Customize this Professional Program Coordinator Resume Sample

Customize this Professional Program Coordinator Resume SampleCustomize this Professional Program Coordinator Resume SampleCreate Resume Laura Thompson100 Broadway LaneNew Parkland, CA, 91010Cell (555) 987-1234emailexample.comProfessional Summary Seasoned Program Coordinator with extensive experience in the mental health field. Knowledge in program administration, with emphasis on budgetary concerns, staff oversight and community relations. In addition, proficient at practitioner duties such as case management and client services.Core QualificationsProgram AdministrationBudget DevelopmentFunding SolicitationNonprofit RegulationsStaff SupervisionCase ManagementResource AcquisitionAgency CollaborationExperienceProgram coordinator, June 2010 May 2015Family Services of New Parkland New Parkland, CAOversaw program and facility, as well as client services and records management for an agency of 45 employees, serving 125 clients.Managed and hired staff, supervised volunteers and presided over executive board proceedings.Took on case management activities for a small group of clients, including monitoring client referral methods.Complied with all federal, state and local laws surrounding nonprofit organizations.Program Coordinator, July 2006 June 2010Parkland County Children and Youth Services New Parkland, CAManaged county-wide services program dedicated to 300 clients, with 75 employees.Created annual budget, headed funding efforts, met with community leaders and outside agencies on behalf of agency, developed programs and directed the executive board.Completed monthly reports regarding grant progress, client numbers, financial information and regulatory compliance.Education2006 Master of Science Organizational LeadershipNew Parkland University New Parkland, CACustomize Resume

4 solo trips every professional should take

4 solo trips every professional should take4 solo trips every professional should takeIf youve ever backpacked through Europe, flowed your way a yoga training in Bali or escaped to the convenience of an all-inclusive in Mexico, you know what an impact traveling can have your psyche.As a way to release stress, supercharge your zen and help you release any underlying passive-aggressive tension you have toward your manager, getting out of town is a recommended venture for any overworked professional. And while vacation with your significant other, your best friends or your family is usually the go-to route, there are many benefits of heading out all by your bad self.As travel expert Janice Holly Booth explains, a solo trip provides a great vermgen for growth - especially if youre not someone who usually prefers this mode of jet-setting. Not only does it allow you the time for to exercise your brave bone, but it gives you the permission - and the encouragement - to be introspective a nd reflective.Solitude allows you to separate from distractions - including a travel partner - and find stillness so you can turn the next key. Introspection lets you figure out who you are, where youve been, and where you want to go. Its important for determining what you want, but equally important, what you dont want, Booth explains.So how do you know its time to take one of these getaways? Whenever you feel like youre ready and up for it, but also when you drive by these mile markers in your careerThe one before you abflug a new jobCongratulations, pop the champagne - and hold on tight. The period between packing your desk and clearing your inbox at your current gig as you transition to a new role is, well, a lot. While this is an exciting period - you moved up the ladder and earned a pay increase, woohoo - its also ripe with stress. As Booth notes, many professionals will feel immense demand and find themselves maxed out as they tie up loose ends.Before you accept that job offer, make sure you negotiate time in between your end and start date to take the one trip youve always dreamed of. And more importantly, Booth says the one that was difficult to pull off when you were shackled with a 9 to 5 schedule.Whatever that is - riding horses across Romania skiing for 30 days culinary school in Paris - do it now because you may not be able to do it until later, much later, if at all, she adds.The one after you got laid offBlame it on incompatibility with a manager, a quarter you were too shy on deliverables, restructuring or the elimination of position- but you somehow, you find yourself unemployed. While money is definitely a touchy topic during this period of your career, its a time when you should prioritize your mental health and traveling. It might seem counterproductive when you feel the pinch of a budget sans-salary, but it could be the experience that helps you reevaluate your trajectory.Booth says its important to go somewhere youve never been, do something youve never done and put yourself in a place where youre challenged. How come? Whether its surfing, climbing a big ole mountain or eating dinner alone in a romantic city center, stepping outside of your comfort zone will help you learn new skills and build new confidence after a letdown.Need some inspo? Booth went dogsledding to find new fodder for writing. Driving sled dogs forced me back to beginner status, to humility, which helped me shed ego, hurt feelings, and anger, all of the negative emotions that were keeping me from thinking clearly. That solo trip allowed me to decide what I really wanted for the next chapter in my life, she says.The one to spark creativityEven if your job doesnt require intense collaboration or artistic brilliance, creativity flows into every aspect of most industries. Whether its been smart with problem-solving, how you present yourself or your ability to mass produce new ideas, having a stream of consciousness will make you more successfu l. Thats why Booth recommends a retreat that focuses on creation to propel you out of a funk.Art classes or retreats are hands-down the very best way to get your creative juices flowing. Creating art is one big exercise in problem-solving. Singing, painting, sculpting, music, even stand-up comedy all of these will force the right side of your brain to start sparking ideas and solutions. Plus, art retreats and classes are really fun. Where else are you encouraged to make mistakes for the sake of learning? she explains.The one when youre about to start a companyIts the leap of Oh f24j2lj* that so many entrepreneurs must take. Its scary, its exciting, its terrible, its wonderful its all of the makings of a company that could be disruptive. When youre ready to go out on that limb and build a concept from the ground up, Booth says to go on a trip where you do something that you never had the guts to do before.Whether its underwater caving, canyoneering, downhill mountain-biking, wildern ess survival school, bungee jumping, skydiving - whatever, the point is to push yourself to where you think you cant do the thing youre about to do but you do it. Once youre able to step over that fear, you can use that confidence in any future scenario. Trust me, when youve survived a 300-foot blind rappel through a waterfall, a little corporate glitch wont even make you blink, she says.

