People who work out regularly make more than people who dont

People who work out regularly make more than people who dontPeople who work out regularly make more than people who dontWell if this isnt motivation to get to a gym after work, then what is?A new study, conducted by OnePoll on behalf of fitness app Freeletics that surveyed 1,000 people who regularly exercise and 1,000 people who sometimes or never exercise found that the gym rats can make as much as $25,000 on average than people who never exercise.The study found that of the people who said they exercised regularly they were making $74,000 on average while the people who would rather do anything than work out were making $49,000 in comparison.HIIT it and quit itIt also seems that the intensity of the workout can impact how much money you make. People who dolow-intensity workouts make $54,000 on average, compared to medium-intensity exercisers who bring in around $67,000, and then high-intensity exercisers who make around $83,000.The survey findings are a strong indicator that people now feel the holistic effects that fitness can have on their lives and not just their bodies, says Daniel Sobhani, CEO at Freeletics. It goes a long way beyond perfect abs and gym selfies fitness has the power to unleash peoples true potential and help them in all aspects of life, giving them the confidence and willpower to achieve what theyve always wanted to and to get more out of life.Exercise is for winnersIf we look more closely at the mental effects that fitness has, we can even see that those who exercise regularly were also more likely to rate their own happiness level a 10 out of 10 than those who dont exercise. This truly underlines the fact that the positive effects of exercise go far beyond the purely physical aspects many focus on, Sobhani continues.The study also found out that those who never work out are on average also a lot less sociable and also that people who never work out tended to perceive themselves as less optimistic and only 7% strongly agreed with the f act that they led a fulfilling life, compared to 30% of those who exercise often.In other words, exercise will improve your life in every way and make you a more confident person so if you skip that spin class you may as well go curl up in a ball and cry.

Developmental Engineer (62EX) Job Descriptions

Developmental Engineer (62EX) Job DescriptionsDevelopmental Engineer (62EX) Job DescriptionsAFSC 62E4, StaffAFSC 62E3, QualifiedAFSC 62E1, Entry Specialty Summary Plans, organizes, manages, and implements systems engineering process to assure required capability over life cycle of Air Force systems. Included are accomplishing specialized engineering processes and subprocesses formulating engineering policy and procedures and coordinating and directing engineering and technical management activities and operations necessary for system conception, development, production, verification, deployment, sustainment, operations, support, training, and disposal. This includes technical management associated with the requirements definition, design, manufacturing and quality, test, support engineering and technologies, modifications, spares acquisition, technical orders, mission critical computer resources, support equipment, and specialized engineering. Related DoD Occupational Group 5L. (See individual suffixes for specific engineering occupational codes.) Duties and Responsibilities Accomplishes systems engineering processes and sub-processes. Performs systems planning activities associated with design, development, manufacturing, sustainment, and modification of systems to satisfy customer requirements. Identifies and transitions new technologies in systems and subsystems. Prepares, evaluates, and implements methods, processes, and techniques that support system design to improve performance, reliability, and maintainability for systems development and modification programs. Conducts design studies and manages studies contracted to industries. Participates in formulating program documentation and progredienz assessments for all phases of the acquisition process. Provides technical consultation. Coordinates engineering and technical management activities. Advises management and staff on operations, current and revised policies and procedures, and new business practices. Coordinates with other functional activities to accomplish advance planning and to ensure process integration is accomplished, accurate, and understood. Maintains engineering and technical management liaison with contractors, Air Force field organizations, Army, Navy, Foreign Military Sales, and other governmental agencies. Formulates engineering and technical management policies and procedures. Continuously analyzes technical policies and procedures, products, and services to improve customer support. Establishes policies and procedures based on improved processes, methods, and sound business practices. Plans, organizes, and directs engineering and technical management operations. Plans, schedules, and allocates work. Maintains work flow data to meet deadlines and established priorities. Analyzes Air Force requirements to determine if existing technical related infrastructure is capable of meeting customers needs. Directs personnel in performance of development and sust ainment functions. Specialty Qualifications Knowledge. Knowledge is mandatory of the Air Force systems engineering process, including development, test, and engineering policies, procedures, and management practices. Education. The following education is mandatory for entry into the AFSC indicated (Engineering degrees must be in a school that has at least one program accredited by a nationally recognized body in engineering. Currently, the national accrediting body is the Accreditation Board for Engineering and Technology.) 62E1. Undergraduate academic specialization or advanced degree in engineering unless member possesses a fully qualified AFSC in a suffix of this specialty. 62E1X. Undergraduate engineering degree in the specialization identified by the suffix exceptshredoutsF, and G. 62E1F. Undergraduate academic specialization in engineering, a physical science, or mathematics. 62E1G. Undergraduate academic specialization in engineering. Training The following training i s mandatory for award of the AFSC indicated 62E3X. Completion of the Defense Acquisition University Fundamentals of Systems Acquisition Management (ACQ 101) course or Acquisition Fundamentals Course (L30QR63A1). 62E3F. Completion of the Air Force Flight Test Engineer Course or comparable US Navy or foreign flight test engineer course. Experience The following experience is mandatory for award of the AFSC indicated 62E3F. A minimum of 6 months of experience as a flight test engineer. 62E3X. A minimum of 24 months of experience is mandatory forupgradeto fully qualified in the specialty suffix. It is mandatory that experienceincludeassignments in such activities as research, development, design, and technical writing in the suffix specialization. A masters degree in the specialization may be substituted for 12 of the required 24 months experience. A Doctor of Philosophy degree in the suffix specialization fulfills the24 monthrequirement. Other. None. Specialty Shredouts A...... ..............Aeronautical (Occ code 4D)B....................Astronautical (Occ code 4D)C....................Computer Systems (Occ code 4B)E.................... Electrical/Electronic (Occ code 4B)F .................... Flight Test (Occ code 2D)G....................Project (Occ code 5L)H....................Mechanical (Occ code 4D)

