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I ❤️ this Position Description! When building the Division of Data Analytics and Strategic Planning for the Employment and Training Administration, I realized that drafting data-related position descriptions (PDs) is both a science and an art, requiring deep domain-specific knowledge. This PD from the Texas Workforce Commission is exemplary and may provide inspiration for other state workforce agencies working to build data capacity. Here’s why it stands out to me: 🎯 1. Focuses on Data Products: Prioritizes experience developing data products over general IT solutions, highlighting specialized skills needed for the role. 📊 2. Lists Specific Technical Skills: Specifies desirable technical skills: in this case, SQL, Tableau, and data warehousing technologies. (Your priorities may differ. Be explicit!) 🚀 3. Emphasizes Leadership: Balances technical qualifications with critical leadership and management skills, including strategic planning, communication, and coordination. 🔧 4. Embodies Skills-Based Hiring: Values both education and experience for qualification. 💡 5. Appeals to Purpose: Targets candidates motivated by the agency's mission and the opportunity to be a model for other states. (Go Texas!) 🌱 6. Attracts a Growth Mindset: Seeks a demonstrated commitment to continuous self-improvement. This is critical for any hire and especially important for a role where technology is constantly changing. 📍 7. Provides Transparent Location Requirements and Telework Policy: Offers clear information about workplace flexibilities and limits, balancing team collaboration and agency policies with the need to attract a broad talent pool. This PD sets a high standard for technical roles in the public sector and serves as an example for other agencies. Would a library of position descriptions like this be helpful to you? Drop a comment or send me a DM. P.S. Adam Leonard, well done, and best of luck finding a fantastic person for this role! #DataStrategy #CDOs #publicsectorinnovation #FrancesStrategies

I ❤️ this Position Description! When building the Division of Data Analytics and Strategic Planning for the Employment and Training Administration, I realized that drafting data-related position descriptions (PDs) is both a science and an art, requiring deep domain-specific knowledge. This PD from the Texas Workforce Commission is exemplary and may provide inspiration for other state workforce agencies working to build data capacity. Here’s why it stands out to me: 🎯 1. Focuses on Data Products: Prioritizes experience developing data products over general IT solutions, highlighting specialized skills needed for the role. 📊 2. Lists Specific Technical Skills: Specifies desirable technical skills: in this case, SQL, Tableau, and data warehousing technologies. (Your priorities may differ. Be explicit!) 🚀 3. Emphasizes Leadership: Balances technical qualifications with critical leadership and management skills, including strategic planning, communication, and coordination. 🔧 4. Embodies Skills-Based Hiring: Values both education and experience for qualification. 💡 5. Appeals to Purpose: Targets candidates motivated by the agency's mission and the opportunity to be a model for other states. (Go Texas!) 🌱 6. Attracts a Growth Mindset: Seeks a demonstrated commitment to continuous self-improvement. This is critical for any hire and especially important for a role where technology is constantly changing. 📍 7. Provides Transparent Location Requirements and Telework Policy: Offers clear information about workplace flexibilities and limits, balancing team collaboration and agency policies with the need to attract a broad talent pool. This PD sets a high standard

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Starting out opening a law firm and new business, it is likely (like me) you really don't have any idea what you are doing. Someone asked me the other day - "how do I decide which employee I should hire first if I am ready to hire someone?" Good question - probably a personal assistant/legal assistant who will help with phones and other routine office administrative work is my two cents. This enables you immediately to begin to learn to "delegate and elevate" - as Ben Glass and Brian Glass talk about. And, it begins to take some, not all, of the administrative burden off of you, so you begin to learn to focus on other items which will enable you to grow and hire more team members. After that, monitor your call data to decide when you are ready to hire someone full time fully dedicated to the phones and customer service.

Opportunity

How much money does a customer support manager make? Let me share a little thought on what a customer support manager earns annually. it's amazingly enough to see that this set of persons are making good money 🤑🤑 Base salary varies by location, company, and experience, but there are some trends to note: For roles based in San Francisco the average salary for customer support specialists is anywhere from 🤑$30k to $70k per year, while people managers may make anywhere from $60k to $160k per year. For roles based in New York, the average salary for customer support representatives is between 🤑$20k and $90k per year, while people managers may make anywhere from 🤑$50k to $140k per year. For roles based in Austin the average salary for customer support agents is between🤑 $20k and $75k per year, while people managers may make anywhere from 🤑$45k to $130k per year.... money money money. I hope you know now that customer support manager aren't just managing life, there are also make good money for themselves. source: hobspot I will be dropping other exciting write ups on Customer satisfactory and Feedback. stay Blessed... #customer #customerexperience #customercare #newcareeropportunities #jobapportunity