Tuesday, April 20, 2010

[itroundtable] Digest Number 2117[1 Attachment]

Messages In This Digest (7 Messages)

1.: Credit Suisse IT Recreutment Event on 4/20 From: sonetlumiere

2.: Final Reminder - WNO - Leveraging Job Boards is Tonight From: John Rechenberg

3.: LEAD: Telecom Agent/Channel Mgr - NYMetro - to 150k From: john sampson

4.: DeVry IT Work Group, 4/27/2010, 10:00 am From: itroundtable@yahoogroups.com

5.: HigherEdJobs.com - System Administrator From: Alicja

6.: GENERAL: Performance Reviews!!!!! From: john sampson

7a.: Fwd: Job Posting Notification from JPMorgan Chase From: Robert Kuba

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1.: Credit Suisse IT Recreutment Event on 4/20

Posted by: "sonetlumiere" bdoshea@hotmail.com sonetlumiere2

Mon Apr 19, 2010 5:40 am (PDT)

Please be aware that all requests for invitations to this event are being keyword screened. Resumes lacking targeted investment bank or technology expertise will not be considered so make sure your resume reflects your IB experience in as much detail as possible.

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2.: Final Reminder - WNO - Leveraging Job Boards is Tonight

Posted by: "John Rechenberg" jar1@optimum.net john_rechenberg

Mon Apr 19, 2010 7:09 am (PDT)

This is a final reminder that the presentation, Leveraging Job Boards, will
be held tonight in Chappaqua, NY. This is an opportunity for those of you in
transition to discover the best ways of using job boards to landing that
job. In addition, this will be one of the finest chances you will have this
year to network with a large crowd of people.

We've had a few seats become available this morning, and if you wish to
attend, you must sign up on the Eventbrite URL as indicated below.

The Westchester Networking Organization Presents:

Leveraging Job Boards

A panel discussion featuring CareerBuilder.com, Indeed.com and Monster.com

6-9 p.m. Monday, 19 April, 2010

First Congregational Church of Chappaqua

210 Orchard Ridge Road

Chappaqua, NY 10514

Panelists

groups.yahoo.com/group/Westchester_Networking_Organization.

CareerBuilder.com: Kate Barron, Consultant at CareerBuilder.

Kate develops and implements strategic initiatives. She also

provides insight regarding worker trends and industry direction. Kate

has appeared on ABC World News Now and Fox Five's Good Day

New York as a Career Advisor on Workplace Issues.

Indeed.com: Sophie Beaurpere is Director of Communications,

focusing on public relations, trade marketing and event

coordination. Prior to Indeed, Sophie worked in television marketing

at The Speed Channel and more recently at CABLEready.

Monster.com: Paul MacGillivray, Client Trainer. Paul delivers

training daily for Fortune 50 to Fortune 500 clients. His areas of

expertise include resume sourcing, OFCCP compliance, job posting

best practices and career site hosting. In addition, Paul has served as

a Project Manager in launching over 100 company career sites.

WNO Moderator: Maurene Caplan Grey is a founding member of

the WNO and actively involved in the professional networking

community. Maurene is also the Founder, Principal Analyst of Grey

Consulting, focusing on e-communications and social media. Earlier,

Maurene was Gartner's lead analyst on messaging.

Attendance is free, although registration is required as space is limited.
Last minute signees can still register for the event at

http://wno20100419.eventbrite.com/.

We have a panelist change due to illness as noted above.

The WNO is a not-for-profit, volunteer-run organization focused on career
fulfillment.

Members may be in transition, changing careers or exploring self-employment.
WNO

members are committed to assisting others so that we each are able to reach
our goals. The

group meets on the third Monday of the month from 6:00 to 9:00 p.m. at the
First

Congregational Church of Chappaqua, 210 Orchard Ridge Road, Chappaqua, New
York

10514 in Westchester County fcc-chappaqua.org. For further information,
visit

http://finance.groups.yahoo.com/group/Westchester_Networking_Organization.
There are just a few seats open, so please register now. Walk-ins will not
be permitted at sold-out meetings.

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3.: LEAD: Telecom Agent/Channel Mgr - NYMetro - to 150k

Posted by: "john sampson" jcsspike@yahoo.com jcsspike

Mon Apr 19, 2010 2:20 pm (PDT)

Rapidly Growing Telecom Company Needs an Agent Manager

Location: Metro, NY

Title: Telecommunications Agent/Channel Manager

Position Description:

Pre-sales Support:

·         Provide support to Agents that are selling telecom offerings to their clients:
o        Provide telecom consulting
o        Provide pricing
o        Proposal development
·         Assist with recruiting new telecom Agents

Post-Sales Support:

·         Project Management of accepted proposals
·         Timely provisioning of required services and equipment
·         Moves, Adds, Changes, etc.
·         Assist with process of billing and trouble tickets as required

Position Requirements:

·         Requires an understanding of POTS, T1s, PRIs, Integrated/Dynamic circuits, MPLS,        Private lines, Internet access of various sorts from cable/DSL through DS3s, etc.
·         Knowledge of the main transport and data providers' services and processes, such as Broadview, PAETEC, XO, One Communications, Verizon, etc. (Cannot name companies by name)
·         Ability to work in an time constraint environment
·         Previous experience working in high visibility customer service environment

