How to Evaluate the Compensation Package and Job Offer

How to Evaluate the Compensation Package and Job OfferHow to Evaluate the Compensation Package and Job OfferYouve made it to the final stages of the hiring process and received a job offer. Congratulations Still, there are several important questions to ask before signing on.? Salary?is just one component of a compensation package, and now is the time to ask questions about the benefits and perks?that provide extra incentive to accept a?job offer. They also deserve thorough examination.What does a?compensation package include?It?varies greatly depending on the employer and position, but here are the fruchtwein common components?of compensationSalary, plus any bonuses or commissionsPaid holiday, vacation and sick daysMedical, dental and vision insurance401(k) or another retirement savings planIn addition, as employers strive to?remain competitive and?attract top talent, nontraditional perks?such as these are becoming more commonTelecommuting or flexible work hoursSubsidized training o r educationOnsite child careConcierge servicesWhy benefits?matterBenefits, loosely defined as items outside of cousine salary and bonuses, are important to consider for several reasons. First, they can help offset the costs of necessary services, such as medical insurance, that you might otherwise have to pay for out of pocket or even be unable to afford. Employees frequently get a better rate by joining the company health insurance plan than they would if they purchased policies independently.Second, employment benefits help you maintain a healthy work-life balance. Companies are concerned that employees often feel stressed from juggling their jobs and everyday life, so many offer benefits that offset demanding work responsibilities.?Telecommuting, for instance, allows employees to avoid a hectic, lengthy drive to the office. Another example is paid time off for volunteer activities. These and similar benefits help to improve employee morale and mental health.Third, benefits can he lp you prepare for the future. Whether its subsidized?training?that could lead to a promotion and higher salary or a 401(k) plan that helps you get ready for eventual retirement, benefits are set up to reward you for your time with the company by making your future better and more secure.How to evaluate?a compensation packageWhen you have an offer in hand, its time to consider the entire package. If the?proposed?salary?is not what you expected, evaluate the paycheck with the perks. A top-notch package may make a lower salary more palatable. Or, if the perks arent?what you were expecting, you may be able to negotiate certain items.? Here are some questions to consider when evaluating a potential?employers proposal1. Whats most important to you?Values, goals and lifestyle vary from person to person, so theres no one-size-fits-all perfect compensation package. For some, health insurance and a 401(k) plan might be the only must-haves. For others,?the ability to telecommute might be very important, or perks such as an onsite gym or tuition reimbursement could seal the deal.The point is that you must know during the job hunt which aspects of the compensation and benefits package are most important to you. If all of these elements are present when you get an offer, youre in good shape. If not, nows the time to talk to the potential employer about whats missing and why a particular perk is a deal breaker for you.Which city is right for you? Learn more by downloading the Career City Index. 2. What details do you need to know?Once youve identified your?must-haves and have a job offer in hand, get all the compensation details?from your potential employer. Take health insurance We all know that offerings can vary greatly from one company to the next just because the firm provides health coverage doesnt mean?youre good to go.Ask for a summary of key programs so you understand the finer details and costs of each, or even request policy documents so you can read them in full . You dont want to be caught off guard after youve started your new job.3. What are the eligibility requirements?Bear in mind that you may not be eligible for all job benefits and perks the employer offers immediately. Some programs are open only to employees who have reached a certain tenure with the company. Others, such as tuition reimbursement, may be dependent on your managers approval.The good news is that you may be able to negotiate in this area. If youre currently working toward a?certification?or advanced degree, for instance, one condition of employment may be that the company pays for the rest of your education. Ask how much flexibility there is with?the eligibility criteria.4. Whats your benchmark?Its difficult to evaluate a compensation package without some kind of standard of comparison. To get a reliable benchmark for your starting salary, check out?Robert Halfs annual Salary Guides, which you can download free of charge. Our Salary Guides provide up-to-date compensa tion data for hundreds of positions in a wide range of fields.To compare benefits, look up relevant benefits data in government and association reports - many of which are available zugnglich for free - and in reports based on surveys of your industry.Questions to askDepending on your circumstances, you may also want to consider questions like theseWhat are the out-of-pocket costs for benefits such as?health insurance?If youre in a same-sex or domestic partnership, is?your partner eligible?At what intervals will your performance and salary be reviewed?What?career development?programs will you have access to?You cant be overinformed when it comes to the compensation package from a prospective employer. Keep in mind, though, that,?job satisfaction?depends on more than the perks youll receive. If a companys business ethics and corporate culture align well with your values, youre off to a good?working relationship.LET US HELP YOU FIND A JOB 2. Wh at details do you need to know?Once youve identified your?must-haves and have a job offer in hand, get all the compensation details?from your potential employer. Take health insurance We all know that offerings can vary greatly from one company to the next just because the firm provides health coverage doesnt mean?youre good to go.?Ask for a summary of key programs so you understand the finer details and costs of each, or even request policy documents so you can read them in full. You dont want to be caught off guard after youve started your new job.3. What are the eligibility requirements?Bear in mind that you may not be eligible for all job benefits and perks the employer offers immediately. Some programs are open only to employees who have reached a certain tenure with the company. Others, such as tuition reimbursement, may be dependent on your managers approval.?The good news is that you may be able to negotiate in this area. If youre currently working toward a?certification?or advanced degree, for instance, one condition of employment may be that the company pays for the rest of your education. Ask how much flexibility there is with?the eligibility criteria.4. Whats your benchmark?Its difficult to evaluate a compensation package without some kind of standard of comparison. To get a reliable benchmark for your starting salary, check out?Robert Halfs annual Salary Guides, which you can download free of charge. Our Salary Guides provide up-to-date compensation data for hundreds of positions in a wide range of fields.To compare benefits, look up relevant benefits data in government and association reports - many of which are available online for free - and in reports based on surveys of your industry.Questions to askDepending on your circumstances, you may also want to consider questions like theseWhat are the out-of-pocket costs for benefits such as?health insurance?If youre in a same-sex or domestic partnership, is?your partner eligible?At what intervals will your performance and salary be reviewed?What?career development?programs will you have access to?You cant be overinformed when it comes to the compensation package from a prospective employer. Keep in mind, though, that,?job satisfaction?depends on more than the perks youll receive. If a companys business ethics and corporate culture align well with your values, youre off to a good?working relationship.

