Examples of the Spoils System in Politics

Examples of the Spoils System in PoliticsExamples of the Spoils System in PoliticsThe spoils system refers to the process whereby elected officials reward political betreuungers with government jobs. The goes back to President Andrew Jackson. The term was meant to be pejorative. It was related to a speech by Senator William L. Marcy who said, To the victors belong the spoils. In a lot of ways, the spoils system makes sense. Once elected, political leaders need subordinates around them who are loyal and will keep the leaders best interest in mind. With a campaign just ended, campaign staffers need employment. Conveniently, the leader-elect has jobs to fill. Hard-working campaign staffers can slide into junior-level positions campaign managers and strategists can be slotted into upper-level positions, and political allies can be given plum jobs as repayment for their public endorsements and behind-the-scenes work securing support from big money donors. Government organizations still us e policy-laden hiring processes to fill jobs however, those who benefit from the spoils system are often hired in spite of policies and processes designed to ensure fair competition in hiring. When the big boss says to hire someone, that someone gets hired. How the Spoils System Works While the spoils system has been prevalent in the federal government, it is also at play in state and local governments as well. Here are some examples of the spoils system at work When a candidate for the US presidency wins an election, current and former elected officials of the new presidents political party make up the bulk of the Cabinet. However, awarding supporters with jobs does not end there. Many of the presidents campaign staff are awarded White House jobs and positions at executive branch agencies. After serving as the Barack Obama campaigns chief strategist, David Axelrod took a job in the White House as Senior Advisor to the President which he held from January 2009 to January 2011. H e left the White House to take a job with Obamas re-election campaign. After working on numerous campaigns over his career, Karl Rove found himself rewarded with a Senior Adviser position and later Deputy Chief of Staff in the George W. Bush administration after working on several of Bushs campaigns on his ascension through public offices to the US presidency. Bush called Rove The Architect for Roves work on Bushs 2004 reelection campaign against Senator John Kerry.The spoils system isnt limited to presidential politics. Say a citizen is elected as mayor of a large US city. Under the strong mayor form of government, the mayor typically appoints one or more deputy mayors to help run the day-to-day operations of the city while the mayor handles external affairs. The mayor must also appoint department heads. There are plenty of jobs available for the mayor to implement the spoils system. Campaign staffers and relatives of donors may be in line for jobs.

The Top 5 Reasons to Terminate an Employee

The Top 5 Reasons to Terminate an EmployeeThe Top 5 Reasons to Terminate an EmployeeReasons to fire an employee include disciplinary and performance issues that you cannot solve. Here are the top five reasons to fire an employee. Lack of Integrity An employee may lack integrity whereby youve caught them in repeated lies or underhanded actions. Lies by commission, omission, and obfuscation can chip away at the trust you have for an employee. An employee may believe that one little lie wont hurt their standing with the organization, but even the smallest lie or untruth, when discovered, can diminish your regard for the employee. And, because organizational teams are so entwined, its only a matter of time before youll find out that the employee lied. Lies of omission are just as deadly in chipping away at trust. In a lie of omission, the employee fails to give you particularly relevant pieces of information. Or, the employee leaves out the part of the story that will make him or her look bad. When an employee fails to share the whole picture, you are often blindsided when you receive the rest of the information from another source. The third way employees chip away at your belief in their integrity is through obfuscation. They may believe that if they muddy the water enough, or overwhelm you with details, then you may not see that their performance has been subpar. Once an employee establishes these patterns of behavior with his employer, the trust dissolves. When you no longer trust an employee, its time to let the employee go. Unable to Do the Job Due to Incompetence If an employee, after training, coaching, repeated practice, and a reasonable amount of time receiving feedback, demonstrates that they are not capable of performing the fundamental requirements of the position, its time to fire the employee. Of course, you can decide to try the employee out in a different position, change the requirements of the current job, or create a performance improvem ent plan. However, bear in mind that the mora time you commit to the employee, the more money itll cost for development and training. It may be more prudent to let a person go early on when you see the lack of ability. Remember that you hire for todays job and tomorrows vision. Unable to Work in the Culture An employee may demonstrate that they just dont fit the corporateculture. For example, the employee may not be a team player or work well with others. Of course, any employer wants diverse approaches, thoughts, experiences, and backgrounds to provide innovative and creative solutions. However, a fundamental set of shared values is the glue that binds employees together in productive teams and workgroups. A new employee should be able to demonstrate that they can fit into the existing culture quickly. For example, lets say a new developer at a software company claimed during their interviews that they were a team player and liked to work as part of a team. They may have even c ited successful college team projects as an example. But when the employee comes on board, its evident that the employee doesnt work well with others, is combative, defensive, and uncooperative. As a result, it may be necessary to let the employee go. Showing Up Late or Missing Work Whether its showing up late for work or not endbearbeitung a project as predicted, you cannot depend on this kind of commitment-phobic employee. Of course, everyone misses the occasional deadline, but the best employees keep their boss informed about the challenges along the way and renegotiate due dates as needed. The employee who fails to keep commitments blindsides the boss, lets their teammates down, and is not available to deliver what coworkers expect, and need. A department or job is like a cog in a wheel. The other parts of the organization depend on the output of each employee to produce their work. Code of Conduct Violations Every employer has the right to expect employees to act ethica lly as defined in the company policy as well as the code of conduct. This includes such behaviors as accepting gifts from vendors when company policy forbids it, developing inappropriate relationships with customers, and not treating co-workers as equals with respect. Examples of unethical behavior include Any harassment or bullying of a coworkerAccepting gifts that exceed the gift policy guidelinesPromoting lavish spending by employees who are attending a conference or entertaining customersAccepting a bribe from a vendor or customer All of these behaviors can and should result in employment termination for the employee. Anything else is disrespectful of your other employees and will breed cynicism and ill will.

