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Aug 20, 2018
Position Open:  March 22, 2018 Position Close:  Until filled Clark Nexsen is an Equal Opportunity Employer. Qualified applicants will receive consideration for employment without regard to race, color, religion, sex, age, national origin, sexual orientation, gender identity, disability, or protected veteran status. AAP. Drug-free workplace. E-verify. Applicants must be legally authorized to work for Clark Nexsen Inc. without employer sponsorship. We do not typically sponsor H-1B or any other work visa petitions.   Must apply online through corporate website at  www.clarknexsen.com . Firm Description   Clark Nexsen is a national architecture and engineering firm focused on creating innovative design solutions for U.S. and global clients. We are passionate about our work and are prominently ranked on numerous industry lists. Building Design + Construction ranks Clark Nexsen as a Top 20 architecture and engineering firm and we have been named to the Architect 50 list of top U.S. firms for the past four years. Our culture supports the pursuit of excellence to engage and inspire the best professionals. Our firm is headquartered in Virginia Beach, Virginia, with 450 employees in office locations in Virginia, North Carolina, Georgia, and Texas. We offer outstanding compensation, benefits, and growth opportunities in a positive work environment. We believe we can create a better world through our work. Giving back is also a guiding philosophy. As a company and as individuals, we proudly volunteer and give back to the surrounding communities where we live and work. Generous benefits: Health, Dental, Vision, 401k, Short and Long term Disability, Paid Time Off, Aflac, Flexible benefits, and Legal Resources benefits are available. Job Description   We seek to hire a  Industrial Department Head  in our  Macon, GA  office who will be responsible for overall technical quality within their department and support the development of design discipline staffing to meet the needs of the firm in terms of numbers, experience, and professional qualifications.   General responsibilities  include but are not limited to the following:   Performing Department Head duties as assigned Facilitate communication of the impact of design/scope decisions on the department level of effort, project schedule, construction cost and quality of the final product.  Review performance, status, budgets, and organization of the project documents.  Assure that the department standards are being utilized efficiently.  Facilitate the improvement of the standards and include training in the departmental guidance.  Help introduce new employees to the standards.  Review performance, status, budgets, and organization of the project documents. Monitor construction activities and provide lessons learned.  Monitor professional development of staff members to assure that individuals are being technically challenged in a productive manner and maintain their technical abilities.  Encourage the use of software tools to enhance the efficiency of team members.  Evaluate alternative tools as they become available.  Provide opportunities for training as required. Ensure that staff has the right computing equipment for their position and coordinate needs with the IT department.  Encourage mentoring within the department and serve as an example for future leaders.  Identify roles for members of the department to aid in their professional growth. Encourage “lessons learned” and internal communication to help prevent recurring issues.  Discuss reviews with designers and reviewers to identify quality trends.  Working with, responding to, and taking direction from Senior Management Assist in marketing and business development activities Assist in preparing proposals and participating in contract negotiations Assign department staff to project teams Participate in staff annual reviews Ability to travel is required   Project responsibilities  include but are not limited to the following:   Conduct reviews of the project discipline technical decisions Monitor department workload to maintain staff utilization rates Review fee and budget proposals on individual projects Monitor budget and schedule performance on individual projects Assist MP’s and PM’s in assigning suitable or appropriately skilled staff to project teams Participate in design reviews of projects Participate in technical reviews of projects Participate in QA/QC project reviews and briefings   Education   BS in engineering –or- Post-graduate degree in, engineering, engineering technology or engineering management   Licenses, Certifications and Accreditations   Completed the Fundamentals of Engineering Exam and all other state requirements for certification as an EIT is preferred. Completed or be in a position to complete requirements for PE licensure within 24 months after being hired is preferred 24-hour MSHA miner safety training is desirable Additional certifications such as CDT, CCS, or CCCA are encouraged to reflect personal growth in the profession and an ever-increasing knowledge base to enhance the design and documentation process is desirable A minimum of 10 years’ experience with Industrial safety programs and compliance with site specific safety programs in an Industrial plant environment is required   Software Skills   A Department Head - Industrial should be able to effectively utilize current company software programs for word processing, e-mail, accounting, and information management.  