Connecting personal and work values 3 steps to more fulfillment

Connecting personal and work values 3 steps to more fulfillmentConnecting personal and work values 3 steps to more fulfillmentWhat are values and why are they important? Because values are basic assumptions, we are often elend aware of our individual truths. We tend to focus on what society, social media, and external forces say they should be such as being the best, looking good, or wealth.Given that7 in 10 Americansuse social media to engage in news content and connect with one another, its no surprise that our values are hard to find amidst messages inundated with perfection, abundance, and popularity. However, values are not presumptions, but rather subtle and implicit.Values are who you are in your life today, not who you would like to be or who you think you should be.They define what is fruchtwein important to us and form the basis for what we will and will not do.As acareer coach for young professionals, I regularly consult with clients who are starting their first jobs and t ransitioning into new careers and one of my favorite exercises to do with clients is to have them identify their core values. Many go into it with a preconceived idea of what they think their tenets should be, but walk away with an aha, this isreallywho I am moment. My aha moment came to me with my own career coach when, I discovered that my number one value is human connection. By ignoring my core value, I had lost my livelihood and sense of self-actualization in my job that was analytical and data-driven. In that moment, I knew that I had to make a change becausewhen your work and behavior match your values, life is fulfilling.If you are feeling dissatisfied at work and having trouble understanding why, I would suggest checking in with yourself to identify your core values and assess whether they complement those of your employer. Below are three steps to help create alignment between values and work1. Take time to identify your personal core valuesWhile I recommend working with a coach to help dig and name your principles, below are some key questions to start asking yourselfDescribe your peak experience. What were you doing? What values were being implemented?Think of a time you were frustrated or angry what was happening? What values were being suppressed?When making your most significant decisions, what are the fundamentals you kusine them on?What is one thing you would like to be remembered for when you die?What things, if taken away from you, would make life unbearable?Review your answers and observe themes to determine your top values. What are crucial to your life and constitute your primary way of being? How are your personal principles practiced in your work today?2. Familiarize yourself with your organizations valuesThis may be less straight-forward for you to identify, but do your best to speak the truth to your experience.An organizations values set the tone forworkplace cultureand pinpoint what the company cares about.Research suggests that com panies with an authentic set of values that are consistent with employees values havegreater team coherence and productivity. If your company does not have a published list, ask your boss or manager, or reflect on your personal experience. Some questions that help define company values areWhat matters most to your firm?Where does your company invest its resources?When has your organization felt most alive?Review your answers and observe themes to determine top values. What represents the main actions your firm will stand by? Which values are vital to your work environment?3. Create an action planAre you practicing your personal values in your work? Are your personal values consistent with your organizations values? If not, identify the disconnect and create an action plan. Ignoring the issue can create tension and resentment. If challenge is a personal truth that is not being carried out day-to-day, find a way to honor it. If your personal values are misaligned with your organizatio ns values, either (1) choose to work in an environment with greater alignment or (2) see the disconnect as an opportunity to further develop into your own leadership and help the company evolve. Be bold andcommunicate with your boss or managementabout where you see and potential for firm to progress. With this, you will have a new understanding of companys willingness to revolutionize or stay stagnant.- - - Bottom line when your values are honored each day, life is fulfilling. Find time to identify your personal and organizations values and create an action plan to find congruence.Elizabeth Smithburg is a career coach who helps professionals gain clarity on their goals, values, and strengths and provides guidance on how to make goals actionable and real.After spending nearly a decade pushing to climb the corporate ladder out of fear of change or failure, she knows the anxiety surrounding questions like, What do you want to be when you grow up? or, What is your life purpose? Throug h her own coach, she found her natural gift of helping people realize their dreams through the human connection. She believes (i) in data and is committed to giving you quantifiable results, (ii) that your untapped natural strengths are more powerful than correcting your weaknesses, and (iii) that your greatest investment is an investment in yourself.Currently, she is completing her certification to become a Certified Professional Co-Active Coach through Coaches Training Institute. She holds a BA in Economics from Middlebury College and lives in Chicago with her husband, Tommy and dog, Rocky.This articlefirst appeared on Kununu.

