The Resume Store's GET-A-JOB Blog

The United States Secret Service is hiring and training Special Agents - Have you got what it takes?

The United States Secret Service

Special Agent

The United States Secret Service is mandated by statute and executive order to carry out two significant missions: protection and criminal investigations. During the course of their careers, special agents carry out assignments in both of these areas and must be available to be assigned to duty stations anywhere in the world.

The Secret Service protects:

• The president, the vice president (or other individuals next in order of succession to the Office of the President), the president-elect and vice president-elect
• The immediate families of the above individuals
• Former presidents, their spouses for their lifetimes, except when the spouse remarries. In 1997, Congressional legislation became effective limiting Secret Service protection to former presidents for a period of not more than 10 years from the date the former president leaves office
• Children of former presidents until age 16
• Visiting heads of foreign states or governments and their spouses traveling with them, other distinguished foreign visitors to the United States, and official representatives of the United States performing special missions abroad
• Major presidential and vice presidential candidates, and their spouses within 120 days of a general presidential election
• Other individuals as designated per Executive Order of the President
• National Special Security Events, when designated as such by the Secretary of the Department of Homeland Security

The Secret Service investigates:

• Violations of laws relating to counterfeiting of obligations and securities of the United States
• Financial crimes that include, but are not limited to, financial institution fraud, false identification documents, access device fraud, advance fee fraud, computer and telecommunications fraud, electronic funds transfers and money laundering as it relates to the agency's core violations
• Computer-based attacks on the nation's financial, banking and telecommunications infrastructure

Foreign Language Proficiency A one time recruitment bonus, 25 percent of basic annual pay, will be paid to newly hired special agents, who are identified as having a foreign language skill and can test at the S-3 level. This level requires that the applicant be able to speak the language with sufficient structural accuracy and vocabulary to participate effectively in most formal and informal conversations on practical, social and professional topics. The recruitment bonus must be approved prior to the applicant's first day of employment and will be paid as a lump sum, upon successful completion of all required training and graduation from the U.S. Secret Service training program. The actual payment will depend on the availability of funds. The Secret Service also has a Foreign Language Cash Award Program. This program pays a cash award of up to 5 percent of basic pay to any individual who possesses and makes substantial use of one or more foreign languages in the performance of official duties. Newly hired special agents may be initially assigned, and reassigned during their career, to offices where a language skill best serves the needs of the Secret Service.

Steps to Becoming a Special Agent

Requirements and Qualifications

To be CONSIDERED you must:

• Be a U.S. Citizen
• Be between the ages of 21 and less than 37 at the time of appointment
• Possess a current valid driver's license
• Possess visual acuity no worse than 20/60 uncorrected, correctable to 20/20 in each eye

Note: Lasik, ALK, RK and PRK are acceptable corrective eye surgeries for special agent applicants. Applicants will be considered eligible for the special agent position provided specific visual tests are passed three months after Lasik surgery and six months after all other surgeries.

To qualify at the GL-7 level you must:

• Possess a bachelor's degree from an accredited college or university with superior academic achievement.
• Superior academic achievement is defined as meeting at least one of the following requirements:
• Being in the upper third of your graduating class
• Having a grade point average of 3.0 or higher out of a possible 4.0, based on four years of undergraduate education or based on courses completed during the final two years of curriculum
• Having a grade point average of 3.5 or higher out of a possible 4.0, based on required courses completed in your major or required courses in your major completed during the final two years of curriculum
• Being a member of a national scholastic honor society that meets the requirements of the Association of College Honor Societies

 

OR

• Possess at least one full year of graduate level education (i.e. 18 semester hours).
  
  OR
• Possess at least one year of specialized experience equivalent to the GL-5 level which is in or directly related to the line of work of the position.
  
  Specialized experience is defined as assisting in:

• Carrying out investigations of alleged or suspected violations of the law
• Conducting surveillance and undercover activities or operations
• Apprehending and arresting persons suspected of violations
• Organizing evidence for presentation to prosecution officials

To qualify at the GL-9 level you must:

• Possess a master's or equivalent graduate degree (such as LL.B. or J.D.) from an accredited college or university
  
  OR
• Possess at least one year of specialized experience equivalent to the GL-7 level, which is in or directly related to the line of work of the position.
  
  Specialized experience is defined as independently…

• Carrying out limited investigations of alleged or suspected violations of the law
• Conducting surveillance and undercover activities or operations, raids and/or seizures
• Apprehending, arresting, interviewing, and interrogating persons suspected of violations of the law
• Organizing evidence for presentation to prosecution officials

Maximum Entry Age Restriction

On August 26, 2009, the Office of Personnel Management (OPM) published a memorandum for all Heads of Departments and Executive Agencies related to hiring of preference eligible veterans applying for federal positions with maximum entry-age restrictions. As directed by OPM, the U.S. Secret Service will conduct an analysis of all Secret Service positions having maximum entry age restrictions to determine whether a maximum entry age requirement is essential to the performance of the position. Applicants eligible for veterans' preference who exceed the current maximum entry age requirement will continue to be processed during this ongoing analysis. No final determination regarding affected applicants will be made until completion of this analysis. If it is the determination of the U.S. Secret Service that the requirement is not essential to the position, then the Agency will waive the maximum entry-age requirement for veteran's preference eligible applicants for that position. Proper notification to all affected parties will be published when the analysis has been completed.

Selective Service

As a condition of employment, male applicants born after December 31, 1959, must certify that they have registered with the Selective Service System, or are exempt from having to do so under Selective Service law.

Physical Fitness Evaluation

Applicants must pass a medical examination by an authorized government physician, which includes vision, hearing, cardiovascular and mobility of extremities. In addition, applicants must be determined physically fit by an authorized government physician to perform strenuous and physically demanding duties.

Treasury Enforcement Agent (TEA) Test

Applicants must pass the Treasury Enforcement Agent examination and a report writing test.

If you have previously taken the Treasury Enforcement Agent exam (TEA) with another agency, you may submit a copy of your results to the Secret Service at the time of application along with the rest of your supplemental documentation. Determination will be made as to whether the rating score is valid and up to date.

Interviews

Applicants must pass a series of in-depth interviews.

Top Secret Clearance

Applicants must be able to obtain a Top Secret clearance. Applicants must pass a pre-employment polygraph examination, drug screening and extensive background investigation. Completion of a full investigation is required before appointment. Follow this link to learn more about the background investigation.

Appointment

Initial appointment to the special agent position is normally made in the excepted service.

Pay and Work Schedule

Special agents are generally hired at the GL-7 or GL-9 grade levels depending on qualifications and education. Based on those grade levels and the assigned geographic area, the 2010 starting salary range is $43,964 - $74,891.

An additional 25% Law Enforcement Availability Pay (LEAP) will be added to locality pay. While assigned to field offices special agents are normally assigned to work a 40-hour (normal business) workweek (e.g., 9:00 a.m.- 5:30 p.m.), Monday through Friday. Due to the receipt of LEAP, special agents usually work an average of two additional hours per day. During certain assignment the hours worked by special agents will vary depending on the nature of these assignments, which include, but are not limited to, conducting criminal investigative and protective assignments and/or being assigned to a protective detail. Special agents are required to work hours other than normal business hours (e.g., 12 a.m.-8 a.m., 4 p.m.-12 a.m., 10 a.m.-6 p.m., 6 a.m.-2 p.m., 2 p.m.-10 p.m., etc.) with the addition to 2 or more LEAP hours, on a daily basis.

