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Tag Archives: HR Consulting
Compensation, Compensation & Benefits, Employee Relations, Employment, Health & Welfare Plans, HR, HR Consulting, HR Education, HR Services, HR Solutions, Human Resources, Management, Staffing Services, Team Building, Training & Safety
National PEO Relieves Companies of the Confusion and Hassles Associated with the Arizona Everify Compliance Requirements
April 8, 2010 EPR Human Resources News
National PEO, a leading provider of PEO services in Arizona and across the nation, offers an Arizona Everify service. As new regulations and laws governing businesses are established, the process of running a business grows increasingly complicated. Small to mid-sized businesses often find that back office duties take up more time than revenue-producing activities. The Arizona Everify regulation is another in a long list of chores that businesses must comply with. With no end in sight of regulations and back office duties, more and more businesses are turning to the professional HR Consulting services of National PEO.
The E-Verify program is an internet based system operated by The Department of Homeland Security's U.S Citizenship and Immigration Services Bureau. Although the system is set up to be user friendly, it is vitally important that precise steps are followed. Many businesses are finding that this system, added to the multitude of other back office duties, results in mass confusion. A mistake with the Arizona Everify requirement can result in possible suspension or even the loss of a company's business license. This thought can send chills down the back of a business owner.
The HR Consulting team at National PEO can alleviate that fear as they work to process each new hire and rehire made by a company. The team will follow up on any discrepancies in a timely manner in order to comply with federal deadlines. Businesses appreciate the fact that the HR Consulting team also answers employees' questions and audits the I-9's and employee filing system.
Additionally, National PEO keeps businesses informed of changes to federal and state laws related to immigration. This comprehensive service means that businesses are relieved of unnecessary stress and they can focus on the duties that bring in profits instead of time consuming administrative tasks.
National PEO has the expertise and professional team members that can help any business run more efficiently and therefore, more profitably. They provide services ranging from employee handbooks to compensation analysis, Arizona Everify and beyond. Besides having extensive knowledge of laws and regulations, National PEO HR Consulting professionals can also assist businesses with such things as document translations or even Spanish speaking tutorials for staff and management. Whatever Human Resource need a business has, National PEO has a solution that will result in a higher profit margin.
National PEO works to help businesses have more time to spend doing profit-producing activities and less time in the back office working on administrative tasks. Their renowned HR Consulting services include a wide range of the basic to the unexpected. Small to mid-sized companies across Arizona and the nation have found National PEO is unmatched in its professionalism and extensive knowledge. Services offered range from employee handbooks to compensation analysis, and even Arizona Everify compliance requirement services. In essence, National PEO works with companies to fulfill Human Resource needs, remedy problems and provide solutions.
Arizona EverifyHR Consulting
Careers, Employment, HR, HR Services, Human Resources, Jobs, Recruiter, Recruitment
Reed Personnel Services Qatar LLC Celebrates 24 Months Of Trading In The Qatar Financial Centre
January 27, 2010 EPR Human Resources News
Reed Personnel Services Qatar LLC is celebrating 24 months of trading in the Qatar Financial Centre and continues its "Business Seminar Programme – Mujtama"
Reed have been very pleased to work with businesses in Qatar, and would like to give some further added value back, as a key part of the business community that has contributed to their growth in Doha. Starting in February and throughout 2010 Reed will be running regular business seminars – at no cost to attendees – providing relevant information to help senior managers and HR professionals in business make the most of their human resources. The feedback f r o m the first Seminar was very positive with 67 attendees f r o m local businesses in attendance.
What you will gain…
1) Best practice HR, a global perspective – Would you like to benchmark what you do against the practices of other leading global organisations? This presentation f r o m an HR expert and Employment Lawyer with experience in the USA and Europe, will help you understand why you should have an HR Process and how to ensure it will be effective.
2) Best Practice HR, a local perspective – How do you ensure your practice is better than your local competition for talent? A leading local HR consulting expert with years of experience in Qatar and the Middle East will discuss how to take the best practice ideals and make sure they fit within the Middle East environment.
3) Talent Based Interviewing – Do you struggle to select the right people? This session will focus on tips and techniques to ensure your selection process is as thorough as possible.
4) Managing your recruitment agent – Are you getting too many unsolicited calls to your HR team and hiring managers? Do you struggle to know who you need to use for recruiting? Do you have a PSL, could you have a managed agent to save you time and negotiate lower rates for you? This session will ensure you maximise the returns f r o m your investment in external recruitment agents.
HR ConsultingReed Personnel Services Qatar LLC
Reed Abu Dhabi Is Selected As A UK Trade & Investment Successful Business
Reed Abu Dhabi has been selected as a UK Trade & Investment successful business and Maria Brown has been working with UK T&I to help support Foreign Trade and Investment.
Maria Brown, MENA Associate Director f r o m Reed Abu Dhabi has recently been approached by the Government's UK Trade & Investment team, having been identified as a successful UK business undertaking global expansion. After seeing the work Reed had done in the UAE over the last 12 months, UK T&I have been speaking with Maria about how to set up in business in the country and the importance of working with UK T&I during the early days and beyond.
Maria was asked to comment due to her pivotal all round role within Reed – a major recruitment specialist and hr consulting professionals, Reed's international expansion over last 3 years has see us grown through Europe, the Middle East a nd Asia Pacific.
Maria has been instrumental in various capacities for all Reed's International locations and is highly valued for her entrepreneurial business expertise, this combined with the award winner success Reed has created positioned her as a lynchpin of middle east life and business – and so her opinions and expertise were sought after.
UK T & I have now produced a DVD highlighting the pros and cons of UAE business start ups and the benefits of working together to help those new to the market, especially in the early stages.
The Return of Optimism for Finance Professionals
November 20, 2009 EPR Human Resources News
GREEN shoots, double-dips, doom and gloom, staggering unemployment figures – we've seen it all in the media this year, but finally there is some hope on the horizon, with 67% of accountants expecting a return to growth by June 2010.
It would be easy to assume that there is no recruitment activity out there at all. On the contrary, there have been some very credible reports on how finance departments have fared better than most other business functions.
There have been some significant changes to the role of an accountant but there's never been a more exciting time to be part of the profession. There have certainly been some clear winners and losers as a result of the turbulent changes within 2009.
Within some sectors, finance professionals have experienced pay cuts of up to 20% of salary. Many Financial Directors have overseen reductions or removal of bonus schemes – including their own.
On a more positive note, there has been an increasing optimism amongst fast-growing, innovative and ambitious businesses – which are still prepared to pay competitive packages to secure the right talent. Interim and project professionals have had a busy year, with reports showing how the demand for interims has been consistent during this recession.
In fact, Reed Finance has never had more interims out working on assignments than they have currently. Just like in previous recessions, many organizations have made use of a more flexible workforce within their finance departments and turned to hr consulting and contracting services. Day rates for the most expert and specialist interim contractors have been resilient throughout the year.
Some industry sectors that have been regarded as being hit hardest by the market conditions have also been some of the most active recruiters. A number of organisations in financial services, manufacturing and the leisure sector have been using recruiting significantly – as a result of significant structural changes.
An entrepreneurial spirit and a sense of now-or-never amongst companies with aggressive expansion strategies, has definitely been noticed. This has all created an increased need for experienced finance professionals; with these employers looking for hands-on accountants who are interested in exciting, opportunistic projects.
Finance experts within the retail sector have survived the recession well, with recruitment levels maintained. Recruitment of senior finance posts within the Public and Third Sectors also remained constant in the first half of 2009.
accountantsCareersEmploymentFinance ProfessionalsHRHR ConsultingHR ServicesHuman ResourcesJobsRecruiterRecruitment
Careers, Employment, Employment Outsourcing, HR, HR Consulting, HR Services, Human Resources, Jobs, Networking, Recruitment
Hays Reports Energy And Sustainably Skills Required For Building Services
Hays, the world's leading recruiting experts in qualified, professional and skilled people, is reporting that despite difficult trading conditions employers' confidence is improving with positive signs for recruitment activity in the building services sector, especially for candidates with specialist skills, such as sustainability and energy efficiency experience.
Recruitment activity for jobs that require energy and sustainability expertise has remained steady across the public and private sectors, with employers particularly keen to attract individuals with a track record in implementing policies to reduce the carbon footprint and emissions of buildings.
Meeting efficiency targets is high on the agenda of most organisations and if a candidate can demonstrate experience in this field, this is a definite advantage and will improve the chances of being shortlisted.
"We have noticed that there are a range of permanent, temporary and interim opportunities for those individuals with energy efficiency experience. The types of role that employers are looking for include energy managers and facilities managers," commented Mike McNally, Business Director at Hays Building Services.
Experience of Display Energy Certificates (DECs) and Advisory Reports is a fundamental requirement. "The requirement for DECs only came into effect towards the end of 2008 and these need to be renewed every 12 months, therefore local authorities and institutions need specialists in this field to ensure that targets are being met and that they conform to the Energy Performance of Buildings Directive (EPBD)," continued McNally.
The equivalent for commercial and private buildings is Energy Performance Certificates (EPCs). Low Carbon Consultants advise on the design and operation of commercial buildings to meet the highest energy efficiency standards complying with Part L (Conservation of Fuel and Power) of the Energy Performance in Buildings Directive (EPB) and can subsequently qualify and attain the Low Carbon Energy Assessor (LCEA) grade.
These skills and qualifications can be easily transferred from the private to the public sector, which increases an individual's employability and can make a significant difference to those looking for building services jobs, particularly during the current downturn. "Achieving LCC status not only means that individuals can command better salaries but these specialists can make a real difference to consultancies and bring in much-needed project work," added McNally.
The competitive recruitment market means that jobseekers with senior strategic project management skills and evidence of cost savings on projects will clearly hold the upper hand. Delivering cost effective solutions and adding value are very much the order of the day. "It is imperative that individuals spend sufficient time on their CVs and quantify their achievements, carefully detailing all the projects they've worked on and the impact this has had on the bottom line. Prior experience of the implementation of energy saving technology should always be included when applying for building services jobs," explained McNally.
Chartership, qualifications and a solid Continuing Professional Development (CPD) record are all important considerations. "Individuals need to focus on career development and networking is a major part of this. Organizations such as the CIBSE, HVCA and the ECA hold numerous monthly meetings across the UK and are free to attend," concluded McNally.
building services jobsCareersEmploymentEmployment Outsourcingenergy managersfacilities managershaysHRHR ConsultingHR ServicesHuman ResourcesJobsNetworkingRecruitment
PML Risk Management Will Be Accepting PEO Workers Compensation Submissions For Underwriting Quotes On An Invitation Only Basis
October 28, 2009 EPR Human Resources News
According to company owner Jim Shelton, "After more than three years of hard work and several set-backs, our program is finally ready for the PEO markets we have been trying to help".
"The mid-market PEO will be able to breathe a refreshing sigh of relief with this program designed specifically for the PEO. In particular, smaller PEOs struggle to keep a workers' comp policy, let alone afford it. Why? Simply put, workers compensation carriers have attached a negative stigma to PEO's, requiring high collateral, deposits or "fixed" premiums based on an estimated annual premium, hurting the already beleaguered cash flow needed for the PEO's day to day operations. Larger PEOs tie up precious cash flow and credit; that won't happen with PML's program".
PML Risk Management, Inc. is trying to change the relationship between workers comp carriers and the PEOs who honestly and effectively manage their risk.
PML Risk Management, Inc, is not a professional employer organization (PEO), but the company owner has over 24 years experience as a PEO owner; fully aware of the workers compensation challenges and pitfalls facing the mid-market PEO, as well as the larger PEO.
This unique PEO program will offer qualified and accepted PEOs "Guaranteed Cost" Individual or Master Coordinated policies; all fifty states, No Collateral, little or NO deposit and a monthly reportable Pay-As-You-Go plan.
As an incentive, the program offers the PEO a profit-sharing dividend for keeping their loss ratio 40% or less. This program is the competitive blast of fresh air PEOs have been looking for.
If you would like more information about our PEO specific workers compensation program being offered through PML Risk Management, Inc, please visit www.peoworkerscompensation.com or call our licensed managing agent for more details ((210)) 380*2051.
CompensationCompensation & BenefitsEmployee RelationsEmploymentHealth & Welfare PlansHRHR ConsultingHR EducationHR ServicesHR SolutionsHuman ResourcesManagementPEO programPEO Workers Compensation SubmissionsPML Risk ManagementProfessional Employer OrganizationStaffing ServicesTeam BuildingTraining & Safetyworkers compensation
Acute Shortages Across UK Nursing Sector
Hays, the world's leading recruitment experts in qualified, professional and skilled people, has reported that the acute shortages felt across the nursing sector in the UK has led to demand for professional staff from overseas.
The most affected areas for nursing jobs are in critical care (ITU), A&E, theatre, intensive care (ICU) and accident and emergency medicine nurses, with skill shortages also apparent for obstetrician and gynaecologist, orthopaedic, anaesthetic and recovery nurses.
"The available talent from abroad throws an important lifeline to the UK given the pressing need for skilled nurses. Around 10% of nurses working in the UK have trained abroad and the shortage of skills can only be adequately filled by targeted international recruitment," commented Simon Hudson, Director of Hays Global Resourcing at Hays Healthcare.
A combination of more effective utilisation and retention of skilled nurses, increased emphasis on training new nurses and, in the short term, increased international recruitment, would seem to provide the optimal solution to the nursing jobs crisis.
"While most of our temporary and permanent recruitment is carried out locally, the demand for certain skills has outstripped supply. It is therefore our responsibility to help clients attract these key professionals from outside their local market," stressed Hudson.
An international presence in 28 countries enables Hays to reach and target this extended pool of nursing professionals. "Our office network means we can source candidates from abroad and assist UK employers in finding correctly qualified nursing staff to meet their requirements," added Hudson.
Hays Healthcare has now added a comprehensive project methodology programme, LOCATE, to its portfolio to provide further support to employers via its global network.
"This gives employers extra confidence to partner with us to fill the gaps in their workforce," explained Hudson. "The new methodology, within an international recruitment context, helps our clients through the process – it is innovative and comprehensive, detailing exactly how each project will be handled to ensure that it is a success every time."
The problems facing the nursing sector in the UK are further compounded by an ageing domestic workforce – around 60% of the worker population is due to retire over the next decade. However, the shortage of nurses is not just limited to the UK with demand outstripping supply across the world, which in turn fuels a cyclical international movement of labour in the nursing profession. Many UK nurses are leaving to go and work abroad, to destinations such as Canada, Australia, the Middle East and the United States. Hudson explained: "Clearly, lifestyle and financial reasons rather than an inability to find a job in the UK are two of the key motivators."
Hays has also launched the Hays Healthclub, which supports existing and new workers. It provides new Hays members and those who refer others for roles, which are suffering from skill shortages with a £250 Healthclub bonus.
CareersEmploymentEmployment OutsourcinghaysHRHR ConsultingHR ServicesHuman Resourcesinternational recruitmentJobsNetworkingnursing jobsRecruitmentUK Nursing Sector
New International Recruitment and Jobsearch Website
Leading recruiter Reed Specialist Recruitment has launched a sophisticated but simple to use global website to help organisations and jobseekers quickly and easily find the right talent or role in 12 different countries – the UK, Australia, Bulgaria, Czech Republic, Hong Kong, Hungary, Ireland, Malta, Poland, Qatar, Singapore and the United Arab Emirates.
Developed at a cost of approximately £250,000 in association with Golley Slater Digital, www.reedglobal.com has four local language versions – Bulgaria, Czech Republic, Hungary and Poland – twitter and RSS feed options, salary guides, reports and recruitment case studies, as well as useful talent finder and send us a vacancy functions.
