VETERANS & MILITARY PROFESSIONALS
|
|
|
- Franklin Scott
- 5 years ago
- Views:
Transcription
1 VETERANS & MILITARY PROFESSIONALS I N T H E AG R I C U LT U R A L WO R K P L AC E 2016 SURVEY HIGHLIGHTS AGCAREERS@AGCAREERS.COM
2 ABOUT THE SURVEY AgCareers.com conducted the Veterans and Military Professionals in the Agricultural Workplace survey in the summer of Two surveys were launched, one directed toward military professionals and the other for employers. For military professionals, the survey collected information about the level of perception and interest in careers in agriculture as well as characteristics of why military men and women chose or are choosing to pursue careers in agriculture. On the employer side, this survey examined the scope of receptiveness toward hiring veterans or military professionals as well as what obstacles may be involved in encouraging increased recruitment of veterans. Responses were collected in an online poll format, with 105 military veterans and professionals and 71 agricultural (or agribusiness) employers beginning their respective surveys. Respondents were enrolled into a prize drawing as an incentive. Included in this document are just some of the findings from the final survey report. A full report can be accessed online at LIMITATION OF LIABILITY This report has been compiled using data which to the best of the knowledge, information and belief of and after due inquiry by AgCareers.com at the time of collection and analysis was accurate and correct. All content AgCareers.com
3 DEMOGRAPHICS AGRICULTURAL EMPLOYERS TABLE OF CONTENTS 74% 22% Another 4% resided in various international countries 3 DEMOGRAPHICS - AGRICULTURAL EMPLOYERS 4 DEMOGRAPHICS - MILITARY VETERANS & PROFESSIONALS 5 RECRUITING VETERANS 7 WORKPLACE CHALLENGES 9 VETERANS IN AGRICULTURE TOP INDUSTRIES REPRESENTED 1 EQUIPMENT, MANUFACTURING & TECHNICAL 2 CHEMICAL, PESTICIDE & FERTILIZER 3 CROP PRODUCTION 4 GOVERNMENT, POLICY & LEGAL 5 ANIMAL PRODUCTION 5 INPUT RETAIL & COOPERATIVE 5 PLANT & SOIL SCIENCES 5 PRECISION AGRICULTURE Animal Production, Input Retail & Cooperative, Plant & Soil Sciences, and Precision Agriculture all tied for a fifth place ranking 81% HAD EMPLOYED A VETERAN WITHIN THE LAST THREE YEARS. All content AgCareers.com 2016 After qualification questions were answered, 41 agricultural employers moved on to complete their respective survey. 3
4 MILITARY BACKGROUND DEMOGRAPHICS MILITARY VETERANS & PROFESSIONALS ARMY MARINES NAVY AIR FORCE COAST GUARD 54% 24% 15% 14% 0% Totals do not equal 100%; respondents were allowed to select more than one response. After qualification questions were answered, 82 military veterans and professionals moved on to complete their respective survey. CANADIAN RANGER REGULAR FORCE (CDN) MILITARY STATUS 1% 2% 90% 3% RETIRED 18% FORMER 60% RESERVE 10% ACTIVE 7% Another 7% resided in various international countries EDUCATIONAL BACKGROUND 79% 21% 64% HAD A BACHELOR S DEGREE OR HIGHER. 48% HAD FORMAL EDUCATION IN AGRICULTURE. All content AgCareers.com
5 MOST COMMON CHALLENGES IN RECRUITING VETERANS RECRUITING VETERANS 44% Employers were asked to cite which of the following challenges were most hindering their pursuit to recruit and hire veterans. Candidates lack knowledge about industry & careers 70% OF VETERANS WISHED AGRICULTURAL EMPLOYERS BETTER UNDERSTOOD A VETERAN S CAPABILITIES WHEN HIRING & WORKING WITH THEM. 42% 36% 26% 8 % Translating military skills to the civilian job Difficulty reaching military professionals Recruiting veterans is NOT a challenge Military employees tend to be unqualified 6 % Military employees tend to be overqualified Totals do not equal 100%; respondents were allowed to select more than one response. All content AgCareers.com
6 SKILLS & QUALITIES VETERANS FELT THE NEED TO IMPROVE UPON 51 % 36% 30% 19 % 15 % Industry Knowledge Technical Skills Experience Communication Listening Totals do not equal 100%; respondents were allowed to select more than one response. BEST CAREER LEVEL FOR MILITARY PROFESSIONALS (RANKED BY EMPLOYERS) Middle Management 73% Salaried 73% Hourly Technical 66% 66% Executive 42% Sales 34% 10% 20% 30% 40% 50% 60% 70% 80% Totals do not equal 100%; respondents were allowed to select more than one response. All content AgCareers.com
7 TOP 3 CHARACTERISTICS VETERANS BRING TO THE WORKPLACE WORKPLACE CHALLENGES ACCORDING TO VETERANS #1 LEADERSHIP #2 ACCOUNTABILITY MORE THAN HALF OF MILITARY RESPONDENTS FELT THAT THEIR COWORKERS OR SUPERVISORS HAD A HARD TIME RELATING TO THEIR MILITARY EXPERIENCE. #3 DISCIPLINE ACCORDING TO EMPLOYERS #1 DISCIPLINE #2 RELIABILITY #3 LEADERSHIP All content AgCareers.com
