Dan Hubbard has over 35 years of experience as a Calibration Lab Technician and Technical Resource. He has excellent troubleshooting, training, and communication skills. Most recently, he worked for UOP-Honeywell for over 35 years where he developed solutions to repair flow controllers, saving the company over $40k per year. He also has experience in the US Navy as a Hospital Corpsman and holds an Associate of Arts degree in Social Sciences.
This document is a curriculum vitae for A. Arifullah that summarizes his work experience and qualifications. It outlines his objective of seeking a position to contribute to increasing a company's performance. It then details his over 4 years of experience supervising production processes and ensuring quality work. This includes roles at SAS Industries and Sri Balaji Assemblies & Plastics India Ltd. It lists his responsibilities in planning, maintenance, production scheduling and achieving quality and production targets. It also provides his education qualifications and skills in organization, problem solving and listening.
M. Karnan is seeking a challenging career where he can contribute as part of a dedicated team. He has a B.A. in Economics and an M.B.A. in HRM. He currently works as a Project Coordinator at WILLIAMS LEA INDIA Ltd. where he supports workflow coordination and job allocation. Previously he worked as a Senior Document Specialist where his responsibilities included training new operators, quality checking work, and maintaining performance standards. He is proficient in MS Office, Photoshop, and various operating systems.
Wesley McAhren is seeking a manufacturing engineering role where he can apply his education and experience. He has a dual Bachelor's degree in Industrial Engineering Technology and Supply Chain Management from Purdue University with a 3.52 GPA. His relevant experience includes internships at Textron Systems where he developed process documents and tooling, and at Avalon Precision Metalsmiths where he analyzed casting processes and sourcing costs. He also has skills in various CAD, ERP, and statistical software packages.
Edward Passno has over 20 years of experience in management, engineering, and logistics. He has a proven track record of increasing department output by 400% and developing employee trainings for new product introductions. Passno also has skills in designing standard parts, engineering hydraulic systems, and providing on-site technical support to customers. He holds a business management certificate and mechanical drafting certificate.
This document is a resume for Balamurugan T providing summaries of his professional experience, education, skills, and objectives. It includes the following key points:
- Balamurugan currently works as an Engineering Trainee at WABCO India Limited where he is responsible for testing automotive components, conducting validation, and generating reports.
- He previously worked as a Production Engineer Trainee at A.R. Industries where he monitored production rates and resolved issues.
- Balamurugan has a B.E. in Mechanical Engineering and is proficient in MS Office, CATIA, AutoCAD, and basic LabView. He also completed safety and entrepreneurship training programs.
Sajesh PS is seeking a role where he can utilize his skills to contribute to organizational growth. He has over 8 years of experience in payroll processing, auditing, and providing training. He is proficient in handling UK, Australian, and Indian payrolls. Previously he worked as a Senior Payroll Analyst for NGA Human Resource and as a UK Payroll Specialist for Moorepay, where he managed payroll accounts, ensured accurate processing, and resolved client issues. He has experience in payroll implementation projects and providing technical support. Sajesh holds an M.Sc degree in Applied Electronics and seeks to continue improving himself professionally.
This document contains the resume of Nagaveena K Puttappanavar. She is seeking a challenging opportunity in manufacturing. Her previous role was as a Production Engineer at EMI Solutions Pvt Ltd from 2012 to 2015. In this role, she was responsible for planning production, establishing safety procedures, developing process improvements, and achieving production targets while handling 40 operators. Her qualifications include a Bachelor's degree in Electrical and Electronics Engineering. She has various technical skills and training including in AutoCAD, C programming, PLC, and SCADA systems.
Dan Hubbard has over 35 years of experience as a Calibration Lab Technician and Technical Resource. He has excellent troubleshooting, training, and communication skills. Most recently, he worked for UOP-Honeywell for over 35 years where he developed solutions to repair flow controllers, saving the company over $40k per year. He also has experience in the US Navy as a Hospital Corpsman and holds an Associate of Arts degree in Social Sciences.
This document is a curriculum vitae for A. Arifullah that summarizes his work experience and qualifications. It outlines his objective of seeking a position to contribute to increasing a company's performance. It then details his over 4 years of experience supervising production processes and ensuring quality work. This includes roles at SAS Industries and Sri Balaji Assemblies & Plastics India Ltd. It lists his responsibilities in planning, maintenance, production scheduling and achieving quality and production targets. It also provides his education qualifications and skills in organization, problem solving and listening.
M. Karnan is seeking a challenging career where he can contribute as part of a dedicated team. He has a B.A. in Economics and an M.B.A. in HRM. He currently works as a Project Coordinator at WILLIAMS LEA INDIA Ltd. where he supports workflow coordination and job allocation. Previously he worked as a Senior Document Specialist where his responsibilities included training new operators, quality checking work, and maintaining performance standards. He is proficient in MS Office, Photoshop, and various operating systems.
Wesley McAhren is seeking a manufacturing engineering role where he can apply his education and experience. He has a dual Bachelor's degree in Industrial Engineering Technology and Supply Chain Management from Purdue University with a 3.52 GPA. His relevant experience includes internships at Textron Systems where he developed process documents and tooling, and at Avalon Precision Metalsmiths where he analyzed casting processes and sourcing costs. He also has skills in various CAD, ERP, and statistical software packages.