How to Differentiate Your Cover Letter from Your Resume

How to Differentiate Your Cover Letter from Your ResumeHow to Differentiate Your Cover Letter from Your ResumeYour resume and titelblatt letter are two of the most important tools in your job search. But how do you differentiate your cover letter from your resume? First, you have to understand the purpose of each document (they might not be what you think).Below are several tips on how to differentiate your cover letter from your resume.Your Cover Letter Is the Voice of Your ResumeAccording to Don Goodman, the only purpose of your cover letter is to get people interested in you enough to read your resume. With that said, you shouldnt reiterate everything you say in your resume in your cover letter. Otherwise, youd only send your resumeThe goal of your cover letter is to piqueinterest. Its your first impression and opportunity to convey your passion for the industry, show them why you want the job, and explain why youre a good fit for the position- in your own words.Think of it as the voice of your resume. It explains what your resume cant. If you just shoved your resume in someones hands without any explanation of yourself, do you think theyll call you? Probably not. You need to talk with them a little bit, tell them what youre all about, and make them see that you have potential. This is essentially what your cover letter does.Your Resume Is the bewerbungsgesprch FilterA common misconception is that your resume will get you a job. False The purpose of your resume is to get an interview based on how well you present your experience and skills.Generally speaking, if you dont have the appropriate skills, expertise, education, or background, then youre not getting an interview.Think of your resume as the interview filter. People dont have time to waste interviewing applicants who dont showcase the right skills from the get-go. Your resume is a way for them to filter candidates based on their credentials alone.In conclusion, the purpose of your cover letter is to g et people to read your resume, and the purpose of your resume is to get an interview. Although they have different short-term goals, these documents work together to help you achieve your long-term goal getting a job.Readers, how do YOU differentiate your cover letter from your resume? Let us know in the comment section belowAriella Coombs is the managing editor ofCAREEREALISM. Shes a wicked career nerd and loves finding ways to make career more fun. Follow her on TwitterAriellaCoombs

