The Thane Police’s probe into extortion accused Iqbal Kaskar’s alleged links with political figures has identified at least three corporators from Thane, who are now under the police scanner. Officer said that the number is likely to increase over the next few day.Dawood’s name usedExtortion Iqbal, the younger brother of wanted fugitive Dawood Ibrahim Kaskar, was arrested late on Monday night for allegedly extorting a Thane-based builder by using Dawood’s name. Two others, Mumtaz Sheikh and Israr Ali Sayed, were also arrested for aiding Iqbal in the racket.
A monthslong effort to breathe new life into Iranian universities is at a crossroads after the ouster on Wednesday of the nation’s reformist science minister, Reza Faraji-Dana. “His downfall is a sad day for science in Iran,” says a scientist at the Sharif University of Technology in Tehran who asked to remain anonymous because of the uncertain political climate. “His heart was in the right place, and he was nudging universities in the right direction,” she says.Under Iran’s former President Mahmoud Ahmadinejad, university leaders had steadily curtailed academic freedom by squelching debate on any topic deemed anathema or sensitive to the conservative establishment, purging liberal-minded administrators, and limiting the possibilities for researchers to travel or collaborate with colleagues overseas. Strengthening the higher education system has been a consistent theme of Ahmadinejad’s successor, Hassan Rouhani, who came to power in August 2013.Sign up for our daily newsletterGet more great content like this delivered right to you!Country *AfghanistanAland IslandsAlbaniaAlgeriaAndorraAngolaAnguillaAntarcticaAntigua and BarbudaArgentinaArmeniaArubaAustraliaAustriaAzerbaijanBahamasBahrainBangladeshBarbadosBelarusBelgiumBelizeBeninBermudaBhutanBolivia, Plurinational State ofBonaire, Sint Eustatius and SabaBosnia and HerzegovinaBotswanaBouvet IslandBrazilBritish Indian Ocean TerritoryBrunei DarussalamBulgariaBurkina FasoBurundiCambodiaCameroonCanadaCape VerdeCayman IslandsCentral African RepublicChadChileChinaChristmas IslandCocos (Keeling) IslandsColombiaComorosCongoCongo, The Democratic Republic of theCook IslandsCosta RicaCote D’IvoireCroatiaCubaCuraçaoCyprusCzech RepublicDenmarkDjiboutiDominicaDominican RepublicEcuadorEgyptEl SalvadorEquatorial GuineaEritreaEstoniaEthiopiaFalkland Islands (Malvinas)Faroe IslandsFijiFinlandFranceFrench GuianaFrench PolynesiaFrench Southern TerritoriesGabonGambiaGeorgiaGermanyGhanaGibraltarGreeceGreenlandGrenadaGuadeloupeGuatemalaGuernseyGuineaGuinea-BissauGuyanaHaitiHeard Island and Mcdonald IslandsHoly See (Vatican City State)HondurasHong KongHungaryIcelandIndiaIndonesiaIran, Islamic Republic ofIraqIrelandIsle of ManIsraelItalyJamaicaJapanJerseyJordanKazakhstanKenyaKiribatiKorea, Democratic People’s Republic ofKorea, Republic ofKuwaitKyrgyzstanLao People’s Democratic RepublicLatviaLebanonLesothoLiberiaLibyan Arab JamahiriyaLiechtensteinLithuaniaLuxembourgMacaoMacedonia, The Former Yugoslav Republic ofMadagascarMalawiMalaysiaMaldivesMaliMaltaMartiniqueMauritaniaMauritiusMayotteMexicoMoldova, Republic ofMonacoMongoliaMontenegroMontserratMoroccoMozambiqueMyanmarNamibiaNauruNepalNetherlandsNew CaledoniaNew ZealandNicaraguaNigerNigeriaNiueNorfolk IslandNorwayOmanPakistanPalestinianPanamaPapua New GuineaParaguayPeruPhilippinesPitcairnPolandPortugalQatarReunionRomaniaRussian FederationRWANDASaint Barthélemy Saint Helena, Ascension and Tristan da CunhaSaint Kitts and NevisSaint LuciaSaint Martin (French part)Saint Pierre and MiquelonSaint Vincent and the GrenadinesSamoaSan MarinoSao Tome and PrincipeSaudi ArabiaSenegalSerbiaSeychellesSierra LeoneSingaporeSint Maarten (Dutch part)SlovakiaSloveniaSolomon IslandsSomaliaSouth AfricaSouth Georgia and the South Sandwich IslandsSouth SudanSpainSri LankaSudanSurinameSvalbard and Jan MayenSwazilandSwedenSwitzerlandSyrian Arab RepublicTaiwanTajikistanTanzania, United Republic ofThailandTimor-LesteTogoTokelauTongaTrinidad and TobagoTunisiaTurkeyTurkmenistanTurks and Caicos IslandsTuvaluUgandaUkraineUnited Arab EmiratesUnited KingdomUnited StatesUruguayUzbekistanVanuatuVenezuela, Bolivarian Republic ofVietnamVirgin Islands, BritishWallis and FutunaWestern SaharaYemenZambiaZimbabweI also wish to receive emails from AAAS/Science and Science advertisers, including information on products, services and special offers which may include but are not limited to news, careers information & upcoming events.Required fields are included by an asterisk(*)With that mandate, Rouhani last October gave the science ministry to Faraji-Dana, an electrical engineer and former president of the University of Tehran who during his 9 months as minister had worked to create conditions for a freer atmosphere on Iranian campuses, both for homegrown researchers to blossom and to entice expatriate Iranian scientists to return. One of his chief accomplishments, says the Sharif researcher, was to implement a more open and transparent mechanism for appointing university chancellors based on their talent rather than their political persuasion.It was that perceived liberalization of campus life that provoked conservatives in parliament, who voted to dismiss Faraji-Dana on 20 August. According to the Tehran Times, Faraji-Dana noted in a speech to parliament before his ouster that the number of Iranian publications in “reputable” journals had risen steadily during his tenure, and he “criticized certain people for trying to give the impression that academics are against the system.”Rouhani has appointed as caretaker science minister Mohammad-Ali Najafi, a mathematician and former education minister with solid reformist credentials. If parliament votes to approve Najafi—an outcome that by no means is certain—and if Najafi were to pick up where Faraji-Dana left off, he will have at least one powerful ally in the cause: Iran’s reform-minded vice president for science and technology, mechanical engineer Sorena Sattari.