Training

Special agent trainees must successfully complete the 10-week Federal Law Enforcement Training Center's (FLETC) Basic Criminal Investigator Training program in Glynco, Georgia and the 17-week Special Agent Basic Training program at the James J. Rowley Training Center outside Washington, D.C.

Failure to pass either training program on the first attempt will result in separation from the United States Secret Service.

Firearm Proficiency

Newly appointed special agents, upon completion of training, are required to carry a firearm for the performance of their duties. Special agents will be required to maintain firearms proficiency.

Travel and Relocation

Newly appointed special agents may be assigned to duty stations anywhere in the United States. Throughout their careers, agents may experience frequent travel and reassignments to Secret Service offices located throughout the United States or liaison assignments in foreign countries. Candidates must sign a mobility agreement stating their willingness to accept assignments anywhere within the United States and overseas.

Conditions of Employment

Special agents will be required to carry out assignments in the areas of protection and investigations; work long hours in undesirable conditions on short notice; travel away from home for periods ranging from one to 30 days or longer. Additionally, special agents are requested to work undercover assignments as needed.

The special agent position is a key position in accordance with Department of Defense Directive 1200.7.

Benefits

Federal employees are eligible to participate in the following benefits programs. Find more information about benefits by clicking on each program below:

• Federal Employees Health Benefits (FEHB)
• Federal Employees Group Life Insurance (FEGLI)
• Federal Long Term Care Insurance Program (FLTCIP)
• Retirement
• Thrift Savings Plan
• Benevolent Fund
• Federal Holidays
• Annual and Sick Leave
• Federal Flexible Spending Account

For More Information

If you have questions, please contact the Secret Service Recruitment Program at 202-406-5830, or TTY 202-406-5390.

How to Apply

To view and apply for our vacancies please follow this link.

You may also call 888-813-8777 for a listing of our current vacancies.

An Equal Opportunity Employer

Jobs, and the Law of Averages

Quantum Mechanics

First published Wed Nov 29, 2000; substantive revision Tue Sep 1, 2009

Quantum mechanics is, at least at first glance and at least in part, a mathematical machine for predicting the behaviors of microscopic particles — or, at least, of the measuring instruments used to explore those behaviors — and in that capacity, it is spectacularly successful: in terms of power and precision, Quantum Mechanics is head-and-shoulders above any previous theory. Mathematically, QM is easy to understand. We know its parts, how they are put together, and why, in the mechanical sense (i.e., such as the number of wins the house will get at a roulette wheel), the whole thing performs the way it does, how the information that gets fed in at one end is converted into what comes out the other. READ MORE

For scientists, the question of what kind of a world it describes is, however, controversial.  But of a person's chances for employment, it seems as though QM is an accurate predictor of probability.

I am certain, after reading the above, your inclination is to reread it or discard it as poppycock. However, if you will cut me some slack, I will try to explain the relationship between the probabilities of Quantum Mechanics and the probabilities of getting a new job.

By now you must be thinking, “This dude is nuts.” Well, if so please humor me by reading on.

Slipping past all of the technical mumbo-jumbo, the essence of QM has much to do with the probabilities we deal with day to day. Such probabilities are inherent of State lotteries. Using the theory of QM, States calculate with surprising accuracy the number and amounts paid out to winners. They calculate these on daily, weekly, monthly, and annual basis. The science is so defined they can actually measure each game incorporating historical data. In fact, all forms of gambling are calculable with precision using QM. Its theory explains why bookies (bookmakers) tend to make more than they loose, casinos always yield profits and even neighborhood church bingo-nights earn predictable yields.

The roulette wheel, for example, has a 1 in 29-win probability for the player. For the house, the win probability is 29 to 1. Imagine 12 players placing bets on 12 different numbers. Should one player win, the house picks up the other 11 losses. It is surprising that using QM they may calculate with pinpoint accuracy how much revenue each game, each minute of everyday, week, month and year they will take in from gambling. It gets down to simple math and “The law of large numbers / "The law of averages."

Perhaps now you are ready to call-out the men in the white coats! Hold on now, read on; it is soon to make sense.

If the probability of throwing a double-6 with two dice is 1/36, then the more times we throw the dice, the closer, in proportion, will be the number of double-6s thrown of the total number of throws. That, of course, increases the probability or chances of a win. Well, the job search is theoretically similar.

The more resumes you send the better your chances of getting interviews. If you add to that an active networking agenda the chances increase significantly. It you add aggressive follow-ups and making cold calls to area businesses; well, by now you know the answer to that scenario too.

Ahh, but is it really, quite that simple? Let us travel back to the casino for a bit…

Mr. Trump, after gathering his expert’s scientific calculations realizes his nearest competitor, Bally’s Hotel and Casino, is stealing his thunder. He realizes he must do something to rekindle his revenue from gambling. According to QM, the probability factor is what it is. Therefore, his options are to do things that bring more patronage to his Trump Plaza Casino. Without examining particulars, Mr. Trump will set forth promotions and strategies designed to take business back from Bally’s and other area casinos. Although the law of averages remains in tact, revenue increases due to additional players. The magic wand here is in the value and consumer appeal of the promotions he implements.  And, after all is said and done, his competition will respond in-kind.     

So then, what has this to do with your job search? Consider that the law of averages attained from your efforts is a constant per your present activities, you too have competition; therefore, how can you steal their thunder? Like “The Don,” you may improve your advertising materials – your cover letter and resume. You might increase or improve upon your job search strategy by consulting professional coaches and advisors (Trump’s Marketing Team). If you are getting interviews, but are not getting offers, a bit of interview coaching may be in order.

My point is this; the Law of Averages when all things said and done are equal, is a scientific reality. However, there are no limits to what and how you may increase your own numbers (not probability). Remember, whether 1 of 20, 20 of 400 or 50 of 1000 and so on, the law of averages remains constant. The only manner in which you may increase interviews is by increasing either the “to” number or bettering the quality of your job seeking documents. Do both, and your numbers, not your odds,  increase exponentially.

 

3 Non-Clinical Hospital Jobs ■ The Healthcare Industry has the greatest jobs potential

June 20, 2011: The Resume Store, the Tampa Bay, Florida areas premier resume service continues, in its ongoing mission to provide "BETTER WAYS TO BETTER JOBS" brings job opportunity bulletins to America's un, under and unhappily employed. Visit http://TheResumeStore.info for more information.

According to the US Department of Labor and Statistics monthly unemployment reports, health-care has and continues exceeding all other categories for jobs growth. 

Since the beginning of the present economic recession, the United State's population has grown by 30 million. In addition, baby boomers are soon to add millions more to Medicare enrollment. Hospitals and medical facilities nationwide have and continue to expand to meet the growing demand for services.   

For those whose skills do not include clinical requirements, the three categories below are growing as the demand for medical/clinical services expand. Medical Records, Financial and Admissions/Registration Clerks make up the majority of medical community support services. Hospitals, Nursing and Hospice, Assisted Living, Rehabilitation, medical offices and more, cannot exist without the following three non-clinical jobs. 

Please bear in mind, within larger hospitals and medical facilities there are many other non-clinical jobs: food service, incoming call reception, valet parking,  patient liaison, and more. Consulting local hospital or medical facility career sites should provide information about such opportunity. Contacting human resource departments may also yield information on non-clinical opportunity.    