8 NEARLY 90% OF EMPLOYERS STATED THAT THEY WOULD ENCOURAGE OTHER AGRICULTURAL 66% OF EMPLOYERS ENCOUNTERED NO CHALLENGES WHILE EMPLOYING VETERANS. Of the participants that answered that they did experience challenges, the top three responses as to why were: ORGANIZATIONS TO HIRE MILITARY PROFESSIONALS OR VETERANS. 57% 36% 14% Lack of agricultural knowledge/experience Lack of skill-related necessities Commitment to active duty (i.e. taking time off for training) Totals do not equal 100%; respondents were allowed to select more than one response. All content AgCareers.com
9 TOP 5 AGRICULTURAL INDUSTRY SECTORS PREFERRED BY VETERANS VETERANS IN AGRICULTURE #1 CROP PRODUCTION #2 ANIMAL PRODUCTION 57% OF MILITARY RESPONDENTS SAID #3 PLANT & SOIL SCIENCES, SEED & BIOTECHNOLOGY THAT VETERANS ARE WIDELY ACCEPTED AND WELCOMED INTO THE #4 EDUCATION & EXTENSION AGRICULTURAL INDUSTRY. #5 ANIMAL HEALTH #5 EQUIPMENT, MANUFACTURING & TECHNICAL Animal Health and Equipment, Manufacturing & Technical tied for a fifth place ranking All content AgCareers.com
10 47% OF VETERANS FELT AGRICULTURE WAS A MORE VIABLE CAREER PATH THAN OTHER INDUSTRIES FOR RETURNING VETERANS 40% were unsure. Of that 47% that agreed, the top cited reasons were: Outdoor/Field Work 79% Work that Correlates with Military Experience 61% Industry Culture/Professionals More Accepting Many Career Opportunities Industry Brings Positive Morale 47% 45% 50% 10% 20% 30% 40% 50% 60% 70% 80% Totals do not equal 100%; respondents were allowed to select more than one response. VETERANS WERE ASKED WHETHER THEY FELT THE AGRICULTURAL INDUSTRY WAS MORE OPEN OR RECEPTIVE TO HIRING VETERANS: 44% AGREED 42% INDIFFERENT 14% DISAGREED 10
11 The pages of this report of Veterans & Military Professionals in the Agricultural Workplace by AgCareers.com include just certain highlights from the full report. The full report, viewable on AgCareers.com, includes further findings related to how military veterans search for careers, specific recruitment efforts or campaigns of employers, which career level best fit military veterans according to employers, what is most attractive to veterans about agricultural careers, and more. To download the full report, visit AgCareers.com s mission is to provide global talent solutions in agriculture and food. We connect job seekers and employers through a targeted, online job board. Through nearly18 years of experience, we have built a strong community of both agricultural employers of all sizes and a diverse pool of job seekers. To learn more about us, visit CONNECT WITH US r f t l p y blog.agcareers.com/career-cultivation (for job seekers) blog.agcareers.com/talent-harvest (for employers) Some of AgCareers.com s most qualified candidates have relevant experience in the military. Ag Warriors, an AgCareers.com program, assists military men and women in search of careers within the agriculture and food industries. Consider hiring an Ag Warrior for your next position. Easily search for an Ag Warrior using access to the AgCareers.com Resume Database either by checking the Ag Warriors box in your search options or by using military keywords. Contact agcareers@agcareers.com for more information agcareers@agcareers.com
2018 Candidate Experience Survey. Results & Analysis
2018 Candidate Experience Survey Results & Analysis Executive Summary 3 Key Findings 4 Demographics 5 Search Activity 7 Application Activity 10 Interview 14 Communication 16 Value Proposition 19 Employment
Agricultural Business
The Center for Food and Agricultural Business at Purdue University Human Resources Finding and Retaining Qualified Employees Originally published in Seed World March/April 2006 Betty S. Jones-Bliss Samantha
Office of the Director of National Intelligence. IC Annual Employee Climate Survey. April Summary Results
April 2006 Summary Results 1 Background In October 2005, the Director of National Intelligence conducted the first-ever Intelligence Community (IC) Employee Climate Survey to gauge the state of the IC
THE HIRING PROCESS FOUR KEY PHASES STEPS OF. DoD HIRING REFORM PROCESS. The right people in the right jobs at the right time. D EPARTMENT OF D EFENSE
1 3 DoD HIRING REFORM PROCESS FOUR KEY S S OF THE HIRING PROCESS D EPARTMENT OF D EFENSE Defense Civilian Personnel Advisory Service The right people in the right jobs at the right time. DoD HIRING PROCESS
Utility Industry Workforce Initiative. David Foster, U.S. Department of Energy
Utility Industry Workforce Initiative David Foster, U.S. Department of Energy Mission To facilitate the transition of service members, veterans, and military spouses into careers in the utility industry.
