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Family Member Need A Job Program Manager National Company January 4 2011

Posted by Michelle S. Hawkins on January 4, 2011 at 4:50pm

Program Manager:

AMHP is seeking a program manager to help shape the organization as it expands and grows into different arenas. This is a tremendous opportunity to be a part of a large national organization that is involved in many facets of the healthcare industry. This is an opportunity to build your resume all the while gaining real-world experience leading a large non-profit organization.

This is a paid position that requires a, minimum, 1 year commitment with a 90 day probationary period.

The program manager needs to be able to participate in:

Strategic Planning:
· Encourages Board's role in strategic planning
· Appoints the project managers of committees, in consultation with other Board members.
· Oversees the work of the project managers and uses standardized metrics to ascertain success.
·Steps in to fill the role of the project manager as necessary.

Finance:
· Monitors financial planning and financial reports.
· Plays a leading role in fundraising activities

Infrastructure:
· Allocates funding to project initiatives and follows up on each implementation.
· Works with 3rd party vendors

Requirements:
Bachelors in Public Health; relevant work experience; graduate work preferred; motivated, confident individual with excellent interpersonal communication and experience leading a team; ability to communicate through multiple tools;

__________________________________________
Project Manager:

AMHP is seeking a volunteer project managers to lead its Health Educaton taskforce in its core mission. This is a strictly volunteer position but give a breadth of experience and networking opportunity for the right individual. You will gain the opportunity to meet people in the health care industry, lead a note-worthy initiative as well as build your resume.

Manage:
· Work with team members to develop scopes of work
· Develop and oversee project budgets
· Work with program manager to obtain project financing and prepare on-going reporting

Delegate:
· Delegate tasks to appropriate team members
· Strategize and implement solutions relating to project, budget, management, etc.
· Develop and maintain communication pipeline with key people (President, program manager, board and members of the team)

Networking:
· Work with local organizations and officers as needed in the development process

Coordinator:
·Facilitate meetings
· Submit required paperwork to program manager and the board
Monitor project schedule and oversee details such as plan selection

Requirements:
Bachelors in Public Health/related field or in the process of completing; motivated, confident individual with excellent interpersonal communication and experience leading a team; ability to communicate through multiple tools. A 9-month commitment is required.

For more information please contact:

Rabia Akram, President

rakram@amhp.us

Deadline to apply: January 21, 2011

Good Luck

Michelle

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Employers Are Now Offering Housing Benefits...Find out how and why they are doing it...

Posted by Denise R. McCoy on October 8, 2009 at 7:30pm

Ezine Article by Denise R. McCoyEmployers have it tough these days. In the everchanging world of employee relations, how can you be sure that your employees are truly happy with you as an employer? Are you gauging their happiness by using the traditioanl checks and balances?Do they show up everyday?--check! Are they well groomed?--check! Do they report to work on time?--check! Have they told you how much they appreciate their job? During the last employee review, was it an improvement from the previous 6 to 12 months, or has there been a change in their performance?Well, let's hope this New Housing Employee Benefits: Building Moral, Retaining Employees & Recruiting Top Talent can help shed some light on a traditional subject with an innovative spin.Remember the game, Family Feud? During the 30 minute game show families from all over the United States would compete for a chance to win $10,000.00 by guessing what America thought about certain topics. The questions would go something like this...."Name something found in your mother's purse?" "This is something you might consume after you eat a spicy meal." "Name something a teenage girl looks forward to?" Truly, there was never a wrong or right answer. The only answer was YOUR answer.Imagine you invited me to visit with you this afternoon. Let's say, I stopped by during the lunch hour. The purpose of my visit is to help you gain a better understanding of how your employees see YOU as their employer. The core focus of my discussion is your current benefits package. I might ask your employees, "How would you rate your employers' benefits package? How do the benefits offered match up to the needs of your family? Are there any benefits not being offered that you would like to see offered?Again, this is a hypothetical scenario. By walking you through the exercise, I'm sure your wheels started to turn. You began to think like the employee for just a moment. Employee relations is just that--relating to your employees.Traditionally, 401(k), medical, dental and vision benefits were the norm for any job. However, alot has changed. Employees are looking for a benefits package that is tangible with the ability to build long term stability and growth. Although the same old benefits program is still widely received by most employees, offering an innovative alternative could change the landscape of your business model tremendously.The National Association of Realtors is the largest trade organization in the world. To date, they have over 1 million Realtor members. They are the "Voice of Real Estate". The NATIONAL ASSOCIATION OF REALTORS® was founded as the National Association of Real Estate Exchanges on May 12, 1908, at the YMCA Auditorium in Chicago, IL. Their code of ethics was adopted in 1913, as the "Golden Rule." Visit www.Realtor.org. After 101 years in existence, NAR remains the most trusted name in Real Estate.Recently, the National Association of Realtors made history during the launch of one of the most innovative employer assisted housing benefits program (EAH), known as Home from Work. The program encourages employers to help their valued employees realize their dream of home ownership by assisting them with the purchase process.To help get the word out about the program, Realtors are trained by Certified Trainer/Instructors in the benefits of the Home from Work program. They are shown how to introduce the concept to their local associations, non-profit housing agencies and employers. As you can imagine, Realtors are more than just agents. Many consumers see real estate professionals as housing advocates. The Home from Work program allows Realtors the opportunity to become leaders in their community with the power and ability to effect positive change.Employers may wonder how they may benefit by offering such a program. There are three key benefits of the Home from Work Employer Assisted Housing Benefits Program:*On-site home buyer education workshops conducted by Realtors and lenders*On-one-one counseling administered by a non-profit housing agency*Financial incentive (matched savings, grant, deferred loan.Traditionally, potential homeowners face 3 hurdles. Lack of information, lack of confidence and lack of funds are barriers to homeownership. It's only fitting that the 3 benefits of the HFW programs, cancel out these barriers.Employers like Kaiser, Agilent, National Bank of Redwoods, Novato Hospital and the North Main Water District have developed a successful EAH benefits campaign and so can you. Housing benefits help build moral, retain employees and adds a new flavor to your recruitment efforts. Not only that, employers that are proactive in building good employee/employer relations are seen as leaders on the cutting edge of what's new and what's next for their respective industries.Still not convinced your employees would respond favorably to such a program? I would encourage you to devote 5 minutes of your time by asking them. Not sure how to do that? Email a request for the "Employee Homeownership Survey", to Denise.McCoyTilson@ReaRealtors.com.com.The survey only takes 4 minutes to complete. You will be amazed at the responses and well on your way to becoming a better employer.Think your employer might like this idea? Share this article with them or connect with me directly:denise.mccoytilson@rearealtors.com.

