Daily Archives: January 9, 2017

American Home Shield to Host Job Fair Tuesday 01/10/2017

“American Home Shield (AHS) is looking to hire more than 200 full-time workers at its Memphis call center.

The home warranty provider will host the job fair Tuesday, Jan. 10, 9-11 a.m., at 6399 Shelby View Dr., Suite 104. Applicants will be able to meet and interview with local managers, see the facility and learn about the company.

The 200 customer service and inside sales positions will pay $10-$16 per hour, based on experience. The jobs will begin monthly over the next four months. The inside sales positions will include unlimited commission, benefits and paid time off.

The hiring is in anticipation of business expectations for 2017, said Alison Bishop, corporate communications manager for ServiceMaster, of which AHS is a business unit.

Interested applicants should bring multiple copies of their resume and dress professionally. Those who cannot attend the fair can learn more about the jobs and apply.

AHS already employs more than 500 in the Memphis call center and has call centers in LaGrange, Georgia; Carroll, Iowa; Phoenix and Salt Lake City. The company employs 1,800 employees over the four centers and has a national contract network comprised of more than 11,000 independent home service contractors and 45,000 service technicians.”

Source:  Perry, E. (2017, January 9). American Home Shield hiring 200 in Memphis. The Memphis Business Journal. Retrieved from http://www.bizjournals.com/memphis/news/2017/01/09/american-home-shield-hiring-200-in-memphis.html?ana=e_ae_set1&s=article_du&ed=2017-01-09&u=7AFEoj9ZpwPZB39vYu49Hw0827bd77&t=1483998502&j=77023021

If you cannot attend the job fair, apply online at http://www.careers.servicemaster.com/american-home-shield

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City of Memphis Job Openings

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Job Postings as of 01/06/2017

Apply online at https://www.governmentjobs.com/careers/memphistn

  • Social Media Recruitment Coordinator – 1 opening
    • Memphis, TN
    • Civil Service – $42,966.56 – $65,312.00 annually
    • Category:  Professional

Works under the direction of the Talent Management Recruitment Supervisor in coordinating Employment and Human Resources policies and procedures related to selection and placement using social media platforms. Creates, edits, and drafts job postings for various social media channels. Maintains and updates the division’s website and communication outlets. Identifies appropriate social media channels that best serve the division’s business needs and objectives by tailoring posting information. Monitors social networking sites including Facebook, LinkedIn, Indeed, and other similar sites to ensure content information is updated. Tracks social media content with the goal of connecting and engaging with the current and potential City of Memphis employees. Ensures all social media content is on-brand, consistent in terms of style, quality, and tone of voice, and optimized for search and user experience in all channels. Collaborates with cross-functional service centers in developing recruitment plans to leverage social media space and efforts with other support staff to ensure job posting content is updated. Coordinates all facets of the hiring process to include evaluating, assisting management with creation of competency-based assessments, and notifying applicants at various stages of the process until position is filled. Tracks performance of various social media initiatives and develops changes to improve results. Makes job offers to selected applicants involving determining appropriate rate of pay according to H.R. Policy or consulting with Compensation. Researches and prepares reports using various software applications. Responds to all questions/inquiries concerning the status of assigned jobs and special projects. Conducts training related to employment/selection and testing policies and procedures as needed. Makes recommendations to management concerning recruitment efforts to increase qualified applicant pool and testing measures necessary to evaluate candidates. Maintains and updates applicant database, which includes inputting resumes, generating response letters and developing applicant-tracking reports. Participates in recruitment efforts including traveling to schools, career fairs, etc.

  • Emergency Communications Administrator – 1 opening
    • Memphis, TN
    • Civil Service – $76,909.82 – $107,673.80 annually
    • Administration / Management

Works under the general direction of the Chief Operations Officer and Police Director to oversee all operations of the 24/7 Citywide 911 emergency call center.  Manages the delivery of federal, state, and local emergency management system operations requirements and maintenance of required certifications. Establishes and implements emergency communication operations policies and procedures with emphasis on customer care, quality management, workforce planning, recruiting, coaching and training.  Administers programs to ensure each call is answered timely and routed to the appropriate departments including Police, Fire, and EMS. Oversees performance metrics to include; call efficiency, low abandonment rate, staffing utilization, and acceptable turnover. Manages the maintenance and operations of various emergency communications equipment such as telephone system, computer aided dispatch system, PC work stations/software and the 911 calls database. Manages staff by establishing objectives as well as developing, coaching, motivating, and providing feedback to key operational and support team members who fill essential roles. Conducts coaching and performance appraisals to identify opportunities for corrective action, and to recognize and reward positive behaviors.  Communicates clearly all departmental strategies, directives, and best practices to drive attainment of Key Performance Indicators and to improve responses to emergency situations. Manages implementation of all program process changes in a timely manner and ensures minimal disruption of ongoing production operations. Meets call center financial objectives by estimating requirements, preparing annual operating and CIP budgets and forecasts, scheduling expenditures, analyzing variances, initiating corrective actions, and overseeing departmental contracts.  Prepares call center performance reports by collecting, analyzing, and summarizing data trends and statistics. Maintains and improves call center operations by monitoring system performance, identifying and resolving problems, preparing and completing action plans, completing system audits and analyses, managing system process improvement and quality assurance programs and installing upgrades.  Attends various public/civic meetings throughout the city by driving.