Medical Records Clerk

Compiles, verifies, types, and files medical records of hospital or other health care facility: Prepares folders and maintains records of newly admitted patients.

• Review medical records for completeness 
• Assemble records into standard order
• File records in designated areas according to applicable alphabetic and numeric filing system
• Locate, sign out, and deliver medical records requested by hospital departments
• Compile statistical data, such as admissions, discharges, deaths, births, and types of treatment given
• Operate computer to enter and retrieve data and type correspondence and reports
• Assist other workers with coding of records
• Post results of laboratory tests to records and be designated, Charting Clerk (medical ser.)

Financial Clerk

Notify or locate customers with delinquent accounts, attempting to secure payment.

Methods of collection

• Utilize postal services, telephone, or personal visit
• Mail form letters to encourage payment of delinquent accounts
• Confer with customer by telephone in attempt to determine reason for overdue payment, reviewing terms of sales, service, or credit contract with customer
• Notify credit department if customer fails to respond
• Contact delinquent account customers in person
• Record information about financial status of customer and status of collection efforts
• Turn accounts over to attorneys as necessary
• Sort and file correspondence
• Receive and post collected payments to customer account
• Grant extensions of credit where appropriate
• Use automated telephone dialing systems to contact customers and computers to record customer account information

Patient Relations Liaison

• Strong customer service skills in face-to-face interaction settings
• Strong work ethic and desire to serve our patients
• Knowledge of Medical Insurance (Medicare/Medicaid/Commercial)
• Valid drivers license and ability to travel locally is a must
• Experience in educating patients or others
• Experience with hospital settings is preferred
• Dialysis experience preferred
• Experience with Word/Excel/Outlook

Medical Receptionist/Admissions Clerk

Interview incoming patients or representatives and enter information required for admission into computers, obtaining and recording names, addresses, ages, religions, persons to notify in case of emergency, attending physicians, and individual or insurance companies responsible for payment.

 Train new employees as required

• Participate in staff and educational meetings
• Perform other specified duties whenever assigned
• Maintain medical records and report statistics as required
• Register patients according to hospital protocols
• Explain clinic policy to patients while receiving and delivering messages
• Handle and manage the continuous flow of information in doctor's offices in health care establishments
• Organize and maintain forms and office stationary required for front desk activities
• Communicate with vendors, inspect leased supplies and organize stockrooms
• Respect and maintain privacy and dignity of clients, assuring client confidentiality at all times
• Schedule appointments, organize overflowing paper documents and distribute the required information via post, courier, telephone and email
• Proficient with desktop publishing programs and digital graphics make spreadsheets, manage data and create documents on computers (Microsoft Excel, Word and minimum typing at 35 WPM)
• Schedule patient hospital admissions, file and complete medical reports and insurance forms, pull patient charts, fill-out discharge forms, etc.
• Open the admission department in the morning, greeting patients and agency visitors
• Direct patients and medical representatives to the appropriate location and services
• Practice excellent customer service, being courteous, polite and helpful to the public and clients at all times
• Determine financial status of patients and eligibility for health services
• Assist patients in accurately completing appropriate forms and documents
• Collect and deposit fees according to protocols, prepare and balance daily financial registers and submit all forms and fees to the accounts department

 

 

 

 

 

 

CEO of the Boys & Girls Clubs of the Suncoast, Aaron McGlon to co-host "The GET-A-JOB Hour"

Join both Aaron McGlon and me, Arnie Sherr this Tuesday evening at 8:07 PM for an informative and exciting trip though non-profit careers and opportunity.

Become familiar with how the BGCS mentors neighborhood youth steering them in directions that produce well-educated contributors to local communities.

Tune in to TanTalk 1340 AM Tampa Bay at 8:07 Tuesday evening the 17th of May 2011 and every Tuesday evening for great content and discussion to engage job seekers in productive job seach technique.  

From what industry/companies should you seek employment?

Arnie Sherr April 18, 2011 The Resume Store’s “Get-A-Job” Blog

First, permit me to describe the variety of employment opportunity that is available at local department stores. When I refer to “department” stores, I am not including discount mass merchandisers like Wal-Mart, K-Mart, Costco and Target. I am, however, speaking of stores like Macy’s, Sears, Penney’s and the like.

Most, when thinking about opportunity in retail picture jobs that pay a slimmer above minimum wage. Such perceptions are of sales associates who are responsible for everything from sales and cashiering to receiving to stocking and cleaning bathrooms and more. The perception is real, but it is not characteristic of department store employment. Where those requirements exist is in working for multi-unit retailers like Sunglass Hut, Nautica, Men’s Warehouse, CVS and others that do not fit the department or mass merchandiser profiles.

Factually, department stores hold great respect for specialized personnel. They, because of their square footage and diversity of employees, separate responsibilities into categories. They employ people to work only in receiving and shipping, and to stock merchandise. They hire sales associates whose main function is to sell and see that merchandise displays are organized and displayed according to plan. True it is that at times sales associates are required to take part in departmental sets and resets.  After all, helping permits them to become familiar with new and existing products and to know where everything is located.

Within department stores, there are departments that operate under a license or contract. That is to say, they do business under the stores name while owned by an outside entity. Cosmetic departments, generally owned and managed by manufacturers are exclusive with respect to sales areas. In stores like Sears, contractors for siding and windows, plumbing, roofing and HVAC operate under licenses or contracts for which they may pay a large up-front investment and after a percentage of sales.

In Dallas, TX, there existed a company by the name of America Remodeling or AMRE. A national retailer of residential siding, they operated under the name of Sears Siding. It is astounding how much more consumers are willing to pay for work that is available for significantly less simply because of the Sears guarantee of satisfaction. It is true; seniors, more than any group since appreciate the integrity of the Sears guarantee.  Most seniors recall when Sears unveiled their new and unheard-of customer service campaign. In fact, Sears invented the “Satisfaction Guaranteed” slogan. Whether or not this act of retail courage is good in the end is a matter of opinion. Since it was a remarkable success, other major retailers of the day, joined in with their own no-questions-asked return policies. It took a few years but now most legitimately priced retailers offer similar guarantees. As Sears led this revolutionary customer service campaign, they for years hence profited above all others. Only of the past decade or three has Sears realized that it is the youth who hold in their wallets the futures of many historically successful retailers. Retailers like Woolco and Woolworth are no longer.  Zayre and Gemco/Menco are but a memory. Peoples Drug Stores, SunRay and other drug retail chains have yielded to mega retailers like Walgreens and CVS, Eckerd a memory as well.

When clients visit to discuss resume needs, they often grimace when I suggest working for a retailer such a Sears. It seems most think the only job Sears offers is that of sales associate. After explaining the variety of professional opportunity that “department” stores offer, suddenly eyes open and faces smile anticipating the better of words to come.

Here is a comprehensive list of jobs that is common in all department stores. Do any fall within your scope of interest and skill-set; Whodathunkit?

Operations Manager

Responsible for a variety of practices, operations managers are retail industry trained and experienced.  They are accountable for numerous functions relating to employees and company profitability.  Management skills and creativity are necessary for success in these occupations.

District Manager

Commonly employed by large companies, district managers oversee a number of stores within a given district or geographic area. They generally oversee departments such as merchandising, payroll, and displays.  Candidates must be highly organized and able to work in a variety of environments.  Relocation may be required.

