iinsidenside new energy brings new job...
TRANSCRIPT
MARCH2009
www.CivilianJobNews.com
The Essential Military-to-Civilian Transition Resource
Climbing wind turbines and traveling throughout the U.S.
to identify locations with wind- or solar-power potential is all in a day’s work for Ty Remington, a project development manager for GE Energy’s Power Generation Division.
Prior to his four years at GE, Remington was a U. S. Army engineer offi cer in Iraq during Operation Iraqi Freedom and a platoon leader, executive offi cer, and assistant operations offi cer at Ft. Lewis, Wash. After resigning his commission, he joined GE’s Junior Offi cer Leadership Program (JOLP), a two-year entry-level program designed specifi cally for military offi cers. The program is a unique opportunity to experience a variety of roles in three eight-month rotations with GE Energy, Aviation and Oil & Gas. Qualifi ed candidates are selected to start their careers within the two-year cross-functional rotational training program, which includes both on-the-job and formal classroom training before transitioning to permanent roles.
During his time in JOLP, Rem-ington worked in Commercial
Operations and Global Devel-opment and Strategic Initiatives, supporting the sale of power generation equipment for GE Energy’s offi ces in Schenectady, N.Y.
“JOLP was an amazing opportunity to transition to the corporate world, as it offered support from other GE veterans who have already transitioned, training opportunities and classroom lessons,” Remington said. “I was coming out of fi ve years in the Army and after this two-year program I felt like I had caught up to my peers who had not been in the Army.”
Following JOLP, Remington became a project development manager focused on identifying future locations for wind energy. Ty credits his experience in the Army for helping him at GE. Organizational structures with a hierarchical chain of command as well as a matrix-based model are shared by both organizations. Both are also strong meritocracies – work hard and you will be recognized.
“GE is not what I envisioned as the stereotypical corporate
environment when I left the Army, but rather a team of people working towards a common goal,” Remington said.
“When I was new to GE, Steve Swift, a business leader in the Commercial Operations organization, described what we do as the ‘ultimate team sport’ because it requires pulling together sales, engineering, sourcing, manufacturing and commercial contracts teams to get a proposal out the door and a piece of high-technology power generation equipment delivered to the customer’s site,” Remington explained.
Remington also added, “it’s a great time to work in energy, especially in renewable energy.
There is obviously a high demand for new energy sources and GE has the products and services to meet that demand. So it’s fast-paced and fun.”
This year, Ty is looking forward to his next role as the Solar Development Segment Leader with a global focus on solar development strategy.
“There are so many job opportunities at GE that you can always get into something new. Also, with more than 11,000 U.S. veterans, no matter where you go at GE, you’re going to meet someone who understands where you’re coming from,” Remington concluded.
I N S I D EI N S I D E
Boot camp 2.0Just when you thought you would never hear the words “boot camp” again, a new trend in IT training has emerged. IT boot camps are cropping up everywhere, but not all are created equal....................................... page 7
Branding & your job
searchCompanies spend a lot of money to
build their brand and stay ahead of
the competition.Can using simple branding techniques give job seekers an edge too?.................................... page 13
Landing a federal job This issue’s “From the blog” post tackles the topic“how to land a federal job.” By networking, analyzing your qualifications, and targeting 3-5 agencies, job seekers can increase their odds for obtaining federal employment..................................... page 10
DEPARTMENTSPublisher’s Letter...................................... page 3C3: Career Coach’s Corner.................................... page 12Off the Market!.................................... page 13Classified Ads.................................... page 15
&
sComa lot
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by JANET FARLEY
Contributing Editor
There’s nothing like a good, old-fashioned success story to
motivate you, particularly when you fi nd yourself facing your own career crossroads. Knowing that others have walked a similar path before you and succeeded can be a big inspiration when you are contemplating your own future.
To fi nd real encouragement, you won’t have to look any further than former U.S. Army service member turned corporate executive, Marty Abbott.
“I’ve been very fortunate in my career,” says Abbott, who is partner and co-founder of AKF Partners, a management-
consulting firm that offers executive advisory services for hyper-growth companies.
Abbott, along with his partners, Michael Fisher, Tom Keeven and Kevin Fortuna comprise a unique team of highly-experienced former executives from both startup and Fortune 500 companies, who have clearly made their marks. They now specialize in exporting their own brand of technological know-how to other companies hoping to achieve similar levels of success.
Before starting AKF Partners in January 2007, Abbott worked for nearly two years as the Chief Operating Offi cer (COO) for Quigo, a developer of online
marketing technologies that was ultimately purchased by AOL in 2007. As COO of the company, he was directly responsible for its product strategy and management as well as the engineering, technology and site operations.
Prior to being appointed COO of Quigo, Abbott worked in a number of high-profi le positions within eBay, the world’s largest online marketplace.
From 2003 to 2005, he served as the company’s Senior Vice President of Technology and its Chief Technology Offi cer. Before that, he was the Vice President of Operations, IT and QA from 2001 to 2003
From USMA to eBay
New energy brings new job opportunities
continues page 11
PHOTO BY GARY PARKERPRODUCTIONS, INC.
PHOTO COURTESY OF GE ENERGYTY REMINGTON TRAVELS THE UNITED STATES TO SCOUT LAND SUITABLE FOR WIND-POWER
GENERATION AS PART OF GE ENERGY’S POWER GENERATION DIVISION.
2 MARCH 09
Qualifi ed candidates will be contacted by e-mail for interview, aptitude tests and drug screening. No applications accepted by phone or after the deadline. Equal Opportunity Employer. ©2008 CSX Corporation
MARCH 09 3
Publisher Bill Basnett
Managing Editor Victoria Locklair
Art Director Alec Trapheagen
Senior Contributing Editor Tom Wolfe
Associate Editor Anthony Morris
Contributing Editors Janet Farley
Carolyn Heinze
Evan Off stein
Heidi Russell Raff erty
Contributing Writer Jessie Richardson
Director of Technology Don Nowak
Vice President of Marketing Bill Scott
Senior Account Executives Shelley Conklin
Sonya Lowe
Marla Smith
Account Executives Josh Galle
Jeff Gardner
Steven Hall
Chuck West
Civilian Job News is published by:CivilianJobs.com1825 Barrett Lakes Blvd., Suite 300Kennesaw, GA 300411-866-801-4418
Reproduction or use without permission of any editorial or graphic content in any manner is prohibited. The inclusion of advertising is considered a service to our readers and is not an endorsement of products or advertising claims. Opinions expressed in articles are the opinions of the contributors and do not necessarily express the opinions of Civilian Job News or its staff .
