienced.

Visit www.dh.org to learn more about us and our job openings.

595 West State Street • Doylestown, PA 18901 Doylestown Hospital is an Equal Opportunity Employer (EOE).

Our more than 200 schools offer a wide range of employment opportunities for leaders who are committed to equity and excited to join us in our effort to make all of our schools great.

440 North Broad Street Philadelphia, PA 19103

Visit our website to learn more and apply.

Tip 3: Connect with others

Reaching out to others, both to learn about your options and to help you find a job, is important for all jobseekers. But it’s even more crucial for people who want to switch to a new field. “When you’re changing careers, you may not look great on paper,” says Zimenoff, “and the bigger the change you’re making, the more true that will be.”

Networking. Developing contacts, say experts, is essential—and it’s easier than most people realize. Experts say that networking works best when you start with the people already in your circle and ask specific questions. For example, you might ask your family or friends what they think about a certain company, or if they know anyone who works there. “It’s not as scary if you start with the people you know best,” says Zimenoff.

Visit networking sites to find out how the people you know are connected. But make an effort personally, too, such as with a phone call. For example, you might call your uncle and ask, “How well do you know this person? Might she be a good contact for me?”

jobs.philasd.org The School District of Philadelphia is an Equal Opportunity Employer.

Canon-McMillan School District One N. Jefferson Avenue Canonsburg, PA 15317 www.cmsd.k12.pa.us ********************************* The Canon-McMillan School District is committed to affirmative action to assure equal opportunity for all persons regardless of race, color, religion, national origin, ancestry, sex or handicap.

Working at Minnehaha Academy is a rewarding and fulfilling experience.

We seek the very best faculty to educate our students along with the very best staff to support the faculty, students, parents and alumni of Minnehaha.

Minnehaha is dedicated to excellence in all that we do, while striving to be a caring community in which we work.

Learn more about us and view or apply online for current open positions.

www.minnehahaacademy.net

Minnehaha Academy is an EEO/AA Employer.

4200 W. River Pkwy.

Minneapolis, MN 55406

Page 28

equal opportunity employment journal www.cityofsalem.net ************************ Salem, the capital city of Oregon, lies center in the Willamette Valley of the Pacific Northwest, 47 miles from Portland and 58 miles from the Oregon Coast.

555 Liberty Street SE • Salem, OR 97301

Learn more at: www.cityofsalem.net/jobs Equal Opportunity Employer

Women, Minorities, Veterans and Disabled individuals are encouraged to apply. ADA accommodations will be provided upon request.

ECCO III ENTERPRISES 201 Saw Mill River Road

Yonkers, New York 10701 www.eccoiii.com We stand in support of equality for and advancement of all people based on their qualifications and actions alone without regard to color, gender, age, religion, national origin or disability.

Diverse ideas, and people, At Matheson, one of the world’s foremost suppliers of specialty gases and gas-handling equipment, we appreciate the value of variety in the concepts that drive our work — and in our teams of talented professionals. The unique qualities of each individual bring us a broader perspective, enhanced innovation, and greater success.

Established as an industry leader for more than eight decades, we have professionals from every walk of life, providing the wide array of attributes essential to the superior research, technology, resources, experience, safety, and performance our clients expect. In addition to a culture conducive to learning, growth, and advancement, we offer excellent compensation and benefits.

Apply online at: https://mathesongas.silkroad.com/epostings

www.mathesongas.com

Matheson is an equal opportunity employer and does not discriminate on the basis of race, color, sexual orientation, gender or any other characteristic protected by state or federal law.

EOE M/F/D/V

A leader in the office furniture industry. Nationwide career opportunities.

See our career opportunities at www.hnicareers.com and listed with state workforce training and development centers.

As Affirmative Action/Equal Employment Opportunity Employers, the operating companies of HNI Corporation make employment decisions without regard to race, color, ethnicity, religion, sex, age, creed, disability, veteran status, marital status, sexual orientation, gender identity, national origin, citizenship, genetic information, or other basis protected by law, and take affirmative steps to employ and advance in employment qualified minorities, females, protected veterans and individuals with disabilities.

The Agricultural Division of Bridgestone Americas Tire Operations, L.L.C. is located in Des Moines, Iowa, stands on almost 120 acres and has 1500 employees. Our company offers a competitive benefits package and many development opportunities for our teammates, including an on-site college program, leadership training and technical training.