Reed Specialist Recruitment marketing director Mark Milner explains the thinking behind this significant investment in the online recruitment space: "With the internet now an essential part of so many people's working and leisure lives around the world, we wanted to make our recruitment expertise and experience readily available locally to employers looking to bring in the best local talent, and jobseekers in search of the right opportunity.
"By integrating the service offerings of Reed Consulting and Reed Learning into www.reedglobal.com, candidates and clients alike can use the site as a one-stop shop for recruitment and HR consulting."
In the UK, the site has been carefully integrated with www.reed.co.uk – the UK's largest jobsite – which contains easily searchable details of 100,00 live vacancies and approximately two million jobseekers, and regularly receives in excess of 1.5 million job applications each month.
Looking ahead, Reed are looking at the possibility of developing a mobile platform, as well as enabling greater interaction with consultants live on the site through functions such as instant messenger and live chat.
About Reed Specialist Recruitment:
Founded in 1960, Reed is a specialist provider of permanent, contract, temporary and outsourced recruitment solutions, as well as IT and HR consulting.
CareersEmploymentHRHR ConsultingHR ServicesHuman ResourcesJobsJobsearch WebsiteJobseekersRecruiterRecruitmentrecruitment solutionsReed Specialist Recruitmentreed.co.ukreedglobal.com
Conflict Resolution, Corporate Culture, Employee Injury Prevention, Employee Relations, Employment, Health & Welfare Plans, HR, HR Consulting, HR Education, HR Services, Human Resources, Labor Relations, Leadership, Management, Managing in Hard Times, Training & Safety, Workplace
Acas Urges UK Businesses To Tackle Mental Health In The Downturn
October 9, 2009 EPR Human Resources News
Acas, the employment relations service, is encouraging UK businesses and managers to prepare for the longer term effects of the recession and implement policies and procedures to help cope with mental health issues in the workplace.
In a recently published policy discussion paper, Acas looks at some of the lessons that can be learnt from tackling workplace stress. It advises business and managers to look at how they can anticipate and identify mental health problems in the workplace and what steps should be taken to respond to them.
Figures show that mental health problems cost UK organisations around £26 billion each year*. The latest figures also reveal that the total number of unemployed has now reached 2.47 million**, which could have a further adverse impact on employees' wellbeing.
Ed Sweeney, Acas Chairman, said: "The economy may hopefully have seen the worst of the recession but the impact on workplaces will be felt far into the future.
"Implementing procedures to effectively deal with mental health issues in the workplace has strong benefits for individuals and organisations. Early intervention can play a critical part in reducing the problem of ill health at work and this 'prevention over cure' approach will ultimately help businesses and employees save time, stress and money."
Measuring the impact of the recession on employees' mental wellbeing can be difficult as the stigma associated with mental health creates barriers to measuring the true extent of the problem.
Acas is urging organisations and managers to implement effective policies and procedures to help managers deal with the long term impacts of the downturn and safeguard the health and wellbeing of employees. This might include:
– workplace training – to raise awareness of stress and
mental health so that line managers, in particular, can tell if an employee is
suffering from additional or excessive pressures
– Good interpersonal skills – to help nurture trusting relationships with staff who
may be anxious about disclosing their mental health problems
– A supportive organisational structure – that guides managers by providing clear
policies and procedures for managing mental health
AcasConflict ResolutionCorporate CultureEmployee Injury PreventionEmployee RelationsEmploymentemployment relations serviceHealth & Welfare PlansHRHR ConsultingHR EducationHR ServicesHuman Resourcesinterpersonal skillsLabor RelationsLeadershipManagementManaging in Hard Timesmental health issues in the workplacesupportive organisational structureTraining & SafetyWorkplaceworkplace training
Recruiting Private Sector Talent Is Now A Priority For Public Sector
August 25, 2009 EPR Human Resources News
Hays Public Services has revealed the results of a new survey which shows that more than 80% of public sector organisations believe skills shortages in their organisation would be best filled by private sector workers.
Employers based across public services divisions including education, central and local government, housing, the NHS, charities and not for profit organisations stressed concern about the lack of commercial talent. 47% of respondents also said there are widespread skill shortages generally and this needs to be addressed in order for quality services to be delivered.
Concerns expressed by respondents identified shortages in management skills (54%) and indicated that the most valuable attributes a private sector candidate can bring to the public sector is commercial expertise (61%) and creativity (17%). Other attributes include a different drive and ethic.
The time to move to the public sector may be now, with 63% of employers confirming they have noticed an upturn in applications. Significantly 86% believe this increase is beneficial with job candidates bringing a diverse range of skills experience and willingness to adapt to new methods.
Andy Robling, Director at Hays Public Services, said: "The recession has forced people to re-evaluate their perception of a job in the public sector and they have come to realise that it offers comparable pay, generous benefits and a challenging, yet rewarding, environment. At the same time, many public sector organisations are undergoing a period of change and commercial expertise is highly valued to manage this process and drive efficiencies. Employers need to make sure they are tapping into this pool of talent. Jobseekers with a commercial background have never been more available or more willing to make the move."
Although almost two-fifths of public sector employers are adamant that the recession has enabled access to a pool of talent that may otherwise not have been on offer, there is also the concern that once the economy picks up many of the new workers will leave and go back to previous private sector employment, once again leaving a dearth of skills.
About Hays Public Services:
Hays Public Services is part of Hays plc and specialises in public sector jobs including social housing jobs and a range of jobs in education.
CareersEmploymentEmployment OutsourcinghaysHRHR ConsultingHR ServicesHuman Resourcesjob candidatesJobsjobs in educationNetworkingnot for profit organisationspublic sector jobsRecruitmentsocial housing jobs
Business Development Paving The Way To Successful Sales Growth
Hays Sales has revealed that the recession has underscored a shift in emphasis toward business development, as organisations seek to increase sales and grow market share.
"The demand for business development managers has remained buoyant, particularly in the service sector, in industries such as IT and utilities, but there are also opportunities in the facilities management side of construction," commented Kevin Dunbar, National Sales Director at Hays Sales.
A track record of business development is a highly prized asset in the current marketplace and this is reflected in the salaries and benefits on offer for the right individual. The need to develop and win new business, over and above the management of an existing client base, has led to a steady demand for sales professionals who can make a real difference to their company's bottom line.
"Organisations are looking for experienced business development managers, with the skills to bring in new clients and generate much-needed cash," continued Dunbar.
For those looking for business development jobs, it is imperative that CVs are tailored to each role and include all relevant competencies. "Individuals need to draw out the experience they have, make it specific to the role in question and demonstrate that they have the skills to meet the organisation's requirements. Quantifying achievements is very important, as employers want to see evidence of revenue streams," Dunbar explained. "Employers are looking for a blend of strong commercial and interpersonal skills and are seeking evidence of how individuals handled themselves in certain situations and how capable they are of interacting with colleagues to achieve desired outcomes."
One of the fundamental issues for employers is to attract the right calibre of candidate for their business development jobs, given that many jobseekers are cautious to move in the current market. With job security the most important consideration for employees, organisations need to find innovative recruitment solutions and delivering a strong sales message is a key lynchpin to a successful recruitment strategy. Establishing a thorough recruitment process is central to this and will also have a positive 'knock on' effect to reduce staff turnover. The use of online advertising has become a focal element behind any successful recruitment strategy. "There are a whole host of solutions, including bespoke campaign sites, SMS messaging and video content, to promote both the organisation and its roles," stated Dunbar.
The sales industry continues to be blighted by high levels of staff turnover, particularly in the utilities sector, which serves to reinforce the need to focus on employee retention. Although investment in training and development is an important way of engaging with any workforce the current climate has not facilitated this, as companies struggle to generate sales.
"Training tends to take a back seat during a recession and is one of the first areas to be affected by spending cuts. That said, jobseekers place great value on career development and so employers need to strike the right balance if they are to retain their best sales teams," concluded Dunbar.
Hays Sales is part of Hays plc, specialising in a range of sales jobs from telesales jobs to sales director jobs. It is market leader in the UK and Australia, and one of the market leaders in Continental Europe. As of 30 June 2008, the Group employed 8,294 staff operating from 380 offices in 28 countries across 17 specialisms.
business development jobsbusiness development managersCareersEmploymentEmployment OutsourcingHRHR ConsultingHR ServicesHuman ResourcesJobsNetworkingRecruitmentsales director jobssales jobstelesales jobs
Rise In Number Of Teaching Applications, Report Says
A recent Hays Education survey has shown that more than a fifth of teachers believe the increase in teaching applications is positive, because the so-called 'credit crunch teachers' are bringing new skills and experience with them.. However, current teachers have also questioned their motives and 33% are concerned that they don't realise how difficult teaching is and won't stick with their newfound careers when the economy picks up.
Martyn Best, managing director of Hays Education, said: "Interest in teaching jobs has increased during the recession. Naturally, people are looking for the added job security, but they are also taking stock and assessing what they really want from a career – particularly if they have been made redundant and feel let down by their previous employer."
The government has recently attempted to attract redundant workers into teaching by offering fastrack PGCE courses. The incentives also include golden handshakes to those chosing to teach science or maths.
Stuart MacKenzie is a former graphic designer who turned his back on commerce and retrained as a teacher. Stuart, who is now head of design and technology, said: "I was a graphic designer working with clients such as Cadbury and Rolls Royce before becoming a teacher. Real-life experience is really helpful in the classroom and adds to the breadth of knowldege that you can pass on to a class."
The vast majority of respondents (84%) confirmed this, with the belief that recruiting teachers from a wider cross section of backgrounds – including commerce – would benefit the teaching profession. Interestingly, it also seems the tide is turning against some of the common misconceptions of teaching with 59% of teachers stating that they were happy with their work-life balance.
Martyn Best said: "Our advice is to contact your local school and get some practical experience. See how schools have progressed and find out whether the reality of a career in the classroom would suit you. Then take a PGCE course and explore which side of teaching you prefer. A positive attitude, good communication skills and patience were rated most highly by current teachers. Many people will have learnt these skills in the private sector and once they have the relevant qualifications will find that teaching is a career they can excel in."
About Hays Education:
Hays Education is part of Hays plc, specialising in range of education jobs from teaching assistant jobsto headteacher jobs. It is market leader in the UK and Australia, and one of the market leaders in Continental Europe. The Group employs 8294 staff operating from 380 offices in 28 countries across 17 specialisms.
Careerseducation jobsEmploymentEmployment OutsourcingHays Educationheadteacher jobsHRHR ConsultingHR ServicesHuman ResourcesJobsNetworkingRecruitmentsurveyTeaching Applicationsteaching assistant jobs
HR Consulting and Safety Compliance Services By National PEO
August 4, 2009 EPR Human Resources News
National PEO LLC (Professional Employer Organization) offers safety compliance services along with a full spectrum of HR consulting expertise to a wide range of industries including food services, manufacturing, health care and construction.
Human Resources has been for years a frequently understaffed or overlooked department, especially in small and medium sized businesses that are focused on production and revenue rather than administrative requirements. However, it's often at this stage that companies are in most need of HR best practices to facilitate strategic growth and manage various regulatory compliance issues. National PEO offers programs that can help companies with any of their HR needs, including:
• Employee development and training.
• Staff programs, safety programs and employee handbooks.
• Compensation analysis.
• Regulatory compliance, including safety and environmental compliance.
• Regional taxation rules.
• Strategic planning.
National PEO clients benefit from the experience of a company that was founded ten years ago and has remained committed to remaining at the leading edge of professional employer organization best practices and well as emphasizing unparalleled customer service.
Arizona Environment Progress, Inc., a National PEO client has this to say: "The staff is courteous and helpful, and goes the extra mile for their clients. Their Human Resource Department is such a pleasure to work with. We can always get answers to our most difficult questions, and most times have the answer within one hour. We would recommend them to any company."
National PEO goes far beyond what typical a HR Consulting Firms offer, including the availability of bilingual support staff. Safety compliance includes providing a full safety inspection of the client's facility, following OSHA inspection standards, accompanied by a written report and photographs. Going beyond the level of a trial inspection, a full safety audit is also available. This includes an inspection, review of OSHA 300 logs for the past five years and a comprehensive review of the company's accident reports, safety training programs, environmental programs, hazardous material management plans and other relevant documentation. National PEO then assists the client to achieve abatement and compliance once an OSHA compliance inspection is completed.
For further information about National PEO's HR Consulting services, including safety compliance programs, payroll processing and employee benefits programs, please call 480-429-8098, or visit www.nationalpeo.com.
About National PEO LLC
National PEO LLC was founded in 1999 and has enjoyed a decade of steady growth, becoming a leading provider of PEO services to hundreds of companies throughout Arizona and the United States. National PEO's executive Safety Compliance Services team exceeds a combined thirty years of experience in the field and continues to steer National PEO toward exceeding expectations of a HR Consulting Firms through innovation, leadership, customer satisfaction and setting the trend for PEO industry best practices.
CompensationCompensation & BenefitsCompensation analysisEmployee development and trainingEmployee HandbooksEmployee RelationsEmploymentHealth & Welfare PlansHRHR ConsultingHR consulting expertiseHR Consulting FirmsHR EducationHR ServicesHR SolutionsHuman ResourcesManagementNational PEO LLCnationalpeoPEOProfessional Employer OrganizationRegional taxation rulesRegulatory complianceSafety Compliance Servicessafety programsStaff programsStaffing ServicesTeam BuildingTraining & Safety
HR, HR Consulting, HR Software, HR Solutions, Human Resources, Management
ISV Partner Is Dedicated To Oracle Human Capital Management
July 30, 2009 EPR Human Resources News
Applaud Solutions today announced that it has become a Partner in the Oracle® PartnerNetwork. Applaud Solutions are a new cross market Independent Software Vendor dedicated wholly to producing solutions for Oracle® E-BusinessSuite HCM.
Formed in 2008, the founders of Applaud Solutions have all had over a decade's worth of experience in Oracle HCM and have worked on some of the largest UK projects in sectors including Local Government, Central Government, Retail, Finance and Telecommunications. Their goal is simple: create integrated solutions that are in demand f r o m Oracle HCM customers, built to the same world class standard as that provided by Oracle development.
Early solutions proving popular with early adopters include integrating Microsoft Outlook with Oracle® Learning Management and a new graphical user interface for Managers to schedule holiday bookings f r o m within Oracle® Self-Service HR.
Applaud Solutions are embarking on validating the integration of their solutions through Oracle's Application Integration Architecture (AIA) for Partners validation process.
Applaud SolutionsHRHR ConsultingHR SoftwareHR SolutionsHuman ResourcesManagementoracleOracle developmentOracle HCMOracle Human Capital ManagementOracle® E-BusinessSuite HCMPartner in the Oracle® PartnerNetworksoftwaresoftware vendor
Hays Social Housing Reports Increase In Demand For Housing Professionals
Hays, leading specialist recruiter, has stated that the government's plans to secure a brighter future for school leavers amid the rising tide of unemployment, has led to an increase in demand for support workers.
"We are experiencing a steady demand for social housing jobs, particularly for support workers to undertake varying assignments with the 16-25 age group and this requirement is expected to increase as government grants for supported funding become available," said Matt Lewis, Business Director at Hays Social Housing. Support workers typically assist individuals in hostels and refuges with their lives and the transition back to work. This means the skills employers are looking for include proven experience with client groups and an ability to undertake support plans.