Task Force Innovation Working Groups
Task Force Innovation Working Groups Emerging Operational Capabilities Adaptive Workforce Information VISION Manage the Innovation Talent of the DON Workforce. ADAPTIVE WORKFORCE WORKING GROUP The Department
Leading Practices Brief #1: Veteran Recruiting and Onboarding
Leading Practices Brief #1: Veteran Recruiting and Onboarding The Challenge: Many firms continue to struggle with recruiting efforts, and face obstacles inherent in their corporate culture, lack of know-how
Recruitment. COMM 203 Flex at the Sauder School of Business, University of British Columbia
Last updated: May 4, 2017 Recruitment COMM 203 Flex at the Sauder School of Business, University of British Columbia W:\Learning Services\Courses\COMM 203\Siobhan Flex Work with Brian Recruitment Recruitment
Recruitment, Selection & Hiring Toolkit
Recruitment, Selection & Hiring Toolkit Guidance for the OSUL hiring process Recruitment, Selection & Hiring OSUL Process Outline A guide to Recruitment, Selection and On-Boarding was developed as a resource
Services to Meet the Needs of 21 st Century Economy
Services to Meet the Needs of 21 st Century Economy 1 Recruitment and Selection Job Fairs Office Space Indiana Career Connect WorkKeys 2 3 Incentives Hire a Vet Today s veteran is one of the most highly-trained
How to Handbook for Employers
How to Handbook for Employers 1 Overview of Fellowship Business Value of the Fellowship Business Eligibility Participating Companies Tips Approval Process for Businesses Best Practices Case Studies for
Using Employee Resource Groups to Increase Diversity
Using Employee Resource Groups to Increase Diversity What is an Employee Resource Group (ERG)? Employee Resource Groups (ERGs) can go by other names, such as affinity groups or networking groups. These
Equity Action Plan. Division of Long-range Planning
Equity Action Plan Division of Long-range Planning January 17, 2014 1 Equity Action Plan Division of Long-range Planning January 17, 2014 The Division of Long-range Planning supports the Organizational
America s Heroes: Hiring and
ADVANCING WORKFORCE EARN DISVERSITY EmployerAsistanceandResource NetworkonDisabilityInclusion Tapping the Talents of America s Heroes: Hiring and Retaining Disabled Veterans December 14, 2017 Tapping the
The Proposed Overtime Regulations Impact on Retail and Restaurant Managers
The Proposed Overtime Regulations Impact on Retail and Restaurant Managers The Proposed Overtime Regulations Impact on Retail and Restaurant Managers Recently- conducted research on behalf of the National
The School Leadership Pipeline: Ensuring Robust Leadership Development at Independent Schools
The School Leadership Pipeline: Ensuring Robust Leadership Development at Independent Schools Amada Torres, VP, of Studies, Insights and Research, NAIS Liz Duffy, President, ISS The Leadership Pipeline
TIPS FOR RECRUITING DEFENSE DEPARTMENT. Defense Civilian Personnel Advisory Service
TIPS FOR RECRUITING DEPARTMENT OF DEFENSE Defense Civilian Personnel Advisory Service PHASE 1 PHASE 2 PHASE 3 PHASE 4 It is imperative that managers and supervisors with responsibility for hiring are actively
HR MANAGEMENT TRAINING
Agricultural HR MANAGEMENT TRAINING Recruitment, Selection & Hiring Webinar 1: The Importance of Recruitment and the Recruitment Process Webinar 2: The Selection Process Webinar 3: The Hiring Process Tracy
NATIONAL COMMISSION ON MILITARY, NATIONAL, AND PUBLIC MEMORANDUM FOR THE RECORD
SERVICE Subject: NATIONAL COMMISSION ON MILITARY, NATIONAL, AND PUBLIC MEMORANDUM FOR THE RECORD Federal Employees at the Denver Federal Center April 20, 2018 The following is a record of a facilitated
Veterans Employment Center
Veterans Employment Center Resources Build a Profile Publish an online profile to connect with thousands of employers looking to hire Veterans. Translate Your Skills Utilize the Department of Labor s O*NET
What makes the Exchange unique?