·         Previous experience working for/with CLEC, Agents, phone or IT vendors are a plus

Resumes to dondashefsky@infodataservices.com

MIS Ntwk Assoc Mtg Dates:

Apr 20th - Tues - Bring 20 copies of your resume - 6 pm - NEW LOCATION - BERMAN LARSON KANE 12 Route 17 North, Suite 209 Paramus, New Jersey 07652
201.909.0906 - plan to have dinner with us afterwards
May 4th - Tues - Dinner Mtg - Holiday Inn Totowa - Ed Steinberg - LinkedIn

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4.: DeVry IT Work Group, 4/27/2010, 10:00 am

Posted by: "itroundtable@yahoogroups.com" itroundtable@yahoogroups.com

Tue Apr 20, 2010 2:55 am (PDT)

Reminder from: itroundtable Yahoo! Group
http://groups.yahoo.com/group/itroundtable/cal

DeVry IT Work Group
Tuesday April 27, 2010
10:00 am - 12:00 pm
(The next reminder for this event will be sent in 6 days, 4 minutes.)
Location: De Vry University, 35 Plaza
Street: 81 East State Route 4
City State Zip: Paramus, NJ 07652

Notes:
35 Plaza
81 East State Route 4

Paramus, NJ 07652

201-556-2840

We are pleased to invite our Alumni and Friends to join us from 10:00AM to 12:00PM at DeVry University on Route 4. (Bring resume and Business cards)(Please dress business casual)
You will have the opportunity to tell us about yourself, share contacts, names of companies who are hiring, recommend IT Search and Consulting Firms. Any job leads or information you have that will connect people to work will be appreciated. And of course to NETWORK!!

You must register at http://devryitworkgroup009.eventbrite.com

For those who have landed, come share the good news or send us the details.
Thanks for sending job leads to the work group.

All Rights Reserved
Copyright � 2010
Yahoo! Inc.
http://www.yahoo.com

Privacy Policy:
http://privacy.yahoo.com/privacy/us

Terms of Service:
http://docs.yahoo.com/info/terms/

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5.: HigherEdJobs.com - System Administrator

Posted by: "Alicja" a_lisnow@yahoo.com a_lisnow

Tue Apr 20, 2010 4:19 am (PDT)

Greetings,

Alicja (a_lisnow@yahoo.com) thought you might be interested in the
following position listed on HigherEdJobs.com, a free service for job
seekers who are looking for a faculty or administrative position in higher
education.

POSITION INFORMATION

View Job: http://www.higheredjobs.com/details.cfm?JobCode=175430262
Title: System Administrator
Institution: Marist College
Location: Poughkeepsie, NY
App. Due: Open Until Filled

SAVE JOBS ONLINE

Create a free account on HigherEdJobs.com and you can save the jobs that
interest you. Review them later at your convenience and apply to the job
if and when you're ready. Start managing your job search online today. To
create your free account, go to:
https://www.higheredjobs.com/myHigherEdJobs/Login/

http://www.HigherEdJobs.com
jobseeker@HigherEdJobs.com

This position was sent to you through the "Email a Friend" form on our
website. To email jobs from our site to others who might appreciate it,
simply click the link found next to the job description.

HigherEdJobs.com - 1010 Lake St. Ste 611, Oak Park, IL 60301

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6.: GENERAL: Performance Reviews!!!!!

Posted by: "john sampson" jcsspike@yahoo.com jcsspike

Tue Apr 20, 2010 4:35 am (PDT)

Yes, Everyone Really Does Hate Performance Reviews

by Samuel A. Culbert
Monday, April 19, 2010

provided by

It's time to finally put the performance review out of its misery.
This corporate sham is one of the most insidious, most damaging, and yet most ubiquitous of corporate activities. Everybody does it, and almost everyone who's evaluated hates it. It's a pretentious, bogus practice that produces absolutely nothing that any thinking executive should call a corporate plus.
And yet few people do anything to kill it. Well, it's time they did.

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Don't get me wrong: Reviewing performance is good; it should happen every day. But employees need evaluations they can believe, not the fraudulent ones they receive. They need evaluations that are dictated by need, not a date on the calendar. They need evaluations that make them strive to improve, not pretend they are perfect.
Who, Me?
Sadly, most managers are oblivious to the havoc they wreak with performance reviews. To some extent, they don't know any better: This is how performance reviews have been done, and this is how they will be done. Period.
Here's a simple experiment you can try. Ask yourself: How often have you heard a manager say, "Here is what I believe," followed by, "Now tell me, what do you think?" and actually mean it? Rarely, I bet.