Regional Manager

Accountable for the performance of multiple districts, regional managers maintain records and ensure compliance with company policies throughout a number of facilities.  These associates need to have the ability to multitask and possess excellent analytical skills.  They must creatively design and implement specific marketing and advertising promotions to increase company success. 

General Manager/Store Manager

Often responsible for all operations in an entire store, general or store managers oversee financial, marketing, sales, planning, and professional aspects of an organization.  They work directly with subordinate and superior associates to ensure optimal efficiency and business.  Their main concern is often facility profits and losses, and they must attempt to increase company profitability.  All employees in a facility report directly to these professionals.

Department Manager

Large facilities often employ department managers to oversee all merchandising within a specific area or department of a store.  They are also in charge of staffing, training, scheduling, and assigning duties to employees, and may be responsible for specific areas such as sporting goods, grocery, bakery, clothing, shoes, etc.  Formal education and retail experience are common prerequisites for these positions. 

Director of Compliance

Responsible for maintaining existing controls and continually developing new ones, the director of compliance ensures all practices meet company policies and government regulations.  They must be capable of effectively communicating with managers, scheduling audits, and increasing company profits.

Display Manager

For advertising and aesthetic purposes, display managers design and oversee the production of window and internal product displays.  They may work with a number of associates for assistance in obtaining and building props for each display.  They must consider the materials that will be necessary and lighting that will best emphasize the product(s).  They may sketch or prepare detailed floor plans of each design, allowing employees to construct a scale and ensure the best presentation.

Distribution Warehouse Manager

Within wholesale and retail distribution centers, DWMs coordinate and oversee all daily activities.  They review orders and invoices, ensuring that proper goods are ready for loading and shipping.  They develop or maintain procedures, which allow company organization, and the ability to perform.  They must sustain a constant inventory and record all sales and/or receipts in order to keep all records up to date. 

Import/Export Manager

Import and export managers oversee operations associated with the sending or receiving of goods and products.  They not only maintain necessary documents, but also ensure compliance with government regulations.  They handle a number of negotiations and ensure goods are received as promised and that necessary paperwork accompanies each.  Education and experience is needed for these positions.

Marketing Manager

In an attempt to increase business and overall company profitability, marketing managers initiate a number of programs.  They assist with creating specific goals, as well as the planning and overseeing of all marketing promotions within a facility.  Professionals must carefully analyze markets, trends, and conduct immense research in order to make educated plans.  They are concerned with establishing or maintaining an overall company image.

Marketing Specialist

Responsible for promoting company products to consumers, businesses, or other facilities, marketing specialists carry out a number of duties.  They use multiple advertising techniques and methods to promote necessary goods.  Professionals may travel to promote their products, but they must carefully study market trends to ensure optimal sales. 

Merchandise Manager

Merchandise managers are responsible for coordinating and maintaining merchandising activities.  They must consider budgets, rate of stock turnover, and profit goals when determining mark up/down for merchandise.  By analyzing a number of factors and working with marketing associates, they determine the inventory retained, and make necessary recommendations to purchasing agents.

Merchandise Analyst/Planner

Working jointly with merchandise managers; analysts or planners conduct large amounts of research, carefully analyzing recent and historical trends to ensure proper management of goods.  They work together to make sure the correct merchandise is on hand for specific promotions, and to meet seasonal demands. 

Merchandise Displayer

Responsible for the visual promotion of goods, merchandise displayers work directly with management to coordinate an effective display of goods.  A great deal of creativity and knowledge of current trends is required.  They may be in charge of window displays or entire floor plans.  They generally work from detailed plans, and must ensure final products are in scale and fit the desired outcome. 

Project Manager

When facilities require remodeling or renovation, organizations employ project managers in order to oversee the entire project.  They use years of experience to properly format and develop plans to best utilize space and create unique structures.  They work together with a number of engineers to ensure quality of a finished project.

Purchasing Manager

To ensure facilities proper stock, purchasing managers work closely with marketing and merchandising teams to coordinate the ordering of needed products.  They must maintain excellent vendor relations, complete all paperwork, and direct daily activities.  Professionals must commonly obtain formal education in combination with retail industry experience for these occupations.

Purchasing Director

Directors of Purchasing oversee all activities of the purchasing managers.  They evaluate all orders and work together to ensure the best selection and quantities will be on hand.  Professionals determine the styles or varieties for stock, negotiate prices, and oversee daily functions.  Exceptional organizational and management skills needed for success within these positions.

Assistant Manager

In accordance to company policies, assistant managers oversee the operations of a facility under the direction of store or general managers.  With the help of specific department managers, they hire, train, and oversee associates.  They will maintain specific reports, and deliver information as needed to their superiors.  They also ensure all received goods are properly processed and delivered to the sales floor in a timely manner. 

Cashier Supervisor

Often responsible for numerous employees, cashier supervisors oversee the intake and dispersing of funds throughout daily activities.  They often manage return or exchange procedures and are accountable for the accuracy and knowledge of cashiers; therefore, they must properly train and manage employees at all times.  They run balances, check the work of others to ensure all records are complete and accurate, and prepare or deliver daily deposits. 

Buyer

With duties often very similar to or in coordination with purchasing professionals, buyers place inventory orders and handle any necessary price negotiations.  They will commonly visit promotional events such as trade shows or showrooms to gather ideas or make business contacts for future purchases.  Depending on the size of the organization, they will order direct or determine the amount of goods used by each facility. 

Compliance Analyst

In the event that complaints arise, compliance analysts are enlisted to ensure resolution in accordance with company and governmental policies.  They must research the incident, gather and obtain any pertinent documents, and submit information to a legal or personnel department in order to resolve the issue.  To avoid litigation, they develop legal procedures with which to manage the business. 

Gemologist

Within jewelry retailers, gemologists are employed to determine whether stones are man-made or natural, appraise the value, and determine the weight, and quality of different stone types.  Conditions generally vary by employing facility, but work is often tedious and detail oriented.  Candidates must undergo a large amount of training in order to become a qualified gemologist. 

Personal Shopper

Whether employed for shopping with individuals or purchasing an individual’s needed goods alone, personal shoppers assist with the purchasing of numerous items.  They may work for individuals or organizations, but generally to assist families, the elderly, and very busy or wealthy individuals.  Personal shoppers may also work for a specific boutique or department store, but all purchases made meet individual or company requirements.  Professionals may be required to purchase gifts, and will commonly wrap or create elaborate presentations for such items.

Sales Associate/Cashier/Clerk/Customer Service

The most common of retail occupations, sales associates increase company sales, while meeting customer needs and that they enjoy their shopping experience.  Duties may include basic cleaning, organizing, stocking, sales, or register operation.  Due to the vast responsibilities associated with these occupations, candidates must be flexible. 

Trainer

Usually employed in personnel departments, trainers are responsible for not only ensuring newly hired candidates receive necessary knowledge of their position and company policies, but also maintaining current skills in existing employees.  Professionals must be continually seeking new development methods that can increase overall company performance. 

 

 

The United States trails the world in small business enterprise by Arnie Sherr

Self-Employment/Entrepreneurship in the US

Everything heard from Washington would permit us to believe that the US is a self-employment paradise for those who desire to pull their own strings. Certainly, the US has fostered an environment conducive to adventuring within the entrepreneurship arena.  According to the Center for Economic Policy and Research, (CEPR) it is unmatched anywhere in the world. In fact, about 1 in 9 workers or 15.3 million Americans were self-employed in 2009, including both those who had incorporated their businesses and those who had not. From 2003 to 2009, the total self-employment rate has held steady; however, The Center for Economic Policy and Research reports that international economic data tell a different story about the state of U.S. small business. By every measure of small-business employment, the United States has among the world’s smallest small-business sectors (as a proportion of total national employment).