How to Get a Book of Short Stories Published

How to Get a Book of Short Stories PublishedHow to Get a Book of Short Stories PublishedGetting a book of short stories published takes persistence. Most manuscripts get rejected. You cant take the rejections personally, though. You have to keep writing, revising, and submitting. These tips will put you in the best position to grab an editors attention. Getting Published Starts All with the Pitch Putting together a proper proposal is the first step in capturing any editors attention. Many conventional publishers prefer that writers present their pitches via mail with a cover letter. And while each publisher typically provides specific submission guidelines- formatting standards, the rules on simultaneous and multiple submissions- generally, the formatting is likely to be similar. In a sample template shared on his website, science fiction author William Shunn fleshes out the fundamentals. The example provided is presented as a pitch, and it shows precisely where to put contact in formation and word count, while also offering tips on what fonts are best to use, explains why double-spacing and wide margins are essential, and more. How to Decide Which Stories to Pitch Once youve figured out the formatting, do some legwork and make sure youre reaching out to the right person. Perhaps try small presses that publish works similar to yours or works you admire. Its also important to present stories that flow together and fall within the publishers wheelhouse. When youve got a batch of stories that you love, compile the best ones together in one document. This way, you can see how each story works together as a short story collection. Your presentation will have continuity rather than reading like a random assortment of all the stories youve written. You might spend seemingly endless hours rearranging the order, putting new stories in, pulling old ones out, putting old ones back in again. Its worth the effort, as the sequence here is critical. Youll want to front -load your manuscript with your strongest stories. Rather than thinking about how they should be ordered when your book is published, you should instead focus on blowing an editors socks off right away. How to Get Experience Practicing Pitches Maybe youre not a seasoned writer, or perhaps youre not ready to start pitching book editors yet. In this case, you might consider presenting your individual stories to zugreifbar publications or literary magazines first. There are some practical ways this can be productive. For starters, it can help you become proficient with the process. It can also help strengthen your resolve and make you resilient to rejections. And when you do get published, youll gain insight into which stories editors consider compelling. Youll also build a body of work to bolster your credentials. Submitting your work to online publications and magazines is more streamlined and convenient compared to conventional publishing. As a result, you can spend more time de veloping pitches and less time tracking down pitching candidates and studying submission policies. Many publications use a piece of submission management software called Submittable to accept and review submissions, allowing writers to send their work and cover letters electronically. The sites searchable database resembles a job board in that it lists the publications that are currently accepting submissions. The listings themselves include information on associated fees, submission requirements, and writers can submit all the files electronically. Even better, When you sign up for a free account, Submittable keeps track of your submissions and recommends other opportunities based on what youve already submitted. Alternative Publishing Avenues Pitching, of course, is the most prominent way to get published, but it isnt the only way. Another road some writers take is self-publishing their stories digitally through Amazons Kindle Direct Publishing (KDP). Publishing an e-book is r elatively easy, and its a great way to gain notice as a burgeoning author. If you sign up or already have an Amazon account, you can upload your manuscript and be exposed to a broad audience almost immediately. For its part, Amazon provides plenty of resources to help get started with KDP. There is also a built-in community of established writers to answer questions and offer advice with formatting, marketing, and more. Participating in contests can also sometimes lead to getting published. There are many short story contests (Press 53, the New Millennium Awards, the University of Notre Dames Sullivan Prize in Short Fiction) that you can find on sites like Poets Writers to enter. Several renown authors, including Antonya Nelson, Gina Oschner, Amina Gautier, Hugh Sheehy, Nancy Reisman, and Anthony Varallo, among others, have had short story collections published as a result of winning a contest.

