JBLM MWR’s Post

For my friends in recovery, can you share what employment in recovery means to you or what that looked like to you? How important was employment or retaining employment type (transferable) skills to you? What is your success story? The reason I'm asking, is I'm creating a training on the benefits of employment and employment services being added to treatment and recovery earlier to ensure when an individual completes treatment they are more "job ready" for their career and a successful transition into society. We're meeting the person where they're at, by being co-located inside treatment centers. Do you see that as a benefit for those in recovery? Why or why not? I may edit to add more questions but I appreciate any and all response’s! Feel free to email me: Cassandra.kemic@dor.ca.gov

We did the digging for you, (with help from our Request Processing Team!) and found that our most common issues with serves start in one place: THE INFO! It may seem tedious, but the more attention you pay to the information you include with your serve, the higher success rate legal support service companies like Gemini can have with your serve. Here are the most common issues that can result in a CNR (Certificate of No Records): NAMES – It's the most important part of a serve, and a little extra information can go a long way. Pay some extra attention to: Multiple last names Maiden names (records may be from prior to last name change) Birthnames Preferred Names Correct spelling 2. Date of Birth – one wrong number could make or break your serve. Double check before you send! 3. Doctor's Name – when requesting medical records, this one seems obvious, but don't forget to include it! 4. Correct Employer – If you're seeking employment records, check to make sure the person wasn't hired through an agency. Only the hiring company will have the employee's records to subpoena. This one isn't as obvious - and worth checking. Those are our most common offenders! Lower those CNRs and keep your cases moving – request through Gemini to have our Request Processing department's expert eyes on all your submissions. #geminilegal #CNR #medicalrecordrequest #employmentrecords #recordsrequest #subpoena #attorneytips #recordretrieval

This is to share to with you about an important development regarding the re-employment proposal prepared by our association for Agniveers. This proposal has been submitted to the Ministry of Home Affairs, and it highlights various aspects related to the reintegration and employment opportunities for Agniveers in the private security industry as certified Security Supervisors/ Officers. As you might be aware, Agniveers are a vital resource in ensuring public safety and security. Their dedication, skills, and commitment to safeguarding our communities will deserve recognition and support. Understanding the significance of this issue, the CAPSI has diligently worked on a comprehensive proposal to address their situation. This proposal encompasses various key points, including: 1. Recognition of Agniveers as a valuable asset: Emphasizing the importance of Agniveers and their capabilities in the security industry. 2. Skill development and vocational training: Advocating for specialized training programs tailored by Rashtriya Raksha University ( RRU) to equip Agniveers with new skills and enhancing their existing skillset to ensure a smooth transition to civilian employment. 3. Employment facilitation: Working closely with the Ministry to establish channels and partnerships with private security firms, encouraging their active participation in the re-employment of Agniveers. 4. Policy and regulatory recommendations: Proposing necessary policy revisions and regulatory measures to create a conducive environment for the reemployment process. 5. Public awareness campaigns: Undertaking initiatives to raise awareness among the public and private sector stakeholders about the importance of employing Agniveers and the benefits they bring to the security industry. It is with great anticipation that we await the Ministry of Home Affairs' response to our proposal. The successful implementation of these measures will not only contribute to the well-being of Agniveers but also ensure the overall improvement and efficiency of our private security industry. As security professionals , your support and cooperation are essential in advocating for their reintegration into civilian employment. Together, we can contribute to a more inclusive and secure society. We will keep you updated on any further developments regarding this proposal. Thank you for your attention and commitment to the betterment of the private security industry. Kunwar Vikram Singh Chairman

BCBAs waste their time. And it’s a sad loss for the children. Instead of focusing on quality care, BCBAs are busy with - Admin tasks - Complex software - Staffing complications - Last minute cancelations - Authorizations and red tape The problem is, BCBAs weren’t hired for their administrative prowess. (Although many are super competent in that regard.) 👩⚕️ BCBAs are hired for their clinical expertise in providing ABA services. 📈 For their ability to facilitate behavioral transformation. 🪄 And for the magic touch they have with children. BCBAs are happier, more fulfilled, and more effective when they operate in their zone of competence. Which is helping clients reach their potential, and not running the business. It would be great if BCBAs can focus exclusively on working with children,  but obviously, the job involves technical aspects that can’t be avoided. But still, there’s always more that can be done to help BCBAs stay true to their calling, and help them do more of what they love to do. - User-friendly technology - More admin support - Adequate staffing - Employee input → Every small step eases up the workload a little more, which result in better outcomes for the child, and the provider.

Relying on agencies or overseas hires for staffing in long-term care facilities is a short-term fix, not a solution. Without addressing the core issues causing staff turnover, even these recruits will eventually depart post-contract. The solution? A comprehensive strategy. NSDxpert offers just that. Simple, effective, and sustainable.

I know the recruiter in this interview and I suspect she won't be thrilled with the way it went... However her comments do raise some key questions in respect of our various registration bodies. Are we too selective or have we created barriers to entry for offshore talent that don't need to be there. I can appreciate some of the concerns but surely skills trump "cultural compatibility", particularly when we are so desparate for those skills and competing against other countries to secure them. Are our programs, designed to transition these folks in, due for an upgrade? #nzimmigration #workabroad ##workvisas #skilledmigration

Attracting top talent is important, but so is protecting your business. Conducting a background check can help you mitigate risk and ensure that you're hiring a candidate who is trustworthy and reliable. Like, follow, and, share our social media accounts: Instagram: https://lnkd.in/g-hwYGZE Facebook: https://lnkd.in/grNSFr3P YouTube: https://lnkd.in/g5tKYeKV #riskmanagement #backgroundcheck #employeeselection #scoutreference #householdscreening #referencingagency #trainingagency #nannyscreening #seniorcare #caregivers #preemploymentscreening #socialmediascreening

dear all international nurse/midwives interested in relocating to the UK, I write this with the best intentions, please do NOT keep emailing potential employers with various attachments inclusive of your CV, passport, IELT/OET certificates. 1. most NHS employers will not take expressions of interest via email, we have to use our job application platform- TRAC and will direct you to this. 2. any available jobs are advertised on the trusts websites and health jobs UK, put your effort into these. the role requirements should be listed clearly and most can offer support to IEN/Ms wanting to apply directly without agencies. 3. you do this with good intentions, but all that personal data your sharing could open you up to having your ID stolen or some other fraud. 4. if you have applied and have specific questions to the role, by all means email the listed hiring manager and discuss those, I personally find that a stand out quality. 5. only share your information if you're certain who you are sharing it with and if it is required. 6. consider a reputable agency, get feedback from friends/family on their experiences with them. I get over 30 emails a day expressing an interest in jobs, I even have an automated reply to say such emails will not be actioned and deleted. I can only advise you to look on the website to apply, like i do with every other candidate.

🚨 Attention Florida Employers! 🚨 New legislation is on the horizon that will impact background checks in the healthcare industry. Stay ahead of the curve with insights from this informative article. Learn about the latest changes and ensure compliance to streamline your hiring practices. Knowledge is power! 💼💡 #Florida #BackgroundChecks #Hiring #Compliance #Employers #StayInformed https://lnkd.in/gfKMzH6E