4 New Messages
Digest #1693
Messages
Tue Oct 15, 2013 10:01 am (PDT) . Posted by:
"John Barry" itechjohn
Title: Senior SAP ABAP/PI Developer
Location: Wilton, CT
Travel: Up to 25%
Perm position
relocation assistance available
Overview
Our client is seeking a Senior SAP ABAP/PI Developer who will provide
programming analysis, technical design from functional specs, cost
estimation, PI mapping, configuration, technical integration support,
functional and ABAP expertise, knowledge transfer, testing and support of
business application systems.
Skills and Qualifications:
. Minimum Bachelor's Degree
. Minimum 7 years in ABAP programming including 3 or more years of
progressive experience using PI 7.0 or higher
. Minimum of 2 full life cycle SAP implementation
. Demonstrated experience with large Enterprise ERP implementations
in the areas of technical design specification, and development
. Experience in User exit enhancements, BADIs and BAPI
. Experience with SAP archiving and workflow development is
preferred
. Proven experience in designing and configuring SAP ECC 6.0
integrations with SAP/Non SAP systems and cross-functional business
solutions within PI
. Knowledge of Internet protocols such HTTP, FTP and SOAP
. Demonstrated experience with XI/PI graphic mapping, ABAP mapping
or Java mapping.
. Hands on experience in Runtime workbench, communication channel
scheduling and Message Monitoring
. Strong analytical, communication, interpersonal and customer
service skills
Interested candidate should email <blocked::mailto:john@itechcp.com>
john@itechcp.com their resume, current salary, target salary and how they
match the requirements.
Visit <http://www.itechcp.com/> www.itechcp.com for more information about
our company and a list of our hot jobs.
Best regards,
John Barry
ITech Consulting Partners
30 Church Hill Road
Newtown, CT 06470
203-270-0051 Ext: 301
203-270-0071 Fax
john@itechcp.com
www.itechcp.com
Providing IT professionals on a contract or fulltime basis.
Please visit our website for more information about our company and a list
of our hot jobs: <http://www.itechcp.com/> www.itechcp.com
linkedin profile: <http://www.linkedin.com/in/johnbarryitech>
www.linkedin.com/in/johnbarryitech
<http://www.facebook.com/pages/Newtown-CT/ITech-Consulting-Partners/50093108
5054#!/pages/Newtown-CT/ITech-Consulting-Partners/500931085054?v=wall>
http://www.facebook.com/pages/Newtown-CT/ITech-Consulting-Partners/500931085
054#!/pages/Newtown-CT/ITech-Consulting-Partners/500931085054?v=wall
<http://www.twitter.com/itechcpjobs> www.twitter.com/itechcpjobs
Location: Wilton, CT
Travel: Up to 25%
Perm position
relocation assistance available
Overview
Our client is seeking a Senior SAP ABAP/PI Developer who will provide
programming analysis, technical design from functional specs, cost
estimation, PI mapping, configuration, technical integration support,
functional and ABAP expertise, knowledge transfer, testing and support of
business application systems.
Skills and Qualifications:
. Minimum Bachelor'
. Minimum 7 years in ABAP programming including 3 or more years of
progressive experience using PI 7.0 or higher
. Minimum of 2 full life cycle SAP implementation
. Demonstrated experience with large Enterprise ERP implementations
in the areas of technical design specification, and development
. Experience in User exit enhancements, BADIs and BAPI
. Experience with SAP archiving and workflow development is
preferred
. Proven experience in designing and configuring SAP ECC 6.0
integrations with SAP/Non SAP systems and cross-functional business
solutions within PI
. Knowledge of Internet protocols such HTTP, FTP and SOAP
. Demonstrated experience with XI/PI graphic mapping, ABAP mapping
or Java mapping.
. Hands on experience in Runtime workbench, communication channel
scheduling and Message Monitoring
. Strong analytical, communication, interpersonal and customer
service skills
Interested candidate should email <blocked:
john@itechcp.
match the requirements.
Visit <http://www.itechcp.
our company and a list of our hot jobs.
Best regards,
John Barry
ITech Consulting Partners
30 Church Hill Road
Newtown, CT 06470
203-270-0051 Ext: 301
203-270-0071 Fax
john@itechcp.
www.itechcp.
Providing IT professionals on a contract or fulltime basis.
Please visit our website for more information about our company and a list
of our hot jobs: <http://www.itechcp.
linkedin profile: <http://www.linkedin
www.linkedin.
<http://www.facebook
5054#!/pages/
http://www.facebook
054#!/pages/
<http://www.twitter.