What makes the Exchange unique? An exclusive customer base of over 12 million military members, their families, retirees, reservists and the National Guard. Roughly two-thirds of our earnings go back to
2018 Summer Internships Engineering Midwest (Job #207576)
At Exelon, we've got a place for you! Join the nation s leading competitive energy provider, with one of the largest electricity generation portfolios and retail customer bases in the country. You will
Global Partnerships Specialist
Global Partnerships Specialist Camosun International Posting: A19-05 Closing Date: February 11, 2019 Position Type: Continuing Workload: Full-time Start Date: April 1, 2019 ORGANIZATIONAL OVERVIEW Camosun
Help Wanted Addressing the Skills Gap in US Manufacturing
The Process & Industrial Products series presents: Help Wanted Addressing the Skills Gap in US Manufacturing Craig Giffi, Vice Chairman, Deloitte LLP Ben Dollar, Principal, Deloitte Consulting LLP Gardner
NASPE Innovative State Human Resources Management
NASPE Innovative State Human Resources Management Veteran Fellowship Program Washington State Glen Christopherson, Assistant Director for State Human Resources Washington State Office of Financial Management
THE WORKFORCE GAP IN U.S. COMMERCIAL BAKING:
THE WORKFORCE GAP IN U.S. COMMERCIAL BAKING: TRENDS, S & SOLUTIONS COMPANY BEST PRACTICES GUIDE Industry research conducted by Cypress Research Associates, LLC, 2016 5527 Oak Street Kansas City Missouri
UK Gender Pay Gap Report 2017
UK Gender Pay Gap Report 2017 Building a diverse and inclusive workplace in which everyone is compensated fairly is incredibly important to us. Our UK Gender Pay Gap report shows that we need to get more
OUR MISSION IS YOUR SUCCESS. THE ULTIMATE EMPLOYMENT GUIDE FOR TRANSITIONING VETERANS. John Buckley, Koch Military Relations Manager
OUR MISSION IS YOUR SUCCESS. THE ULTIMATE EMPLOYMENT GUIDE FOR TRANSITIONING VETERANS Transitioning to civilian life wasn t easy, and I want to share some lessons learned to hopefully make it easier for
MOC Crosswalk Participant Guide December 2016 page ii
Participant Guide December 2016 Capstone Service members participate in Capstone to validate and verify that they are prepared to be successful following military service by producing documentation that
UVM Extension Workforce Diversity Recruiting and Retention Plan: 2012
UVM Extension Workforce Diversity Recruiting and Retention Plan: 2012 Summary All Search Committee Chairs and members are provided a copy of this document and the University Diversity Workforce Recruitment
Rolls-Royce Motor Cars Limited Gender Pay Gap Report 2017
Rolls-Royce Motor Cars Limited Gender Pay Gap Report 2017 Introduction Diversity is the engine of our success because a diverse workforce is an important force for innovation. Rolls-Royce Motor Cars believes
Internal recruitment. CH- 6 Presented by: Kamelia Gulam HUR-332
Internal recruitment CH- 6 Presented by: Kamelia Gulam HUR-332 1 Staffing Organizations Model Organization Mission Goals and Objectives Organization Strategy HR and Staffing Strategy Legal compliance Planning
Skilled Jobs in Pierce County: Gaps & Opportunities
Skilled Jobs in Pierce County: Gaps & Opportunities at a Glance Winter 2018 Partnering in pursuit of GREATER ECONOMIC VITALITY FOR ALL. Table of Contents Overview... 3 What are Skilled Jobs?... 4 The State
Sample Company. Bringing Best Practices, Engagement Programs, and Outstanding Results to HR Departments. New Hire Surveys: *Dates.