An Indian American store owner was killed while another was critically injured in two separate shootings carried out by the same man on the night of Feb. 6 in Rome, Georgia.Parmjit Singh, 44, and Parthey Patel, 30, were shot at while they were inside two different convenience stores. Singh was pronounced dead at the Hi Tech Quick Stop on Burnett Ferry Road by the Floyd County coroner. Patel is in a critical condition.After shooting Singh, the attacker entered Elm Street Food and Beverage store, where he stole money and shot at Patel, the police said. Patel was taken to Floyd Medical Center where he is recovering from his injuries.“He’s talking. He’s doing everything fine. He says, ‘Yes, I”m out of the pains,’ and the doctor takes care of it. Thank God for that,” Patel’s boss, Bipin Patel said, according to WSBTV.The police has taken into custody a suspect, Lamar Rashad Nicholson, 28, on multiple charges, including murder, aggravated robbery, aggravated assault, possession of a firearm while committing a crime and use of a firearm by a convicted felon. He is being held without bond at the Floyd County jail.The CCTV camera footage shows that the suspect entered Hi Tech Quick Stop and shot Singh three times. The suspect did not try to rob the store. The police is investigating the motive of the killing.“He didn’t take anything. He didn’t take any money. He didn’t take any articles from the store. He just simply came in and fired off three rounds at the clerk and killed him,” Floyd County police Sgt. William Wacker said, according to WSBTV.“I still feel like it’s a dream. I can’t tell, like, just trying to pinch myself and I say, ‘Maybe it’s a dream,’ but it’s not,” said the victim’s brother, Serabjeet Singh. He said that Singh came to the area some eight years ago.Local people placed flowers and candles in Singh’s remembrance. Related ItemsGeorgiaIndian AmericanUnited States
The Odisha Assembly witnessed pandemonium on Thursday after Bishnu Charan Sethi, deputy leader of the Bharatiya Janata Party, stoked a controversy when he said that triple talaq victims were being forced into prostitution.The BJP MLA was replying to the Congress members who had on Wednesday criticised the BJP-led government at the Centre for pushing through the Muslim Women (Protection of Rights on Marriage) Bill in Parliament.Mr. Sethi claimed that some political parties had been opposing the Bill with an eye on minority votes. Those opposing it should keep in mind that the legislation was passed to protect the interests of women, he said, while adding that he had only quoted findings of some survey reports.“What is wrong in quoting survey reports in the House? I have not made any adverse remark against any community, but quoted survey reports that say Muslim women dominate the red light areas in Mumbai and Kolkata,” Mr. Sethi saidThe practice of “triple talaq” was abolished in 38 countries including Pakistan and Bangladesh, the BJP leader maintained.“The Bill has nothing to do with religion and is aimed at eradicating a social evil. Now, one cannot divorce his wife just by uttering ‘talaq-talaq-talaq’ in an inebriated state or via a mobile phone message,” he addedBJD protestsMr. Sethi’s statement soon evoked strong opposition from members of both opposition Congress and ruling BJD members. The Congress MLAs rushed to the well of the House to disrupt the proceedings, while some BJD members protested by standing on their seats.Senior Congress MLA Narasingha Mishra countered Mr. Sethi by saying that the BJP leader should not make statements against a particular community that would incite communal tension.Speaker Surjya Narayan Patro had to adjourn the proceedings after he failed to restore normalcy in the House. Similar scenes were created by Congress MLAs in the post-lunch session, forcing adjournments. The Speaker had to adjourn the House five times and finally for the day after transacting some normal business amid uproarious scenes.Meanwhile, Odisha Pradesh Congress Committee president Niranjan Patnaik demanded that Mr. Sethi apologise for making derogatory statements about Muslim women. The party will protest if Mr. Sethi did not apologise, Mr. Patnaik said at a press conference. (With PTI inputs)
Median Total Compensation: $145,000Median Base Salary: $130,000Industry: Tech Boston Consulting Group Median Total Compensation: $182,000Median Base Salary: $170,000Industry: Law Altera VMware Synopsys Cadence Design Systems Median Total Compensation: $143,000Median Base Salary: $123,000Industry: Tech Median Total Compensation: $147,200Median Base Salary: $133,250Industry: Tech Median Total Compensation: $158,463Median Base Salary: $140,000Industry: Consulting Good Technology Sidley Austin Median Total Compensation: $143,500Median Base Salary: $116,000Industry: Tech Median Total Compensation: $180,000Median Base Salary: $180,000Industry: Tech Median Total Compensation: $160,000Median Base Salary: $160,000Industry: Law Median Total Compensation: $162,000Median Base Salary: $135,000Industry: Consulting Median Total Compensation: $160,000Median Base Salary: $135,000Industry: Consulting Median Total Compensation: $147,500Median Base Salary: $136,250Industry: Tech Do you dream of earning a six figure paycheck?If so, Glassdoor has compiled its newest report identifying America’s 15 Highest Paying Companies, in which the median annual total compensation starts at more than $140,000. This report evaluates salary and compensation information shared by employees over the past year on Glassdoor. The ranking of companies by median total compensation takes into account annual base salary, cash and stock bonuses, commissions and other forms of financial income.Check out the top 15 companies below, along with insights from Glassdoor Chief Economist Dr. Andrew Chamberlain explaining why these companies pay so well.America’s 15 Highest Paying Companies:Skadden Arps Booz & Company* (now known as Strategy&) Google Median Total Compensation: $160,000Median Base Salary: $135,000Industry: Consulting A.T. Kearney Mozilla Median Total Compensation: $147,556Median Base Salary: $112,737Industry: Tech Netflix Median Total Compensation: $145,000Median Base Salary: $121,500Industry: Tech Median Total Compensation: $141,500Median Base Salary: $100,000Industry: TechWhy Do These Companies Pay Big?Interestingly, all the companies on this report represent only three industries: tech (9 companies), consulting (4 companies) and legal (2 companies). So why do these companies pay employees so much?Glassdoor Chief Economist Dr. Andrew Chamberlain weighs in:Tech CompaniesSalaries are high largely because of shortages of the highest skilled employees needed to advance business into new realms. Booming demand for software engineers, database administrators and data scientists has far outpaced the supply of these skilled, hard-to-find employees. With tech companies scrambling to poach these valuable workers from competitors, a bidding war has pushed tech salaries to unprecedented heights in recent years.Legal & Consulting FirmsIn the legal and consulting industries, high salaries are largely the result of what economists call “barriers to entry.” Attorneys and top consultants have personal contacts, reputations, and specialized skills and knowledge. Many clients stay with the same attorney or consultant for decades at a time. As a result, these employees are even more valuable to their employers, pushing their salaries to sky-high levels, and making it tough for other people to compete for their jobs.Global ReachAnother key factor contributing to high salaries at all of these companies is something economists refer to as the “superstar effect.” A generation ago, most companies were limited in their reach to customers nearby, in the same city or state. Today, expanding broadband access and the spread of mobile devices has made it possible for skilled workers to reach millions rather than thousands of customers, making top employees far more valuable to companies. That expanded reach partly explains today’s very high salaries for “superstar” employees at tech, consulting and law firms.Methodology: Glassdoor’s America’s 15 Highest Paying Companies report identifies companies with the highest median total compensation package (including base salary and other forms of compensation, such as commissions, tips, bonuses, etc.), as reported by U.S.-based employees on Glassdoor over the past year (3/25/14-3/24/15). Companies considered for this report must have received at least 30 salary reports in U.S. dollars by U.S-based employees during this timeframe. In cases where companies have the same median total compensation, the company with more salary reports during this timeframe receives the higher rank.*For the purposes of this report, companies were considered if they were active at the start of the 12-month timeframe, being 3/25/14. Booz & Company was fully acquired by PwC on 4/3/14, and subsequently changed its name to Strategy&. McKinsey & Company TrueCar