Program Manager Job Description

Program Manager Job DescriptionProgram Manager Job DescriptionProgram Manager Job DescriptionThis program manager sample job description can assist in your creating a job application that will attract job candidates who are qualified for the job. Feel free to revise this job description to meet your specific job duties and job requirements.Program Manager Job ResponsibilitiesAccomplishes strategic objectives by overseeing multiple project activities.Program Manager Job DutiesAccomplishes human resource objectives by recruiting, selecting, orienting, training, assigning, scheduling, coaching, counseling, and disciplining employees communicating job expectations planning, monitoring, appraising, and reviewing job contributions planning and reviewing compensation actions enforcing policies and procedures.Achieves operational objectives by contributing information and recommendations to strategic plans and reviews preparing and completing action plans implementing production, productivit y, quality, and customer-service standards resolving problems completing audits identifying trends determining system improvements implementing change.Meets financial objectives by forecasting requirements preparing an annual budget scheduling expenditures analyzing variances initiating corrective actions.Updates job knowledge by participating in educational opportunities reading professional publications maintaining personal networks participating in professional organizations.Enhances department and organization reputation by accepting ownership for accomplishing new and different requests exploring opportunities to add value to job accomplishments.Program Manager Skills and QualificationsStaffing, Planning, People Management, Managing Profitability, Promoting Process Improvement, Financial Planning and Strategy, Strategic Planning, Dealing with Complexity, Analyzing Information , Vision, Performance ManagementEmployers Post a job in minutes to reach candidates everywhere. Job See kers Search Program Manager Jobs and apply on now.