Edward Passno has over 20 years of experience in management, engineering, and logistics. He has a proven track record of increasing department output by 400% and developing employee trainings for new product introductions. Passno also has skills in designing standard parts, engineering hydraulic systems, and providing on-site technical support to customers. He holds a business management certificate and mechanical drafting certificate.
This document is a resume for Balamurugan T providing summaries of his professional experience, education, skills, and objectives. It includes the following key points:
- Balamurugan currently works as an Engineering Trainee at WABCO India Limited where he is responsible for testing automotive components, conducting validation, and generating reports.
- He previously worked as a Production Engineer Trainee at A.R. Industries where he monitored production rates and resolved issues.
- Balamurugan has a B.E. in Mechanical Engineering and is proficient in MS Office, CATIA, AutoCAD, and basic LabView. He also completed safety and entrepreneurship training programs.
Sajesh PS is seeking a role where he can utilize his skills to contribute to organizational growth. He has over 8 years of experience in payroll processing, auditing, and providing training. He is proficient in handling UK, Australian, and Indian payrolls. Previously he worked as a Senior Payroll Analyst for NGA Human Resource and as a UK Payroll Specialist for Moorepay, where he managed payroll accounts, ensured accurate processing, and resolved client issues. He has experience in payroll implementation projects and providing technical support. Sajesh holds an M.Sc degree in Applied Electronics and seeks to continue improving himself professionally.
This document contains the resume of Nagaveena K Puttappanavar. She is seeking a challenging opportunity in manufacturing. Her previous role was as a Production Engineer at EMI Solutions Pvt Ltd from 2012 to 2015. In this role, she was responsible for planning production, establishing safety procedures, developing process improvements, and achieving production targets while handling 40 operators. Her qualifications include a Bachelor's degree in Electrical and Electronics Engineering. She has various technical skills and training including in AutoCAD, C programming, PLC, and SCADA systems.
Blue Collar Connect is a FREE app for android devices. It is meant for workers in the service industry. Blue Collar Connect allows users to leave a review about a customer so other service providers know if a particular customer is difficult to deal with or a pleasure to do business with. Finally, an app that will turn the tables in the customer service industry.
Here's a little information about our company and what we can do to alleviate the headaches of day to day business for our customers. Please take a look and enjoy!
This presentation will tell you a little about Work Hands, which basically LinkedIn for Blue Collare workers. You will see screen shots & my two cents on how it worked. Worth checking out!
The document discusses what makes a modern recruiter and provides tips for using LinkedIn effectively. It includes quotes from recruiting experts that define a modern recruiter as someone who is a business generalist, salesperson, marketer, and data analyst. The document then provides recommendations for crafting compelling LinkedIn profiles and company pages, using LinkedIn tools to source candidates, and promoting companies as top employers.
Tech recruiting 101 how to recruit engineers to your startupJumpSearch
This document provides guidance on how to recruit engineers for a startup. It outlines a 6 step process: 1) craft your company story, 2) share your story, 3) write an compelling job description, 4) generate awareness and demand for roles, 5) source and qualify candidates, and 6) engage candidates. It emphasizes the importance of minding the candidate experience through clear communication and feedback. Additional tips include knowing the different types of candidate profiles, adjusting approaches for passive vs active job seekers, and continuously calibrating recruitment strategies through retrospectives and market research.
The document provides an overview of Caliper, a staffing company founded in 1983. It details that Caliper has over 2,000 employees, operates nationwide and internationally, and can support projects across many industries and skill levels. Caliper maintains certifications in quality control, safety programs, and drug testing to ensure regulatory compliance on projects.
See how 3D Results helped Jo-Ann Fabric and Craft Stores with their Recruiting business challenges and solutions using the SuccessFactors Recruiting platform.
Our world is full of endless distractions: videos, special offers, articles, the list goes on. So, how do you make sure your content reaches your audience and grabs their attention?
During this webinar, content marketing expert Steve Rayson will share insights gained from analyzing a million headlines, across a range of publications, to discover what phrases amplify content and drive conversions.
And if that's not enough, advertising fanatic Larry Kim will show you how to use this data to craft click-worthy ad copy to use across paid search and social to increase click-through rates and significantly decrease cost-per-click.
Register now to hear this marketing dynamic duo crack the code on engagement.
You'll learn:
-What type of copy performs best on Facebook, Twitter, and Search
-How to curate attention-grabbing, engaging content
-What components make up a powerful headline
This document discusses guidelines for arranging, monitoring, and evaluating mandatory student internships. It provides details on the roles of the internship coordinator, intern supervisor, and intern. It also describes how to identify targets and create a written plan for internships. Suggested places to find internships include LinkedIn, Internshala, Internships.com, and state employment agencies. Examples are given of internship selection reports and statistics for students from Guru Nanak Institute of Technology who received multiple paid internship offers.
Lunching the New NAF Certification and AssessmentsNAFCareerAcads
This session will provide an overview of NAF's new student certification and assessments to be launched in the fall of 2012. The system is designed to measure students' knowledge and application on key career-related technical content and 21st century skills essential for both college and career success. The NAF student certification assessment system will help high schools comply with federal and state accountability requirements and will be recognized by postsecondary institutions and employers.
