Leaving a Job Heres Your Professional Exit Strategy - FlexJobs

Leaving a Job Heres Your Professional Exit Strategy - FlexJobsLeaving a Job Heres Your Professional Exit Strategy Leaving a job is like breaking up with a significant other. Whether youre parting on good terms or bad, whether you still loved your job or couldnt wait to get out,partingcan be an awkward time filled with professional mines that you dont want to step on.To get through your next professional exit with your dignity and networking contacts intact, heres our quick guide to crafting your best exit strategy for leaving a job1. Giving NoticeThe traditional two-week elendice is still very much encouraged for anyone quitting their current job. If you can and want to give more than two weeks, thats fantastic, but otherwise, two weeks is standard. Notify your immediate supervisor(s) and then your immediate co-workers of your departure.2. Who To Tell, and WhenIts important to make sure that your immediate supervisor(s) find out first, and through you, not through the grapevine. Depe nding on your industry, you may want to tell them the day before you plan to abflug your two-week notice, and in others, you can tell them as far ahead-of-time as you think is warranted.This really depends on your relationship with your boss and the nature of your work. You really have to feel out your situation to determine what is best. Once your supervisors have been given notice, its generally acceptable to tell your workers.3. Telling Co-workers Before the BossSometimes its impossible to plot your exit strategy without a bit of support from the inside. Tell only one or two very close, very trusted colleagues if you need their advice on giving your notice. It can be beneficial to get advice from someone who knows your bosss style or knows the company culture well, so you know how to proceed.But if youre just telling colleagues because youre excited to leave, wait until after you tell your boss. Otherwise, the rumor mill may beat you to it.4. Offering Transitional HelpBefore you leave, should you offer to help train your replacement, or help your team transition to work-life without you? This is always appreciated, both by the new hire and your current boss. You dont have to stay solely for the purpose of training the new person, but if you have the time and inclination, this can be a great way to leave on a positive note and to set the tone for your connection with your boss after youre gone.5. Working Overtime to Finish Your ProjectsShould you feel obliged to stay late or work weekends just to finish up your work? If you have overdue projects that should have been done already, or theyre ones that you have a unique perspective on, then devote as much of your time as youre comfortable with to finishing them.But no, if the projects are proceeding on target and there are other people involved with them, its not necessary to stay late or work weekends to finish them before you leave. Just make sure you update your teammates and boss as the status of your port ion of the project, and connect any of your contacts with the person who theyll be working with after youre gone.6. Being Available Once Youre GoneOnce youre officially off-the-job for good, is it really necessary to be reachable by your old boss or team if they have unexpected questions? While a very nice professional courtesy, its not required. If you want to offer your contact information for future follow-up, its a very nice gesture that will be appreciated, but its by no means required.The time frame should really be only for a few weeks at the most. Anything longer than a month is taking advantage of your kindness.Leaving a job comes down to this Everything you need to know about quitting a job you learned in kindergarten (thats how the saying goes, right?). Be kind, be courteous, and be available. But dont be a pushover.Looking for a new job? Check out jobs in over 50 categoriesReaders, are you leaving a job? Have you left a job in the past? Tell us your comments