In line with the government initiative, Hays Social Housing has been partnering with social housing providers to offer careers advice to tenants and youngsters that are at risk of being made homeless. "We've been running a series of workshops with a focus on how to create a winning CV and how to conduct yourself during an interview. The sessions have had a positive impact, helping to break down some of the barriers that are preventing individuals from fulfilling their true potential," explained Lewis.
The recession, which has brought hardship to many families, has also fuelled an increased demand for specialist help for those at risk of having, or who have had, their homes repossessed. "The demand for housing advice officers has increased significantly over the past few months. Salaries have remained stable given the increased competition for skills to attract the best applicants, as pressure for these services continues to increase," continued Lewis.
Due to the changing regulatory framework, one of the key trends has been the increased focus of housing associations on their customer service provision, which has led to a requirement for tenant and community engagement, neighbourhood involvement and inclusion. In addition the Decent Homes Programme continues to fuel tenant liaison opportunities with organisations such as contractors, building and utilities companies' officers. Meanwhile, there is also a demand for housing policy roles that focus on strategy and commercially-minded individuals who can drive efficiencies and generate new business.
"Housing associations are looking for individuals with transferable skills to work as leasehold officers, liaising with private landlords and carrying out risk assessments," added Lewis.
Two of the key requirements for individuals in social housing jobs are a solid work history and an ability to hit the ground running. While CIH qualifications are important, particularly for senior roles, these are not usually a pre-requisite. The demand for social housing professionals is likely to continue given the pressing need to increase the supply of affordable housing, as highlighted by the government's commitment to build new homes, which is a continuing sign that the sector remains buoyant.
About Hays Social Housing:
Hays Social Housing is part of Hays plc, specialising in a range of social housing jobs including housing benefit jobs and supported housing jobs. It is market leader in the UK and Australia, and one of the market leaders in Continental Europe. The Group employs 8,294 staff operating from 380 offices in 28 countries across 17 specialisms.
CareersEmploymentEmployment OutsourcinghaysHays Social Housinghousing advice officershousing benefit jobshousing jobsHousing ProfessionalsHRHR ConsultingHR ServicesHuman ResourcesJobsNetworkingRecruitmentsocial housing jobsspecialist recruitertenant liaison opportunities
Hays Purchasing & Supply Report Cost Efficiencies Fuelling Procurement Demand
According to Hays Purchasing & Supply, the leading specialist recruitment company, the implementation of efficiency and cost control drives within organisations has led to a sustained demand for experienced purchasing professionals.
"Many SMEs and smaller companies are being required to improve the supply chain to protect their profit margins, which calls for sophisticated planning and improved procurement within the market. Blue chips and larger organisations are also driving supply chain improvements to ensure the route to market is increasingly efficient," commented Pat Law, Managing Director at Hays Purchasing & Supply.
This has led to a steady demand for supply chain professionals, as employers seek to recruit for a range of purchasing jobs, including procurement, sourcing and contracts managers as well as those in forecasting roles.
"The diversity of roles spans across industries; from pharmaceuticals, food, fast moving consumer goods and the service sectors. Energy and utilities are also particular growth areas," continued Law. "Salaries and benefits packages have remained competitive although jobseekers are being more flexible when it comes to remuneration and location to secure their next role."
With many organisations cutting back on their learning and development budgets as part of cost-cutting programmes, the onus is on employees in procurement jobs to assume responsibility for their own development by demonstrating flexibility and making themselves indispensable. "Candidates should be looking for challenges and projects that broaden their experience, enhance their skill set through continuing professional development, whether through formal or informal training and they should look to take on extra responsibilities and seek ways to add value at every opportunity. Project based work outside of the 'day job' should be used to stimulate ideas and new ways of thinking," advised Law.
Working in an interim capacity, especially for those who have been made redundant in the current market, provides an excellent platform to gain experience of diverse industries. "There is however more competition for those interim roles," said Law. "It should also be noted that there are excellent opportunities for skilled jobseekers in both the public and private sectors, and therefore it is important for jobseekers to explore all available options and look to maximise their transferable skills."
Employers are expecting more from their recruits and it is up to individuals to deliver results from the outset, "Previously, organisations might have taken on a candidate who ticks the majority of boxes, filling any knowledge gaps with training to hone their skills. But now candidates need to hit the ground running and show how they can add value by making the current processes more efficient," remarked Law.
Commercial organisations are increasingly looking to improve their existing procurement teams, making them more efficient, effective and leaner to ensure a knock-on effect on profitability. "Each part of an organisation needs to be operating at maximum efficiency and as a result the focus for senior management is to cut costs across every step of the supply chain, from purchasing to final delivery," concluded Law.
Hays Purchasing & Supply is part of Hays plc, specialising in purchasing and supply jobs including warehousing jobs and contracts and supplier management. It is market leader in the UK and Australia, and one of the market leaders in Continental Europe. The Group employs 8,294 staff operating from 380 offices in 28 countries across 17 specialisms.
Careerscontracts managersEmploymentEmployment OutsourcingHays Purchasing & SupplyHRHR ConsultingHR ServicesHuman ResourcesJobsNetworkingProcurement Demandprocurement jobspurchasing and supply jobspurchasing jobsRecruitmentrecruitment companywarehousing jobs
Demand For Corporate Recovery And Insolvency Professionals Rising
Hays Senior Finance has revealed that the current economic downturn has triggered a rise in the demand for professionals with corporate recovery and insolvency experience, to work on both permanent and temporary assignments.
The increase in demand for these specialist skills across a range of industry sectors comes as a direct consequence of the difficult business environment. Professionals are sought after to work on a range of insolvency and corporate recovery jobs, from compulsory and voluntary liquidations through to administrations and corporate turnarounds. "Since the end of last year, we have experienced a rise in demand for insolvency, corporate and personal restructuring specialists, including administrators, senior administrators and managers," commented Kathryn Swan, Director at Hays Senior Finance.
Salaries have remained steady and even risen for some roles, added Swan: "Although remuneration levels have remained fairly constant for managers, senior managers and directors, we have noticed marginal increases for administrators and senior administrators, compared to 12 months ago".
Employers are typically looking for insolvency specialists, who have either gained experience with a Big Four, mid-tier or boutique insolvency and corporate recovery firm and this means that jobseekers would need to demonstrate experience of taking control of businesses that have succumbed to financial pressures.
An analytical mind and diplomacy are desirable attributes for those considering working in insolvency and corporate recovery jobs, with other required competencies including marketing expertise and commercial acumen as well as the ability to win new business. "On top of technical skills and qualifications, organisations are looking for experienced managers who can manage growing teams and who have a track record of winning new business," continued Swan. "Market activity has remained buoyant and with more senior level firms opening up new offices and taking on new teams, there are real opportunities for those wanting to specialise in corporate recovery."
The role of the corporate recovery specialist is a multi-faceted one: accessing the viability of each part of the business, ensuring all stakeholders buy into your plan and determining how to generate cash as fast as possible. Deflecting immediate threats to the client's survival and devising strategies to drive profits are central elements to any recovery strategy. The normal route is to sit the Certificate of Proficiency in Insolvency (CPI) exam and then study for the Joint Insolvency Examinations Board (JIEB) qualification. "This growth in demand has been for those with specific business review skills, for example Independent Business Reviews (IBRs), pre-lending or pre-insolvency," added Swan.
The demand for insolvency experts has risen across the UK and the number of opportunities for suitably qualified professionals looks set to continue.
"We've seen an increase in number of insolvent, compulsory and voluntary liquidations and debt restructurings. The number of companies involved rose sharply in the final quarter of 2008 and this upward spiral is expected to continue into the second half of 2009 and beyond," concluded Swan.
Hays Senior Finance is part of Hays plc, specialising in a range of senior finance jobs from finance director jobs to tax accountant jobs. It is market leader in the UK and Australia, and one of the market leaders in Continental Europe. The Group employs 8,294 staff operating from 380 offices in 28 countries across 17 specialisms. For the year ended 30 June 2008 the Group had revenues of £2.5 billion, net fees of £786.8 million and operating profit before exceptional items of £253.8 million and placed around 80,000 candidates into permanent jobs and around 300,000 people into temporary assignments. The temporary placement business represented 49% of net fees and the permanent placement business represented 51% of net fees.
CareersCorporate Recovery JobsEmploymentEmployment Outsourcingfinance director jobsHRHR ConsultingHR ServicesHuman ResourcesInsolvency ProfessionalsJobsNetworkingRecruitmentsenior finance jobstax accountant jobs
Demand For Experienced Invoice Finance Professionals
July 1, 2009 EPR Human Resources News
Hays Banking, specialist recruitment company, reports the need for companies to seek a financing facility and generate cash during the recession has helped to maintain demand for experienced invoice finance professionals.
Despite the problems encountered by the banking industry as a whole, invoice finance has remained fairly resilient, "Many providers are independent businesses and therefore have not been affected as much as the large banking institutions. The invoice funding facility can provide a much-needed boost to cash flow, particularly in the present climate," commented Tessa Hollingworth, Operations Director at Hays Banking.
Invoice finance is an integral part of commercial, business and corporate banking and is offered as a service by both independent providers and banks to commercial businesses of all sizes, from SMEs through to multinational corporations. The types of roles being recruited for include relationship and client managers, heads of customer relations and business development managers.
Among the key competencies required for invoice finance jobs are client and portfolio management experience, a track record of generating new business, liaison with external stakeholders and risk management control. Although there are no specific qualifications needed to specialise in invoice finance, organisations are typically looking for technical experience at relationship manager level and above. "Smaller invoice finance businesses will often require experienced individuals with excellent local knowledge and the ability to self-source deals through an introducer base," remarked Hollingworth.
Invoice finance is split into three core areas: factoring, invoice discounting and asset-based lending. Invoice discounting enables the organisation to retain control of their sales ledger with funds based on the value of invoices, while factoring means that the bank deals directly with a company's debtors, thereby eliminating the costs of administration. "Typically, individuals will specialise in either factoring or invoice discounting; the two are however closely aligned and candidates with these skill sets will often possess experience of both areas. Asset-based lending is a more complex, structured form of lending and is therefore a specialist area in its own right," explained Hollingworth.
Although direct experience is required for the majority of roles, there are routes into the profession for those with relevant industry knowledge, "Transferable skills from junior support roles within the banking sector and financial service sectors are a definite advantage for invoice finance roles," advised Hollingworth.
For those wanting to remain in a client-facing role, invoice finance allows the individual to gradually work towards the high-value client management arena, which brings greater reward and responsibility, along with access to more complex business structures. Client-facing success can also turn into staff management or area management positions in medium to large organisations if this is a preferred career path.
About Hays Banking:
Hays Banking is part of Hays plc, specialising in a range banking jobs from commercial banking jobs to wealth management jobs. It is market leader in the UK and Australia, and one of the market leaders in Continental Europe. The Group employs 8,294 staff operating from 380 offices in 28 countries across 17 specialisms.
banking jobsbanking sector jobsCareerscommercial banking jobscorporate banking jobsEmploymentEmployment Outsourcinghays.comHRHR ConsultingHR ServicesHuman Resourcesinvoice finance professionalsJobsNetworkingRecruitmentwealth management jobs
Employment, HR Consulting, HR Education, HR Services, Human Resources, Jobs, Recruiter, Recruitment
Become A Professional Housekeeper/Nanny
June 30, 2009 EPR Human Resources News
Nannies and Housekeepers apply for work usually with experience; however, very few are well rounded in all areas so that they can offer themselves as certified professionals in the field. In this economy, the more you know and can offer up as talents and skills, the more likely you are the one to be selected for the job and less likely to be fired.
A professional domestic should learn have good basic childcare skills, and know how to clean, cook, do laundry, flower arranging, table setting and serving along with knowing how to conduct themselves on a job when problems arise and how to communicate properly with their employers in an effort build and maintain a strong employer/employee relationship.
Our one day seminar covers all this and more. Check out www.martaperrone.com to know more about our course study to help you or your employee become a full charge certified professional domestic.
In addition, we do in-home training, personalized household manuals, recruitment and consultation!
certified professional domesticcertified professionalschildcare skillsemployeeemployerEmploymentHousekeepersHR ConsultingHR EducationHR ServicesHuman Resourcesin-home trainingJobsmartaperrone.comNanniespersonalized household manualsRecruiterRecruitmentseminar
IT Leads Organisational Efficiency – Reports Hays Information Technology
Hays Information Technology, a leading specialist recruitment company, reports a number of specialist IT skill sets have come to the fore during the current climate, as organisations seek to maximise efficiencies.
Providing technical solutions in a structured and cost-effective manner remains a key priority, particularly for larger organisations and consequently this has led to sustained demand for architecture expertise in the current IT architect jobs market. "Enterprise architects can still command excellent salaries and remuneration levels reflect the substantial cost savings that these individuals can bring to their organisations," commented James Lloyd-Townshend, Managing Director at Hays Information Technology.
The focus on cost efficiency has also fuelled demand for business intelligence consultants, whose remit is to prepare management information reports, keep senior stakeholders informed on all aspects of company performance and highlight areas where resources need to be diverted in order to optimise financial outlays. "SharePoint experience is a particular skill set that employers are looking for, as this can make a real difference to the way businesses share information, which in turn has a dual knock-on effect on engagement and productivity," added Lloyd-Townshend.
Virtualisation is a central part of an organisation's IT strategy in achieving consolidating and standardising infrastructure. This results in server and device consolidation and these reductions mean less capital expenditure, lower power consumption and maintenance costs, fewer human resource support requirements and software licenses. Cloud computing and cloud-based applications are seen as a pivotal part of this economy drive. Other specialist skills that are currently in demand for IT jobs include VMware, C# and .Net.
Some of the larger organisations in particular will be looking to increase their expenditure on IT projects during the second half of the year, in preparation for the upturn. "Businesses will initially look to bring in senior interim professionals to manage these projects and we would then expect them to gradually increase their permanent headcount as and when the market starts to pick up," added Lloyd-Townshend. "Small and Medium Sized Enterprises (SMEs) are also taking advantage of the current market conditions to attract talent and these organisations offer opportunities for individuals to make a real difference to their businesses."
While the nature of the current economic climate has altered the parameters for IT recruitment, many organisations are reassessing their requirements in preparation for delivering fundamental strategic projects, as this represents an opportunity to steal a march on the competition and subsequently gain market share. IT professionals can also bring their commercial skills to bear in the public sector, which is keen to hire individuals with a commercial background. "It is important that jobseekers research transferable skills and understand how these organisations operate," added Lloyd-Townshend as a note of caution.
Finding increasingly cost effective infrastructure solutions, enabling faster data access across organisations and sharing information to gain operational efficiencies have all led to a steady demand for specialist IT skill sets, which will help organisations through the downturn and provide a solid platform for the economic recovery.
About Hays Information Technology
Hays Information Technology is part of Hays plc, specialising in IT jobs including developer jobs and programmer jobs. It is market leader in the UK and Australia, and one of the market leaders in Continental Europe. The Group employs 8,294 staff operating from 380 offices in 28 countries across 17 specialisms.
Careersdeveloper jobsEmploymentEmployment OutsourcingHays Information TechnologyHRHR ConsultingHR ServicesHuman ResourcesIT architect jobsIT jobsJobsNetworkingprogrammer jobsRecruitmentrecruitment company