The document describes a case study of efforts to improve labor productivity at an army site construction project in Dubai. The site was experiencing low productivity levels among its largely inexperienced workforce. Under the leadership of project manager Cheran M.Nedunjeralathan and with support from SPCS, a three step approach was implemented. This involved pre-training workers, ongoing training and measurement of productivity as work progressed, and mentoring workers. This approach helped increase average worker productivity by over 100% and saved the organization approximately 4,000 man days. Key factors for this success included benchmarking, collaborative working, ongoing performance management, and leadership support.
WorkKeys, Dream it Do it, and Manufacturing Workforce Training CenterPrebleCountyBusiness
The document summarizes efforts in Preble County, Ohio to address a shortage of skilled manufacturing workers through partnerships between local economic development organizations, manufacturers, schools, and community colleges. It discusses implementing WorkKeys assessments, pursuing a Dream It Do It marketing grant and manufacturing training center grant, and gaining commitments from employers to train workers. The goal is to build a pipeline of skilled workers to meet the needs of county manufacturers.
Raymond Lee is an entrepreneur and human resources expert with experience leading technology companies and managing HR functions. He founded Careerminds Group to provide career consulting and outplacement services, growing the business through strategic partnerships and new product launches. As President and CEO, he oversees finances, operations, and business development. Previously, Raymond held HR leadership roles at large manufacturing companies, managing recruiting, compensation, and employee relations. He has a master's degree and has experience implementing HR systems and managing reductions in force.
The college admissions process can be intimidating but is also an exciting opportunity to showcase your talents, achievements and perspectives. Take your career to the next level with youth4work. Know about any college from their students and clear your doubts.
Looking to cost-effectively hire fresh talent from 7000+ Colleges of India?
Youth4work's platform helps you not only to reach-out to multiple colleges simultaneously but also conduct campus recruitment tests easily!
Connect with us at support@youth4work.com
This document introduces distance delivery of training by Qualitrain, an experienced training provider. It discusses how distance delivery using video conferencing and file sharing allows for interactive training that is more flexible and environmentally friendly than solely classroom or online delivery. Details are provided on available apprenticeships in lean manufacturing at levels 2-5, outlining qualifications, durations, roles suited for each level and funding amounts. Comparisons of traditional classroom versus mixed delivery methods show reductions in travel and paper use from distance elements.
The document discusses internships at the University of the West Indies and factors associated with maximizing their benefits and minimizing perils. It explores internships in the context of work-based learning and references quality assurance reviews and reports from 2011-2017. The reviews recommend supporting and strengthening internships using best practices benchmarks. Clear aims and partnerships between students, institutions and employers, along with explicit assessment criteria and developmental feedback, are identified as important factors for optimizing internships.
Dr J D Bapat, the author of this slide show, has nearly four decades experience in research and development, teaching, training and consultancy. Based on his experience as the head of engineering institutions, he has prepared this slide show to show how the quality of engineering institutions could be substantially improved, following systems approach to the quality management. The focus is on improving the overall quality and building the image of the institution, developing the infrastructure, faculty and the students.
The benefits are seen in terms of accreditation, certification, organised campus, better infrastructure, quality faculty with high motivation, good students seeking admission, good university results with rank-holders, placements in reputed organisations and revenue generation through sponsored research, consultancy, testing and training.
HRM Davies Chapter 11 career plan 2014Arif Partono
This document discusses career planning and development. It defines key terms like career, career path, and career goals. It emphasizes the importance of individual career planning and outlines the roles of both employees and HR in developing career plans. HR can help by providing career information and guidance, developing employees, and addressing career problems or halts. The goal of career planning is to align individual ambitions with organizational needs to increase productivity, satisfaction and retention.
This document outlines plans to implement a new training and development program for Campus Recreation employees using the learning management system D2L. The goals are to provide organized information, promote self-leadership, communicate roles, improve cross-department relations, and advance training. Issues like missed training, low performance, and unanswered questions will be addressed. The D2L program will include online training, performance evaluations, policies and procedures, quizzes and discussions to better inform and train employees. A focus group of Campus Recreation employees found the D2L plans to be well designed and beneficial to employee development and performance.
The document summarizes a presentation on a program called "Backpacks to Briefcases" that provides recent college graduates unemployed or underemployed with short-term internships and job readiness training. It discusses challenges faced by new graduates, the local economy and job opportunities, and outlines the process used by the program, which placed over 90% of its initial participants in full-time jobs or internships. Employers participating in the program found the interns to be valuable additions who helped expand their organizations.
Performance Management Masterclass: Killing the Annual Performance ReviewShelley Reece
This document summarizes a webinar on killing the annual performance review and transitioning to continuous performance management. It discusses moving from annual reviews to agile, iterative sprints of 3 weeks where managers provide ongoing coaching and feedback. Managers are encouraged to focus on inspiring employees rather than just tasks. For employees exceeding, meeting, or missing expectations, the document provides suggestions for recognition, course correction, or addressing deficiencies. It emphasizes documenting the continuous process to assess contributions, encourage excellence, and identify development needs. The webinar advocates for changing traditional performance management approaches.
