Looking for a Job on the Job

Looking for a Job on the JobLooking for a Job on the JobJob seekers must use discretion when seeking new employment while holding a full-time job.Of all the obstacles jobseekers could be dealing with, having to look for work while keeping busy with a full-time job is one of the better problems to have. Being gainfully employed automatically takes a lot of the pressure off and frees you from the desperation that makes many unemployed people take jobs they dont want.But there is still a unique set of problems that comes with searching while employed. Its challenging to look for a job when youre working full time, said Tammy Gooler Loeb, a career and executive coach in the Boston area. People who are working full-time have to come up with a really clear plan and understand that it might take them longer because they already have a full-time job.For one, theres much less free time. Since your job search should be its own full-time job, there simply dont seem to be enough hours in the day to search all the job boards and hit the networking circuits. Many times, people with full-time jobs will use their work hours to research other companies and make connections that have nothing to do with that responsibility. Some will even use their employers equipment and resources to assist then and even go on formal interviews while on the clock.These practices go too far and can be borderline criminal, Loeb said. Its not really OK to use work time for your job search, she said. If youre getting paid to be there, you have an obligation to do what youre paid for. The consequences of using your employers time to try to leave your present job can range from getting fired to being brought up on fraud charges. At the very least, Loeb said, itll make things awkward for you at work - especially if youre caught pitching a competitor.If your employer even has an inkling that youre looking for other work, that could have repercussions in the workplace, she said. Your employer could feel youre less loyal they could marginalize you. People are funny about those kinds of comings and goings.But that doesnt mean you have to put your job search entirely on hold. As an engaged member of the workforce, youre likely to have access to lot more information in your field that could benefit you than if you were unemployed. Keep your eyes and ears open for things and make mental notes, Loeb said. You may have the opportunity to get more information about whats going on that may feed your job search. She added that the heavy lifting can be done on your time off - either after work hours, on weekends or during personal and vacation days if need be.Loeb said working jobseekers can also utilize their lunch breaks as a free period to network or make follow up calls on resumes. There are a lot of creative ways to access people in your network possibly grab a drink or cup of coffee after work, she said. The trick, she said, is not to cross that line where youre betraying your employ er.