So, you didnt get the promotion you wanted  Now what

So, you didnt get the vorrcken you wanted Now whatSo, you didnt get the aufsteigen you wanted Now whatYoure in the running for apromotionat work and are feeling optimistic about your chance to climb one rung higher on the proverbial ladder.That hope makes the eventual bad news that much mora brutal to swallow Youdidnt get it. Youre being passed up. Theyre going with someone else.Did your stomach just drop into your shoes at the very thought? I get it. Not landing a promotion - particularly one that you know youre deserving of - is gut-wrenching at best.And, after that initial wave of disappointment has washed over you and youre trying to return to business as usual, youre left with this lingering questionNow what?You dont want this rejection to mean a step backwards, so how do you keep moving forward?Lets dig into five steps you should take after you find out that you didnt score that promotion at work.1. Take Some Time to WallowFirst things first, lets go back to that inevitable s ense of disappointment for a moment. While Im certainly not giving you permission to nosedive into your despair, youre still allowed to be bummed about this news. You dont have to immediately paste on a smile and pretend that youre happy this happened.Give yourself an evening - yes,onlyone evening - to wallow in your own self pity. Indulge in your favorite sweets or cocktails. Complain to your friends. Just generally feel bad about your own misfortune.But, when you return to the office in the morning? Be prepared to be your normal, professional, and polished self.Disappointment over not getting a promotion is normal, however its a wise move to keep your venting and complaining far away from the office and outside of your normal working hours. And, one more thing Resist the overwhelming temptation to gossip about whoever did land the position. Its never worth the potential fallout.2. Ask For FeedbackAlright, you took your moment and now youre feeling ready to face the music. Despit e the fact thatrejectioncan be brutal, it can also be enlightening. So, its worth approaching the people who were involved in the selection process to get their feedback.Where did you fall short? Are there certain things you should be working on or focusing on? What strengths did they think you brought to the table?Get their insights - both good and bad - on your candidacy. Thatvaluable feedbackwill serve you well as you continue to hash out a plan for advancing in your career.Despite the fact that rejection can be brutal, it can also be enlightening.3. Reassess What You Really WantTheres nothing like a little self-reflection to give you some much-needed perspective. Now that you know for certain that advancement opportunity isnt yours, take a step back and think about why you went for it in the first place.Did you toss your hat into the ring just because you felt like you should - like missing out would only make you look like an uncommitted slacker? Or, did you go for it becaus e you know youre ready for the next step in your career?Even further, where do you see your career headed in the next year or so? What are your goals? What do you want to do more of? What do you want to do less of?Figuring out exactly what you want is essential for determining what direction you want to head in next - whether its with your current company or a new one. And, as sad as it seems, theres really no better time to get some clarity on yourcareer goalsthan after a setback like this one.4. Have a Candid Conversation With Your ManagerWith your areas of improvement and newly-established career goals in hand, its time to have a frank conversation with your manager. I know this is nerve-wracking (been there, done that), but its important to realize that this career growth conversation is a completely normal - and even healthy - one to have with your boss.Explain clearly to your supervisor what else youre hoping to get out of your career. Even if its not a formal promotion, do you want toOwn more challenging projects?Have the opportunity to do more public speaking and represent your company?Work more cross-functionally with a different department?Access educational opportunities to build some of those skills you need to improve upon?Outline a clear plan to put you on the path for advancement within your organization?There are tons of ways to progress in your career that dont involve a fancy new job title. And, agood bosswill not only be open to hearing these things from you, but theyll actually collaborate with you to help you achieve them.If your manager really isnt receptive to these sorts of conversations or youve determined that a real promotion is all that will fulfill you career-wise right now, then its probably time to start your job hunt - with your clearly-outlined career goals in towThere are tons of ways to progress in your career that dont involve a fancy new job title.5. Take a Deep Breath and Move ForwardI know that not getting the promoti on you wanted is disappointing. But, fortunately, itsonlythat a disappointment.No matter what it feels like in the heat of the moment, this wont destroy your career. Its not the end of the road for you - not even close.So, dont use this as your excuse to toss up your hands and skate by with the bare minimum. Instead, take a deep breath, put one foot in front of the other, and continue doing the very best work you possibly can. Remember, living well is the very best revenge.This article first appeared on The EveryGirl.