H1B visas — the passes granted to foreign college-educated workers hoping to find employment in the U.S. — have been a hot-button issue in the workplace and politics ever since they made their debut in 1990. And since the program began to accept applications this week for the 2018 fiscal year, the debate is more timely than ever. Supporters believe that H1B visas allow holders to fill many of the high-skilled roles that companies need in order to function, but don’t have enough qualified U.S.-based candidates for, while those who oppose the program often believe that it hurts jobs and wages for U.S. workers.With sensitive issues like these, it’s easy to get swept up in your emotions and gut feelings — but paying attention to what the data tells us is critical to sorting fact from fiction. Fortunately, at Glassdoor, we have a crack team of economic researchers, helmed by our own Chief Economist Dr. Andrew Chamberlain. Chamberlain and his team recently ran the numbers to scratch past the surface and dive deep into the real impact of the H1B visa program — and in the process, dispelled some common myths.Myth #1: Do H1B Visas Negatively Impact the U.S. Job Market?The H1B program extends visas to 85,000 college-educated workers — this number may seem large at first, but given that the overall U.S. workforce is roughly 160 million, it makes for a fairly small percentage (just about .05 percent). And for context, Chamberlain points out that the U.S. economy “added 2.2 million jobs in 2016 alone, 26 times the size of the entire H1B program.”Consistently, jobs reports have shown that the “U.S. labor market today is running red-hot,” with hundreds of thousands of jobs being added each month. In fact, the U.S. is in a state of near full employment, a term economists use to describe a situation in which almost everyone who wants to find a job can do so, and the employment rate can’t get much lower. Of course, this doesn’t mean that every single person looking for a job will have an easy time doing so — particularly if you’re in a declining field or industry — but it does suggest that job seekers are entering a labor market favorable to them.Taking this information together, there’s not evidence to suggest that H1B visa holders are “taking” jobs from otherwise qualified citizens en masse. In fact, you’d be hard-pressed to find a better time to look for employment.Myth #2: Do H1B Visas Hurt U.S. Workers’ Wages?Another common criticism of the H1B visa program is that employers benefit financially from hiring more H1B workers, as they’re able to get away with paying them less in exchange for allowing them to work in the U.S, which in turn drives down wages for U.S. workers — but our econ team found that this argument was ultimately not based in much fact.While it’s true that “a new study from the National Bureau of Economic Research that found an influx of H1B workers in the 1990s reduced wages for U.S. computer scientists by 2.6 to 5.1 percent,” Chamberlain says, “the study also found that wages for non-tech workers rose by 0.04 to 0.28 percent.” Furthermore, this report was based on 16-year-old data, which does not necessarily have much bearing on the situation today.After looking at tens of thousands of data points from the most recent H1B salary information available (federal fiscal year 2016) and comparing it to similar U.S. salaries pulled from Glassdoor in 10 major U.S. cities for the same titles, the Glassdoor research team found that H1B visa workers’ salaries are, on average, about 2.8 percent higher than comparable U.S. salaries. Exact pay may differ depending on the field and location — H1B visa holders who worked as software engineers or program analysts often earned less in the cities studied, for example — but the median H1B salary tends to be comparable to or slightly higher than U.S. workers’ wages, largely due to the fact that H1B visa applications are expensive, and “employers should only be willing to pay that extra cost if H1B workers somehow justify it with higher productivity or special skills not available among U.S. workers,” Chamberlain shares.The impact that the H1B visa program has on the U.S. economy may be multifaceted and complex, but we can be confident in knowing that it is not undercutting U.S. workers’ pay at large — an important reminder to look to facts and figures before making assumptions.READ MORE: Check out the complete research Dispelling Myths: What H1B Visa Workers Are Really Paid on the Glassdoor Economic Research Site. Know Your Worth Also on Glassdoor: Glassdoor Job Market Report
Fragrance Advisor (Consultant) Sephora Los Angeles, CA 3.6★ 23 hours ago 23h Assistant Manager, Client Experience Sephora Seattle, WA 23 hours ago 23h It’s 6 a.m. and the sun washing over the hills of Marin County, California. And Calvin McDonald is already awake. Before grabbing his smartphone, he decides whether today he’ll go for a morning swim or a run — an avid triathlete, every morning is dedicated to honing his craft and improving his times. Before his heart rate has time to settle, he’s dressed and packing a bag to head to the office. McDonald, 45, isn’t in a suit and tie, but instead he’s clad in riding gear, preparing for the 25-mile bike ride to work over San Francisco’s famed Golden Gate bridge.“That is my thinking time,” says the husband and father of four. “I do a lot of thinking through opportunities, thinking through challenges that I’m faced with, that the business is face with.”Sitting at the helm of one of the largest beauty retail franchise in the U.S., McDonald sees more opportunities than challenges. As President and CEO of Sephora Americas, he oversees an expanding base of over 430 stores across the Americas which has earned him the honor of being a Glassdoor Highest Rated CEO, according to reviews by his employees. With a 93% approval rating, McDonald stands as this year’s top beauty CEO.“I’m very humbled, but I believe in winning through others and winning together,” says McDonald shyly of his recognition. “Glassdoor is one of the sites I go to and read the comments. Feedback is a gift and it’s a wonderful opportunity to hear what people are saying — the good, the bad and the ugly. I don’t want to just hear the good all the time. I want to see and hear what the opportunities are.”Much like his Iron Man competitions, McDonald isn’t afraid to get hands-on as he leads the pack. With over 10,000 employees (all with impeccable make-up skills), McDonald mixes his brand of accessibility, transparency and vision to stay connected to all levels of his organization. Whether he’s having dinner with store directors in a new market or hosting breakfast with new hires — yes, he’s met every new hire since he joined Sephora in 2014 — McDonald’s goal is to “to talk about the values of the organization, what we’re doing and hopefully inspire them and provide feedback.”Glassdoor’s Amy Elisa Jackson caught up with the beauty boss to dig into what makes him a highest rated CEO and how he has created a company culture as irresistible as Sephora’s products.Glassdoor: Being an accessible leader is more indicative of a start-up as opposed to a multi-national corporation like Sephora. Why has it been a cornerstone of your tenure?Calvin McDonald: Today’s generation can follow any celebrity they want through social media. They can interact with them through so many means. They not going to feel inspired and want to sort of work for and feel motivated by a leader that doesn’t take on the same type of accessibility. I’ve always invested in an authentic way to lead people by being approachable and I think that is how you have to lead organizations in today’s generation.Glassdoor: Give me an example of how that plays out in the average week.Calvin McDonald: Yesterday I was in Las Vegas speaking to about 500 of our store directors, specialists, and district managers sharing with them where we’re going, what I’m excited about, what my Top 10 favorite products are. It’s one of my favorites because I walk through the audience, talk about product and sort of have my own Oprah moment where I’m throwing out product to them. Then I spent the next few hours just walking the halls, taking selfies with them. I’m talking to them. I’m getting feedback. I think they respond to that sort of authentic leadership of I do care. I do want to listen. I do want to hear from them. I take action when they tell me something is not right. There is an opportunity or they share an idea. I truly appreciate the conversations and I think that comes across in an authentic way.Glassdoor: When you can’t be in every store all of the time for that personal touch, how do you work with your teams to ensure that employees are engaged and