Army Enlisted Rank Promotion System Breakdown

Army Enlisted Rank Promotion System BreakdownArmy Enlisted Rank Promotion System BreakdownEach year, when Congress passes the Defense Authorization Act, the Army receives instructions on how many people can be on active duty during the year. Under separate legislation, Congress also limits what percentage of the total active duty force can serve in each commissioned officer rank, in each warrant officer rank, and in each enlisted rank above the grade of E-4. There are no statutory limits for E-4 and below. The E stands for enlisted and in the Army an E-4 is the rank of corporal. This is the basis of the Army enlisted aufsteigen system. The Army takes the number of slots it has for each enlisted rank, above the rank of corporal, and allocates them to the different military occupational specialties (MOS), or enlisted jobs. Army Promotions and Vacancies To promote someone in the U.S. Army, there must be a vacancy. For example, if an E-9 (sergeant major) retires in a certain MOS, suc h as MOS that means that one E-8 can be promoted to E-9, and that opens an E-8 slot, so one E-7 can be promoted to E-8, and so forth. If 200 E-5s get out of the Army in a particular MOS, then 200 E-4s can be promoted to E-5. So, how does the Army decide which enlisted members are going to get promoted? They do this using three systems Decentralized promotions for promotion to the grades of E-2 through E-4, Semi centralized promotions for promotion to the grades of E-5 and E-6, and centralized mothermainboards for promotions to E-7, E-8, and E-9. Decentralized Promotions in the Army In the Army, the unit, or company, is the promotion authority. In theory, the commander decides who gets promoted and who doesnt. However in practice, because there are no quotas for promotion for E-2s through E-4s, commanders pretty much promote anyone who meets the promotion criteria platzset by the Army to ensure that the promotion flow remains stable. Everyone (regardless of MOS) can expect to be promoted in the same approximate time frame. There are some exceptions to the rules. First, in the Army, its possible to join an advanced rank(up to E-4) for certain accomplishments, including college credits, Junior ROTC, or even referring other applicationsfor enlistment, while a member of the Delayed Enlistment Program(DEP). Second, soldiers in Special Forces (18X) can be promoted to E-4 with just 12 months of time in service, and no specific time in grade requirement. Semi-Centralized Promotions in the Army A semi-centralized promotion process means that the unit/company plays a part in the promotion selection process, but its the Army that decides who gets promoted. There are two promotion processes known as primary zone and secondary zone. Most enlisted are promoted in the primary zone. The secondary zone gives an opportunity for commanders to give exceptional performers an early shot at promotion. The process for either zone begins with administrative points. A soldier re ceives promotion points for various accomplishments, such as military decorations (medals), and PFT (Physical Fitness Test) scores. Administrative Points in Army Promotions Administrative points consist of duty wertmiger zuwachs, awards and decorations, military education and civilian education. The unit commander awards duty performance points based on recommendations from the soldiers supervisor. The commander may award up to 30 points in each of the following areas Competence Is the soldier proficient and knowledgeable? Does he/she communicate effectively?Military Bearing Is the soldier a role model, in the areas of appearance and self-confidence?Leadership Does the soldier motivate others, set high standards, show proper concern for the mission?Training Does the soldier share knowledge and experience? Does he/she teach others?Responsibility/accountability Some military awards (medals) are given a specific promotion-point value, as are training courses such as ranger school o r platoon leaders development course. The Army gives promotion points for off-duty education, such as college courses, or business/trade school courses, and for scores on the Army PFT and test scores on the rifle or pistol range. The next part of the process is the Promotion Board. To convene a promotion board, the commander must be in the grade of Lieutenant Colonel (O-5) or above. That means, if the company commander is an O-5, the board can be conducted by the company. However, if the company commander is an O-3, the member will meet the board conducted by the next level of command (such as Battalion) where the commander is at least an O-5. Some E-4s can be promoted to Sergeant (E-5) without a promotion board, under anew Army promotion policy. The promotion board consists of at least three voting members and one nonvoting member (the recorder). The President of the Board is the senior member. If the board consists of all enlisted members (NCOs), then the President of the Board sh ould be (if possible) the Command Sergeant Major. If not possible, then the President can be a Sergeant Major (E-9). All members of the board must be at least one grade senior to those being considered for promotion (For example, for an E-5 promotion board, all of the members must be in the grades of E-6 or above). If available, there must be at least one voting member of the same sex as the soldiers being considered. For example, if a board is considering 50 E-5s for promotion to E-6, and 2 of those being considered are female, the board should have at least one female voting member. Additionally, each board should have at least one voting minority member (African American, Hispanic, Asian, etc.). Soldiers physically appear before the promotion board. Each board members ask a series of questions, and scores the candidate in four separate areas Personal appearanceOral expression and conversation skillsKnowledge of world affairsAwareness of military programsKnowledge of basic soldier ing (Soldiers Manual)Soldiers attitude (includes an assessment of the soldiers and potential for promotion, trends in performance, etc.). Each board member rates each of the above areas as follows Average- 1 to 7 pointsAbove Average- 8 to 13 pointsExcellent- 14 to 19 pointsOutstanding- 20 to 25 points The maximum number of points that can be awardedbyeach board member is 150 points, total. The total points for all the voting board members aretotaled and then divided by the number of board members. It results in an average score by the board. That becomes the soldiers promotion board points (maximum of 150). The board takes one final action- they vote on whether or not they recommend the candidate for promotion. If a majority of the members vote no, then the individual will not be promoted, regardless of how many total administrative and board points they have. The board points are then added to the administrative points. The maximum possible combined administrative points and board pointsis850. To be placed on the promotion recommended list, a soldier eligible for promotion to E-5 must achieve a minimum of 350 combined administrative and board points. A soldier eligible for promotion to E-6 must have at least 450 total promotion points. Soldiers who make it through all of the above are placed on the Recommended List, andthere are only a certain number of vacancies available in each MOS for each enlisted grade. Each month, the Army looks at each MOS and determines how many people within the MOS they need to promote to fill the vacancies (remember, vacancies within each grade are created when someone gets promoted out of that grade, gets out of the Army, or re-trains into a different MOS). Centralized Promotions (E-7, E-8, and E-9) Centralized promotions are conducted Army-wide, at Army Personnel Headquarters. The unit/battalion has nothing (or little) to do with the promotion process. There are no minimum time-in-grade requirements for promotion to E-7, E-8 , or E-9, but soldiers must meet the following minimum time-in-service requirements to be eligible for promotion Sergeant First Class(E-7)- 6 yearsMaster Sergeant/First Sergeant(E-8)- 8 yearsSergeant Major(E-9)- 9 years The Centralized Promotion Board consists of at least five members. The board can (and usually is) divided into separate panels, which, in turn, review/score the promotion records for those being considered in different MOSs. If so, each panel must include at least three voting members. The President of the Board must be a General Officer. Board members are commissioned officers and Senior NCOs. Unlike the promotion boards for E-5s and E-6s, soldiers do not personally meet the Centralized Board. The board makes their decisions based on the contents of the soldiers promotion records. Each year, the Army decides how many soldiers within each MOS it plans to promote to the ranks of E-7, E-8, and E-9. For example, if the Army plans to promote 17 E-7 soldiers in MOS 123 to E-8 within the next year, they basically say to the board, Here are the promotion records of everyone eligible for promotion to E-8 in MOS 123. Please review these records, discuss them, vote, and select 17 of them to be promoted within the next 12 months. Soldiers eligible for consideration may write to the president of the promotion board to provide documents and information drawing attention to any matter concerning themselves that they feel is important to their consideration. Although written communication is authorized, it is only encouraged when there is something that is not provided in the soldiers records that the soldier feels will have an impact on the boards deliberations. The promotion records consist of pretty much everything that isinthe soldiersmilitary records, including decorations (medals), dates of service, dates of assignments, duty positions (past and present), performance reports, educational accomplishments, military training, official photograph, records o f disciplinary action, such asArticle 15, or courts-martial convictions, letters of reprimand, etc. The members of the board discuss and score each record, and then make a determination as to whether or not the individual should be promoted (remember, the board is told in advance exactly how many in each MOS can be promoted that year). The Army then takes all the selectees (without regard to MOS), and assigns them a promotion sequence number, which is assigned according to seniority. For example, if its the E-7 list, the Army will give the lowest sequence number (0001) to the E-7selecteewith the most time-in-grade as an E-6. Each month, for the next 12 months, the Army will then release the sequence numbers of those to be promoted during that month. It ensures a smooth promotion flow for the following 12 months (when the next board will meet and do everything all over again).