Making the Emotional Robot

Making the Emotional Robot Making the Emotional Robot Making the Emotional RobotThe robots that assemble our cars, that mow our lawns, and that take our orders at Pizza Hut are heartless, logical creatures, if, admittedly, sometimes cute. Unlike the humans they serve, they dont respond to the events and interactions around them with joy, frustration, anger, sadness, or any of the other subtle feelings that accompany our species through life. Though artificial intelligence and neural networks are making robots smarter and more autonomous every day, robots are notlage likely to seem humanand make decision like humansuntil they feel emotion. EmoShape packs virtual emotions onto a chip. Image EmoShapePatrick Levy-Rosenthal, founder and CEO of EmoShape, has created a chip that will add the emo to the robo. With it, robotsas well as virtual reality and game characters, and smart roomswill be able to read the emotions exhibited by users and react, respond, and make choices in emotionally appropriate ways.For You Read about new robotic breakthroughs from ASME.org.The companys Emotional Processing Unit, as their chip is called, takes an eingabe and converts it to twelve different waves based on the essential components of emotion anger, fear, sadness, disgust, indifference, regret, surprise, anticipation, trust, confidence, desire, and joy. The stimuli creates waves in the chip that interact with each other, he says. The result is the emotional state of the machine.By hooking up these twelve waves to actuators in the face of a robot, or pixels of an animation, the virtual emoter can become as expressive and subtle as flesh and blood. The chips wave computing, as Levy-Rosenthal calls it, is capable of producing 64 trillion possible emotions in a tenth of a second.As a proof of concept, the company has created a virtual woman named Rachel that uses the chip. Right now she is just a face on a computer screen, hooked up to the chip and a simple AI program. Bu t when shes asked a question she truly comes alive. Patrick Levy-Rosenthal, founder and CEO of EmoShape, created a chip that adds emotions to robots and virtual characters. Image EmoShapeWhen we say to the system, You look very nice today, she expresses happiness, confidence, and a bit of surprise, Levy-Rosenthal says. That combinationon Rachels face looks very much like how a bonafide human might react to such a compliment. But, like a human, her response is not exactly the same every time. Her first response is happiness. But if you repeat it three times, she starts to get annoyed.Its this ability to learn and adapt that will make robots, voice assistants like Siri and Alexa, and gaming creatures, truly customizable. The chips can learn how to react not only to their owners preferences but also to their value systems. The first time I said, Hey, you look sexy, it didnt react, Levy-Rosenthal says. If I say, Rachel, sexy is good, the next time I say, Hey Rachel, youre sexy, shell smile right backit makes her happy.Working with an AI program that can search the internet, the chip can learn how a human feels about social issues, specific politicians, Brussels sprouts, and anything else. When the robot does something for the human and the human shows displeasure, the robot feels pain and wants to avoid it in the future, Levy-Rosenthal says. In a million robots, every single robot will start to diverge in relation to its human relations.Anyone can get a definition of racism on Wikipedia, but if I ask how you feel about it, that is whats valuable to me. Patrick Levy-Rosenthal, founder and CEO, EmoShapeCreating personalized emotive robots is not just an effort to bring us closer to our zukunftsvorstellung android fantasies. Levy-Rosenthal believes his chip will also make the workplace more productive, and a bit more pleasant.If a human and a robot are working together and the human feels bad and the robot doesnt feel it, and continues at the same spee d of production, the human will feel frustrated, the robot will have to slow down, theres a bottleneck, productivity slows down, the human takes a baseball bat and smashes the robot, he says. Its not what you want.Whatever the chips productivity enhancement potential, it will surely humanize human-robot interactions. As Levy-Rosenthal likes to point out, we understand with more than our intellect.We dont just ask each other What is this or what is that, but What do you think and what do you feel about it, he says. This is the beauty of human interaction. Anyone can get a definition of racism on Wikipedia, but if I ask how you feel about it, that is whats valuable to me.Michael Abrams is an independent writer.Read moraSnake Robots Crawl to the RescueRemote Robot Cleans Trash from WaterRobots Modeled on Bees Sense Rather than Think For Further Discussion

90,000 employers are looking for you (or someone you know)

