Air Force Basic Training Discipline and Punishment

Air Force Basic Training Discipline and PunishmentAir Force Basic Training Discipline and PunishmentDuring zero week, the Military Training Instructors (T.I.s) will explain what happens to those who are not quite cutting it. Recruits are all given little forms (designed to keep in your breast pocket), affectionately known as 341s. If you goof up significantly, and your T.I. (or anotherbei T.I.) catches you at it, he/she will demand that you give him/her a 341. Getting too many 341s pulled can cause you to be recycled. Process of Being Recycled During Training Each day of training is counted as a specific day (day one, day two, day three, etc). Lets say youre not hacking it, and have had several 341s pulled by day 23 of training. Your squadron commander (on the recommendation of your T.I.) can recycle you by moving you to a flight who is on day 5 (or earlier) of training. This gives you a chance to relearn what you should have learned in the first place. Being recycled is the ulti mate threat, and T.I.s often use it as a means to keep everyone motivated (Ill recycle you so far back, youll be in your grandfathers flight). However, recycling is not as easy as the T.I. makes it seem. The T.I. has to document the behavior, show documentation that he/she tried to help the recruit change the behavior, convince his/her bosses that recycling is the best option, and then convince the squadron commander. One graduate of Air Force Basic Training puts it succinctly Only people who get recycled (for disciplinary reasons) are the bonafide screw-ups. In our flight, we pretty much knew who would be leaving us rather quickly and that it was just matter of time. There was only one recyclee that baffled our flight and even T.I. expressed minimal regret. I think that by mentioning this tidbit it instilled a little more confidence in people who are just coming in. Minor Infractions Many minor infractions are corrected on the spot by dropping you for pushups. The regulations r estrict the number of pushups a T.I. can make a recruit do (15 for males, 5 for females), but you can be dropped up to five times, one-after-the-other. Additionally, if no one is watching, a T.I. might occasionally fail to hear your count, and you might wind up doing more than the authorized amounts. Another way that the T.I. can make this punishment seem worse than it seems is to do a slow count, making you stay in the down position for a long time. In any case, its wisest not to be a barracks lawyer and tell the T.I. he cant make you do that. Correctional Custody Those with serious attitude problems may receive an Article 15 (nonjudicial punishment) with the sentence of Correctional Custody (CC). If you think regular basic training is bad, try 30 days or so in CC. Every single second of your life is regimented. Your commander will probably tell you that CC is a privilege,however as at least it means the Air Force has decided to try and keep you. After youve been re-blued, yo ull normally re-enter basic on the exact same day you left. In other words, if you entered CC on day 10 of training, youll recycle to day 10 or so of training when you are released from CC.

How Far Would You Go to Land a Job

How Far Would You Go to Land a JobHow Far Would You Go to Land a Job?How Far Would You Go to Land a JobTheres something to be said for creativity when youre looking for a job. Whether it will actually get you a job is an entirely different issue.Earlier this month, advertising executive Alec Brownstein told the world how he used Google AdWords to land a job. Assuming that creative directors at top New York ad agencies Google themselves regularly, he pitched five of them by name, with this message Googling yourself is a lot of fun. Hiring me is fun, too, and a link to his personal web site. His cost? Six bucks. The result? Four interviews. Two job offers. One offer accepted.Not a bad return on his investmentTodays technology has allowed job seekers to take creative approaches, from video resumes to DVDs to social media. But some even use low-tech approaches, such as posters and sandwich boards. In the pre-internet era, I knew a guy who printed his resume on drink coasters so that hiri ng managers could steal a glimpse of his skills and accomplishments with each gulp of a beverage. Im elend sure whether it led to a job, but I thought it was genius.However, while these approaches are creative, they may bedrngnis always work.Brownsteins idea was a winner probably in part because of his creativity, which is a must-have skill in the advertising industry. In that same vein, an experienced project manager can convince a company to hire him by submitting a slide presentation that demonstrates his success with past projects. Or, consider a customer service representative who could promote her credentials in an audio file to demonstrate how she would project the right demeanor over the phone.Creative approaches may not work for everyone, but they can certainly grab someones attention. I believe theres no adequate substitute for a resume and networking, but I welcome comments from those of you who want to try to convince me otherwise.