Thermo-Calc Software have partnered with the global leader in computational materials design, QuesTek Innovations, to offer Integrated Computational Materials Engineering (ICME) modelling services and novel materials design and development to the European market under the jointly founded company QuesTek Europe.
A T-45 hook shank that was produced with QuesTek's Ferrium M54 steel for the U.S. Navy t-45 aircraft. The hook shank was featured in a 2016 NIST-sponsored case study which detailed its rapid deployment in a 4 year cycle.
The new venture combines the powerful software and databases found in the Thermo-Calc platform with the proven Materials by Design® methodology developed by QuesTek to allow us to work with customers to develop novel materials or optimise existing materials using an ICME approach, which has been shown to be significantly faster and less expensive when compared to a traditional trial-and-error or experimental approach.
QuesTek is well known in the North American market for their proprietary Materials by Design® approach. Their success in designing and deploying novel materials was featured in a Materials Genome Initiative (MGI) case study sponsored by NIST. The case study details the rapid design of Ferrium M54® steel and deployment for a hook shank component for the U.S. Navy T-45 aircraft, demonstrating novel aerospace alloy commercialisation in a 4 year cycle.
Thermo-Calc Software have long considered offering design and development services, but we have maintained focus on developing our software and databases. This collaboration allows us to expand into design services by partnering with a world leader in the field while still maintaining our focus on our products.
This is not the first time we have worked with QuesTek. In fact, we have a long-lasting collaborative relationship with them, most notably highlighted by our joint development in 2012 of the Precipitation module (TC-PRISMA), which incorporates key models and algorithms from QuesTek's PrecipiCalc® precipitation simulation software.
To learn more about QuesTek Europe, visit the QuesTek Europe webpage or contact them by email at info@questekeurope.com or by phone at 46-8-316011.
This entry was posted in Announcements, ICME, Industry News, Newsletter by Bethany Huseby. Bookmark the permalink.