Why We Offer A Day Off For Mental Health

Why We Offer A Day Off For Mental HealthWhy We Offer A Day Off For Mental HealthGuys, Im taking today as a mental health day off.It was an early Friday afternoon when I saw this message from my dear colleague in our Slack channel for general information. I instantly got worried about herbei and wondered whether shes OK and how I could help. I couldnt show up at her door and have a chat because she works remotely from a different country. And instead of calling her and possibly pouring salt into the wound, I hit a heart icon to show my empathy and support. We spoke once she returned and felt much better.Mental health is underestimatedEmployers who understand the link between employee well-being and organizational performance are best positioned for success in the economic recovery. David W. Ballard, PsyD., MBAIm lucky to work in a company that realizes that. Because of this common advantage we share, I got in touch with Madalyn, a web developer at Olark Live Chat a few months ago. Sh e created a heated discussion on Twitter after sharing a screenshot of an email she wrote to her colleagues, together with an inspiring response from her CEO who supported her 100%. She was taking a mental health day off. It got her over 40K likes and mora than 400 comments. The comments revealed that many organizations still dont recognize the importance of their employees mental health. Even more shockingly, its still uncommon to be direct with your coworkers about mental health issues. We decided to bring some light into what mental health means for us at , how we communicate taking a day off for mental well-being and when its good to take one. But firstRelated articlesHow we screwed up an awesome feature (and learned our lesson)The power of one-on-one meetingsPower Week the one event that tripled the productivity of our teamThere is no shame in sharing how you feelTodays world encourages us to hide our weaknesses and wear an imaginary mask to hide problems and struggles behind. In his book Reinventing Organizations, Frederic Laloux explains that historically, organizations have been places where people showed up wearing a mask or a uniform. While you wear this uniform, you dont fully belong to yourself. At , we try to create a culture thats quite the opposite. We put a lot of effort into creating a workplace that motivates each of us to be themselves, and to talk about the good, the bad, and even the embarrassing. And implementing regular one-on-one meetings and 360 feedback have helped with that. Given identity is tied to work, being recognized and appreciated makes employees feel valued and boosts sense of self and self-esteem, which is protective in terms of depression and anxiety.Dr. Gail SaltzRead about how we killed our HR department and started focusing on Employee Success instead here.Mental health days off at Theres a stigma around mental health days off, and it makes people think that taking one equals being depressed. But mental health include s our emotional, psychological, and social well-being. If one of those areas gets disrupted by any life event, it can affect how we think, feel, act, how we handle stress, and make choices. Which means taking a day off to recover from feeling unwell mentally is the best thing we can do to prevent a potential disaster.So what situations can a mental health day off be used for at ? We offer an additional day off which we can take on top of our statutory holiday. And we take it when we have personal issues, anxiety, or conflict with co-workers. Also, if one of us wants to restart, reevaluate things, and refresh. We believe that if it prevents you from completing your work, you should stay at home, recover, and come back when you feel 100%. Just like you do when youre down with the flu or other physical problems. Happy World Mental Health Day10th October is a day when we celebrate mental health. Considering that one in six workers experiences depression, anxiety or unmanageable stress a ccording to Minds research, its a topic we should all talk more about. We are proud that offering an extra mental health day off has been a part of our company culture. Have you ever taken a day off to recharge? How did your colleagues react? Let us know in the comments.