Emma Stone on why your anxiety can actually be a super power

Emma Stone on why your anxiety can actually be a super powerEmma Stone on why your anxiety can actually be a super powerFor anyone who suffers from anxiety-and that is many of you asGeneralized Anxiety Disorder affects around6.8 millionpeople in the U.S. or more than 3% of the countrys adults-you know it can be absolutely debilitating. But Oscar-winning actress Emma Stone, who had herbei first panic attack at age 7 points out, it can also be a great asset if you have the right tools.Stone, who started opening up about her anxiety in the last few years, spokewith Dr. Harold S. Koplewicz for the Child Mind Institute on Oct. 1 at Advertising Week. As a child, she loved learning and reading, but the summer after first grade everything changed. Before I went into second grade, I had my first panic attack. It welches really, really terrifying and overwhelming, the 29-year-old said. I was at a friends house, and all of a sudden I was convinced the house was on fire and it was burning down o bviously the house wasnt on fire, but there was nothing in me that didnt think we were going to die. She stopped being able to sleep over at friends houses and though she continued to attend school, she was often paralyzed by anxiety if she didnt know where her mother was at all hours of the day.She went into therapy which helped a lot as she learned that her anxiety was a monster that she could control. She even wrote a small paper book calledI Am Bigger Than My Anxiety. Stone spoke about it in another interview, I drew a little green monster on my shoulder that speaks to me in my ear and tells me all these things that arent true. And every time I listen to it, it grows bigger. If I listen to it enough, it crushes me. But if I turn my head and keep doing what Im doing let it speak to me, but dont give it the credit it needs then it shrinks down and fades away.She also found solace by participating in community theater. Stone said she found her people there and found that her feel ings could actually be really productive. Doing theater, specifically improv, was a great release from her usual state, even the antithesis of anxiety. Well, its presence. And for somebody that likes to perform that combined with absolute presence and needing to listen really intently works and I believe people who have anxiety and depression are very sensitive and very, very smart because the world is hard and scary and when you are really sensitive and attune to all of that it can be crippling, but if you dont let it cripple you and you use it for something positive or productive, its like a superpower.And so with improv, I learned that I could take all these big feelings and just really listen in the moment, and use all of my associative brain that wakes me up still in the middle of the night with stressful thoughts The thing that still haunts me to this day is useful in my job, and Im so grateful for it.When she performed she felt totally free from anxiety and the monster just disappeared.Now not all of us are actors for a living and are doing as something as creative and fun as improv but the emphasis here really needs to be on finding the right tools to help you manage your anxiety and channel it in useful ways.You dont have to be an actor to overcome anxiety, you dont have to be a writer to overcome it. You just have to find that thing within you that you are drawn to.Anxiety is essential to her careerAnxiety though, in particular, has helped Stone in her line of work.Absolutely. Its invaluable. Along with my belief that were smarter - were just so smart, us anxious people Just kidding. We are more sensitive. I also believe theres a lot of empathy when youve struggled a lot internally. Theres a tendency to want to understand how people around you work, or whats going on internally with them, which is great for characters. Its great to be able to kind of dig into who these people are, what their struggles are, what their secrets are, and how they prese nt themselves is not always how they feel inside. And thats a great gift as an actor to be able to do that because you find so many parts of yourself that you basically get to explore and exercise on a daily basis at work.And though she said making mistakes is a huge trigger for her, Stone said she has learned to except failures.I also have gotten really good at letting things go. Thats probably maturity, whether its relationships or parts or certain attitudes or feelings within yourself, you learn to, I think, let it go and release it much better than you do when youre young and youre really holding-gesellschaft onto, This is how its supposed to be. Stone, who currently stars in the Netflix series Maniac, the new filmThe Favourite, and is the new face of Louis Vuitton, says her packed schedule is definitely one of her tools.Staying busy definitely is helpful Otherwise I can spin. Its much better as time has gone on. Now that I have more tools, I dont need to be the punching bag. B ut I definitely find being busy with a creative endeavor, an outlet like that is when Im happiestIt can be exhausting. Not sleeping is my kryptonite, for sure. But thats gotta be anybody, right?And just because she is now able to talk about it in an intelligent and reflective manner doesnt mean that Stone still doesnt get a little nervous.I panicked this morning, yall, she said, with a laugh at the beginning of the event. I wasnt expecting to, but I definitely did.