Tue Oct 15, 2013 11:20 am (PDT) . Posted by:
"Westchester Networking Organization" wno1635
Westchester Networking Organization
Sent from my mobile device
Begin forwarded message:
*From:* "Schulman, Sylvia" <sschulman@westportlibrary.org>
*Date:* October 15, 2013 at 9:22:33 EDT
*To:* "Schulman, Sylvia" <sschulman@westportlibrary.org>
*Cc:* "Freilich-Den, Margie" <mden@westportlibrary.org>
*Subject:* *three items of interest to jobseekers*
Kathy McAfee :: Networking Ahead
Hello everyone,
I'm emailing you today to highlight two upcoming library workshops and to
share an email I just received.
*Business Special: Stop Leaking Cash--Simple Methods for Improving Your
Operations*
Wednesday, Oct 16, 2013 6:00 PM – 7:45 PM
Reducing costs is several times more effective in increasing profits than
increasing sales or raising prices. Drawing from the disciplines of Lean
and Six Sigma, you will learn simple cost-reduction methods that work for
small businesses.
Presented by *John Harmon,* Managing Director of Adulant Consulting
Services, *Tom McCabe,* Managing Director of W.W. Mentorprises, and *Andy
Jawlik,* Managing Director of Jawlik and Associates.
Advance registration suggested at 203.831.0065. Sign in starts at 5:30 pm;
Workshop starts at 6 pm. *Co-sponsored with Fairfield County SCORE.*
*Jobseekers: Energize Your Job Search*
Tuesday, Oct 22, 2013 10:00 AM - 11:30 AM
Gain an advantage by using valuable online tools such as *Reference USA,
LexisNexis *and *Plunkett Research. *Learn how to identify your key
companies, spot industry trends, and get in-depth background information
for greater success in networking and interviewing.
location: McManus Room
*See below for a perspective on age discrimination.*
* *
*Regards*
* *
*Sylvia*
* *
*Sylvia A. Schulman*
*Business Librarian*
*The Westport Library*
20 Jesup Road
Westport, CT 06880
p: 203.291.4844 f: 203.291.4856
sschulman@westportlibrary.org
westportlibrary.org <www.westportlibrary.org>
[image: cid:image001.png@01CE314A.381738F0]<http://www.facebook.com/pages/Westport-Public-Library/49459606191#!/pages/Westport-Public-Library/49459606191?v=wall>
[image: cid:image002.png@01CE314A.381738F0]<http://twitter.com/WestportLibrary>
[image: cid:image003.png@01CE314A.381738F0]<http://visitor.constantcontact.com/manage/optin/ea?v=001Nw62mjI74CjF2I2ErmvVow%3D%3D>
[image: cid:image004.jpg@01CE314A.381738F0]<http://www.youtube.com/user/WestportPubLib?feature=watch>
[image: cid:image005.png@01CE314A.381738F0]<http://pinterest.com/WestportLibrary/>
*From:* Kathy McAfee
[mailto:Kathy@MarketingMotivator.net<Kathy@MarketingMotivator.net>]
*Sent:* Tuesday, October 15, 2013 9:07 AM
*To:* Schulman, Sylvia
*Subject:* Age discrimination and you?
View this message in your
browser<http://wl1.peer360.com/b/9a6bzFFlYw2p0XUgjXAS/main.asp?hl=63029571&r=BDECDJFD>
<http://www.facebook.com/networkingaheadforbusiness><http://twitter.com/#!/KathyMcAfee><http://www.linkedin.com/in/kathymcafee>
<http://wl1.peer360.com/b/9a6bzFFlYw2p0XUgjXAS/mle.asp?id=103323&hl=63029571&r=BDECDJFD><http://wl1.peer360.com/b/9a6bzFFlYw2p0XUgjXAS/mle.asp?id=103324&hl=63029571&r=BDECDJFD><http://wl1.peer360.com/b/9a6bzFFlYw2p0XUgjXAS/mle.asp?id=103325&hl=63029571&r=BDECDJFD><http://wl1.peer360.com/b/9a6bzFFlYw2p0XUgjXAS/mle.asp?id=103326&hl=63029571&r=BDECDJFD><http://wl1.peer360.com/b/9a6bzFFlYw2p0XUgjXAS/mle.asp?id=103323&hl=63029571&r=BDECDJFD>
*Networking how-to: overcome age discrimination *
The other day, I received a phone call from one of my lifelong friends. She
was distraught having received some feedback following a job interview. The
essence of the feedback that she received from the HR manager (which was
provided via email) was that the team didn't think she could keep up with
the fast pace of their workplace and that they felt that the challenges of
the position would be too much for her.
- *Net net:** You are too old for us. You can't keep up. You're dated.
We don't value you.*
My friend is 52 years young – just two months "older" than me. She has more
than twenty years of experience in her professional field. She's a
go-getter, and has successfully run her own consultancy practice for a
number of years.
She shared with me that she could do this particular job with her eyes
closed. The HR manager and everyone whom she met during the interview
process was clearly younger than her. That much she could see. There's
something else that is clearly visible, but few people want to acknowledge
it.