Blue Collar Connect is a FREE app for android devices. It is meant for workers in the service industry. Blue Collar Connect allows users to leave a review about a customer so other service providers know if a particular customer is difficult to deal with or a pleasure to do business with. Finally, an app that will turn the tables in the customer service industry.
Here's a little information about our company and what we can do to alleviate the headaches of day to day business for our customers. Please take a look and enjoy!
This presentation will tell you a little about Work Hands, which basically LinkedIn for Blue Collare workers. You will see screen shots & my two cents on how it worked. Worth checking out!
The document discusses what makes a modern recruiter and provides tips for using LinkedIn effectively. It includes quotes from recruiting experts that define a modern recruiter as someone who is a business generalist, salesperson, marketer, and data analyst. The document then provides recommendations for crafting compelling LinkedIn profiles and company pages, using LinkedIn tools to source candidates, and promoting companies as top employers.
Tech recruiting 101 how to recruit engineers to your startupJumpSearch
This document provides guidance on how to recruit engineers for a startup. It outlines a 6 step process: 1) craft your company story, 2) share your story, 3) write an compelling job description, 4) generate awareness and demand for roles, 5) source and qualify candidates, and 6) engage candidates. It emphasizes the importance of minding the candidate experience through clear communication and feedback. Additional tips include knowing the different types of candidate profiles, adjusting approaches for passive vs active job seekers, and continuously calibrating recruitment strategies through retrospectives and market research.
The document provides an overview of Caliper, a staffing company founded in 1983. It details that Caliper has over 2,000 employees, operates nationwide and internationally, and can support projects across many industries and skill levels. Caliper maintains certifications in quality control, safety programs, and drug testing to ensure regulatory compliance on projects.
See how 3D Results helped Jo-Ann Fabric and Craft Stores with their Recruiting business challenges and solutions using the SuccessFactors Recruiting platform.
Our world is full of endless distractions: videos, special offers, articles, the list goes on. So, how do you make sure your content reaches your audience and grabs their attention?
During this webinar, content marketing expert Steve Rayson will share insights gained from analyzing a million headlines, across a range of publications, to discover what phrases amplify content and drive conversions.
And if that's not enough, advertising fanatic Larry Kim will show you how to use this data to craft click-worthy ad copy to use across paid search and social to increase click-through rates and significantly decrease cost-per-click.
Register now to hear this marketing dynamic duo crack the code on engagement.
You'll learn:
-What type of copy performs best on Facebook, Twitter, and Search
-How to curate attention-grabbing, engaging content
-What components make up a powerful headline
This document discusses guidelines for arranging, monitoring, and evaluating mandatory student internships. It provides details on the roles of the internship coordinator, intern supervisor, and intern. It also describes how to identify targets and create a written plan for internships. Suggested places to find internships include LinkedIn, Internshala, Internships.com, and state employment agencies. Examples are given of internship selection reports and statistics for students from Guru Nanak Institute of Technology who received multiple paid internship offers.
Lunching the New NAF Certification and AssessmentsNAFCareerAcads
This session will provide an overview of NAF's new student certification and assessments to be launched in the fall of 2012. The system is designed to measure students' knowledge and application on key career-related technical content and 21st century skills essential for both college and career success. The NAF student certification assessment system will help high schools comply with federal and state accountability requirements and will be recognized by postsecondary institutions and employers.
The document describes a case study of efforts to improve labor productivity at an army site construction project in Dubai. The site was experiencing low productivity levels among its largely inexperienced workforce. Under the leadership of project manager Cheran M.Nedunjeralathan and with support from SPCS, a three step approach was implemented. This involved pre-training workers, ongoing training and measurement of productivity as work progressed, and mentoring workers. This approach helped increase average worker productivity by over 100% and saved the organization approximately 4,000 man days. Key factors for this success included benchmarking, collaborative working, ongoing performance management, and leadership support.
WorkKeys, Dream it Do it, and Manufacturing Workforce Training CenterPrebleCountyBusiness
The document summarizes efforts in Preble County, Ohio to address a shortage of skilled manufacturing workers through partnerships between local economic development organizations, manufacturers, schools, and community colleges. It discusses implementing WorkKeys assessments, pursuing a Dream It Do It marketing grant and manufacturing training center grant, and gaining commitments from employers to train workers. The goal is to build a pipeline of skilled workers to meet the needs of county manufacturers.
Raymond Lee is an entrepreneur and human resources expert with experience leading technology companies and managing HR functions. He founded Careerminds Group to provide career consulting and outplacement services, growing the business through strategic partnerships and new product launches. As President and CEO, he oversees finances, operations, and business development. Previously, Raymond held HR leadership roles at large manufacturing companies, managing recruiting, compensation, and employee relations. He has a master's degree and has experience implementing HR systems and managing reductions in force.
The college admissions process can be intimidating but is also an exciting opportunity to showcase your talents, achievements and perspectives. Take your career to the next level with youth4work. Know about any college from their students and clear your doubts.
Looking to cost-effectively hire fresh talent from 7000+ Colleges of India?
Youth4work's platform helps you not only to reach-out to multiple colleges simultaneously but also conduct campus recruitment tests easily!