The Hidden Treasure of Grace Hopper Resume Database

The Hidden Treasure of Grace Hopper Resume Database The Benefits of Grace Hopper Resume Database Grace Hopper is the sole Vendor who can supply the essential services for the acquisition. Along with her programming accomplishments, Hoppers legacy consists of encouraging young individuals to understand how to program. One of the greatest parts about the Grace Hopper Celebration is the chance to discover new jobs. Computer science professionals provide irreplaceable skills that help transform our day-to-day lives. Read on to find out more about cybersecurity as an academic discipline, and to discover what sort of professional opportunities you may pursue with a degree within the field. Be grateful that you may get work that pays well with just a bachelors degree, maybe even no degree in any way. An internet bachelors in cybersecurity program delivers a flexible alternative to conventional brick-and-mortar education. Theres no pre-registration. Business cards are imperative for a ny attendee, even when you arent job hunting. For entry level positions, rarely are you going to find someone ready to relocate for work. Since need to acquire the job. How to Find Grace Hopper Resume Database on the Web Ensure you complete your LinkedIn profile with as much information because you can treat it like a second resume. The continue database part of ActiveHire is one of the most important online, getting significant amounts of resumes from both external and internal sources. A professional resume schablone, like the one pictured below, will be able to help you avoid layout and design issues. When you buy, the template is forever your own, so youre able to upgrade once you have a title change or maybe desire to highlight a recent outcome. In case you feel you dont should create a resume template thus you might love to read further to determine why precisely you would like to work out how to compose a resume. A template could possibly be a one-page resume, or a t wo-page resume, but until you realize what you have to devote the resume that you dont understand what size will most likely do the job best. Contemplating each one of the resources available through software program and the internet these days, it might seem silly that Ive give you advice against making use of a curriculum vitae template to create an full-time resume. The sorts of job application formats which are commonly utilized are Chronological Useful Combinational With the help of continue writing guides you may choose the structure of the resume. Writing resume with the assistance of curriculum vitae templates easily on the world wide web is one of the most most efficient approach to publishing resumes that ensure that youre employing the right format and right information thats right for the job which youre attempting to get. Have a look at our assortment of resources below to find out more about financial aid alternatives. You are able to also make certain that youre ut ilizing a good resume design by utilizing a professional resume template from Envato Elements or GraphicRiver. The whole total CV template and ideas concerning the specific CV design and CV layout ought to be only a final factor. The format must be of a type at which you may have to excel in professionalism and dependability. A performing resume theme may be your key to obtaining the role of an eternity. For the reason, you should search with the work title or a frequent duty. To learn it requires patience, support and room to grow. Whichever sort of work youre searching for, the Gabriella professional resume template is an outstanding selection. When there is mutual interest, an bewerbungsgesprch is going to be scheduled later the exact same moment. Browse the work announcement to work out what exactly is vital for the job youre attempting to get. Also be certain that you tailor the record to the job that youre attempting to get. If youre attempting to earn a lot of money , go work in finance.

What#8217;s the Business Case for You

What8217s the Business Case for You You cant be distinctive without being selective. Selective organizations and their leaders look to the strength of the geschftliches miteinander case before investing precious resources in new opportunities. Whether it concerns people, priorities, or projects, the geschftlicher umgang case includes a dispassionate and balanced assessment of the relative benefits, costs, and presumed impact of the potential choices. Essentially, the business case is the rational justification for saying yes or no to a given opportunity.If you are seeking a position with a new organization, or if you just want to elevate your brand and increase your access to choice assignments in your current company, one of the fruchtwein important questions you can ask yourself is Whats the business case for me?If you are unable to answer the question with a compelling and evidence-based respon se, you may be at risk in your potential to remain on track in the career progression you seek.If you can already hear yourself rationalizing this question away with statements like I would be a great catch for that company or Of course Im relevant The organization will always need people like me to do what I do then you need to know exactly how you sound.And this is what you sound like famous last words spoken the day before you get passed over for an opportunity.This isnt about putting lipstick on a pig or dressing up the mundane for the sake of sounding flashier its about delivering on who you really are.I love how Anese Cavanaugh describes it in her book, Contagious Culture making a business case for yourself isabout bringing The Essential You out to both cultivate and project your values, vision, and authentic self.So, rather than the typical approach of taking a wide inventory of all the things you can possibly offer a company, consider a different path to standing out and d istinguishing yourself.Start by focusing on the few things that truly enable you to perform at your best and add measurable value to the team and organization. This approach matters because you cannot be distinctive without being selective.Your distinctive contribution is the business case for you in action. It is what helps you stand out, stay relevant, and get ahead of the change curve through consistent, value-driven performance.To avoid contribution-creep and determine a solid business case that compels hiring managers and leaders to say yes to you, start by defining three interrelated components value-added capabilities, vital purpose, and relevant results.Start by looking at the work you do, and then dig deeper to name these elements. For some structure, finish these critical statements to jump start the processThe strength that I rely upon most during challenging times is The unique skill/talent I am most proud of is The subtle impact I make on people and projects isDistingui shing these components will illustrateyour impact by concentrating your efforts around what matters most. It is one of the most reliable ways to quickly begin elevating your personal brand.Without honing in on these three crucial elements, the pace of work and the immense demands that you face produce a firefighting mentality that prompts you to try to get everything done. Over time, this approach undermines you as you expend extra effort with less impact.In this scattered state, the very moment when you need your contributions to be at their best, they get diluted as you lose focus on your greatest value-add and instead try to do a little bit of everything.Rather than constructing your resume as an inventory of everything youve ever done and can possibly do, focus on two or three key themes that show related skills and impact in the areas you thrive in.Or, rather than saying yes to every request in an effort to show versatility, hone in on your distinctive contribution and be selec tive with the projects and priorities you accept.Moves like these can give you leverage because they make yourimpact clearer, and the recognition you receive for doing great work in your area of desired expertise produces more and better opportunities to shine. While theres never a guarantee, you have a better shot of getting what you want when you can make the business case for you.