90,000 employers are looking for you (or someone you know)90,000 employers are looking for you (or someone you know)We have over ninety thousand employers looking for new employees on Ladders, and we could use your help.If you, or your friends or colleagues, could fit the bill for one of the below-listed jobs, please let us know by clicking through and applying. Or ask your friend to2015 feels like a brand new economy, and there are more opportunities than ever beforeCrissy CamerotaCorporate Recruiter at PegasystemsSenior UX / UI Consultant Salt Lake City, UTSenior UX / UI Consultant Phoenix, AZSenior UX / UI Consultant Portland, ORScot DickersonPresident at Capstone Search GroupAnnuity Product Manager Scottsdale, AZVice President of Product Development / Product Management Lexington, KYSenior Commercial Lines Claims Consultant Memphis, TNJulie BeltmanHR Partner at Check Point Software Technologies, Inc.Territory Manager Seattle, WASecurity Engineer Los Angeles, CASecurity En gineer, System Integrators FLMatthew MillerBusiness Development Representative at Treeline Inc.Territory Manager Birmingham, ALTerritory Manager Tallahassee, FLTerritory Manager Atlanta, GADeborah IrvineIT Recruiter at TalentyoSr UX Consultant San Francisco, CASr Bilingual IT Recruiter San Francisco, CASr Drupal Developer San Francisco, CARay MillerOwner at USA Recruiting AssociatesQuality Engineer Morristown, TNProject Manager Commercial Concrete Construction Austin, TXTraffic Engineer Columbus, OHSusan SchoenbergerRecruiter at MR Chicago WorldwideDirector of Sales MADirector of Sales CTDirector of Sales NJDiego ReyesPersonnel Recruitment at Grupo GDDatabase Engineer TXSenior Database Administrator NCJAVA Developer TXDiane LockPermanent Placement at The Judge GroupAnalyst, IT Systems SAP BW Memphis, TNPlant Controller White Hall, ARManager of Customer Quality Assurance Saint Joseph, ILCraig KennedyFounder/President at Kennedy Unlimited Inc. Professional Staffing Scientist Formulation Sacramento, CAScientist Fermentation Bacteria Fungus Sacramento, CABioinformatics Head Raleigh, NCGood luck with your search this year

Best File Format to Use for Your Job Search

Best File Format to Use for Your Job SearchBest File Format to Use for Your Job SearchBest File Format to Use for Your Job SearchNot all file formats are created equal.Youve written your resume, keyword optimized it, and had at least three people edit it. Now its time to save your document and send it out. Have you saved it in the best resume file format for hiring managers to process? Weve all been taught to polish our resumes, divide it into readable sections, and stay away from the first person, but what about the actual format? No one ever mentions that detail. Which file format should job seekers use to upload, email, or submit their resumes? The answer It depends on the situation.Below are the pros and cons of each file format to help you choose the best resume format for every circumstance.Hard CopyHard copy resumes may be rare, but they are not completely obsolete. Job fairs and interviews still call for the traditional resume, printed on professional-quality paper. The ru les for hard copies are also simpler than their electronic cousins. Keep in mind the following resume tipsDont use paper colors other than white or eggshell. Other colors look unprofessional and can cause issues with readability.Use new, unstained resume paper with a weight of 24-32 lbs. This paper stock is available at fruchtwein office supply stores.Stay away from graphics, fancy fonts, and colored writing.Dont staple the resume. Use paper clips.Place a cover letter on top of each hard copy.aber ja DocumentMicrosoft Word is currently the most popular word processor for writing resumes. Documents written on Word will be saved as a .doc or .docx file, which is a popular file format to send as an email attachment. Indeed, many job ads specifically request Word versions over any other program. Do not use OpenOffice or other programs to save your resume as a .doc or .docx. These programs may save in the format but include minor inconsistencies that will cause your resume to look awkwar d.Pros of Word DocumentsWord is standard in most businesses.It maintains the overall formatting and keeps the same feeling.Cons of Word DocumentsSome companies dont allow email attachments because of virus risks.There are compatibility issues (.doc vs. .docx and Mac vs. PC) that may alter the format of your resume.PDFSome might consider the PDF to be the best resume file format. While Word has its ups and downs, emailing a PDF gives you complete assurance that the employer will see your resume exactly as you designed it. PDFs also come with extra protection. Hiring managers or other employees cannot edit or alter the document, ensuring your original copy arrives safe and sound.Pros of PDFsEliminates virus risk.Compatible with both Macs and PCs.No one can change the resume once its saved in PDF.Cons of PDFsThe recipient must have Adobe Acrobat Reader.Job seekers may not have the right software to convert documents to PDF.Not all applicant tracking systems can view and parse resumes i n this format.HTMLHTML files are making a breakthrough in resume formatting. Job seekers can easily save their resumes as an HTML file, which appears similar to an Internet bookmark. Hiring managers open the file on their internetbrowser and view it much like a web page. An HTML resume can be sent as an email attachment or posted on a website.Pros of HTMLHTML retains formatting and layout when the resume is sent as an email attachment.The recipient can view the resume right in the email browser without downloading it.The resume can be posted to your website.Cons of HTMLYou may require a separate software application to convert the document to HTML.Not all browsers support HTML documents.The resume file may be mistaken for spam, which is often sent in HTML.Plain TextA text resume has no special effects such as bold, italics, or centering. It contains only plain-text characters that can be created from the standard keyboard. This format is the best for applicant tracking software (ATS ) purposes, as all ATS systems can sort through, decipher, and read plain text files that do not contain any design elements or conditional formatting.Pros of Plain TextA text resume can be sent within the body of an email.Plain text makes it easy for employers to place the resume into a searchable database.Some creative effects can be added using keyboard characters.Cons of Plain TextText strips out all graphics and special text effects.Isnt very appealing.Often is hard on human eyes.Applicant Tracking System (ATS)Whether you select Word, PDF, HTML, or plain text for your resume, always keep in mind the applicant tracking system (ATS). This applicant-screening software is programmed with basic, common fonts and styles. Stay away from fonts that are stylistic in nature. Times New Roman, Calibri, and Cambria work best with the ATS. This software often cannot read tables, graphics, or colors, so another resume tip is if your resume is posted online for the computer to read, stick with basic formatting.Click on the following link for more resume advice.Ready to update your resume? Start with a free resume critique.Recommended ReadingAvoid the Resume Black Hole With These TipsAre You Trying Too Hard in Your Job Application?5 Signs Its Time to Hire a ProfessionalResumeWriter