Working familiarity with design and production software to a point of being able to understand the capabilities and limitations of the programs and interact with the support staff in their use of the software is highly desirable.    Career Experience   A Department Head - Industrial should typically have 15 years or more of significant design and practice experience in a leadership role with an Industrial firm or multi-discipline Architectural & Engineering firm with substantial knowledge in one or more of the following areas: bulk material handling, process piping, conveyance equipment detail shop drawings, dust collection, chute fabrication drawings, tank/bin design, equipment platforms/catwalks, MSHA standards and other related industrial process design parameters is highly desired. Design or construction experience in Design/Build and EPC project delivery methods is desirable.   Other Criteria   Ability to prepare effective and concise documents Possess technical precision and creative design skills Ability to make presentations to a variety of groups Have a client-oriented attitude with a desire to provide outstanding professional services Be dedicated to his or her professional development as well as the success of colleagues and the firm as a whole Demonstrated recognized leadership within the firm and/or outside the firm Possess team leadership capabilities and abilities Demonstrated understanding of firm-wide design goals and abilities to execute them on projects that they have participated
Clark Nexsen Macon, GA, USA Full-Time
Aug 20, 2018
The Department of Physiology and Biophysics at Case Western Reserve University School of Medicine seeks a qualified candidate to fill a faculty position at the rank of Instructor. This is a non-tenure track position, and the majority of time will be spent on cardiovascular and metabolic research and teaching. Responsibilities and Duties: The candidate will be expected to conduct and oversee whole animal studies that employ survival surgical procedures, chronic invasive and noninvasive biological sampling techniques, and whole animal activity measures, to investigate in vivo regulation of cardiac contractile and hemodynamic function and the mechanisms by which cells regulate their intracellular pH. The successful applicant should have a strong background in mitochondrial biology and be proficient in (1) measuring metabolic and biochemical changes due to altered pH; (2) have the aptitude to learn techniques to measure cardiac function including noninvasive cardiac imaging (ultrasound), and invasive ventricular catheterization; (3) have the ability to direct and supervise a team of technicians and research associates, and (4) have the aptitude to teach cardiovascular physiology, metabolism, and biochemistry. Minimum Qualifications: Applicants must have a Ph.D. in Physiology, Pharmacology, or related disciplines, with (1) at least five years’ of postdoctoral experience in cardiovascular physiology, measurement of in vivo cardiac function, cardiac metabolism, and rodent models of heart failure. (2) a strong record of scholarly activity; (3) experience in formal teaching; (4) excellent organizational and leadership skills. How to Apply: Review of Applicants will begin after October 1, 2018. Interested parties should send a letter of application, curriculum vitae, and three letters of recommendation to: mxs86@case.edu . In employment, as in education, Case Western Reserve University is committed to Equal Opportunity and Diversity. Women, veterans, members of underrepresented minority groups, and individuals with disabilities are encouraged to apply. Case Western Reserve University provides reasonable accommodation for any part of the application and hiring process should contact the Office for Inclusion, Diversity and Equal Opportunity at (216) 368-8877 to request a reasonable accommodation. Determinations as to granting reasonable accommodations for any applicant will be made on a case-by-case basis.
Case Western Reserve University Cleveland, OH, USA Full-Time

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The U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) administers and enforces three equal employment opportunity laws: Executive Order 11246, as amended; Section 503 of the Rehabilitation Act of 1973, as amended, 29 U.S.C. 793; and the Vietnam Era Veterans’ Readjustment Assistance Act of 1974, as amended, 38 U.S.C. 4212. Collectively, these laws make it illegal for contractors and subcontractors doing business with the federal government to discriminate in employment because of race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or status as a protected veteran. In addition, contractors and subcontractors are prohibited from discriminating against applicants or employees because they inquire about, discuss, or disclose their compensation or that of others, subject to certain limitations.Contractors and subcontractors (hereafter referred to generally as “contractors”) seeking OFCCP’s assistance with satisfying their nondiscrimination and equal employment opportunity obligations can expect clear, accurate, and professional interactions with OFCCP’s staff. OFCCP provides compliance assistance on a range of issues including technical help with understanding the requirements for developing an Affirmative Action Program (AAP). Please take a moment to explore the general expectations that often guide interactions between federal contractors and OFCCP.       