Avoid the Folly of Flawed Employee Performance Metrics

Avoid the Folly of Flawed Employee Performance MetricsAvoid the Folly of Flawed Employee Performance MetricsAvoid the Folly of Flawed Employee Performance Metrics PicoultAs companies become more data-driven, so have their employee performance metrics. Yet the very metrics that are often used to gauge employee performance might actually discourage the behavior those companies want to promote.This common workplace pitfall is grounded in two basic realities.What gets measured gets managed. Employees tend to behave in a manner that is aligned with how they are evaluated and rewarded.Whats easy to measure isnt necessarily whats right to measure. Organizations often gravitate toward easy-to-measure performance metrics, even though the behaviors they wish to cultivate are relatively complex.Examples abound of how organizations fall victim to the folly of employee performance metric konzeptService centers that measure how quickly staff handles calls then wonder why employees dont spend ample time to completely resolve a customers issue.Companies that obsess over quarterly sales targets then are surprised when executives make short-sighted decisions which compromise the business long-term health.Organizations that focus on individual performance to assess employee success are then dismayed when they observe a lack of team work and collaboration.Manufacturing firms that measure workers on the volume of product they deliver then struggle with widespread quality issues on the finished goods.Sales divisions that measure employees purely on top-line growth are then surprised to see how unprofitable newly -acquired accounts are.Human resources departments that measure recruiters on candidate yields from job fairs then find many unqualified applicants in their interview pipeline.Without careful and thoughtful design, metrics that are meant to manage employee performance can actually sabotage business success. To avoid that outcome, keep these three points in mind1. Think about what employee behaviors are fruchtwein valuable to your customers.What do your customers care about most? Perhaps its how long they have to wait in line, or be on the phone with your staff. Even more likely, its getting their issue resolved on the first try. Make sure your employee performance metrics are aligned with your customers interests. If customers value speed of service above all else, then put that at the center of your measurement methodology.If other considerations are just as critical to them (such as the quality of the product, or the efficacy of the staff), then gauge performance on those dimensions as well.For exampleConduct post-purchase customer surveys to assess overall satisfaction with product quality (and, indirectly, the performance of those making the product).Track the number of employee-submitted product enhancement suggestions, thereby encouraging staff to translate customer feedback into constructive improvement ideas.Or measure how frequently customer i nquiries are resolved on the first contact, indicating the staffs effectiveness at understanding and addressing customer needs.2. Use metric checks and balances to avoid over-rotating on any one measure.A singular focus on a particular performance metric can be counterproductive. The behaviors that businesses try to encourage among staff can rarely be tied to just one metric. Doing so usually ends badly. Employees become obsessed with outperforming on that single metric, regardless of the consequences.Guard against over-rotation on any single metric by creating a balanced system of measures.For example, lets say you want to encourage a sales-oriented culture, but want to avoid misconduct. Rather than measuring staff only on sales generated, complement that metric with ones that gauges account profitability and customer satisfaction. Then, only reward salespeople for achieving revenue targets while also meeting those other performance thresholds.3. Consider unintended consequences an d perverse metric-driven behavior.This is perhaps the most important element of good employee performance metric design. Look at your employee performance metrics through a critical lens.Carefully consider all of the ways by which a metric, engineered with the best intentions, might nonetheless promote undesirable (or at least customer-unfriendly) behavior. Based on how detrimental and probable those unintended consequences are, tweak your approach accordingly.That might mean abandoning some metrics in favor of new ones. For example, consider a call center that chooses to measure customer satisfaction instead of call handle time. (The latter metric often leads service representatives to rush callers off the phone.)It may also mean adding check and balance complements to existing metrics. For example, an organization that uses 360-degree evaluations to ensure that individual achievement does not come at the expense of collaboration and collegiality.The development of effective employ ee performance metrics requires a delicate touch. Success measures, and the reward systems they support, shape employee behaviors in meaningful and sometimes subtle ways.A thoughtful approach to performance metric design can help companies use metrics to their advantage. The result is a powerful behavioral current that steers employees in the right direction.And the value of that is immeasurable.Author BioJon Picoult is Founder Principal of Watermark Consulting, a management advisory firm that helps businesses impress their customers and inspire their employees.Contact Jon at www.watermarkconsult.net or follow him on Twitter JonPicoult.