motivated? After all, retail can be a slog for those on the front lines at times.Calvin McDonald: I always say in retail sometimes the art is doing common things uncommonly well because there is a routine to retail in the stores. One could agree there is a mundane routine to it but how do you insure that every cast member either at the field support centers and or in the stores feel appreciated, are inspired by what they do day in and day out so that they can then obviously bring that energy and excitement to the client. One way we do that is by keeping the store environments exciting. Then, I make it personal. I’m a huge competitor. I love to win, but how I win matters to me. It is about winning as [a] team, winning together. I demand and expect from my operating team that we’re coordinated, that we’re aligned and work and think about the business holistically. We don’t think and work about our business in silos. I worked very hard to make sure that the operating team is truly a team that thinks about the business the way that I think about it versus thinking about it through their own little piece of the business.How we communicate and collaborate are key but equally important, and where I think a lot of organizations are struggling today, is coordination. We very much focus on how do we continue to be a coordinated organization. Most organizations are still set up and operate within silos. Most management teams are not coordinated. It’s difficult to do in particular as you are growing because we’re getting bigger through our own successes but I think it starts with leading by example. I demand it on my operating committee and I have recruited and brought in the people and promoted those that share similar values.Glassdoor: How do you loop the employees into that vision?Calvin McDonald: Every Friday, I write a blog that gets posted across the organization and I talk about the travels, the stores, the markets that I’ve been. I celebrate sometimes the little wins and the big wins. Everybody stays informed and can celebrate.On LinkedIn, I have over 11,000 followers and a big chunk of them are Sephora cast members. Every morning I spend a few minutes and I see who is celebrating a work anniversary at Sephora and I personally send them a note every day. I don’t do that because I want huge fanfare. I do that because, again, we all have choices and the fact that people choose to work at Sephora I think is fantastic.Glassdoor: What’s one reason job seekers should want to work at Sephora?Calvin McDonald: On culture, we have a very unique culture here. Innovation is core to how most employees think and everybody owns innovation at Sephora. We’re disruptive. We never stop and we’re very action oriented which is very unique. How do we make sure that that culture thrives in a business that continues to have success is critical to us that people feel empowered, connected to the business is so important and then the talent? As we get bigger we need talent. We’re a unique business and we want to hire both recruit, retain and develop the right to individual.Glassdoor: Now for some fun ones Calvin. Tell me what was your first job?Calvin McDonald: My first job was delivering catalogs. I’m Canadian and I grew up in London, which is outside Toronto. My first job was delivering Sears catalogs actually.Glassdoor: I always used to get excited about when the Sears catalog came to the house — it was pages and pages of cool stuff.Calvin McDonald: I used to hate delivering the Wish book because the thing was about three inches thick and three times as long, but I think I earned 25 cents a catalog per household.Glassdoor: Now, grab your smartphone. What is the last app that you opened and what did you do with it?Calvin McDonald: I’m a competitor. There’s two apps in the morning I typically use. The first one is Strava. I post my rides in and out of work and I see how I did relative to my times. Then I’m obsessed with the CNN app and just what the heck is going on in the world right now.Glassdoor: Once you make the 25 mile ride back home and no one is calling you “Sir” or CEO, what’s your evening routine?Calvin McDonald: I have four children. When I bike home, I’m thinking through the day and I try to ensure that when I walk through the door I can be dad. I tuck my daughter every night. We have our ritual of reading the bedtime stories, and then with the older boys, we head down to shoot some hoops or some spend some quality time be it just hanging outside on the deck. When I get home, I love relaxing and just spending time with my wife and kids. Assistant Manager, Client Services Sephora Tucson, AZ 3.6★ 23 hours ago 23h 23 hours ago 23h 23 hours ago 23h 23 hours ago 23h Seasonal Make-up Advisor (Consultant) Sephora Chicago, IL 3.6★ 23 hours ago 23h Loss Prevention Agent Sephora Houston, TX Client Services Training Manager Sephora San Francisco, CA 3.6★ Licensed Color Consultant Sephora Pleasanton, CA 3.6★ 3.6★ 3.6★ See more jobs at Sephora 3.6★ Cash Wrap Coordinator Sephora Walnut Creek, CA 23 hours ago 23h Seasonal Recovery Agent Sephora Concord, CA Seasonal Cashier Sephora Palm Beach Gardens, FL 3.6★ 23 hours ago 23h 23 hours ago 23h 3.6★ Available Jobs at Sephora
Available Jobs at PwC Software Developer- App&Emerging Tech- Experienced Associate PwC Atlanta, GA 3.8★ PLS – Commercial Analytics Manager PwC Chicago, IL 3.8★ 3.8★ BOS Platform Product Owner/Director PwC Tampa, FL 3.8★ 23 hours ago 23h 23 hours ago 23h 3.8★ 3.8★ 3.8★ 23 hours ago 23h 23 hours ago 23h Software Solutions Architect – Oracle PwC Tampa, FL 23 hours ago 23h 23 hours ago 23h As of June 2017, Americans owed a collective $1.3 trillion dollars in student debt — a figure that’s spread out between roughly four in ten adults, according to the Pew Research Center. To many, paying off these loans — a median of $17,000 in 2016 — results in a serious dent in their monthly income at best, or an insurmountable barrier to higher education entirely at worst.Take Javier Perez Navarrete, for example.“I was born and raised in Puerto Rico… My lifelong dream was to make it to the United States and play collegiate volleyball. The only way I was going be able to afford that was to do scholarships,” Perez Navarrete said. But despite the scholarships, he still found himself needing to take out tens of thousands of dollars in student loans when he realized his CPA program would require a fifth year of college.That’s where PwC was able to step in. For the past two years, PwC has been offering Associates like Perez Navarrete and Senior Associates a nontraditional, but incredibly valuable perk: student loan paydown. Eligible employees receive $100 a month for up to six years, resulting in as much as $7,200 in debt relief (or even about $10k if you factor in interest on the principal loan). Already, more than 8,200 staff members have enrolled for the benefit, which has the potential to shorten payoff periods by up to three years, according to PwC Chief People Officer Mike Fenlon.10 Companies Offering Student Loan Assistance & Hiring Now!After first hearing about the benefit, Perez Navarrete was afraid it might be too good to be true.”I took it with a grain of salt, but then once I realized it was actually being implemented I was very, very excited. It’s one of those things that is always hanging over your head, you have this amount of debt.” But with the student loan paydown perk, debt is “one less thing that I need to worry about,” Perez Navarrete said. By the end of the program, he expects to reduce his payment plan by about a year.While other companies have caught onto the trend since they first announced the perk, PwC was one of the first major companies to institute it.“Just as we have to innovate in all areas of business… the experience [employees] have within our firm is a space that’s rich for innovation as well,” Fenlon said. “The key was co-developing it with our people and designing it in a way that would make a difference for them… and also designing it in a way that was sustainable as it grew.”Once it was ready for a company-wide rollout, the response was immediately positive — and not just among those who had taken out student loans15 Companies Offering Tuition Assistance — Hiring Now!“Obviously, if I have a student loan, it’s going to resonate, but we also thought it would resonate with all of our people, including those who didn’t have student loans, and that’s proven to be the case,” Fenlon said. “We found that even if I myself don’t carry student loans, most of our people have a friend, a colleague, a family member, a co-worker who they know, who has student loans and often it’s a big deal.”To PwC, this isn’t just about money — it’s about equality.“Many who have looked at student debt believe it’s had a ripple effect in everything from career choices, individuals who delay life choices [like] marriage, having children, buying a house. We’ve seen a decline in business start-ups and graduates actually practicing entrepreneurship… And it disproportionately impacts minority communities, [so] we see it tying into our commitment to diversity as well,” Fenlon says. “It’s an opportunity, I think, for businesses to make a difference in our society.”Interested in working for a company that offers not only assistance with student loan payments, but also offer an incredible environment to grow your career? Apply to PwC jobs now! 23 hours ago 23h Corporate Tax – Manager – McLean PwC Mc Lean, VA 23 hours ago 23h Corporate Tax – Senior Associate – McLean PwC Mc Lean, VA 3.8★ 3.8★ 3.8★ Forensics Services – Machine Learning and Data Science – Sr. Associate PwC Mc Lean, VA Assurance Comms & Change Leader PwC Washington, DC State and Local Tax – Inc/Fran – Senior Associate – Mid Atlantic PwC Mc Lean, VA 23 hours ago 23h 23 hours ago 23h See more jobs at PwC Salesforce Product Owner PwC Tampa, FL