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Dear Readers,
We are on the verge of spring, the days are getting longer and the warmer weather is right around the corner. Springtime brings us not only fl owers, but also a full job fair calendar. As a job seeker, you should attend at least one job fair in the next few months. Job fairs – especially those
offered on military bases – provide a perfect opportunity to meet recruiters from the nation’s top military-friendly employers.
Job seekers at the CivilianJobs.com Job Fairs will often ask me, “Why am I required to apply for a job or submit my resume online when I have already given my resume to – and had positive conversation with – a recruiter?” Many military-friendly companies are required to track employment applications by the U.S. Department of Labor, Employment Standards Administration’s Offi ce of Federal Contract Compliance Programs (OFCCP). OFCCP ensures employers comply with nondiscrimination and affi rmative action laws and regulations when doing business with the federal government. For many companies, the online application provides the tracking they need for reporting back to the government.
Regardless of the application process, job fairs provide you the opportunity to meet face-to-face with recruiters and they give you the chance to learn about a company from an inside source. Even though you have only a few minutes, you can make a great impression
that will give you an edge over other job seekers. Use your time with a recruiter wisely – the impression you make can ensure you an interview and possiblya job offer.
In previous issues we have featured articles on the impact of your online image. I cannot stress enough the importance of having a professional e-mail address for your online applications. Does “gijoe” or “navydiva” really convey the image you want to project as you transition from the military to corporate America?
In addition to your e-mail address, take a second look at your MySpace and/or Facebook page; Do you have any photos displayed that you wouldn’t want your boss or mother to see? If so, then you should remove them while you are job hunting. More and more recruiters are turning to the Internet to fi nd the digital dirt on job seekers so don’t give them a reason to rule you out before you’ve even interviewed for the job.
We want to know the issues and challenges you are facing in your transition and we want to know about your successes. Send us an e-mail with your questions, comments, concerns, and story ideas to [email protected]. Civilian Job News will successfully meet its mission if you are all involved with us.
- BILL BASNETT
Bill Basnett is a graduate of the U.S.M.A. at West Point and former cavalry offi cer with the U.S. Army. He began his recruiting career with Bradley-Morris, Inc. 1991 as the fi rst candidate recruiter and regional operations manager. He has over 18 years in the recruiting industry focusing on the hiring and placement of transitioning military and veterans. In December 2008, he was promoted to the position of vice president of CivilianJobs.com.
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4 MARCH 09
CORRECTION OFFICER –Rivers Correctional Institution, Winton, NC. Provide supervision of inmate work and Living groups in a 1300-bed low security facility. Must pass background investigation, drug screen and Medical evaluation. Medical, Dental, Vision, Life Insurance,STD. 401(k).
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by EVAN OFFSTEIN
Contributing Editor
In 2009, many companies, employees, and economies here and abroad will
struggle to emerge from a world-wide recession. Although times are tough and many see only problems, the best leaders among us see opportunity. This period could benefit you now and in the future if you apply many of the lessons learned in your military leadership experience.
Many leaders are remembered for their performance during the worst of times, not the best of times. It is during difficult periods when leadership is needed most. Rudy Giuliani is one such example. During and after the September 11th attacks, Giuliani remained confident, calm, and reassuring. His leadership during this crisis defined his legacy. Take a lesson from Mr. Giuliani and remain calm and confident while navigating a difficult business climate. Those leaders who create calm and control out of chaos will be both treasuredand remembered.
Now more than ever is the time to be solution-focused. Ironically, sometimes when creativity and innovation are needed the most, they are least likely to occur. There are several reasons for this. Most notably, the media tends to focus on the bad news and the mounting list of problems. You can see this for yourself when you turn on CNN or CNBC and listen to the news. This tends to cast a pall on both leaders and employees and drives attention towards problems rather than solutions. What organizations need is not a rehash of problems, but rather innovative solutions. By offering solutions instead of dwelling on problems, you add value to your company while simultaneously standing apart from the crowd. A piece of advice – look for “MacGyver” solutions, i.e., ones that are both innovative and low- cost. Rather than the more resource-intensive varieties, MacGyver solutions are much more
attractive during difficult times.Finally, stay positive and mentally tough.
People want to be part of something bright, something good. They seek hope and inspiration. Ingrained in all military leaders is the need to set the standard or example for others to follow. Leaders should not expect their followers to be upbeat, positive, and solution-focused, if they themselves are not.
Most of this you already know. In some ways, our military experience is a microcosm of today’s economic climate. In the military, most of us had to lead soldiers, sailors, airmen, and marines in the most difficult of situations. Even in poor weather and without adequate resources and creature comforts, we had to deliver. This is no different. Do what you already know how to do. Stay calm and confident. Provide solutions – do not repeat problems. Be positive, future- focused, and mentally tough.
These difficult times will pass. How you perform during the next year could mean a lifetime legacy for you in the eyes of your company and your industry.
Dr. Evan H. Offstein is the author of “Stand Your Ground: Building Honorable Leaders the West Point Way.” Learn more at www.honorableleaders.com.
So do we. That’s why at Pepco Holdings Inc., a leading Mid-Atlanticenergy company, we’re focused on building a workforce ofresourceful individuals with the motivation, dedication and technological skills to provide reliable electric and gas service toour customers.
We’re also focused on creating a better environment—to work in,to live in, to sustain for the future. And it helps to have a culturerich with diversity. It’s what fuels our innovation and inspires ourideas. Now it’s your turn to bring us your talent, drive for excellenceand desire to change things for the better. Transform the worldwith us.
www.phicareers.com
You Have the Power to Change the Future
An Equal Opportunity/Affirmative Action Employer
Pepco Holdings Inc.
United Road
Email resumes to:[email protected] fax to 734-939-0196.Please reference CJN in thesubject line or cover letter.
