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Provide interim coverage during PD absence as directed by and with the support of the Residential Supervisor or any other interim member of program management assigned to the facility. Communicate with on-call and management staff any concerns or issues that arise related to the care of individuals, staffing concerns, or general needs of the program in the absence of an on-site manager.
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ComPay Range:The pay range for this position is $20.00-25.91 per hour; however, the pay offered may vary depending on job-related knowledge, skills, and experience. Benefits:The benefits available with this position include:Ongoing Training (RSO, Systems, Software Programs, OSHA Safety, JJ Keller, etc.
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Advise the Information System Owner (ISO), Information Data Owner (IDO), Program Security Officer (PSO), and the Delegated and/or Authorizing Official (DAO/AO) on any assessment and authorization issues.
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EEO Statement It is the policy of McLean Hospital to affirmatively provide equal opportunity to all qualified applicants for employment and existing employees without regard to their race, religion, color, national origin, sex, age, ancestry, protected veteran status, disability, sexual orientation, gender orientation or any other basis that would be in violation of any applicable law or regulation.
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Experience with any of the following tools: Mentor Graphics Designer, PSPICE, System Vision, MATLAB, Mathcad, IDL, Computer Simulation Technologies (CST), Microwave Design Studio, High Frequency Structure Simulator (HFSS) and Advanced Design System (ADS.
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Snap-on strictly prohibits, and does not tolerate, discrimination against applicants, associates or any other covered persons for any reason including race, ethnicity, religion, color, national origin, sex, age, physical or mental disability, veteran status, gender identity, sexual orientation or any other characteristic protected under applicable federal, state, or local law.
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In addition to x-ray tech duties, this position may also serve as medical receptionist in an outpatient clinic setting We offer an excellent work environment a competitive compensation package, and the ability for you to grow professionally.
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Floor & Decor provides equal employment opportunities to all associates and applicants without regard to age, race, color, religion or creed, national origin or ancestry, sex (including pregnancy), sexual orientation, gender, gender identity, disability, veteran status, genetic information, ethnicity, citizenship, or any other category protected by law.
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AFC Urgent Care - Burlington
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The Information Systems Security Officer (ISSO) III is responsible for ensuring the appropriate operational security posture is maintained for an information system and as such, works in close collaboration with the ISSM and ISO. The position shall have the detailed knowledge and expertise required to manage the security aspects of an information system and, in many organizations, is assigned responsibility for the day-to-day security operations of a system.
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Physician Liaison / Outreach Coordinator Position Requirement: Part-Time FLSA Status: Non-Exempt Location: Arlington , MA Join a leading clinician-led behavioral health company today! This position is an entry level Physician Liaison / Outreach Coordinator role.
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You will have direct, daily contact with our CEO, President of Research, CSO and other C-level executives. Alloy’s Antibody Discovery Services (ADS) team is adding a new senior leadership position for a Vice President of Antibody Research Programs based in Waltham, Massachusetts.
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Qualifications We PreferBachelor’s degree or higher in Electrical EngineeringExperience with technical, project leadership and/or program management experienceExperience with financial reporting activities, including CAM Experience with National Instruments’ TestStand, LabWindows/CVI, and/or LabVIEWExperience with any one of the following: Digital, Analog, RF, and/or Power Supply test hardware and/or software design.
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Expert knowledge in using Bloomberg, and FactSet, similar investments systems, as well as experience to be able to apply expertise to any new investment risk management and accounting related, and order entry systems.
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Perform weekly safety walk-throughs and partner with Environmental Health & Safety to remediate any issues. Work as a member of the lab support team; perform routine and other duties as assigned.
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any position daily pay member jobs Company: Hudson Group in Bedford, MA
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Virtual Reality Job Interviews
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.
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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.
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In today's competitive job market, writing quality job ads is critical for attracting top talent to your organization. While networking and candidate referrals are prime real estate for finding qualified candidates, nothing beats the tried-and-true method of writing an extraordinary job ad. But while writing a great job ad is the first step, what's more important is increasing visibility. You could have the most detailed, well-written ad on the internet, but if no one sees it, then you are wasting time (and potentially money!). Employers often believe that job boards are the root of the problem, but you can learn how to increase job ad exposure by tweaking a few steps of your recruitment process.
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The job market has shifted significantly in recent years. The accelerated adoption of technology has not only pushed many companies into remote working arrangements but also increased the availability of supporting tools and technologies (i.e., video conferencing and collaboration software).