While digital cameras supply individuals the tools had to take several of one of the most spectacular images they have in fact in the past taken, in a great deal of cases also the best electronic camera cannot supply you the perfect shot. That is where digital photography software participates in play. Below are several of one of the most preferred photo editing software programs provided presently, and their uses.
If you mean to transform, plant and reduce your graphics in addition to produce related tasks as well as boost your photos, is the photo editing software for you. The absolute best part is that it is completely complimentary in addition to terrific for processing teams of photos quickly. Image force: this is one more freely of charge software application that contains paint and editing devices. It furthermore has a photo editor and also enables you to transfer pictures from scanners as well as digital video cameras. It is finest matched for printing, sending out along with customizing your pictures. The software has the tendency to be rather complicated; however completion end result is outstanding.
ellent for novices; this could be used to share, personalize and even publish free photo editing software download. Picasa: this is free software from Google that allows you to customize or even share any type of type of in addition to all images decreased your computer. The wonderful thing about this as well as most electronic photography editing software is that it quickly organizes all your pictures by date, which assists you to recognize and also arrange all pictures. Picasa permits you drag as well as drop pictures to create cads, along with label each album. Furthermore, Picasa has the capacity for sharing your pictures straight with Picasa or using your personal blog sites and e-mails.
Advertisement scenic view version 5.0: like all the previous software application, panorama allows you to both edit in addition to share your photos quickly and also quickly. Along with the fundamental photo editor features, scenic view has really added functions that assist you to set up, customize in addition to publish 360 degrees of spectacular photos into the web. Photo shark: this is free software that consists of a function to add obvious message or logo designs to your digital photos – likewise called etching – it could also permit you to develop actual watermarks on your pictures. These are numerous of one of the most preferred digital photo editing software easily available online – yet they are only the suggestion of the iceberg. As you seek your electronic photography recreation or profession you will absolutely uncover how you can comfortably control your photos – so do not wait to be innovative and also take some possibilities. You can constantly undo errors.


