John Robinson's Blog, page 31

The Research Foundation Suny Job Openings

The Research Foundation supports The State University of New York by assisting campuses in their efforts to increase research activity, protect University-developed intellectual property, provide high-quality administrative support for research and other sponsored programs conducted by SUNY faculty.

View our current open positions: http://www.rfsuny.org/About-Us/Careers/RF-Central-Office-Job-Openings/

 

Our Ability Alliance Annual Report 2017: Employment New York

Employment New York 2017
Our Ability Alliance Annual Report: Where We Stand in New York State and How to Move Forward

Executive Summary

In September 2014, Governor Cuomo signed Executive Order 136 establishing New York State as an employment first state and assigning the Employment First Commission (EFC) to develop the State’s employment first policy.

The EFC issued a report in March 2015 which contained three major goals:

5% increase in the employment rate of individuals with disabilities;
5% decrease in the poverty rate;
engage 100 businesses in adopting policies and practices that support the integrated employment of individuals with disabilities.

As a Business Leadership Network (BLN) in New York State, Our Ability Alliance (Our Ability) was asked to engage 100 business partners (Bullet 3).  In addition, the NYS Developmental Disabilities Planning Council (DDPC) asked us to conduct a comprehensive systemic assessment on issues related to employment of individuals with I/DD and issue this report outlining the gaps and systemic needs of the business community.

Our Ability did extensive outreach over the past year to businesses, agencies providing services to individuals with I/DD, colleges and universities, State and local labor and economic developmental entities and self-advocates.  In the outreach, Our Ability found that a disconnect existed in the models used in the respective-communities.  The business community used an economic model which prioritizes profit margin and cost-saving.  The I/DD service community placed more-emphasis on supports, service and placement of individuals in appropriate employment opportunities.   This lead to communication and compatibility inconsistencies.  The business community is willing to recruit and hire individuals with I/DD but they need assist in establishes points of contact and general education on disability issues.

The I/DD service community needs education in moving away from the human services prioritization and rather focuses on the needs of business including ease of recruitment, employee retention and lowering turnover.  There also is a need for sharing success stories and best practices of employing individuals with I/DD by and from all of the sectors involved in this report.

Finally, and perhaps more importantly, is a need to consistently review new policies and procedures impacting on employment of people with I/DD to ensure that they don’t create unnecessary obstacles for individuals trying to make integrated employment the first and preferred employment option.

Findings

The overall philosophy of the Employment First Commission must be restated at the onset of the Findings section. The philosophy is that the first and preferred employment service option for citizens of New York State should be competitive-based integrated employment.  Certainly, the citizenry of New York State includes individuals with I/DD.  Furthermore, all programs (including the 1915c and 1115 Medicaid waivers) should align with this philosophy and not create barriers and opposing incentives.

There is also an overall need (across systems and individuals) for individualized benefits advisement.  Individuals need to be able to understand when and how their level of employment will impact upon the benefits they receive.  Both of these issues are larger than the scope of this report.  However, without acknowledging and addressing these issues, the State’s ability to maximize competitive employment for individuals with I/DD will always be somewhat compromised.

As a group, most businesses have not considered employing individuals with I/DD.  Sporadically, businesses will have stories of experiences with people with disabilities (with disabilities defined broadly).  These stories are generally among small, local businesses or national chain stores. Very few systematically recruit and hire people with disabilities (again broadly defined) as a workforce development strategy.

Over the past year, Our Ability (sometimes in collaboration with the NYSDDPC) did document some best practices and success stories to develop a positive business-to-business outreach mechanism.

Some examples are as-follows:

Southern Tier Brewing Company – https://youtu.be/XyWs6nv6Okg?list=PLztRMHqBrau37yqOZReYhcUiVkli2n886
Price Chopper – https://youtu.be/ksg6PXFOdAk
Siena College – https://youtu.be/_71KfS0H9oI
Camelot Printing (Our Ability produced) – https://youtu.be/tXrQhMYkL0s
Teresian House (Our Ability produced) – https://youtu.be/-_Fin00VghQ

In addition, there is the following example of a best practices:

CVS Mock Store – CVS began their mock store as an employee training program in New York City and is interested in replicating across the State. This educational tool provides an inclusive place where new employees (with disabilities and without) can train in a store setting, while not having the pressure of being in an actual store. CVS has trained several individuals with I/DD in this fashion and they are currently employed in different stores in New York City.