Forget Work-Life Balance to Lead the Life You Want

Forget Work-Life Balance to Lead the Life You WantForget Work-Life Balance to Lead the Life You WantForget Work-Life Balance to Lead the Life You Want Blaszczyk, Managing Editor, Resource CenterDo your leadership skills generate the results you desire? Do you dream of achieving something significant in your lifes work something you can feel proud of yet find yourself struggling to do so without shortchanging the people who count on you including family and employees?It turns out that many people struggle with finding a better work life balance, says Stewart Friedman, whose most recent book is Leading the Life You Want Skills for Integrating Work and Life(Harvard Business Review Press, 2014.)As founding director of the Wharton Leadership Program and the Wharton Work/Life Integration Project, Friedman redefines work-life balance and concentrates instead on creating a life that is whole.In this interview, Friedman provides valuable insightson how to live with passion, purpose and princi ple as you generate success.Monster What inspired you to write Leading the Life You Want?Friedman The Total Leadership program, which I wrote about in a previous book, emphasized diagnosing, dialoguing, and discovering to create wins at work, at home, in the community and for the private self.When I bring the Total Leadership program to businesses, students, and others I am usually met with skepticism.I get this question a lotHow can you achieve real significance and impact without sacrificing your life?My new book is a response to that natural query.Monster Everyone seems to struggle with finding harmony between work and the rest of life these days.Are we all simply busier than ever?Friedman Societal expectations for men and women are changing traditional norms are rapidly fading, leaving so many people confused, disappointed, or both, about gender roles. Both women and men are hungry for help in figuring out how to navigate the turbulent modern-day waters of meaningful work, domes tic responsibility, community engagement, and satisfying inner life. No one seems to have the answers.Monster The book profiles six famous men and women whose lives are examples of a more integrated life, including Michelle Obama and Bruce Springsteen.What characteristics did you look for in selecting these individuals?Friedman For more than a decade Ive been curating examples provided by Wharton students of luminaries whom they believe are exemplars of these three core principles of the Total Leadership approach be real, be whole, and be innovative. I wanted to have a balance of men and women and a representation of various industries.Monster What were some of the most meaningful life lessons that these individuals demonstrated in creating a better integration of work and life?Friedman The big take-away from all the stories is that paradoxically, in order to lead the life you want to lead, you cannot be selfish or self-centered, you must bring others along, attend to what others ne ed from you, and take your stakeholders needs into account, trying always to make the world better somehow.In other words, the common denominator is that serving others, in one capacity or another, allows you to live a meaning-filled life.At the same time, economic pressures are forcing individuals, families, organizations, and communities to do more with less or just to do less.Monster How much does fear and a lack of trust keep people from pursuing a better work-life balance?Friedman Fear is definitely a big part of it. People are afraid of what their superiors or colleagues might say, and with good reason. Thereve been studies indicating that theres a stigma and a penalty attached to work/flex.This is precisely why I advocate for taking small steps, for experimenting.It changes the game when you explicitly refer to proposed changes as experiments that will be evaluated to determine if they work for you, your boss, your co-workers, your family, or other stakeholders.Monster Does work become less of a priority as people create a better work-life balance?Friedman No, thats exactly the wrong mindset thats the balance, trade-off, zero-sum mindset that Ive been trying to de-bunk for decades.Im talking about figuring out whats essential to you and then investing in that in all parts of life, creating mutual value among them.Whatever youre trying to do, its got to work for all the aspects of your life that matter, including and especially your work or career.Monster Your book includes many exercises that focus on being being real, being whole and being innovative. Can you recommend one?Friedman One of my favorites is the Four Circles exercise in which you analyze all the roles that you play in each of the four main aspects of your life work or school, family (however you define it), community (friends, neighbors, religious or social groups) and self (mind, body, spirit.)Draw four circles to represent each of the four domains and consider why your circles overlap o r not and how this makes you feel. Compatibility among circles indicates realness.Monster Should employers look to hire individuals who have a good work-life balance?Friedman Employers should be looking for people who are striving to live a full and meaningful life so they can sustain the energy and passion to invest at work. I recommend asking about prospective employees values and what they do to in seeking to align their actions with them.Monster How can employers help their employees achieve a better work-life balance?Friedman If youre asking an employee to be at work from 8 to 8, but youre not focusing on what theyre producing for you, then your employee is susceptible to burnout.If instead you focus on producing a measurable result and you dont care how, when, or where its done, thats empowering and liberating for your employee and its sustainable.Youre not asking less, but you are often getting moreAnd with respect to modeling, check out my article, The Happy Workoholic A Rol e Model for Employees. As long as executives understand that while they may want to be at work all the time, others may have other passions and responsibilities, and as long as executives focus on productivity and measurable results rather than on face time or other arbitrary measures that dont affect the bottom line, then its not essential for executives living a balanced lifestyle.They need to be authentic true to themselves.Author BioStewart D. Friedman is a professor at the Wharton School of Business at the University of Pennsylvania, and the founding director of the Wharton Leadership Program and Whartons Work/Life Integration Project. He is the author of the national bestseller Total Leadership Be a Better Leader, Have a Richer Life (Harvard Business Review Press, 2008).