Connect with us at support@youth4work.com
This document introduces distance delivery of training by Qualitrain, an experienced training provider. It discusses how distance delivery using video conferencing and file sharing allows for interactive training that is more flexible and environmentally friendly than solely classroom or online delivery. Details are provided on available apprenticeships in lean manufacturing at levels 2-5, outlining qualifications, durations, roles suited for each level and funding amounts. Comparisons of traditional classroom versus mixed delivery methods show reductions in travel and paper use from distance elements.
The document discusses internships at the University of the West Indies and factors associated with maximizing their benefits and minimizing perils. It explores internships in the context of work-based learning and references quality assurance reviews and reports from 2011-2017. The reviews recommend supporting and strengthening internships using best practices benchmarks. Clear aims and partnerships between students, institutions and employers, along with explicit assessment criteria and developmental feedback, are identified as important factors for optimizing internships.
Dr J D Bapat, the author of this slide show, has nearly four decades experience in research and development, teaching, training and consultancy. Based on his experience as the head of engineering institutions, he has prepared this slide show to show how the quality of engineering institutions could be substantially improved, following systems approach to the quality management. The focus is on improving the overall quality and building the image of the institution, developing the infrastructure, faculty and the students.
The benefits are seen in terms of accreditation, certification, organised campus, better infrastructure, quality faculty with high motivation, good students seeking admission, good university results with rank-holders, placements in reputed organisations and revenue generation through sponsored research, consultancy, testing and training.
HRM Davies Chapter 11 career plan 2014Arif Partono
This document discusses career planning and development. It defines key terms like career, career path, and career goals. It emphasizes the importance of individual career planning and outlines the roles of both employees and HR in developing career plans. HR can help by providing career information and guidance, developing employees, and addressing career problems or halts. The goal of career planning is to align individual ambitions with organizational needs to increase productivity, satisfaction and retention.
This document outlines plans to implement a new training and development program for Campus Recreation employees using the learning management system D2L. The goals are to provide organized information, promote self-leadership, communicate roles, improve cross-department relations, and advance training. Issues like missed training, low performance, and unanswered questions will be addressed. The D2L program will include online training, performance evaluations, policies and procedures, quizzes and discussions to better inform and train employees. A focus group of Campus Recreation employees found the D2L plans to be well designed and beneficial to employee development and performance.
The document summarizes a presentation on a program called "Backpacks to Briefcases" that provides recent college graduates unemployed or underemployed with short-term internships and job readiness training. It discusses challenges faced by new graduates, the local economy and job opportunities, and outlines the process used by the program, which placed over 90% of its initial participants in full-time jobs or internships. Employers participating in the program found the interns to be valuable additions who helped expand their organizations.
Performance Management Masterclass: Killing the Annual Performance ReviewShelley Reece
This document summarizes a webinar on killing the annual performance review and transitioning to continuous performance management. It discusses moving from annual reviews to agile, iterative sprints of 3 weeks where managers provide ongoing coaching and feedback. Managers are encouraged to focus on inspiring employees rather than just tasks. For employees exceeding, meeting, or missing expectations, the document provides suggestions for recognition, course correction, or addressing deficiencies. It emphasizes documenting the continuous process to assess contributions, encourage excellence, and identify development needs. The webinar advocates for changing traditional performance management approaches.
Killing the Annual Performance Review, and What To Do After the FuneralAggregage
In this Age of Aquarius, um, I mean, Disruption, there are so many new cool tools that the startups are leveraging for efficiency and effectiveness. All the buzz has been around AI and automating everything, including the lunch orders. Since “Constant Change is Here to Stay”, why is it that the Annual Performance Review is holding its own after nearly a century of being in existence? In this webinar, we are going to review all of the reasons for completely eliminating this archaic practice, what to do in its stead, and look at some case studies of the successful leveraging of new practices that are embraced by both line managers and team members alike.
This document provides information about Baba Banda Singh Bahadur Engineering College located in Fatehgarh Sahib, Punjab. It was established in 1993 by SGPC and is the first self-financing engineering college in Punjab. The college offers undergraduate and postgraduate courses in engineering and management. It has state-of-the-art infrastructure across its 75 acre campus and offers excellent placement opportunities for its students.
The Job Resource Center at Moraine Valley Community College connects students, alumni, and community members to employment and internship opportunities through various programs and services. These include individual appointments, job listings, career workshops and fairs, an internship program, and student employment opportunities. In the 2013-2014 year, the JRC saw high student retention rates, GPAs, and graduation rates among interns and student employees. It also increased diversity among interns and services targeted underrepresented groups.
A presentation to the Engineering Colleges having a Vision and Foresight to shape the future of bright Engineering Graduates aiming to begin their Software Development.
An excellent opportunity awaits you to begin your Career Now !!
1) Los Angeles Valley College (LAVC) developed job training programs in collaboration with employers to address a skills gap between job seekers and employers in the biomanufacturing industry.
2) One successful program was a 5-week training academy developed with Baxter to train over 100 new hires, with an 80% success rate in job placement.
3) LAVC also provided customized training to over 1,100 incumbent Baxter workers to help them advance their skills and serve as layoff aversion.
Proper Maintenance for the Long Life of Concrete PavementsJill Reeves
This document discusses techniques for maintaining and preserving concrete pavements to extend their service life. It outlines various preservation activities like diamond grinding, full and partial depth repairs, dowel bar retrofit, joint sealing, and concrete overlays. It provides details on how each technique works and its benefits. The document also references guides on concrete pavement preservation best practices and lists online training resources. The goal is to provide cost-effective solutions to maintain pavement investment and meet transportation challenges through proper concrete pavement maintenance.