Access to Accurate Compliance Assistance Material. Contractors can expect OFCCP to inform them of their legal obligations and how contractors can voluntarily comply with these obligations. OFCCP, to support voluntary compliance, is committed to providing clear, concise, and practical compliance assistance. Contractors can expect to receive compliance assistance in various forms including technical assistance guides, factsheets and brochures, “Frequently Asked Questions” or FAQs, guidance documents, directives, webinars, and email. While OFCCP makes compliance assistance available, contractors are ultimately responsible for seeking and using this help. Timely Responses to Compliance Assistance Questions. Contractors can typically expect a reply to Help Desk inquiries and emailed compliance assistance questions within 3-4 business days. Sometimes in the absence of key information or a difference in interpretation or understanding, OFCCP’s reply to a question may require further research, may be limited, or may require additional time to coordinate across the agency or across DOL. In these instances, contractors can expect that OFCCP will provide notice of the delay and assurance that OFCCP’s reply, when provided, is responsive to the issues raised. OFCCP’s reply will only be as thorough as the information it is provided. Opportunities to Provide Meaningful Feedback and Collaborate. Contractors can expect OFCCP to provide them with opportunities to submit feedback on the quality and quantity of the agency’s compliance assistance offerings and, periodically, on their experiences during their most recent compliance evaluations. Contractors can expect OFCCP to identify ways to collaborate, when appropriate, on the development of new compliance assistance material, contractor training, and other matters that may support contractor compliance. Professional Conduct by OFCCP’s Compliance Staff. Contractors can expect to receive prompt, courteous, and accurate information during compliance evaluations and complaint investigations. The perceived quality of an engagement with OFCCP staff can be influenced by several factors, including the specificity and accuracy of the information contractors provide, and the timeliness and thoroughness of their responses to document production requests during compliance evaluations and complaint investigations. Neutral Scheduling of Compliance Evaluations. Contractors can expect OFCCP to use a neutral selection system to identify contractors for compliance evaluations that meets applicable Fourth Amendment standards. OFCCP’s neutra l process for selecting contractors for compliance evaluations relies on multiple information sources and analytical procedures. Individual contractors are never “targeted” though OFCCP may focus its resources on particular industries or sectors, geographic regions, or types of employment practices. OFCCP never schedules a contractor for a compliance evaluation because that contractor sought compliance assistance. Reasonable Opportunity to Discuss Compliance Evaluation Concerns. Contractors can expect to have a reasonable opportunity to discuss issues that may affect the progress or results of their compliance evaluation or complaint investigation. These discussions are most effective if they are first had with the responsible OFCCP compliance officer. OFCCP recognizes that some issues may warrant elevating a discussion to a higher level with management in the district office and then, if necessary, the regional office. OFCCP’s protocol allows contra ctors to seek further discussion with the national office, if contractors have explored all other avenues. Although OFCCP and contractors may not reach agreement or arrive at the same outcome, good faith discussions can remove uncertainty and clarify areas of misunderstanding. Timely and Efficient Progress of Compliance Evaluations. Contractors can expect written notice that OFCCP scheduled them for a compliance evaluation, a list of what information is being initially requested by OFCCP, and reasonable production timelines for subsequent document production requests as determined in light of all relevant facts and circumstances. Contractors can also expect clear explanations of OFCCP’s compliance evaluation processes and periodic status or progress updates as evaluations progress. While OFCCP seeks to be timely and efficient in its work, the progress and outcomes of evaluations are greatly influenced by the level of cooperation OFCCP receives, and the quantity, quality, and timeliness of the information that contractors provide. Confidentiality. Contractors can expect that the information they provide during a compliance evaluation will be kept confidential. OFCCP keeps this contractor information, including but not limited to personnel records and salary data, confidential to the maximum extent allowed by law.For more information, please visit the Office of Federal Contract Compliance Programs website at or contact the nearest regional office.
