Job Classifications Vs. Job Qualifications - Are They Related

Job Classifications Vs. Job Qualifications - Are They RelatedJob Classifications Vs. Job Qualifications - Are They RelatedJob Classifications Vs. Job Qualifications Are They Related?We recently had a federal employee ask us to help him restructure his resume so that he could get his current job reclassified. The employee had a professional degree in Engineering, but had accepted an Engineering Technician position to get his foot in the door. He felt he was performing professional work, and wanted to ask the classification specialist to review his job and change it to that of a professional. He believed that re-writing his resume would convince the classifier to change the position.What is the relationship between your resume and your job classification? Actually, they are two different things and are used differently in the federal employment process.The job classification is all about federal personnel processes. The classification process is a structured method of assigning a titl e, series, and grade to each federal position. The Office of Personnel Management (OPM) publishes government-wide job grading standards that describe all the different types of work found in federal agencies. The classification specialist in each human resources office looks at the job duties your supervisor assigns to the position you occupy, and uses the OPM standards to place it in the appropriate job series. The classifier then uses these same standards to determine the grade level of the job, based on factors such as how complex the work is and how closely your supervisor reviews your work.Although you may hold a professional degree and be qualified to perform work that is far more difficult and demanding, it is the job requirements, and elend your personal abilities or work history, which determines how your job is classified. In other words, the classification process is all about the job requirements, and not about you. There are cases in which an employee has had such a pro found impact on the way a job functions that it does affect the classification, but these instances are rare. In most cases, unless the supervisor is willing to change your job duties, re-writing your resume is unlikely to affect the classification.The federal resume/job application qualifications process is all about you If the classification process is all about the job and not about you, the qualifications process is just the opposite that process is all about you, and not about the job you occupy. Just as job classification standards guide the classifier, OPM also publishes qualification standards to guide the staffing specialists who determine whether or not your experience qualifies you for a certain vacancy. This is where your resume comes in. When you apply for a job, the staffing specialist reviews your resume to discover whether or not you have held the right types of jobs for the required amount of time. If you have, the staffing specialist will rate you as eligible for t he vacancy even if the job you currently occupy is different. So, if you occupy a technician position but hold a professional credential and the required work experience, you can qualify for jobs that may be classified in a professional job series.Though the above is a very simplified explanation of two very complicated processes, the important thing to remember is that while it is very difficult to change your job classification, which is determined by your supervisor and the HR specialist factors beyond your control it is much easier to control the content of your resume, which the staffing specialist uses to determine whether you are rated as qualified for a job.The Resume distributionspolitik can help you explain your work history and develop your KSAs to showcase your experience in the very best light. While we probably cant help you get your current job re-classified, we certainly can help you improve your chances of getting another one