One interpretation of the data presented here is that self-employment and small-business employment may be a less important indicator of entrepreneurship than we have long thought. Another reading of the data, however, is that the United States has something to learn from the experience of other advanced economies, which appear to have had much better luck promoting and sustaining small-business employment. Read more

It as well reports that the high cost of healthcare is a major deterrent, a deterrent that does not exist in competing wealthy free economies.

An August 2009 report by John Schmidt and Nathan Lane clearly defines our place globally and many of the reasons why we linger near the bottom of comparison charts.

An International Comparison of Small Business Employment

Contrary to popular perceptions, the United States has a much smaller small-business sector (as a share of total employment) than other countries at a comparable level of economic development, according to this new CEPR report. Schmidt and Lane observe that the undersized U.S. small business sector is consistent with the view that high health care costs discourage small business formation, since start-ups in other countries can tap into government-funded health care systems. Read more…

Moreover, “Small Business in the US is stymied by High Healthcare Costs.”

In another report of August 8, 2009, The Small Business Dilemma: How Rising Health Care Costs are Tough on Small Business, American small business owners are, when it comes to health care, getting a raw deal.  While the current insurance marketplace offers some options to larger employers, it too often leaves small business owners on the outside looking in. They face unpredictable changes in costs, and often forced to choose between covering employees and the very survival of their businesses. Read more

Perhaps those sympathetic to conservative views may interpret this writing as liberal; I suggest it puts forth a common sense explanation as to why a more passionate presence of entrepreneurial adventure is absent in what is purported as “the land of opportunity.” 

Other than health care costs, I believe deterrents of a different kind have a disparaging effect on those who under circumstances that are more favorable might take the self-employment plunge. In Florida, a state whose major industries are tourism and agriculture, it is apparent that vacationing as fallen off and additionally, the usual number of snowbirds has also fallen-off. These two groups effectively drive Florida’s economy from tourism. Agriculture as always either flourishes or struggles at the mercy of Mother Nature.  In that vane, when agriculture suffers prices increase to make up for losses of availability whereas when tourism suffers, resorts, hotels, motels, campgrounds, businesses small and large and more eat their losses. Unlike commodities, short numbers of vacationers and snowbirds does not remedy with higher prices. Truthfully, the reverse may be the correct logic.

In the past few years, more than a failing economy negatively affected Florida. BP’s oil spill was and for some may continue as reason for a “we will vacation somewhere else,” decision. It is also important to include the possibility of weather related disasters such as hurricanes. The fear of severe hurricanes lurks quietly in that back of all Floridian minds.  It is merely a matter of odds.   

Of course, I understand that most State governments have their own entrepreneurial challenges. However, it is apparent how much small businesses drive local, State and Federal economies. The hire locally, collect sales tax and provide needed services that cause neighborhoods to be desirable to homebuyers who after settling-in pay real-estate taxes and use and pay for utilities. Their kids go to area schools and use county amenities like parks and recreation. Families support their spiritual places of worship and donate various amounts of discretionary income to charities. They purchase cars and trucks from area dealerships, patronize auto parts stores and auto repair facilities. They retain local attorneys, accountants, medical professionals, medical facilities, and more. They engage locksmiths, air conditioning and electrical contractors. They patronize do-it-yourself stores like Lowes and Home Depot. They help long-timers like Sears and Wal-Mart grow and profit. They purchase Rx’s and over the counter meds as well as myriads of sundry items generating more sales tax revenue for States. I can go on and on and on…

It is for these reasons that I strongly encourage new prospects when visiting my office to make resume decisions consider following their passions. “Do your hobby/passion for a living; you will never work a day in your life.”

We must tell our elect officials to create better environments for small business starts and prosperity. It was not more than a century and half ago when small businesses drove America’s commerce in its entirety, when every town had a general store, a livery stable, a saloon, an undertaker and a sheriff. The wealthiest were cattle and horse traders, farmers and bankers. Railroads made growth accelerate because to enabled more commerce, jobs and new communities built around manufacturing and mining. As America prospered and technology evolved, old ways became subservient to new and bigger enterprise. Factually, it has gotten out of hand.

Now our future lies in limbo as we attempt settling our huge debt with China. In addition, we are energy dependent and at the mercy of OPEC. We are national security wise on the lookout for terrorist attacks and leaked alerts that even in the absence of a catastrophe cause economic havoc. We are at the mercy of the top 1 percent who dominates middle class existence to the point that our government is now visceral and divided. Many attest we are too far-gone; others say the end is near.

The facts are clear; reviving America’s small business enterprise is the only way to reduce the deficit. The only way to be sure new small business will prosper is to make certain that there is adequate discretionary income among residents of the communities in which these small businesses live. Having said that, it is important to understand that small businesses hire and pay their own; they are as the generator in one’s car or truck, generating the electricity to keep your battery adequately charged. Small businesses are the generator of jobs and economic spending. They generate jobs, which generate sales tax revenue, new home purchases, real estate taxes and the list goes on.

It is time to contact your Congresspersons and Senators to give them a reality check.

 

Independent Contracting - Let employers try you before they buy you by Arnie Sherr

Have you ever left an interview mumbling to yourself, “What do I have to do the get a job?” It’s for sure you are not alone. I venture a guess that most have asked that very question, some many times. Well, an answer to that question just might reveal itself in this writing.

Let me tell you what employers payout for every employee; monies aside from their pay.

1. Matching the Social Security deduction (6.2 percent)
2. Employer portion of health benefits (varies by company, size and experience of group and carrier)
3. Vacation and sick time pay.
4. Employer portion of 401K contributions

These are but a few standard employer payouts that are expensed for each and every employee working as W-2 IRS employees. In the end what an employer pays out for every employee is a tidy sum.

Social Security/Medicare/SDI Taxes Paid By an Employer (More…)

Employers must pay its share of employee Social Security/Medicare; taxes imposed under the Federal Insurance Contributions Act (FICA) and/or State Disability Insurance* (SDI) in addition to what is deducted from the employee’s salary. Payments made by the employer on behalf of the employee may constitute additional wages, depending on the type of employer.

 

RATE TABLE	2009	2010	2011	Per $400 Weekly
SDI ONLY	.0110	.0110	.0120	$  4.80
FICA ONLY	.0765	.0765	.0765	$30.60
FICA & SDI	.0875	.0875	.0875	$35.40
Social Security			.0620	$24.80

An employee earning $400 per week is subject to employer matching in the amount of (FICA + Social Security) $55.40. Let us not forget those States that withhold State Income Tax and withholdings from within the same State’s local municipalities. 

Wal-Mart employs approx 1.6 million people. Assuming hypothetically that they all work in America and their average salaries is $400.00 per week their FICA/Social Security share is $55.40. Considering 1.6 million employees their total share of FICA/Social Security ONLY is $88.6 MM; and that’s each week. If you add possible State and local taxes Wal-Mart’s share is more astounding. I’ll leave it you to estimate the additional contributions employers part with for health insurance, dental, vacations, and sick pay. Many even provide childcare and on premises exercise facilities. While I am at it, let’s not forget the costs attributed to keeping records, calculating and expediting employee deductions and seeing to it that such deductions are paid in accordance with IRS, Medicare and Social Security regulation.