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MARCH 09 5
WHERE WILL YOUR NEXT
DEPLOYMENT TAKE YOU?
As one of the nation’s top military-friendly employers, Schneider is the perfect fit for men and women looking for a rewarding career after having served their country. In fact, 25 percent of Schneider associates have a military background. That’s because qualities like safety, excellence, discipline and determination—the very qualities instilled in you—are what drive our company.
We take care of our own:
• Select, nationwide opportunities for drivers, office and maintenance associates• Numerous advancement and management opportunities• Industry-leading training program uses the same teaching methods as the military• New driver apprenticeship program—use your GI Bill and VA benefits for training• Comprehensive pay and benefits packages• Extended benefits and differential pay when soldiers are deployed• Guaranteed home time for weekend drill and annual training—no vacation time required• Apply, interview and accept job prior to separation
Apply online at schneiderjobs.com or call 1-800-44-PRIDE.
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Join the nation’s leading auto and home insurance company
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GROW. LEAD. SUCCEED.
6 MARCH 09
The Air Force Reserve is offering part-time opportunities with excellent benefits, including
choice of home base, education assistance, secure employment and competitive pay. Choose your home base and you will not be transferred. Receive low cost TRICARE health insurance. Maintain retirement benefits. In most cases you can retain your rank and do not need to repeat basic training. Specific jobs come with signing bonuses. Continue to build close friendships, serve your country and participate in experiences unique to the military.
Accomplish extraordinary things while you achieve your personal goals. Talk to an Air Force Reserve Recruiter today.
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POSITIONS AVAILABLE: FIELD SPECIALIST (fi eld team lead)The Field Specialist position is a demanding, hands-on job utilizing cutting edge technology to optimize solutions for Energy companies. The information and services that a Field Specialist provides helps clients locate, evaluate, and produce oil and gas reservoirs more cost effectively and effi ciently.
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ELECTRONIC TECHNICIANThe Electronic Technician is responsible for the maintenance, troubleshooting and repair of all electronic, electric and computer based equipment.
DIESEL/HYDRAULIC MECHANICThe Diesel Hydraulic Mechanic is responsible for the maintenance, troubleshooting and repair of all mechanical, hydraulic and diesel power based equipment.
BENEFITS
MARCH 09 7
by HEIDI RUSSELL RAFFERTY
Contributing Editor
The television ads promise success in a hip, fast-growing field – Information
Technology (IT).Just attend a few courses in an “IT
Boot Camp” and you can earn an IT certification that will brand you as a highly-desirable candidate and provide you with a big salary and long-term career stability.
Unfortunately in many of these cases the old adage is accurate – if it seems too good to be true, it probably is.
“I find these ads misleading,” says Dr. Bili Mattes, associate provost for strategic markets at Harrisburg University of Science and Technology in Harrisburg, Pa. The university partners with the SANS (SysAdmin, Audit, Network, Security) Institute in offering boot camps.
“I worry about folks in the military. It’s important they know what they want and that they do their homework, not just listen to the ads on TV. Be sure that it’ll translate into a good credential and that you can actually use it. Don’t assume you’ll get an $80,000 job out of the gate. You probably won’t.”
Get the best return on your investmentIT certifications do help in the job
search because they show you have achieved a baseline of industry standards, Mattes says. But boot camps can cost several thousand dollars. Even then you run the chance that your certification will not qualify you for the type of job you desire, she adds.
Ask yourself, “Where are you specifically in your military job and what do you specifically want to get into? There are certifications at all levels, from people who are brand new in IT, to the more sophisticated,” Mattes says.
On the job market front, IT certifications may or may not help you earn more money. Foote Partners, LLC, of Vero Beach, Fla., releases a quarterly IT Skills and Certifications Pay Index. The September 2008 report surveyed 22,000 IT professionals and covered 165 certifications. The firm found that the most valuable certifications were in enterprise architecture, which requires SAP skills.
“Employers are feeling more pain than ever in their search for skilled and experienced SAP talent,” according to David Foote, the firm’s co-founder, CEO and Chief Research Officer.
He added that those who are command-
ing higher pay have skills in SAP Web Application Server, Production Planning, Business Objects, Quality Management, Strategic Enterprise Management, Product Lifecycle Management, HCM and MDM.
But Foote also reported that “IT certifications are behaving differently.” The survey recorded eight straight quarters of consistently decreasing pay for 165 certifications, with exceptions in a group of security, networking, systems and database certifications, plus a few in architecture and project management areas “that are showing solid pay growth numbers.”
Steps to finding the right certification program
As you search for boot camps that offer certification programs, keep some key things in mind, Mattes says. First, understand the requirements you need to obtain the certification. The boot camp may not just involve training and testing, it may also require a certain level of experience.
“There are different levels of certification, also. In the database world, you are a technician, analyst and you go from there. It’s the same thing in the Microsoft world – certain certifications build one on another, from analyst, to engineer, to developer,” Mattes says.
Next, examine the job requirements or ask a recruiter or post liaison which certifications are of most value to your targeted companies. “You may think a certification for networking would be the best thing, but you might look at several employers and find out that database administration is a better focus,” Mattes says.
Sometimes there are even big differences in certifications offered in the same field. Cisco and GIAC, which both provide information security certification courses, differ in their depth. Cisco’s course is broader, and GIAC’s is more specialized, Mattes says.
You may already have a transferrable credential that is industry-recognized which means you may not even need to go to a boot camp. The 8570 Directive by the Department of Defense says information assurance technologists must have a variety of certifications to ensure that their skills are up to date. Those can easily be applied to jobs at such companies as Martin Marietta, Mattes says.
To ensure that the boot camp is reputable, go to a mainstay source – many colleges and universities offer certifications. If
you are a college graduate, start with your alma mater and see if it offers a program. Or, if you know the particular vendor, like Microsoft or Cisco, search its sites for its approved boot camps. You can also check with your post-education coordinator for recommendations.
Timing is everythingThe worst mistake you can make is to
assume you can achieve a certification in a few days. Start the process a few months before your military exit date, Mattes advises.
