Accurate performance evaluations help managers promote the right employees. Performance evaluations also help determine pay increases and bonuses for employees. When employers link performance evaluation to pay raises and promotion, it shows that they distribute compensation on a fair and credible basis. For example, if your company has a 5-point rating scale, your policy might be that employees whose performance ratings are below 3 are not eligible for a salary increase; if the rating is at 3, they get a 1% pay increase; if at 4, a 2% pay increase; if at 5, a 3% pay increase.
Orientation & Onboarding Tip 6: Have all paperwork ready for your new employee on day one, from Human Resources, Payroll and the Benefits offices.
A well-organized essential document packet will give the employee confidence that their employer is detail oriented and efficient and that all legal and financial documents are in place.
Things to include in your package might vary, but here is a list of commonly included documents:
- Federal W-4, State W-4
- Emergency Contact form
- I-9 form
- Health/Medical Benefit Enrollment form and Health Insurance Plan booklet
- COBRA form
- Direct Deposit form
- Life Insurance form
- Deferred Compensation form (401K) or Pension Enrollment form
- Credit Union form and description (optional)
- Employee Assistance Program information
- Workers’ Compensation Program information
Engineering Services Manager for Brazos River Authority, TX
The Brazos River Authority, TX Invites Qualified Candidates to Apply for
Engineering Services Manager
The Brazos River and its tributaries begin as a trickle in the west and gain momentum as the river heads south. By the time it reaches the Gulf of Mexico, the Brazos River basin has provided billions of gallons of water each year for cities, agriculture, industry and mining.
The Brazos River Authority (BRA) was created by the Texas Legislature in 1929 as the first government entity in the United States established specifically for the purpose of developing and managing the water resources of an entire river basin.
Today, the BRA’s staff of more than 250 develop and distribute water supplies, provide water and wastewater treatment, monitor water quality, and pursue water conservation through public education programs. The BRA is entirely self-supporting; it maintains and operates reservoirs and treatment systems using revenues from the customers it serves. The BRA water supply system includes 11 reservoirs scattered across the 42,000 square mile river basin.
The Engineering Services Manager reports to the Technical Services Manager but works with all departments of the BRA. The purpose of the position is to manage various engineering projects and provide engineering expertise on BRA projects including dams, reservoirs, pipelines, pump stations, water treatment plants and waste water treatment plants and all related equipment and facilities. While the majority of engineering work performed for BRA will be through engineering consultants, the position also functions as the Engineer of Record providing direction and supervision of design work, preparation of technical specification and construction drawings for facility improvement projects, and signing and sealing same in accordance with the rules and regulations of the Texas Board of Professional Engineers on behalf of the BRA. For work designed and construction supervised by consultants, the position ensures that BRA is providing appropriate, owner focused engineering oversight of work. The position supervises 6 direct reports and about 17 indirect reports and is responsible for overseeing the maintenance of the central office facility and use of all property and easements, electrical and SCADA systems, construction oversight and owner monitoring of contracts. An essential function of this position is to supervise engineers and develop engineers in training.
QUALIFICATIONS
The qualifications would generally be met with a Bachelor’s Degree in Engineering or a related field from an accredited school with preference for a Master’s Degree along with over 10 years of engineering experience including 5 years at a manager’s level. The position requires a P.E. in civil engineering, mechanical engineering, or structural engineering with a preference for experience with dams. Also required is a valid driver’s license with a good driving record. Candidates will need to get a Texas P.E. and driver’s license in a reasonable time after being hired, not to exceed 1 year. Candidates should have engineering design experience with extensive experience in managing infrastructure capital improvement projects from conception to implementation by working with a team of employees, engineering consultants and contractors.
Compensation and Application Process
Open and competitive starting salary DOQ—Salary Range$97,577-$156,123 (Midpoint $126,850). Excellent Employee Benefits
If you are interested in this position and want to be considered for this great opportunity, please email your resume and cover letter to Ms. Frank [email protected] and see 10 page profile with more details about position, benefits, opportunities, etc.at www.randifrank.com.
Position open until filled with first screening August 14, 2019. More information about the BRA is available on the website: https://www.brazos.org/.
Career Changes – Is it possible to completely change my career?
This is a very difficult question. It really depends upon your current career and your future career. It also depends on your competition and the type of companies and organizations recruiting for your chosen new career.