Having said all of the above it must be realized that aside from selecting “productive” candidates each and every new-hire means the accompanying tax and benefit obligations grow and grow as their employer grows. In essence, there is more to the cake than simply sugar. Could that be another reason why employers are so very careful making sure they match the right candidate to the right job? Imagine how much money is wasted on non-productive employees that may last one, two, three or so months before it is realized they should be cut. Don’t believe for even a moment that these kinds of misjudgments do not happen; the do!

Therefore, it is not surprising that in addition to meeting all other criteria many job seekers ask themselves “What do I have to do the get a job?” In that vane I have a strong suggestion, one that generates income for job seekers, allows them a platform on which to prove the content of the resumes and relieves the employer of risking their share of federal, social security and state disability contributions – benefits too.

Please note: how this is presented is critical. This entire concept must be initiated and presented by the applicant. For legal reasons employers are forbidden to suggest such an arrangement because it suggests intent to fraud the government of employer shares of SS, FICA and SDI contributions and to defraud candidates from receiving benefits due regular employees. This entire matter must be suggested and presented by job seekers. It must be handled carefully so as not to suggest any degree of collusion on the parts of the employer and candidate. 

I am certain most reading this are familiar with the IRS definition of an INDEPENDENT CONTRACTOR; if not click here to read it from the irs.gov website.

The general rule is that an individual is an independent contractor if

• *The payer (Employer) has the right to control only the result of the work done
• *The payer (Employer) has the right to direct what the work is to be done and set time contraints
• *The payer (Employer) does not have the right to direct how and when the work is to be done
• *The payer (Employer) is not obligated to provide benefits or to withhold FICA, SS, SDI
• *The earnings of the worker (independent contractor) are subject to Self-Employment Tax.
• Rates of compensation are agreed to in advance by the payer and the independent contractor
• The independent contractor generally submits and invoice for payment and is paid according to normal vendor/supplier/servicer terms for payment.

The (*) items are the gist of the IRS definition.

I am sure after absorbing the above you can understand why it is suspect if an employer was to promote such an arrangement, even if temporary. However, there is no reason why a candidate who is passionate about working for a particular company or is desperate to regain employment may not present such a concept as a “Trail Candidate Agreement.”  In other words “Try it before you buy it.” Many things are bought and sold on a trial basis. So, this concept is within reason.

The trick is in how this program is presented. As with all selling situations, especially those where the buyer has not been introduced to or thought of that which is to be offered, it is incumbent upon the presenter to carefully and effectively demonstrate how it benefits the employer. It goes without saying that employers in question need someone to fill certain responsibilities and perform relevant skills. What must be emphasized is how tedious the selection process is, in that one never really knows how a particular candidate will perform until after he or she has accepted and begun working. Therein lays the risk and is the primary reason behind the “try it before you buy it” concept.  

If successful I would not be surprised of one or a few large employers won’t try lobbying such a concept through their respective State legislatures. What better time then now, when so many are thirsting to generate incomes and cultivate jobs and employers are challenged by overwhelming numbers of applications, for you demonstrate your innovative qualities. For employers this might be a 30, 60 or 90 day free trial; free of federal withholding and benefits obligations. It is a rare opportunity to evaluate potential employees in action before offers of employment are made. It also permits hiring authorities to better assess a candidate’s value in terms of productivity thereby illustrating the criteria for compensatory offerings. A candidate that demonstrates remarkable abilities to produce may give cause for employers to stretch their pay range appropriately.  After all, what one is paid is directly related to anticipated and expected productivity.  “Productivity (–) Compensation = Profits from Productivity”

Bear in mind, not all job classifications fit such an arrangement. Some require rigid control, direction and supervision about when, where, how and when things are to be accomplished. Under those restrictions the IRS definition is not a match. The preponderance of jobs does indeed fit this concept. A little creativity on the part of candidates not only increases the change of immediate cash flow, it also demonstrates incredible innovative propensities that are sure to be noticed by those for whom the interview.

The Resume Store has developed and Personal Independent Contracting (PIC) program complete with custom designed brochure highlighting candidate skills and abilities to be productive that comply without exception to the IRS Independent Contractor definition.  Contact us at 727.796.0802 for more information or e-mail job.seeker.services@TheResumeStore.info.    

 

 

 

 

 

Movin' on up to a leadership role by Arnie Sherr

So, you wanted to be a Leader; now what?

By Arnie Sherr, “The Resume Store”

 

“You know, I’ve been in this same job since I can’t remember when. I’d sure like to move up to manager, director, or VP depending on which is the next level where I work.”

 

Let me make a distinction about leadership titles. All three - manager, director, and VP – may be equal in authority and status depending on whether a company is privately owned or public. Many times a company’s size has a great deal of influence on executive structure and titles. In fact, managers and directors at smaller privately owned companies may have the same or more authority and responsibility as do Vice Presidents of larger publically owned entities. Additionally, in smaller privately owned companies owners are seldom titled as CEOs. Many times they may, if not using the title “owner,” adopt the title of President because they have formed corporations in which such titles are customary (The owner’s son or junior partner is titled as Executive Vice President; Office Comptroller, the Treasurer or CFO; Operations Manager, Director of Operations or COO and etc.).

 

I mention the above to illustrate and remove any hesitation associated with prejudging whether or not job seekers or employees looking to move up should apply for posted manager upgrades and ignore Vice President and Director Jobs believing they qualify for one and not the others.  

 

To vary just a tad, I’d like to investigate further to concept of prejudging. 

 

To begin with, the process of judging anything without all the facts is and has been taught by the most authoritative sources as a destructive behavioral manifestation; one that is usually inaccurate and impairing. However, in spite of everything most of us realize about “prejudging,” we do it anyway almost automatically and without forethought. I’ve had others tell me they are good judges of character. I’d love to know the actually statistics of those claims; but, who’s keepin’ score?

 

The facts are in; prejudging anything produces only poor results. (Prejudging the winning numbers at Roulette tables is statistically inaccurate)

 

Where job postings are concerned there is but one avenue to ensure compatibility for whatever posting peeks interest.  Tailor both cover letters and resumes to address and relate experience and KSA’s appropriately.

 

Titles – well, it “may” be true you are not up to some; however, prejudging and refraining from applying will guarantee you are right. “Tell yourself you can’t and you’ll be right every time.” Take the time, invest the resources and adapt your cover letter and resume to the posted requirements (do not fabricate or invent) and maybe, just maybe, you’ll be given the opportunity to make your case in-person.  

"20 Jobs not requiring college degrees" presented as a professional service by The Resume Store

By Dawn Rosenberg McKay, About.com Guide

*Except where noted “national averages,” salary estimates are based on Tampa Bay, Florida statistics.

You can get these jobs with a high school diploma. A GED, sometimes called a high school equivalency degree, will usually be accepted as well. Those working in these occupations either receive on-the-job training or received training through specialized high school courses or vocational schools. Many of the occupations listed here have a favorable outlook through the next several years according to the U.S. Department of Labor, Bureau of Labor Statistics’ Occupational Outlook Handbook.

The median wage is shown here to give you an idea of what you might earn if you worked in these fields in the Tampa Bay, Florida area. Earnings vary by employer and depend on factors including level of experience and training, and location. Use the Salary Wizard at Salary.com to learn about salaries and wages where you live and work.