Duration and costs of boot camps differ based on the type of certification and level of specialization, Mattes says. Sometimes the certification preparation training is not set up in boot-camp style but is done over a period of months. “Get started as soon as possible. Don’t assume
it’ll be a week, where you sit down and take the test and be certified.” She adds you also will be required to complete a significant amount of self study after a boot camp.
Program costs also vary widely. Those offered in Harrisburg usually run five to six days and are very intensive. They normally cost $2,000 to $4,000. Some employers, such as many defense contractors may pay boot camp costs, but plan in advance so that you will have the money in case there are no grants or scholarship programs, Mattes says.
Freelancer Heidi Russell Rafferty is a reporter with 19 years of experience, who writes about employment and business issues.
Now placing into
Sales / Sales Manager posit ions
as well
IT boot camps aren’t all created equal
8 MARCH 09
MARCH 09 9
10 MARCH 09
Job Fair Calendar
Landing a federal jobby JESSIE RICHARDSON
Contributing Writer
“Who you know” does make a difference, even for federal
and government contractor jobs. The fi rst step in landing a federal job is networking. A supervisor in an agency of interest is the ultimate contact and here is why:• He/she can tell you when the agency is hiring. • He/she can hire you directly, if the supervisor has the authority to do so. • He/she can hire you non-competitively if the agency is able to take advantage of the Veteran’s Hiring Programs.
But what if you don’t know a supervisor? First, probe your inner circle for its contacts in the federal government and obtain as much information as possible on these prospective sources. Contact them via e-mail to introduce yourself and tell them about your objectives and interests. Establish a writing friendship by asking about theirjob and agency. Ask them for ideas on career opportunities and who else they might know in their agency or others.
Second, write to or call an HR specialist to ask a question. You might be surprised at how much insight you gain into your resume, upcoming announcements, job fairs, and more. Finally, never miss an opportunity to go to a job fair. Agencies that attend are serious about meeting you. Go prepared with a “sticky” job fair resume and dress the part.
After networking, reviewing the federal job process should be your next step in your federal career search. A targeted federal career search is
signifi cantly more effective than shots in the dark. Here are a few things to look into before embarking on your journey:• Analyze your qualifi cations to determine your grade or salary level. Learn how to interpret the pay bands posted on many job announcements. Use your military rank and pay as a guide. The Offi ce of Personnel Management’s Web site (www.opm.gov) is a great place to get started.• Then determine if you can qualify for a certain job title or series. The Handbook of Occupational Groups and Series can be found at www.opm.gov/fedclass/text/ dBkToC.htm. Detailed information about the work performed by a particular job series can be found at www.opm.gov/fedclass. Quali- fi cation standards can be found at www.opm.gov/qualifi cations. • Review the list of government agencies to determine your top 3 to 5 agencies of consideration. A full listing is available at www.usa. gov/Agencies/Federal/All_Agencies/ Index.shtml. This will allow you to focus your resume toward a particular mission.
With a target job title, grade, and preferred agencies in hand, you will better equipped to apply for jobs online, attend job fairs, and network.
Jessie Richardson, CPRW, is director of resume services at MilitaryResumes.com, the military-to-civilian transition experts. She is a Naval Academy graduate and a regular commentator on job search best practices for military-experienced job seekers. Read more transition advice online at the MilitarytoCivilian.com blog.
From the
www.MilitarytoCivilian.com Date: February 26, 2009 Location: Red River Career Expo, Okla. Sponsor: Fort Sill ACAP and Consortium
Date: February 26, 2009 Location: Fort Carson, Colo. Sponsor: M.O.R.E. & ACAP Date: March 10, 2009 Location: Fort Sam Houston, Texas Sponsor: Hiring Heroes Career Fair 210-221-1213
Date: March 10, 2009 Location: Ramada Inn - 5324 Jeff erson Davis Highway Fredericksburg, Va. Sponsor: JobZone - 3 - 7p.m. 1-866-775-JOBS Date: March 11, 2009 Location: San Antonio, Texas Sponsor: San Antonio Military Installations 210-671-3722 Date: March 11, 2009 Location: 5717 S. Tyler St. Tacoma, Wash. 98409 Sponsor: AMVETS Post #1 1-800-441-6373
Date: March 13, 2009 Location: Kirtland AFB, N.M. Sponsor: A& FRC
Date: March 13, 2009 Location: Marine Corps Air Station Yuma, Ariz. Sponsor: CivilianJobs.com 1-866-801-4418
Date: March 18, 2009 Location: Morocco Shrine Center 3800 St. Johns Bluff Road S. Jacksonville, Fla. 32224 Sponsor: Navy Fleet and Family Support Center 904-270-6600, ext. 1709
Date: March 26, 2009 Location: USMA West Point Job Fair, N.Y. Sponsor: M.O.R.E. 317-258-7416
Date: March 27, 2009 Location: Citizens Center Bldg. 8076 Kings Highway King George, Va. Sponsor: JobZone - 10a.m. - 2p.m. 1-866-775-JOBS
Date: March 31, 2009 Location: MCAS Cherry Point, N.C. Sponsor: TAP POC Shane Muravsky 252-466-4401
Date: April 1, 2009 Location: MCAS Cherry Point, N.C. Sponsor: TAP POC Shane Muravsky 252-466-4401
Date: April 1, 2009 Location: Fort Leonard Wood, Mo. Sponsor: ACAP 573-596-0131 ext. 62755
Date: April 3, 2009 Location: Fort Sill, Okla. Sponsor: CivilianJobs.com 1-866-801-4418
Date: April 8, 2009 Location: Fort Bragg, N.C. Sponsor: ACAP/ACS (910) 396-7188
Date: April 9, 2009 Location: Camp Lejeune, N.C. Sponsor: MCCS
Date: April 9, 2009 Location: Farm Show Complex Harrisburg, Pa. Sponsor: Veteran’s Employment Outreach - POC John Simmons (717) 783-3270 ext. 6007
Date: April 9, 2009 Location: Charleston, S.C. Sponsor: Joint Navy and Air Force Job Fair 843-764-7477
Date: April 14, 2009 Location: Fort Lewis, Wash. Sponsor: CivilianJobs.com 1-866-801-4418
Date: April 15, 2009 Location: Silverdale, Wash. Sponsor: CivilianJobs.com 1-866-801-4418
Date: April 22, 2009 Location: Andrews AFB, Md. Sponsor: Job Zone Job Fair
Date: April 22, 2009 Location: MCAS Miramar, Calif. Bldg. 5305 “Miramar Room” Sponsor: Career Resource Center 858-577-6710/6491/8965
Date: April 28, 2009 Location: Walter E. Washington Convention Center, Hall D Washington, D.C. Sponsor: MOAA - 800-234-6622 ext. 547
Date: April 28, 2009 Location: Patuxent River Naval Air Station - JT Daugherty Conference Ctr. - 22111 Three Notch Road Lexington Park, Md. Sponsor: Fleet & Family Support Center - 3 - 7p.m.