Rumors, Deception and Law School Resume Examples

Rumors, Deception and Law School Resume Examples Successful plaintiffs are qualified for a wide variety of remedies under federal law. It serves to get familiar with the employer so they can decide if they would care to learn more about you. The employer may wish to know just what you want to get and the skills youre hoping to utilize. Virtually every possible employer might want to observe a resume from you. To have an occupation, you must make the suitable resume. For instance, if you waitressed you might think about listing the corporation that owns the restaurant rather than the restaurant name as your employer. This choice depends on your field of study, academic and professional abilities and career program. Unique kinds of work in the food service industry require resumes with several of the exact skills. If youre attempting to acquire work in accounting or finance you require averystrong resume. With some research its possible to learn to appropriately utilize them. I ts the sole means to receive interviews with prestigious law firms and plush company businesses. Some simple info and facts you have to consist of, of program, with the purpose of attracting employers. Schools look for how you process an experience and what unique insight it is possible to write about doing it. What you would like is to develop into a law student. If you wish to compose a law school admissions essay, you will need to learn more regarding the school that you wish to attend. It is preferable to make sure you include everything thats needed in the law school admission essays. This skill is important to lawyering. Therefore always high the absolute most transferable skills youve got. To begin, utilize the skills below. Thus, decide on the skills shown in the work description. Law School Resume Examples the Ultimate Convenience mora than that, you may use our cover letter builder to earn a matching cover letter. When its below that mark, it could be better to e xclude it. Understanding how to tailor your resume will obviously provide you an advantage. Building a resume template is going to have to be beautiful and fascinating. Law School Resume Examples No Longer a Mystery It also provides a generic graduate school resume sample, which youll be able to utilize to have a feel for those sorts of sections or topics you may want to incorporate into your own resume. If you have a specific language ability which may be relevant to an employer, you may include an abilities or languages section with that info. Generic terms arent protected by trademark law as theyre simply too helpful for identifying a specific product. Any information you believe to be related to your application is acceptable. Youre able to use samples to supply you with a blue print on the best way to compose your own resume. Get the feedback and support you should succeed. Include your e-mail address and be certain to test it frequently. Place your name, address, and telephone number at the very top of your resume. UPenns Career Services department provides a massive assortment of CV samples along with the resume samples listed above. If youre not certain which one to stick to, check the school website to see whether it features any particular guidelines. If youve attended a summer plan, you have at least two options. A general search online is probably going to bring up hundreds of college and higher school personal statement examples, with no guarantee on the character of the papers.

