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What is a Full-Tank Culture and how can it benefits your workplace?
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Open House May 3 Pg. 12
C O N N E C T I N G Y O U W I T H Y O U R N E X T J O B
Employee engagement is currently at
an all-time low in the United States and
costs companies an estimated $370
billion dollars annually. In this time of
improving return-on-investment (ROI)
and profitability, it’s ironic that the key
to every company stimulating
profitability is the very thing that so
many organizations neglect….
enhancing employee engagement.
Leadership focusing solely on tangibles
such as finance or information
technology will not enhance
organizational performance. More
often, the INtangibles lead to game-
changing performance. In corporate
America, the central intangible is
teaching managers how to relate to and
coach their teams. We are a society of
relationships and, increasingly, a society
of social networks. Performance is
achieved by developing effective
meaningful relationships between
individuals and in teams.
Dr. John Gottman, relationship expert,
theorizes there is a formula to
successful relationships—marriages are
more likely to be successful when the
interactions between the couple are 5:1
positive to negative. Similarly, Jim
Thompson, a thought leader in the field
of athletic coaching philosophy and
CEO of the Positive Coaching
Alliance, theorizes that there is a magic
ratio of feedback in coaching athletes,
also 5:1 positive to negative. As a
manager, are you aware of your current
ratio? If so, are you near Gottman’s 5:1
benchmark? If not, let the charting
begin. It’s time to raise your ratio
because organizational culture never
takes a day off.
Furthermore, your team’s culture is a
reflection of you, and consequently,
developing a culture of competitive
excellence begins with you. I believe
enthusiasm is a force multiplier in any
endeavor. Therefore developing teams
with enthusiasm and a culture of
excellence is contingent on you
demonstrating these characteristics in
word and deed.
Creating a culture of competitive
excellence can best be done by engaging
in the practice of filling the emotional
tanks of your people; a coaching
strategy I learned from Thompson. The
strategy served me so well on the field
as a college coach that I began to utilize
it across all areas of relationships in my
life: as a consultant, professor, husband
and parent. I will show you how to
build a full tank culture and I encourage
you to incorporate these strategies
beyond the walls of your organization
as well.
Filling the E-Tank
Like cars have gas tanks, we all have
emotional tanks that make us run. An
employee’s emotional tank impacts his
Creating aFull-TankCultureBy John Brubaker,The Sport of Business, LLC
See Full Tank on page 4
May 2–15, 2011
Free
EmploymentTimes MyJobWave.com
Annual College GradJob Outlook
Pg. 2
Waterville, Maine
Mountain Wireless Radio Group consists of locallyowned stations serving the Central Maine region withlocally-designed broadcast and web products. Our salesteam strives to build long-term relationships, with localcompanies, to help them achieve their dream of buildinga thriving business.
Mountain Wireless Radio Group is an equal opportunity employer.Men and women of all races and backgrounds are strongly encouraged to apply.
At Mountain Wireless Radio Group we realize that our peopleare the driving force behind our success.We ensure our future success by continually striving to “elevate and separate” ourselvesfrom our competitors. By reinvesting in our people and products, we stay on the cuttingedge of our industry. We also believe that our team can only achieve their full potentialwhen they enjoy their work, so it is a priority to provide a workplace where success andfun go hand-in-hand.
YES, we've been growing...and our clients have, too! Now, Mountain Wireless is looking for a Marketing Consultant for our threeradio stations.
To perform this job effectively and earn the highest commissions in the industry, youmust be able to prospect the right customers, create, present and close effectivemarketing campaigns, then follow through to maintain mutually-successful workingrelationships.
Monitoring of competitive media is required along with regular reporting to the Directorof Sales regarding sales activities.
Qualified candidates must be self-motivated with excellent verbal and writtencommunication skills (ability to write reports and business correspondence; ability toeffectively present information and respond to questions from groups of managers andclients), with outstanding marketing/presentation skills and computer knowledge.Background in media-related sales preferred, but will recognize other professional salesexperience and/or outside business-to-business sales.
If you are ready for a career that rewards maximum effort with maximumfinancial and personal success, contact us today:Rick Dugal; Director of Sales • Tel: 207-660-4888 • E-mail: [email protected]
Marketing ConsultantMarketing Consultant
The Pepsi Beverages Companyof Auburn, ME & Portland, MEare taking applications for thefollowing positions...
Please review the detailed jobdescriptions, requirements,and apply online at:
Both Positions:• Full-Time w/Benefits• CDL–A required
• Relief DriversAuburn, MEDrivers deliver products to smallcustomers. Must have a clean drivingrecord and be able to lift 45–50 lbscontinually throughout the day.
• Fleet Mechanic Portland, ME
w w w. p e p s i b e v e r a g e s j o b s . c o m
Equal Opportunity Employer
May 2–15, 2011 www.MyJobWave.comEmployment Times - ME • NH
2 Education & Career Services
CHICAGO – With the nation’s
employers finally beginning to ramp up
hiring, this year’s crop of nearly 1.7
million college graduates should enjoy
the most welcoming entry-level job
market in the last three years. However,
finding a position will by no means be
easy and many spring graduates may
have to settle for less money or for a job
outside of their preferred career path,
according to a new outlook from global
outplacement consultancy Challenger,
Gray & Christmas, Inc.
“Entry-level hiring has not returned to
pre-recession levels, but this year’s
graduates should find markedly
improved job-search conditions,” said
John A. Challenger, chief executive
officer of Challenger, Gray &
Christmas. “Colleges and universities
around the country are reporting
increased on-campus recruiting and
surveys of employers indicate more
graduate hiring, as companies rebuild
their bench-strength after massive
layoffs during the downturn.”