LCPC – Licensed Clinical Professional Counselor Above and Beyond Family Recovery Center Chicago, IL Registered Nurse (RN) – Charge Nurse – $7,000 Sign On Bonus EmpRes Healthcare Management Gardnerville, NV Hot New Jobs For You RN, Registered Nurse – OP Chemotherapy CHRISTUS Health Houston, TX 4.5★ Interior Designer – St. Louis & Dallas Oculus Saint Louis, MO 23 hours ago 23h 23 hours ago 23h Service Advisor Prime Motor Group Saco, ME N/A 3.1★ 23 hours ago 23h 23 hours ago 23h 2.5★ Administartive Assistant Sentry Mechanical Pittsburgh, PA 23 hours ago 23h N/A 3.4★ Registered Nurse Supervisor RN Waterbury Gardens Nursing and Rehab Waterbury, CT 4.7★ 2.3★ 23 hours ago 23h 23 hours ago 23h Director, Advanced Technology Policy General Motors United States 2.8★ The holidays are a harbinger of good cheer. Holiday office parties, on the other hand, are notorious for transforming mild-mannered accountants and meek managers into booze-fueled party minions with all the sound and fury of a Disney Christmas parade gone wrong. Want to avoid cringe-worthy moments at your next holiday party? You’ll need to brush up on the finer points of workplace wisdom and time-honored etiquette to ensure the conversations you have at work in the days following your party aren’t one long twinkle-light string of “I’m sorrys” and “I don’t know what I was thinking.” How to Dress: Keep It ClassyExperts across the board are united in their opinions about several aspects of office parties, attire included. Lisa M. Grotts, a San Francisco-based etiquette expert, says your holiday party isn’t your chance to go overboard with gaudy outfits. “Just because an office function is after work hours doesn’t mean it’s an invitation to dress flashy or wear a revealing outfit,” Grotts said. “Skirts should hit your knee and nothing should be too tight. Skip the cleavage-bearing tops.” We heard the same sentiment from Jacquelyn Youst, a Pennsylvania-based etiquette consultant. “Office holiday parties are an extension of the office. This is not the time or place to wear your short skirt and low-cut blouse,” Youst said. “Maintain a professional level of decorum.”This isn’t your chance push your “I’m casual so I dress casual” agenda, says Laura Handrick, an HR analyst at Fit Small Business. “This is a time for your co-workers to see how you look all cleaned up,” Handrick said. “If you’re a plumber, like my husband, wear non-work slacks and iron them. Wear a shirt with a collar, more like you’re heading to a golf club than a BBQ.” Worried about whether you’ll be under- or over-dressed? Read the invitation, ask your coworkers what they’re wearing and go from there, says New York Times best-selling workplace author Joseph Grenny. “Ask around to find out what others are wearing. The invitation may suggest the attire, but you never know how the suggestion will be translated,” Grenny said. “Check with your co-workers, then dress slightly above average.”6 Perfect Interview Outfits for Every OccasionHow to Drink: Keep it at TwoThis is the section you’ve probably been waiting for; all the good horror stories are usually the handiwork of booze and beer. As humorous as these stories can be, jobs and reputations are on the line when you’re four Sazeracs deep and ready to air your grievances. Carlota Zimmerman, a career expert based in Los Angeles, says you can give yourself a head start by eating before you arrive. “Even half a sandwich and a protein smoothie will work,” Zimmerman said. “Just get something inside you so that the first martini won’t have you self-righteously glaring at your boss as you mentally assemble your declaration of independence.” Many of the experts we talked with agree: keep yourself to two drinks. “Two drinks are acceptable, no more,” Youst said. “This ensures that you remain in control and do not do or say anything you will regret.” While most of us are able to handle two drinks — beer, especially — Zimmerman says people will take notice if you make frequent trips to the watering hole. “Don’t presume that your colleagues and managers won’t notice if you make six trips to the bar, [even] if you can hold your booze like a statue,” she said. “Stop after two and drink water. The next day you want people to remember you for how charming you were, not your ability to hold 15 gin and tonics.”Handrick had the best summary of the two-drink limit: “One drink makes you fun, two drinks make you silly and three drinks make you stupid.”How to Converse: Keep it Cordial Office holiday parties require conversational skills — introvert or not, you’re probably going to be forced to talk with someone you don’t know that well. The rules for conversation are essentially the same as drinking: moderation wins. Don’t get too deep and don’t come off as too superficial. “Appropriate conversation is any compliment related to the holiday outfit others have chosen or any topic related to the holidays, family time or time off,” Handrick said. “’Will you get to see your mom this Christmas in upstate New York?’ is fine.” As far as mentalities go, look at this as less of a required social event and more of a chance to get to know your coworkers better, even if the conversations are kept light. “Use the office holiday party to connect with colleagues and build working relationships,” Youst said. “Keep conversation about vacation travels, children’s achievements, etc. Be mindful not to get too personal or discuss divorces or health problems.”And what about that clan of boozy bros in the corner engaging in utterly impolite conversation? Greg Jenkins, a partner at Long Beach’s Bravo Productions, says stay away. “Refrain from any off-color remarks, even if others engage in risqué dialogue or indecent statements,” Jenkins said. “And avoid conversations that are political or religious, as well as those that get into gossip.”6 Ways to Keep a Conversation GoingWhen to Leave: Read the RoomOnce you’ve had your chance to have a couple of drinks and engage in conversation, you may be ready to head home or to another party. If the second party is better than the first, don’t mention that to your colleagues, Grenny said. And if you’re worried about leaving too early, gauge the atmosphere. “When it comes to leaving, take your cue from the majority,” he said. “Leave when most people are leaving.”Saying Thank You: The Final StepWhether you loved your holiday party or hated it, many of our experts said that expressing your gratitude about the party is a professional and polite way to acknowledge the time and money they put into the party. Amber Hunter, an employee experience director at A Plus Benefits, said that you can leave a lasting impression on your bosses if you let them know you enjoyed yourself and appreciated the company’s efforts to plan a holiday party. “Send a quick email or thank-you note to your company leaders after the party,” Hunter said. “It will go a long way.” J.R. Duren is a personal finance reporter at HighYa.com, where he covers credit cards, credit scores, student loans and more. He is a three-time winner at the Florida Press Club’s Excellence in Journalism contest. 23 hours ago 23h Deli Associate F&M Deli & Restaurant Mount Laurel, NJ 23 hours ago 23h 23 hours ago 23h ICU Registered Nurse Del Sol Medical Center El Paso, TX 3.5★ View More Jobs