Bringing Best Practices, Engagement Programs, and Outstanding Results to HR Departments Sample Company New Hire Surveys: *Dates 53 Employees 44 Responses Response Rate McLean & Company 1 Interpreting the
CITB REPORT Gender pay gap
CITB REPORT Gender pay gap 2017-18 1 Who we are CITB is the Industrial Training Board (ITB) for the construction industry in Great Britain. We make sure employers can access the high quality training their
reduced cycle time, weeks faster than the industry standard thousands of dollars in cost savings
Orion International offers all of our clients.flexible and personalized service high quality candidates, screened and selected for your needs reduced cycle time, weeks faster than the industry standard
Western Wisconsin Business Services
Western Wisconsin Business Services BUSINESS SERVICES Amy Studden Business Services Consultant Division of Vocational Rehabilitation Monroe County Economic Conference February 22, 2018 Warrens, WI Employers
CDK Global (UK) Limited Gender Pay Gap Report
CDK Global (UK) Limited Gender Pay Gap Report 2016-2017 Introduction WE DEMAND DIVERSITY: OUR DIFFERENCES ARE OUR STRENGTHS At CDK Global we believe in job opportunities for everyone. Diverse backgrounds,
Commitment to the Women IN Finance Charter & wellington management international ltd
Commitment to the Women IN Finance Charter & 2017 GENDER PAY GAP REPORT wellington management international ltd OUR approach Diversity and inclusion a strategic imperative At Wellington Management International
Brought to you by COSBE s Executive Roundtable Program
Brought to you by COSBE s Executive Roundtable Program Platinum Sponsors Series Partner Media Partner The Road Ahead: Adapting to the Changing World of Work Jill Mattson Director of Business Development
The Presidential Management Fellows Program
The Presidential Management Fellows Program PERSPECTIVES FROM THE CLASS OF 2011 INTRODUCTION The Presidential Management Fellows (PMF) program was created to attract to federal service outstanding men
GENDER PAY GAP REPORT 2018
Page 1 VIRGIN MEDIA GENDER PAY GAP REPORT 2018 This report details our April 2017 to April 2018 results and focus areas to ensure gender equality. SEPTEMBER 2018 Page 2 AT VIRGIN MEDIA WE BELIEVE IN JOB
Improve Your Diversity Recruitment And Why It Really Does Matter
White Paper Improve Your Diversity Recruitment And Why It Really Does Matter How diverse are the people you work with? Most employers have always paid attention to the answer to this question, in part
GOT SKILLS? PERSPECTIVES OF AGRIBUSINESS GRADUATE EMPLOYABILITY: IMPLICATIONS FOR UNDERGRADUATE PROGRAMS
GOT SKILLS? PERSPECTIVES OF AGRIBUSINESS GRADUATE EMPLOYABILITY: IMPLICATIONS FOR UNDERGRADUATE PROGRAMS NACTA 2017 Dorothy M Farias Cal Poly Pomona Agribusiness & Food Industry Mgmt Problem Statement
IPMA-Canada Certification Program
Program IPMA-CP (In Training) IPMA-CP IPMA-ACP IPMA-EX IPMA-CE International Personnel Management Association Canada 3333 333 Program IPMA-Canada is a national human resource management association whose
UK Gender Pay Gap Report 2018
UK Gender Pay Gap Report 2018 Our Commitment At Marriott International we pride ourselves on our people-first culture, which has consistently been an enabler of our business success, and has earned us
MENTORING PROGRAM FOR NEW STAFF
MENTORING PROGRAM FOR NEW STAFF Mentoring is all about learning. The value and purpose of a mentoring program for new employees is to increase employee retention and transition new employees into an organization.
What We ve Done to Date: A status report to employees on progress made on the 2004 employee survey
What We ve Done to Date: A status report to employees on progress made on the 2004 employee survey One year ago, the results of the first employee survey were released and government made some commitments
RECRUITMENT AND SELECTION PROCESS FOR CLASSIFIED & HOURLY POSITIONS
RECRUITMENT AND SELECTION PROCESS FOR CLASSIFIED & HOURLY POSITIONS I. Advertising a Position The recruitment process for Classified and Hourly positions may be initiated by the hiring manager or budget
REPORT OF CONTINUING CHALLENGES & BEST PRACTICES
REPORT OF CONTINUING CHALLENGES & BEST PRACTICES 2015-2016 HR Skills Advisory Council Introduction Introduction... 2-3 FINDINGS Common Reasons for Rejecting Applicants... 4-5 Challenges Finding Qualified
Particularities of the human resources policies in an international organization
Particularities of the human resources policies Armenia ANDRONICEANU 1 Abstract: North Atlantic Treaty Organization has well trained and qualified personnel, ready at any time to work towards global peace
UK Gender Pay Gap Report 2017
UK Gender Pay Gap Report 2017 Introduction We value our people and the contribution they make. We pay them fairly for the work they do and we aim to create a working environment where there are equal opportunities
Accelerating Veteran Employment
Accelerating Veteran Employment Monster Government Solutions Federal Human Capital Forum Sarah Blansett, Senior Manager, Communications and Outreach, Military.com December 6, 2017 Military.com Source:
2012 annual index Sponsored by Deloitte and the Manufacturing Institute. Leadership wanted U.S. public opinions on manufacturing
2012 annual index Sponsored by Deloitte and the Manufacturing Institute Leadership wanted U.S. public opinions on manufacturing Contents Executive summary 3 Current environment 7 The importance and image
GRADS OF LIFE. Opportunity Youth Talent Pipelines: A Solution to America s Business Needs. Reinventing Our Communities Conference September 21, 2016
GRADS OF LIFE Opportunity Youth Talent Pipelines: A Solution to America s Business Needs Reinventing Our Communities Conference September 21, 2016 THE OPPORTUNITY DIVIDE 1 in 7 young adults in the U.S.