This document summarizes a presentation on drone applications in concrete paving given by Olsson. It discusses Olsson's UAV program and experience providing drone services for infrastructure projects like concrete paving, surveying, asset inspections, and environmental monitoring. Specific applications highlighted include stockpile inventories, pavement surveys, construction documentation, and upcoming capabilities like onboard LiDAR. The presentation outlines Olsson's safety practices and the regulatory compliance of its drone operations.
PCC Pavement: Repair vs. Overlay vs. ReconstructionJill Reeves
Repair, overlay, and reconstruction options were compared for maintaining and rehabilitating PCC pavements. Considerations included thickness, age, condition, traffic, and budget. Reconstruction using 8" DCP on prepared subgrade was estimated at $990K/mi. 3R with 10% repair and 4" HMA overlay was estimated at $490K/mi. Maintenance repair of 2% and joint sealing was estimated at $90K/mi.
This document provides an overview of Thrasher Commercial Group, which offers engineered solutions for deep foundations, earth retention, concrete lifting and leveling. It introduces the company's sales team and describes various client solutions including helical piles, push piers, helical soil nails, helical anchors and tiebacks, geo-lock wall anchors, polyurethane injection for concrete lifting and leveling, box culvert void filling, and case studies of road and bridge projects. Videos and questions are offered at the end for further discussion.
LDCC is a lightweight cellular concrete made with cement, water, and preformed foam to produce a hardened material with a density of 50 lbs or less per cubic foot. It replaces coarse aggregate with air bubbles, making it flowable and self-compacting for rapid placement into structures. LDCC comes in permeable and non-permeable varieties and has a broad range of applications including backfill, trench filling, and retaining walls due to its versatility, durability, and environmental friendliness.
The 40th Annual Concrete Paving Workshop will be held January 22-23, 2019 at the Cornhusker Marriott in Lincoln, NE. There are several gold eagle sponsors including Ash Grove Cement, Lafarge-Holcim, Central Plains Cement, GCC of America, and GOMACO. There are also many other sponsors and a planning committee listed. The workshop provides information on concrete paving projects and practices.
This document summarizes a presentation on optimizing concrete mix design for pavement. It discusses:
- Using a modified Toufar model and experimental testing to determine aggregate packing and optimum gradations.
- Conducting experiments with different aggregate blends and cement contents to evaluate fresh properties, strength, and permeability. Promising blends were identified.
- Further reducing cement contents of promising blends by adjusting water reducer dosage and retesting. Cement could be reduced by up to 1 sack without compromising performance.
- Proposing a mix design procedure considering aggregate packing from modeling/testing, minimum excess paste, and verification with a box test to ensure adequate strength and surface quality.
Concrete Overlays: A Proven Resurfacing StrategyJill Reeves
This document discusses concrete overlays as a proven resurfacing strategy. It provides an overview of different types of concrete overlays, including bonded and unbonded overlays of concrete and asphalt pavements. Data is presented on the performance and longevity of concrete overlays constructed in Iowa over several decades, with many showing excellent performance up to 40 years. Thicker overlays and shorter joint spacings are associated with better performance. Overall, concrete overlays are shown to be a highly effective resurfacing solution with a expected service life of 30-40 years for Iowa's highway network.
This document provides information about slag cement and its use in concrete applications. It discusses the production of slag cement, its chemical and physical properties compared to portland cement, benefits of using slag cement such as improved workability, strength, and durability. It provides examples of projects that have used slag cement concrete mixtures with replacement rates ranging from 20-50% and achieved strength gains. Contact information is also provided for follow up questions.
Performance Engineered: Mixtures and AASHTO PP 84: It's Time for a ChangeJill Reeves
This document summarizes a presentation on Performance Engineered Mixtures and AASHTO PP 84 given by Michael Praul, a Senior Concrete Engineer at FHWA. The presentation discusses the need for a change from prescriptive concrete specifications to performance-based specifications that focus on properties related to concrete durability. It outlines the development of AASHTO PP 84, a guide specification that requires testing of properties like strength, shrinkage and permeability. The presentation emphasizes that PP 84 allows for innovation while providing a framework for quality control and assurance. It also discusses efforts to help agencies and industry transition to performance-based specifications through resources on specification development and quality control testing.
Fly ash availability is decreasing due to plant closures across 25 states. Over 11% of coal fired generating capacity has been reduced, with over 40% reductions in the Midwest, Mid-Atlantic, and Southeast regions. This has led to over 7 million tons less fly ash being produced annually. The document was presented by Megan Dangel from Central Plains Cement Company at a concrete paving workshop to discuss issues regarding decreasing fly ash supply.
Federal Motor Carrier Rules and RegulationsJill Reeves
This document provides an overview of federal and state motor carrier rules and regulations for Nebraska. It discusses several key topics:
- There are both state and Federal Motor Carrier Safety Administration (FMCSA) regulations that apply.
- State regulations cover rules of the road, registration, taxation, weights and dimensions. FMCSA regulations cover equipment, commercial driver's licensing, medical requirements, hours of service, and safe driving.