Reserve to Active Duty

Reserve to Active DutyTransfering From National Guard/Reserve to Active DutyIt is possible to transfer from the active duty ranks to the National Guard or Reserves. In fact, the road is paved quite nicely to make that transition almost seamless. However, to be a Reservist in any branch of tafelgeschirr or National Guard, it is quite difficult to transfer into the active duty status. There Is No SimpleTransfer Process It actually can take months to process. A reservist or guard member must first be released from their reserve status and basically apply to join the active duty ranks. That means finding a recruiter to assist you with the processing into the military (active). The Guards, Reserves, and Active Duty components are all different. With very few exceptions (mostly for medical professionals), one canleid simply transfer from the Reserves/Guard to active duty. One must get an approved discharge from the Reserve/Guard component and then separately process for enlistment (or commission) for an active duty service. Exception Some Army Reserve and Army National Guard soldiers who are currently activated can apply for direct transfer to active duty. However, one may apply to the Reserves and/or National Guard for a conditional release. Basically, a conditional release says that the Reserve Component. or National Guard agrees to release you from the remainder of your commitmentif you are accepted for enlistment or appointment to an active duty service component. Regardless, the process is still long.See the official process here. Here Is a List to Get the Process Started Meet with an Active Duty recruiter -To start the conditional release process, you must see an active duty recruiter.Get a DD-368 signed by the recruiter (this is a conditional release form) -The Recruiter is the only partie who can request a conditional release. He/she does this by submitting aDD Form 368,Request for Conditional Release. This form must be signed by the member and the ac tive duty recruiter.Speak with your Chain of Command, and get their support -Its important to realize that a conditional release does not have to be approved. Its entirely up to the Guard/Reserve component. If your unit or componentis undermanned in your particular MOS/AFSC/Rating, they may disapprove the conditional release. Its also important to understand that this is not necessarily afast process. So, its important that you allow plenty of time for the DD Form 368 to make it through the review process. Submit DD-368 along with your entire military record to your unit.Your packet with your DD-368 will be moved up the chain of command to the General level. Be prepared to wait for months.Plus, it is not a bad idea to make duplicate copies of everything as there are always stories of the chain of command losing the package.When your packet reachesthe final approving authority, you will soon learn your fate. If the command approves it, you have a conditional release to join active du ty. If the command denies it, you are staying in the Reserves to complete your contract. If the conditional release is approved, you may then enlist (through the active duty recruiter) as a prior service candidate. (Or apply for OCS/OTS). This is true unless you have not yet been to basic training as a Guard or Reservist. If youve not yet been through basic training, and you get a conditional release approved, normally you are enlisted active duty as a non-prior service candidate (which offers more enlistment options). If your conditional release is approved, you will normally still be required to drill with your Guard/Reserve unit, until you actually go onto active duty. Unfortunately, prior-service candidates are among the lowest on the recruiting priority totem pole. Recruiters do not get enlistment credit for enlisting prior service candidates (i.e., prior-service do not count against their recruiting quotas). Therefore, some recruiters are not all that excited about doing all of the paperwork (including the extra paperwork it requires for prior-service candidates) for a recruit they dont get credit for (Many recruiters would rather spend their very valuable time working with non-prior-service accessions because those recruits are counted against their enlistment quotas). For complete details, see Prior Service Enlistments. Prior-service recruits dont get all the enlistment incentives available to non-prior-service applicants (Exception Some services offer prior-service re-enlistment bonuses for prior-service who are already qualified in certain acute shortage jobs). Usually, if a prior-service recruit has an MOS/AFSC/RATING that directly converts to an MOS/AFSC/RATING of the active duty service they are trying to enlist in, and if the service has a current need for personnel in that MOS/AFSC/RATING, then it is mandatory that the recruit enlist in that specific job. If the applicant is certified in a job that is not currently in need by the active duty s ervice they are trying to join, or if they have a job that does not cross-relate to the service they are trying to join, only then may they enlist into a different job. Conditional Releases are approved for a period of six months. If an extension is required, an additional three months may be granted. A copy of the Oath of Office or Enlistment contract should be returned to the losing component within the specified time frame.