The Ultimate Solution for Skills to Put in Resume That You Can Learn About Today

The Ultimate Solution for Skills to Put in Resume That You Can Learn About Today To pass the inspection, you need to match a specific amount of these keykorrekts. If youre interested in submitting an application for a particular job, review the post carefully and observe the list of skill requirements. If you are especially sound in an area an extremely speedy typist for example, it can be helpful to incorporate these details on your resume. Read through it a couple of occasions and youll probably spot three or four crucial skills mentioned repeatedly throughout the document. The 30-Second Trick for Skills to Put in Resume There are styles of preparing your skills section that may still show you in the ideal light. Regardless of what your age, and however much experience that you have, you always ought to be ready to learn a new skill or technique. Each word on your resume can be a trigger for a question via an interviewer, and youll frequently be requested to provide examp les of the skills you have referenced. Always have specific examples of your soft skills in mind, so you can find with evidence immediately if needed. Skills to Put in Resume - the Conspiracy For instance, a graphic designer needs both soft creativity abilities and difficult adobe photoshop skills to do their job well. Bu tirst, below are some critical things to remember when putting together an effective collection of skills. If youre searching for a job for a sommelier, list your understanding of wine fundamentals and food pairing, along with your experience with inventory administration. You currently have a lot of skills, therefore its just an issue of rounding them up and figuring out which ones result in the ideal applicant package. By way of example, say youre applying for the job of dump truck driver. In reality, there are particular jobs in which its important to place a skill section at or close to the top of the resume. To begin with, if youre seeing a great deal of hard skills that you just dont have, it can be far better move on to the next punkt. The figures which you will use have to be truthful and can be validated. Getting the Best Skills to Put in Resume So its important to be sure that you highlight the ideal skills. Key skills are work-related skills that you want to do a job. Hard skills arent skills that are tough to learn. Wherever you opt to place your skills on your resume, be certain to tailor your list of skills to the specific job. If youre not certain which skills you would like to share, consider your prior experiences. 3 First, you must spielblttchen the best skills for your resume. Not bow hunting abilities or nunchuck abilities. A Key Skills section, on the flip side, is listed on top of a resume. Perhaps your skill set is entirely different. Hard skills have a tendency to be more technical, and each business or kind of job will often have its personal essential set. If you would like to showcase your organi zation skills, obtaining a tightly structured resume certainly helps. What Does Skills to Put in Resume Mean? For instance, if youve got specific experience with Microsoft Excel or a similar spreadsheet program, you definitely need to include things like this on your resume. Downloading somebody elses expertise is able to help you see what you require, and will be able to help you brainstorm strategies to get there. Technical skills are either something youve got or you dont, but theyre always something which youre able to learn. Review their About Us page and see whether your soft abilities or attributes are aligned with the organizations core values. The Argument About Skills to Put in Resume Your aim is to make your talents easily identifiable so that your resume is the one which receives a recruiters interest. An effective communicator is frequently a fantastic motivator, which means that you can get other people to do their jobs. If youre still not certain if at least one of these skills are best for your situation, one quick method to check which skills the employer is seeking is to inspect the work description. There are a few skills that will be totally necessary for any successful candidate. This info is important useful for determining whether you may be lacking the important skills required to find the job that you want. Dependent on the help of our expert sources, here are a couple of broad classes of skills your resume could include, together with unique methods to express them. Remember the Hiring Manager may request that you take behavioral profiling tests. Skills to Put in Resume for Dummies Self-confidence is crucial to landing work. If you think in the corporate mission, and whether or not it meshes with what you wish to escape from the job, you get a very good foundation to be motivated. Just dont forget to double-check whether adding social media to your particular resume is acceptable for the job Look through the work de scription. A persons unique set of skills is among the many aspects of a resume. Or perhaps you want to reinforce a product included in your resume skills section as you know that it is vital to the function. It is possible to find below a list of the greatest skills you may put on your resume based on the sort of job that you are applying for. In the event the skills are of a specific type, they are sometimes bulleted or separated with commas. Communication is a top skill valued in virtually every profession, but it gets especially vital in the plan market. Sales and Marketing Youll require an assortment of skills to be effective in a sales role, and youll have to be in a position to demonstrative those skills to prospective employers. Listing your skills provides a chance to showcase your abilities and experiences to prime employers for the remainder of your resume. The Battle Over Skills to Put in Resume and How to Win It Finding the correct career doesnt mean settling for the very first job opportunity that arises. Your skills are an overview of what you could do for the prospective employer if you were offered the work at the moment. Exceptional people skills are a critical portion of what makes you such a standout employee whod be an asset to any company that offers you an opportunity to shine.