For a New Start, a New Hiring Process

For a New Start, a New Hiring ProcessFor a New Start, a New Hiring ProcessFor a New Start, a New Hiring Process C. TaylorAs individuals, we often ask ourselves big questions about our jobs and careers Am I in the right role? Am I at the right company? Equally important for companies and their leaders isto question their hiring best practices how they recruit, evaluate, and select the right people.Be honest How many companies do you know that are as creative, as disciplined, as geschftliches miteinanderlike about the people factor in their business as they are about finance, engineering, and marketing? Over the years, as Ive traveled the world to evaluate the changing state of business leadership, Ive searched for those companies and havent found many.Indeed, I havent met all that many CEOs who could provide a compelling response to a simple question I like to ask whenever I visit an organization for the first time Why would great people want to work here? (The answer, I add, cant be about salaries, bonuses, or stock options.) What is it about the ideas your company stands for, its point of view in the marketplace, the ways in which employees interact with customers or collaborate with each other, that becomes irresistible to the best people in your industry? How does your companys standing in the talent market enhance its position in the product market?These are not brain-teasers. They are the building blocks of long-term prosperity. For one thing, you cannot have happy, satisfied customers if your organization is filled with unhappy, dissatisfied people. Moreover, if you believe that companies compete on the power of their ideas, then you also have to believe that they compete on the brainpower of their people. Because (to spin that old slogan from the NRA), companies dont have ideas, people do. The most direct way to fill a company with great ideas is to fill it with great people.So as you get ready to start work in the New Year, ask yourself these simple qu estions to evaluate how well your hiring process is working1. Why should great people join your organization? The best leaders understand that the best rank-and-file performers arent motivated primarily by money. Great people want to work on exciting projects. Great people want to feel like impact players inside their organizations. Great people want to be surrounded with and challenged by other great people. Put simply, great people want to feel like theyre part of something greater than themselves.We all spend lots of time wrestling with that age-old question, What keeps you up at night? But the mora powerful question, especially for the most talented people, is, What gets you up in the morning? What makes you more energetic than ever, more determined than ever, more creative than ever, in a world that seems more uncertain than ever?2. Do you know a great person when you see one? Ive seen it time and again in the hiring practices of great companies (from Southwest Airlines to Zapp os.com) that are serious about filling their ranks with great people Character counts for as much as credentials. In other words, who you are as a person is as important as what you know at a moment in time these companies hire for attitude and train for skill.Theres a hard-headed business logic to this soft-hearted mindset. Companies with a distinctive set of ideas about how to create value in the marketplace need people whose values are in sync with the strategy. Thats why Southwest tests for the warrior spirit among prospective employees and Zappos pays new recruits $3,000 to leave in the middle of their training program. (If youre willing to take the money and run, then what makes you tick is obviously not in sync with what makes the company tick.)3. Can you find great people who arent looking for you? Its a common-sense insight thats commonly forgotten The most talented performers tend to be in jobs they like, working with people they enjoy, on projects that keep them challeng ed. So leaders who are content to fill their organizations with people actively looking for new jobs risk attracting malcontents and mediocre performers.The trick (and the challenge) is to win over so-called passive job seekers people who wont work for you unless you work hard to persuade them to join. Thats means creating a recruiting culturein which people in all parts of the organization, and not just HR, are on the lookout for talent and are willing to help make the sale.4. Does your organization work as distinctively as it competes? Its a simple question with huge implications for productivity and performance. Leaders who are determined to elevate the people factor in business understand that the real work begins once talented people walk through the door. John Sullivan, a prof at San Francisco State University and a truly innovator HR thinker, says it best Stars dont work for idiots. As you fill your organization with stars, its up to you to keep them aligned to master the i nteraction between stars and systems and managing teams that defines everyday life at the most effective organizations Ive encountered.So heres hoping youfind a whole new take on recruiting, evaluating, and selecting the best people. Your business results this year and for many years after may depend on it.Author BioWilliam C. Taylor is a co-founder of Fast Company and author of the book, Practically Radical Not-So-Crazy Ways to Transform Your Company, Shake Up Your Industry, and Challenge Yourself he is co-author of Mavericks at Work Why the Most Original Minds in Business Win (with Polly LaBarre). He has published numerous essays and CEO interviews in the Harvard Business Review and hosts a blog for HBR on being Practically Radical Taylor has been a columnist for the Sunday Business section of The New York Times and The Guardian. He is a graduate of Princeton University and the MIT Sloan School of Management. For more information on the author, please visit www.williamctaylor.co m.Go to the MonsterThinking blog to read an excerpt from Practically Radical Hidden Genius How IBM Spurs Innovation Through Collaboration.

