Small Business Insurance Buying Guide

Small Business Insurance Buying GuideCredit Tashatuvango/Shutterstock When you first started your geschftliches miteinander, you were probably most preoccupied with cash flow, staffing and growth, but at a certain point, it becomes essential to invest in business insurance. Business insurance protects your assets and acts as a safeguard against personal lawsuits.Unfortunately, according to the U.S. Small Business Administration, many small businesses often assume that by forming aLimited Liability Company (LLC), theyll be afforded protection in the event of a lawsuit. However, while this structure can protect you from personal liability for business decisions or actions of the LLC the liability protection is limited. For example, if you inadvertently break intellectual property laws or are sued by an employee, you could face a lawsuit and potential losses that being an LLC canelend protect you against.This guide will help answer your preliminary question s about business insurance and find the right plan and dienst for your company. Editors notenzeichen Need to protect your business with general liability insurance? Fill out the questionnaire below, andour sister site BuyerZone will connect you with vendors that can help.What schriftarts of business insurance are there?Small businesses can be insured in lots of ways, and not every business needs every type of coverage. Heres a brief rundown of the most common ways business owners insure, but keep in mind this is not comprehensive, there are other types of plans as wellBusiness liability insurance Ideal for small to medium businesses, including single person operations, business liability insurance protects your personal assets in the event you are sued. An LLC alone will not provide you with this protection.Business owners policy A combination of property and general liability insurance, a business owner policy (BOP) is often purchased by SMB owners who work in a space they own, inc luding their primary residence. If you regularly see clients in your home or work out of a home office, a BOP may work for you.Commercial property insurance For small to medium businesses with lots of physical assets, commercial property insurance is usually necessary. The cost and structure of a commercial property insurance policy varies wildly based on the specifics of your assets, the more you cover, the higher the cost of the plan, so before you go insurance shopping, do a full inventory of your businesss property.Contractors professional liability insurance If youre even thinking about starting a business that has to do with construction or building, or other related services (such as engineering or architecture or subcontracting), you will need some type of professional liability insurance, most likely contractors professional liability insurance, which typically covers errors that can result in a lawsuit as well as liability claims for environmental impact.Employment practic es liability insurance SMB owners with employees may purchase employment practices liability insurance (EPLI), which provides employers with protection in cases related to wrongful employment practices, such as discrimination, sexual harassment and wrongful termination.Errors and omissions insurance Sometimes also called professional liability insurance, EO insurance covers businesses that provide professional services (often to other businesses) and protects them from claims that their services caused financial distress for their clients. Consultants and financial services professionals usually seek out EO insurance.How do I know what type of business insurance to buy?The type of insurance you choose depends on the way you conduct business, the types of products and services you offer, the size of your business, the physical setup of your business, and a few other factors that are impossible to flesh out entirely in a short article. However, these basic steps should help you find t he right type of insurance coverage for your unique small business we recommend doing all three.Consult a lawyer The best person to illuminate weaknesses in your business, in terms of liability, is a lawyer who specializes in serving small business owners. Having a relationship with a lawyer whom you can consult from time to time on issues such as these may prove invaluable. Consult an accountant If you already have a trusted accountant (and if you dont, perhaps you should) ask their opinion on types of business insurance coverage. They are likely to shy away from offering you direct, you should do this advice, but they may share some common types of insurance that other small to medium business owners like you can invest in to avoid financial ruin from a lawsuit or a plain old natural disaster.Ask a peer or mentor Local small business owners are your best resource for getting advice on anything from business insurance to writing out hiring and firing guidelines. If you dont alread y have small business connections in your area, make an effort to network more, starting with your local chamber of commerce.Dive into the research In addition to getting the advice of others, you should do exactly what youre doing now Seek out research yourself. Read about the types of plans that seem most likely to apply to your business and make your own conclusion.How should I choose an insurance provider?Once you know the type or types of business insurance you plan on purchasing, get quotes and choose a provider. If you already have a preference, its fine to continue doing business with the same institution you use for other products, but we recommend getting at least three quotes as a best practice.Comparison shopping can pay off big in the form of better coverage as well as lower rates letting the reps youre talking to know youre shopping around isnt a bad