- Some positions are easy for transition such as a nurse who rather be an EMT and on the front lines. The skills and knowledge are perfect for a transition and in fact any Ambulance Service would love to have a nurse on their staff.
- However, if you want to go from being a social worker to being a nurse you will have to go back to school since one can not become a nurse without the appropriate degree even if you already have a masters in social work.
- If you are applying for a position that you have never done and all the other candidates have been doing the job for 5-10 years it will be very hard to pass the recruiters screening process since the employer would rather have a candidate with experience then one they would have to train and don’t know could adopt to such a different position.
- However, there are some very innovative firms and organizations that are looking for the right type of person and not a person with specific experience. These firms will recruit for certain skills, personalities, values, and ethics of candidates and then train them. For example, some of the large consulting firms go directly to graduate schools and find students that excelled in school and pass certain personality tests then train them to handle consulting projects under senior consultants with years of experience.
- So, you need to do your research on the new career. Gather as much information about the career, look at job descriptions, review educational programs about the career, etc. Then research the types of companies that may have the appropriate careers and find out about their recruiting methods and what the advertisements say about the position – are they looking for experience or the right fit. Maybe there is someone you know already in the position you can get to know and ask for advice. There are always career coaches and personal coaches that can assist. If there is an executive search firm being used – contact them.
Again, review my other blogs on:
Promotions – How do you prepare for your next promotion?
- First you want to update your current resume – make sure it has all positions listed from the last time you updated the resume. Make sure you have added all the large projects you have handled since the last update. Check to see it has the correct dates and new skills you have gained.
- Learn more about the position you are interested in for that promotion. Find the job description and read it for the important qualifications, skills, knowledge, abilities and education needed for the position.
- Make sure you have 70% of the skills and qualifications requested before you apply for the promotion. If not, look for educational opportunities to gain the appropriate skill, knowledge and abilities. If education isn’t needed then maybe it is experience. Volunteer with your current employer to take on more responsibilities that show you can handle the larger projects or the advanced skills. Maybe there are opportunities for mentorship or shadowing programs at your organization so you can understand the needed responsibilities for the promotion
- Determine if there is the ability for a promotion with your current employer or if you will have to look for another firm or company for the right opportunity. If there is a position in your organization then make sure your supervisors know of you interest and show them your updated resume. If you will need to look for another organization then do your research about the places to find the appropriate position for you and follow the tips on my various blogs about :
“Tips on interviewing for candidates”
“cover letters” and
City Planner Position Available, City of Waterbury, CT (Population 110,000)
Located only two hours from New York and Boston off of interstate 84, Waterbury is a great location to live, work, learn and play. Waterbury, Connecticut, is a city that’s going places. With a highly skilled workforce, a robust infrastructure, and manufacturing companies that have re-invented themselves to adapt to the new economy. Waterbury neighborhoods are thriving with new schools. Businesses are being motivated to come to town. But the real gift to the region is the cultural flavor that remains in the neighborhoods established by early immigrants, which gives Waterbury its diverse personality, rich traditions, and highly engaged people.
The City Planner performs highly responsible, professional and administrative work. This position directs, actively manages and the leads the Planning Department which includes: Land Use, Wetlands and Zoning Enforcement. The Planner is responsible for short- and long-term planning needs of the City including the City Plan of Conservation and Development which was last updated in 2015 and will require updating by 2025. Supervises and assigns work to the three Land Use Officers who assist with development plans and permits and enforcing zoning and inland wetland regulations. Works with and provides advice to the following Boards and Commissions: City Plan Commission, Zoning Commission, Inland Wetlands & Watercourses Commission, and Zoning Board of Appeals.
Qualifications:
Master’s degree in planning or related field from an accredited college or university with major course work in urban planning, regional planning, urban design, public administration, business management or a closely related field, plus five years of increasingly responsible experience in comprehensive urban planning preferably with a mid-to large-sized municipality, including two years of administrative and supervisory responsibility; 6 additional years of responsible planning experience is acceptable in lieu of Masters’ degree; AICP certification preferred
Compensation and Application Process
- Open Competitive Examination for: City Planner—Salary Range $85,000-$120,000
- Excellent Fringe Benefits. This position has a Three (3) year contract provision per City Charter
- To Apply you must complete an application which can be found on the website at:
- Home Page of Human Resources— Click on City Planner for details & instructions
- Application can be found at bottom of Human Resources Home page or with this link
- General Application
- Or visit Civil Service Office, Chase Municipal Building, 236 Grand St., 2nd Floor, Rm 202 Waterbury, CT 06702 for application and notice of position.