Employee Survey Results Summary Report
Employee Survey s 2014 Summary Report 2014 Employee Survey s Summary Report SARASOTA COUNTY 2014 EMPLOYEE SURVEY SUMMARY REPORT Background In February, 2014 the Board of County Commissioners identified
SHRM Research Overview: Talent Acquisition. SHRM Research Overview: Talent Acquisition
SHRM Research Overview: Talent Acquisition SHRM Research Overview: Talent Acquisition HR professionals are undoubtedly in the midst of a challenging period for talent acquisition. Job creation was strong
ONLINE EXIT QUESTIONNAIRE Version 1.1
ONLINE EXIT QUESTIONNAIRE Version 1.1 Workforce Programs and Services 2013-09-12 BEFORE YOU GO! Thank you for taking the time to complete this anonymous questionnaire. The questionnaire will take approximately
Gender pay report 2017
Gender pay report 2017 Drax Power Limited A Drax Group Company 1 Introduction Our gender pay gap figures are not good enough. We need to build a more diverse and inclusive environment across Drax Group
CAREERS IN AGRICULTURE DIGITAL E-BOOK. Social Media Communications Plan #WeNeedAgCareers
CAREERS IN AGRICULTURE DIGITAL E-BOOK Social Media Communications Plan About the Careers in Agriculture Digital E-Book In order to fuel the talent pipeline, younger generations must be presented with a
Program Development. Our Goal. Extension Program Development
Program Development Our Goal Because of its dynamic role in providing practical education to help people and society meet the challenges of change, extension re-examines and renews its program structures
U.S. TALENT SHORTAGE SURVEY
2015 U.S. TALENT SHORTAGE SURVEY OVERVIEW ManpowerGroup surveyed over 5,000 hiring managers in the United States for the 10th annual Talent Shortage Survey. For the past decade, U.S. employers have experienced
Human Resources Practices for Effective Management
Human Resources Practices for Effective Management Randolph R. Scott, SPHR Executive Director Policy and Program Design Human Resources & Benefits HR&B Mission & Strategy Provide systemwide leadership
Create Options for Your Military-to-Civilian Transition and Career Advancement
Create Options for Your Military-to-Civilian Transition and Career Advancement A great career transition or business plan consists of several elements that a good military operations plan contains. A well
Valued Employees Enhancing Our Community
Valued Employees Enhancing Our Community We invite applications for the summer positions of: POOL ATTENDANT, LIFEGUARD I, LIFEGUARD II, HEAD LIFEGUARD, ASSISTANT POOL SUPERVISOR, AND POOL SUPERVISOR $15.00
INCLUSION, DIVERSITY & THE GENDER PAY GAP
INCLUSION, DIVERSITY & THE GENDER PAY GAP FOREWORD I firmly believe that the savings and investment industry will be stronger, and deliver greater benefits to customers and society if we create a more
Successful Recruitment And Selection A Practical Guide For Managers
Successful Recruitment And Selection A Practical Guide For Managers Designing and Implementing Global Selection Systems (HF5549.5 S38 R93 2009) Effective Recruitment: A Practical Guide to Staying Within
Gender Pay Gap Report 2017
Gender Pay Gap Report 2017 Foreword At Christie s, we are committed to fostering an environment where diversity of thought and background is embraced. We welcome the UK government s legislation on gender
DIRECTOR OF CAMPUS SAFETY
JOB DESCRIPTION DIRECTOR OF CAMPUS SAFETY AT HOLTON-ARMS SCHOOL LOCATION BENEFITS REPORTS TO Bethesda, MD (Washington, DC area) Competitive salary and generous benefits package Chief Financial Officer
SOIL AND CROP SCIENCE ASSESSMENT REPORT. Michael E. Compton Program Director for Ornamental Horticulture and Soil and Crop Science.