The Unknown Details About Writing a Resume Summary Linkedin That Some People Dont Know About

The Unknown Details About Writing a Resume Summary Linkedin That Some People Dont Know About To put it simply, resume summaries are the absolute most efficient way to begin a resume. Based on who you ask and the way youre using it, summary statements can be a whole waste of space or a whole game changer. Youre going to compose a resume summary which gets far more interviews. Resume summaries are rather underrated. Resume summaries are a breeze to write. You may want to look at a qualifications summary which we outlined in last weeks postbut if only you need to have a summaryhere are a couple of examples to help you begin. Qualifications summaries likewise dont necessarily consist of quantifiable data, which is standard for the expert summary. While its not obligatory to have a resume summary, it is imperative to include one if you truly need the job. Writing a resume for employment in the art industry can be difficult. Transportation jobs involve a lot of responsibility and your resume will want to reflect you can manage that. If youre attempting to obtain work in accounting or finance you require averystrong resume. What Writing a Resume Summary Linkedin Is - and What it Is leid Writing a strong application is a difficult procedure and we would like to make it simpler. 1 A resume summary is a brief, snappy introduction paragraph that delivers a summary of your very best work. The summary statement is a significant marketing and advertising tool and sets the general tone for your resume. At first, writing a resume summary statement appears easy. Some folks become intimidated by the notion of seeking connections. If you follow the advice above you will have an interesting, compelling resume summary that is likely to make the reader want to find out more about you even regardless of your lack of work experience Whats more, the majority of people dont bother writing an expert summary. An expert summary is the very first thing people are li kely to see on your resume. Scanning through the work description is a remarkable approach to pick out the keywords. No matter whether youre searching for an entry level job or larger career advancement, you most likely already understand how important your resume can be in your search to discover the ideal job. If you dont have a wonderful summary, however, the additional work theyll have to set in to review the resume will diminish your chances. The resume summary will act as their sales pitch. The summary communicates key information like your degree of experience, your field of expertise, and your most marketable skills. On the flip side, functional resumes are ordinarily used by fresh graduates or individuals who have less experience but want to grab the work vacancy.