*Age discrimination at work*
It's time to openly discuss the "white elephant in the room" -the issue of
ageism and its negative influence in the job search and hiring process.
Ageism is defined as the act of stereotyping and discriminating against
individuals or groups on the basis of their age. Wikipedia claims that the
term "ageism" (also spelled agism) was first coined in 1969 by Robert Neil
Butler to describe discrimination against seniors, and patterned on sexism
and racism.
Butler defined "ageism" as a combination of three (3) connected elements.
Among them were: 1) prejudicial attitudes towards older people, old age,
and the aging process; 2) discriminatory practices against older people;
and 3) institutional practices and policies that perpetuate stereotypes
about older people.
*Schmoozers to the rescue*
In preparing to write this blog, I reached out to a highly seasoned
professional with deep knowledge in this area – Judith
R.Rosenthal<http://wl1.peer360.com/b/9a6bzFFlYw2p0XUgjXAS/mle.asp?hl=63029571&r=BDECDJFD&CID=326770>,
volunteer leader for the *JETS/ Schmoozer's Job
Network*<http://wl1.peer360.com/b/9a6bzFFlYw2p0XUgjXAS/mle.asp?hl=63029571&r=BDECDJFD&CID=326771>in
Connecticut.
The Schmoozer's Job Network is thought to be the largest volunteer led
employment transition service support network in the state of Connecticut,
serving more than 3,000 people over their 4+ years. Their services (which
are all FREE- thanks to the generous support of Jewish Family Services of
Greater Hartford, a non-sectarian agency) have helped more than 1,000-1,500
people land jobs. This equates to a success rate at 33%-50%. Great track
record!
Last week, Judy and her team at JETS/Schmoozers were invited to speak
before the Connecticut General Assembly. The Legislative Program Review and
Investigation Committee was tapping into community leaders and local
experts to better understand the facts and challenges related to
unemployment issues and getting people back to work. Judy and her team at
JETS/Schmoozers prepared a paper and a three minute presentation
entitled *"Employment
Barriers Facing Unemployed Workers 50 Plus: In Search of a Second Act."*
- With their permission, I am pleased to share some of their insights,
along with a download of their 17-page report: *Employment Barriers
Facing Unemployed Workers 50 Plus – Testimony – October 3,
2013<http://wl1.peer360.com/b/9a6bzFFlYw2p0XUgjXAS/mle.asp?hl=63029571&r=BDECDJFD&CID=326772>
*
*Ellen's story*
Ellen Cartledge<http://wl1.peer360.com/b/9a6bzFFlYw2p0XUgjXAS/mle.asp?hl=63029571&r=BDECDJFD&CID=326773>is
one of those amazing professional women who can serve many clients
simultaneously, keep many plates spinning, manage on a zero budget, smile
and enjoy her work, all without breaking a sweat. And yes, Ellen is a 50
plus seasoned professional.
I was shocked, but not surprised, to read her personal story in the
testimony that she gave to the Connecticut General Assembly on October 3,
2013.
"When I was told over the phone that I had the perfect credentials and
experiences for a certain job, I was invited to interview. I will never
forget the look of horror and disappointment on the interviewer's face, who
was most likely in her 30′s, when she saw me in person and decided that I
was "older." Mind you, I was in my fifties at the time."
Ellen's experiences are reflective of those of so many older workers. She
had the perfect resume to get the job done, but a date of birth that
quietly disqualified her from hiring consideration. Crazy, isn't it?
*Misconceptions about the 50 plus worker*
*(Excerpts from the JFS testimonial document – shown with quotation marks)*
"Various forms of explicit and implicit discrimination still exist and
continue to influence the hiring and managing decisions of some employers.
Without a doubt, there is definite age discrimination among today's
employers."
"Employers more than not, practice, albeit quietly, discriminatory hiring
practices when it comes to employing those persons 50 plus. Often, we also
see it with folks in their late 40′s. When a 50 plus person is invited to
interview, here are some of the barriers they face:"
1. "Many times interviewers are younger than those they interview and
frown upon the perception of an "older person" in terms of energy, skills,
adaptability with their culture and the 'millennial' group. They are
perceived as being less interested in new technology and social media; less
creative; less trainable; less productive; less physically able; and
reluctant to travel."
2. "Older workers are viewed as creatures of habit, lacking flexibility
and the ability to change; they are (perceived) as flight risks in terms of
past salary and job title history."
3. "The observation is that the older worker will take just any job, and
say it does not matter, they just want to work, but in reality (there is
concern that the older worker will) be bored with the task at hand. Not all
job seekers expect the same salary and job title, or even want to work at
the same high level jobs they held in the past. (Older workers are often)
viewed as lacking both motivation and interest in becoming part of the
company's team."