WHAT I DO?

Posted by Valencia Mackie on February 13, 2009 at 3:54am

I was recently asked about my endeavor, so I thought I would share with all. I am not an attorney, as I inform everyone before I speak on real estate, the information I provide is for informational purposes and laws vary from state to state that one should consult with their advisor for a particular situation as every situation is different. But over the years I have worked with attorneys and attorneys with me on behalf of the landlord on various legal matters pertaining to the tenant. Most of these cases worked out in the best interest of the landlord, because financially the tenant wasn't able to hire an attorney or just didn't have a clue.As for my knowledge of leases and the language...you have to know and understand what you are reading as a real estate manager, portofolio anaylst and real estate office manager...because you are consistently referring or reveiwing the lease on one issue or another. My experience and continuous work and training in this field has put me in a position to educate those that are without, on the concepts of leasing. I give tips as to what the tenant should look for before, during and after thier tenancy. It takes years of experience, a love of the business and most of all a concern for the tenant. I am licensed in real estate, have degree in business management and pursuing my RPA...I am a portfolio analyst currently for Fortune 500 companies (confidentiality purposes I can not disclose the names). Therefore, I read leases on a daily basis on behalf of my clients and have been reading leasing over the past 9+ years. Some think it is boring, but I love it. Have to have a love for what you do...God laid upon my heart to write the book to lay a foundation for the commercial tenant to build upon when doing business with a landlord or property management company. Also, God led me to the ning networks, blog talk radio and various other resources were I could promote awareness to the small to midsize commercial tenant of thier options and potential savings. Because I was clueless, I didn't know where to begin on this journey. God continues to open doors and I am going to step through them to do the work he has set before.We love our attorneys, but most of the leases I have read are poorly written and contain a lot of grey areas, especially when it come to the tenant and I am not the first to say. And sure I will not be the last. I am not putting all the blame on the attorneys for poorly written leases, because fault do lie with the landlord, the landlord originally have the lease written by an attorney for a particular tenant and then they use that lease as a standard lease for all tenants. Because most landlords are cheap (on a budget) and it costs money to have an attorney review a document. So, then the landlord gives it to their leasing agent who is supposely trained/hired to edit the lease on behalf of the landlord (on behalf of the landlord). Their focus is to get the lease signed, in and out. He is a sales man.So my mission is to inform, give a heads up through whatever means God directs.Valencia:-)Author & Commercial Tenant Consultant'10 Commandments for Dealing w/Landlords - What U the Commercial Tenant May Not Know?'www.EyeSpyManagement.netvalencia.mackie@EyeSpyManagement.net901.399.0967

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