SOIL AND CROP SCIENCE ASSESSMENT REPORT Michael E. Compton Program Director for Ornamental Horticulture and Soil and Crop Science February 2008 I. Program Mission, Goals, and Context Students completing
Human Resources IV-79
Mission Statement Summary Program Information Accomplishments Work Plan Key Issues Position Information Major Contracts New and Replacement Vehicles IV-79 City of Folsom FY Final Mission Statement The
Telephone No.: (Home) (Other) Are you a U.S. Citizen? Yes No If not, Alien Registration Card? Yes No #
SPECTRUM CARE ACADEMY EMPLOYMENT APPLICATION EQUAL OPPORTUNITY EMPLOYER The employer will not discriminate against any employee or applicant for employment because of race, religion, sex, age, national
Department of Public Safety Recruitment and Retention Plan Overview:
Alaska Department of Public Safety Recruitment and Retention Plan Overview: 2018 2023 Department of Public Safety Recruitment and Retention Plan Overview: 2018 2023 0 Introduction The Alaska Department
GENDER PAY GAP REPORT 2017
GENDER PAY GAP REPORT 2017 WHAT IS THE GENDER PAY GAP? The gender pay gap is the difference between the average hourly pay for men and women across all ages, roles and levels as at 5 April 2017. It differs
2018/19 Accountancy and Finance Salary Review
Accountancy Finance Professionals 2018/19 Accountancy and Finance Salary Review Northwest, Lancashire and Yorkshire The Trends Impacting On The Figures Salaries are predicted to increase across the finance
Soil and Crop Science Program Assessment Report
Soil and Crop Science Program Assessment Report Mission and Purpose of the Soil and Crop Science Program Students majoring in Soil and Crop Science will be prepared for careers as resourceful, ethically
IC Annual Employee Climate Survey. Survey Results Office of the Intelligence Community Chief Human Capital Officer (CHCO)
IC Annual Employee Climate Survey March 2007 Survey Results Office of the Intelligence Community Chief Human Capital Officer (CHCO) 1 Background In October 2006, the Director of National Intelligence conducted
Repsol Sinopec Resources UK Limited 2017 Gender Pay Gap Report
Repsol Sinopec Resources UK Limited 2017 Gender Pay Gap Report Gender Pay Gap 15.91% 15.32% Gender Bonus Gap 15.74% -21.23% Received bonus 95% 94% Upper Q 90.04% 9.96% Upper Middle Q 90.95% 9.05% Lower
UAF Administrative Services Work Environment Survey. Prepared for: University of Alaska, Fairbanks Administrative Services
UAF Administrative Services Work Environment Survey Prepared for: University of Alaska, Fairbanks Administrative Services July 2009 UAF Administrative Services Work Environment Survey Prepared for: University
Introduction and Strategy 4 Learning Objectives...3. Key TPM Terms and Definitions...4
1 Strategy 4 Table of Contents Introduction and Strategy 4 Learning Objectives...3 Key TPM Terms and Definitions...4 Unit 4.1 The Role of Talent Flow Analysis in Talent Pipeline Management..6 Exercise
DIVERSITY AND INCLUSION
2012 Snapshot BEST PLACES TO WORK IN THE FEDERAL GOVERNMENT ANALYSIS DIVERSITY AND INCLUSION U.S. demographics are shifting, with the federal government serving a more diverse population than ever before.
Exploring the Benefits of a Strong
Exploring the Benefits of a Strong Internship Photos courtesy of University of Colorado Denver Anschutz Medical Campus 14 NOVEMBER/DECEMBER 2017 FACILITIES MANAGER Program By Josh Logan, BS, and Nancy
Gender pay gap report 2017
Gender pay gap report 2017 Introduction Nick Hugh CEO Women should expect to have the same opportunities to advance their careers as men. It is not only right for society but for the success of our business.