4. "While older workers are remaining healthier longer and are willing
to work later in life, employers are concerned about older hires affecting
their insurance premiums as they may be more prone to illnesses and
absences."
5. Older workers often attempt to transition their skills into another
field. They will take courses, receive certifications and spend hard earned
money that most do not even have, due to unemployment. All to be told that
although they have furthered their skills, they do not have experience in
the specific area the employer is seeking. Now the older job seeker is out
both money and a job.
*What can older workers seeking employment do to improve their
marketability?*<http://wl1.peer360.com/b/9a6bzFFlYw2p0XUgjXAS/article.asp?MID=228034&hl=63029571&r=BDECDJFD>
*You are never too old (or too young) to benefit from networking tips***
1. Build your brand after 40 -guest blogger, Judy Goss -
http://networkingahead.com/networking-how-to-build-your-brand-after-40/<http://wl1.peer360.com/b/9a6bzFFlYw2p0XUgjXAS/mle.asp?hl=63029571&r=BDECDJFD&CID=326776>
2. 10 steps to help you raise your connection status -
http://networkingahead.com/networking-how-to-raise-your-connection-status/<http://wl1.peer360.com/b/9a6bzFFlYw2p0XUgjXAS/mle.asp?hl=63029571&r=BDECDJFD&CID=326777>
3. Fast track your career with some executive wisdom -
http://networkingahead.com/networking-how-to-connect-with-executives/<http://wl1.peer360.com/b/9a6bzFFlYw2p0XUgjXAS/mle.asp?hl=63029571&r=BDECDJFD&CID=326778>
4. Get more ROI from your networking relationships- practice diligent
follow up -
<http://wl1.peer360.com/b/9a6bzFFlYw2p0XUgjXAS/mle.asp?hl=63029571&r=BDECDJFD&CID=326779>
http://networkingahead.com/networking-how-to-follow-up-more-effectively/<http://wl1.peer360.com/b/9a6bzFFlYw2p0XUgjXAS/mle.asp?hl=63029571&r=BDECDJFD&CID=326779>
5. Build the skill of resilience - lessons from military spouses -
http://networkingahead.com/networking-how-to-be-resilient/<http://wl1.peer360.com/b/9a6bzFFlYw2p0XUgjXAS/mle.asp?hl=63029571&r=BDECDJFD&CID=326780>
© 2013 Kathy McAfee. Unsubscribe from this
publication<http://wl1.peer360.com/b/9a6bzFFlYw2p0XUgjXAS/unsubscribe.asp?hl=63029571&r=BDECDJFD>Powered
byPeer360°<http://wl1.peer360.com/b/9a6bzFFlYw2p0XUgjXAS/mle.asp?id=103328&hl=63029571&r=BDECDJFD>|
A Product of Horizon
Marketing Group,
Inc.<http://wl1.peer360.com/b/9a6bzFFlYw2p0XUgjXAS/mle.asp?id=103329&hl=63029571&r=BDECDJFD>
Kathy McAfee is America's Marketing Motivator and author of
Networking Ahead for Business. Kmc Brand Innovation, LLC. 20 Meadow
Crossing, Simsbury, CT 06070. Tele (860) 408 0033;
www.MarketingMotivator.net and www.NetworkingAhead.com
Sent from my mobile device
Begin forwarded message:
*From:* "Schulman, Sylvia" <sschulman@westportl
*Date:* October 15, 2013 at 9:22:33 EDT
*To:* "Schulman, Sylvia" <sschulman@westportl
*Cc:* "Freilich-
*Subject:* *three items of interest to jobseekers*
Kathy McAfee :: Networking Ahead
Hello everyone,
I'm emailing you today to highlight two upcoming library workshops and to
share an email I just received.
*Business Special: Stop Leaking Cash--Simple Methods for Improving Your
Operations*
Wednesday, Oct 16, 2013 6:00 PM – 7:45 PM
Reducing costs is several times more effective in increasing profits than
increasing sales or raising prices. Drawing from the disciplines of Lean
and Six Sigma, you will learn simple cost-reduction methods that work for
small businesses.
Presented by *John Harmon,* Managing Director of Adulant Consulting
Services, *Tom McCabe,* Managing Director of W.W. Mentorprises, and *Andy
Jawlik,* Managing Director of Jawlik and Associates.
Advance registration suggested at 203.831.0065. Sign in starts at 5:30 pm;
Workshop starts at 6 pm. *Co-sponsored with Fairfield County SCORE.*
*Jobseekers: Energize Your Job Search*
Tuesday, Oct 22, 2013 10:00 AM - 11:30 AM
Gain an advantage by using valuable online tools such as *Reference USA,
LexisNexis *and *Plunkett Research. *Learn how to identify your key
companies, spot industry trends, and get in-depth background information
for greater success in networking and interviewing.
location: McManus Room
*See below for a perspective on age discrimination.
