Grants good as gold for some sports

Grants good as gold for some sports Grants good as gold for some sportsPosted October 13, 2011, by Helen IsbisterNetball is receiving $400 000 for brand awareness, while Athletics Australia gets $470 000 to enhance its marketability, management and long-term viability.The extra funding will aim to relieve the financial pressures associated with increased travel costs, a falling Australian dollar and a difficult sponsorship market.These grants will help sports develop the next generation of Australian sporting champions in a range of sports, Sports Minister Kate Ellis MP said.The funding is a timely boost to sports to help assist them maintain international competition in light of difficult financial circumstances.But the cash splash has displeased some of the 80 sports who missed out on a slice of the pie, and is indicative of the greater financial concerns facing the sporting world.The grants follow the governments investment of $12.6 million last year, but the Australian Olympic Co mmittee says its sports will need an extra $100 million just to maintain their current standards going into the 2012 London Olympic Games.The request for extra funding will go to the Prime Minister for approval along with a proposal for a one-stop shop in sports funding.The plan would see the creation of a national integrated sport policy, which would co-ordinate elite policy, funding, monitoring and review for Olympic and Commonwealth Games sports.The funding proposal also includes a program of national athlete scholarships, ranging from $5000 to $20 000, and a tiered living allowance program linked to performance.The gunst der stunde of success for these proposals essentially hinges on a review of sport being conducted by an independent sports panel and headed by David Crawford, which will deliver its findings to the government at the end of this year. ResourcesMy first resumeCover letter for my first jobCareer Insider StoriesShelley Lask - Body Positive Health & FitnessInterested in becoming a?Human Resources OfficerGeneral ManagerBusiness ManagerAccountantOffice AdministratorPopular Career Searchesbest jobs for 2020 graduates australia10 best jobs for the futurebest careers for the next ten yearsbest jobs for college grads with no experiencebest careers for 2020 and beyond CoursesBachelor of Social WorkEnquire Online Enquire OnlineCertificate III in Health AdministrationEnquire Online Enquire OnlineBachelor of Criminal JusticeEnquire Online Enquire OnlineCertificate III in Allied Health AssistanceEnquire Online Enquire OnlineHelen IsbisterRelated ArticlesBrowse moreBeauty TherapyMassageHealing handsFor anyone who enjoys interacting with people and who loves hands-on, physical work, working as a massage therapist can be an ideal and flexible career choice.Workers rightsWorkers with disabilitiesDealing with disability in the workplaceIf you have a disability or mental illness, entering the workforce can present tricky challenges.18th Biennale of Sydney unvei ledWith today marking the official unveiling of the 18th Biennale of Sydney, theres never been a better time to tap into your inner artist.