MARCH 09 11
and, prior to that, the Vice President of Operations from 1999 to 2001.
During his eBay tenure, Abbott managed the infrastructure, operations and information architecture of all of eBay’s Internet sites worldwide. He was also responsible for the company’s corporate technology and its data warehouse as well as software engineering for PayPal and non-eBay-branded trading platforms.
Abbott earned his Bachelor of Science in computer science from West Point and went on to earn a Master of Science degree in computer engineering from the University of Florida. Later, he graduated from the Harvard Business School’s Executive Education Program.
When he is not changing planes in one airport or another, Abbott can be found serving on the Board of Directors for Onforce and LodgeNet Interactive and on the advisory boards at Rearden Commerce, Goldmail, LiveOps and the University of Florida’s Technology Commercialization Board.
In short, one could say that Abbott is a technology leader who not only worked hard to develop his own impressive resume, but who, in his own low-key manner, wants to help others in writing their own.
“I learned something in each and every job I had and it helped to prepare me for the next one,” says Abbott, emphasizing that one should always seek out and identify opportunities to grow professionally.
When asked if there was a secret to his success, he had a defi nite answer.
“I just threw myself into each job and did my best,” says Abbott.
A solid startBefore becoming the corporate success
that he is today, Abbott’s journey began in uniform as a junior offi cer in theU.S. Army.
“After graduating from West Point in 1990, I spent four years on active duty as an armor offi cer in the 82nd Airborne back when there were light tanks. The rest of the time I spent in the Reserves and the inactive Reserves,” said Abbott.
Abbott speaks highly of his time spent in the military and credits it with giving him a solid start.
“Four years of time spent in the leadership lab at West Point and four years active duty as a junior offi cer absolutely helped me to succeed in civilian life,” said Abbott.
When he made the decision to leave the
military in 1995, Abbott ultimately turned to Bradley-Morris, Inc. (BMI) to assist him in making his move into a civilian job.
“I had the opportunity to work with several placement fi rms at the time and Bradley-Morris was the fi rst one to really listen to what I wanted to do,” said Abbott.
Maureen “Mo” Stern, a BMI account executive, assisted Abbott in landing his fi rst civilian job.
“Marty was wonderful to work with. He was tremendously qualifi ed and easy to place,” said Stern.
Abbott also has fond memories of working with Stern during his placement process.
“I especially remember working with Mo Stern as she really made a difference, so much so that I stayed in touch with her for several years after my placement as a manufacturing supervisor at Motorola,” said Abbott.
For those contemplating a military-to-civilian career switch, Abbott offers some solid advice.
“The transition from military to civilian can be diffi cult at times. It’s helpful, I think, to understand that civilians are motivated by slightly different things. They tend to think outside the box a little more,” said Abbott, suggesting that such attitudes should be embraced by those making the transition.
He also believes that learning the business of business, sooner rather than later, is crucial.
“Education is important. While you’re still on active duty or whenever you can, seek out an MBA degree or simply take business classes at the local community college,” said Abbott.
“Learn everything you can about accounting, marketing and business management. This will be very benefi cial to you in the civilian job market,” said Abbott, adding that even he wished he had done that sooner himself.
Abbott also advises transitioners to carry their unique commitment to duty from the military into their civilian jobs.
“That dedication to mission that service members have is a defi nite plus in the civilian world,” said Abbott.
Janet Farley is the author of “The Military-to-Civilian Career Transition Guide” and she writes the JobTalk column for the Stars and Stripes newspaper.She can be reached at [email protected] for comments and/or column suggestions.
“From USMA to eBay”continued from page 1
G4S Wackenhut is the leading provider of quality, customer-focusedsecurity solutions in the United States, providing industry-leadingintegrated security and related services to local, regional and nationalcustomers. G4S Wackenhut has a long and valued history with the U.S.Armed Forces. Its training institute develops and conducts programsdesigned to instill knowledge, a sense of pride, and a commitment tolearning, which establishes a platform for advancement within thecompany and the security profession. G4S Wackenhut is now hiring:
We are seeking U.S. military veterans, individuals with combat armsMilitary Occupational Specialty (MOS) or similar experience, criminaljustice degrees, police academy graduates, former correctional and U.S.law enforcement officers.
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12 MARCH 09
Pre-register for the job fair atwww.CivilianJobs.com to get your resume in the hands of employers with positions in your fi eld of interest and geographic location preference.
E-mail [email protected] call 1-866-801-4418
March 13 - MCAS Yuma, Ariz.April 14 - Fort Lewis, Wash.April 15 - Naval Base Kitsap Bangor, Wash.April 29 - Dyess Air Force Base Texas
by TOM WOLFE
Senior Contributing Editor
As you prepare to transition from the military to veteran status, you may
also be thinking about a job search and a second career. If that is the case, be sure to identify those factors that are important to you as you seek your next employer. For most people, those factors include two that may seem at odds with each other – job security and growth potential.
Although reductions in force, downsizing and other factors have reduced the guarantee of job security, the military and other government organizations still offer a high likelihood of continuing employment and paychecks. Service members become accustomed to this job security and the prospect of leaving it behind when they separate can be worrisome. Frequently those same individuals are also focusing on a new job and career that offers strong potential for growth.
Inherent in the job security of the military is the “time-in-service, time-in-grade” (TIS/TIG) system of pay and advancement. The alternative to TIS/TIG is a performance-based system – one in which your pay and advancement, i.e., your growth potential, is based on the value that you add to the organization. Every private sector, for-profi t organization pays much more attention to value-added than time on the job. So, which do you choose – job security or growth potential? Are they mutually exclusive or can you have both?