* *
*Regards*
* *
*Sylvia*
* *
*Sylvia A. Schulman*
*Business Librarian*
*The Westport Library*
20 Jesup Road
Westport, CT 06880
p: 203.291.4844 f: 203.291.4856
sschulman@westportl
westportlibrary.
[image: cid:image001.png@
[image: cid:image002.png@
[image: cid:image003.png@
[image: cid:image004.jpg@
[image: cid:image005.png@
*From:* Kathy McAfee
[mailto:Kathy@MarketingMoti
*Sent:* Tuesday, October 15, 2013 9:07 AM
*To:* Schulman, Sylvia
*Subject:* Age discrimination and you?
View this message in your
browser<http://wl1.peer360.
<http://www.facebook
<http://wl1.peer360.
*Networking how-to: overcome age discrimination *
The other day, I received a phone call from one of my lifelong friends. She
was distraught having received some feedback following a job interview. The
essence of the feedback that she received from the HR manager (which was
provided via email) was that the team didn't think she could keep up with
the fast pace of their workplace and that they felt that the challenges of
the position would be too much for her.
- *Net net:** You are too old for us. You can't keep up. You're dated.
We don't value you.*
My friend is 52 years young – just two months "older" than me. She has more
than twenty years of experience in her professional field. She's a
go-getter, and has successfully run her own consultancy practice for a
number of years.
She shared with me that she could do this particular job with her eyes
closed. The HR manager and everyone whom she met during the interview
process was clearly younger than her. That much she could see. There's
something else that is clearly visible, but few people want to acknowledge
it.
*Age discrimination at work*
It's time to openly discuss the "white elephant in the room" -the issue of
ageism and its negative influence in the job search and hiring process.
Ageism is defined as the act of stereotyping and discriminating against
individuals or groups on the basis of their age. Wikipedia claims that the
term "ageism" (also spelled agism) was first coined in 1969 by Robert Neil
Butler to describe discrimination against seniors, and patterned on sexism
and racism.
Butler defined "ageism" as a combination of three (3) connected elements.
Among them were: 1) prejudicial attitudes towards older people, old age,
and the aging process; 2) discriminatory practices against older people;
and 3) institutional practices and policies that perpetuate stereotypes
about older people.
*Schmoozers to the rescue*
In preparing to write this blog, I reached out to a highly seasoned
professional with deep knowledge in this area – Judith
R.Rosenthal<http://wl1.peer360.
volunteer leader for the *JETS/ Schmoozer's Job
Network*<http://wl1.peer360.
Connecticut.
The Schmoozer's Job Network is thought to be the largest volunteer led
employment transition service support network in the state of Connecticut,
serving more than 3,000 people over their 4+ years. Their services (which
are all FREE- thanks to the generous support of Jewish Family Services of
Greater Hartford, a non-sectarian agency) have helped more than 1,000-1,500
people land jobs. This equates to a success rate at 33%-50%. Great track
record!
Last week, Judy and her team at JETS/Schmoozers were invited to speak
before the Connecticut General Assembly. The Legislative Program Review and
Investigation Committee was tapping into community leaders and local
experts to better understand the facts and challenges related to
unemployment issues and getting people back to work. Judy and her team at
JETS/Schmoozers prepared a paper and a three minute presentation
entitled *"Employment
Barriers Facing Unemployed Workers 50 Plus: In Search of a Second Act."*
- With their permission, I am pleased to share some of their insights,
along with a download of their 17-page report: *Employment Barriers
Facing Unemployed Workers 50 Plus – Testimony – October 3,
2013<http://wl1.peer360.
*
*Ellen's story*
Ellen Cartledge<http://wl1.peer360.
one of those amazing professional women who can serve many clients
simultaneously, keep many plates spinning, manage on a zero budget, smile
and enjoy her work, all without breaking a sweat. And yes, Ellen is a 50
plus seasoned professional.
I was shocked, but not surprised, to read her personal story in the
testimony that she gave to the Connecticut General Assembly on October 3,
2013.
"When I was told over the phone that I had the perfect credentials and
experiences for a certain job, I was invited to interview. I will never
forget the look of horror and disappointment on the interviewer's face, who
was most likely in her 30′s, when she saw me in person and decided that I
was "older." Mind you, I was in my fifties at the time."
Ellen's experiences are reflective of those of so many older workers. She
had the perfect resume to get the job done, but a date of birth that
quietly disqualified her from hiring consideration. Crazy, isn't it?
*Misconceptions about the 50 plus worker*
*(Excerpts from the JFS testimonial document – shown with quotation marks)*
"Various forms of explicit and implicit discrimination still exist and
continue to influence the hiring and managing decisions of some employers.
Without a doubt, there is definite age discrimination among today's
employers."