idea either. Plus, during the sales process, you can vet each company by paying close attention not just to their prices but also their general level of customer service.Editors NoteThe contents of this article do not offer legal, business or insurance advice related to the needs of any specific individual business. Please consult your attorney and/or small business insurer to discuss your situation and coverages. Mona Bushnell Mona Bushnell is a New York City-based Staff Writer for Business.com and Business News Daily. She has a B.A. in Writing, Literature, and Publishing from Emerson College and has previously worked as an IT Technician, a Copywriter, a Software Administrator, a Scheduling Managerand an Editorial Writer. Mona began freelance writing full-time in 2014 and joined the Business.comteam in 2017. abflug Your Business Business Ideas Business Plans Startup Basics Startup Funding Franchising Success Stories Entrepreneurs Grow Your Business Sales Marketing Finances Y our Team Technology Social Media Security Build Your Career Get the Job Get Ahead sekretariat Life Work-Life Balance Home Office Lead Your Team Leadership Women in Busin ess Managing Strategy Personal Growth Find A Solution HR Solutions Financial Solutions Marketing Solutions Security Solutions Retail Solutions SMB Solutions About Us Contact Us Partner with Us Copyright Policy Terms of Use Privacy Policy Do Not Sell My Personal Information Advertising Disclosure Sitemap 200 Fifth Avenue, Second FloorWaltham, MA 02451infobusinessnewsdaily.com Copyright document.write(new Date().getFullYear()) All Rights Reserved. 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Recruiter Roundtable First Resume

Recruiter Roundtable First Resume Recruiter Roundtable First ResumeRecruiter Roundtable First Resume The Recruiter Roundtable is a monthly feature that collects career and job-seeking advice from a group of recruiting experts throughout the US. The question we put before our panel this month is For someone who is writing his or her first resume and may elend have much (or any) professional experience, what sort of advice would you give for creating a resume that is both realistic and attention-getting?Accuracy Rules ApplyFirst and foremost, write a resume that is accurate and clear.Recruiters will ask you about your background, so make sure you are prepared to answer any questions on information you disclose.If you do not have much professional experience, emphasize your education -- school, degrees, awards, scholarships, class ranking, recognition, etc.Did you complete an internship? Volunteer? Speak and write more than one language? Its all important. A good tip is to have someone with more than five years of experience read your resume and ask the question Would you or your company hire me with this information?-- Bob Hancock, independent staffing consultantStart with an ObjectiveWhen writing your first resume, start with a clear objective at the top. The major you choose in school no longer dictates what job youll end up in, so it takes away the guesswork for a recruiter who has several positions open. If you apply for several jobs in different fields, always make sure your objective matches the position this means having several copies of your resume that youll use to submit for different jobs.Next, highlight your education. Include awards, clubs and organizations, especially officer positions which illustrate your leadership capabilities, diverse interests and unique talents. Even if youre applying for your first job, do include a Work Experience section. School research projects, volunteer tafelgeschirr and other student assignments can be detailed in this section and will tell a hiring manager about your capabilities and interests.-- Kristin Glunt, Learning Development Manager, Wells FargoWhat Makes You Unique?Dont sell experience if you dont have it. Most good recruiters know to hire for skills and fire for attitude. So sell your attitude. How? By leveraging past nonprofessional experience references. At Checkster we see that understanding yourself through other people is not only the best way to learn and grow, but also a very efficient way to communicate your unique selling points to the world.-- Yves Lermusi, CEO of ChecksterExperience Has Broad MeaningMy guidance is to focus on internships, grades, extracurricular activities (especially leadership roles), awards and consistent work history, whether or not its in your intended field. Seeing that someone has a solid work experience (at a restaurant for two to three years, for example) can provide insight about consistency and responsibility.Find ways to showcase your ability to work in teams and groups -- in a class, extracurricular activity, residence nachhall setting. No matter where you work, participating in, leading and learning from group dynamics will be a major factor in your success.-- Ross Pasquale, owner, Monday VenturesBe Flexible and CreativeI would advise writing an objective statement that is written specifically for each position you are applying for, and not just a generic statement, such as, To obtain a public relations position. Use this opportunity to show off a little creativity. I tend to pay more attention to recent college grads who also format their resumes nicely. Not too flashy, but a bit different than the regular Microsoft Word template.-- Lindsay Olson, partner, Paradigm StaffingMake your resume shine with help from Monsters resume writing experts

The Honest to Goodness Truth on Writing Lab Technician Resume with No Example