Most of the businesses contacted also expressed the feeling that there is a lack of qualified and prepared employees in their local communities. Businesses are always looking for qualified and prepared employees and many did express an interest in learning more about hiring people with disabilities.  Businesses outreach to prospective employees remains somewhat fragmented.  There are sites like Monster.com, other employment sites and publications, One-Stop Centers as well as local newspapers and word-of-mouth.  There is no systemic link (besides Our Ability) between prospective employers and individuals with I/DD (or disabilities). In addition, as time is an important factor for business owners, managers and human resources people, there is perhaps a need to simplify the application process for prospective employees and create an easier identification of job opportunities and specific skill set (i.e. IBM project).  This will be useful for people with and without disabilities.

Also  – See Price Chopper / Market 32 HireAdvantage

Any education program or other intervention should consider that most businesses do not understand enough about individuals with I/DD.  This “unknown” characteristic leads to concern about “appropriate etiquette” (not wanting to say the wrong thing), fear about the need for expensive accommodation or exposure to litigation in case of a separation from employment.

Overall, hiring people with individuals with I/DD must make business sense for a company. Therefore, for an employment program for individuals with I/DD to have systemic appeal, it must make be expressed in business terms (i.e. dedicated employees, longevity…) not social terms (i.e. because it’s the right thing to do).  And a business case can be made.    

The self-advocates that Our Ability contacted came through a variety of channels (SANYS, DD agencies, ILCs).  We intentionally sought a population of individuals outside of those served by OPWDD.  Although it seems basic, self-advocates need to know what jobs are available in their respective communities, when they are prepared and qualified for these jobs, what jobs they can be made prepared and qualified for (through education programs) and how to access that assistance.  While there are successful stories about competitive employment among the self-advocates contacted, there does not seem to be a systemic mechanism (again besides Our Ability) to link these people to prospective employers. Overall, there is a need for self-advocates and parents to continue to play a proactive role in directing the service delivery system at it relates to employment.

Our Ability did spend a good deal of time with DD agencies over the past year.  This project was undertaken during a transitional period in New York State regarding the DD service delivery system. The system is moving from a fee-for-service based system to a managed care system.  Therefore, in drafting this report, we tried to focus on the proposed system that is developing to support people with intellectual and developmental disabilities.  Again, the 1115 Medicaid waivers should not create barriers and opposing incentives to the competitive employment of people with I/DD.  Furthermore, on the whole, DD agencies lack the ability to determine the impact that competitive employment will have on an individual’s benefits in an efficient and effective manner.   Both of these can have a major impact on the overall push to increase competitive employment of people with I/DD in New York State.

There is a lack of understanding of the Business Model by the employment-related service delivery system for individuals with I/DD. Agencies naturally have a human services approach which focus on the support and promotion of individuals with I/DD through programs such things as job coaching and tax credits.  These issues are secondarily important to the business community which places a higher priority on job retention, employee loyalty and reduced operating costs.  The work done in completing the document “Employment_Ability_Toolkit” is a good starting point for understanding the business.  This is not a criticism of the system that supports individuals with I/DD in New York. Rather, it expresses a need to better incentive the promotion of integrated, competitive employment as the first and preferred service option (i.e. Employment First philosophy) and to examine each component of the system with this as the final goal. The time may be right for this to occur as the State is revamping their service delivery system for individuals with I/DD.

The generic system that supports labor and economic development is supportive of including individuals with I/DD.  There is a need for better knowledge, integration and use of their resources by individuals with I/DD and the service delivery system.