"Employers more than not, practice, albeit quietly, discriminatory hiring
practices when it comes to employing those persons 50 plus. Often, we also
see it with folks in their late 40′s. When a 50 plus person is invited to
interview, here are some of the barriers they face:"
1. "Many times interviewers are younger than those they interview and
frown upon the perception of an "older person" in terms of energy, skills,
adaptability with their culture and the 'millennial' group. They are
perceived as being less interested in new technology and social media; less
creative; less trainable; less productive; less physically able; and
reluctant to travel."
2. "Older workers are viewed as creatures of habit, lacking flexibility
and the ability to change; they are (perceived) as flight risks in terms of
past salary and job title history."
3. "The observation is that the older worker will take just any job, and
say it does not matter, they just want to work, but in reality (there is
concern that the older worker will) be bored with the task at hand. Not all
job seekers expect the same salary and job title, or even want to work at
the same high level jobs they held in the past. (Older workers are often)
viewed as lacking both motivation and interest in becoming part of the
company's team."
4. "While older workers are remaining healthier longer and are willing
to work later in life, employers are concerned about older hires affecting
their insurance premiums as they may be more prone to illnesses and
absences."
5. Older workers often attempt to transition their skills into another
field. They will take courses, receive certifications and spend hard earned
money that most do not even have, due to unemployment. All to be told that
although they have furthered their skills, they do not have experience in
the specific area the employer is seeking. Now the older job seeker is out
both money and a job.
*What can older workers seeking employment do to improve their
marketability?
*You are never too old (or too young) to benefit from networking tips***
1. Build your brand after 40 -guest blogger, Judy Goss -
http://networkingah
2. 10 steps to help you raise your connection status -
http://networkingah
3. Fast track your career with some executive wisdom -
http://networkingah
4. Get more ROI from your networking relationships- practice diligent
follow up -
<http://wl1.peer360.
http://networkingah
5. Build the skill of resilience - lessons from military spouses -
http://networkingah
© 2013 Kathy McAfee. Unsubscribe from this
publication<http://wl1.peer360.
byPeer360°<http://wl1.peer360.
A Product of Horizon
Marketing Group,
Inc.<http://wl1.peer360.
Kathy McAfee is America'
Networking Ahead for Business. Kmc Brand Innovation, LLC. 20 Meadow
Crossing, Simsbury, CT 06070. Tele (860) 408 0033;
www.MarketingMotiva
Tue Oct 15, 2013 11:25 am (PDT) . Posted by:
"Ian Kennedy" ibkennedy47
Dear Friends,
Please apply as indicated.
Good luck, Ian
Ian Kennedy
President
[cid:image001.png@01CEC9B2.6083B8D0]
ikennedy@schegggroup.com<mailto:ikennedy@schegggroup.com>
www.schegggroup.com<Ian%20Kennedy.htm#_top>
203-538-8802 (w) 203-225-0893 (f)
[cid:image002.jpg@01CEC9B2.6083B8D0]<http://www.linkedin.com/in/ibkennedy>
We are a proud founding member of the [cid:image003.png@01CEC9B2.6083B8D0] Global Outplacement Alliance<http://www.globaloutplacementalliance.com/> with more than 200 offices throughout the U.S. and affiliate offices worldwide.
For information on our outplacement programs click here<http://www.schegggroup.com/outplacement>.
We conduct searches across a broad spectrum of industry and service sectors and to fill diverse positions.
We currently have several searches underway. Please click here<http://www.schegggroup.com/search-practice/search-openings/> to see the open positions.
Please click here<http://www.schegggroup.com/search-practice/submit-your-resume/> to upload your resume to our database.
For information on our coaching programs click here<http://www.schegggroup.com/coaching/>.
***This information may be confidential and/or privileged. Use of this information by anyone other than the intended recipient is prohibited. If you receive this in error, please inform the sender and remove any record of this message. ***
Please consider the environment before printing this e-mail
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Finance Director Position Description
The Norwalk Community College Foundation, Inc. (NCCF) is a 501(c) (3) corporation that supports and raises funds for the benefit of Norwalk Community College (NCC), its students and faculty, to further the educational purposes of NCC. The Finance Director has primary responsibility for preparing, planning, implementing, managing and controlling all finance and accounting related activities including budget management and financial reporting for the NCCF. The Finance Director reports to the Executive Director and provides support to the Finance and Audit Committees of the Board of Directors.
Duties and Responsibilities:
* Investment and Cash Management: manage cash flow and maintain excellent working relationships with bankers, financial services providers and endowment managers. Calculate and evaluate performance by manager along with total endowment. Develop cash investment sources with reasonable returns and adequate safety. Implement Finance Committee Decisions relative to the Foundation's assets (currently $25 million).
* Grant Management: report funding requirements for grants to NCC including the determination of funding sources. Create/review individual project/program budgets, review expenditures and financial reporting to NCCF/funders, and disburse scholarship funding.