The Honest to Goodness Truth on Writing Lab Technician Resume with No Example In that case, then you were cross-trained, and you may consider yourself flexible. As an example, volunteering may also be written in the shape of experience. If you have not ever worked before, youre annoyed in regards to completing the work history section. If youre looking for a new a job for a chemistry lab instructor, its important to make a CV that reflects the relevant abilities and abilities in addition to highlighting your fruchtwein important strengths. A cover letter is a valuable tool which often acts as your very first contact with a possible employer. Your email address needs to be professional. By using the examples of resumes, you wont only be in a position to add correct and precise info in your resume but will likewise be able to impress your prospective employer. Writing resume with the assistance of resume templates readily available on the net has become the most effective met hod of writing resumes that enkoranvers that youre using the correct format and correct information that is appropriate for the job youre applying for. New Step by Step Roadmap for Writing Lab Technician Resume with No Example There are sample entries that may supply you with general ideas about how to create your qualifications and skills appear better. Its fast and simple to use. Each and every work type needs different sort of resumes. To submit an application for a position for a phlebotomist, you must have a resume that gives employers an insight on how they wont regret hiring you. To help you make the sort of technician objective that will boost your resumes probability of succeeding, you want to understand whats important to the employer for hiring a technician. Keep reading to understand how to begin a resume so you may discover your ideal job. Thus, while writing an effective resume, you must rationalize your abilities and abilities to provide the most effective s ervices, so the employer would discover that its simple to relate your profile to the given position. Details of Writing Lab Technician Resume with No Example As you have understood that if youve got a perfect and specially tailored resume in your hand as you opt for the interview, you will be sure to impress your prospective boss. Resume is not merely a document. however, it defines you and is the very first important key that ensures your prospective employer takes interest in you. Your resume should be formatted in an easy, professional way. Everybody is attempting to present their very best of knowledge to their employers so as to safeguard their position within the business. Why Almost Everything Youve Learned About Writing Lab Technician Resume with No Example Is Wrong Job Seekers that are looking for Sarkari Naukri in India can become here. Find out how to begin a resume so that you can craft the perfect one for your possible job. Youre so ready for your very first job for a phelbotomist Or it may be used as a healthcare stepping-stone job. What Writing Lab Technician Resume with No Example Is - and What it Is Not Experienced technician with good organizational abilities and the capacity to help in budget preparation and ensure its followed. To learn more on what it requires to be a Laboratory Technician, have a look at our complete Laboratory Technician Job Description. In addition, you can look for laboratory technician jobs on Monster. If youre asking for work in a hospital or other sort of health facility, being trained in one of the a variety of specializations supplied by the National Pharmacy Technician Association (NPTA) is an extra bonus.

Turn your Workplace into a Talent Magnet (abbr.)

Turn your Workplace into a Talent Magnet (abbr.)Turn your Workplace into a Talent Magnet (abbr.)Turn your Workplace into a Talent Magnet (abbr.)Attachment Talent Magnetism Webinar Slides Talent Magnetism Chapter Download Talent Magnetism Webinar RecordingNoteYoull need Adobe Reader to view the PDF file above.Download Adobe Reader.Tuesday, February 18th, 2014Is this the year your company will attract and keep the best talent? Or will 2014 be the year that top talent stays away and your fruchtwein valuable employees walk out the door?During this lively hour-long webinar, Roberta shares easy-to-apply techniques from her new book, Talent Magnetism How to Build a Workplace That Attracts and Keep the Best. Youll come away with fresh ideas on how to create a magnetic workplace that fosters innovation and fuels growth.Download the presentation anddownloada 10-page print out from Robertas latest book,Talent Magnetism.About the PresenterRoberta MatusonAuthor and President of Matuson Consultin gRoberta Chinsky Matuson, president of Matuson Consulting and best-selling author of Suddenly in Charge, has helped leaders in Fortune 500 as well as small and medium-size geschftslebenes achieve dramatic growth and market leadership through the maximization of talent. She is frequently quoted in business publications and is a top-ranking blogger for Fast Company and Forbes, and is a talent expert for Staples.com and Monster. She is one of a handful of people who have appeared as a guest of Bill OReillys on Foxs OReilly Factor and left the show unscathed.mora from Roberta onrecruiting and retaining top talentVideo Recruit a Deeper Talent PoolVideo Calculating the Cost of a Hiring MistakeHow to Conduct an Interview and Impress Top CandidatesTo view the abbreviated version of the video and transcript, please visithttp//hiring.monster.com/hr/hr-best-practices/small-business/archived-webinars/monster-talent-magnetism-webinar.aspxWebinar Transcript Turn your Workplace into a Talent Magne t (abbreviated)Welcome to this on Demand webinar, which will help you turn your small business into a talent magnet. Im Roberta Matuson, President of Matuson Consulting, and author of the book Talent Magnetism. Ive helped many businesses maximize their talent, including many small business owners.One topic that Ive heard many employers express concern about lately is their ability to find and retain top talent, or what I call talent magnetism. Perhaps