Hiring now Apply for jobs at Rover.com and adidas!

Hiring now Apply for jobs at Rover.com and adidas Obsessed with your dog? Always on the latest performance wear tip? PowerToFly is hiring for multiple positions with Rover.com and adidas in Seattle, Germany, Portland, NYC, Pittsburgh and Houston.PowerToFly is the women-in-tech hiring platform working with companies who are prioritizing inclusion, diversity, and making their workplaces woman-friendly. Click the links below to read our newly published job descriptions and apply. Dont have a profile on the PowerToFly hiring platform yet? Its easy Sign up here and join our community of 100,000 women.Marketplace Analyst??Rover.com (Seattle)Senior Django Software Engineer, Search Algorithm??Rover.com(Seattle)Lead Software Engineer, Android??Rover.com (Seattle)Product Designer??Rover.com (Seattle)Senior Django Software Engineer??Rover.com (Seattle)SVP, Strategy and Projects??adidas (Herzogenaurach, Germany)Vice President of IT, North America??adidas (Portland, OR)Senior Manager of Customer tafelgeschirr??adidas (Portland, OR)Senior Project Ops Manager??adidas (Portland, OR)Senior Sales Planning Manager??adidas (NYC)Master Data Analyst??adidas (Portland, OR)Senior Sales Planner??adidas (Pittsburgh)Key Account Manager, Academy APP??adidas (Houston, TX)Senior Retail Marketing Activation Manager (Action Sports)??adidas(Portland, OR)Director, Planning??adidas (Portland, OR) Aki Merced