You dont have to be a tech giant to recruit like one

You dont have to be a tech giant to recruit like oneYou dont have to be a tech giant to recruit like oneYou dont have to be a tech giant to recruit like oneWith companies like Amazon, Microsoft and Facebook seeming to monopolize all the top talent, it can feel like an insurmountable challenge to attract, recruit and retain tech workers to your companyespecially if technology is not your main business.After all, Big Tech has all the name recognition and prestige, not to mention countless positions for elite talent to choose from. As we all know, its a candidates marketand nowhere is that mora pronounced than in technology.But even if your business is a fraction of the size of the major players, or if youre not primarily in the technology space, there are recruiting strategies you can borrow from these mega companiesmany of which are easier for smaller-sized firms to employ when youre competing for top tech talent.Sell the opportunity to build somethingBig Tech gives their employees op portunities to innovate and build tools that millions of us use. But other companies give developers a chance to do something more palpable revolutionize their industry.Non-tech companies can compete by providing opportunities to create technology that directly impacts the growth and profitability of the company, says Ruben Moreno, HR practice leader at Blue Rock Search Group. In the tech community, its all about, What product am I working on?It pays to package the work of people, like software architects, as discrete projects with a beginning, middle and end that correlates with achievement.Whats attracting technology people to us as we go head to head with Google and Facebook is the project work, says Liz Gelb-OConnor, global head of employer brand and marketing at payroll processor ADP. What were creating gives people the ability to build something really new, to transform the industry and lead it.Its also critical for companies to prove that technology is critical to their missi on, so even if you dont seem like a technology-first business, make it clear that tech innovation is a priority to the companys bottom line.One way of proving that is by giving tech workers ample access to top brass. Many candidatesand often, these include employees of Big Techare frustrated by their lack of access to top management. So a client of Morenos emphasizes to candidates that they will have access to the VP and the CEO, and will be helping to create the product thats going to change the marketplace.Non-tech employers should prepare to talk with each candidate about the companys commitment toand investment intechnology, says Henry Boulos, executive vice president of tech search firm Talener.Emphasize opportunities for advancement Top talent will always be attracted to the known tech giants, but that attraction may not last. Some of the major players in the technology space have gotten so big that tech workers often feel siloed and limited in the opportunities available to t hem. That can create an opening for recruiters who represent employers that can offer more freedom of movement within an organization.People still want to work for Google, Apple and Facebook, but often, its to get that flag on their resume, says Moreno. After the flag is captured, many leave for a smaller company where they can move up quickly.In addition, peer-to-peer learning opportunities at smaller companies can play a major role as a means to advancement. Tech talent recognizes that collaboration may represent the greatest opportunity to expand their knowledge.One of the biggest advantages of working at ADP and why people stay is that they are learning from their peers, says Gelb-OConnor. This has been hugely important to drawing people and keeping them.The opportunity for flexibility and for career training can make smaller companies more appealing to new college grads as well. You dont have to leave our company to get different experiences or to build your skill set, says Aim ee George Leary, senior vice president at management consulting firm Booz Allen Hamilton.Booz Allens Summer Games program brings in up to 400 student interns to receiving intensive mentoring and coaching, meet with clients and go solve a problem, says Leary.Be flexible wherever you can beNon-tech companies are wise to do what the Big Tech has long done Be open to the broad and deep talent pool of highly skilled tech professionals who choose to work on contract.Everybodys looking at independent contractors right now, given the short supply of tech talent, Moreno says. So if youve only been looking to hire full-time permanent workers, consider contract employees instead.Also, give highly sought-after tech workers the kind of perks they expect from the big firms. (And no, we dont mean Ping Pong tables and nap pods.) Todays younger hires expect to be offered a package that includes remote work, autonomy and possibly even a job title that they create. People with young families want flex ibility and the kind of health insurance that competes with larger tech companies.Once upon a time, employees had to earn the privilege of perks like working remotely, but now, candidates want to know in advance that theyll be able to work from home one or two days a week, Boulos says.Candidates are deciding between you and the bigger firms, yes. But you might just have more to offer than even a Facebook or Google.

Never going to bed angry might cost you some sleep

Never going to bed angry might cost you some sleepNever going to bed angry might cost you some sleepMost couples spend nearly an hour and a half trying to settle their differences before bed, according to a new study.The age-old advice never go to bed angry was put to the test by Mattress Advisor, who surveyed over 1,000 people who were either engaged, married or in a serious relationship to find out how they handled unresolved disagreements at bedtime.Follow Ladders on FlipboardFollow Ladders magazines on Flipboard covering Happiness, Productivity, Job Satisfaction, Neuroscience, and moraThe study found that couples involved in disagreements averaged up to an extra hour and 20 minutes before going to bed. Those who generally resolved their issues wound up staying up 15 minutes less than those who werent able to.When disagreements were at their worst, researchers said couples stayed up for an extra two hours and 30 minutes. Couples who resolved bedtime disputes were up for nearly an extra half hour (27 minutes) less than the couples who typically didnt.Couples averaged two and half serious disagreements per month, but an average of one disagreement escalated into an argument, the study found.Rough nightBefore raising an issue that might spark a major fight, experts recommend trying to relax for about 20 minutes to see if your mood changes. Those moments of bliss could ease your tensions and potentially help you avoid a major blowout with your partner before bed, according to the survey.Specifics for what was considered major or minor fight topics were not given, as the survey allowed participants to interpret however they felt.It also turns out that those who said they followed the never go to bed angry rule were more than twice as likely to believe they had a better life than those who didnt abide by the rule.A study published in Nature Communications in 2016 found going to bed angry negatively effects you, as you are more likely to carry the grudge after you wake up instead of simply shaking it off.You might also enjoyNew neuroscience reveals 4 rituals that will make you happyStrangers know your social class in the first seven words you say, study finds10 lessons from Benjamin Franklins daily schedule that will double your productivityThe worst mistakes you can make in an interview, according to 12 CEOs10 habits of mentally strong people