thats a concern for your business?We want to take ten minutes of your time today. We know youre busy, but if you take a few minutes, I know youll come away with some great ideas to maximize your talent. Youll also learn how to turn your work place into a talent magnet, a place that attracts and retains the people you need to help your business succeed.I binnensee many signs that have led me to conclude that 2014 will be the year of the talent poach. In fact, talent magnetism is an issue that companies of all sizes are experiencing and some companies are managing quite well. So, when I look at this whole concept of talent magnetism, I see that so many companies even small businesses are focusing only on attracting top talents. I look at it and say, Well, whats the point of pulling in great people if you cant keep them? Well learn how to do that over the next few minutes.Many of the companies that you see on this list are quite large, like Google and Disney. Even smaller companies that you may not have heard of are finding ways to connect with the hearts and souls of their employees. They are doing so with limited resources. Take QRSTs, a small business thats based in Somerville, Massachusetts. Business owner Peter Rinnig has found a way to become quite magnetic. He offers his employees some unique benefits including the ability to take time off, to tour with their band, and then come back and continue their jobs. Hes found a way to really engage the heart and soul of his people, and guess what? It doesnt cost him a dime. You dont have to break the bank to engage and retain talented people. Just think a little bit differently.The talent pool today has really changed, and the companies that I listed on the slide prior to this one really get that. Im going to encourage you to really forget what you know, because its a whole new game right now. Youve got to throw your recession mentality out the door, meaning you have to stop trying to buy people on sale. In other words, you have to stop offering them less money than theyre really worth, because if you do get them, theyre going to be leaving sooner than you think. This reign of indentured servitude is gone. People are no longer willing to work sixty, seventy hours a week and have no pay raises, you know, for years. The one thing I want you to understand when you step away from todays webinar is that these are the new rules. The people in the game are a little bit different than they were prior to the recession. If its been awhile since youve loo ked for talent, you have to understand the new rules. Im going to go through this new talent pool that has come to light.As weve grown up, many of us have played the board game called the Game of Life. The new version is actually called the Game of Life Zapped, and I think thats how a lot of us feel when were trying to maneuver through different generations in our workplaces. If we look at the new players today, we have four different groups. We have the Millennials, who are also known as in richtung Y. This is a group that wants you to really convince them that their work will be worth their time. Thats your job. Theyre not just going to come work for you they want to know that is worth their while.Then we have the mid-career employees. They have been working really hard for a number of years, and many havent seen any promotions. They want to know that theyre next in line if their promotion is available. Then weve got the off-rampers, or people who are re-entering the workforce. Pe rhaps their families are grown, up or they are no longer caring for their family members. They have a lot of skills that are very transferable, and they want you to understand that. They can do a lot of different things. Then we have the mature workers, or the individuals who are heading towards retirement. There are many of these people, and they still have a lot to offer.No matter what somebodys age or experience is, todays job seekers share the same values. They want to feel empowered. They want to have a sense of purpose. Why are they coming to work every day? They need to know that. They want to work in an organization where there are high levels of trust. If you tend to micromanage, thats something that you need to look at, because they want to know that you believe that they can get the job done without a lot of direction. This means that they have to have some clarity around their roles and what their responsibilities are, with none of this shooting from the hip thing. They also want to be recognized and rewarded for their efforts. Who wouldnt? They want to work for great managers. If youve ever had the experience of working for a great manager, youd know why that was so important. As a business owner, how can you cultivate your own talent magnetism? Think like a talent magnet. This means keeping your end result in mind and thinking about the kind of people youre trying to attract. Then, know what you need to do to attract them. For example, if you are a small business owner and your business is a professional tafelgeschirrs firm, then the types of people that youre looking to attract are most likely very different from the small business owner who owns a retail store. Thats why its really important to know what youre looking for and the kinds of people that will be the most successful in your organization. Along with that, you have to think about what of kind of perks would really attract those people. For example, life insurance may be a very inexpen sive benefit to offer. It might be highly valued by mature workers, but for your twenty-something employees, its probably not that appealing.I also want to talk about developing magnetic leaders, because for many of you, youre a one-person show. How do you do that when youre in charge of everything? How do you devote the time and energy to