ASME Program Certifies Nuclear Quality Assurance

ASME Program Certifies Nuclear Quality Assurance ASME Program Certifies Nuclear Quality Assurance ASME Program Certifies Nuclear Quality AssuranceThe ASME Nuclear Quality Assurance (NQA-1) Certification Program provides centralized, independent, third-party certification for quality assurance programs in conformance with the ASME NQA-1 standard, Quality Assurance Requirements for Nuclear Facility Applications. Officially launched three years ago, the NQA-1 Certification Program aims to expand the nuclear industrys supply chain with organizations that are committed to understanding quality and providing first-class nuclear products and services. ASME worked with industry leaders in the field of quality assurance, members from the NQA Standards Committee and its Subcommittees, and the Committee on Nuclear Certification, to develop the NQA-1 Certification Program, which was designed ensure the proper application of the NQA-1 requirements. To receive NQA-1 certification, a companys quali ty assurance program is assessed by a team of trained ASME auditors with an extensive background in quality assurance. Once the team conducts a complete audit and determines that the supplier is implementing its QA program in compliance with the NQA-1 standard, the company will receive an NQA-1 Quality Program Certificate. The NQA-1 Certificate indicates to customers that the certified company has an established nuclear quality assurance culture and that its QA program has been continuously updated to meet the latest edition of the standard.Eighteen months ago, ministerprsident Technology became the first company to complete the NQA-1 Certification program. The company, which is located in Blackfoot, Idaho, specializes in manufacturing for government and the commercial nuclear, pharmaceutical, food processing, and mining and petrochemical industries.Having the certification from ASME has increased our visibility within the nuclear community, including opening doors to gaining access to bids, according to Burke. In addition, having the ASME certification has reduced the time customers spend conducting additional audits by more than half, and cut the size of those audit teams in half. In the past, the first thing an audit team would ask for is to our manual, Burke said. Now, the first thing people want to see is our NQA-1 Certificate. In addition to those benefits, the program has also shown ministerprsident Technology a financial return in the marketplace, according to Sayer. We have been able to secure millions of dollars in contracts based solely on our company having an NQA-1 Certificate, he said. Recently we were awarded a contract because one of the requirements was to be NQA-1 Certified by ASME. Not only has the company seen a benefit in the nuclear arena, the certification from ASME has also benefited Premiere in unexpected ways, including helping the company secure two international contracts in the aerospace and oil and gas markets, Sayer said. Even th ough we have a certification in NQA-1, the two companies felt comfortable that we possessed the knowledge and understanding of the requirements of the NQA-1 standard throughout our shop, he said. NQA-1 certification is available to companies and organizations located throughout the world that have implemented a nuclear quality assurance program in conformance with the ASME NQA-1 Standard (2008 edition and later editions and addenda). Certification is based upon an initial full audit of the program, followed by two interim audits within a three-year certification period to verify that the QA program is being maintained in compliance with the NQA-1 standard. Certification can be renewed at the end of the third year, provided that the company remains in compliance.For more information on ASMEs Nuclear Quality Assurance program, including how to start the certificate application, visit go.asme.org/nqa-1. Chris Mahler, business development manager at ASME, and Joseph Pang of ASMEs Standa rds Certification department, will be discussing the NQA-1 Program at the Energy, Technology and Environmental Business Association (ETEBA) DOE Supplier Conference in Phoenix, Ariz., from June 15 to 18. To learn more about their appearance at the conference, or for information on upcoming conferences, contact Chris Mahler by e-mail at mahlercasme.org.

Study The average workers inbox contains 199 unread emails

Study The average workers inpackung contains 199 unread schmelzglassStudy The average workers inbox contains 199 unread emailsEmails fly into your inbox at all hours of the day and night, making the elusive inbox zero feel even more out of reach.Just how bad is it?Anew report bycloud-based Enterprise Work Management providerWorkfrontfound that US employees average 199 unread or unopened emails taking up space in their inboxes at any given time.Sixty percent of respondents were on board with the idea that the time I have to spend dealing with email is time I could be more productive.Here are just a few of the other findings from the research.People find their emails pretty annoyingFor the report, researchers surveyed 2,001 enterprise U.S. office employees who work at places with a minimum of 500 workers, work with others on assignments, and use a computer for their work.This is how knowledge workers use and feel about emails.A whopping 94% of workers rely on email for work management, with spreadsheets (78%), shared documents (77%), shared networks and/or folders (73%), and handwritten lists (57%) among other popular choices.Excessive emails was found to be the second most chosen thing when it comes to what hinders productivity at 53%, second only to wasteful meetings at 57%.These are among the things people labeled as a big/somewhat of a problem when it comes to emailUsing a lengthy email to relay info that would be better conveyed through face-to-face or a phone call (55%)Following a conversation through lengthy email threads (55%)Getting copied on emails that are notlage relevant to your job (54%)Alex Shootman, CEO of Workfront, commented on the findings in a statement. Our survey confirms that email, used for the wrong purposes, has become a productivity hazard for workers The undeniable fact is there are plenty of issues when it comes to email because email was never intended to manage work, Shootman said.People dont like hearing this jargon at work eitherIf one thing is also clear, its that certain terminology grates on peoples eardrums likenails on a chalkboard.Whilepassive-aggressive work phrases and ridiculous jargonare classic parts of the workplace, the Workfront report also found that certain terms bug people in the office.People thought these were the most overused. Think outside the box was hands-down, the most popular choice at 47%.Synergy and bandwidth both trailed behind in second place at 18%, followed by circle back at 13%, at a high level at 12%, and table this conversation at 8%, among others.Heres what people think work will look like in the futureWhile 95% of respondents in the Workfront report thought that despite advances in AI, there will always be the need for the human touch in the workplace, 88% agreed thatthere are a lot of opportunities for those with the right skills in the automated workforce.But 34% also think that people in their fields will be going head to head with robots, machines and/or AI in the not- so-distant future.Asked about the workplace of the future, 63% said companies will welcome more use of platforms like Slack, social media, Yammer, and other chat apps when it comes to working together, 53% said more than half of employees will work remotely, and 52% said email will fall further out of favor as people use other communication methods.When asked to predict how the office will change five years from now, 61% said that theyll be able to work remotely because of video conference calls, 50% agreed that mobile phones will become your mobile office, and 20% think email wont be a main way to work together anymore.

