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[NY Post **NOT ME] I wasn’t hired because I’m a white man — can I sue? https://lnkd.in/eqiHhN3i https://www.garrigan.nyc/ I am actively looking for new opportunities. I review all roles and I prefer full-time permanent roles and long-term W2 contracts with benefits. Subject matter: Automation via PowerShell | Active Directory | Windows Server Location: New York City - remote, hybrid, or on-site - I do not have a car. I created PowerPoint presentations to illustrate work products. https://lnkd.in/eSENNqNx I appropriately altered details. Recommendations are embedded in my LinkedIn background image. At my previous job [July 2019 - July 2023], I interacted with Windows servers and created PowerShell scripts to automate tasks. I had written more than 50,000 lines of code. I envision, create, and implement solutions. Preferred Contact Method: Email [email protected] Interview Requirements: Video calls - dial-in telephone number for audio. Confirmation via a calendar appointment. Cover Letter and Resumes: https://lnkd.in/ezCf_qvU Recommendations: https://lnkd.in/e27NPU-3 Kindly subscribe to my YouTube channel. https://lnkd.in/gZKZpJSn I do not use personally owned equipment for job-related electronic communications. A few examples of prohibited use are apps, chat, email, text, and video. In other words, job-related data of any type is neither saved on nor does it pass through personally owned equipment. I may use personally owned equipment for job-related work solely for voice calls via a cellular/landline phone and remote computer sessions via a virtual machine designated only for the job. Only screen images, keystrokes, and mouse actions flow between the remotely connected systems. Go at it boldly, and you'll find unexpected forces closing round you and coming to your aid. https://www.garrigan.nyc/ Kindly share my post with your LinkedIn network. Thank you: https://lnkd.in/eQgYymBh

Hiring Solutions in Action: Because of excessively long hiring timelines, many applicants to Nevada County, CA positions accepted private sector employment offers before the county could complete the hiring process. Setting a 60-day recruitment goal, conducting process mapping, and consolidating final staff approval helped the county fill open positions. So far, the new process has saved the county a cumulative 99 years in staff time. Learn more: https://lnkd.in/gsH53MaW #GFOA #localgov #workforce #hiring #workforcesolutions

There are several red flags you'll want to watch out for when it's time to look for something new. Here are 5. 👉🏾 I have provided complete information on my blog: https://lnkd.in/gQZQBUwn  #JobSearch #ResumeTips #LinkedinTips #CareerTransition #JobsSearchStrategies

Time to retire the old-school look! Public safety departments, 2024 is the year to revamp your brand and attract the best talent. Today’s recruits want more than just a job—they're looking for a cause to rally behind and a team that’s as forward-thinking as they are. An outdated, generic image won’t inspire confidence or excitement. Let’s modernize your brand across the board—from your marketing assets and videos to challenge coins and beyond. A fresh, dynamic brand doesn’t just attract new talent; it also reignites pride and motivation within your current team. Showcase your professionalism, innovation, and vital role in the community. www.BrandEnforcers.com #ModernBranding #PublicSafetyRecruitment #FutureOfPublicSafety Metropolitan Police Dunwoody Police Department Portland Police Bureau Arvada Police Department City of Alexandria Police Department Fire Safety Research Institute Georgia Firefighters Burn Foundation Georgia Public Safety Training Center (GPSTC) FARO Public Safety Insights Law Enforcement Mortgages™ Law Enforcement Athlete

Hi Friends, I was interested in hearing people’s thoughts and expertise on Queensland blue system. Over the years working in front line, I have seen some incredible Lived-Living experience, peer workers in the AOD space be knocked back on blue cards or be subjected to long stressful QCAT applications costing money, along with a traumatising processes (for drug related offences, no crime against children). There doesn’t seem to be much consistency with this from the stories I have heard.   The evidence is clear on the value and importance of lived-living experience workforce including people who have been in prison and have been involved in the ‘justice’ system. A lot of the workforce in community services space require a blue card regardless if they are working with children or not(sometimes part of funding agreements) As a requirement of work placements in finishing studies require a blue card.   I'm eager to learn from your experiences and insights. Please share your perspectives below in the comments! Let’s start the conversation 🩷 #LivedExperience #PeerWorkers #AOD #WorkforceInclusion

Here's an update for #WhatsHappeningWednesday that makes us go wow! From My #Oregon News, https://www.myoregon.gov/ is this feature on "Work Support on Wheels." Here's an excerpt from the article written by Laura Eidam: "Beginning this spring, job seekers, students, and workers throughout Central Oregon can expect WorkSource Oregon services to come to them, thanks to the Central Oregon Intergovernmental Council’s new mobile unit. This one-of-a-kind workforce center is made possible through support from Future Ready Oregon. Specifically, a 2022 Workforce Ready Grant from the HECC (Higher Education Coordinating Commission) funded the purchase of the van, and Prosperity 10,000 support from East Cascades Works—the region’s local workforce board—is funding the planning, implementation, and hiring of a mobile employment counselor. The Central Oregon Intergovernmental Council (COIC) serves Crook, Deschutes, and Jefferson Counties. That’s about 600 miles of open road. The region’s WorkSource Oregon centers in Bend and Redmond can be challenging for residents in the surrounding communities to visit. “In some cases it can be a 60-70 mile round-trip to get to these centers,” says COIC Adult Programs Manager Dana Dunlap. “For someone with a low income—or no income, or who is waiting for unemployment benefits—that is a significant expense.”" The article goes on to state that: "Designing the mobile unit highlighted the importance of partnering with community members and engaging in collaborative brainstorming to ensure the van is efficient, reliable, and can be used to serve a maximum number of community members." We look forward to the roll out of this wonderful initiative, as we appreciate all the partnerships that make #WorkforceDevelopment and #CommunityEngagement projects thrive! #PartnershipsMatter

Check out all the answers in this Top 5 article regarding your W-2s here in our Community.  https://intuit.me/48RnNZR

Opportunity

It shouldn’t take a year or more to hire or promote city employees. A year is too long for a resident to wait to begin their career with the city. A 22% vacancy rate is too high for our front-line city employees, like refuse haulers or police officers. We should be doing everything we can to get them the help they need to make our city cleaner and safer. The process should be simple and easy to understand. That’s why I’m proposing to modernize our city’s hiring process, cut red tape and bureaucracy, and establish new preferences that will provide local residents and students the opportunity to get a city job, with benefits and a union.

Appraisers: Instead of turning down an order outside of your expertise. Refer it to another appraiser and earn a referral fee for it!