 

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Career Advice from The Commercial Appeal: Jobs that are Action-Packed

“Action-packed jobs for thrill seekers

Why not start 2017 with a bang (or a fast car chase or adrenaline-fueled adventure)?  There’s a job out there to fulfill your inner thrill-seeker so you’ll never dread the 9-to-5 again.

Using data from the Bureau of Labor Statistics and Payscale, we found seven of these action-packed careers – all of which have available jobs on Monster.

Pilot:  You know the feeling – the thrust of the plane as it begins to bolt down the runway, and the view of the city quickly shrinking as you head for the clouds.

  • What you’d need:  Pilots need a bachelor’s degree as well as a commercial pilot’s license from the Federal Aviation Administration, plus the Airline Transport Pilot certificate.
  • What you’d make:  $102, 520 per year

Emergency physician:  E.R. physicians are well acquainted with the term “life or death” – it defines their line of work.

  • What you’d need:  On top of four years of medical school and two to three years of residency programs, emergency physicians need excellent communication skills, compassion for their patients and an ability to make split-second decisions in high-pressure environments.
  • What you’d make:  $187,200 per year

Hazardous materials inspector:  This job’s uniform isn’t called a “hazmat suit” for nothing.  A day in the life could entail contact with asbestos, lead or even radioactive waste.   Once you’re fully suited up and protected from these poisonous substances, you’ll be charged with identifying and disposing of them-whether they’re flammable, corrosive or otherwise bad news.  Not for the faint of heart, this job gets you major street cred and totally unique dinner party talking points.

  • What you’d need:  You won’t need a specific degree or license, but you will need to undergo 40 hours of training in accordance with standards set by the Occupational Safety & Health Administration.  Nuclear facilities inspectors require much more training and education-potentially up to three months.
  • What you’d make:  $39,690 per year

Miner:  Considered one of the world’s most dangerous occupations, mining may not immediately come to mind as a thrilling job, but the fear factor created by all the inherent risks-explosions, floods, cave-ins, not to mention exposure to dangerous chemicals and minerals-should set your pulse racing.

  • What you’d need:  Some colleges offer mining engineering majors.  If you’re interested in pursuing this line of work, make sure to take classes in geology, physics and other types of math and science.  While there isn’t a specific license required, you can opt to get a professional engineering license later in your career, which can lead to higher pay and more work opportunities.
  • What you’d make:  $94,040 per year”

 

Source: Simmons, J. (2017, January 1). Action-packed jobs for thrill seekers. The Commercial Appeal,  176(1), p. 2A.

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Career Advice from The Commercial Appeal. First Three Months on the Job Are Critical to Success

“First 90 days on the job crucial to success or failure at work.

 

You got the job.  How will you be successful in it?  What you do during your first 90 days will determine your success or failure.  It’s all about first and second impressions.

The first impression that you have to make involves your manager.  It’s a two-way impression.  You need to find out two things:  1. her/his expectations relative to assignments and priorities during your first 90 days, and 2. the manager’s style.  Number 1 tells the manager that you want to hit the ground running.  Number 2 tells you how you have to manage your boss.  Let’s look at each.

1. With the expectations and priorities, you also have to ask about related procedures and people resources (i.e. the go-to people).  Ask about the backgrounds of the go-to people, especially those in other departments.  Also, ask about the projects on which they’re working, and if some areas overlap your assignments.

Read the procedures before you talk with the go-to people.  You need to show them you did your homework based upon the specific assignments and priorities the manager gave you.  Knowing the basics of the processes opens the door to asking for their assistance in following them when executing your tasks.

When talking with your coworkers, show your interest in helping them, too.  You want to know about their jobs, how they do them and areas where they require assistance.

Mention the areas where your assignments may overlap theirs, and ask if you can collaborate with them on the overlaps.  Ask for copies of their proposals, projects and presentations.  These will give a better impression of the ‘how’ of their work and provide a frame of reference for building communication bridges.

The ‘how’ impression becomes your first step in alliance building.  Your immediate coworkers and those with whom you’ll interact in other departments are your network.  Their willingness to help you do your job and your reciprocation is a key to success.

Beyond telling you about the job, they’ll also tell you about what works and what doesn’t in the organization.  Align yourself with the make-it-happen people.

2. Relative to determining the manager’s style, the answer to one question – “How often do you want progress reports?” tells the story.  If the manager’s responses are along the lines of “Let me know if you run into problems” or “Keep me up to date”, etc. then you’re dealing with a delegator, not a micromanager.  You can double check your take on the manager’s style by asking the go-to-people about their interactions with the manager.