Article 5 of the United States Military Code of Conduct

Article 5 of the United States Military Code of ConductArticle 5 of the United States Military Code of ConductWhen questioned, should I become a prisoner of war, I am required to give name, rank, service number, and date of birth. I will evade answering further questions to the utmost of my ability. I will make no oral or written statements disloyal to my country and its allies or harmful to their cause. (Article V) When questioned, a POW is required by the Geneva Conventions and the CoC and is permitted by the UCMJ, to give name, rank, service number, and date of birth. Under the Geneva Conventions, the enemy has no right to try to force a POW to provide any additional information. However, it is unrealistic to expect a POW to remain confined for years reciting only name, rank, service number, and date of birth. There are many POW camp situations in which certain types of conversation with the enemy are permitted. For example, a POW is allowed, but leid required by the CoC, the UCMJ , or the Geneva Conventions, to fill out a Geneva Conventions capture card, to write letters home and to communicate with captors on matters of camp administration and health and welfare. The senior POW is required to represent fellow POWs in matters of camp administration, health, welfare, and grievances. However, POWs must constantly bear in mind that the enemy has often viewed POWs as valuable sources of military information and propaganda that they can use to further their war effort. Accordingly, each POW must exercise great caution when completing a capture card, when engaging in authorized communication with the captor, and when writing letters. A POW must resist, avoid, or evade, even when physically and mentally coerced, all enemy efforts to secure statements or actions that may further the enemys cause. Examples of statements or actions POWs should resist include giving oral or written confessions making propaganda recordings and broadcast appeals to other POWs to comply w ith improper captor demands appealing for U.S. surrender or parole engaging in self-criticisms and providing oral or written statements or communications on behalf of the enemy or harmful to the United States, its allies, the Armed Forces, or other POWs. Captors have used POWs answers to questions of a personal nature, questionnaires, or personal history to create improper statements such as those listed above. A POW should recognize the enemy might use any confession or statement as part of a false accusation that the captive is a war criminal rather than a POW. Moreover, certain countries have made reservations to the Geneva Conventions (reference (g)) in which they assert that a war criminal conviction has the effect of depriving the convicted individual of POW status. These countries may assert that the POW is removed from protection under reference (g) and the right to repatriation is thus revoked until the individual serves a prison sentence. If a POW finds that, under intense coercion, he unwillingly or accidentally discloses unauthorized information, the Service member should attempt to recover and resist with a fresh line of mental defense. POW experience has shown that although enemy interrogation sessions may be harsh and cruel, it is usually possible to resist if there is a will to resist. The best way for a POW to keep faith with the United States, fellow POWs, and oneself is to provide the enemy with as little information as possible. What Military Personnel Need to Know Specifically, Service members should Be familiar with the various aspects of the interrogation process, its phases, the procedures, methods, and techniques of interrogation, and the interrogators goals, strengths, and weaknesses.Understand that the Geneva Conventions and the CoC require a POW to disclose name, rank, service number, and date of birth when questioned. Understand that a POW must avoid answering further questions. A POW is encouraged to limit further disclosure b y using resistance techniques such as claiming an inability to furnish additional information because of previous orders, poor memory, ignorance, or lack of comprehension. The POW may never voluntarily give the captor additional information but must resist doing so, even if it involves withstanding mental and physical duress. Understand that short of death it is unlikely that a POW may prevent a skilled enemy interrogator, using all available psychological and physical methods of coercion, from obtaining some degree of compliance by the POW with captor demands. However, understand that if the interrogator takes the Service member past the point of maximum endurance, the POW must recover (bounce back) as quickly as possible and resist each successive captor exploitation effort to the utmost. Understand that a forced answer on one point does not authorize continued compliance. The POW must resist answering again at the next interrogation session. Understand that the CoC authorizes a P OW to communicate with the captor on individual health or welfare matters and, when applicable, on routine matters of camp administration. Conversations on those VI. are not considered to be giving unauthorized information.Understand that the POW may furnish limited information on family status and address in completing a Geneva Conventions capture card.Be aware that a POW may write personal correspondence.Be aware that the captor shall have full access to both the information on the capture card and the contents of personal correspondence. Be familiar with the captors reasons for and methods of attempting to involve POWs in both internal and external propaganda activities. Understand that a POW must use every means available to avoid participating in such activities and must not make oral or written statements disloyal to the United States or its allies, or detrimental to fellow POWs.Be familiar with the captors reasons for and methods of attempting to indoctrinate POWs politically . Be familiar with the methods of resisting such indoctrination. Understand that even when coerced beyond name, rank, service number, date of birth, and claims of inabilities, it is possible to thwart an interrogators efforts to obtain useful information by using certain additional ruses and stratagems.Understand and develop confidence in the ability to use properly the ruses and stratagems designed to prevent successful interrogation. Special Provisions for Medical Personnel Chaplains (Articles V and VI). These Articles and its explanations also apply to medical personnel and chaplains (retained personnel). They are required to communicate with a captor in connection with their professional responsibilities, subject to the restraints discussed in Article I, V, and VI. Article 1Article 2Article 3Article 4Article 5Article 6