Recommendations   

General Recommendations

Examine the new Medicaid Waiver being implemented in New York State to ensure that competitive-based integrated employment is the first and preferred employment service option.
Ensure that the implementation of other State and Federal laws (including Benefits) are not creating unnecessary barriers to the Employment First philosophy.

Business Community

Education of the business community continues around understanding disabilities, the truth about reasonable accommodation and how to recruit people with I/DD.
Education of the business on where to go with questions about individual’s benefits.
A single source of Information for businesses about success stories and best practices.
Improved linkage for businesses to employees with I/DD.
Improved linkage to education providers (schools, ACCESS-VR, colleges) to share the exact skills needed by individuals with I/DD to qualify for jobs.
Engage with vendors, suppliers and networked businesses of those organizations Our Ability already assists with employment.

Infrastructure Supporting Individuals with I/DD

Reinforce the Recommendations made in the General Recommendations section above.
Education on making the Business Case (see Employability Toolkit).
Education to improve information related to the impact that competitive employment will have on individuals with I/DD’s benefits.
Improved connections to the generic system that supports labor and economic development as well as directly to employers

Infrastructure that is not-DD Specific

Assist agencies, public schools and universities to better prepare students/graduates to enter the workforce.
Build increased middle-skills training to assist in skill development of individuals with I/DD.
Improve direct connections between individuals with I/DD, the DD service delivery system and the generic system that supports labor and economic development.

Self-Advocates

Educate self-advocates about the success in being independent through education and employment opportunities in New York State.
Information about success stories and best practices about individuals with I/DD and competitive employment.
Improved availability of information related to the impact that competitive employment will have on benefits.
Continued work on establishing a more-direct connection between prospective employees with I/DD and employers.
Continued work by the Self-Advocacy to promote integrated, competitive employment at the local, regional and Statewide level.

Bronx Independent Living Services Job Opportunity

Position: Transition Specialist (2)

Bronx Independent Living Services (BILS) is a non-profit, community based organization dedicated to empowering all people with disabilities to understand and exercise their civil and human rights in order to live fully integrated lives in mainstream society. BILS assists individuals by providing them the necessary tools to make informed decisions about their own lives through access to education, skills development, and access to the appropriate resources. On a systemic level, BILS is committed to facilitating social, economic, and civic change by advocating for the removal of architectural, communication, and attitudinal barriers that have limited the disabled community for far too long. BILS is an Equal Opportunity Employer.

General Description:

BILS is seeking 2 Transition Specialists for position to assist individuals in nursing homes who wish to return to the community..  The Transition Specialist will facilitate and coordinate services for individuals residing in nursing home with a comprehensive plan to transition back to living in the community. The Transition Specialist will also assist with transitions for individuals served by the Office of People with Developmental Disabilities (OPWDD) who are moving to community settings.

Reports to: Deputy Director & Executive Director

Salary: $43,000 with full benefits package

Duties and Responsibilities:

Receive referrals from the Regional Transition Center and ensure the transition process is followed through for each participant
Provide objective information about community services for individuals and families who are considering, or are in the process of, transitioning
Coordinate visits to nursing homes, participate in discharge planning, and coordinate with other relevant social service agencies involved in the discharge and transition care of the participant
Explain peer mentor program to potential participants and if appropriate provide referral to peer mentor program.
Develop and facilitate person centered plans effective for the transition, secure qualified housing, coordinate home and community services during the transition period, and subsequently ensure continuation of services after the transition is completed
Collaborate with the transition team to determine barriers to transition
Consult with the transition team to assist in addressing transition barriers related to medical condition or counseling need
Ensures all significant client data and service provision details are current and accurate, and that they are documented in a timely manner into BILS’ and the contracted provider’s databases
Attends Agency’s in-service training and unit meetings as well as any other agency-related activities.
 Perform other program-related duties as assigned

Qualifications:

Education and/or experience required:

Minimum of a bachelor’s degree in Human Services or related field, and two years of relevant experience working in community based long term care projects or three years of professional experience administering a relevant Medicaid program in a local department of social services, or other comparable work experience in a private setting
Preferred candidates should have a working knowledge of issues faced by persons of all ages who are in need of long-term care services such as MLTC, particularly with those related to nursing home transition, and a deep commitment to person-centered planning and consumer choice
Candidates should have basic knowledge of Medicaid eligibility and coverage
Experience with NHTD, TBI, and/or OPWDD waivers preferred
Experience with service coordination, care management or case management preferred
Experience working with individuals with disabilities preferred

Skills, Licenses, and/or competencies required:

Possess excellent written and oral communication and organizational skillsAbility to actively listen and, when appropriate, counsel throughout the transition process;
Knowledge of community, government/benefits resources that facilitate transition from institutional to community living
Individual must have time management skills to maintain individual/community outreaches, caseload, documentation and administrative requirements
Ability to travel extensively in the Bronx and other boroughs as necessary
Ability to work well independently as well as part of a team
Must be computer literate on basic Microsoft Programs and Internet search use
Understanding of disability-related issues preferred
Bilingual, preferred

BILS is an equal opportunity employer. We value diversity in our workforce. We strongly encourage individuals with disabilities, women, racial/ethnic minorities and veterans to apply to all of our job openings. We seek all qualified applicants will receive consideration for employment without regard to race, color, religion, gender, national origin, disability status, genetic information and testing, family and medical leave, sexual orientation and gender identity or expression, protected veteran status, or any other characteristic protected by law.

Please send a thoughtful cover letter and resume to Brett Eisenberg, Executive Director, at brett@bils.org  Do not send your letter and resume by fax. Please use the job title as email header. NO PHONE CALLS PLEASE.

 

Message from Council of State Administrator of Vocational Rehabilitation – Potential elimination of the public VR Program and other programs as a result of Senate and House proposed tax reform plans.

In 1986, I received funding from vocational rehabilitation in New Hampshire to be able to attend university. Being able to go to university to study television radio and film has allowed me to have the career that I have. And while after 16 years I do not work in television anymore, my career only continues to grow as a business owner and advocate for individuals with disabilities.

None of this would be possible without Voc Rehab and their resources. The United States Senate tax bill effectively kills Voc Rehab funding if approved.

Our organization works for individuals with disabilities and employment regardless of political affiliation. But, these funds will kill many programs that keep people with disabilities moving forward in life, dealing with everyday medical issues and effectively keeps people alive.

Please call your Senator immediately. The disability community is having a call in day tomorrow — feel free to share with anyone who might be interested: https://medicaid.publicrep.org/events/national-disability-call-in-day/

John Robinson

Our Ability, President

From: Stephen A. Wooderson

CEO – CSAVR

I would like to make you aware of the potential elimination of the public VR Program and other programs as a result of Senate and House proposed tax reform plans

While neither the House nor the Senate tax plans expressly eliminate the VR program, the potential high costs projected by the Congressional Budget Office (CBO), at least in the initial years, would, under current law, trigger something known as the Pay As You Go (PAYGO) rules. Under PAYGO, a new proposal must either be “budget neutral” or offset with savings derived from existing funds. According to the Congressional Budget Office, the House and Senate tax bills would result in an estimated $1.5 trillion deficit in tax revenue which in turn would trigger PAYGO.

As we understand it, when spending is greater than the established discretionary caps and net costs for a year are negative (thereby increasing the debt)— the Office for Management and Budget (OMB) is required to implement the sequestration of mandatory programs including the public VR Program, required by the Budget Control Act of 2011, to make up for that cost. Given the size of the proposed tax cuts ($1.5 trillion), proposed tax reform would trigger a sequestration level so high that it would entirely eliminate funding for mandatory programs subject to sequestration, including again the public VR program.

This article from the Center for American Progress highlights some of the other programs that will see funding cuts, including the elimination of funding for VR basic State grants. Report about this…

Hill staffer says it is pretty unlikely the Senate tax bill passes as even with the elimination of every program on the list, OMB will still be short the money necessary to cover the deficit. It is also absolutely possible this could happen but unclear how it would actually be implemented. Again, VR isn’t eliminated in the tax bill itself, but the PAYGO would be devastating to just about every program in the country – including financial aid for higher education, Centers for Disease Control, Department of Justice, etc.