Paid Federal Training Programs – High School/College Students Veteran Infrastructure Products – Corp Santee, CA View More Jobs 3.4★ Psychiatric Technician Matrix Providers Camp Pendleton, CA 23 hours ago 23h Customer Service Representative – Monday thru Friday (Days) Disabled Veteran Solutions Erie, PA Senior Contracts and Grants Specialist NCIRE – The Veterans Health Research Institute San Francisco, CA 23 hours ago 23h PRN Speech-Language Pathologists Benchmark Therapies Clarksburg, WV N/A 23 hours ago 23h 2.3★ 23 hours ago 23h 3.4★ N/A Executive Director United States Veterans Initiative, Inc. Long Beach, CA N/A Seeking Licensed Security Officers- Portland/Vancouver- Hiring Bonus Veteran Infrastructure Products – Corp Portland, OR 5.0★ Accounting Clerk Recruit Veterans Cedar Park, TX Hot New Jobs For You Transitioning from the military to civilian life is a big enough change in itself. Add a job search on top of that, and it might just feel impossible. Try not to psych yourself out, though. Even if you haven’t held a private-sector job in decades, you bring plenty of value to the table. It’s just a matter of communicating that value to employers and finding the right fit — so we reached out to a handful of job search experts to get their best job search tips for veterans. Covering everything from resumes to veteran-friendly employers to networking, the following five tips will help you become the best candidate you can be.1. Craft a Strong Civilian ResumeMany of the experts we spoke with said that the biggest mistake veterans make when searching for a job is not successfully translating their skills and experience to civilian terms. This is especially important in your resume, as it’s the first impression employers get of you.“As a veteran, you have many valuable qualifications gained during service, but your experiences and nature of the work performed might not be clearly understood by a civilian employer,” says Carlos Perez, retired Army Colonel and Assistant Treasurer at the American Armed Forces Mutual Aid Association (AAFMAA). “Rather than listing job tasks, which might not have an obvious civilian equivalent, take a step back and think about the broader skills required to perform these tasks and and how those skills helped you achieve goals and positive outcomes.”If you’re ever uncertain about whether your resume is too jargon-filled, “have a non-military friend or relative read over your resume,” Perez recommends. “If they don’t understand your explanation of skills/qualifications, it’s likely that prospective employers won’t either!”2. Apply to Veteran-Friendly EmployersMost companies love when veterans apply to their open roles — because of their work ethic and strong collaboration skills, veterans are a highly sought-after candidate pool. But some organizations go above and beyond to develop programs that aim to increase the number of veterans they hire, and to create a veteran-friendly workplace.“Seek out companies that have specific initiatives to support veterans. There are many out there, including some big name firms who provide support with retraining and flexible options, such as working from home,” says Ben Taylor, career coach and founder of www.homeworkingclub.com.A few such companies include Booz Allen Hamilton, Power Home Remodeling and Southwest Airlines. Another great option is federal or public sector jobs.“Veterans also have the edge for Federal and other government jobs. A Federal agency recruiter told me last summer that virtually all of her open jobs were being filled by veterans based on the veterans’ preference required by law,” shares career coach and resume writer Frank Grossman.Top Companies Hiring Veterans3. Take Advantage of Available ResourcesIt’s not just individual employers who have special initiatives to help veterans — there are many organizations, nonprofits and support groups available as well.“Community foundations are a great local resource for veterans. They fund local nonprofits and they are often at the core of each city’s community-based fundraising efforts. These foundations can work with veterans to connect them to the right resources or organizations that specialize in veteran support,” says Bob Harris, Executive Director at Gold Coast Veterans Foundation.Another cool veteran-specific job search tool? Your military occupational specialty (MOS) code.“If you don’t know where to start or what type of position might be the best fit, you can type your military occupational specialty (MOS) code into Google and browse openings which have been tagged as fits for your particular skill set,” Perez says. “This helps narrow down overwhelming listing pages and can prevent you from applying for positions you’re over or under-qualified for.”4. Reach Out to Your NetworkGiven that schmoozing in the military often carries a stigma, many veterans aim to tackle their job search completely independently. But more often than not, landing a job comes down to the personal and professional relationships you’ve developed.“Networking ISN’T sleazy, but actually is how average, everyday people find and create the opportunities necessary to effectuating their professional goals,” says career coach Carlota Zimmerman.Here are a few places you may want to start:Alumni Associations: “If you’re a vet who has attended college… call the alumni association and ask what resources/help they offer alumni who are also vets. DO NOT feel as if you are begging: this is what the alumni association gets paid for. The more alumni who are gainfully employed, the more donations” there are, explains Zimmerman. “Many associations now offer even free coaching, free resume help or they can connect you with other alumni.”Employed Vets: “If you have vet friends who are gainfully employed, take them out for breakfast and ask them for their advice,” Zimmerman recommends. Even if they can’t directly connect you with a suitable opportunity, they’ve been through the wringer before and will likely be able to share valuable job search tips.Social Media: Social media isn’t just for keeping up with your old high school classmates anymore — it can play a huge role in helping you find a job. “Consider writing a short, succinct paragraph on LinkedIn and Facebook, describing the kind of employment you’re looking for, the skills/education/expertise you have and giving a professional email (firstname.lastname@gmail.) with some smart hashtags [like] #jobsforvets, or #industryvets,” Zimmerman suggests. You can also like or follow the companies you’d like to work for, she says — “many companies will post info about hiring, or even about conferences and public events they’re holding.”How to Network5. Be ConfidentWhether you’re looking for friends, a relationship or a job, you can’t deny that people are naturally attracted to confidence. After all, if you don’t believe in yourself, how can you expect a potential employer to believe in you?“Any organization would be lucky to have you. As a veteran, you have leadership, communication and life skills that most of your peers will not have had. You have a sense of mission accomplishment and resilience that many do not,” says Ryan Gilchrist, a veteran and Global Head of Talent Acquisition at Wayfair. “I’ve been recruiting for nearly 15 years, and from my view, the skills veterans bring to the table are incredibly valuable and make a real difference, no matter what industry or role.” 3.9★ 23 hours ago 23h 23 hours ago 23h 23 hours ago 23h N/A 23 hours ago 23h Collision Repair Technician / Auto Body Service King Pittsburgh, PA 23 hours ago 23h Journeyman Plumber Veteran Plumbing Services Sewickley, PA 23 hours ago 23h 1.8★
Tribalfootball.com understands that Valencia goalkeeper Mat Ryan will complete a €6m move to Brighton over the weekend.The Australian shot stopper failed to impress at the Mestalla after joining from Club Brugge in 2015.Ryan returned to Belgium with Genk halfway through last season on a short term loan deal and made 9 starts in the Jupiler League.And now, the 24-year old will play in a fourth different country in five years with the newly promoted Seagulls.Ryan will fill a void at Brighton after their starting goalkeeper last season, David Stockdale, decided to join Birmingham City at the beginning of the week. When the deal is completed, Ryan will become the club’s record signing, however, it is expected that the record will be broken multiple times this summer as the club looks to avoid relegation from the Premier League.
Everton signing Jordan Pickford insists his record £30 million price-tag won’t faze him.The England Under-21 stopper joined Everton from Sunderland on Thursday for the whopping fee.But the level-headed Wearside lad, 23, laughed off his enormous price tag, insisting: “It’s just a number, isn’t it?”“That fee won’t affect me at all. I won’t even think about it.“The only thing I think about in terms of football is being a goalkeeper and keeping the ball out of the net.”
Barcelona are swooping for Celta Vigo striker Borja Iglesias.AS says Barca and Celta are in negotiations over a fee for Borja this week.A second bid of over €1 million has been tabled by Barca in the last 24 hours, with an agreement now close.Borja will initially move to Gerard Lopez’s Barca B team, which are seeking reinforcements after winning promotion.The signing of the Uruguayan Maxi Gomez and continuity of John Guidetti, Iago Aspas and Claudio Beauvue left Borja on the outer last season.