Pick a Partner Ice Breaker for Meals

Pick a Partner Ice Breaker for MealsPick a Partner Ice Breaker for MealsYou can use the Pick-a-Partner ice breaker to warm up a group and enable participants at a meal to get to know each other quickly. While the ice breaker can be used to start off a days session, it is fruchtwein effective when participants break for lunch. Several variations of the basic ice breaker are suggested so that you can add variety on different days of your meetings and match the ice breaker to the needs of your training, meeting, or gruppe building group. The main purpose of an ice breaker is to help you help your group achieve its goals, no matter what the goals are. However, most groups include team building, getting to know each other better, forming friendships, or learning to work with each others differences among the goals for a session. The purpose of this ice breaker is to help session attendees know and appreciate each other. Additionally, this ice breaker, depending upon the variation used, ca n help participants develop social skills and appreciate drawing out the strengths and skills of another person. You can develop fun meeting ice breakers that help people meet and greet, too. You are encouraged to develop your own ice breaker variations to meet the needs of your group and to accomplish your goals. Pick-a-Partner Meeting Icebreaker This meeting ice breaker is best used when employees are gathering to share a meal. You can adapt the ice breaker to help participants meet and greet at the beginning of the session, too. However, one of my favorite session beginning ice breakers is the Speed Meeting Ice Breaker because participants meet numerous attendees quickly and move around the room. Basic Meeting Ice Breaker Ask your participants to number off by one and two. Your objective is to pair participants who dont know each other well. Their goal is to learn something about their freund. I suggest you use a list of pre-developed discussion points or questions to encoura ge conversation beyond, So, what do you do? Pre-developed discussion points also encourage quieter participants to talk, more talkative participants to share the stage, and they fill moments of silence when participants would otherwise stress out thinking about what to bring up next. Here are useful discussion points, but consider developing your own based on your knowledge of the needs and interests of the group. Notice that the discussion points start out with an easy point to enable participants to succeed quickly. Allow participants 5-10 minutes for the exchange. Establish the expectation that the pairs will sit together at the meal with other program participants, usually at tables of around 8 people. Suggested discussion points include Describe where you work, your job, and how you came to work for the company.Name your favorite color and how you surround yourself with or include that color in your life.Name a book or movie that meant something important to you. Describe what it meant to you and why.Describe your ideal vacation and whether you have made it happen in your life.Share one goal, personal or work-related, that you want to accomplish this year. When the time is up, ask your pairs to proceed together to join others at the lunch table or buffet bar or other meal arrangements offered. Make sure you broaden the conversation across pairs during the meal. Pick-a Partner Ice Breaker Variation You can ask people to introduce themselves at their assigned or chosen table (your choice, but do use name cards that are visible if seats are assigned) Or use a seating assignment chart at a table by the door, so participants can quickly locate their table. (Assigned seating depends on the needs, interests, and goals of your group.) After brief greetings are exchanged, tell participants that their responsibility is not to continue to introduce themselves to the group, but rather, to do everything in their power to help the group get to know the person sitti ng to their right. Participants will use verbal discussion points, questions, and conversational res include the participantasks the partner to tell the group what he or she got out of the mornings session.redirects a question to the partner, saying, What do you think about this issue, George?draws out the partner with a prompting comment, Tell us about your favorite part of your job.in response to a conversation at the table, asks the partner if he or she has an interest in or opinion about the discussion point. You may find that even your quiet and reserved attendees participate wholeheartedly because they are not the center of attention. It is easier for some participants to direct the attention of the group to another participant. On the other hand, some of your outgoing participants may struggle with not being the center of attention. They may struggle with throwing the conversational ball to their partner. Debriefing the Pick-a-Partner Ice Breaker Variations As with most meet and greet ice breakers, for an exercise debriefing, I recommend that you ask the group to share any thoughts, insights or observations they may have as a result of participating in the process. Their responses to that question will prompt whether and what additional questions you ask the group. Additional debriefing questions may include What else did you notice as you participated in this exercise?What would you do differently if you were to participate in the exercise again?How would you change the exercise to improve its effectiveness? Keep in mind that people like to eat hot food and this meet and greet participation occurs while people are eating. Minimally, save the debriefing, if you hold one until most participants have finished dessert and after-meal beverages.