This Top Nursing School Knows What Young Nurses Want and How to Engage Them

This Top Nursing School Knows What Young Nurses Want and How to Engage ThemThis Top Nursing School Knows What Young Nurses Want and How to Engage ThemThis Top Nursing School Knows What Young Nurses Want and How to Engage Them RossheimAs every healthcare staffing company knows, sourcing experienced nurses for clinical positions is difficult. Harder still is recruiting nursing school teachers, says Harriet Feldman, Ph.D., RN, dean of the Lienhard School of Nursing and the College of Health Professions at Pace University in New York.Feldman is a master of both sides of nursing. Shes been leading the charge to grow the nursing talent pipeline at Lienhard for 25 years while simultaneously growing its nursing school facultyno easy feat in todays current landscape.The key to recruiting all-important educators, she says, is to build a solid reputation for quality and innovation in education, and to graduate nurses who will lead the field. We have terrific outcomesclose to 100 percent of our graduates pass the NCLEX licensing exam right awayand this helps attract faculty.We spoke with Feldman and other nursing educators at Lienhard about how their graduates are being recruited andwhat unterstellung young nurses want from employers.Lienhards graduates are heavily recruitedStudent and faculty recruitment has flourished in recent years at Lienhard. Weve had some of the largest classes ever for our nursing programs, says Feldman. The schools accelerated nursing program has seen graduating classes grow from 59 in 2015 to 70 in 2016 and 86 in 2017 four-year graduates have hovered near 70.As these efforts intensify, Feldman sees more employers coming to campus to recruit new nursing grads. Providers grab up our graduates. Within six months, well over 90 percent are employed.Healthcare staffing firms dont usually recruit on campus, but they do inform Lienhards faculty of openings for nurses, nurse practitioners and physician assistants, according to the schools career services office. Agencies have increasingly sought to partner with the school, saying that students who have passed the NCLEX but are still seeking a permanent job could work in a temporary role and continue to build their resumes.Lienhard is opening up another sourcing channel for recruiters by collaborating with more clinical partners. Last year we were approached by Memorial Sloan Kettering Cancer Center to better prepare nurses to work in the oncology setting, Feldman says. We partnered with them to develop an oncology elective, which is held in their facilities. Similarly, shes working with other hospitals on neonatal and operating room electives.Todays nurses know what they wantWhat are Millennial nursesand richtung Z nurses looking for in an employer? It turns out they want a healthy workplace culture. Our students expect to have strong mentorship by seasoned nurses and feel supported and valued by colleagues, and the institution, says Rhonda Maneval, Ed.D., RN, executive associate de an for academic nursing at Lienhard.Lienhard takes a generation-conscious approach to making potential nurse educators feel comfortable with moving into this role as well.Mentoringappeals to the Millennial generation, says Feldman. Within our school, the faculty is nurturing and supportive. For those who are interested, we offer scholarships to develop teaching skills we mentor faculty in training on classroom strategies, how to connect with students, and so on.What about the ratio of male and female students? At 13 percent, the proportion of male nursing graduates is growing, says Feldman, but gender balance remains a challenge. Stereotypes persist, making it difficult for men to choose nursing as a career, especially in their younger years. Much of the growth in the percentage of males is in our accelerated, career-change BSN program.Boosting recruitment of scarce nurse educatorsDespite her optimism, Feldman says, we still cant serve all qualified applicants because of limited ava ilability of nursing faculty and clinical sites. We dont have enough doctorally prepared nurses to go around.Lienhard has taken steps to ameliorate the shortage. Weve consolidated clinical sections, so we need fewer part-time faculty. In addition, 20 percent of the curriculum that was once covered in clinicals is now taught in larger simulation sections.Lienhards first step is to appeal to nurses who feel a calling to teach and then offer rigorous, systematic and humane support throughout the long process of becoming an instructor or professor.When it comes to sourcing for faculty jobs, a lot of it is word of mouth, she says. Lienhard is also pioneering a long-term recruitment pipeline with Grow Our Own, aprogram for developing nurses into doctorate-prepared faculty that includes meetings with the dean.The growth in tuition from more students has enabled the school to grow its full-time faculty. And in the chose of 2017, Lienhard launched its own Ph.D. program in nursingsome graduat es may becomenurse educators within the school.Lienhard puts a premium on faculty diversityThe nursing school has been very successful in recruiting a diverse faculty. In the fall of 2016, close to 40 percent of faculty will be from underrepresented groups, which is unheard of, says Feldman. Some faculty members are attracted here because we have a diverse student body they want to be role models.Some 33 percent of faculty belong to minority groups, including the 18 percent of full-time faculty who identify as minorities.Lienhard and rival nursing schools will need to keep innovating in order to successfully meet the faculty recruitment challenge, especially given the advancing age of faculty members.Feldman sees signs of hope she says that some recent faculty hires are younger (in their 40s.)School helps students explore many avenues for fundingPart of the challenge of embarking on a teaching career is that the training is pretty costly, says Feldman. Deepening the challenge, nurse s with advanced degrees typically receive higher pay in practice settings than they can in teaching.In response, Lienhard offers advice and assistance with federal, state and private grant and loan forgiveness programs that can help nurses and nursing students envision a financially viable path to teaching. We work to generate interest in teaching among our own undergraduate nursing students, says Feldman.The funding that we receivethe federal Nurse Faculty Loan Programweve had it for years, says Feldman. But everything is up for grabs. We dont know how long this funding will continue. That uncertainty may leave an opening for employers to step in with financial support for student nurses.Feldman sees a promising future for her graduates. Employers are happy with our students, she says. They say our students know what theyre doing, theyre hard workers, and they dont have an attitude. Thats great news for recruiters who know how to engage these graduates, including more mature studen ts as well asyounger Gen Z graduates.