Managing your boss isn’t difficult.  The first thing to remember is that no manager likes bad surprises.  If you are having problems, or it looks like the timeline has moved out, let your manager know.  The same goes for priorities; if your manager changes them, ask what effect the change will have on the timelines of your other assignments.

Managing up is tied to frequency and depth of communication.  Micromanagers want more frequent communication than delegators.  Give them written updates a couple of times per week.  Make sure you include why you’ve done things a certain way.  Delegators like to know why, too, but they are only interested in summary information.  Weekly updates are usually fine.

Managing up also involves asking:  “What’s up?”  “What’s changed?”  “What’s new?”  and “How can I help?”

Some cautionary words for new supervisors:  Don’t make changes until you know how such changes would impact other areas.  Make your own judgment about the capability of your staff.  Absorb and observe; listen far more than you talk.

After 90 days, you’ll be  a teammate, not a newbie.”

Source: Pawlak, J. (2016, December 18). First 90 days on job crucial to success or failure at work. The Commercial Appeal, 175(353), p. 4C.

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RISE Foundation to Hold Orientation for its Save Up Program February 2nd

 

 

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Creative Aging Looking for New Executive Director

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Creative Aging, a local non-profit that brings the arts to seniors where they live and gather is looking for a new Executive Director.

Reports to:  Creative Aging Board of Directors

Summary
Under the direction of the Board of Directors, the executive director is responsible for overall management and operation of Creative Aging and stewardship of the organization’s financial assets while ensuring compliance with Board directives and applicable grantor, federal and state requirements.

Responsibilities:

Strategy and Planning

  • Drive a collaborative process with the Board of Directors, staff and members that results in the development of goals, objectives and operational plans for the organization.
  • Utilize performance measurements to guide strategic and operational decision-making.
  • Develop and implement policies and procedures subject to approval by the Board of Directors.

Budget and Finance

  • Develop and implement organizational budget
  • Issue and record all transactions.
  • Maintain a monthly spread sheet report of finances as specified by the Treasurer and the Executive Committee.

Revenue Generation/Fundraising/Development and Grant Management

  • Direct all fundraising and development efforts.
  • Increase fundraising and development opportunities to support existing programming and expand depth and breadth of new programming.
  • Solicit funds including major gifts, federal and state grants, special events, corporate and foundation support.
  • Expand and diversify Creative Aging’s donor base.
  • Support board members in taking a more active role in fundraising.
  • Responsible for grants and contracts management.
  • Manage Membership program for sustainability and customer satisfaction.

Record Keeping

  • Maintain official records and documents, ensuring compliance with federal, state and local regulations.
  • Submit timely 941 forms and payments, Form 990, and TN Secretary of State Annual Report and Office of Charitable Solicitations.
  • Manage IT requirements

Program Development and Management of Creative Aging employees and contract staff

  • Develop, implement and supervise programs and services that are consistent with Creative Aging’s mission, vision and strategic plan and meet the needs of Creative Aging’s constituents.
  • Evaluate programs with an ongoing evaluation process that can enhance Creative Aging’s grant submissions and outcomes.
  • Hire, supervise and evaluate staff and contract employees including Program Coordinator and artists.
  • Establish fee agreements with each artist. Ensure Artists’ compliance with Creative Aging agreement outlined in the “Working with Creative Aging” document.
  • Identify and recruit additional artists.

Community and Media Relationships

  • Implement an annual media plan based on marketing communication plans and events.
  • Advocate as chief spokesperson for Creative Aging, its mission and vision. Educate board members as alternate spokespersons.
  • Represent Creative Aging to all media. Work to ensure that appropriate Creative Aging representatives are available for media appearances and interviews.
  • Network, act as advocate for Creative Aging and establish sound working relationships and cooperative arrangements with community groups and organizations

Board Involvement

  • Participate in all Board meetings, Executive meetings and key fundraiser events. Serve as an adjunct member of all committees.
  • Keep Board fully informed on the status of Creative Aging and all important influencing factors and/or issues.
  • Work with Board to recruit and engage new Board and committee members.
  • Support the Chair’s efforts to implement Board development plan annually.

Qualifications

  • Excellent computer skills and comfort with new technologies, with particular emphasis on MS Office, Excel, and website management proficiency
  • Superior project-management and organization abilities
  • Knowledge of basic principles of budget management and accounting
  • Understanding of non-profit organizational structure
  • Ability to self-motivate
  • Ability to multi-task and meet goals in a timely and effective manner

Education and Experience

  • 4 year college degree
  • Non-profit management or development experience a plus

To learn more about the organization, visit http://www.creativeagingmidsouth.org/ .  

If interested, submit your resume to Meryl Klein at mklein@creativeagingmidsouth.org.

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