Fabio Borini is delighted with his move to AC Milan.The striker arrived on loan with obligation to buy from Sunderland for a total of €6m.“I remember well facing Milan with Thiago Silva in defence,” he told Milan TV.“In the sprint we were both really fast and were battling for the ball. In the end, it was a draw between us. It was great fun.”Who does Borini see as his idol in the world of football?“Roberto Baggio, for various reasons, was an example for me on and off the field. I met him after I had shoulder surgery and he helped me with his words and way of thinking.“He changed club many times, but was always loved, both in Italy and abroad.”
Ranger Rick’s profile (the spokesperson for NWF) was deleted from Facebook because it was “fake” and the policy is that only individuals can set up profiles. (Nonprofits can use groups). The resulting discussion thread on the progressive exchange listserv prompted some reflections on how nonprofits can effectively use Facebook. In this post, the GrokDotCom blog picks up the Free Ranger Rick thread and asks:Are non-profits an endangered species on Facebook?If so, it seems dubious that sponsored (read: billable) groups like Wal-Mart are welcome to market themselves despite intense community backlash. I’m not saying it’s wrong for Wal-Mart to be on Facebook, but can an eco-journalist raccoon get a break?After speaking with the NWF’s Online Advocacy Manager, David Pierpoint, the group emailed GrokDotCom the following exclusive statement:National Wildlife Federation’s concern about having Ranger Rick’s profile deleted is centered on having the same opportunity and level of interaction with the Facebook community that candidates’ campaigns are given. If the door of political discourse is opened, then it is important that all voices have the opportunity to be heard.We believe Ranger Rick (40th birthday this year) is not a senseless character, but a fully realized representative and educator of millions of our constituents’ voices who care passionately about important issues. We put our resources into creating that profile as a way to put a personal touch to those issues as 500 “real” people on his friends list. We received nothing but positive feedback from friends who received a “Happy Birthday” message from Ranger Rick or were told about an important event NWF was putting on. All of that is important to the relationships we want to have with those who care about wildlife and the environment. Isn’t that what social networking is all about?It is also important that not only NWF but many other non-profits are given the opportunity to work with Facebook and its community in a positive way, and we are open to those possibilities. But let the people decide who they want to be friends with, not Facebook.David T. Pierpont, Online Advocacy Manager for the National Wildlife Federation, doing some agitating on Facebook to Free Ranger Rick. He is also looking at the bigger question of how all nonprofits can effectively work with Facebook and be part of the political discourse. The group is called Non-Profits on Facebook and anyone can join.There is an interesting debate taking place about Facebook between Dana Boyd and Robert Scoble about Facebook’s plan to open its profiles to Google search. Web theorist Dana Boyd outlines some fundamental concerns with Facebook and Scoble responds. According to Boyd, nonprofits aren’t the only ones being burned by Facebook, some independent artists have been too. (hat tip to Nathan who only tweets about his blog posts which are worth reading)[Editor’s note: For important Facebook demographical information that can be crucial when starting or redesigning your Facebook strategy, view this slideshow posted by Beth Kanter on her blog.]Source: http://beth.typepad.com/beths_blog/2007/09/more-facebook-a.html
Source: Lance Trebesch and Taylor Robinson from TicketPrinting.com Think your nonprofit organization has no need for a blog? You may want to think again. According to Technorati, more than 10,500 blogs were tagged charity, 4,000 blogs nonprofit and 2,300 blogs philanthropy in January of 2007 and these numbers are predicted to rapidly increase in the future. Below are ten reasons your nonprofit should participate in this movement and harness the power of the blog today.1. Search engine optimization – Keywords and website design are important to search engines when calculating a search result list. A focused, well-written blog on your website will contain several keywords which improve the site’s search ranking. Additionally, if the blog has useful content, other sites will want to link to it, improving your website’s level of importance. To keep search engines current with your blog, remember to ping them regularly using one of the many free tools such as pingomatic. For more information on search engine optimization, read my article “Make Your Nonprofit Website a ‘Hit’: A 30 Day Step-By-Step Guide to Better SEO,” or one of the many articles within Search Engine Land or Search Engine News.2. Expert in the Field – Nonprofit organizations have a wealth of information on their specific area of focus. This information is highly desired in online blogging communities. By posting regularly in blogs focused on similar issues, your organization will gain a reputation for being an expert. Bloggers want to read more postings by experts and will follow links to your organization’s website. According to the March 2007 Blog Readership Report, 67.3% of bloggers found information by following links from other blogs. Technorati and BlogCatalog are good directories to find topically relevant blogs. Icerocket has also done an excellent job dissecting blogs and making them more search friendly.3. Credibility – It is more important today than ever before for nonprofit organizations to be trustworthy in the eyes of their contributors. One of the best ways to establish this relationship of trust is to make events and projects as visible as possible. By having weekly updates on projects and the projects’ successes, users will know exactly what difference their donations have made (or will make if they donate). Furthermore, project developments can be posted onto the blog keeping the organization’s efforts current (Have Fun Do Good Blog).4. Awareness – The beauty of the “blogosphere” is that almost all blogs are linked to one another. This creates a useful network of information that bloggers have access to. According to Vizu’s March 2007 Blog Readership Report, more than 30% of bloggers use blogs as a source for information. This means that with an estimated 57 million bloggers today (Technorati), more than 17 million of them are information-thirsty bloggers who desire the kind of content your nonprofit blog could provide. In addition, having a blog allows you to create your own media and bypass traditional media channels which are often expensive and limited in frequency.5. Negative Comments – People are talking and probably writing about your nonprofit already. Hopefully, the majority of what is said is positive, but almost inevitably there will be some negative commentary. A blog provides a median to field complaints or concerns and defend the decisions the organization has made. Be sure to keep the tone of the commentaries professional and respond promptly.6. Events – A regularly maintained blog will attract loyal readers who can easily be informed about upcoming events. To incentivize new subscribers, or to increase the loyalty of existing subscribers, consider having special promotions on the blog before events. It is important to note, however, that a blog should serve to work in conjunction with the traditional channels of marketing already in place, not to replace them.7. Annual Report – Many nonprofits are required to compile an annual or semiannual report. By working smarter and creating a blog, you will have most of the content for the report already completed before you even begin compiling it (Have Fun Do Good Blog). Furthermore, many supporters feel that blogs are more honest and accurate than formal annual reports, so the effort required to create the content will be more cost effective.8. Information – One of the most difficult aspects of any nonprofit is gaining an understanding of its supporters. A blog can help tap into this resource of information and more. Two major information-related benefits include:1. Allowing users to create – A blog encourages involvement in the organization. The AARP Issues Blog allows readers to create entries about what issues they feel are important and receive feedback from these entries.2. Provide information to supporters – If a picture can convey a thousand words, then a blog on your website will have a lot to say. So much of the success of a fundraising campaign (whether you like it or not) comes from its emotional appeal. By having a blog that contains pictures and stories, viewers will become more emotionally involved with the cause or service.9. Fundraising – By using charity badges on your blog, you can get your supporters to help with fundraising efforts. A charity badge can be set up quickly and allows people to share the small graphic image you create to make donations. ChipIn and Network for Good both have charity badges available for a small fee. There are countless examples of blogging communities that have worked together to raise money using charity badges.10. The “Heart” of the Organization – A blog gives you the unique opportunity to show the organization in a totally new light. While blogs are beneficial for marketing and fundraising purposes, their most important function should always be to convey interesting and compelling stories about the organization.