* Financial Management: manage and implement all accounting services including daily bookkeeping, processing Accounts Receivable/Payable, payroll and employee benefits, General Ledger reconciliations, monthly or quarterly adjustments. Implement and maintain financial policies, internal controls and procedures.
* Financial Reporting: prepare periodic reports for the Executive Director and the Board along with financial statements, IRS Form 990 filings and the NCCF annual report. Act as primary liaison to external auditors during annual audit and to ensure compliance and timely filings. Responsible for the financial reporting aspects of legal and regulatory compliance issues.
* Financial Planning and Analysis: create and oversee the implementation of the annual operating budget along with special event and /or other ancillary budgets to reflect the NCCF's goals and support the strategic plan. Monitor outflows to make sure activities are within budget constraints.
* Risk Management: oversee insurance policies, related risk management issues and document retention.
* Information Technology: work with NCC's information technology staff to provide adequate IT systems including backup and archive storage. Manage all Blackbaud updates.
Knowledge - Skills & Abilities:
* CPA and/or Financial Analyst with 8-10 years of experience
* Strong analytical skills with high attention to detail, including experience with growth rate calculations
* Proficient in Microsoft Office. Blackbaud Financial Edge experience preferred
* Knowledge of non-profit, financial best practices
* Investment management experience
* Budget preparation and management experience
* Data mining and outcome measurement experience
* Excellent oral and written communication skills
* Excellent organization, teamwork and interpersonal skills
Interested candidates should submit a resume and cover letter that specifies salary requirements to Rhonda Blackwell at rblackwell@norwalk.edu. <mailto:rblackwell@norwalk.edu.>
Please apply as indicated.
Good luck, Ian
Ian Kennedy
President
[cid:image001.png@
ikennedy@schegggrou
www.schegggroup.
203-538-8802 (w) 203-225-0893 (f)
[cid:image002.jpg@
We are a proud founding member of the [cid:image003.png@
For information on our outplacement programs click here<http://www.schegggr
We conduct searches across a broad spectrum of industry and service sectors and to fill diverse positions.
We currently have several searches underway. Please click here<http://www.schegggr
Please click here<http://www.schegggr
For information on our coaching programs click here<http://www.schegggr
***This information may be confidential and/or privileged. Use of this information by anyone other than the intended recipient is prohibited. If you receive this in error, please inform the sender and remove any record of this message. ***
Please consider the environment before printing this e-mail
[cid:image004.jpg@
Finance Director Position Description
The Norwalk Community College Foundation, Inc. (NCCF) is a 501(c) (3) corporation that supports and raises funds for the benefit of Norwalk Community College (NCC), its students and faculty, to further the educational purposes of NCC. The Finance Director has primary responsibility for preparing, planning, implementing, managing and controlling all finance and accounting related activities including budget management and financial reporting for the NCCF. The Finance Director reports to the Executive Director and provides support to the Finance and Audit Committees of the Board of Directors.
Duties and Responsibilities:
* Investment and Cash Management: manage cash flow and maintain excellent working relationships with bankers, financial services providers and endowment managers. Calculate and evaluate performance by manager along with total endowment. Develop cash investment sources with reasonable returns and adequate safety. Implement Finance Committee Decisions relative to the Foundation&#
* Grant Management: report funding requirements for grants to NCC including the determination of funding sources. Create/review individual project/program budgets, review expenditures and financial reporting to NCCF/funders, and disburse scholarship funding.
* Financial Management: manage and implement all accounting services including daily bookkeeping, processing Accounts Receivable/Payable, payroll and employee benefits, General Ledger reconciliations, monthly or quarterly adjustments. Implement and maintain financial policies, internal controls and procedures.
* Financial Reporting: prepare periodic reports for the Executive Director and the Board along with financial statements, IRS Form 990 filings and the NCCF annual report. Act as primary liaison to external auditors during annual audit and to ensure compliance and timely filings. Responsible for the financial reporting aspects of legal and regulatory compliance issues.
* Financial Planning and Analysis: create and oversee the implementation of the annual operating budget along with special event and /or other ancillary budgets to reflect the NCCF's goals and support the strategic plan. Monitor outflows to make sure activities are within budget constraints.
* Risk Management: oversee insurance policies, related risk management issues and document retention.
* Information Technology: work with NCC's information technology staff to provide adequate IT systems including backup and archive storage. Manage all Blackbaud updates.
Knowledge - Skills & Abilities:
* CPA and/or Financial Analyst with 8-10 years of experience
* Strong analytical skills with high attention to detail, including experience with growth rate calculations
* Proficient in Microsoft Office. Blackbaud Financial Edge experience preferred
* Knowledge of non-profit, financial best practices
* Investment management experience
* Budget preparation and management experience
* Data mining and outcome measurement experience
* Excellent oral and written communication skills
* Excellent organization, teamwork and interpersonal skills
Interested candidates should submit a resume and cover letter that specifies salary requirements to Rhonda Blackwell at rblackwell@norwalk.