Cashier
Cashiers total bills, receive money, make change, fill out charge forms, and give receipts at retail stores. There are no educational requirements but employers filling full-time jobs often prefer applicants with high school diplomas. The Bureau of Labor Statistics expects employment of cashiers to grow more slowly than the average for all occupations through 2016. It will, however, have the second greatest number of job openings through that year.

• Cashiers earn annual salaries between $18,144 and $21,717 with an average income of $19,781 and a median hourly wage of $9.51. More about Cashiers
  

Chef, Cook, or Food Preparation Worker
Chefs, cooks, and food preparation workers prepare, season, and cook a wide range of foods in a variety of restaurants and other food services establishments. Generally fast-food or short-order cooks and food preparation workers do not need much education or training as their skills are learned on the job. Those who want to work as a cook or chef can take courses in high school or through vocational school programs. In order to work as a head cook or executive chef, one must complete a formal training program. The job outlook for chefs, cooks, and other kitchen workers is expected to be very good through 2016.

• Food Preparers earn annual salaries between $19,521 and $24,912 with an average income of $21,769 and a median hourly wage of $10.46
• Regional Restaurant Chefs earn annual salaries between $87,416 and $122,928 with an average income of $106,408 and a median hourly wage of $51,16
• Short Order Cooks earn annual salaries between $14,883 and $20,606 with an average income of $17,374 and a median hourly wage of $8.35
• Institutional Cooks earn annual salaries between $23,940 and $30,701 with an average income of $26,908 and a median hourly wage of $12.94
• Line Cooks earn annual salaries between $19,474 and $25,459 with an average income of $22,380 and a median hourly wage of $10.76 More about Chefs, Cooks, and Food Preparation Workers
  

Cosmetologist
Cosmetologists perform manicures, cut and style hair, or apply makeup. In order to work as a hairstylist or cosmetologist, one must be licensed by the state in which he or she wants to work. In order to become licensed one must have graduated from a state-licensed barber or cosmetology school and be at least 16 years old. Some states require graduation from high school while others require as little as an eighth grade education. The Bureau of Labor statistics predicts that employment of barbers, cosmetologists, and other personal appearance workers will grow faster than the average for all occupations through 2016. More about Cosmetologists

Human Resources Assistant
Human resources assistants (HR assistants) maintain the personnel records of an organization's employees. Most employers require applicants to have a high school diploma or its equivalent. Training usually takes place on the job. Employment of hr assistants is expected to grow about as fast as the average for all occupations through the year 2016.

• HR Assistants, Level I earn annual salaries between $29,107 and $37,225 with an average income of $33,034 and a median hourly wage of $15.88
• HR Assistants, Level II earn annual salaries between $32,390 and $40,359 with an average income of $36,190 and a median hourly wage of $17.40 More about Human Resources Assistants

Occupational Therapist Aide
Occupational therapist aides, working under the supervision of occupational therapists or occupational therapist assistants, prepare materials and equipment used during treatment. They also perform clerical duties. OT aides usually receive most of their training on the job. Employment of occupational therapist aides, according to the Bureau of Labor Statistics, will grow much faster than the average for all occupations through 2016. More about Occupational Therapist Aides

Physical Therapist Aide
Physical therapist aides, under the supervision of physical therapists or physical therapist aides, help make therapy sessions productive. Physical Therapy Aides must have a high school diploma. Most employers provide on-the-job training. Employment of physical therapist aides is expected to grow much faster than the average for all occupations through 2016. More about Physical Therapist Aides

Retail Salesperson
Retail salespersons’ help customers find what they are looking for and try to interest them in buying the merchandise. Although there aren't any formal educational requirements for retail salespersons, many employers prefer a high school diploma or its equivalent. The Bureau of Labor Statistics expects employment in retail sales to grow about as fast as the average for all occupations through the year 2016. This field will have the greatest number of job openings as well.

·        Retail salespersons earn annual salaries between $18,615 and $26,940 with an average income of $22,427 and a median hourly wage of $11.22 More about Retail Salespeople

Travel Agent
In order to become a travel agent one must have, at the minimum, a high school diploma or the equivalent. Computer skills are becoming more important. One can get specialized training, which addresses this, at some vocational schools, adult education programs, and some colleges. Those who expect to manage or start their own travel agencies will benefit from courses in accounting and business management. Employment of travel agents is expected to change little through 2016 -- no growth or decline predicts the Bureau of Labor Statistics. More about Travel Agents

Home Care Aides

Home care aides, sometimes called personal care aides or companions, help elderly or disabled clients with activities of daily living, including personal hygiene, meal preparation, laundry and housekeeping. We can expect to see a 46% increase in the employment of home care aides through 2018.

• Home Care Aides earned a median annual salary of $19,180 and median hourly wages of $9.22 in 2008. (National averages)
  

Physical Therapist Aides

Physical therapist aides, sometimes called physical therapy aides, help make therapy sessions productive. Employment of physical therapist aides is expected to increase by 36% through 2018.

• Physical therapist aides earned a median annual salary of $23,760 and median hourly wages of $11.42. (National averages)

Dental Assistants

Dental assistants perform duties that may include patient care, laboratory work and office work. There is expected to be a 36% growth in employment of dental assistants through 2018.

• Dental Assistants earn annual salaries between $27,525 and $34,359 with an average income of $31,530 and a median hourly wage of $15.16

Medical Assistants

Medical assistants perform administrative duties in physicians' offices. They may also perform some clinical duties as allowed by individual state laws. Employment in this field is expected to grow by 34% through 2018.

• Medical Assistants earn annual salaries between $26,216 and $31,249 with an average income of $26,646 and a median hourly wage of $12.81

Self-Enrichment Teachers

Self-enrichment teachers instruct students in a variety of subjects that generally aren't part of a required curriculum. Students who take self-enrichment classes are interested in learning about these subjects for self-improvement or for fun. Employment in this field is expected to grow by 32% through 2018.

• Self-enrichment teachers earned median hourly wages of $17.17 and a median annual salary of $35,720 in 2008. (National averages)

Compliance Officers

A compliance officer's job is to make sure an entity is conforming with, or eligible for, contractual obligations, government regulations, laws, or licenses and permits. There is expected to be a 31% increase in the employment of compliance officers through 2018.

• Compliance officers earned median hourly wages of $23.50 and a median annual salary of $48,890 in 2008. (National averages)

Occupational Therapist Aides

Occupational therapist aides prepare materials and equipment used during patients' occupational therapy sessions. They also perform clerical duties. Employment in this field is expected to grow by 31% through 2018.

• Occupational therapist aides' median annual earnings were $26,960 and their median hourly wages were $12.96 in 2008. (National averages)

Pharmacy Technician

Pharmacy technicians assist pharmacists with the preparation of prescription medications for customers. They perform tasks that range from receiving written prescriptions to counting pills and labeling bottles. We can expect to see a 31% growth in employment in this field through 2018. Pharmacy technicians earned median hourly wages of $13.32 and a median annual salary of $27,710 in 2008.

• Pharmacy Tech I earn annual salaries between $27,619 and $34,034 with an average income of $30,731 and a median hourly wage of $14.77
• Pharmacy Tech II earn annual salaries between $31,681 and $39,733 with an average income of $35,717 and a median hourly wage of $17.17
  

Medical Secretaries

Medical secretaries perform clerical duties in medical offices, utilizing their knowledge of medical terminology, insurance rules and medical billing procedures. Employment in this field is expected to grow by 27% through 2018.