ShareEmailPrint To learn more, read: Posted on July 14, 2009August 17, 2016Click to share on Facebook (Opens in new window)Click to share on Twitter (Opens in new window)Click to share on LinkedIn (Opens in new window)Click to share on Reddit (Opens in new window)Click to email this to a friend (Opens in new window)Click to print (Opens in new window)The MHTF welcomes Raji Mohanam as the Knowledge Management Specialist for the Maternal Health Task Force. Raji started her career at the Population Council in New York where she was a Program Coordinator for six years. Subsequently, she worked for several yearsin the pharmaceutical industry on educational programs and in 2006, became the Business Development Director for MedTex/Amtex with responsibility for identifying potential donors and supporters for large-scale eLearning programs for physicians, medical/nursing students, and patients. Most recently, Raji was the Director of Academic Institution Grants at WebMD and Medscape where she established alliances with public and private institutions to create more effective, higher-quality educational interventions. Raji will be leading the development of a knowledge management system that we expect will become a central, dynamic repository of information and exchange for the maternal health community.Share this:
Posted on May 5, 2011June 20, 2017By: Julianne Parker, Young Champion of Maternal HealthClick to share on Facebook (Opens in new window)Click to share on Twitter (Opens in new window)Click to share on LinkedIn (Opens in new window)Click to share on Reddit (Opens in new window)Click to email this to a friend (Opens in new window)Click to print (Opens in new window)This blog post was contributed by Julianne Parker , one of the fifteen Young Champions of Maternal Health chosen by Ashoka and the Maternal Health Task Force at EngenderHealth. She will be blogging about her experience every month, and you can learn more about her, the other Young Champions, and the program here.As Anna Dion wrote in her blog post last month, achieving sustainability in our work as Young Champions is a consistent challenge. From the day we arrived at our Fellows’ organizations, we knew we would be here in a temporary setting. We would be leaving in June and any projects that we instigated would have to be carried on by someone else when we left.Just as Anna mentioned funding challenges in her own organization, at Lua Nova, ensuring sustainability for the therapeutic program and maternal health curriculum I have been conducting here rests on an uncertain human resource situation. As with many NGOs, Lua Nova relies heavily on short-term partnerships, collaborations, and internships for the staff to continue its programming. It’s an innovative way to keep programs active even during potential ebbs and flows in resources. However, it makes it difficult for programs to have any sense of longevity: new staff have to relearn the methods and mistakes that previous staff mastered over time, and in many instances there is a cyclical rather than linear pattern of progression for the organization. The same mistakes are made, and the same programs are designed and redesigned over and over again.This situation at Lua Nova is not unique, and mastering these systems of heavy staff turnover while still promoting sustainable programs that build on previous lessons learned and consistently improve the level of efficacy is critical as we all move forward with our work. It is unlikely that any of us will stay and work in one location for the rest of our lives. In designing projects to improve maternal health that have as wide an impact as possible, we will consistently be making local partners, sharing innovation and program concepts with them, and then letting those partners take over the implementation process as we move on. It can be a scary process, especially if we are leaving the program in somewhat uncertain hands, but it is up to every community to improve the situation of its mothers, and it is the ultimate empowering process to place this responsibility directly in the community’s hands!I’m fully engaging in this process now, trying to ensure that the curriculum I have created for Lua Nova does not end once I’ve left Brazil – that it can be effective in the long run and reach as many moms as possible. The fact that the curriculum exists in a host of entertaining didactic materials will help immensely – it is easier to engage with a comic book than an excel spreadsheet! The key is to make projects usable, interactive, and adaptable enough to ever shifting environments. Residents at Lua Nova will change, the educators will come and go, but as long as some form of regular maternal health education continues for the moms as they live in the recovery shelter, the success of Lua Nova will only continue to flourish. Share this: ShareEmailPrint To learn more, read:
ShareEmailPrint To learn more, read: Posted on May 4, 2011November 13, 2014Click to share on Facebook (Opens in new window)Click to share on Twitter (Opens in new window)Click to share on LinkedIn (Opens in new window)Click to share on Reddit (Opens in new window)Click to email this to a friend (Opens in new window)Click to print (Opens in new window)May 5th is the International Day of the Midwife, a “day is to celebrate midwifery and to bring awareness of the importance of midwives’ work to as many people as possible.” Since the late 1980s the celebration has been taking place, and in recent years, increasing the percentage of births attended by a skilled professional has been a major focus of the maternal health community. Access to skilled care is considered to be part of Millennium Development Goal (MDG) 5 that seeks to “Achieve, by 2015, universal access to reproductive health” in addition to reducing maternal mortality. Midwives and other skilled attendants are able to have major impacts on both MDG 5 and MDG 4 to reduce child mortality.Later this year, at the Triennial Congress of the International Confederation of Midwives (ICM), a cohort of organizations will release the State of the World’s Midwifery Report. According to UNFPA and the ICM:“The role of skilled birth attendants, in particular midwives and others with midwifery competencies, is widely acknowledged as being crucial to addressing maternal and newborn mortality and morbidity, and to promoting women’s and children’s health…The report, which will be the first of its kind, is intended to facilitate midwifery strengthening around the world.”To learn more about the International Day of the Midwife, the State of the World’s Midwifery Report or the International Confederation of Midwives, visit the ICM website.Share this:
ShareEmailPrint To learn more, read: Participatory Data Collection for Girls’ and Women’s EmpowermentWednesday, 18 May; 10:30 – 12:00. Room B4-4 Posted on May 5, 2016Click to share on Facebook (Opens in new window)Click to share on Twitter (Opens in new window)Click to share on LinkedIn (Opens in new window)Click to share on Reddit (Opens in new window)Click to email this to a friend (Opens in new window)Click to print (Opens in new window)The Women Deliver Conference offers a unique opportunity for researchers, advocates, and maternal health professionals to learn from each other as we pave the way for meeting the SDGs.Come to the following MHTF-supported events to join in our discussion on innovative ways to ensure the health of women and newborns:Speaker’s Corner#MomandBaby in the SDG Era: 10 Actions We Can TakeWednesday, 18 May; 13:10 – 13:25. Center Hall EJoin our conversation on the 10 actions we must take to achieve the SDGs for women and newborns, led by:Ana Langer, Director, Maternal Health Task Force, Harvard T.H. Chan School of Public HealthKoki Agarwal, Director, USAID’s Flagship Maternal and Child Survival Program/JhpiegoStephen Hodgins, Senior Technical Advisor, Saving Newborn Lives, Save the ChildrenConcurrent SessionsWomen’s Economic Participation in Health SystemsTuesday, 17 May; 13:30 – 14:30. Room B4-1 Visit The MHTF Booth!Come see the MHTF team, learn how to stay up-to-date on maternal health news, research, and innovations and find out more about the Women and Health Initiative! Look for us in the exhibit hall at booth C3-018.Follow Along on Twitter!Whether you’re attending the conference or participating from home, follow @MHTF as we tweet from sessions, discussions, and events. Join the conversation using #MomandBaby, #WD2016, and #WomenDeliver.Share this: Innovative Means to Collect and Use DataThursday, 19 May; 13:30 – 14:30. Room B4-3