Nowadays everyone in the recruitment industry talks about résumés needing a 30-second impact but nobody tells us how to write one. UNTIL NOW. by Martin Drake According to career consultant, Martin Darke, all it comes down to is marketing yourself properly. “Over 90% of job seekers have poor-quality résumés”, says Darke, who has seen thousands of résumés over his working life spanning Hong Kong, Australia and Britain, ”which simply don’t present them in the best light. Their dreams go straight in the bin.” In his concise book, The 30-Second Impact Résumé, Darke introduces a one-size-fits-all highly effective style of résumé which can be used by anyone across all sectors. “I’ve seen it work successfully for sales and marketing professionals, engineers, lawyers, nurses and doctors, tradespeople, accountants, master mariners, CEOs, cleaners, and many more. People feel good about themselves and can’t wait to kickstart their new job search. All of them got the interview and it makes total sense.” Buy on Amazon.com After success in Australia, with one agency alone buying 1700 copies for distribution to job seekers, Darke says, “I’m on a mission to help all job seekers, many of whom have already wasted time and money getting nowhere. With my new YouTube channel, which includes a Q&A with me as well as animated videos featuring a young Julius Caesar looking for a job, I’m determined to get my message across.” “People who buy this book, which is a minimal investment, will be surprised at what can be achieved. It really does change people’s lives.” The 30-Second Impact Résumé is available now at  Amazon.com ABOUT THE AUTHOR:   Originally from Nottingham, England, Martin Darke has spent most of his working life overseas. Starting in Hong Kong, by 1992, he was Director of Executive Recruitment and Human Resources Consulting for Ernst & Young. Moving to Australia in 1996 led to new careers and great challenges culminating in eight years proudly supporting people with disabilities. Martin also began drawing on his years of experience by offering support to job seekers through his writing and career consulting services. For Martin, having a positive influence on the lives of others is what life’s all about.
Ready Support Services, LLC (RSS) is putting forth a grand effort to attract veterans to join the team today. Ready Support Services, LLC (RSS) is a Veteran–Owned Small Business (VOSB), a veteran consulting company verified by the Department of Veterans Affairs Center for Veterans Enterprise. They began their operations over eight years ago and have grown due to excellent relationships with their clients. They are small, with just a 24 person team in an office in a small town, but they have the required knowledge that extends their reach and allows a few people to operate with the force of many! They achieve success because of how successfully they integrate with their clients. They believe that trust and respect are truly the foundation to great partnerships and they work very hard to maintain them both. One complaint most people have about consultant firms is that they can be disruptive. That many times employees fear outsiders coming in and destroying the workflow, but their clients have not seen those issues. They look to RSS because they lead with respect for their process and most of all their people! Click Here To View To All Of RSS' Available Positions!
MD Helicopters, Inc. is hiring U.S. veterans today and they are putting a real effort into attracting our nations heroes to join their team. MD Helicopters believes they are a perfect fit for U.S. veterans looking to get back into the workforce. MD Helicopters, Inc. (MDHI), a woman-owned, small business, is a leading manufacturer of commercial, military, law enforcement and air-rescue helicopters. The MDHI family of rotorcraft is world renowned for its value, versatility and performance, and includes the twin-engine MD 902 Explorer, the MD 530F Cayuse Warrior Light Scout Attack Helicopter, the new MD530G Attack helicopter, and a single-engine commercial fleet that includes the MD 600N, MD 520N, MD 500E and MD 530F. The innovative NOTAR® system for anti-torque control with no tail rotor – a key feature of the MD 902, MD 600N and MD 520N – is used exclusively by MD Helicopters to provide safer, quieter performance and confined-area access capability. MD Helicopters is proof that when every member of the team – regardless of position – is focused on driving improvement and innovation, delivering the highest customer value, practicing teamwork and guided by a strong commitment to truth, integrity, transparency and professionalism, anything is possible. They are team oriented, entrepreneurial and insist on open-door operations. This collaborative environment gives people a chance to make contributions at nearly every stage of the design, engineering and testing process, and encourages a cooperative approach to overcoming the most challenging obstacles. For people who want to and can learn quickly, the pace at MD is fast and fluid. Every employee is expected to own a piece of the company’s success, to deliver the highest quality products and technology at every turn, to build strong relationships across the organization and with their industry-leading partners, and to conduct themselves every day with confidence and integrity. For people who want to and can learn quickly, the pace at MD is fast and fluid. Every employee is expected to own a piece of the company’s success, to deliver the highest quality products and technology at every turn, to build strong relationships across the organization and with their industry-leading partners, and to conduct themselves every day with confidence and integrity. Click Here To View To All Of MD Helicopters' Available Positions!