New Step by Step Roadmap for Basic Resume Objective

New Step by Step Roadmap for Basic Resume Objective The 30-Second Trick for Basic Resume Objective Resume language skills are the same. Resumes are usually categorized by the way in which the info is presented. The Basic Resume Objective Examples may also be structured in the way which best presents your abilities and experience. You are able to also Simple Resume Template. You might not know where to start in regards to writing a resume objective. Objectives ought to be job-specific. My aim is to find the job. The absolute most efficient objective is one which is tailored to the job youre applying for. Besides the abilities and work history sections, its also advisable to set them in the resume objective. Everyone has desirable abilities and experiences to provide employers including you When youre crafting your resume objective, you should concentrate on particular abilities and experiences which are directly associated with the job. A crystal clear statement about ho w you are going to utilize your strongest relevant abilities and professional experiences to satisfy the specific role youre applying for 3.All basic resume types continue to be professional. Be sure that the skills are related to the job which you desire. Relevant skills ought to be backed by further info in the resume. Your language skills are just a small portion of your resume, therefore its important that also you recognize how to compose a resume by every section. Possessing a brief statement or overview at the start of your resume is a good way to demonstrate your abilities and experience and show the hiring manager the value you will bring to the position. Resume creators permit jobseekers to make and download their finished resumes right from the web to get started applying straight away. If you follow the advice above you are going to have an interesting, compelling resume summary that is likely to make the reader want to find out more about you even regardless of you r lack of work experience From the sort of content to its layout, everything matters when youre attempting to get the most attention of the recruiter. The Honest to Goodness Truth on Basic Resume Objective Basic resumes typically have an extremely classic and classic tone. Basic layouts are extremely simple to edit, even when you have never made a resume before. Basic doesnt need to mean boring, as you will notice in the broad range of free basic resume templates we offer. Create your basic resume which you are able to edit whenever you demand. The resume summary is only a bridge to have the hiring manager in your experience. Now imagine whether that saatkorn resume had had a summary statement on top clearly outlining why youre an ideal candidate. Sample resume objectives should be utilized as references, dependent on which you can make your own resumes. Chronological resumes are the ideal place to highlight your accomplishments. Numbers, percentages, and supporting facts go a very long way in showing that you own a reputation for success. Since the a summary isnt simple to write because of deficiency of experience in the event of first timers and fresh graduates an objective statement is critical for basic level resumes. You ought to have five objective statements. Based on who you ask and the way youre using it, summary statements can be a whole waste of space or a complete game changer. Looking at examples can allow you to make a decision as to what sort of content you should include, in addition to how to format your resume. A basic resume template is the most elementary version or sort of a resume template which may be employed to create resumes for any work position. Referring a sample template will thus help you in creating the the majority of the opportunity.