Unusual Article Uncovers the Deceptive Practices of Functional Resume Example 2017

Unusual Article Uncovers the Deceptive Practices of Functional Resume Example 2017 If You Read Nothing Else Today, Read This Report on Functional Resume Example 2017 You may also download totally free templates from our Resume Library to get going on your best resume. Resume Templates also be sure that you dont miss out any practical bit of information about yourself which can be important for the provider. A number of the templates are free while others cost a couple of dollars. Utilizing a resume template has turned into an acceptable and smart practice for quite a few explanations. The truth is that its tough to place somebody into one definitive category. If you still have to save more space for other info, which you want to add to your resume, single line spacing is an excellent decision in your case. If you need assistance crafting the great functional resume for your job-seeking wants, contact us for more details. There are several reasons why a functional resume mi ght be proper for you. A History of Functional Resume Example 2017 Refuted Keeping that in mind, whatever format you select must allow employers to swiftly gather the information that they will need to make them want to call you for a work interview. Have a look at our article on the way to use your job references strategically in the darbietung that you need more info. A Resume Template is a very important document thats employed in the case when an individual or an applicant is applying for employment, a volunteership, an internship, an educational course or another thing. You need to not just catch the hiring managers eyeyou must make certain that they study your statement and say Whew The aim of your resume is to secure you the interview. In general, the above mentioned outline is remarkably simple because the work search procedure, despite all of the anxiety and confusion, is remarkably easy. Whenever you are asking for work, its mandatory that you submit a resume. If i t comes to CV, it needs to be professional. Again, you wish to make certain that your resume is readable. Just dont forget, its about short and sweet. Otherwise, your resume may get set aside immediately. The Basics of Functional Resume Example 2017 The resume format sample needs to be carried out well. The template can be found in PSD format. As previously mentioned, you wish to decide on a resume format thats suited to your personal profile. If youre considering submitting a non-traditional resume format, it is a great idea to also incorporate a more conventional format too. Keep in mind that if you apply using a functional resume format, it should be comparatively brief. Its vital to use the right resume format to acquire effects. If youre interested in an infographic format, here are a few infographic samples to check out. This sample functional resume is only an example to demonstrate the high quality and fashion of our professional resume writing services. Resumunk s resume templates consist of free resume layouts in plus-rechnen to 17 premium templates offered for a yearly subscription of $19. It is possible to use our professionally created resume templates and one-of-a-kind resume builder to rapidly and easily establish a standout resume. The whole assortment of resume templates is composed of a selection of creative resume designs. Gossip, Lies and Functional Resume Example 2017 For newcomers to the usa, it is critical to understand USA resume format expectations. If it comes to resumes, theres a whole lot of advice out there on how best to receive it right. Part of creating an effective resume is choose the best format to inform your private story. In the end, utilizing the ideal USA resume format will help to better your chances of landing that critical interview that produces a job in the USA. Always be certain you specify the location of your previous jobs, together with the length you held the position. You should also think about the position, company and industry that youre pursuing. Its fine to have more than 1 form of resume, tweaked to the specific sort of position youre seeking. You only ought to put jobs on a resume that are related to the role accessible. The Ultimate Functional Resume Example 2017 Trick Another crucial part of functional resume samples you need to not forget about is it is going to work to your advantage if youre in midst of shifting towards another industry for a career change, which permits you to demonstrate your particular skill collection. There are essentially four methods youre able to organize your resume. Presentation is the secret to success and lets the strong stand from the crowd. You should forbid yourself from making use of a sample functional resume if you are trying to display your intent to have an upward career growth along with instances wherein youre an entry-level applicant and one which lacks transferrable or relevant skills essential for the job. If you think that you have sufficient skills, but your career path isnt impressive, functional resume is the best option for you. Features A functional resume is simply an extremely in depth collection of your abilities and accomplishments since they are associated with the sort of job youre currently seeking.