Ban Employee of the Month Recognition

Ban Employee of the Month RecognitionBan Employee of the Month RecognitionThe Employee of the Month, generally selected by management, is the recognition of an individual by the organization for their outstanding contribution as an employee. The recognition is usually accompanied by a gift, gift certificate and/or a certificate or athank you note. Often the name of the awarded employee is engraved on a plaque in the company lobby. The Employeeof the Month is an organizational recognition that companies have used - both successfully - and unsuccessfully - for years. In some organizations, Employee of the Month recognition is a joke. Employees think of it as a popularity, or an employeestake their turn contestfor management-fawning employees who brown-nose their manager. In other organizations, it is a cherished form of recognition that employees seek, feel recognized for and are honored when they are designated the Employee of the Month. Concerns about Employee of the Month Recogni tion Our fruchtwein important concern with Employee of the Month recognition is that we have encountered numerous employers who believe their job of creating a motivating, rewarding work environment for employees is complete with this award. But, this form of recognition is not a substitute for day-to-day positive recognition from the manager, reasonable pay and benefits, company-sponsored activities and events, and an environment of appreciation. An Employee of the Month award is just a start on recognition. Its not the whole recognition process. With so many opportunities available to provide employee recognition, andwhat employees want from work, why offer an Employee of the Month award with all of its inherent problems? You cant solve most of the problems and in worst case scenarios, Employee of the Month awards harm employee recognition efforts and employee morale. Problems With Employee of the Month Recognition The problems with designating an Employee of the Month rest w ith the usual implementation. But, even if the implementation process is improved, the award is employee unfriendly and fails to accomplish the goals of employee recognition. Ban Employee of the Month awards, as a form of employee recognition, for these reasons. Publicized criteria for selection is most frequently non-existent. The employee who is rarely recognized knows why he or she was selected. Lacking criteria, other employees find the selection process an unmotivating fog. In any selection process, stated criteria, most often measurable, are key to employee understanding of the award. They need to know why they received itFor an employee to become Employee of the Month, he or she should have accomplished or exhibited the stated criteria, so all employees are clear about why this individual was selected. Most organizations fail to establish measurable and recognizable criteria. The selection is not transparent, so it fails in its goals for employee motivation and retention.In t hese organizations, jokes about brown nosing and must be your turn are commonplace. They diminish the recognition power of the designation and negatively affect employee morale and motivation. This reason to ban Employee of the Month awardsis even more powerful. If a number of employees accomplish or exhibit the stated criteria (assuming that the criteria are published), each of the employees who qualified, deserves the award. Selecting one employee turns the recognition into managements opinion, once again.It defeats the purpose of the criteria. Provide the award for each employee who accomplishes what it takes to achieve Employee of the Month recognition.Or, state on the front end, that only one award is available for eligible employees. But, any employee who meets the criteria will have his or her name placed into a blind drawing for the months selection. Anything else defeats your purpose. Combat accusations about a lack of transparency and fairness and avoid claims of favoriti sm, one of the top ten employee complaints about workplaces. Find more motivational forms of recognition. Ban Employee of the Month recognition.