To view current openings or to apply online visit www.bato-bridgestone.icims.com.

Bridgestone Americas Tire Operations, L.L.C. Agricultural Division 4600 N.W. 2nd Avenue | Des Moines, IA 50313 | EOE

January 2018

Informational interviews. After you’ve identified people in an occupation that interests you, talk to them about their work. “Have a ready list of questions,” says master career specialist Elizabeth Craig, “such as, ‘What did you like most about your work today?’ ” Do your research ahead of time and assure the people you talk to that you’re only looking to gain information—not asking for a job. Be sure to send a thank-you note afterward and try to stay in touch, keeping them informed of your progress. You might also ask for advice on how to make your résumé stand out when you’re ready to start applying for jobs.

Internal contacts. Knowing people who work somewhere you’d like to work is helpful, experts say. Not only do internal contacts give you an insider’s perspective, but they also might increase your chances of being a “referred candidate”—someone suggested for an interview by a worker within the company—when you apply for a job. Internal contacts also can let you know about job openings as soon as, or sometimes before, vacancies are advertised.

Tip 4: Match your skills

As you start applying to jobs in a new field, you’ll need to highlight the skills you have that match what each job requires. Using a chronological résumé, which summarizes work history, is a good way to describe specific accomplishments.

Fit skills to jobs. It’s especially important when changing careers to tailor each résumé and cover letter to the specific position for which you are applying. Focus on skills you have that are directly relevant to the job tasks, say experts, not the fact that you’re transitioning.

On paper and in person, you should be able to translate how your skills and experience match the position you’re applying for. “Look at the work you’ve done before, piece by piece,” says Craig. “Look at each segment and ask, ‘How would that relate to the new work?’ ” Use the requirements from the job posting as a guide, or study online profiles of people currently in the job to see how they describe their qualifications.

Switching careers may be easier between some types of occupations than others. This is particularly true when the occupations have skills in common, but it’s still up to you to make that connection. “Those who get interviews are able to show that they’ve done the things the job requires, in a particular context, and that it provided value to the company when they did it,” says Zimenoff.

Be proactive. You may have a skills or knowledge gap to overcome, depending on how different your new job is from the one you’re leaving. That’s OK. But you should be realistic about what you need to do so you meet employers’ expectations.

If you’re not qualified for your dream career, start working toward it. Do you need more work experience?

Additional skills? Professional certification? “There are many opportunities for people to get up to date in a new field, often in a relatively short amount of time,” says Craig, and that doesn’t always mean earning a degree.

Even if you do need additional training, though, assessing your existing qualifications can help you figure out exactly what else you need. “The beauty of looking at the skills you have,” says, Zimenoff, “is that you can build on them instead of starting over.”

Tip 5: Get more information

Resources from BLS can help you decide what type of work you want to do and what type of skills you need to do it. For example, the Occupational Outlook Handbook (OOH) provides information about nearly 600 occupations in 329 profiles that describe job tasks, wages, outlook, and more.

Article provided by the Bureau of Labor Statistics

January 2018

equal opportunity employment journal

Employment Interviewing: Seizing The Opportunity and The Job

by Olivia Crosby

Page 29

E. A. Patten Co. 303 Wetherell Street • Manchester, CT 06040

We are a quality manufacturer of tube assemblies and components for the Aerospace Industry, the Military and other high precision industries.

For more information visit us at: www.eapatten.com Fax resumes to 860-649-6230 We stand in support of equality for and advancement of all people based on their qualifications and actions alone without regard to color, gender, age, religion, national origin or disability.

Monadnock produces a variety of specialty graphic arts printing papers, custom-designed technical/specialty and converting papers and non-woven materials.

Monadnock Paper Mills Inc. 117 Antrim Road • Bennington, NH 03442 Visit us at: www.mpm.com

We stand in support of equality for and advancement of all people based on their qualifications and actions alone without regard to color, gender, age, religion, national origin or disability.

F

or many people, job interviews are the most stressful part of any employment search. But they don’t have to be.

Employment interviews are an opportunity to show you’re an enthusiastic worker who would do a job well. You can make the most of that opportunity by being prepared, presenting a professional demeanor, and describing your qualifications well.

There are many types of employment interviews, and each may have a different purpose. Screening interviews, for example, are designed to whittle the applicant pool. Group or panel interviews yield multiple perspectives from a single meeting. And telephone and videoconferencing interviews help employers find the best prospects before investing time and effort in a face-to-face interview.