Developing leaders Lessons from a behavior change effort

Developing leaders Lessons from a behavior change effortDeveloping leaders Lessons from a behavior change effortWhat can a program to feed starving children possibly teach us about leadership development?In 1990, Jerry Sternin of Save the Children arrived in Vietnam to tackle the countrys severe problem with childhood malnutrition. He was a man with meager resources, a tiny staff, no Big Plan, and few theories. He got a chilly reception by the Vietnamese government. He was told he had six months to make a difference.Six months later, 65% of the children in the first village Sternin visited were better nourished - and stayed that way. Just a couple years later, his program had spread and improved the lives of 2.2 million Vietnamese children in 265 villages. His model was emulated by otzu sichs around the world struggling to make a dent in this heart-wrenching problem.Sternins massive behavior change success offers invaluable lessons on how to move human beings in better, more product ive directions. Which is what leadership is all about. It is also what leadership development is all about changing the behaviors of your leaders in the hope theyll turn around and positively impact team member behaviors through that trickle-down magic.Here are four key lessons from Sternins success in Vietnam1. Theory is OK, but creating new habits rulesRather than lecturing Vietnamese mothers or imposing solutions developed in a distant think tank, Sternin landed in his first village with genuine curiosity. Were there thriving children here, even in the midst of great poverty?It turns out that certain mothers were defying local feeding conventions. Instead of exclusively giving their children soft, pure foods like high quality rice, they gathered low class foods like sweet potato greens and shellfish from local rice paddies to gemisch into the rice. Their children thrived.According to authors Chip and Dan Heath in their book Switch How to Change Things When Change is Hard, Sternin could have then done what many leadership development programs do Gather round, everyone Ive studied your problem and now I have the answer Here are Sternins 5 rules for Fighting Malnutrition. In other words the Lecture.Instead, he wisely realized that knowledge doesnt change behavior. We have all encountered crazy shrinks and obese doctors and divorced marriage counselors. Telling mothers about nutrition wouldnt shift their approaches to feeding their kids. Theyd have to practice it.Sternin set up a grassroots program where 10 families at a time met daily in a hut to prepare food over a period of several weeks. They were required to bring gathered shrimp, crabs, and sweet potato greens. There was strong social pressure to go along. Moms compared notes daily on changes in their children and how to incorporate the new foods more easily. As Sternin put it, his Vietnamese moms acted their way into a new way of thinking.2. Appeal to the learners elephant, as well as his or her riderIn Switch, the Heaths remind us that behavior change is hard in part because of an incessant tug-of-war between our TWO (yes, two) brains. The Heaths refer to them as The Rider and The Elephant.The Rider is our rational, logical mind. It resides largely in the brain terrain most recently gifted to humans our cerebral cortex. The Rider loves a good theory or idea.The Elephant, on the other hand, is our emotional or habitual mind. Many researchers and psychologists currently refer to the Elephant as the mind-body because this set of guidance mechanisms resides throughout our bodies, as well as in older parts of our brain such as the limbic system. The Elephant is conservative in its efforts to help us, and prefers to run with whats worked in the past, despite any alluring intellectual arguments put forth by our Riders.As the Heaths put it, appealing to the Rider with great ideas and concepts (by themselves) is often a losing battle. Why?Perched atop the Elephant, the Rider holds the rein s and seems to be the leader. But the Riders control is precarious because the Rider is so small relative to the Elephant. Anytime the six-ton Elephant and the Rider disagree about which direction to go, the Rider is going to lose. Hes completely overmatched. Most of us are all too familiar with situations in which our Elephant overpowers our Rider. Youve experienced this if youve ever slept in, overeaten, dialed up your ex at midnight, procrastinated, tried to quit smoking and failed, skipped the gymand so on.Or tried to change how you develop, motivate, and retain your employees. (Good thing no one is keeping score) Sternins food preparation groups provided a perfect opportunity to enlist the villagers Elephants in long-lasting habit changes.3. Overcome the not invented here sundrome when possibleLeadership programs often import a boatload of theories from far-off academic institutions. Theres nothing wrong with sharing a certain amount of such theory it wins over our Riders. But it is imperative to avoid overdoing concepts and to bring theory down to earth by relating it to OUR lives in THIS organization with OUR unique challenges.If Sternin had focused on addressing malnutrition using classic academic or think tank notions (i.e. reduce poverty, improve water quality, and up farm productivity), he would have missed a far easier, cheaper almost magical solution sitting right under his nose gathering local flora fauna which provided missing protein and vitamins.Infuse your leadership programs with a hefty dose of best practices sharing among participants - and dont assume all winning ideas can be found at the top of your organization.4. Measure, measure, then measure againWhen Sternin first got to a village, he enlisted local parents to go out and weigh all children, then report back. Inevitably each village had youngsters who were defying the odds and thriving, despite their families having no more wealth, power, or resources than others. This proved to t he parents that local children COULD be coaxed out of precarious malnutrition without miracles. And gave them a way to measure their progressionion once they started feeding their children a more nutrient-dense, foraged diet.3 takeaways for shaping a stronger leadership development programMost of your leadership program should happen outside the classroom, not inside it. Seminars and workshops enlist our Riders with exciting ideas, but the resulting enthusiasm lasts about 10 minutes if not reinforced multiple times over weeks or months by Elephant-oriented practice assignments and follow up discussions. Much learning theory suggests significant, complex behavior change doesnt happen in less than 4-6 months, the time needed for new neural pathways to be laid down. If your leadership program simply involves 3 or 5 or 10 wall-to-wall days in a row at an offsite location, know that all the in-class role-play exercises in the world cant make up for lack of real-world practice opportuniti es. The best programs offer a looping series of idea-sharing sessions, field practice opportunities, and follow-up how-did-it-go? discussions.Create measurement mechanisms to boost motivation to change and enable success measurement. Ideally, measure where a leader stands at the beginning and end of your leadership program. Ive found 360 feedback works well for this, although Ive seen other measurement mechanisms work, too. But wait, you say, our leadership program lasts two weeks. Can we really do two rounds of 360 just a month apart that will show changes? No. Which is exactly the point of Takeaway 1, above. Real, visible, measurable leadership change generally only occurs over a series of months, not days.Like Sternin, create social pressures for a group of program participants to practice and advance together. I generally ask my leadership program participants to select and articulate a personalized action goal at the end of each class, then report back to the group on how it w ent at the next session. I also prompt participants bosses to ask them critical progress/ learning questions at key points during the program. Where possible, I enlist an organizations most respected leaders to serve on my programs faculty, bringing yet another element to our social surround strategy which helps individuals change. It is easy to remain attached to classically-shaped leadership programs. I urge organizations to build or buy game-changing, convention-busting programs based on time-tested approaches to behavior change. And to appeal to our Elephants - not just our Riders.

Nursing and Medical Assistants Job Description Sample

Nursing and Medical Assistants Job Description SampleNursing and Medical Assistants Job Description SampleNursing and Medical Assistants Job Description SampleThis nursing and medical assistants, other sample job description can assist in your creating a job application that will attract job candidates who are qualified for the job. Feel free to revise this job description to meet your specific job duties and job requirements.Nursing and Medical Assistant Job ResponsibilitiesAll nursing and medical assistant positions not listed separately.Nursing and Medical Assistant Job DutiesUpdates job knowledge by participating in educational opportunities reading professional publications maintaining personal networks participating in professional organizations.Accomplishes organization goals by accepting ownership for accomplishing new and different requests exploring opportunities to add value to job accomplishments.Nursing and Medical Assistant Skills and QualificationsMedical Teamwork, Mul ti-tasking, Bedside Manner, Administering Medication, Pain Management, Acute/Critical Care, Informing Others, Clinical Lab Testing, Hospital Environment, Physiological Knowledge, Infection ControlFind out more about recruiting trends inthehealthcare industry. Employers Post a job in minutes to reach candidates everywhere. Job Seekers Search Nursing And Medical Assistants Other Jobs and apply on now. Learn more and recruiting and hiringVideosSalary CalculatorHow to Interview for In Demand Jobs