11 Games that Subconsciously Train Your Employees - Spark Hire

11 Games that Subconsciously Train Your Employees - Spark HireSo your employees spend a lot of time goofing around on their phones? Maybe all of those mobile games and chicanery arent as unproductive as they seem. Although mobile games are no substitute for real computer training, many of the games reinforce qualities that most managers value in their employees. Visual skills, strategic thinking, and multitasking are all valuable employee skills that can be trained with mobile games. We wont go through all 11 games in detail, but here are the highlights of the infographic11 Mobile Games That Subconsciously Train Your Employees.Angry BirdsAngry Birds trains strategic thinking and resource management. The object of the game is to fling birds into building structures such that you collapse the structures and take out the pigs hiding in the structures. This involves strategic thinking, and the resource management comes in with your limited number of fling-able birds. As you move up into the higher levels, your birds become specialized (some are more effective against different types of building materials), which requires players to plan out which resources will be used most effectively for which task.Zombie SmashZombie Smash trains multitasking under pressure. The game requires that you fend off waves of zombies while managing weapons systems and trying to collect valuable items. The pressure of getting eaten by undead hordes might just make a 9am client meeting a little less daunting. The game might also teach your employees to multi-task. So, you know, they might be prepared for a 9AM meeting once in a while.Draw SomethingThis game, like several popular mobile games, puts a new spin on an old board game. Like Pictionary, the object of Draw Something is just that to draw something. While this doesnt seem like great computer training for your employees, Draw Something builds creativity and visual direction. The great news is that you dont even have to be a great ar tist to enjoy this game (whats the fun if that bowl of fruit you drew actually looks like a bowl of fruit?). Build creativity by indicating your message in unconventional ways. In a recent game of mine, a friend communicated gas station by drawing a seaShell.Cut the RopeIf Draw Something doesnt improve your visual skills (some of us are beyond help), Cut the Rope will. To think of this mobile game as computer training, consider the space and depth perception that is required of players not to mention the strategy involved. Cut the Rope is a little difficult to explain. Essentially, youre using a pendulum system that swings ropes around to feed a little frog. You have to cut the rope at the correct angle in bestellung to get the food to drop in the correct place. Although visual skills might not seem of utmost importance to all industries, creative work aside, just think about how much easier your office life will be with employees who can cut ropes and feed frogs.Do you think mobile games should count as computer training? How do you provide computer training to your employees?