Top Free Resume Writing Template Choices

Top Free Resume Writing Template Choices Lies Youve Been Told About Free Resume Writing Template Writing a winning college student career objective is a fairly simple approach to bolster your application for this internship. Writing a resume for employment in the art industry can be difficult. If you want to find a brand-new job, you must have a skilled and well-written curriculum vitae to submit. Various kinds of work in the food service industry require resumes with a number of the exact same skills. Make sure you include all appropriate information which is related to the job posting. Writing a strong application is a difficult procedure and we would like to make it simpler. Infographic resumes become increasingly mora common. You should therefore be sure that your Resume is creating the proper image of yours. Free resume writing software providers vary in terms of what is offered and by what method the info you create can be retrieved. Earlier than you begin using th e software program, its advisable in the event you have your entire information prepared. Have a peek at these examples to select which format is right for you. As soon as you save a distinct variant of the template, simply add, eliminate, or change any data for that document thats exceptional, and you are likely to have the work. Choosing Good Free Resume Writing Template The skills required vary based on the field youre applying for. My whole end-to-end procedure, including Dropbox and a few different companies, took about 3 months. Your resume should be formatted in an easy, professional method. However much or what kind of work experience youve got, theres a resume format that is likely to make your qualifications shine. Free Resume Writing Template Secrets That No One Else Knows About The target of your resume is to secure you the interview. Resume are simple to craft and can be readily copied and adapted to your specific circumstance. Justify the gaps Securing a jo b that you prefer can take some moment. Choosing Good Free Resume Writing Template Each one also includes an advertising program and executive summary template. Regardless of what template you use, attempt to make your qualifications distinctive also. You might discover some terrific resume templates within the internet that youre able to adhere to. The Downside Risk of Free Resume Writing Template Free resume makers is typically a godsend if you discover yourself in my position. You will find a lot of unique free resume themes to choose from. Moreover, some kinds of free resume writing software might just offer one particular format. There is an extensive selection of free resume writing samples on the web which will help anyone develop a better resume. For instance, some free resume writing software services are extremely basic in nature. Whenever possible, search for free resume writing software that supplies you with a choice in format.

Learn How Tour Merchandising Works

Learn How Tour Merchandising WorksLearn How Tour Merchandising WorksWhen youre playing live, your tour merch sales are a big part of your bottom line. Solid merch sales can mean the difference between making some cash and going into debt on your tour. Touring Merchandise From the outside, merch looks pretty simple. Items with the band anthroponym, likeness, logo, etc., are designed and traktement to fans. Easy, right? Well, not so much. Merch can get pretty complicated pretty fast, and the bigger your fan base, the more complex things can become. For indie bands just starting out, merch often IS as simple as it looks. Someone sets up a merch table at the venue - often manned by band members themselves or their manager - and collects money from fans that shell out for the goods. The band usually just keeps all the money or in some cases pays the venue a cut, and thats all she wrote. As you start touring, if you have a bit of money around, you may hire a dedicated merch person to h andle all of the set-p, selling and accounting of merch for the entire tour. Still, the band or label probably designed and paid for all the merch and keep the proceeds, less any venue charge and expenses (i.e., you owe the manufacturer for the shirts). Thats all well and good - until your reach keeps on growing, your shows keep getting bigger, and tour merchandising company starts sniffing around. When you hit the big leagues, a tour merchandising company will want to take your merch job off your plate. Deals with tour merchandising companies are so different from record deals. Company Licenses In a nutshell, the company licenses the right to use your name and likeness on the merch they produce. They then work with you and a designer to come up with items to sell on the road. They then produce those items, handle the sale of the items, and pay you a percentage of the proceeds. Most artists receive a percentage of the sale of their merch - around 30% or so is pretty common, at l east in the US, though the rate can fluctuate depending on your star power. This percentage is commonly taken from gross sales of your merch - that is sales minus taxes, and credit card fees. However, there is another factor that can influence your take on merch sales - nachhall fees. Hall fees are fees charged by a venue for selling your merch there. These fees are usually a percentage cut of your merch take and are paid to the hall by the merch company. Though the merch company pays out the hall fees, the percentage the venue gets is up to you and your agent. When your agent books your shows, they negotiate the hall fees. Because you are in charge of negotiating the fee the merch company pays, and because artist takes on merch have increased in recent years, merch companies have begun putting caps on hall fees into their contracts. Anything over the cap comes out of the artists take. For instance, if the cap in your tour merchandising contract is 30%, and your agent cant get a bet ter rate than 40% as a hall fee, the difference between the cap and the actual fee (in this case, 10%) comes out of your cut the merch sales. But wait - where do venues get off charging so much for selling merch under their roof? Well, in many cases, your merch company doesnt actually physically sell your merch. Instead, they just deliver your merch to the venue, and the venue staff sets up the merch stand and does all of the selling. The hall fee is the charge for this service. Hall fees also include the cost of patrolling your show for bootleggers in many cases, but usually, that is a very small piece of the pie. Note that tour merchandising deals can vary. In some cases, rather than getting a percentage of gross, musicians get a larger percentage of a net shared between all parties involved. Speaking of the deal, what does a tour merchandising deal look like? Besides detailing the percentages of we already discussed, tour merchandising deals have a few different parts. Advance s for Tour Merchandise One of the biggest parts of such a deal is the advance. Tour merchandisers frequently pay advances just like record labels. Unlike record deals, merch advances are often recoupable/returnable and sometimes are even recoupable with interest. Advances from merch companies are usually paid in a few different chunks over the course of a tour and are contingent upon a few factors You have to begin your tour within a specific amount of time as laid out in the contract. Usually, the time is pretty short - three months or so from the date of signing is common.You have to agree to pay a certain number of shows with a certain number of paying concertgoers per show. That last point - the certain number of concertgoers is key. This number is known as your performance minimum. The merch company expects you to play for at least that number of people at each so. Why? So they are enough people around interesting in buying your merch. This performance minimum is based on the amount of money they think each person will spend at your show - for instance, the total take at a show breaks down to $1 spent on merch for every person at your gig. If you dont meet these minimums, the tour merch company can cancel your deal and recall your advance. Your advance can also be withdrawn if you dont hit the road in a timely fashion or if you become unable to fulfill your touring obligations because of sickness, injury, etc. As a musician, one of the most important things you can negotiate in your tour merch deal is the term. Learn more about the specifics of tour merch deals, terms and performance minimums here. The information included here is general in nature and is not intended as a substitute forlegal advice. Your own circumstances and deal might be different.