Tue Oct 15, 2013 6:23 pm (PDT) . Posted by:
"TCN Messenger" broman235
.
Does your cover letter communicate your understanding of the business need
that prompts the company to seek new talent? Does your resume credibly and
specifically get across your fit for that need?
Please join speaker Merrill Rutman on October 28th as he discusses an
important topic for all people in-transition:
�TAILORING COVER LETTERS AND RESUMES: ONE SIZE DOESN'T FIT ALL!�
In a brief slide presentation, resume and job search coach Merrill Rutman
explains how to craft the essential elements of cover letters and resumes
to take hold and keep the hiring authority's attention and how to tailor
them for the specific opportunity. Merrill will answer questions and
display samples of effective cover letters and resumes.
----------------------------------------
Monday, October 28, 7:00-9:00 PM
Barnert Temple, 747 Route 208 South, Franklin Lakes, NJ 07417
Directions to Barnert Temple:
http://www.barnerttemple.org/OneColumn.aspx?id=191126044927&libID=191126044927
(Don't trust your GPS on this one, use these directions.)
----------------------------------------
Merrill Rutman is passionate about helping job seekers articulate their
enthusiasm for their chosen lines of work, and to describe their skills and
track records based on verifiable facts through credible resumes that
showcase their talents and the assets they bring to the business, without
hype or unsupported claims. A former executive recruiter and award-winning
technical writer, Merrill helps job seekers discover the necessary words to
sell their skills and experiences to hiring officials. Since 2009, Merrill
has helped over 500 Northern New Jersey and nearby New York residents to
write or sharpen their resumes and prepare compelling cover letters.
Merrill�s full profile is displayed on LinkedIn:
http://www.linkedin.com/in/merrillrutman
----------------------------------------
We look forward to seeing you at Barnert Temple on Monday, October 28th for
our evening with Merrill Rutman, and "Tailoring Cover Letters and Resumes:
One Size Doesn't Fit All!" Please feel free to arrive at 6:30pm for extra
open networking time, and bring a friend! RSVP's are not required.
Next month, we will meet on November 25th (4th Monday, as usual), with Alex
Freund and "The Interview: You Are On Stage!"
For more information, contact Bob Roman (Temple Beth Rishon):
broman235@gmail.com, Bob Levin (Barnert Temple): blevin@galaxy.net, Mala
Lawrence (Temple Beth Or): mala.lawrence9@gmail.com, Ed Vogel (Beth Haverim
Shir Shalom): evogel@optonline.net or Ken Lang (Temple Beth Tikvah):
kennethlang@optonline.net.
----------------------------------------
.
Does your cover letter communicate your understanding of the business need
that prompts the company to seek new talent? Does your resume credibly and
specifically get across your fit for that need?
Please join speaker Merrill Rutman on October 28th as he discusses an
important topic for all people in-transition:
�TAILORING COVER LETTERS AND RESUMES: ONE SIZE DOESN'T FIT ALL!�
In a brief slide presentation, resume and job search coach Merrill Rutman
explains how to craft the essential elements of cover letters and resumes
to take hold and keep the hiring authority'
them for the specific opportunity. Merrill will answer questions and
display samples of effective cover letters and resumes.
------------
Monday, October 28, 7:00-9:00 PM
Barnert Temple, 747 Route 208 South, Franklin Lakes, NJ 07417
Directions to Barnert Temple:
http://www.barnertt
(Don't trust your GPS on this one, use these directions.)
------------
Merrill Rutman is passionate about helping job seekers articulate their
enthusiasm for their chosen lines of work, and to describe their skills and
track records based on verifiable facts through credible resumes that
showcase their talents and the assets they bring to the business, without
hype or unsupported claims. A former executive recruiter and award-winning
technical writer, Merrill helps job seekers discover the necessary words to
sell their skills and experiences to hiring officials. Since 2009, Merrill
has helped over 500 Northern New Jersey and nearby New York residents to
write or sharpen their resumes and prepare compelling cover letters.
Merrill�s full profile is displayed on LinkedIn:
http://www.linkedin
------------
We look forward to seeing you at Barnert Temple on Monday, October 28th for
our evening with Merrill Rutman, and "Tailoring Cover Letters and Resumes:
One Size Doesn't Fit All!" Please feel free to arrive at 6:30pm for extra
open networking time, and bring a friend! RSVP's are not required.
Next month, we will meet on November 25th (4th Monday, as usual), with Alex
Freund and "The Interview: You Are On Stage!"
For more information, contact Bob Roman (Temple Beth Rishon):
broman235@gmail.
Lawrence (Temple Beth Or): mala.lawrence9@
Shir Shalom): evogel@optonline.
kennethlang@
------------
.
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