A JP Morgan intern who had to click on 12,000 websites regrets nothing

A JP Morgan in eigener sache who had to click on 12,000 websites regrets nothingA JP Morgan intern who had to click on 12,000 websites regrets nothingUpdate As of March 31, this story has been updated with details on the interns work experience.The world is awash in stories of interns and low-level staffers having to do gruntwork The Devil Wears Prada covered it best.All of those stories, however, came before the advent of the Internet. Now internships have a whole new frontier of intense demands clicking, clicking, clicking.Consider the case of the unfortunate JP Morgan intern whose job was to sift through 12,000 websites that carried the banks advertising.One by one.Click by click.12,000 times.Why menschlichs still think better than machinesHeres the background on Wednesday, The New York Times released an article about JPMorgan Chases new whitelisting policy, which detailed how the company has moved away from programmatic advertising that dropped the banks ads on any website, towar ds more human intervention.How it all started a Times reporter telling the company that a Chase ad was appearing on a Hillary 4 Prison website.It became an unnamed interns job to sift through 12,000 websites wzu siche JPMorgans ads were showing some activity.In a 30-day period, the intern had to click on each of those 12,000 websites to make sure the ads werent appearing on controversial sites that could lead to bad press sites of so-called fake news, which were formerly known as propaganda sites.In total, the intern flagged about 7,000 ads.The result Chase is now getting the same engagement with ads on 5,000 of the intern-approved sites as it did with 400,000 sites that included many that featured propaganda. And its brand is not housed alongside so-called fake news.Who was that intern?The Times story is not about this intern itsa friendly story about how Chase is making the same profits using fewer ads.But, in the new world of digital labor, that internis the most interesting deta il. What was that persons day like? How much did he or she get paid? What was it like to look through 12,000 websites?Ladders reached out to JPMorgan to find out more details on the intern. Were glad to report that she seems okay.For outsiders, clicking through thousands of websitessounds terrible, but it helps when that work gets recognized. And for Elisabeth Barnett, it did.Barnett, a recent college graduate, is the intern who works as a media absatzwirtschaft analyst as part of the Chase Leadership Development Program.According to Chases Chief Communications Officer Trish Wexler, Barnett was really proud that she helped make a real difference in resisting fake news.Wexler told Ladders that she is not sure how Barnett managed her time, but the bank plans to find out and clone it.For her hard work, Barnett got taken out to lunch by her supervisor and even got a public shoutout from JPMorgan Chases Chief Marketing Officer, Kristin LemkauThe overarching goal for the Chase Leadership Development Program, like all internships, is to get hired.At the end of this we want to hire them and we want to make sure they had a good experience, Wexler said. By getting recognized by a top executive for her work, it seems like Barnett is well on her way there.Digital labor can be the hardest to defineWhile automation is becoming more popular for some white-collar jobs, like banker and lawyer, some professions dont adapt to robots as well. There arestill many simple, repetitive tasks we make humans do because we havent figured out how to automate them.This interns work was an example Algorithms were set to distribute Chases advertisements across a variety of websites- but those algorithms are unable to discern real news websites from fakes news or propaganda sites. This is where humans are necessary to make those judgments on quality that algorithms cant.Whats so bad about that? Well, one big concern if youre a human given a task meant for a robot, you start to feel like one. The best example of this is content moderators, who have sued companies like Facebook, Google and Microsoft for requiring humans to do jobs that involve exposure to hundreds of thousands of traumatic images a day. Content moderators in the Philippines are clicking through the worst of humanity to make sure they dont appear in your Facebook and YouTube. This invisible labor force is estimated to be half the total workforce for social media sites, according to a Wired article, but very little is publicized by these companies about the psychological toll.