CSAVR is sending a letter expressing concern to the House and Senate leadership, but we also think it is time for stakeholders to write letters, just to be on the safe side. We are reaching out to stakeholders to ensure they are aware of this threat and can share concerns they may have about it with their Congressional members. Again, there is an urgency to this matter because the Senate has announced plans to vote on their tax reform bill by this Friday, 12/1/17.

Crossmark Job Opportunity – Pittsburgh, PA

NOW RECRUITING PRODUCT / EVENT DEMONSTRATOR PART TIME

Location: US-PA-Pittsburgh

CROSSMARK is a leading sales and marketing services company in the consumer goods and services industry that delivers smarter solutions to clients for faster growth in an ever-changing world. Headquartered in Plano, Texas, CROSSMARK has more than 25,000 employees with offices throughout the United States, Canada, Mexico, Australia and New Zealand.  If you’re a trailblazer, problem solver, creative thinker with an appetite to learn join us today!

Position: As a Product/Event Demonstrator, you’ll be responsible for the management of effective, efficient and quality event demos in a single client’s store. You will ensure quality performance and execution by conducting events scheduled by your direct supervisor. In this position, you will ensure maximum flexibility when delivering on diverse needs of the organization. This could include assisting at other stores during peak holiday seasons and Grand Openings, on-weekend and total execution results, and managing event processes, depending on the Client’s specific store requirements.

Must be 18 years old.
Competitive Hourly Rates
16 – 20 hours per week.
Friday, Saturday, and Sunday window 10 am – 7 pm
Weekly paycheck every Friday with direct deposit setup
Daily access to a desktop or laptop with reliable internet connection
Computer skills, pass a background, reliable transportation,

If you’re interested or have friends or family that might be interested, apply to the link below:

https://uscareers-crossmark.icims.com/jobs/84455/product—event-demonstrator—part-time/job

CORNELL FORUM: Technology Changes Everything: Innovating to Include People of All Abilities in a More Diverse Workforce October 26-27, 2017, NYC

Registration is free – please join us!

(Please pre-register to be sure that a space is available for you.)

Forum location: Baruch College, One Bernard Baruch Way (Corner of 24th Street/Lexington Ave) New York, NY  10010, Room 14-220, 14th Floor

Forum dates:  October 26 (12:00pm registration, 1:00-5:00pm, with reception 5:00 -7:00pm) and October 27, (8:30am registration, 9:00am–5:00pm)

Details:  Through several panels and keynote speakers, this forum will highlight existing and emerging innovations promoting greater disability inclusion in the workplace. Topics to be addressed include: workforce development initiatives in technology and tech-intensive industries, training initiatives in the tech sector for people on the Autism Spectrum, inclusive design in tech products and services, entrepreneurship training and promotion for individuals with disabilities, and a discussion on how recruitment, screening, career development and job matching online tools can be design to facilitate greater inclusion of people with disabilities in the workplace. Join us to learn about existing and emerging innovations in the tech sector that promote disability inclusion in the workplace. (Forum program is attached.)

Target audience: Leading technology companies, technology innovators and technology enabled companies such as financial and professional services firms; public policy makers; university and college educators and workforce development professionals, and other professionals promoting disability inclusion among future professionals in the technology sector.

Registration :  http://www.yti.cornell.edu/technology

Forum #:  #Tech4Inclusion

For more information please contact:  Susanne Bruyère, Director of the Yang-Tan Institute on Employment and Disability, Cornell University at ilr_yti@cornell.edu

REPOSTING: Job Opportunity: Spina Bifida Association of Northeastern New York

Spina Bifida Association of Northeastern New York (SBANENY) is a small growing community-based

organization whose primary mission is to enhance the lives of people living with Spina Bifida. We

provide support services to individuals with Spina Bifida as well as their families and the professionals

who serve them.