become this great leader? Well, listening to webinars like todays session is just a great way to be more magnetic and to understand what you, as a leader, need to do. Most importantly, though, you need to demonstrate every day the way you want your people to act. Keep that in mind, and dont try to be everything to everyone. If you see that youre trying to attract everyone, what will wind up happening is that you wont attract anyone. You will be plain vanilla.Why does any of this even matter in your business? Its because we see that theres a great link between workers and customers. I cant remember the last time I experienced great service at a pla ce where employees appeared to be disengaged. In fact, the other day I was in a retail store trying to find an item. There were plenty of people there to help, but they werent interested in helping me. They were too busy helping each other figure out how to avoid having to work the Sunday shift. I can compare this to another experience, when I checked in at a boutique hotel chain. Its a very small business, and I love this chain. I am always taken care of as soon as I walk in. Im greeted, and Im offered an early check-in, a room upgrade, and keys to the complimentary mini bar, without ever even asking. I spoke to the president of this hotel chain about my experience, and she wasnt surprised at all. She said, A hotel is nothing more than a building with beds. We treat our employees the way wed like them to treat our guests. Well, that explains why she has to turn away talented applicants every time she opens a new hotel.So you know when youre thinking why you should bother to engage people? Its all about connection. For many of the businesses, the reason people do business with small business owners is because of the relationships. You all have the ability to keep promises, and people dont have to go up ten levels to get satisfaction. Theres a lot of value here.I want to talk about what holds companies back. I want you to think about, how your business is doing as a talent magnet. I want you to be honest. If your company struggles to compete for top talent, ask yourself whats holding you back. I often hear people say, We dont have the resources we dont have the money. The good news is it doesnt take a lot of money to attract top talent. Its easy to think that its an employers market out there when it comes to recruiting talent. That might have been true a few years ago, but the economy has shifted. Many of todays job seekers, particularly those with top skills, have multiple options.Perhaps your company suffers from what I call low self esteem. Instead of wonde ring why anybody would want to work for you, what if instead you asked yourself why anyone would want to work here. Then come up with all the great reasons why somebody would want to work for your organization. I bet if you think about it, there are many more reasons than just three. On the other hand, Ive seen companies assume that great people will want to work for them, even while theyre losing a lot of talent. How do you really know what your employees are thinking? Dont assume ask. Whatever your companys position is now, this is the time to improve your talent magnetism. Rather than waiting until your top employee hands you his or her resignation, I recommend taking preventative action now. We have at the employee resource center an employee retention assessment tool. It will allow you to get a very good handle on what your employees are thinking. You can also do annual employee engagement surveys. The cost to do this has come down substantially, so dont assume that its out of your budget right now. Be sure to make course corrections. Whenever I work with clients and we do surveys, nine out of ten times they say, You know, I already knew this. If you already know that you have some poor managers in place, now is the time to take action and replace those lousy managers before you need to replace your superstars who have just left them.Another way to combat employee turnover is to schedule what I call stay interviews with your workers. Thats where you get a group of people together, which you can do either formally, over breakfast in your office or in a lunch room, or informally, in the parking lot or in the hall. Ask people one question How are you doing? Then, let them answer, and really, really listen. This will provide you with a great opportunity to prevent your best employees from leaving.Here are your next moves. Print out the talent magnetism assessment form and complete it. Id also like to recommend that you always have business cards on hand, and give them out when you experience great service. Get off your smartphone and pay attention to those around you. At your daughters soccer game, theres lots of great talent sitting in those bleachers and watching those games. If you dont take your head out of your phone, youre never going to see it. So, interact and get to know those people.Speaking of which, I highly recommend getting involved in your community, so that you are top of mind when others are asked to recommend great employers. Make it a point to speak at local association meetings, and make the time to help those in need of a job, even if you dont have an opportunity right now. You can bet theyll return the favor. Who knows, they may even become a customer. Id also like to offer you a complimentary employee retention assessment tool, which will help you as you try and work on your magnetism.My contact information is also on the slide. Please email me, and Im happy to provide that to you. Id like to thank you for listeni ng to this on Demand webinar. If you want to know more about how your company can become a talent magnet, this is the resource center. Take some time to explore products and services that will help you find and retain better talent.