Have a Good and Successful Music Promotion Campaign

Have a Good and Successful Music Promotion Campaign Have a Good and Successful Music Promotion Campaign Hiring a music public relations company to promote your project is a positive step, but you still need to be proactive, both before and after writing the check. Its not enough to sit back and wait to become famous. There are no guarantees that even the best PR campaign will be successful, but multiple actions you take or fail to take can help- or hurt- your campaign. Start out by researching available firms and asking the right questions. What other artists do they work for, what are their success stories, how do they prefer to communicate, etc. To get more bang for your buck once youve decided on a firm, keep several tips in mind. Providing Needed Materials Give the PR firm exactly what it asks for. A request for 50 promotional CDs out of their jewel cases should result in exactly that. Providing 100 copies in jewel cases with full liner notes because you thought it would be better just creates more work for the representatives handling your campaign. They request the things they need for a reason, so its best to defer to their expertise. That is why youre paying them. If your PR form asks for new photos, for you to update your site, or anything else, the sooner you do it, the sooner they can get to work. Providing Updates Booked a new show? Tell your PR company. Decide to release a single? Tell your PR company. Got your friend at the local paper to write a review? Tell your PR company. Dont expect representatives from your PR firm to keep up with your news via your website, newsletter, social networking platform, or anything else. No matter how much they like your music, you cant communicate with them like they are your fans. They need to be the first to know when something happens so they can use it to promote your music and so they arent confused when a journalist informs them about some news they werent aware of. Staying Out of the Way If you have a personal relationship with someone in the news media and you think an email from you would be better than an email from your PR company, then tell your PR company that you will cover that person so they dont. Otherwise, dont try to jump in the mix, follow-up with people that your PR company has approached about your project, or anything else. Let the firm youve hired take the lead on sending press releases and making other contacts. Youre paying your PR firm to do a job. You need to stay out of the way and let them do it. Trust that they are the experts with the best contacts and proven strategies that work. Journalists get tons of emails and calls daily from people looking for coverage or reviews. It doesnt help to double up. An email from you when your PR company already has reached out will almost always be confusing, annoying, and detrimental to your chances of getting the coverage you want. At best, youll put the journalist and the PR company in an awkward position. At worst, youll annoy someone so much youll help them decide once and for all to not write about you. Being Available Nothing is worse for a PR company than to set up an interview for one of their clients and then to get a call from the writer that no one answered the phone or answered the email questions or showed up for the interview. You may not get another chance, so if you tell your PR company you can available at a certain time, do it. Be flexible. If the PR company is expected to book interviews or any other appearances, be as accommodating with your time as you can. Its OK to have certain times that are off-limits or to have other commitments but communicate about your schedule with the representatives from your PR firm so they know when they can book you with confidence. Being Patient and Realistic PR campaigns can move slowly, and some may end up not moving at all. Brainstorming about new approaches with your PR company is a good thing. However, remember to be patient and realistic about how your campaign is coming along. Any number of factors, including the time of year of the campaign, the other releases or artists youre competing with, how early you started your campaign, and whether or not this is your first big PR push can affect the success and speed of success of your campaign. Youll have a much smoother relationship with your PR company if you work with them to develop a plan to try to tackle your obstacles instead of expecting them to magically make your obstacles disappear.

7 Great Websites for Employment Law Advice

7 Great Websites for Employment Law Advice 7 Great Websites for Employment Law Advice Employment laws change often, and workers face uncertainty about the latest rules and how their rights are protected. Below are some of the most up-to-date, reliable, and informative sites online for employment law advice. Use these resources to research regulations and find answers to questions on issues arising in the modern workplace. 01Employment Law Information Network (ELIN) The Employment Law Information Network is primarily a free resource for lawyers and HR personnel. However, it monitors the latest developments in employment law at federal and state level. Their aim is to connect people who need counsel on labor issues with professionals who know the regulations. They have an inclusive library of articles discussing outcomes of a range ?of labor issues such as benefits, discrimination, and general labor laws. Conclusion Employers protect their interests with law experts. But it's now easier for employees to know the law too. The availability of substantial online resources allows workers to know their rights. They can decide on the best course of action when they gain all the relevant information. This safeguards employees from unfair labor practices and facilitates conflict resolution.

Marine Corps Security Force (MCSF) Guard (MOS 8152)