The Senate Order on Departmental and Agency Contracts (Murray Motion) requires agencies to place on the internet a list of contracts of $100,000 or more which are current or entered into during the previous twelve months.
The Senate Order requires the letter from the Minister to be tabled twice yearly, and no later than 31 August, in the case of the financial year listing and no later than 28 February (29 in a leap year), for the calendar year listing.
Pursuant to the Senate Order for Departmental and Agency Contracts (as amended December 2003), the following tables set out contracts entered into by the National Health Funding Body which provide for a consideration to the value of $100,000 or more.
The National Health Funding Body does not award grants and has nil response for this component of the Senate Order.
In accordance with 'Senate Continuing Order No 10', as varied by the Senate on 3 December 1998, relevant files created by the National Health Funding Body are detailed below.
• Files that are particularly sensitive having regard to the overall national interest.
Agency Records Listing for 1 July 2018 to 31 December 2018.
In accordance with Senate Order number 113 relevant meetings with the National Health Funding Body and former Ministers are detailed below.
Period 23 November 2016 to 6 February 2017 – nil response.
The above table includes all substantive senior executives who received remuneration during the reporting period, including those who were engaged by the NHFB for part of the year.


Through our website you can sell licenses for photos, vectors, videos and sounds.
We are still a very small agency based in Berlin / Germany.
We try to perform internationally. At the moment, sellers from over 20 countries are active on our website.
why do you find our pricing terrible?
Sellers can decide for themselves how high the selling prices are.
sellers can set a basic price (for the smallest video size) of 12 to 100 Credits (approximately 15 to 125 Dollar).
The larger video sizes are automatically calculated.
Many buyers want to expand or refine their search.
You are certainly getting off lightly with the questions! A couple from me.
Then, how would a contributor submit say 10,000 images. Anything other than "automatically via FTP" is not a good answer. If we have to visit the site in any way to prepare or submit images into the database it would be a non-starter.
Got your email so I checked your site.
I was wondering how many visitors do you have monthly and when did you start the agency?
it´s dangerous to come here with a half-assed concept, because members will grind you.
get your homework done first.
what is your business plan; how will you get buyers to change their behavior and buy from you? what is your marketing budget and how are you planning on marketing your business? what is your growth expectation for the next 3 years? what is your USP?
185K image online, other agencies have millions. when i search for business meeting there are 0 files.
how is this ever going to attract buyers?
I found it hard to create the website. Everything was programmed by myself.
Sales were better in 2016 than they are today.
Most buyers come from Google Images.
After Google re-indexed the first URLs (mid-2017), sales are rising again.
At the moment, sales are in the three-digit range.
Portfolios with more than 1000 files and stored IPTC data, we can offer an automatic acquisition in our system.
You save a lot of time and work. The upload takes place via FTP.
The agency has been online since the end of 2013.
The website has between 4,000 and 8,000 visitors per month.
I just wanted to react to an old topic.
In addition, I can handle criticism well.
Is not the first forum where I introduce Swoozo.
I'm trying hard to be enthusiastic about this. But lets just say that your total revenue for the month is $720 (high in the 3 digit range), then the payment to contributors would be $360. With 183K images online, that represents $0.002 (ie 0.2c) per online image per month of payments to the contributor. So my 10,000 images would earn $20? I guess that could be better than Canstock, but it is hardly an enticement to spend much effort on the project.
it's a little bit more ... The website is already financed by itself.
It was very hard to get there.
There are really few sales. But it gets better and better.
We depend on sellers who still want to support small agencies.
Imagine a world where big websites exist without competition.
For large portfolios we take over the work for them. This will save you a lot of time.
But there must be IPTC keywords and IPTC titles.
I like small sites, because you never know what they will become in the future, and you can have direct discussions with the owners.
But I strongly believe that the website design needs to be completely redone. If you can't make a modern, 2018 style website yourself, you need to hire someone to do it.
I know it's a lot of hard work, but right now it looks like a site from the late 1990's. Very few serious contributors and buyers would take that seriously.
I don't believe you need to have a huge library in the millions to be successful, but your website needs to look and feel top notch. It needs to feel modern and professional. Still using tables in 2018? That instantly dates the site back 10-20 years I'm afraid, and is just one example.
I wish you the best of luck, but the web design needs to be completely remodeled before anything can seriously take off. It just needs to look good.
Still using tables in 2018?
Do you mean the mobile use of the website?
I really mean it when I say that you need to look at the web design first and foremost, before doing anything else. I would say that it needs to be completely changed. Right now it doesn't look like a site made in the last 10-20 years. I think this is where your focus should be first and foremost.
Most buyers are designers themselves, and the look and design of a site is extremely important, especially if your target audience is designers.
It doesn't have to be complicated design. Just clean and modern. And don't even think about blockchain before the design is spot on.
Not complicated at all, very simple, but it looks like it was designed by a designer, and it looks modern.