Entry Level Adult Literacy Resume Template 2018s Top Format

Entry Level Adult Literacy Resume Template 2018s Top FormatEntry Level Adult Literacy Resume Template - 2018s Top FormatCreate ResumeAudrey Rowe100 Main Street, Cityplace, CA, 91019H(555) 322-7337C (555) 322-7337example-emailexample.comProfessional SummaryEnthusiastic Para Educator with a knack for making learning exciting and enjoyable. Motivated by the belief that all students can be successful learners.Personable and talented Para Educator who stays up-to-date on new learning technologies and trends in the education community. Highly motivated and enthusiastic educator skilled in identifying educational software and learning programs that can benefit students.Skilled Para Educator with a background in improving student performance. Focused on working with students, parents, colleagues and administrators alike to teach and motivate students.SkillsDiverse classroom settingsTeaching/tutoringStudent-centered learningInterpersonal skillsPositive reinforcementEffective time management Classroom disciplineStrong collaboratorCritical thinkingGroup learning mechanicsOutstanding social skillsCreative learning strategiesStandardized testingAge-appropriate lesson planningWork HistoryPara Educator, 08/2011 to 05/2013Metcalfe motherboard of Education Edmonton Elementary, 109 Sartin Drive, Edmonton KYSuccessfully improved student participation in the classroom through extra math and reading small groups outside of the classroom. Plus extra timed testing to help inprove the students performance on timed test.Substitute teacher, 08/2008 to 05/2011Monroe County Board of Education N MainPlanned, implemented, monitored, and assessed a classroom instructional program which was consistent with the Board of Education goals.Open Response Coach, 08/2006 to 08/2008Monroe County Board of Education Gamaliel Elementary, 320 East Main Street, Gamaliel KYImproved student test scores on state test by working one on one with each student in 3-5 grade to help prepare and improve their state test.EducationBachelor of Science Interdisciplinary Studies with Emphasis in Education, 2011Western Kentucky University Glasgow, KY Customize ResumeMore Education and Training Resume TemplatesExperienced Adult Literacy Resume TemplatesContinuing Education Resume Templates

Fundamentals of Engineering Exam More Accessible

Fundamentals of Engineering Exam More Accessible Fundamentals of Engineering Exam More Accessible Fundamentals of Engineering Exam More AccessibleThe engineering profession is so diverse and multi-disciplinary that your career could take a number of professional paths. Why would you want to take the Fundamentals of Engineering or FE exam during your senior year or right after you graduate? I welches told that my understanding of engineering was at its highest right out of school, said Allison Case, Ph.D., E.I.T, University of Texas at Dallas, Bioengineering Faculty. I didnt know what I would be doing, I wanted to give myself the option to sit for the Professional Engineering Exam (PE). Also because hardly any early career engineer knows for sure what they will want to do in five years or where their opportunities might take them its prudent to take it at a time in their life when they are most likely to pass it with minimal effort. So just before you step out into your career the FE exam may be a right step for you.The FE exam is a stepping stone and a requirement to get a PE license. The decision to take the FE exam usually comes during the senior year at a university or shortly after graduation. Some undergraduate engineering programs require taking the FE before graduation. I graduated from one of the few programs in the country that includes passing the FE as a condition of graduation (University of Tennessee-Martin), said Jennifer Cooper, RCP Inc., Project Engineer, and ASME Board on Career Development Member. I think its important for all graduating seniors and early career engineers to take the FE exam as it is the first step to obtaining a PE License. Even if youre not required to take the FE, by taking the exam close to graduation the information will be fresh in your mind.But most people pursue with the intent to get a PE License. In addition to providing for public safety, a PE License can be asset to ones career, and you never know how your career d evelops, said Jennifer Cooper. Paul Glanville, Senior Engineer, Building Energy Efficiency, Gas Technology Institute sought becoming a licensed PE due to his field of research, energy efficiency in buildings.He