How to Make Your Recognition Program Successful

How to Make Your Recognition Program SuccessfulHow to Make Your Recognition Program SuccessfulIn addition to your usual, thoughtful informal methods for recognizing and rewarding employees, are you interested in creating a mora formal program? Formal recognition programs require more structure, communication, criteria, consistency, and fairness than informal methods of employee recognition. In informal processes, keys to success include provide a lot of rewards and recognition so that employees dont regard them as scarce resources that must be gained at the expense of coworkers,provide recognition frequently so that employees are motivated by their work environment, in general,make the recognition unpredictable so that it does leid become an entitlement to employees, andmake sure that everyone receives recognition for an action or behavior frequently. Keep these characteristics of effective informal recognition in mind as you set up your formal program. But, you do need to treat form al recognition processes differently than the recognition you provide through your daily interaction with employees. Formal recognition programs are often created when an organization wants to improve specific activities or behaviors. With a formal program, the desired improvement is recognized and rewarded. Examples of Formal Recognition Programs for Employees These are examples of formal programs you might offer your employees. a monetary award for the employee who exhibited best practice customer service this week,a spot award for an employee who is observed facilitating the forward progress of a team,a sales commission increase on each sale that exceeds last years saatkorn day sales by x%,a monetary reward for increases in quality and production, anda monetary award for attendance. 6 Keys to a Successful Employee Recognition Program In a formal recognition program, criteria are important so that employees know exactly what change or improvement you seek. So are additiona l factors that make a formal program achieve its purpose. These are the components that must be present for the program to achieve its goals and avoid making employees upset and demotivated. Specific Components for Recognition Program Success First, establish criteria for what constitutes performance that is worthy of an award. If the actions and behaviors requested are elend measurable, verbally describe the desired outcomes in word pictures that are so clearly described that employees can share meaning with you on them. Where possible make the criteria measurable. But dont let your desire to measure cause you to pick a measurement that is not related to the key behavior you want to encourage. Sometimes what you most want from an employee is not measurable. Second, all employees who do the same job, or who work for the company, depending on the nature of the award, must be eligible for the recognition. If a manager is ineligible, all managers must be ineligible, for example. It is not in the best interests of your overall company goals and culture if one or two departments offer a formal recognition program that leaves others out if they are doing similar work. On the other hand, if only your production unit needs to improve production and quality, the rest of the company should not participate in the program. If the goal is to increase the helpfulness and service orientation of a call center, only call center employees should participate. Third, the method of recognition must inform the employee about exactly what he or she did to merit the recognition. Your goal is to encourage more of that behavior from your staff, so sharing the recognition publicly is good practice. Fourth, anyone who performs at the level stated in the criteria should receive the reward. If you want to limit the recognition to one employee, select a fair method for deciding which qualifying employee will be rewarded. For example, if 20 employees meet the criteria, place all qualified na mes in a drawing. (Employees may find the iffiness of this scenario problematic, though, so whenever possible give every employee who qualified an award. Consider asking your employees how they want you to implement the award process. They may surprise you. Or, consider cutting back on the amount of the award or the type of award to stay within your budget.) Do not make the mistake of allowing a manager to pick the winner from the people who qualified. It changes the nature of the recognition program and leaves it open to charges of teachers favorite and brown nosing, practices that negatively impact the morale of most employees. You cant change the program midway into the covered time period either. For example, you realize that you have 50 employees who have met all of the criteria for this weeks reward. You need to follow through, as promised, and award all 50if that was the program. You can introduce the idea of a drawing for the next weeks award. But, employees who work to exhi bit the behavior requested need to know in advance how you will handle the award.In one mid-sized company, 37 employees qualified for a $50.00 check for doing something above and beyond for a coworker. The formal recognition committee recognized they were going to give away their annual budget in just a few weeks so they examined their criteria for awarding the check and increased the difficulty. They also implemented a drawing with the concurrence of the employees who were clear about the budgetary constraints. Fifth, the recognition should occur as close to the event as possible so that the recognition reinforces the behavior the employer wants to encourage. (This is why monthly and annual formal recognition is not recommended. By the time you give the employee the reward, the success is a dim memory. Worse? You have failed to reinforce the behavior that you wanted to encourage more of from the employee.) Sixth, you need to accompany the formal recognition with an official letter or a handwritten note that reminds the employee why he or she received the award in detail. Employees cherish these notes forever. When the money is spent and the food treat has been eaten, you have given them something substantive to remind them that they were recognized and rewarded. Conclusions A formal recognition program has special challenges that your informal methods dont have. But, each has their place in a company that wants to provide a work environment in which employees fell recognized, rewarded, and thanked for their efforts and contributions. Heres more about how to approach formal recognition. More About Saying Thank You and Employee Recognition 7 Employee Recognition TipsWhat Employees Want From Work40 Ways to Say ThankYou at Work