- There are various permit options for intrastate hauling in Nebraska by non-Nebraska registered vehicles, as well as agreements with neighboring states for operations within certain city limits.
- Dimensional and weight laws, along with permit requirements for oversized loads, are also reviewed
This document discusses updates to OSHA's silica rule, including new training materials, fact sheets, and videos about silica hazards. It provides details on engineering controls, exposure monitoring requirements, medical surveillance, and citations issued for violations. It also describes equipment that can help mitigate silica dust, such as exhaust systems, vacuums, sweepers, and blowing systems. Regular maintenance is important to ensure effectiveness of dust controls.
ABC in Nebraska: Belden to Laurel BridgeJill Reeves
This document summarizes the replacement of the Belden-Laurel Bridge in Nebraska using accelerated bridge construction (ABC) techniques. The old 3-span steel girder bridge from 1938 was deteriorating and in need of replacement. The new single-span bridge features precast concrete girders, deck panels, abutment caps, wing walls, and approach slabs that were assembled on site to replace the bridge over a weekend, minimizing road closure time. The precast elements were connected using self-consolidating concrete, ultra-high performance concrete, and high-early strength concrete to accelerate construction.
The document summarizes information from the 4040th Annual Concrete Paving Workshop regarding upcoming airport projects. $1 billion in supplemental appropriations are available through September 2020 primarily for general aviation airports. About 1,400 airports qualify for priority consideration. Round 1 applications were due in August and selections were made in fall 2018. Round 2 requests were due in October with announcements expected by late January 2019. The FAA Reauthorization Act extends the Airport Improvement Program through 2023 with many changes still needing interpretation. An economic impact study of Nebraska aviation is underway to provide updated data.
- NDOT is using design-build project delivery for the US-275 Expressway project from Scribner to West Point to accelerate project completion.
- The 18.5 mile, $109 million project will construct new lanes parallel to existing lanes using a 2+2 configuration and bypass Scribner.
- NDOT issued a Request for Qualifications in September 2017 and shortlisted design-build teams in January 2018 for the design-build procurement process.
This document summarizes Nebraska's approach to pavement asset management. It discusses collecting pavement data, measuring performance through IRI and NSI metrics, analyzing the system using a Pavement Optimization Program for life-cycle cost analysis, prioritizing treatments, and setting performance targets. It outlines Nebraska's objectives to maintain pavements in good repair, optimize budgets, and meet or exceed asset lifespans. Key aspects of the management process include automated and manual data collection, deterioration modeling, treatment decision trees, and a risk-based approach to prioritizing projects.
Iowa DOT - Council Bluffs Border City AgreementsJill Reeves
1. For loads coming into Sioux City, Iowa under the exempt commercial zone, operating authority is not needed as long as the load is delivered within 6 miles of Sioux City.
2. For intrastate loads originating and ending in Iowa, a motor carrier needs an Iowa Motor Carrier Permit which must be carried in each vehicle.
3. Sioux City ordinance allows vehicles legal in weight and length in Nebraska or South Dakota to operate in Sioux City without an Iowa permit if traveling to or from those states.
This document outlines Nebraska's testing of aggregates for alkali-silica reaction (ASR) from 2008 to present. It discusses:
1) Correlating ASTM C1293 testing from 2008-2016 with FHWA TP-65 to classify aggregate reactivity.
2) Introducing AASHTO T380 mini prism testing in 2016 and correlating results to ASTM C1293.
3) Changing the blended/interground cement specification in 2016 to require ASTM C1567 or AASHTO T380 testing depending on expansion results. Testing aims to ensure aggregates and cements do not cause excessive expansion due to ASR.
This document contains information about Joel Sedlacek, the territory manager for Central Plains Cement Company and its related companies. It lists the locations of various cement production facilities. It also provides information about a concrete product called slag and its use in road projects. Finally, it discusses a road project replacing asphalt with concrete on a portion of Interstate 10 in Tucson, Arizona.
1.) Introduction
Our Movement is not new; it is the same as it was for Freedom, Justice, and Equality since we were labeled as slaves. However, this movement at its core must entail economics.
2.) Historical Context
This is the same movement because none of the previous movements, such as boycotts, were ever completed. For some, maybe, but for the most part, it’s just a place to keep your stable until you’re ready to assimilate them into your system. The rest of the crabs are left in the world’s worst parts, begging for scraps.
3.) Economic Empowerment
Our Movement aims to show that it is indeed possible for the less fortunate to establish their economic system. Everyone else – Caucasian, Asian, Mexican, Israeli, Jews, etc. – has their systems, and they all set up and usurp money from the less fortunate. So, the less fortunate buy from every one of them, yet none of them buy from the less fortunate. Moreover, the less fortunate really don’t have anything to sell.
4.) Collaboration with Organizations
Our Movement will demonstrate how organizations such as the National Association for the Advancement of Colored People, National Urban League, Black Lives Matter, and others can assist in creating a much more indestructible Black Wall Street.
5.) Vision for the Future
Our Movement will not settle for less than those who came before us and stopped before the rights were equal. The economy, jobs, healthcare, education, housing, incarceration – everything is unfair, and what isn’t is rigged for the less fortunate to fail, as evidenced in society.