The First 10 Seconds Will Make or Break Your Resume

The First 10 Seconds Will Make or Break Your ResumeFirst 10 Seconds Make or Break Your ResumeThe First 10 Seconds Will Make or Break Your ResumeLast Tuesday I spent the day in Boston critiquing resumes at the Women for Hire job fair. I met dozens of smart, talented, eminently qualified job seekers and saw a lot of resumes that were NOT passing the 10-second test. Like it or not, hiring authorities typically decide within 10 seconds whether theyll bother to read your resume. Does your resume have an impressive opening that will hook your reader in 10 seconds or less? If not, that may be why its not getting you as many interviews as youd like.Its not easy to advertise and market ourselves, and it seems especially difficult for women, as a post (Why Women Need to Toot Their Own Horn On Their Resumes) on the WorkingGirlblog recently pointed out. But its got to be done.Not sure how to begin? Look at a few magazine ads for inspiration. Like resume writers, ad copywriters have to make their case in a few seconds, otherwise the reader will flip to the next page. A resume that launches right into a dry listing of your work history and job duties is like a shampoo ad with a headline that says, Pyrithione Zinc Water Ammonium Laureth SulfateAll shampoos have pretty much the saatkorn ingredients. And everyone who is applying for a particular job will have pretty much the same qualifications. The secret is to differentiate yourself and target your readers emotions in those first 10 seconds. You need to tell the reader whether youre the shampoo that relieves an itchy scalp and gets rid of embarrassing flakes, or the kind that repairs damaged hair and leaves it silky-smooth. In other words, tell the reader how you will fulfill their (business) needs and solve their (business) problems. To do that, you have to think like the hiring manager. Scrutinize the job posting, the employers web site, and any news you can find about the organization to help identify which business needs to address. Then ask yourself what youre especially good at, and what special skills or accomplishments youve achieved that align with those business needs. Some ideas might beStreamlining inefficient processes,Saving money or time,Improving morale,Making customers happy,Identifying safety hazards,Analyzing cryptic data,Increasing sales,Decreasing errors,Staying under budget, orBeating deadlines.Next, take it one step further by using numbers or percentages wherever possible, or describing any special circumstances surrounding the accomplishments. For exampleDeveloped and implemented safety program that decreased injury rates 12% and lowered annual Workers Compensation premiums by $5,000Maintained aggressive distribution schedule and met 97% of shipping deadlines despite significant damage to facilities and equipment after Hurricane KatrinaThose are the kinds of things that can jump off the page in the first 10 seconds and make you stand out among others with similar backgrounds. Pu t these highlights at the top of the resume, under a heading such as Summary of Qualifications, Professional Summary, Major Accomplishments, Achievements and Qualifications, or whatever makes sense for your situation.Once you hook them with your 10-second summary, then they can read your work history, see your experience, and realize how smart, talented, and eminently qualified you are