said, I believe being licensed has helped me in working with external partners in industry groups like ASHRAE and was a factor in a promotion I got not too long after passing the exam. As an Early Career Engineer, having a PE is very helpful in establishing credibility with older, more experienced engineers too.When you pass the FE exam youre considered an Engineer-In-Training. Each state is different, therefore, you would need to check with your state licensing boards on specific requirements. Then with some years of work experience you can apply to take the PE exam which would be helpful in your career and/or if you have an entrepreneurial spirit with ideas to start your own engineering practice.There are other benefits for taking the FE exam. Even though I went into manufa cturing after I graduated and I did not think I would need a Professional Engineering License, I kept track of projects and engineering contacts. Jobs changed and people moved, as I did and I found myself in a different industry where a PE would be beneficial. I already had some of the requirements in place by having taken the FE as I graduated and keeping track of my experience, said Jennifer Cooper.NCEES has made it easier and more convenient for engineering students/graduates to take the FE exam in a recent announcement the FE exam will be administered through a computer-based testing platform at approved Pearson VUE testing Centers. We are excited that computer-based testing for the FE and FS is under way and that all of our preparation leading up to the conversion has been successful, said Jerry Carter, NCEES Chief Executive Officer. The transition to computer-based testing is a positive step forward for NCEES.The FE exam covers 7 different engineering disciplines including the FE Mechanical. The new testing format allows individuals to schedule their exam anytime and at any Pearson VUE testing location during 4 set testing windows January-February, April-May, July-August, and October-November. Previously, the exam was only available twice a year in April and October. Test takers also receive their results in 7-10 days. For more details visit ncees.org/exams.

Experienced Coaches, Trainers and Scouts Resume Template 2018s Top Format

Experienced Coaches, Trainers and Scouts Resume Template 2018s Top FormatExperienced Coaches, Trainers and Scouts Resume Template - 2018s Top FormatCreate ResumeWyatt James100 Main Street, Cityplace, CA, 91019 H (555) 322-7337 C (555) 322-7337 example-emailexample. Professional SummaryOver 10 years in the athletics and strength and conditioning industry. A standout collegiate volleyball player for the University of Utah. Proven succes as the Director of Volleyball for Athletic Republic of Orange County. Motivational coach that inspires athletes to reach full potential in and out of sports.HighlightsLevel III for Athletic Republic of Orange County.In-depth knowledge of Periodization and Programming.Strength coach for Mater Dei High School, Foothill High School and Huntington Beach High School.Three time National All-American and National All-Star for collegiate Indoor Volleyball.Experienced in Team Coaching.Experience coaching Middle School, High School, Collegiate and Profession al level Athletes.Energetic personality.ExperienceDirector of Volleyball May 2011 to Current Athletic Republic of Orange County Santa Ana, CAOversee the sport specific bio-mechanics coaching for all volleyball athletes.Design and implement periodized strength and conditioning protocols for all volleyball players.On site manager when Director of Training is off site.Coach all interns on all Athletic Republic protocols and philosophies.Sports Performance Specialist Jun 2008 to Dec 2008 Dixie State University St.George, UTDesigned and implemented sports performance nutritional regiments for the universitys athletes.Worked with coaches to assess the needs of their athletes and create periodized team training programs for optimal sports performance.Director of Personal Training Dec 2007 to May 2008 Golds Gym St.George, UTAssessed the physical condition and needs of new clientele.Oversaw the prescription of exercise for new and continuing clientele.Introduced continued education seminars for Certified Personal Trainers.EducationKenisiology University of Utah Salt Lake City, UTContinuing at University of Utah to pursue C.S.C.S.Customize ResumeMore Sports Resume TemplatesCoaches, Trainers and Scouts Resume TemplatesAthletes and Sports Competitors Resume TemplatesExperienced Athletes and Sports Competitors Resume Templates