Leading People - ECQs

Leading People - ECQsLeading People - ECQsLeading People ECQsECQ 2 Leading PeopleAs discussed in the last blog, the Executive Core Qualification (ECQ) statements are broken down into five categoriesLeading Change Leading People Results Driven Business Acumen Building CoalitionsEach ECQ category has leadership competencies that are required to be addressed within each ECQ. Each ECQ typically has two stories and the leadership competencies can be woven through both stories.Today, we are going to discuss Leading People. The leadership competencies attached to Leading People areConflict Management Encourages creative tension and differences of opinions. Anticipatesand takes steps to prevent counter-productive confrontations. Manages and resolves conflictsand disagreements in a constructive manner.Leveraging Diversity Fosters an inclusive workplace where diversity and individual differences are valued and leveraged to achieve the vision and mission of the organization.Developing Oth ers Develops the ability of others to perform and contribute to theorganization by providing ongoing feedback and by providing opportunities to learn throughformal and informal methods.Team Building Inspires and fosters kollektiv commitment, spirit, pride, and trust. Facilitatescooperation and motivates team members to accomplish group goals.One or more of the Leading People stories should focus on leveraging diversity and conflict management. If you integrate those competencies into the stories, then most likely you will also titelblatt team building and developing others.Leading People is focused on leading the people, rather than human capital or human resources management. Many ECQ writers will find that they need to flip stories from Leading People to Business Acumen or vice.To include diversity, identify stories that involve a wide-range of personnel with varied skill sets, ages, or varied experience (e.g., military, industry, university, international). One writer told a sto ry of matching more senior staff with millennials he asked the senior staff to mentor and provide knowledge transfer to the newer staff, and he asked the junior staff to teach the senior staff how to use smart phones and other computer programs.Another writer told a story of melding military personnel with non-military. He created special forums and team-building activities to blend the two cultures and bring understanding.For conflict management, one writer told a story about how he assumed leadership for a disorganized and chaotic team in constant conflict with official grievances. He mentored his senior subordinates (Branch Chiefs) to properly use performance evaluations for the staff and enforce performance standards. He professionally developed the entire staff by coaching his Branch Chiefs to properly manage their staffs.Final Tip for Leading People Use stories that focus on more than one person the results need to provide benefit to the greater team or staff/offices. Stories that focus on only one person and one conflict can be too narrow and may be disqualified by the Qualifications Review Board (QRB). Conflict resolution stories at affect the entire staff are much stronger and show broader expertise in applying the required leadership competencies for Leading People.If you need additional assistance, check out our newly updated book (December 2015),The New SES Application, or visit ourtafelgeschirrspage for a quote. Diane can also deliver hands-on training in ECQ writing at your agency contact us for a discussion. Diane Hudson is a multi-credentialed career coach, executive resume writer and editor, specializing in posturing federal and non-federal employees to enter the federal governments Senior Executive Service (SES). She is co-author of The New SES Application, the first-ever book written about the Five-page SES Federal Resume, as well as the traditional 10-page ECQ format. Diane is an experienced trainer in Senior Executive Service, ECQ/TQ, KSA and Federal Resume Writing topics for SES Candidate Development Program candidates. Agency instruction experience includes Commanders Leadership Development Program at the Naval Ship Yard, Air Force Headquarters, US Army Missile Command, FEMA, Defense Acquisition University (Fellows), EPA,PTO, Bureau of Reclamation, Southern Command, Special Forces, and others. Diane is an instructor for military employment readiness specialists and retiring military as well as train-the-trainer at career industry conferences internationally on outplacement and career search topics. The New SES Application, 2nd Edition Why struggle on your own to write your Senior Executive Service application? Use a clear step-by-step method that was refined over 10 years in author Kathryn Troutmans 2-day SES workshops, and proven to work hundreds of times in the classroom. Along the way, youll find excellent before and after samples of the application pieces. Includes the key steps involved in developing the SES application writing the ECQs, TQs, Five-Page SES Federal Resume, and Executive Cover Letter (if needed), as well as using the required Challenge-Context-Action-Results (CCAR) format for SES narratives.Order Book Now