A radiant performance by Academy Award® winner Gwyneth Paltrow (Shakespeare in Love) and a terrific adaption of Jane Austen's timeless novel are just two reasons why this witty romantic comedy won outstanding critical acclaim. In the lush countryside of 19th century England, there's a young woman so devoted to meddling in the affairs of others that she fails to recognise the longings of her own heart. Her name is EMMA (Paltrow). And, although she's 'never one to interfere', Emma manages to make a mess out of every romance she sets up. But her biggest blunder may lie ahead when she discovers her own feelings for her handsome brother-in-law...a man she can't decide whether she loves or loathes. Featuring a top supporting cast, this smart and sassy film has audiences cheering with delight.


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Appalshop Seeks Lead Organizer for Performing Our Future
Posted on July 16, 2020 by jrae
Performing Our Future Lead Organizer
Roadside Theater/Appalshop, Inc.
Performing Our Future (POF) is a coalition of community-led organizations representing rural and urban communities from around the nation, working through culture to build power and wealth in communities with a shared history of resistance to economic exploitation. The coalition was convened in 2018 by Roadside Theater, a division of the east Kentucky-based arts and humanities center Appalshop. Performing Our Future is a program of Roadside Theater, and the lead organizer will work with the support of the Director of Roadside. The Director of Roadside will be the direct supervisor of the lead organizer. The lead organizer will also work closely with the Performing Our Future Steering Committee, composed of leaders from each organization within the coalition.
The Performing Our Future coalition currently includes: The Arch Social Community Network, working to enrich the neighborhoods of West Baltimore by providing an outlet for cultural expression through arts, entertainment and social dialogue; Black Belt Citizens Fighting for Health and Justice, working towards a Uniontown, Alabama and Black Belt region where all people will unite to act in love for shared liberty and justice for all; The Letcher County Culture Hub, a growing network of community-led organizations in the coalfields of East Kentucky, working to build a culture and economy where we own what we make; Rural/Urban Flow, bringing together producers of art, culture, and agriculture to harness, share, and grow community wealth across the rural-urban continuum in Milwaukee and Sauk Counties, Wisconsin.
The lead organizer will work alongside coalition leadership and the Roadside ensemble to develop and advance the coalition's agenda and long-term goals. The organizer will be primarily responsible for building power—understood as organized people, building relationships, developing leaders, and expanding the coalition's reach and connections; organized money, working from those relationships to raise funds and generate investment to sustain and grow the coalition's work; and organized ideas, developing and advancing an understanding of culture, politics, and economics that furthers the work of the coalition.
The lead organizer must be comfortable leading, listening, creating, writing, thinking critically about power, and making sense of complex and potentially contradictory ideas, such as: to simultaneously agitate perspectives while also listening empathetically, to advocate for movement but not leave anyone behind, to assert bold and creative ideas while also representing the will of the coalition.
Specific projects in the first year include:
● Create a two year fundraising strategy.
● Create a two year communication plan, including a focus on branding, online functionality, and a publication schedule.
● Create a residency exchange program for sharing cultural knowledge, tools, relationships, and products between delegations and their communities.
● Support the creation of an original play in West Baltimore.
● Visit in-person each of the four delegations, at least two times, to establish an understanding of delegations projects and priorities (with an understanding that global travel and social restrictions might change the nature of this expectation).
● Strategize with each delegation to identify two years of specific co-created cultural products, rooted in the inherent values and priorities of each delegation, that partner across distances to build power and wealth in each delegation.
Ongoing duties include:
● Fundraising, with support of coalition delegations and Roadside staff, from regional and national sources in order to support the activities and grow the work of the Coalition, as well as the staff time and travel of the lead organizer.
● Facilitate regular communication between the delegations. Work alongside the Steering Committee Officers to ensure that Coalition meetings are scheduled, agendas are made and circulated, call logistics are clear, and coalition members are accountable for the tasks supporting the long-term goals of the Coalition.
● Communicate daily with delegations to ensure work is moving forward from meeting to meeting.
● Identify for the coalition, and build with the coalition, relationships with potential allies who share the values and commitments of the coalition (including philanthropists, policymakers, journalists, politicians, economists, development professionals, issue advocates, researchers, and organizers).
● To support Coalition leaders with time and labor articulating the values, philosophies, and activities of the Coalition in clear and creative ways. (This could include: publishing, speaking publicly, building and updating websites, and creating original works in other arts and media disciplines.)
● To be entrepreneurial in spirit; to communicate opportunities to the Coalition as they arrive.
The POF Lead Organizer is a year-round, full time position (which is defined at Appalshop as 40 hours a week), salaried with full benefits. At this time, the position is for two years, with the possibility of continuance in the future if funding becomes available. The candidate should have a minimum 2 years experience in organizing or a relevant field, and be comfortable living in and working alongside a variety of cultures with sensitivity and transparency. The candidate must be willing to travel, as they will be spending time in each delegation location. The candidate must also be comfortable with technology to facilitate long-distance communication, including but not limited to: Google Suite and Zoom.
Appalshop is an equal opportunity employer, and its employment policies and practices are applicable to all employees without regard to race, age, sex, color, sexual orientation, creed, disability or national origin.
Looking for another position at Appalshop? We're also hiring an Institutional Development Director.
Appalshop
Lead Organizer
https://appalshop.org/news/were-hiring-a-lead-organizer-for-performing-our-future
To apply for this position: Please submit to [email protected] a resume; a cover letter explaining in some detail why you would be an effective Lead Organizer of Performing Our Future, and how doing this job will advance your own work and passions; two letters of reference from former employers; and, at minimum, three samples of relevant original works you've created (articles, scholarly essays, websites, events, photos, etc.) with an attached description if necessary to provide context and explanation of the work. The position will be open until filled. Applications will be reviewed beginning July 20th.
Full-time staff members at Appalshop are eligible to receive the following benefits: health insurance (dental, vision, life) and disability insurance; workers' compensation insurance; unemployment insurance; vacation; sick leave; holidays; employer contribution to pension plan after one year of full-time employment; employee contribution to pension plan; maternity/paternity leave; jury duty leave; death in the family leave; unpaid leave; and credit union membership.

redpajama_set_name: RedPajamaCommonCrawl


text:
Bermuda Day
Marathon Winners
Results / Entrants
IPC and Coca-Cola Announce Worldwide Partnership
The International Paralympic Committee (IPC) has unveiled Coca-Cola as a new worldwide partner until 2032.
A deal has been signed with the soft drinks giant which includes global marketing rights for both the IPC and the Paralympic Games.
It follows an agreement between the IPC and the International Olympic Committee (IOC) from 2018, which determined that all top-tier Olympic partners would automatically become sponsors of the Paralympics as well.
Coca-Cola extended its long-running Olympic deal with the IOC to 2032 in June of last year, with rights extended to the IPC for the same time period as a result.
Both parties are now set to work on "purpose-driven" marketing campaigns and it is hoped the link-up will help tell the story of the Paralympics to a new audience.
The arrangement covers the Tokyo 2020, Beijing 2022, Paris 2024, and Milan Cortina 2026 Paralympic Games, as well as the 2030 and 2032 editions which have yet to be awarded.
"We are very excited to welcome The Coca-Cola Company as a Worldwide Paralympic Partner," said IPC President Andrew Parsons.
"At the IPC, we believe that change starts with sport and that Para-sport can foster a more inclusive world.
"We know The Coca-Cola Company shares our belief - they have been a supporter of the Paralympic Movement and our Games for decades, and their recent commitment to support the Japanese National Paralympic Committee during the COVID-19 pandemic shows how much they value Para-sport.
"We look forward to working with Coca-Cola over the coming years on initiatives that can benefit our athletes around the world."
Coca-Cola Japan was already an existing gold partner of the Tokyo 2020 Paralympic Games, the highest tier of the domestic sponsorship program.
The Games have now been pushed back to 2021 due to the coronavirus pandemic.
Olympic and Paralympic athletes from 25 countries are set to be backed by Coca-Cola during the Games in Japan.
"The Paralympic Games are the third-largest sporting event in the world and have set the standard for inclusivity in sport," Ricardo Fort, the vice-president of global sport and entertainment partnerships for Coca-Cola, said.
"Through our expanded relationship with the IPC, The Coca-Cola Company will continue supporting elite Para-athletes who will make history at the Paralympic Games Tokyo 2020 and beyond."
Coca-Cola is the oldest Olympic supporter having sponsored the 1928 Olympics in Amsterdam and every Games since.
Its renewed deal with the IOC last year was restructured and sees the firm share ownership of the worldwide beverage category with a Chinese dairy producer, China Mengniu Dairy Company.
The drinks company has been severely affected by the pandemic, cutting thousands of jobs after a quarterly income decline.
- Bermuda Archers to Compete in 3rd Stage of Indoor Worlds (1/15/2021)
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Q: How do I extract multiple .gz files(Archives) without knowing the filename? How do I extract multiple .gz file's (WinRar Archives) without knowing the name of the files?  I get multiple log files created from an application I use which all get saved to an archive, which is saved to a separate folder.  The only thing the archive contains is one .log file.
So all archives are in one folder, (nothing else is in this folder other than .gz files) which all contains one .log file, I want all of these .log files to be extracted to a separate folder using vb.net, is this possible?
Example
Log Folder, C:\Logs, which contains multiple .gz archives, which each contains one .log file.
Extract to > C:\Extracted, which will then contain all of the .log files with their original names.
What I have tried:
I have tried this Link but it gives an error,
"ZipFile" is not declared, it may be inaccessible due to its protection level.