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The performance review is the primary tool for reinforcing this sorry state. Performance reviews instill feelings of being dominated. They send employees the message that the boss's opinion of their performance is the key determinant of pay, assignment, and career progress. And while that opinion pretends to be objective, it is no such thing. Think about it: If performance reviews are so objective, why is it that so many people get totally different ratings simply by switching bosses?
No, instead, the overriding message is that the boss's assessment is really about whether the boss "likes" you, whether he or she feels "comfortable" with you. None of this is good for the company unless the boss is some kind of savant genius who can read an employee's talents with laser accuracy -- and then understands what motivates the employee so perfectly that he or she can push just the right psychological buttons to get the employee to use those talents.
Unlikely and even more unlikely.
The Damage Done
At this point, you may be asking: So what? So what if you can't speak your mind to your boss? So what if the performance review forces the boss to focus on an employee's "weaknesses" (since most bosses are told they can't give everyone top grades)? What harm does it really do?
Sadly, it does enormous damage. Forget, for a minute, the damage it does on a personal level -- the way it makes work lives miserable, the way it leaves employees feeling depressed and anxious, the way having to show so much tolerance at work leaves them with too little tolerance at home. Just think about what it does on a corporate level, the enormous amount of time and energy it wastes, and the way it prevents companies from tapping the innovative, outside-the-box thinking that so many employees are capable of. If only, that is, they weren't so afraid.
A Better Way
The good news is that none of this is the way things have to be. The one-sided, boss-dominated performance review needs to be replaced by a straight-talking relationship where the focus is on results, not personality, and where the boss is held accountable for the success of the subordinate (instead of just using the performance review to blame the subordinate for any problems they're having).
In this new system, managers will stop labeling people "good guys" and "bad guys" -- or, in the sick parlance of performance reviews, outstanding performers, average performers, and poor performers to be put on notice. Instead, they'll get it straight that their job is to make everyone reporting to them good guys.
If you're a boss, and your subordinate isn't succeeding, something is broken here. Doing more of the same isn't going to cut it. It's now time for you to ask, "What do you need from me to deliver what we are both on the firing line to produce?" And just as important, it's time for you to listen to the answer.
Asking and listening. Imagine that. It's called a conversation, and it's a rarity in workplaces today. Only by hearing what the other person thinks, and putting that person's actions in the appropriate context, can you actually see what the person is saying and doing -- and how together you can get where the company needs you to go.
Performance reviews won't get you there, because that's just about the boss getting the subordinate to buy into his or her way of thinking. It's a mirror -- not a window into the other person. But take away the performance review and you might actually have straight talk.
Rotten Milk
Proponents of performance reviews say that the problem isn't the review itself, but poorly trained reviewers. Sorry, but that doesn't fly: The performance review done exactly as intentioned is just as horribly flawed as the review done "poorly." You can't bake a great cake with rotten milk, no matter how skilled the chef. They also say you need performance reviews to protect against lawsuits by laid-off workers. Nonsense: Most performance reviews hurt a company's case because they aren't honest assessments of a worker's performance.
Also, before you start griping about how I don't understand Margaret, the woman in your department who wants to do as little work as possible, or how Tom is so distracted by his life outside the office that he can't get anything done at work, let me stop you and say: I know that not everybody deserves to stay in their jobs. Getting rid of performance reviews doesn't get rid of slackers. Not everybody will leap at the chance to get better and grow.
But everybody deserves the best shot managers can give them. And they can't get that shot with performance reviews.

MIS Ntwk Assoc Mtg Dates:

Apr 20th - Tues - Bring 20 copies of your resume - 6 pm - NEW LOCATION - BERMAN LARSON KANE 12 Route 17 North, Suite 209 Paramus, New Jersey 07652
201.909.0906 - plan to have dinner with us afterwards
May 4th - Tues - Dinner Mtg - Holiday Inn Totowa - Ed Steinberg - LinkedIn

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7a.: Fwd: Job Posting Notification from JPMorgan Chase

Posted by: "Robert Kuba" robert.kuba@yahoo.com robert.kuba

Tue Apr 20, 2010 4:44 am (PDT)

[Attachment(s) from Robert Kuba included below]

-----Original Message-----

From: JPMorgan Chase <JPMorgan_Chase@invalidemail.com>

Sent: Mon, Apr 19, 2010 11:17 pm

Subject: Job Posting Notification from JPMorgan Chase

A job opening for a Applications Developer Firmwide Engineering & Architecture-100021428 has just been posted in our Career Section. Based on the preferences you indicated in your profile, the system has matched the requirements of this role to what you indicated in your profile.

Please click here to find out more about this opportunity. If the role is of interest, and your skills and experience meet the specified requirements, please click the 'apply online' button on that vacancy's page. Please note that a formal application will be submitted if you click 'apply online' and enter your user information at the prompt. To view other positions, click www.jpmorganchase.com/careers.

If you find that you are receiving too few or too many job notifications, you may want to adjust your profiling preferences. To receive more notifications, try broadening your preferences by simply selecting those for location and job category/function, rather than organization. To receive fewer notifications, narrow your choices and be sure to include job function(s) and location city for the narrowest possible return.

To provide the best possible matches to your skills and experience, we encourage you to update your profile regularly by

clicking here and making the appropriate changes.

If you do not wish to receive any further job notifications, simply deselect the check box labeled "Please e-mail me job opportunities that match my profile" in My Job Finder.

Thank you for your interest.

Sincerely,

JPMorgan Chase Staffing

This email address is not monitored, so please do not reply to this message.

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