Air Force SSgt (E-5) Promotion Overview and Rates

Air Force SSgt (E-5) Promotion Overview and RatesAir Force SSgt (E-5) Promotion Overview and RatesThe Air Force manages its enlisted versetzungs differently than the other services. The Air Force first determines the overall vorrcken-tarif (Air Force Wide) for the promotion cycle, by forecasting how many slots will be available. It then takes this rate and applies it to all of the Air Force jobs (almost*) equally. For example, lets say the Air Force determines (Air Force Wide) that it will be promoting 20 percent of all eligible Staff Sergeants (E-5) to the rank of Technical Sergeant (E-6) for the next promotion cycle. Each and every career field (job) will promote 20 percent of their eligible Staff Sergeants to Technical Sergeant, regardless of whether or leid the job is over-manned or undermanned. *NOTE The percentages for each job dont come out evenly for two reasons (1) The Air Force rounds the numbers *up* for each job. For example, if the overall promotion-rate for the cycle is 10 percent, and there are 100 people eligible in Job A, then 10 people will be promoted (10 percent). However, what if there were 113 people eligible? 10 percent of 113 is 11.3. You cant promote one-third of a person, so in this case, the Air Force would round it up and promote 12 people. That would result in a promotion rate in that job of 10.6 percent, instead of 10 percent. If there was only one person eligible for promotion in that AFSC (Job), he/she would be promoted (assuming the commander recommended him/her), and so the promotion rate in that job would be 100 percent.(2) Each year, the Air Force selects some critically manned career fields to receive an extra five percentage points. So, if the overall promotion rate was 20 percent, some critically-manned career fields would be allowed to promote 25 percent of their eligibles. How Air Force Promotions Are Determined When determining who gets promoted, the Air Force uses WAPS (Weighted Airman Promotion ordnungsprinzip) p oints. Quite simply, if the promotion rate is 10 percent, you add up the WAPS points, and the top 10 percent of the eligible members in that job with the most WAPS points, are the ones who get promoted. For complete details about the Air Force enlisted promotion system, see Air Force Enlisted Promotion System Made Simple. Historical Trends of Air Force Staff Sergeant Promotion Rates During times of conflict, the promotion rates increase significantly as the operational tempo of the Air Force airmen also increases. Historical trends both up and down can be seen below in the 25 plus year historical analysis of the promotion rates on E5 ranks in the Air Force. Most recently, the selection rate has been significant after a lag in promotion due to reduced force numbers in Iraq and Afghanistan in 2015. The reduction in deployment cycles often cause a need for fewer airmen thus the drop from mid 40% acceptance rates to low 30 rates. 2017 - 32,006promotion eligible senior airmen, 14,181 wer e selected for promotion to staff sergeant, for a selection rate of 44.31% 2016 - 39,064 promotion-eligible senior airmen, selected 16,506 airmen for promotion to staff sergeant, for a selection rate of 42.25% 2015 -39,260 promotion eligible senior airmen, selected 13,269 for promotion to staff sergeant, for a 33.8% selection rate. 2014 -36,739 senior airman eligible for promotion to staff sergeant, 9,403 were selected, for a 25.59% selection rate. 2013 - 34,078 senior airmen eligible for promotion to staff sergeant, 11,212 were selected, for a 32.9% selection rate. 2012 - 33,500 senior airmen eligible for promotion to staff sergeant, more than 13,400 senior airmen selected, that is 40% of those eligible. 2011 -26,549 eligible senior airman for promotion to staff sergeant,11,337 were selected,for a selection rate of 42.70%. 2010 -28,510 eligible senior airmen for promotion to staff sergeant,13,518 were selected,for a selection rate of 47.41%. Historic Chart for Air Force promotion r ates to the rank of Staff Sergeant (E-5)Since 1993 Notice the chart below with the ending of the first Gulf War, a massive reduction in military personnel across the board leads to one of the fewest selection percentages in recent history. However, notice post September 11, 2001. The acceptance of airmen to advance to E-5 nearly doubles. YearNumber EligibleNumber SelectedPromotion Rate (%)9382,75813,53516.359478,21212,54116.059572,21212,54116.599657,5239,54116.599752,8208,85418.669848,71911,03322.659944,10916,05336.390038,65419,60550.720230,88019,44862.980327,41613,65149.750433,30613,62540.910536,40514,61440.140637,07113,29835.860736,60815,13041.330828,09812,20943.450930,57415,22349.79 About the Other Services The Army, Navy, Marines and Coast Guard base their enlisted promotion rates based upon a members job. In other words, promotion rates are different for each job, depending on how many available slots there are in the next grade. That means that for over-manned jobs, it is very hard to get promoted, while people in undermanned jobs may be promoted much faster than the service-wide average.However, similar selection rates occur within the other services largely due to times of conflict and times of down sizing.