Troy, Mich.  – Todd Palmer is a renowned thought leader and top staffing and recruiting executive who is committed to improving lives. As a successful leader who has spent years building up a multi-million dollar recruiting & staffing firm, Palmer is now setting his sights on even loftier goals – helping others find meaningful work and expanding their career opportunities through the release of his new book. Just in time for December graduations or those New Year resolutions that involve a job change or career growth, Palmer’s debut book, “The Job Search Process”, provides a practical, targeted guide to landing a new job in only 30 days. This latest work has already been nominated for both the Axiom Book Award and the Ben Franklin Business Book Award for 2016. In this career primer, Todd reveals the secrets that prevent many job seekers from landing a new position, while providing a call to action for all career-minded people: “Most people have blind spots when it comes to looking at themselves, their skillsets, and their job expectations. Jobs are closely tied to our identity, and often have a great impact on our self-worth. My goal is to help each and every job seeker overcome their fears and concerns, and attain the job they desire.” In my book, I teach people the basics, not just the WHERE, WHAT and WHEN, but the HOW: * How to find job openings * How to write a resume * How to excel in the interview and finally * How to “get” the job I also provide them with a Killer close, guaranteed to get almost any job.”   Buy on Amazon.com “The Job Search Process” is a very practical tool for becoming more self-aware, while maximizing job search efforts, preparing for interviews and landing that prized position. As an expert in staffing and recruiting, the author knows what it takes to be successful from both sides of the interview table. Palmer notes, “I tried to write a book that is easy to understand and gives people a simple process to follow. It’s a culmination of everything I’ve learned from a successful career in helping people find and land the job they really want.” More information about “ The Job Search Process ” and author Todd Palmer may be found on www.thejobsearchprocess.com . Palmer’s book is available at amazon.com and other major online booksellers. ABOUT    Todd Palmer :  Todd is the founder and President of Diversified Industrial Staffing.   Since 1997, Todd’s companies have helped over 5,000 people secure employment, improving their lives and the lives of their families.  Today, Todd works with individuals, companies, groups and associations through his business coaching and speaking firm, Extraordinary Advisors, to support corporate growth, foster business start-ups and guide leaders in the areas of talent management, workforce planning and organizational development.     In 2007, 2009, 2010, 2011, 2012, & 2013 Todd’s company, Diversified Industrial Staffing, was named by INC Magazine to the INC 5,000, as one of the fastest growing companies in America.  In 2011, Diversified Industrial Staffing was named a Michigan 50 Company to Watch. In 2008, his company was named by CORP! Magazine as one of Michigan’s Economic Bright Spots.  In 2011, CORP! Magazine named Diversified Industrial Staffing as a Best of Michigan Company and named Todd individually as an Entrepreneur of Distinction. In 2013, Todd was the National Chairman for Industrial Staffing firms on behalf of the American Staffing Association (ASA).  In 2008-2009 he was President of EO Detroit, a group of successful CEO’s, who have combined revenues in excess of $100 Million dollars. Todd currently writes a monthly column on employment issues for Dbusiness Magazine and a bi-monthly column for Production Machining Magazine, on employment issues and leadership issues.  In 2015, Todd published his first book, The Job Search Process, which helps people get new jobs in as little as 7 Days.  He is currently working on his 2 nd book about the entrepreneurial journey. His company has been featured in INC Magazine, The Detroit News, CORP! Magazine, Crain’s Detroit &  MetroMode.   Todd has been on the radio with the Business Reality Network, the Dan Mulhern Show, WJR AM 760 and was featured on Entrepreneur Television twice, in separate 30 minute sit-down interviews.  He is a regular on podcasts around the globe. Todd is a graduate of Eastern Michigan University with a bachelor’s degree in Organizational Communication and minor in Marketing.
Forensic engineering was still an emerging discipline in 1924 when veteran civil engineer Walter G. Haag founded his consulting company in Dallas, Texas, to appraise or value properties for a sale of the business. As his reputation grew, so did the forensic engineering field, and Mr. Haag began valuing properties after losses. By the time Mr. Haag retired from the company shortly before his death in 1956, forensic engineering was a full-fledged profession and Haag Engineering was ready to expand from North Texas to the world. Today, Haag is a multi-faceted forensic engineering and consulting company. Haag serves the legal industry, the insurance industry, corporations, manufacturers, private companies, and individuals. Their growth results directly from their long-standing commitment to quality while expanding their technical knowledge and services. Haag has built a reputation for excellence through the efforts of past and present personnel, and they are proud to continue that tradition today. Click Here To View And To Apply To All Of Haag's Available Positions!
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