Let’s take a closer look.Growth potential in any for-profi t
organization is dependent on two factors. One, the organization itself must be growing. This growth is evident in increasing sales and profi ts. Expanding market share, investment in research and development, and introduction of new products or services are good indicators of growth. Two, you have to be very good at what you do for the company. Adding visible and measurable value to a growing organization equates to strong potential for growth. No matter how strong one of those factors is, take away the second one and growth potential evaporates.
Now let’s consider job security. In the most basic sense, job security means your employment is guaranteed. Although life’s guarantees are few, it is possible to maximize the odds that your job is guaranteed. How? Your job remains secure as long as your company continues to grow and as long as you have a positive association with that growth. Remove either of those factors, however, and your job is at risk.
As you can see, job security and growth potential are far from mutually exclusive. You can have both. Although they are not quite the same, they are defi nitely inter-dependent.
Tom Wolfe is the candidate strategies editor and career coach at Bradley-Morris, Inc. He served as a surface warfare offi cer in the Navy and has provided career guidance to military personnel since 1978. Contact Tom Wolfe at 1-800-330-4950 ext. 204 or via e-mail at [email protected] for additional career transition assistance. Used with the author’s permission.
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MARCH 09 13
by CAROLYN HEINZE
Contributing Editor
They are everywhere – on billboards, in magazines, on the labels of our
favorite beverages, on... No matter where we go, we are surrounded by brands.
But what about people? Can individuals develop their own ‘brands’ that summarize what they are all about? Yes, and personal branding can go a long way in an increasingly competitive job market.
“A personal brand is your unique promise of value,” said Bonnie Kurka, CPRW, JCTC, FJST, business and career coach at Executive Career Suite in Portland, Ore., and a volunteer for the Army Family Team Building program. “When you are looking for a new position, it’s the value that you are bringing to the future employer that is the most important.”
All of us have our own brand and it is comprised not only of our professional experience, education, and personality, but also takes into account the impressions of others. This is why, say the experts, that personal branding is such a powerful distinguishing factor during one’s job search and along one’s career path.
“For military personnel, it’s important during this transition to think about their personal brand as it relates to a job search,” said Valerie L. Pendergrass, a USMA graduate and career coach at The Next Step Coaching and Consulting in Orlando, Fla.
Military personnel share many marketable traits, including a strong work ethic, a sense of integrity, teamwork, grace under pressure, reliability, initiative and discipline. Although these characteristics contribute to the creation of a competitive brand, you must also identify what makes you unique. Start by soliciting feedback from your peers. By knowing how others see you, you can begin to identify your strengths and how you can use them to differentiate yourself. This exercise will help determine not only which opportunity is best for you, but also where you want to take your career.
Kurka refers to this as “unearthing.” “It’s a total self-discovery process,” she said. “It’s not like a corporate brand,
where a group of consultants get together and develop and design a brand. Your personal brand is authentic; it’s within you.” She suggests that candidates perform a 360-degree assessment to get a solid idea of not only how you see yourself, but to gain insight from those around you.
Pendergrass stresses that the personal branding process is important because it helps candidates avoid launching futile searches. She cites a common phenomenon: Candidate A purports to be experienced in doing Job B, but goes ahead and applies for Jobs C, D, E and even R, receiving rejections left and right. “There is nothing more demoralizing than submitting 50 resumes and getting one response because you’re not targeted and you’re not branded,” she said, adding that in conducting a branding exercise, one tailors his or her search and correspondence – namely resumes and cover letters – to the targeted positions. “Your brand allows you to focus on a position and on a specific type of opportunity that is going to be of interest to you and the reviewer.”
This does not mean that you should create a persona that you think will win the job. A personal brand must be genuine in order to be effective. “One may think, ‘I’ve got to look, speak or appear a certain way’ that may not be authentic to who they are,” Pendergrass said. “When the brand is created, it really is an organic extension of who you are.”
Kurka says that when developing personal brands with her clients, there is a step in the process where the client must write a brand statement. “It says who they are and what they do,” she explained. “It’s something they can refer to, so when they are making a decision, they can ask themselves, ‘Am I being authentic to my brand?’” This, she notes, helps people to avoid the temptation of being everything to everyone. “It doesn’t do any good to put on a persona to get a job. If you are not yourself, it’s hard to carry off that façade all of the time.”
Carolyn Heinze (carolynheinze.blogspot.com) is a freelance writer/editor.
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What resources did you use to prepare your resume and plan your job search? I mostly used the Internet for ideas and I kept my resume to one page. Tough, but I received many comments about how strong it was. I also followed some examples I picked up from recruiters.
What resources did you use to get interviews (job boards, recruiting services, job fairs, newspaper, etc.)? I went to job fairs, had a few telephone interviews, and quite a few calls from recruiters. But I got the interview from a company who got my resume when I submitted it to their Web site.
Which resource led to the interview that got you the job? Being prepared for the interview... I read over hundreds of questions to prepare my thoughts, wrote down and rehearsed stories of my past accomplishments that would highlight the abilities and characteristics that they were specifi cally looking for in the position.
What factor led the company to make you an offer? Probably the interview, which went very well. Remember, there really are no right or wrong answers... they are looking for your ability to be articulate and think through the harder or unusual questions. Confi dence in yourself (with practice) shows through.
What other advice would you give to military members searchingfor a new career? For my experience, I tried aviation with two smaller companies and was left high and dry to what was discussed at the start of the job. Larger companies have much better resources to help you with your transition and I now realize that “company benefi ts” are a very big part of the package.
14 MARCH 09
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MARCH 09 15
CLASSIFIED ADVERTISING
National/Regional
ACCOUNTANTS/AUDITORS - THE DEFENSE CONTRACT AUDIT AGENCY (DCAA) is seeking qualifi ed individuals for FT employment at locations in PA, NJ, MD, and Northern VA. Excellent benefi ts! Must have degree in Accounting or related fi eld w/24 semester hours in Accounting. Apply on-line by 1/4/09 at http://jsearch.usajobs.opm.gov/summary.asp?opmcontrol=1381909. For questions contact D. Gudknecht at 215-597-7468.