Help! I applied everywhere with not 1 call back!

Help I applied everywhere with not 1 call backHelp I applied everywhere with not 1 call backThis ones a real head-scratcher you look online, find jobs that you know good and well you could do with your eyes closed, meet all the stated qualifications, send off your resume electronically, and thenthe silence is deafening.So, why does this happen time and again?I know I know You were told by more than 1 person somewhere along the line that, its just a numbers game. Hmmm, job search is about numbers (just not the ones you were thinking of), but its most definitely not a game. Lets talk about 3 reasons why youre not getting the calls back you think you should.1) You submit your resume for 8 or 10 different job titles because you figure you can adapt to practically anything. What doesnt work in job search is to approach things with a perspective that youre a jack of all trades. The employer is a) not going to spend the time to figure out what to do with you and b) is only hiring someone fo r ONE job.When you spread yourself thin, you make yourself good to exactly no one.Focus. Focus. Focus. It may seem like if you dont apply for opportunities X and Y and Z that youll miss out. You will. But that job was not perfect for you, and you were not perfect for it. The most successful candidates identify what they want, then go for that and ONLY that, until they get it.2) Youre highly motivated, and dedicated, and passionate. Thats nice, but none of those words indicate what you actually DO. The employer is hiring someone to DO something, not BE something. Another way to think of it is the employer is paying you for something, and its not just to be highly motivated.The something you bring to the table needs to be an action, such as providing operational leadership, directing marketing campaigns, or leading ausverkauf teams. Those are your true skills, and more importantly, those are the types of hard-core keywords the employers and recruiters are searching for.3) Youre listin g your history practically back to the days of the Biblical Flood. I just had a conversation with a candidate who was talking about how he had a natural love for technology that started when he was a child. While that may have been true, thats not a story to present on your resume, LinkedIn, or in an interview.Going too far back in time, rather than highlighting the vast experience you bring to the table, actually has the opposite effect because it reminds your audience that you are old which brings with it an entirely different set of issues.If you have a long history, heres what to do detail the most recent 10-20 years, then summarize your early career without presenting the dates. This will go a long way to emphasizing whats most important, while rounding out the foundation of your career.