Executive Director

Spina Bifida Association of Northeastern New York (SBANENY)

30 hours/week on average, includes some evenings and weekends

POSITION SUMMARY (Complete job description and application available at www.sbaneny.org)

The Executive Director of the Spina Bifida Association of Northeastern New York (SBANENY) is responsible for the overall operational management of the SBANENY, including strategic plan implementation, advancing the mission, programs and services, fundraising/development, finances (in conjunction with the Board Treasurer), human resources, and communications. The Executive Director reports to the Board of Directors.

Qualifications:

Minimum of a Bachelor’s degree
Minimum of 3 years of experience working with people with disabilities.


Fundraising and development skills are essential – a solid experience in identifying, soliciting and administering contributions from individuals, corporations and foundations.
Management skills and experience in budgeting, planning, supervising professional staff, and program development.
Ability to interface and engage diverse board members, volunteer, and donor groups
Strong public speaking, written, and oral communication skills
Ability to convey a vision of SBANENY’s values to staff, board, volunteers and donors
Advocacy skills to work with government agencies, collaborative partners, community and the public.
Unwavering commitment to quality programs and services

Start Date: Position is available to be filled by the end of 2017

Salary Range: $22 to $25/hour

End Date: November 10, 2017

Date Posted: October 12, 2017

Applicants should submit a resume, application and three letters of reference with a cover letter to SBANENY, 123 Saratoga Road, Scotia, NY 12302 or applications@sbaneny.org. Qualified candidates will be contacted by phone.

 

National Grid Job Opportunity

Please be advised, our DNY Union Recruiter has just posted an Unarmed Security Guard opportunity online externally. This posting will ONLY be open for several days.

The posting closes on Friday, Oct 06, 2017.

Please encourage your students to apply ASAP. Candidate should also work on their resume to make sure it applies to this position.  Applications will only be accepted ONLINE from our Careers page. Please advise Lissette Lugo if any students have notified you that they applied.

Lissette.Lugo@nationalgrid.com

Please note, this position is located in Brooklyn, N.Y. and testing will be required for this position.  Candidates must be 18 years of age or older and willing to consent to a background check/drug & alcohol test.

https://nationalgrid.taleo.net/careersection/2/jobdetail.ftl?job=20172241&lang=en&sns_id=mailto#.WcO5IuenXRc.mailto

Job Description 





Unarmed Security Officer (Local 101) – 20172241 
Description
 
About the Position:
   
Scheduled 40 Hours (Various)
Pay Rate: $28.44 
 
Unarmed, this Security Officer guards, patrols and polices National Grid owned, leased or rented premises to protect personnel and property against fire, theft, vandalism, illegal entry and other hazards.  Periodically inspects premises, including gates, to determine that they are secure; observes persons departing premises to guard against thefts, examines credentials of persons desiring entry to premise or other restricted areas, contributes to overall security posture by accomplishing the needs of National Grid and directs traffic on or near company premises.  Presents a professional and positive image that reflects well on the organization, maintains confidential proprietary or security information and embraces company values.  Enumerated, these duties include, but are not limited to:
  
Position Responsibilities (including but not limited to):  
  
Security Officer III

Performs protection service duties to include facility entry/exit control, visitor badging and monitoring
Ensures the physical security of assigned area
Verifies identification of personnel or visitors requesting access to the site.
Maintains the general security posture of the facility entry/exit locations.  Identify and reports any deviation of established security requirements.
Completes reports by recording observations, information, occurrences and surveillance activities.
Maintains visitor log and telephone communications with Reception & Security Office.
Performs random perimeter patrols at least once per shift, or as otherwise directed.
Exercises judgment and discretion in approaching/interacting with site intruders
Possesses ability to effectively communicate with various types of people and continually remains professional.  Exercises restraint during emotionally charged situations.
Maintains confidential proprietary or security information and embrace company values.
Completely understands emergency operation procedures
Performs other protective service duties assigned
Enforces regulations designed to prevent breaches of security
Exercises judgment and uses discretion in determining whether first response should be (a) direct intervention (asking for assistance when necessary and time permits), (b) keep situation under surveillance, or (c) report situation to appropriate authorities.