Marine Corps Security Force (MCSF) Guard (MOS 8152) Marine Corps Security Force (MCSF) Guard (MOS 8152) If you choose to become a Marine Corps Security Force (MCSF) guard, you will be assigned to duty with MCSF units, according to the Military Occupational Specialties (MOS) Marine Corps Manual. As a member of a reaction force, you will conduct offensive infantry tactics in confined spaces, ashore and afloat, to restore breached security and provide the final barrier/element of an integrated security plan for the asset being protected. In the grades of corporal through gunnery sergeant, as a security supervisor, the Marine will plan, evaluate, and supervise the implementation of site-specific security plans to protect assets designated as vital to the national security. Qualities You Must Possess Include: Physically fit and mentally capable of enduring the rigors of combat.Requisite knowledge to safely and properly employ the service rifle, pistol, and shotgun.Skills in land navigation and patrolling. Marine Corps Security Forces Regiment MCSF guard is part of the MCSF  Regiment headquartered in Norfolk, Va. which includes Marine Security Force Companies, Fleet Anti-Terrorist Security Teams, and Recapture Tactics Teams. The MCSF Regiment provides security to guard high-value U.S. Navy installations,  particularly nuclear weapons and vessels. Marines who desire to join the Marine Corps Security Forces must first enlist as infantrymen.  Following completion of Infantry Training Battalion, the Marine is required to attend Naval Security Group Activity in Chesapeake Va for Security Forces Training before being assigned to either an MCSF Co., Fleet Anti-Terrorism Security Team (FAST) or a Recapture Tactics Team (RTT). Fleet Anti-Terrorism Security Team (FAST) FAST Marines are a dedicated security and anti-terrorism team that provides security forces to guard high profile navel installations, especially those that contain nuclear weapons. FAST platoons usually deploy to areas in need of naval security operations. FAST Marines must be highly skilled in: close quarter combatcounter surveillancephysical securityurban combat techniquesmartial arts Recapture Tactics Team (RTT) RTT Marines are specialists in SWAT processes but are not trained to be part of the military police special reaction team. RTT are prepositioned in strategic locations where they are most needed, and they do not deploy. RTT Marines are a permanent security force at nuclear weapon stations and U.S Naval installations, and they specialize in responding to security threats. Related Marine Corps Jobs: Aviation Supply Clerk, 6672Finance Technician, 3432Aviation Supply Specialist, 6672Ground Supply Officer, 3002Financial Management Resource Analyst, 3451Fiscal/Budget Technician, 3451Personnel/Administrative Chief, 0193Warehouse Clerk, 3051Small Arms Repairer/Technician, 2111Personnel Clerk, 0121Marine Aide, 3372General Service Marine, 8000Aviation Ordnance Chief, 6591Electra-Optical Ordnance Repairer, 2171Aircraft Ordnance Technician, 6531Aviation Ordnance Systems Technician, 6541Aviation Ordnance Chief, 6591 Electronic Maintenance Repair, 2886.Billet Designator, 8014

How To Spot A Bad Boss During An Interview

How To Spot A Bad Boss During An Interview How To Spot A Bad Boss During An Interview Learn how to spot a poor boss during an interview to weed out bad job offers.An interview is typically seen as a stepping stone in the process of getting a job. This is where you will be asked questions about your experience, tested on your knowledge, and allowed to show off your charisma. While this is a time for you to prove yourself as a worthy candidate, this interview is not just for you, it’s also for your boss. The interview is your time to figure out if this company is going to be a good fit for you. Having a bad boss can make work stressful, often leading to you searching for another job sooner, rather than later. If you take the time to ask questions about the company, the work environment, etc., you can easily weed out the good from the bad. So how do you go about doing this?Ask questions.You can often easily get a feel for the boss and the company culture by asking the right questions. You want these questions to come off as interest in the company and the day-to-day w ork experience, and not like an interrogation. If you ask questions that are too direct, you may sound like you are disinterested in the position. Direct questions are also more likely to get you false answers. Instead, ask questions that will help you get a feel for the company culture. Ask what a typical work day is like. Ask about opportunities for learning new skills and broadening your knowledge. How the interviewer answers these questions will provide you with a lot of information. Is the interviewer engaging and willing to enter a dialogue about your questions? Or are they brushing your questions off with short, noncommittal answers?Look at attitude.How the interviewer approaches the interviewee will tell you a lot about how they approach the work environment. Is the interviewer focusing on themselves more than the job itself and the company? This shows the boss will most likely be a bad leader. He will probably be more focused on his own ideas, and less on the ideas that yo u want to bring to the table. If he interrupts you during an interviewer to provide his own feedback or to correct you, this also shows that he would probably be difficult to work with. If an interviewer is already showing a lack of respect for you during the interview, before you are an employee, chances are the lack of respect will get worse once you are actually within the company.Professionalism is important.Look at how seriously the interviewer takes his job, as well as the job you are applying for. While there is leeway here, depending on what type of work environment you are searching for, there is always a line that can be crossed when it comes to professionalism. Is the interviewer late responding to emails, phone calls, or showing up to the interview? This will probably translate over into the work environment, as well.Meet potential co-workers.The best way to get an unbiased look at a company is through the people that are already working there. The interviewer is trying to sell the company to you, making it seem like a great working environment and ideal position. If you are a seasoned worker, you know that most working environments are not completely ideal. Talk to potential co-workers who would work under the same boss. Ask them what it is like working for that boss, what are some challenges they’ve faced, etc.Research.You should always be doing research about a company before the interviewer, so that you can show interest in the company and the position. But this is also an opportunity for you to find out information about the company and its employees that aren’t on the company website. Look up the online profiles of the manager you will be working for, as well as the profiles of people who used to work for him. This is where you will be able to see if the company has a high-turnover rate- something that should be a big red flag. This means that company has a hard time keeping employees, pointing to an issue within the company. You can als o reach out to former employees and ask them about their experiences working for the company.