Top trends in Philadelphia Hiring

Top trends in Philadelphia HiringTop trends in Philadelphia HiringTop trends in Philadelphia HiringIntelligence dug into whos hiring and for what in Philadelphia these days. If youre recruiting in this area, youll want to know what we found.Philadelphias diverse economy is geared towards information and service-based industries. The area is a mecca for tourists due to its many historic attractions and is home to a number of post-secondary educational institutions and Fortune 500 companies. The biggest drivers of job growth are the Philadelphia metro areas professional and business services, healthcare, and leisure and hospitality industries. The area has created 60,700 new jobs over the past 12-months the unemployment rate welches 5.7% in August 2016 which was 0.8 percentage points above the national rate of 4.9%.By August 2016, about 3.1 million workers were employed in the Philadelphia area, and the market accounts for 16% of all jobs posted on in the Middle Atlantic region. To giv e you some insight into what your recruiting competitors are up to, our Intelligence team analyzed data from the CEB TalentNeuron tool to identify which companies are posting the most jobs, and which jobs are most listed, and which jobs are most searched. Supporting Philadelphias diverse economy some of the positions most in-demand include truck drivers, registered nurses, and retail workersWhat are companies hiring for?Most Common Employment in PhiladelphiaRetail salepersonsCashiersRegistered NursesFood Preparation and Serving WorkersCustomer tafelgeschirr RepresentativesMost In-Demand Jobs in PhiladelphiaTruck Drivers, Heavy and Tractor-trailerRegistered NursesRetail SalespersonsRetail SupervisorsMarketing ManagersPhiladelphia Jobs41% of available Philadelphia area jobs are for Healthcare, Sales, and Technology workersOf all open healthcare positions, 42% of available Healthcare jobs are for NursesOf all open sales positions, 47% of available Sales jobs are for RetailOf all open t echnology positions, 30% of available Technology jobs are for Software DevelopersMost Common Philadelphia Jobs IncludeTruck Drivers, Heavy and Tractor-trailer employed 22,100Annual wage $45,690Registered Nurses employed 66,800Annual wage $76,460Retail Salespersons employed 91,630Annual wage $26,820Retail Supervisors employed 18,990Annual wage $47,870What are job seekers looking for?Most viewed Philadelphia jobsSecretaries and Administrative AssistantsSales Representatives, Wholesale and ManufacturingCustomer Service RepresentativesMiscellaneous Business Operations Specialists (e.g., Project Managers, Contracts Administration, etc.)Miscellaneous Managers (e.g., General Managers, etc.)Top Philadelphia job searchesAdministrative AssistantPart TimeReceptionistCustomer ServiceSalesAccountingHuman ResourcesWarehouseMedical AssistantMarketingWant to know more about the top trends in Philadelphia hiring? Check out the Philadelphia Market Overview from Intelligence.Data finding are based on analysis of all available online jobs reported by the TalentNeuron tool and job seeking activity from more than 22 million unique visitors1.1comScore Media Metrix, 1Q 2016, 3-month average, (includes all US Mobile + PC traffic)