Airbus in the UK Gender Pay Gap Report 2017
001 Airbus in the UK Gender Pay Gap Report 2017 At Airbus we believe that empowering women, promoting equal opportunity and ending all forms of discrimination is not only a human right, but is key to the
Recruiter Connect. Military Spouse Corporate Career Network (MSCCN) Corporate America Supports You (CASY)
Recruiter Connect Military Spouse Corporate Career Network (MSCCN) Corporate America Supports You (CASY) COMPANY INFORMATION Military Spouse Corporate Career Network (MSCCN) is a 501 (c) (3) non-profit
APTA Preliminary Skill Development and Training Needs Report
APTA Preliminary Skill Development and Training Needs Report July 2010 July 2010 Table of Contents LIST OF FIGURES... i EXECUTIVE SUMMARY... ii SECTION I SURVEY REVIEW... 1 SECTION II OVERVIEW OF SURVEY
COORDINATOR OF VETERAN AND MILITARY SERVICES Job Description
CATEGORY: ADMINISTRATIVE/PROFESSIONAL/TECHNICAL POSITION STATUS: FULL TIME FLSA CODE: EXEMPT SALARY CODE: 20 The incumbent in this job is expected to assist the College in achieving its vision and mission
MEASURING ENGAGEMENT TO UNLOCK YOUR COMPANY S COMPETITIVE ADVANTAGE
MEASURING ENGAGEMENT TO UNLOCK YOUR COMPANY S COMPETITIVE ADVANTAGE Employee engagement is the extent to which employees are motivated to contribute to organizational success and are willing to apply discretionary
RECRUITMENT AND SELECTION PROCESS FOR CLASSIFIED & HOURLY POSITIONS
RECRUITMENT AND SELECTION PROCESS FOR CLASSIFIED & HOURLY POSITIONS I. Advertising a Position The recruitment process for Classified and Hourly positions may be initiated by the hiring manager or budget
IPMA-CANADA INTERNATIONAL CERTIFICATION PROGRAM IPMA-CP (IN TRAINING) IPMA-CP IPMA-ACP IPMA-EX IPMA-CE
IPMA- Canada INTERNATIONAL PROGRAM IPMA-CP (IN TRAINING) IPMA-CP IPMA-ACP IPMA-EX IPMA-CE INTERNATIONAL PROGRAM is a national human resource management association whose mission is to promote excellence
Continued next page. October 2017
October 2017 We are pleased that you are interested in applying for the position of Chief Financial Officer for Missoula Aging Services. This is a full-time, salaried exempt position. Our office hours
SEARCH, SCREENING AND HIRING PROCEDURES For Full-time Faculty, Administrative and Professional/Technical Positions
SEARCH, SCREENING AND HIRING PROCEDURES For Full-time Faculty, Administrative and Professional/Technical Positions Philosophy and Strategic Framework Santa Fe College's mission, values, goals and priority
Individual Development Plan (IDP) Overview and Preparation
Individual Development Plan (IDP) Overview and Preparation IDP Created for: Version 2 2017 Table of Contents Individual Development Plan (IDP) Overview... 1 Definition... 1 Process... 1 SMART Guidelines
Office of the Vice President for Human Resources and Equal Opportunity Officer
Office of the Vice President for Human Resources and Equal Opportunity Officer The mission of the Human Resources Department (HR) is to advance a vibrant and diverse work community where individuals and
ROBERT HALF INTERNATIONAL AND CAREERBUILDER.COM RELEASE NEW STUDY ON LABOR AND COMPENSATION TRENDS
FOR IMMEDIATE RELEASE ROBERT HALF INTERNATIONAL AND CAREERBUILDER.COM RELEASE NEW STUDY ON LABOR AND COMPENSATION TRENDS Employment Dynamics and Growth Expectations (EDGE) Report Reveals Job Seekers Have
Interviewing and Selection Checklist
INTERVIEW TOOLS One of your most important tasks as a hiring manager is to select the right team members. Asking the right questions to get complete information to help you make the best decisions is critical
ENGINEERING AND CONSTRUCTION BULLETIN
ENGINEERING AND CONSTRUCTION BULLETIN. 2008-13 Issuing Office: CECW-CE Issued: 8 Apr 2008 Subject: Applicability: Information 1. References: a. OPM HR Flexibilities and Authorities Handbook http://www.opm.gov/omsoe/hrflex/index.asp.
Stanislaus County Employees Retirement Association (StanCERA)
Stanislaus County Employees Retirement Association (StanCERA) invites applications for Retirement Investment Officer I/II/III $57,657.60 to $122,844.80 Annually Apply by August 25, 2017 The Retirement
West Virginia University Compensation Strategy Non-classified Employees August, 2015
West Virginia University Compensation Strategy Non-classified Employees August, 2015 Background: Mission - West Virginia University s primary mission is to provide high-quality programs of instruction
DEPARTMENT OF TRANSPORTATION PROMOTIONAL AND CAREER OPPORTUNITIES
DEPARTMENT OF TRANSPORTATION PROMOTIONAL AND CAREER OPPORTUNITIES ORGANIZATION: Saint Lawrence Seaway Development Corporation EXTERNAL ANNOUNCEMENT NO: SLS-DE-2002-01 INTERNAL ANNOUNCEMENT NO: SLS-2002-02