Inter-Service Transfers in the Military

Inter-Service Transfers in the MilitaryInter-Service Transfers in the MilitaryInter-Service Transfers do occur, but they are elend as common as you might think. Changing uniforms during your enlistment requires one branch of service that does elend need you and another branch of service that does.It does happen, but you must qualify with certain criteria. Requesting Discharge From Your Current Enlistment Branch If you are in the Delayed Enlistment Program (DEP), you would first have to request a DEP discharge from the branch you are enlisted in, and then apply to join the other service through the other services recruiter.Military recruiters are prohibited by regulation and policy from actively recruiting members of other services DEP. So, to better your chances of making this transfer, you should not be talking to the recruiter of the other service until your DEP discharge is approved. Once one goes on active duty, with the exception of a few commissioned officer specialties (su ch as a physician), one cannot simply transfer from one branch of the service to another.You have to complete a Request for Conditional Release from your current branch of service.Though the process exists, the likelihood of your current branch of service releasing you is the hurdle to jump over. Typically, the move from one branch to another requires one to complete their enlistment contract.It may take 4-6 years depending on your time you enlisted.Then you have toget out of the military, and then visit a recruiter to join the different service, as a prior-service recruit. It is by no means a sure thing, as prior-service slots are limited.It is easier to join the military from the street than from the Fleet. Operation Blue to Green (From Navy or AF to the Army) There is a program which will allow members of the Navy and Air Force who are serving in over-manned jobs to request early discharge, in exchange for agreeing to a three-year active duty enlistment in the Army. The name of this program is Blue to Green. Under an inter-service agreement, members of the Air Force, Navy, Marines, and Coast Guard can also request an early discharge to apply for the Army Warrant Officer Program.Many who could not become pilots in their original branch find a home in the Army Warrant Officer program and become pilots of a variety of Army aircraft (helicopters and fixed wing). Additionally, active duty enlisted members can apply for an early discharge if they are accepted into the Officer Candidate School/Officer Training School of another service. Service Academy Inter-Service Transfers Typically on a one to one basis, members of the Air Force Academy, Naval Academy, and West Point can select a job outside of the Academy they graduated from.For instance, there may not be enough pilot slots in the Navy, so requesting an inter-service transfer with the Air Force to obtain pilot school after graduation is possible if there is a member of the Air Force Academy graduating class that prefers to join the Navy. For instance, there are typically two or three Air Force Academy and West Point graduates who get selected to attend SEAL training every year. For them to qualify for such a transfer, an equal number of Naval Academy graduates have to pursue Army or Air Force commissions. 148 Watch Now Which Branch of the Military Is Right For You? Beware of the Recruiter Who Says You Can Easily Transfer Some recruiters will tell a young recruit that you can serve in the Army or Marine Corps and then attend (for example) SEAL training after you have gained some experience.The recruiter is not lying. However, you have to complete your four-year enlistment before you can attend another school within a different service.Some schools have a joint charter with all services can attend like Basic Airborne Course in the Army.However, SEAL training requires you have to be in the Navy to attend SEAL training. Receiving an inter-service transfer to attend advanced s chool in other services is not going to happen.If you want to be a Navy SEAL, join the Navy.If you want to be an Army Ranger, join the Army. Do not rely on the rare occurrence of an inter-service transfer.

Can Boredom Inspire a Job Search

Can Boredom Inspire a Job SearchBoredom vs. StressCan Boredom Inspire a Job SearchIts not every daywhen boredom can spur a human being into action. But not having enough work to the point that youre chronically bored and unchallenged is as good a reason to start a job search as being stressed out and overworked is.Recent research by Sirota Survey Intelligence found that too little work can be just as harmful to employee satisfaction as too much work. Feeling overworked a condition that could lead to job burnout is far more prevalent than being bored. Yet, both have harmful effects on employees and their companies, said Sirota president Douglas Klein.He points to these numbers from the survey on the attitudes of bored workersJob satisfaction 81% of employees with about the right amount of work are satisfied with their jobs, compared with just 50% of those with too little work.Challenging work 71% of employees with about the right amount of work find their jobs challenging for the bored group a paltry 22%.Utilization of skills and abilities 74% of workers with about the right amount of work believe their jobs make good use of their skills, more than twice the percentage of the bored group (36%).Feeling of personal accomplishment 73% of workers with about the right amount of work feel a sense of accomplishment from their jobs, nearly twice as much as the group with too little work (38%).