Overseas
ROTARY WING PILOTS, CREW CHIEFS/DOOR GUNNERS AND MECHANICS – BLACKWATER - Blackwater Worldwide is recruiting Rotary Wing pilots for overseas contracts. Applicants must meet the following items: Current US Passport or able to expedite. Clear of negative history for the past 7 years (bankruptcy, felony etc.) Possess or able to obtain a valid FAA commercial pilot’s license w/ instrument or AIP. Possess or able to obtain a valid FAA class 2 medical rating. 2500 hours of fl ight experience with 200 hours of NVG experience. Currently have or are able to obtain a Secret security clearance. Current US driver’s license. Blackwater Worldwide is also looking for A&P certifi ed Crew Chiefs/Door Gunners and mechanics. You may submit your resume on our web site at www.blackwaterusa.com by selecting Careers and the Online Application Form link.
SATCOM TECHNICIAN 1207 – CIVILIANJOBS.COM CLIENT - Candidate will be responsible for the maintenance, operation and performance of a Ku-Band Mobile Terminal. YOU MUST have Earth Terminal experience as well as the mobile versions of these terminals. My Client is looking for KU band experience which means candidates need to have experience with the AN/TSC 85/A/B, AN/TSC 93/94/A/.B and the 100. Most jobs are in Afghanistan with some in Iraq. Successful completion of CRC is required for this position. Candidates for this position should have the knowledge to operate and confi gure the following equipment: Antenna Controller, Antenna Pointing, Satellite Acquisition; HPA/TWT, LNA/LNB - Low Noise; Fiber/Coax/Ethernet Cable Work; FDMA modems (DMD20’s - Radyne); Up-converters, Down-converters, Satellite modems; PBX - T1/E1, FXS, Adds/Drops; Successful candidates for these positions will be hands on people. Compensation: $120K - $130K. Send resume to [email protected] and include SATCOM Tech 1207 in subject.
AL • Alabama
AIRCRAFT MAINTENANCE SUPERVISORS - ARMY FLEET SUPPORT Manages and coordinates maintenance/production activities at assigned location. Supervises and provides technical guidance to maintenance personnel performing aircraft and subsystem maintenance and evaluates maintenance operations and facilities for compliance with directives, technical manuals, work standards, safety procedures, and operational policies. Performs maintenance trend analysis and applies production control and other management principles and procedures to maintenance operations. Demonstrates continuous effort to improve operations, decrease cycle time and streamline work processes, and works cooperatively and jointly to provide quality seamless customer service. The incumbent must have a high school diploma or equivalent. The incumbent must have successfully completed formal training (BNOC/ANOC, etc.) conducted by the U.S. Army or Armed Forces equivalent, or training courses (maintenance management) conducted by industry or civilian institutions. The incumbent must have a minimum of seven years experience in aviation maintenance and possess fi ve years experience working in production. Two or more years experience managing/supervising personnel is required. A Bachelors degree in a related
fi eld and fi ve years experience in aviation maintenance is desired. Send resume to [email protected]
CA • California
ACCOUNT REPRESENTATIVE & RECRUITER WANTED FOR SAN DIEGO OFFICE – BRADLEY-MORRIS, INC. Bradley-Morris, Inc (BMI) is the largest exclusive military recruiting fi rm in the United States and we are growing. Our company was founded in 1991 and we have experienced nothing but growth and success. We have placed military offi cers since our inception and have expanded to placing enlisted technicians and supervisors in 1998 and sales candidates in 2006. We have a need for an Account Representative in our San Diego offi ce to support our West Coast operations. As an Account Representative, you are responsible for establishing and maintaining relationships with companies that would be interested in hiring our candidates through inside sales. Financial rewards and benefi ts: Expect to be making $100K+ within two years. This is not a career for someone who is content making $60K a year. Bonuses, Medical, Dental, Vision, 401K, Company Trips, are just a few of the perks that come with this opportunity. What sets Bradley-Morris apart? Low turnover – most people employed for over a year and left BMI did so to become a stay-at-home moms, go to school, or become self-employed--start a new business, etc. The individuals who make up the BMI are some of the best people to work with regardless of industry—we are the winning team. Family Friendly—with plenty of children in the BMI family, we give more than lip service to this important area. Almost all BMI people either coach or are signifi cantly involved in their children’s schools. Signifi cant events in our children’s’ lives are not missed. For more information, call 888-275-0745 or visit www.bradley-morris.com
CO • Colorado
BRANCH SALES MANAGER 2229 – CIVILIANJOBS.COM CLIENT - The Denver offi ce is looking to fi ll a Branch Sales Manager position. will manage $40 million in sales, have 7 direct reports (employees), manage service and sales reports for this role. Lead sales associates to meet or exceed branch sales plan. Identify and share best sales practices. Develop and lead sales training initiatives to enhance sales performance. Develop, implement and conduct new sales associate training program. Bachelors degree or equivalent in relevant work experience. The ideal candidate will have 5-10 years of experience in the elevator industry; prior experience selling new equipment and service products; strong leadership and team building skills; and effective communication skills, have the ability to motivate and focus organizational energy among sales teams to reach and surpass sales goals on a monthly, quarterly and annual basis. Send resume to [email protected] and include Branch Sales Manager 2229 in subject line.
DC • Washington, DC
BUSINESS ANALYST/ IT 2245 – CIVILIANJOBS.COM CLIENT - Work with the Intelligence directorate of the FBI evaluating new systems, helping to coordinate inter agency information and analysis, develop best practices for analyzing information. Work with customers (internal units or external organizations) to: Develop relationships with client personnel that foster open communication. Continually seek opportunities to increase customer satisfaction and deepen client relationships. Manage customer expectations effectively. Understand the customers’ business issues and data challenges. Ensure current business processes are defi ned and documented. Identify their business process strengths, weaknesses, and suggest areas for improvement. Identify new business requirements. Education/experience in IT and Intelligence. TS/SCI required. Send resume to [email protected] and include Business Analyst/IT 2245 in subject line.