- Applications must be submitted via mail to office above or via email at [email protected] or fax to 203-574-8087. Copies of Degree or Transcripts and applicable Certifications must be submitted with Application
- If you have questions about the position please contact our consultant—Ms. Randi Frank at [email protected] or 203-213-3722. See Profile on City Web Site or at www.randifrank.com
POSITION OPEN UNTIL FILLED OR SUFFICIENT APPLICATIONS RECEIVED
First Application Screening process will be July 24-Aug 5, 2019
City of Waterbury is an Equal Opportunity Employer—E.O.E. M/F/H/V
EEOP Utilization Report available upon request
Should you write a Cover Letter?
As you know I handle a lot of executive searches and recruitment projects as part of the services provided by Randi Frank Consulting, LLC. People always ask if they should write a cover letter with their resume when applying for a new position/job. If the advertisement says please provide a cover letter and resume then always provide a cover letter. If it is not mentioned then you have a choice.
- If you have a very standard resume and it is not tailored for the specific position for which you are applying then you want to use the cover letter to address specific issues related to the job. For example, you want to mention the title of the position for which you are applying and cover a number of points related to the qualifications such as experience and education. You may also need to show in your letter why you feel your qualified for the position based on the skills you have acquired in past positions even if it is not the same title of the job for which you are applying. If you are applying for a Managers position and none of your job titles include the manager title then your letter can highlight your project management experience in which you coordinated with about 3 departments or 10 employees. If you were a manager in a volunteer position then you can also address that in the cover letter. The objective of the cover letter is show your enthusiasm and to indicated why you think you are qualified for this specific position.
- If your resume is specifically tailored for the position in which you are applying and you have all the same titles in past positions and have listed all the skills, experience and education for the job – then maybe a cover letter is not needed. However, you may want to do a short cover letter to let the recruiters know why you are interested in the position such as moving to the area, ready for a new and larger challenge or even not wanting to move with your current firm to another state.
- If your have any gaps of time in your resume when you were not working then a cover letter is needed to explain so they do not eliminate you automatically.
For your information – I do not read cover letters until I check out the resume first to make sure a candidate is qualified. If they are qualified or partially qualified then I read the cover letter to gather more information about the candidates. Please see my blog about “Tips on Preparing Resumes” to make sure the recruiter will take a second look at your resume.
8th Annual Network of Entrepreneurial Women’s Showcase
TOWN OF BLOOMFIELD, CT TOWN MANAGER POSITION AVAILABLE Population – 20,687
Bloomfield has become an important focus of commercial development in the Boston-New York corridor, providing business, goods, and services to north central Connecticut and beyond. Yet, Bloomfield maintains the rural beauty and charm of a New England town. Bloomfield has improved schools to promote a family friendly community along with modern apartments and efforts to improve the center of town for community activities. Located north of the capital City of Hartford with great access to interstate highways, it is less than 15 minutes away from Bradley International Airport.
Bloomfield is administered under the Council-Manager form of government since first adopted in 1959 and last revised in November of 2005. The nine-member Town Council is elected biennially for a term of two years and serves without compensation. Minority party representation of at least three council members is guaranteed. The Town Manager is appointed by the Council and serves as a full-time chief executive officer. The current Town Manager is retiring after 6 years (was a previous manager for neighboring community for over 30 years) and the previous Bloomfield Town Manager served for 20 years. Longevity as Town Manager is anticipated.
The Town provides a full range of services to its residents. These services include police protection; a PreK-12 public education system; a public library and golf course; the construction and maintenance of highways, streets, and infrastructure; and recreational activities and cultural events. The Town is a member of the eight-town regional Metropolitan District Commission which provides water supply and sewerage collection and disposal.
Qualifications for Town Manager
Requirements include an undergraduate degree in public administration, business administration or a closely related field combined with at least 10 years of increasingly responsible public management experience with a preference for 5 years as a Town/City Manager (some private sector management experience will be a plus). Labor relations experience is required. A Master’s Degree in Public or Business Administration and ICMA Credentialed Manager status are both preferred. Preference will be given to experienced town managers, assistant town managers and department heads from jurisdictions of comparable size and complexity.