6.) Call to Action
Our movement has started and implemented everything needed for the advancement of the economic system. There are positions for only those who understand the importance of this movement, as failure to address it will continue the degradation of the people deemed less fortunate.
No, this isn’t Noah’s Ark, nor am I a Prophet. I’m just a man who wrote a couple of books, created a magnificent website: http://www.thearkproject.llc, and who truly hopes to try and initiate a truly sustainable economic system for deprived people. We may not all have the same beliefs, but if our methods are tried, tested, and proven, we can come together and help others. My website: http://www.thearkproject.llc is very informative and considerably controversial. Please check it out, and if you are afraid, leave immediately; it’s no place for cowards. The last Prophet said: “Whoever among you sees an evil action, then let him change it with his hand [by taking action]; if he cannot, then with his tongue [by speaking out]; and if he cannot, then, with his heart – and that is the weakest of faith.” [Sahih Muslim] If we all, or even some of us, did this, there would be significant change. We are able to witness it on small and grand scales, for example, from climate control to business partnerships. I encourage, invite, and challenge you all to support me by visiting my website.
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Gamify it until you make it Improving Agile Development and Operations with ...Ben Linders
So many challenges, so little time. While we’re busy developing software and keeping it operational, we also need to sharpen the saw, but how? Gamification can be a way to look at how you’re doing and find out where to improve. It’s a great way to have everyone involved and get the best out of people.
In this presentation, Ben Linders will show how playing games with the DevOps coaching cards can help to explore your current development and deployment (DevOps) practices and decide as a team what to improve or experiment with.
The games that we play are based on an engagement model. Instead of imposing change, the games enable people to pull in ideas for change and apply those in a way that best suits their collective needs.
By playing games, you can learn from each other. Teams can use games, exercises, and coaching cards to discuss values, principles, and practices, and share their experiences and learnings.
Different game formats can be used to share experiences on DevOps principles and practices and explore how they can be applied effectively. This presentation provides an overview of playing formats and will inspire you to come up with your own formats.
11June 2024. An online pre-engagement session was organized on Tuesday June 11 to introduce the Science Policy Lab approach and the main components of the conceptual framework.
About 40 experts from around the globe gathered online for a pre-engagement session, paving the way for the first SASi-SPi Science Policy Lab event scheduled for June 18-19, 2024 in Malmö. The session presented the objectives for the upcoming Science Policy Lab (S-PoL), which featured a role-playing game designed to simulate stakeholder interactions and policy interventions for food systems transitions. Participants called for the sharing of meeting materials and continued collaboration, reflecting a strong commitment to advancing towards sustainable agrifood systems.
3. THE FACTS…
• 230 Craft Employees /41 Salaried Staff
• 41% of Salaried Staff is Age 50
• 54% of Field Salaried Staff is above the age of 50
• 6 Salaried Field Staff are 1-2 years from Retirement
Jeff Pankoke
Constructors’ Superintendent – Concrete Paving
42 Years at Constructors
We needed to improve recruiting as many long term Constructors employees are retiring or nearing
retirement.
4. WHERE TO BEGIN…
• NEBCO and Constructors never had a Degreed Field Supervisor
• Launch Recruiting Plan with Area Colleges and Universities
• Find Existing up and comers
6. 1. ATTEND COLLEGE CAREER FAIRS
2. DEVELOP RELATIONSHIPS WITH PROFESSORS AND CAREER
DEVELOPMENT STAFF
3. ATTEND CLASS TO SELL COMPANY AND INTERN PROGRAM
7. ASK THE RIGHT QUESTIONS?
1. DO YOU WANT TO BE IN THE FIELD OR IN THE OFFICE?
2. DO YOU WANT TO BE A SUPERINTENDENT OR A PROJECT
MANAGER?
IDENTIFY CURRENT PERSONNEL
-MAKE SURE YOU PUT INTERNS INTO A GOOD SITUATION
8. A MODERN WEBSITE…
Old website
Over 51% of all website traffic is on mobile devices, so developing a website that potential recruits
could easily apply online from their phone or tablet was a must.
New website
9. IMPROVED VIDEOS & PHOTOGRAPHY…
• Drone Aerial Footage
• Professional Photography of Worksites, Plants, Vehicles & Staff
• Video Interviews with Constructors’ Staff
10.
11.
12. IMPROVED RECRUITING MATERIALS…
This included new branded materials for college career fairs:
Digital recruiting materials and videos were saved
onto USB drives and given to recruits at college
career fairs.
13. Identify Your Company Strengths
• Every Company is Different
• NEBCO
• Loyalty
• Local
17. WHERE OUR EFFORTS PAY OFF…
• University of Nebraska – Lincoln 20 Interviews 1 New Hire 1 Intern
• University of Nebraska – Omaha 18 Interviews 1 Intern
• University of Nebraska – Kearney 11 Interviews 1 New Hire 1 Intern
• Hastings College 4 Interviews 1 Intern
• Wayne St. College
18. WHERE OUR EFFORTS PAY OFF…
• University of Nebraska – Lincoln 20 Interviews 1 New Hire 1 Intern
• University of Nebraska – Omaha 18 Interviews 1 Intern
• University of Nebraska – Kearney 11 Interviews 1 New Hire 1 Intern
• Hastings College 4 Interviews 1 Intern
• Wayne St. College