• Medical secretaries earn annual salaries between $27,366 and $35,497 with an average income of $31,121 and a median hourly wage of $14.96

Sources: CareerOneStop, Fastest-Growing Occupations
                 Occupational Outlook Handbook, 2010-2011
                 O*NET Online

 

Want a new job? “Have you the guts to make this happen?” by Arnie Sherr

Many frustrated job seekers in their quietest of and most private times ask themselves or someone more powerful, “Why won’t someone give me a chance; a chance to prove I’d be a trusted and productive employee?  I know I’m their best choice, but how can I make them know that if they don’t hire me? I’m running out of money and hope. I’ve only 8 weeks left of unemployment checks; what will happen to me and my family if I can’t find a job?”

Before I introduce you to what I think is an almost fail-safe job getter, I must caution you; this is a one in a lifetime chance to earn a job – not just a job, but the job you want and to prove to a prospective employer that you are the best choice regardless of how many others they say the have left to interview. There will be no second chance with whatever employer opts to take you up on the unique offer you are about to make. Prevail you will, but only if you are willing to earn an Oscar for your performance; a star on Hollywood’s famous Walk-of-Fame, so to say.

Here are the conditions and the obstacles that my proposal overcomes: To begin with, you will continue collecting your UI benefit; however, when completing your UI benefit reports you are to check “yes” to the question asking of you have earned any monies and then declare that you have earned *whatever amount will not reduce your UI benefit for each week of the period in question. To the question, “Did you work “full time?” you should answer “no.” If you do not declare your earnings from whatever the source and you are at some time found out you will have jeopardized your right to collect UI benefits in the future. Additionally, in all states recipients are permitted to earn some amount of money while collecting benefits without losing any of that benefit. Before proposing what I am going to suggest, it is very important you have *investigated and know what that earnings limit is.

For example, in the State of Florida the maximum amount of UI benefit that an applicant may qualify for is $275.00 per week. Of that amount a recipient is permitted to earn up to $58.00 per week without penalty. To verify, CLICK HERE; then scroll down to question 3 under the heading “WAGE TRANSCRIPT.”

My proposal raises a few concerns candidates must understand and be prepared to refute. They are certain to be the objections you hear from whomever you are proposing this arrangement. Without knowing of them and being prepared to counter them effectively you will be unable to achieve your objective.

One such objection might be; we can not have an employee work for less than minimum wage. Another; under the IRS definition we are not able to control when and where (your schedule and work location) you perform expected duties and responsibilities. There may be other objections that must be dealt with as well.

These are valid objections if you were to be saying; “I’ll work for free just to prove I am the best; I really need this job!”

Under the law companies are not able to hire for free. At the very least, they are required to pay minimum wage. Otherwise, many job seekers hungry for jobs would offer such arrangements and probably prevail. Under liability and wage law trail employment for free is not permissible. What is permitted and is generally practiced is the 90 day probationary period. During this period you are hired as a regular employee with all rights and benefits given all employees. Under my proposal all of the above objections are mute points. Here’s why…

Please CLICK HERE to be taken to the IRS website where you can read its definition of Independent Contractor.

This is what I suggest be proposed to an employer for whom you feel strongly qualified. It is legal and might just be the catalyst that earns you a genuine offer of employment. The very worst or best that may happen (depending on your view) is they take you up on your offer to work under IRS guides as an Independent Contractor.

How to present your proposal…

One of the most challenging tasks for HR professionals is effectively qualifying applicants through the interview process. Every applicant says they are best and most qualified. Some are terrific communicators and others not as effective; however, in the end the worst of communicators might be the best for the job. Another consideration is that employer’s, for litigious reasons, will not reference former employees, good or bad. It has really become challenging for HR professionals to be sure of the choices they make.  Many times, making wrong selections can cost them their jobs. In the end, it is as much a crap shoot for them as it is for job seekers.  

Here is my solution...

Offer to work in the position posted as an Independent Contractor. Since they can not control when you do the expected duties you will present them with a written schedule that makes sense for their needs. Second; you agree to work one hour less than that which they determine as the full-time threshold. Many set full-time criteria for benefits at 34 hours. As an Independent Contractor you may, if you wish or if they require, offer 40 hours; however doing so seems suspicious considering it restricts your ability to fluctuate the schedule for IRS purposes. And third; at the end of each week you will present them with an invoice for your state’s UI benefit maximum allowed earnings (in Florida $58.00). You may also submit invoices in advance - as an example it may be made out for a four week (June 1 through June 28) period in the amount of $232.00. In any case, it should not exceed your state’s no-penalty maximum per week.

The rationale here is simple; Florida’s maximum UI benefit is $275.00 net plus $58.00 net (income taxes are yours to pay if you earn greater than $600.00 per year from all combined non-taxed legal income). You will be earning approximately $333.00 per week combined. That is equivalent to $17,316.00 after taxes annually. Unless you’ve elected that your UI benefits are deducted by 10% for income taxes this should be your net pay equivalency. This is not too bad considering it may earn you a full-time job at a good salary.

Why is it legal for you and the employer?

There is no minimum wage requirement for Independent Contractors. Independent Contractors do not require, expect, or qualify for benefits. They are free to charge whatever they want for services rendered.  They may work their own schedule and do so at a location of their own choosing (choosing the employer’s location to work is legal). However, as an Independent Contractor you are obligated by contract to meet deadlines and provide value regardless of the contracted price for services.

Why this makes sense for the candidate?

• It gives applicants opportunity to prove by doing.
• It supplements their UI income.
• It helps them avoid unemployment depression and keeps them goal oriented.
• The part-time aspect permits them to investigate other viable opportunities.
• It permits them to add CURRENT EMPLOYMENT (Contract basis) to their resume.
• It complies with IRS definitions and meets Florida’s UI benefit requirements.
• In many cases, the mere mention of this proposal is so impressive it earns immediate offers of employment.  

  Why this makes sense for the employer?

• It removes risk from the hiring process.
• It offers a try before we buy concept; a “test drive” so to say!
• It saves on benefits and perks – vacation, sick days, etc.
• It places the onus on the candidate to perform beyond expectations.
• It saves the employer compensation and benefits costs at risk until new-hires prove their worth.
• It complies with IRS, EEOC, Workman’s Comp. and State regulation.

  Why employers can not make this offer to job seekers?

• It appears as coercion.
• It appears as attempts to exploit and bribe job seekers.
• It appears as attempts to circumvent IRS tax codes, minimum wage, EEOC responsibility and culpabilities; group insurance and benefit avoidance, and other due diligence.
• It offers opportunity to profile and discriminate.

When presenting this proposition, you should have an executed I-9 IRS Independent Contractor tax form ready to submit. You should also have a suggested written proposal ready to submit for consideration. If you are not sure how to locate and complete these processes seek the advice of someone so adept. You must also include a written and signed statement that the employer in question in now way offered, suggested, or promoted this arrangement.   

I have presented this plan to former, now retired, business owners who told me emphatically; “if someone has the confidence to present such a proposal, I’d hire them right-on-the-spot!”    

 

Data Show Small Firms Hiring Contractors at Lower Salaries (Washington Post)

Legitimate Companies That Hire Home Workers Suite101.com

Need a job? Contract work could be new normal Careers on MSNBC.com