Regardless of the purpose of your interview, you’re more likely to do well if you first learn some basic interviewing skills.

Read on for advice about what to do before, during, and after a job interview.

Preparation

Career counselors say a good job interview starts well before the jobseeker and interviewer meet. Preparation can be as important as the interview itself. Researching, practicing, and dressing appropriately are the first steps to making the most of a job interview.

Research. Learning about the company and the position for which you are being interviewed is essential—and it will help you to show employers that you are really interested.

Before arriving for an interview, you should know what the company does and any recent changes it has undergone. Learn

about the company’s mission and goals.

With these in mind, you can show during the interview how your qualifications match the company’s needs.

The company itself is often the easiest place to start your research. Many businesses have information on their websites that’s tailored to jobseekers. But don’t stop there: In-depth research is important. Read news publications, trade journals, and other sources of information to learn more about the company.

Employment and social media sites, especially those related to business networking, may have more specific information about the company’s culture. For example, current and former employees may post reviews of the employer or offer details about questions they were asked during a job interview.

Practice. Another important step in preparing for a job interview is to practice describing your professional characteristics.

Think of examples from past jobs, schoolwork, and activities to illustrate important skills. Recalling accomplishments beforehand, when you are not being evaluated, helps you to give solid answers during the interview.

Every interview is different, and it’s always possible there will be questions that surprise you. Nevertheless, interviewers suggest rehearsing with a career counselor or a friend to build confidence and poise.

As a starting point, try answering these questions aloud: • What are your strengths and weaknesses?

• Can you tell me about a time you dealt

Delaware North Companies Parks & Resorts at KSC, Inc. Mail Code DNPS Kennedy Space Center, FL 32899

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equal opportunity employment journal

Since 1936 R.L.Coolsaet Construction Company has been building a record of solid performance in our field. We have qualified personnel, first-class equipment and available finances to successfully complete any pipeline project from small diameter to forty-two inch in size. Learn more about us at:

www.rlcoolsaet.com

PO Box 279 • Taylor, MI 48180 • EOE

C

arlton Forge Works produces seamless rolled rings and open and closed die forgings for the aerospace, gas turbine, industrial, commercial and nuclear industries with one of the most extensive lines of equipment and truly skilled craftsmen anywhere. .

Carlton is a great place to work.

Apply online today.

www.precast.com We are an equal opportunity employer and do not discriminate in hiring or employment on the basis of race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, veteran status, or other status protected by applicable law.

126 WEST STREET • ANNAPOLIS, MD 21401

We Have Immediate Opportunities for service minded individuals!

Our many departments include: •Administrative •Banquets •Culinary •Engineering •Front Office •Restaurant

www.loewshotels.com

We encourage you to explore the benefits and opportunities associated with our hotel. Most benefits are effective 1st of the month following 90 days. We offer medical dental, sick, personal & vac pay, 401K, Direct Deposit, credit union, free Life Insurance, free parking, free meals, free bus passes, tuition reimbursement, discounts on hotel & restaurants, & fun work environment!

Please send your resume and salary requirements to: www.loewshotels.com/careers We are an equal opportunity / drug free employer who is committed to a diverse workforce

with conflict as part of a team?

• Why did you leave, or are you leaving, your job?

• What are your goals?

• Why should we hire you?

Each question allows you to illustrate your favorable characteristics. When responding, focus on subjects related to the job. For example, if asked to describe yourself, talk about your professional characteristics and background, not your personal life.

Some questions, such as those about hobbies or interests, may seem irrelevant.

Interviewers ask these types of questions to learn about your personality and test your interpersonal skills. These questions also let you highlight some of your other strengths.

Participating in a sport might demonstrate teamwork, for example. And ability in a craft, such as jewelry making, might show your attention to detail.

Whatever the question, emphasize the positive. If there is a weakness evident on your résumé or transcript, such as being fired from a job or receiving poor grades, rehearse an explanation before the interview in case you are asked about them.

Focus on what you learned from the experience, and be careful never to criticize a previous employer or coworker.

Look professional. Dress for an interview as you would for an important day on the job, such as a meeting with a supervisor or a presentation to a client. Don’t let your appearance distract the interviewer from your qualifications.

Keep your hair neat, and cover any tattoos or piercings, if possible. Avoid cologne and perfume, large pieces of jewelry, and heavy or unnatural makeup. Clothes should be clean, ironed, and fit well. And shoes should be polished and closed-toe.