Able to walk and stand for long periods of time.

 Qualifications
  
Job Qualifications : (union)
  
§         Thirty two (32) college credit hours
§         Twenty (20) years of Law Enforcement (Municipal, State or Federal)
§         Possess a valid New York State driver’s license
§         Be in good general health
§         Binocular vision correctable to 20/30
§         Ability to discriminate standard colors
§         Ability to hear ordinary conversation within 20 feet and whispered conversation within 10 feet
§         Ability to stand or walk an eight (12) hour or irregular shift
§         Ability to climb stairs or ladders
§         Ability to lift and/or carry objects weighing up to 25 lbs
§         Ability to exercise self-defense actions
§         Ability to communicate in a clear manner and in the English language
§         Ability to read and write legibly in English and
§         A United States Citizen
§        Successful completion of pre-employment background check, physical  and drug screening tests.
§        Never have been convicted, pled guilty or “nolo contendere” to any felony or a misdemeanor involving moral turpitude, acts of dishonesty or acts against government authority, including the illegal use or possession of a controlled substance in the last seven (7) years.
§         Never have been declared by any court to be incompetent by reason of mental disease or defect.
 
National Grid is an equal opportunity employer that values a broad diversity of talent, knowledge, experience and expertise.  We foster a culture of inclusion that drives employee engagement to deliver superior performance to the communities we serve.  National Grid is proud to be an affirmative action employer. We encourage minorities, women, individuals with disabilities and protected veterans to join the National Grid team.
 
 
Job
: Physical Security 
Primary Location
: NY-Brooklyn 
Organisation
: Physical Security 
Schedule
: Full-time 
Job Posting
: Sep 21, 2017, 1:04:05 PM 
Unposting Date
:Oct 6, 2017, 3:59:00 AM 

 

National Grid 2018 Summer Internship Program

We are excited to announce that our 2018 Summer Internship Program postings are now LIVE and ready for applicants. Check out our careers website to view the postings – https://careers.nationalgridus.com/ under Summer Intern Program.

Please note that these postings will close on December 13, 2017.

New York State Weekly Job Posting SEPTEMBER 7, 2017

The State of New York is working with Our Ability to build a talented and diverse pool of candidates for various current and upcoming state government positions. Interested candidates for any of these positions should submit their resume with the description of the job posting to info@ourability.com.

Candidates considered for any of these positions will be required to complete a financial disclosure form.

New Postings ~ September 7, 2017





Agency
Position
Position Requirements
Projected Salary
Expiration Date


Canal Corporation
TRAILS DIRECTOR

BUSINESS DEVELOPMENT SPECIALIST 1

Location: Albany
 Minimum Qualifications:

Candidates must possess a bachelor’s degree and three years of progressively responsible experience in planning, development, or public relations.  Full-time experience in sales, marketing, public relations or a related field may be substituted on a year for year basis for the educational requirement.

The preferred candidate will have experience working in trail management and development of trail networks and knowledge of and experience with stakeholder outreach.  Candidates must possess strong analytical and critical thinking skills; excellent written and oral communication skills; excellent interpersonal skills and the ability to work closely with and maintain good relations with internal staff and external stakeholders; and strong leadership and mentoring abilities.
$59,438 – $82,157
9/21/2017


Children and Family Services, Office of (OCFS)
General Mechanic              Location: Industry Residential Center

375 Rush-Scottsville Road

Rush, NY 14543

Monroe County
 Minimum Qualifications:

Four years of full-time experience in a trade under a skilled journey-level position which would provide training equivalent to that given in an apprenticeship program. Apprentice training in a trade or training gained by the completion of technical courses in a trade at a school or institute may be substituted for the above experience on a year-for-year basis.
$40,172
9/23/2017

 

More New York State Jobs