7 Small Gestures Managers Can Make That Will Go a Long Way

7 Small Gestures Managers Can Make That Will Go a Long Way7 Small Gestures Managers Can Make That Will Go a Long Way Being a manager means taking on a world of responsibility and juggling people, projects, and deadlines. But if you really want to be a great boss , here are a few effortless moves that can really pay off.Most workers are used to being thanked for going above and beyond on the job, whether its staying late to finish a project or jumping in to tackle an emergency that pops up over the weekend. But sometimes, it helps to acknowledge the effort your workers put in on a daily basis, even when all they really are doing is tackling their basic responsibilities. Saying thank you here and there sends the message that you value your workers and appreciate their contributions - even those who are fairly run-of-the-mill.As a boss, its natural to want to maintain a certain workflow and uphold a certain schedule. But a little flexibility with your workers is a great way to attain their respect and gratitude. The next time an employee asks to leave early for an appointment or to work remotely for a day to oversee a home repair, say yes, and do so graciously. This shows people that you trust them and respect the fact that they have lives outside the office.Speaking of lives outside the office, its always nice occasionally to ask your workers about the things that are important to them in their personal lives. If you know an employees son has been applying to colleges, ask how the process is going. If you have a worker whose daughter broke her leg at soccer practice, follow up on her recovery. These simple inquiries wont take up more than 30 seconds of your time, but theyll show your team members that youre thinking of them.4. Offer feedback in person, not over emailleleAs a manager, its your job to provide constructive criticism so that your employees can learn from their mistakes and boost their performance. But if youre going to take the time to offer that feedback, do so face to face rather than over email. Though email might be quicker, it doesnt convey tone, and therefore, your words might seem harsher on screen than in person. Youre better off taking 15 minutes out of your day, having a brief sit-down, and talking things out.Meetings are a part of life in most office environments. An easy way to sweeten the deal is to provide refreshments on occasion, whether its a jug of coffee or a box of fresh cookies from the downstairs bakery. You dont need to get fancy, spend a fortune, or do it all the time - but sporadic treats give workers a little something to look forward to.In todays job-hopping age, its not unusual for workers to jump ship frequently. So if you have employees who have been with the company for a notable amount of time, it never hurts to send a group email acknowledging those milestones. Those whose anniversaries are recognized will feel important and appreciated, which will help motivate them to stay on board.Most bosses are busy people. But if you make it clear that youre willing to carve out time for your employees, theyre going to appreciate the gesture. Encouraging your workers to come to you with issues or suggestions will not only make them feel more at ease, but help you earn their trust. And thats certainly a winning formula.Sometimes, all it takes is a low-key gesture to boost employee morale. Incorporate these suggestions and your workers no doubt will come to reciprocate in other ways.Something big just happened I dont know about you, but I always pay attention when one of the best growth investors in the world gives me a stock tip. Motley Fool co-founder David Gardner and his brother, Motley Fool CEO Tom Gardner, just revealed two brand new stock recommendations. Together, theyve tripled the stock markets return over the last 13 years.* And while timing isnt everything, the history of Tom and Davids stock picks shows that it pays to get in early on their ideas.This a rticle was originally published on The Motley Fool . Reprinted with permission.