A Mid-Year Look at Health Care Recruiting and Hiring Trends

A Mid-Year Look at Health Care Recruiting and Hiring TrendsA Mid-Year Look at Health Care Recruiting and Hiring TrendsA Mid-Year Look at Health Care Recruiting and Hiring TrendsHealth care recruiting, never a sleepy sector of the recruitment industry, is mora complex than ever in 2011.A changing mix of providers is evolving to survive financial stresses and thrive under health care reform.Many are asking more of a limited pool of health care talent thats charged with caring for a growing and aging American population.But heres one simple truth that lengthens the days and weeks of health care recruiters from coast to coast Macroeconomic malaise or no, the competition is fierce, says Annessa Fort, Northwest branch manager at Yoh in health care recruiting.Health Care Recruiting TrendsHealth care continues to be the healthiest labor-market sector in the United States, rising by 287,000 in the 12 months ending June 2011, to 14.06 million, reports the Bureau of Labor Statistics. This growt h included 171,000 jobs in ambulatory services, 56,000 hospital jobs and 25,000 positions in nursing-care facilities.So demand is strong and the need for aggressive health care recruitmentis rising. The Employment Index, a broad measure of online recruitment, has showed substantial growth in the health care sector this year.The index for health care practitioners and technical workers rose from 139 in January to 160 in June 2011, while health care support workers climbed from 192 to 223 over the period.There are regional pockets of relatively weak demand for health care talent, and some of them are sizable. Most of ur grads are in our accelerated program, and theyre doing OK, says Elaine Andolina, MS, RN, director of admissions and co-director of baccalaureate programs at the University of Rochester School of Nursing. The grads that have problems are the ones that go to the west coast, particularly California.Employers Seek Higher QualificationsEven with demand returning to pre-rece ssion levels, health care employers are continuing to boost credential requirements and thus raise the bar for recruiters. In occupational health, positions that used to require just an RN now require a BSN, says Fort.With healthcare-reform provisions such as value-based purchasing kicking in this year, providers are looking for practitioners who can work with complex structures of financial incentives and penalties, especially in hospitals. Weve seen a higher demand for RNs with case-management experience, says Fort.Still, most providers are keenly aware of the value of retaining health care employees and will take reasonable measures to keep them. With physical therapists, occupational therapists, nurse practitioners and physician assistants, employers are doing direct hires because they dont want to bring them on as contractors and then have them leave, says Fort.Changes to Primary Care ProvidersWith small-group practices straining under increasing expenses and millions of additi onal Americans becoming insured in the coming years, theres such a need for primary-care providers, says Mary Jo Goolsby, EdD, NP-C, director of education at the American Academy of Nurse Practitioners. NPs have earned the reputation of providing high-quality, cost-effective care.The Patient Protection and Affordable Care Act (PPACA) encourages nurse practitioners and physician assistants to practice to the full extent of their professional qualifications. Health care reform will create more opportunities for nurse practitioners, says Goolsby. MDs cant do it alone.Newly minted nurse practitioners, typically experienced nurses who have returned to school for advanced training, are highly sought after. We graduate 9,500 NPs per year, and theyre not finding that the job market is saturated, says Goolsby.Meanwhile, a new wave of health care hiringis gathering for physicians who provide primary care, says Leslie Michelson, CEO of Private Health Management, a provider that aims to outdo e ven concierge practices in quality of care and service.As more and more doctors are financially squeezed out of traditional private practice, theyre seeking to get a handle on the care settings where they might migrate. Physicians who are more entrepreneurial will shift into concierge or retainer-based business, says Michelson. The others will be more comfortable in a larger system with more security and structure, say in a hospital.Employers Offer a Variety of SweetenersWith many medical specialties in shortage, health care employers and their recruiters are offering a broad range of employee benefits to desirable candidates, as part of their nurse retention strategy.If a nurse practitioner wants to move into a new specialty area, she looks for an organization that will give her on-the-job training, says Goolsby. Clinicians typically seek employers that provide the full range of professional development opportunities.Clinicians also seek the benefits that professionals in many othe r fields no longer take for granted. NPs are looking for health insurance and long-term care insurance, says Goolsby. They also look for sufficient staffing with medical and nursing assistants, and adequate space to see patients.Some providers are luring particularly valuable candidates by treating them like executives. Were seeing NPs and PAs get director-level roles, with the perks of upper management like annual bonuses and additional vacation time, says Fort.Yet another approach is an appeal to the idealism of the many practitioners who have burned out on bureaucracy and compromise. We entice physicians with the clinical sophistication of our approach we provide the highest level quality of care to clients such as hedge-fund executives, says Michelson.