Many employers expect jobseekers to wear a suit—preferably one in a conservative color such as navy blue, gray, or black—but not all do. A company with an informal dress code might be fine with your wearing a button-down shirt and dress slacks. If you’re not sure about what to wear, dressing up is more prudent than dressing down.

Showtime

Tosoh Bioscience, Inc. (TBI) provides highly sophisticated diagnostic systems to doctor’s offices, hospitals and reference laboratories.

Equal Opportunity Employer M/F/D/V

The employee work environment is fast-paced, challenging and offers opportunities for personal growth and career advancement. TBI employees are focused on the collective vision of providing quality products and services through innovation.

For information regarding job openings at TBI, or to submit an application, please visit the Tosoh Jobs Portal online at: www.tosoh.iapplicants.com Learn more about us at: www.tosohbioscience.com 6000 Shoreline Court • Suite 101 • South San Francisco, CA 94080

On the day of the interview, give yourself plenty of time to get ready for and travel to the interview. Plan to arrive 10 to 15 minutes early. (Some career counselors suggest making a test run to the interview site in advance to familiarize yourself with the travel route.)

Consider carrying a folder or briefcase to the interview so you have access to things you’ll want while you’re there. These include a pen and paper to record important information, such as the proper spelling of the interviewer’s name and the time and date of follow-up interviews; copies of your résumé or application and references; and examples of your work, such as writing samples.

Similarly, have these items within easy

January 2018 reach for interviews conducted over the phone or through videoconference. For phone interviews, consider disabling call waiting on the day of the interview; you don’t want to put the interviewer on hold, and persistent call-waiting beeps may distract you. For videoconference interviews, make sure that the Web camera is angled correctly and that the surrounding area is neat.

Dress for an interview as you would for an important day on the job, such as a meeting with a supervisor or a presentation to a client.

Nervousness. It’s natural to feel nervous when interviewing. But remember: You have skills the employer needs. The interview is your chance to show how those skills would be a good fit for the job.

To reduce nervousness, interviewers recommend getting a good night’s sleep and maintaining your usual morning routine. If you never eat breakfast, for example, don’t eat a hearty morning meal on interview day. They also recommend putting yourself in a positive mindset before the interview by calling to mind some of your happiest memories or proudest moments.

And they remind jobseekers that each opening you interview for is not the only one that exists. There are openings with other companies that might be a better fit.

Every interview is an opportunity to practice getting more comfortable talking about yourself.

First impressions. An in-person interview begins the moment you arrive. Everyone you meet, from the receptionist to the hiring manager, will form an impression of you. To ensure the impression is positive, remember that your words and mannerisms affect how others perceive you.

• When greeting people, smile and shake hands.

• Make eye contact and maintain good posture.

• Don’t use slang or give curt, one-word answers.

• Don’t chew gum, bite your nails, or use your phone.

January 2018

equal opportunity employment journal Making a positive impression is just as important when you interview remotely. Remember to speak clearly and listen attentively, just as you would if you were meeting with the interviewer in person.

Making a positive impression is just as important when you interview remotely.

Remember to speak clearly and listen attentively, just as you would if you were meeting with the interviewer in person. Even if no one can see you, your voice betrays attitudes and confidence; sometimes, sitting up straight helps to project enthusiasm.

Standard politeness is important in an interview because the interviewer knows little about you. For example, don’t presume that you should use your interviewer’s first name just because the company atmosphere is relaxed.

Responding to questions. After introductions, the interviewer may explain the job in more detail, discuss the company, or initiate friendly conversation. The interviewer will then ask questions to gauge how well you would fill the position.

When responding to the interviewer, avoid vague answers, such as, “I want to work with people” (or animals, or cars, or whatever the job entails). Instead, describe the specific ways you want to work with them, perhaps by giving examples of how you have successfully done so in the past. Focus on your strengths, but be honest.

Let the interviewer direct the session. He or she may use your resume as a guide and ask for additional details. Listen attentively, and answer each question completely. Pay attention to the interviewer’s mannerisms for clues about whether to elaborate or to keep your responses short.

Some jobseekers are so focused on specific answers that they forget to relax and connect with the interviewer. An interview should be conversational. However, that doesn’t mean you’re expected to speak without pause. Stop to consider an answer before responding to difficult or unexpected questions. And if a question is confusing, ask for clarification.

