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Classification Summary: Plans, manages and supervises the farming/ranching and administrative operation of research which is part of an agricultural and/or livestock research center, as appropriate to the position.
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Permanent DMHAS employees in the classification of Forensic Treatment Specialist should not apply; transfers within DMHAS will be handled through the agency lateral transfer process. Note: Permanent DMHAS employees in the classification of Forensic Treatment Specialist should not apply; transfers within DMHAS will be handled through the agency lateral transfer process.
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Knowledge in anatomy and physiology, medical terminology, pathology and disease processes, pharmacology, health record format and content, reimbursement methodologies and conventions, rules and guidelines for current classification systems (ICD, CPT, HCPCS.
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Knowledge of US Customs Classification and USHTS.Knowledge and Understanding of US Government export/import laws, regulations, and compliance requirements under the International Traffic in Arms Regulations (ITAR), Export Administration Regulations (EAR), and other international trade regulations.
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Communicate with all internal and external customers regarding exposures, classification changes, or general auditing procedure questions pertaining to premium audits. Responsibilities may include: Conduct audits of insurance policies by evaluating the insured's business operation, including examining, verifying, and recording pertinent classification-related data from financial/business records.
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An entry-level position for the Transmission System Operator classification. Experience: Four years of related experience, including work in generating stations, electrical maintenance, power system protection, and control, electrical system line work, or power system dispatching.
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Sebastian Longworth ( )This description sets forth the general nature and level of the qualifications and duties required of employees in this job classification, as well as some of the essential functions of this role.
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Michael Sullivan & Associates LLP provides equal employment opportunities to all employees and applicants for employment without regard to race, religion, color, national origin, sex, sexual orientation, gender, gender identity or expression, age, disability, pregnancy, childbirth and related medical conditions, genetic makeup, marital status, military service, or any other classification protected by applicable local, state or federal laws.
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We provide classification and technical assurance along with software and independent expert advisory services to the maritime, oil & gas and energy industries. Special Skills: Also requires education, training or experience in the following:Performing third party reviews of complex energy efficiency measures, and performing inspections;Producing client-ready analyses and reports;Contributing to the development and implementation of measurement and verification plans; M&V reports;Deploying data logging equipment, processing data and generating savings analyses; andConducting technology and process due diligence.
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The ideal candidate will have knowledge in chemical classification and have interest in growing in the environmental services industry. Job description Main Purpose Tradebe is looking for a field chemist who will be responsible for identifying, packaging and labeling of hazardous waste for transportation and disposal.
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As a Part-Time Environmental Technician, you will be assisting in the collection, segregation, and classification of different types of Household Hazardous Waste (HHW) at HHW Collection Events.
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Enrollment in benefits varies by employee classification; anniversary reward amounts vary by location. Community employees may receive annual anniversary rewards dependent on classification.
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FEATURED BLOG POSTS
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Whether you’re applying for your first job or looking to move up the career ladder, personality tests aren’t usually the first thing we think about. But surprisingly, they can have a massive impact on how our future employers perceive us. In fact, a 2017 study by the Society for Human Resource Management (SHRM) has found that 32% of U.S. employers use personality tests when hiring for senior management positions, and 28% use them for middle management positions. Personality tests are also used for hourly workers and contractors, though less frequently.
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With the advent of desktop computers, the arduous task of scouring through weekly job classifieds became a thing of the past. The mid-1990s brought about a new era where job seekers could easily search and apply for jobs online. The introduction of AOL's Instant Messaging feature provided an even faster means for employers and candidates to communicate and schedule interviews. As smartphones became more pervasive in the early 2000s, hiring managers increasingly used phone calls for screening and interviewing candidates. Despite this trend, over 80% of interviews still took place in person.
A Potential TikTok Ban?!
As you may already know, there has been a lot of talk lately about the possibility of a TikTok ban. While this has not yet come to fruition, it's important to consider the implications this could have for businesses and recruiters who rely on TikTok as a platform to market their brand, recruit new talent, and connect with their audience.
The Effects of Workplace Racism and Sexism
One day it's a covert statement to a mother returning to work after maternity leave. Another day it's a lingering gaze at an employee enjoying a culturally rich meal. These microaggressions (or sometimes macroaggressions) can take an employee from a confident, high-performer to one that feels insecure being themselves at work. Your employees engage with people with different ideas and feel most comfortable and valued when they can work without losing their cultural, racial, and gender identity. While most employers know this, why have workplace racism and sexism often been neglected?
When Rage Applying Strikes: How to Identify Unserious Candidates
As the job market remains highly competitive, we have seen a surge in "rage applying." This is when candidates apply to multiple jobs, often without considering whether they are truly interested in the role. Rage applying goes hand-in-hand with quiet quitting. Often, employees want to entertain the thoughts and feelings of leaving their job, but they aren't necessarily serious about leaving yet. Meanwhile, other employees engaging in this trend are actually trying to find a better role. As a recruiter, it can be hard to identify who are the real applicants in a sea full of quiet quitters, but understanding rage applying and identifying red flags will certainly help.