(Yes I added the reference System.IO.Compression.FileSystem as stated in the msdn post.)
I have also tried the solution from this post, which works for .zip files, but not for .gz files which is what I need it for.

A: I think this is what you want. Take a look at this.
http://www.codeproject.com/Tips/257193/Easily-zip-unzip-files-using-Windows-Shell32

redpajama_set_name: RedPajamaStackExchange


Sarah Cooper is a writer, comedian and creator of satirical blog TheCooperReview.com, which attracts 500K+ pageviews per month. Her work has appeared on The Washington Post, Fast Company, Business Insider, and Huffington Post. Previously at Google, Sarah has over 15 years experience in the corporate world, leading to her first viral article, "10 Tricks to Appear Smart in Meetings" and the subject of her first book, 100 Tricks to Appear Smart in Meetings, to be published in October 4, 2016. Sarah also speaks about adding humor to your writing, as well as performs standup comedy around San Francisco.


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L'Italia del popolo - Giornale dell'Associazione Nazionale Italiana  fu un giornale politico fondato a Milano da Giuseppe Mazzini, per propagandare le proprie idee durante il Risorgimento. Il primo numero (che portava in epigrafe il motto "Unità, Dio e il popolo") uscì il 20 maggio 1848 e l'ultimo il 3 agosto dello stesso anno.
L'Italia del popolo fu un giornale di singolare importanza, poiché con esso Mazzini affrontò per la prima volta la stampa quotidiana. Il corpo redazionale era composto da quattro persone. "Estensore in capo" era Giuseppe Revere, che dal 7 giugno firmò il quotidiano quale "gerente responsabile", succedendo a Mazzini.

Sebbene il quotidiano ebbe vita breve (ne uscirono 74 numeri) riuscì ad introdurre nella stampa italiana il modello del giornale di grande formato di tipo francese cm. 39x54, impaginato su quattro colonne, con articoli ed editoriali per lo più anonimi e altre innovazioni. Su L'Italia del popolo, invece, non vi era traccia di tutta quella produzione estemporanea (invocazioni, lettere aperte, proclami, etc.) che caratterizzò la stampa quarantottesca.

Nell'aprile 1849 il quotidiano fu rifondato a Roma; fu l'organo dei mazziniani della Repubblica Romana. Durante la sua breve vita (terminata con il numero del 3 giugno) collaborò al giornale anche il triumviro Aurelio Saffi.

Successivamente, il nome fu ripreso dal Mazzini:
 a Losanna, dove si erano rifugiati molti italiani dopo la caduta della Repubblica Romana;
 a Genova dal 21 febbraio 1857 sino al 28 agosto 1858 (in quell'anno le pubblicazioni vennero sospese a causa delle persecuzioni poliziesche alimentate dal Cavour dopo l'attentato di Felice Orsini). Fu diretto da F. Bartolomeo Savi.

Note

Voci correlate
Giuseppe Mazzini
Mazzinianesimo
Giornalismo italiano nel Risorgimento
L'Italia del Popolo (1890)
L'Italia del Popolo (1945)

Collegamenti esterni
 L'Italia del Popolo, raccolta completa (sia l'edizione milanese che quella romana)

Italia del Popolo (1848)
Quotidiani italiani del passato
Periodici fondati nel 1848
Stampa mazziniana

redpajama_set_name: RedPajamaWikipedia


For a job in "Event Wait" or "Launch Wait" status, created by an auto-relaunch task, if the By-pass condition is checked, this will incorrectly be applied on all the future launches.
Description :For a job in "Event Wait" or "Launch Wait" status, created by an auto-relaunch task, if the By-pass condition is checked, this will incorrectly be applied on all the future launches.
Root Cause: When using a task in serial mode with autorelaunch.If the in the concerned uproc you have a condition (file for example) and if the condition is not validated, the execution will be in event wait.
If you update this event wait execution by selecting "by-pass condition check", the execution will be executed but this option "by-pass condition check" will be incorrectly transfered to the next launches generated by this autorelaunch task.
With the correction the next launches should not inherit bypass condition check option.
The workaround is to unselect manually "By-pass condition check" for the next launch in "launch wait" status before it changes in "event wait"


Corresponding to the exhibition held between September 18 and October 11, 1997. 45 early Chinese and Japanese paintings; 45 early Chinese and Korean objects (90 color plates). Preface by Howard Rogers. 396 pages.
Several of the problems faced by all collectors, connoisseurs, and scholars of Chinese painting are illumined if not conclusively solved in a series of letters exchanged among a number of renowned professionals in our field of Asian Art. Richard Barnhart, James Cahill, Maxwell Hearn, Steven Little, and Charles Mason deal with multiple recensions of the same composition in Chinese painting. The letters are not published here in full but were abridged so as to preserve the full context of the sometimes highly-charged arguments. Readers will be struck by the varying conclusions that can be and are drawn from the same basic set of visual facts and this in turn should encourage us all to examine our own beliefs on the relationships obtaining between aesthetic quality, verisimilitude, spontaneous expressiveness, and authenticity.
sions of the same painting could come into being.
tury, Dong Qichang and other Songjiang literati responded to that crisis in values.


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Take Off as an Athlete, Come Home as a Team: The Maccabi Effect
When teens join their local JCC Maccabi Games Team, they often come in as individual athletes, without anyone else from their junior highs or high schools. For some teens, this can be nerve-wracking and even a little scary to set off with a bunch of new people to a city you might have never visited before.
Fortunately, the JCC Maccabi Games have this amazing and lasting effect of turning individual athletes into a team and making them feel like they are part of a bigger family. This year, Team Cincinnati ventured out to San Diego to compete.
The team had several remarkable achievements during the 2022 Maccabi Games. Ivy Miller won gold in 16U girls singles tennis, and Chase Klugo won gold in 14U boys singles tennis. In boys doubles tennis, Jacob Peerless and Casey Bernstein won silver. Participants in the team sports also excelled: the girls soccer team won their first match, the girls basketball team moved on to the second game in the tournament, and the boys baseball team won their first game in the tournament.
While the teens were playing and winning games, they had solid support from the sidelines from parents, other delegations, and teammates that weren't playing during that time.
Delegation Head, Anne Goldstein, has loved and supported the JCC Maccabi Games for many years. After learning about the games in 1999, she jumped in and got excited to start leading the teens to victory. Goldstein quickly saw, however, that the games weren't just about competing.
"I loved seeing the delegations come together as one family, watching other games and cheering on their teammates," Goldstein said. "It's about the community and the connections created by being part of the team."
Athletes on Team Cincinnati came from different schools in the region, so they did not necessarily know each other before heading out for the games.
"It was really fun to play against teams that I made friends with," said Deena Mayers, a ninth grader from Atara High School. "It made the game more fun and enjoyable to play in. What impacted me the most in Maccabi is that I was playing with Jewish people from all over and that I made friends while playing the sport that I love."
The Maccabi experience continued off the field, as most teens are housed with host families. The families typically take the athletes out to dinner or take a trip to a local attraction to get to know each other better—and show them their city.
This year, some teens spent their time in dorms nearby and were able to check out a Padres game while they were there. Coach Mike Creemer served as a resident assistant to supervise in the dorms with the teens to ensure they had a fun experience and spent time together as a team.
"For teens, I think it provides a connection with a national and international community that they would never get elsewhere," Creemer said. "Teens can connect with someone from anywhere and stay connected if they want to!"
The teens were given the opportunity to meet with others from different cities as well. One way, is through the formation of "mixed" teams. This year, Team Cincinnati had a girls basketball team with teens from Boston, Cincinnati, Springfield, MA, and Detroit. Creemer notes that while coaching a "mixed" team is challenging it is very enjoyable watching the team come together!
"The JCC Access Bowling was also a great opportunity," Creemer said. "Teens with special needs participated in the JCC Maccabi Games for the first time, and our basketball girls bowled with them!"
In fact, sisters Shoshana and Deena Mayers won gold medals by participating in the Access Games. Next year, there will be two Maccabi delegations. One will travel to Israel from July 5-25, where teens will participate in the games for a week and then explore Israel with a guided tour.
The other athletes will travel to Fort Lauderdale in Florida from August 6-11.
"I know they had an amazing time, and it's something they will always look back on fondly," Goldstein said.
Any athlete 13-17 that would be interested in either the Israel or Ft. Lauderdale games please reach out to Anne Goldstein at angoldstein@mayersonjcc.org
Team Cincinnati sets off for the 2022 Maccabi Games in San Diego, California. The team came home with 7 medals.
From Left To Right back row: Eric Goldstein, Anne Goldstein, Chase Klugo, Simon Ronis-Tobin, Mimi Goldstein, Jordana Ronis-Tobin, Nina Friedman, Winnie Zolla, Ivy Miller, Olivia Swift, Jacob Peerless, Shoshana Mayers, Deena Mayers, Mike Creemer, Casey Bernstein
From Left to Right front row: Asher Compton, Evan Leader


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Esistono più comuni francesi con questo nome

Messac – Charente Marittima
Messac – Ille-et-Vilaine