Compensation and Application Process
?The starting salary for this position is negotiable depending on qualifications and experience (call for salary range) with an excellent benefits package which includes:
- ICMA Retirement Corporation – Plan Options
- Professional Membership
- Health Benefits&other employee benefits in accordance with management employees
Position requires permanent residency in Town of Bloomfield if selected.
For more information see the Town web site: www.bloomfieldct.org and see consultant website for full profile about position.
Bloomfield is an EOE/AA/Equal Opportunity Employer–diverse candidates are encouraged to apply
If you meet these qualifications and wish to be considered for this position of Town Manager in the Town of Bloomfield, please email your resume and cover letter immediately to Ms. Randi Frank and/or Robert Slavin. See contact information below. Open until filled – first deadline for screening candidates is May 14, 2019 (second screening May 19). Early applications will have more time to complete questionnaire.
Ms. Randi Frank, Randi Frank Consulting, LLC, 7700 Hoover Way, Louisville, KY 40219
[email protected] www.randifrank.com Phone 203-213-3722
Mr. Robert Slavin, Slavin Management Consultants, 3040 Holcomb Bridge Road Suite A-1, Norcross, GA 30071-1357 [email protected] www.slavinweb.com Phone 770-449-4656 Fax 770-416-0848
Randi Frank with Georgian Lussier – HR clip – MidLIFE Matters TV
Randi went solo as an HR Consultant after being laid off from a high-level municipal position, and 16 years later, has never looked back! WPAA-TV, Wallingford, CT
Randi Frank and Georgian Lussier – full MidLIFE Matters interview
Randi shares her experience working as an HR Consultant, with a focus on municipalities. At midlife she launched her own business, after losing a senior position at a City Hall. Her story of believing in herself and staying the course is sure to inspire!
Recruiting with Randi Frank
Tips on recruiting for executives and entry-level positions.
Stay Interviews
What is a Stay Interview and why would you use it? A Stay Interview is when you interview your existing staff to determine the following:
- Are they happy in their existing position?
- What can be done to make their job more rewarding so they stay with you?
- What type of work would they like to do or skill they would like to learn for possible promotions?
- If they are not interested in a promotion is there a way they can be rewarded financially for their added skill level?
- What employee benefits would make them stay rater then look for another job?
Why would an agency do a Stay Interview? There are many reasons, these are some of them:
- You want to let the employees know you value their work and want to help them advance.
- You don’t want to deal with the constant turnover that can affect the performance of the unit and cause low morale and lots of retraining
- You don’t want to lose your good employees to your competitors
- You want to know what you can do to improve the work environment
This is an excellent process to use for your succession planning also – See blog on succession planning.
How to Work with Executive Search Firms
You will know that an advertised position is being managed by a consultant/executive search firm if the place for resume submissions is with the firm and not the agency that has advertised the position. If this the case you can call the executive search firm and ask for more details about the position. The firm would have talked to all the stakeholders for the agency including the policy board, the supervisor, employees and other groups that work with the agency. Most executive search firms also post a Profile/Brochure about the position, but it has most of the very positive items and hot topics that are facing the position. But if you want to know the real story about the position, then you should call the executive search firm. They will also be able to tell you if you meet the qualifications before you formally apply for the position. By asking about the details and background first you can put together a cover letter that really addresses the position and even adjust your resume to highlight the most important skills related to the position.
For additional information see Blog about preparing your resume!
Succession Planning Tip #6: Task leaders with the job of identifying and mentoring high potential candidates for their own role or other roles.
Putting leaders in charge of mentoring potential candidates’ serves two purposes: it gets the mentor involved in the future of the company, and it gives the mentee an experienced employee to get advice from. This is also a great method for passing on information. If an agency’s CEO/CFO abruptly leaves, for example, valuable information about operations that was shared or documented isn’t lost.
By having this mentoring program in place, you significantly decrease the chances of losing information and you increase the culture of support and team spirit. This culture of promoting from within and mentoring star players will highlight your efforts to share information, goals, and objectives and provide training for the new leaders. (See separate tips on past mentoring blog)
Questions? Contact me today!