In a group or panel interview, try to engage the whole group. When interviewing with other candidates for a job, take initiative in responding to questions—but be careful not to dominate the discussion.

Turning the tables. At some point, usually toward the end of the interview, you will have the opportunity to ask your own questions. Use this time to learn more about the position—and, often, the person who would be your boss. After all, you’re also deciding whether you want the job.

Questions you might want to ask include: • What do you expect me to accomplish in my first 6 months?

• Can you describe a typical assignment for this position?

• What kind of employee training do you provide?

• Will this position lead to advancement opportunities?

• What do you like most about working for this company?

Page 31

“Committed to excellence and the principles inherent in the rule of law… every person, every day, every time”

Adult Probation Department

Superior Court • Adult Probation • Juvenile Probation Visit us online to view and apply for employment opportunities at

www.superiorcourt.maricopa.gov Equal Opportunity Employer

A recognized strength of The Underwriters Group is its superior claims administration services for both employee benefits and workers’ compensation.

Learn more about us at: www.uscky.com UNDERWRITERS SAFETY & CLAIMS 1700 Eastpoint Parkway • Louisville, KY 40223 Equal Opportunity Employer

Energize Your Career at the New York Power Authority We are looking for people to help us provide some of the nation’s lowest-cost electricity, energy services upgrades and clean energy technologies to our customers across New York State.

As an equal opportunity employer, we are committed to diversity recruitment and talent development, especially for veterans.

nypa.gov/careers

05-122-17 GADVEOEJ_r1.indd 1

An interview is not the time to inquire about salary or benefits; the best time to discuss those topics is after you have been offered the job. You don’t want to seem more interested in financial rewards than in contributing to the company. If asked about salary requirements, try to convey flexibility.

Before leaving the interview, make sure you understand the next step in the hiring process. Find out whether there will be another round of interviews, whether you should provide additional information, and when a hiring decision will be made.

And remember to thank the interviewer at the end of the interview.

Following up

Even after the interview is over, an important task remains: Secure a good impression by sending a thank you letter to the interviewer, preferably within 2 days.

Thank you letters should be brief—a few paragraphs if emailed, less than one page if typed or handwritten. Thank the interviewer for the opportunity, briefly reiterate your skills, and confirm your enthusiasm for the job.

Address the letter to the person who interviewed you, and make sure to spell his or her name correctly. If a group interviewed you, write either to each person you spoke with or to the person who led and coordinated the interview, mentioning the other people you met.

Be sure to proofread the letter, and ask someone else to proofread it, too.

If you don’t hear back within the time frame the interviewer specified, call or email to check on your status. Making that extra effort could mean the difference in getting the job—or not.

Article provided by the Bureau of Labor Statistics

5/15/17 11:28 AM

Texas Department of Transportation Positions available in various professional and technical fields:

Civil Engineering Communications Contract Administration Finance/Accounting Geographical Information Systems

Human Resources Heavy Equip. Operators Maintenance Planning/Research Project Management Transportation Techs

Texas Department of Transportation Human Resources Division Career Opportunities Section 125 East 11th Street Austin, TX 78701-2483

Additional information may be obtained by calling 1-800-893-6848

Apply online @ www.txdot.gov Equal Opportunity Employer

Page 32

equal opportunity employment journal

January 2018

U.S. NAVAL RESEARCH LABORATORY advancing your career

Further

than you can imagine®

The U.S. Naval Research Laboratory (NRL) provides the advanced scientific capabilities required to bolster our country’s position of global naval leadership. Here, in an environment where the nation’s best scientists and engineers are inspired to pursue their passion, everyone is focused on research that yields immediate and long-range applications in the defense of the United States.

NRL seeks seasoned professionals, as well as recent college graduates, in the areas of Chemistry; Computer Science; Materials Science; Meteorology; Oceanography; Physics; and Aerospace, Chemical, Computer, Electronics, Materials, and Mechanical Engineering.

SCIENCE

•

DISCOVERY

•

INNOVATION

Apply TodAy NRL’s main site is located in Washington, DC, with remote sites located at the Stennis Space Center, MS, and Monterey, CA. Visit www.nrl.navy.mil/careers/ to view opportunities.

U.S. NAVAL RESEARCH LABORATORY 4555 Overlook Ave., SW • Washington, DC 20375

www.nrl.navy.mil NRL IS AN EQUAL OPPORTUNITY EMPLOYER