DIRECTOR OF BUSINESS DEVELOPMENT 1095 – CIVILIANJOBS.COM CLIENT - Directs and leads the processes and people involved when promoting the sale of company products and services and during the maintenance and extension of company business. Develops and implements marketing strategies and action plans including developing and presenting briefi ngs to the customer. Manages or participates in the development of proposals and negotiates business agreements. Develops relationships necessary to better understand the customer’s needs and decision-making processes. Conveys the company’s interests to the customer and the customer’s requirements to company management. Preferred Senior Army Offi cer with least 15-years active duty. Ground Vehicle Program Offi ces and/or related systems required. Solid working knowledge of current, modernized, and future force requirements, budgets, and plans required. Possibility exists for candidate to work from remote/home offi ce. Send resume to [email protected] with Director of Business Development 1095 in subject line.
FL • Florida
ENGINEERING MANAGER 2242 – CIVILIANJOBS.COM CLIENT - Lead our engineering effort and staff in the development of new products by creating new designs; implement cost improvements in the manufacturing and engineering process. Manage the day to day activities of the engineering department and staff; and responsible for the spec’s on all manufactured and purchased components required to build assemble and operate our product. Plan new development projects or design changes by studying customer requirements, market demand, and competitors’ products; identifying and analyzing trends in technology; conferring and collaborating with other members of the team. Determines feasibility of project based on internal and external development resources available, forecast project cost and timetable. Must be willing to be hands on manager and contributes to team effort by accomplishing related results as needed. Must have outstanding technical, conceptual and project management skills, a good understanding of the package good industry and related packaging equipment, the ability to utilize a 3d cad design software preferably SolidWorks. Send resume to [email protected] and include Engineering Manager 2242 in subject.
GA • Georgia
ACCOUNT EXECUTIVE – CIVILIANJOBS.COM, INC - Sell CivilianJobs.com services over the phone to businesses throughout the US. Services include job postings, resume access and advertising at CivilianJobs.com and CivilianJobNews.com, print advertising in our newspaper Civilian Job News, and job fair booths. Inside B-2-B sales. Salary plus commission plus benefi ts. First year compensation projected to be $60,000 to $80,000+ To apply, go to www.civilianjobs.com.
IL • Illinois
CARMAN - DANVILLE – CSX - Carman inspects and repairs freight cars; perform welding and cutting of metal. Outside work required. Physical duties will require walking long distances over uneven terrain, heavy lifting, working at different heights, stooping, bending and getting on and off equipment. APPLY ONLINE AT WWW.CSX.COM. FOR QUESTIONS ON THE APPLICATION PROCESS CALL 1-888-884-9417. PLEASE FILL OUT OUR SURVEY AT WWW.CSXMILITARY.COM. SAFETY IS A WAY OF LIFE!
LA • Louisiana
MAINTENANCE MANAGER/LEADER 2294 – CIVILIANJOBS.COM CLIENT - Managing maintenance assets, personnel and achievement of plant maintenance related business goals. The role delivers plant maintenance based business, technical and administrative leadership to an empowered plant
organization. Prefer ME, but will also look at ME-related degrees (think AE), and also will take EE or Chem E. MUST have prior experience managing in a union environment. Need to have held a Maintenance Manager position before (though a Supervisor role might suffi ce with a number years exp). Send resume to [email protected] and include Maintenance Manager 2294 in subject line.
MA • Massachusetts
RNS, MANAGERS AND OTHER MEDICAL OPPORTUNITIES - UNIVERSITY OF MASSACHUSETTS MEDICAL SCHOOL - Utilizes the nursing process to meet a variety of health care needs with ambulatory care a primary focus. Works with a variety of health care professionals and security offi cers in a correctional environment. Functions as team leader as assigned. To learn more and other opportunities, go to www.civilianjobs.com
TN • Tennessee
PROCESS DEVELOPMENT ENGINEER 2319 – CIVILIANJOBS.COM CLIENT - This position is responsible for executing projects for the Pet food SBU focused on product formats across both Cat and Dog products. Performs engineering assignments as part of a work team involved in the planning, organizing, and developing new technology and innovation as it relates to the Pet SBU. Requires ability to use and apply extensive knowledge of many engineering disciplines to execute small minor projects aligned with the overall SBU strategy. Signifi cant collaboration is expected with all scientists and engineers in the Product and Packaging areas, Pilot Plant management, Quality Services and Engineering. Desires BS Engineering with Chemical and Mechanical preferred. 3 to 5 years in Food Industry mandatory, preferably R&D or Process Development. Send resume to [email protected]. Include Process Development Engineer 2319 in subject.
TX • Texas
OWN YOUR OWN WHOLESALE DISTRIBUTORSHIP - THE ENTREPRENEUR AUTHORITY OF SOUTH TEXAS - Established wholesale distributor of highest quality specialty beverages and frozen juices is looking for entrepreneurial-type businessmen and women. Solid marketing program allows you to have a high potential base of customers in a short period of time. NO FRANCHISE ROYALTY FEES. You keep all the profi t! This is not a franchise, it is a Biz Opp and you own a specifi c territory. To learn more about this and other small business ownership opportunities, e-mail [email protected]
VA • Virginia
ROADWAY MECHANIC - CSX RAILROAD TRANSPORTATION - Must have basic knowledge of hydraulic systems, electrical systems, and pneumatic systems as it pertains to the operation and maintenance of roadway machinery; must be able to read and understand schematic drawings as it pertains to all of these systems; must be able to troubleshoot and repair these systems where necessary; must be able to perform heavy repairs to all types of equipment components including gas and diesel engines, transmissions and differentials, hydraulic pumps, motors, cylinders and valves, and various workheads, booms, etc. Successful candidate should be able to electric-arc weld and be profi cient in the use of the oxy-acetylene and oxy-propane torch for cutting, heating and welding. Must be able to drive heavy duty service truck and at times, be required to pull trailers. Pay Rate: $5301.85 per Month. Work Hours: Monday – Friday. Location: Extensive Travel Required. Number of Positions: Holding an interview/testing to develop a pool of qualifi ed candidates to fi ll future vacancies. APPLY ONLINE AT WWW.CSX.COM. FOR QUESTIONS ON THE APPLICATION PROCESS CALL 1-888-884-9417. PLEASE FILL OUT OUR SURVEY AT WWW.CSXMILITARY.COM. Please indicate CivilianJobs.com as your Referral
MARCH 09 16