After months of tepid job creation, it
appears that employers are finally
beginning to accelerate hiring. The
latest data from the Bureau of Labor
Statistics show that in 2010, private-
sector payrolls averaged net gains of
98,000 new jobs per month. In the first
three months of 2011, average monthly
job gains have jumped to 188,000. In
February and March alone, private-
sector employers added 470,000 new
jobs, the largest two-month
employment gain since 2006.
The surge in hiring could not have
come at a better time for college
seniors, many of whom are just a few
weeks away from graduation. A survey
of 170 employers by the National
Association of Colleges and Employers
(www.naceweb.org) found that they
plan to increase hiring of new graduates
across all degrees and majors by 21
percent.
In a broader survey of 4,600 employers,
the Collegiate Employment Research
Institute at Michigan State University
(www.ceri.msu.edu) found that hiring
for graduates with bachelor’s degrees
will increase about 10 percent. That
represents the first increase in hiring for
these graduates in two years, according
to the Research Institute’s report.
“There definitely is pent up demand
for entry-level workers,” said
Challenger. “During the recession,
many companies made significant cuts
to their workforce, retaining only the
most talented and most experienced
workers. As companies begin to
rebound, they will focus on finding and
cultivating the next crop of talent.”
The demand for entry-level workers
can be seen in Bureau of Labor
Statistics data showing that 20- to 24-
year-olds saw the largest employment
increase over the first three months of
2011. The number of people in this age
group working grew by 308,000 or 2.4
percent. Employment among 25- to
34-year-olds and 35- to 44-year-olds
each grew by less than one percent, and
employment among 45- to 54-year-
olds fell by 1.1 percent.
“In this hiring environment, recent
graduates have two distinct advantages.
First, they presumably have the basic
skills necessary to succeed in the
workplace, but, as far as the employer is
concerned, they are blank slates,” said
Challenger. “This is a good thing for an
employer that wants the ability to mold
its next generation of workers, as
opposed to re-shaping someone who
came from another employer with
ingrained work habits, skills, and
knowledge that may not fit with the
company’s culture or approach to
business.
“Secondly, recent college graduates are
extremely flexible in terms of where
they work and when they work. They
are not tied down by an underwater
mortgage or a family, so they can go
wherever the company needs them to
go. And, because many don’t have the
family commitments that many 30-
something and older workers do, they
are more willing to work longer and/or
non-traditional hours,” he noted.
Even with the entry-level market
improving, Challenger warns that
finding a position will remain
challenging and fiercely competitive.
“Graduates are not only competing for
jobs with their fellow classmates, but
they are going head-to-head with
people who graduated in 2010, 2009
and even 2008,” Challenger said. “Some
of these job seekers might already have
some on-the-job experience, while
others have been waiting tables or
working in other non-career areas until
the job market improved. Competition
will also come from people who are
currently employed, who see a healthier
job market as an opportunity to seek
greener pastures.
“The competitive nature of the job
market requires an aggressive approach
to the job search. Soon-to-be graduates
cannot expect to hand out a few
resumes at job fairs and reply to some
online postings and simply wait for the
offers to come pouring in. Make no
mistake, job fairs and online job boards
have their place in the job search, but to
be successful a well-rounded strategy is
required.
“One of the most important elements
of a successful job search, for both
entry-level job seekers and their more-
experienced counterparts, is networking
and meeting face-to-face with people
who can help advance the job
search. College graduates who believe
they are too young to have an effective
network are simply wrong. Parents,
professors, former internship
supervisors and even college and former
high school classmates can be valuable
sources when it comes to building and
expanding one’s network,” said
Challenger.
“Finally, graduates should not confine
their searches to a specific industry or
occupation. The job market is not
robust enough to provide the ideal job
situation for every individual. It seldom
is. So, someone may come out of college
with the plan to find a marketing
position with a consumer products
company. There’s nothing wrong with
having a specific goal like that, but don’t
make the mistake of adhering to it so
closely that you overlook opportunities
in marketing for a chemical company or
health care provider, for example,” he
said.
Annual College GradJob OutlookEntry-level market best in three years, but still
fiercely competitive
By Challenger, Gray &Christmas, Inc
LLOOOOKKIINNGGFFOORR AA
CCHHAANNGGEE??
www.MyJobWave.com
3
May 2–15, 2011www.MyJobWave.com Employment Times - ME • NH
Education & Career Services
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IN THIS ISSUEARTICLES
Creating a Full-Tank Culture 1
Annual College Grad Job Outlook 2
Gov. LePage and American Bureauof Shipping announce new jobsto Midcoast Region 5
How veterans can get a leg up in thejob market using transferrable skills 6
Lewiston CareerCenter AnnouncesMay Workshops 9
INDEX
Education & Career Services 2, 3, 10 & 11
Health Care
& Human Services 4 & 5
Skilled Trades 6
General 9
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FREE Workshops and Informational Sessions:• How to Use Social Networking to find a Job• Financial Literacy• WorkReady
Thursday, May 19, 20113:30p.m. – 6:30p.m.
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For more information on the Job Fair, contact:Kathryn Ruth, Pittsfield Town OfficeTel: 207-487-3136 • E-mail [email protected]
For more information on the Resource Tables & Providers, contact:Dana Hamilton, Ken-Som Project CoordinatorTel: 1-800-542-8227, ext. 2533 • Email: [email protected]
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May 2–15, 2011 www.MyJobWave.comEmployment Times - ME • NH
4 Health Care & Human Services
or her energy, attitude and engagement
level at work. The needle on the fuel
gauge of our emotional tanks moves up
and down from interaction to
interaction depending on the quality of
that interaction. When our emotional
tank gauge reads “F” or full, we are high
performing and efficient vehicles. We
are present in the moment, enthusiastic,
receptive to feedback and learning as
well as confident and composed.
Conversely, when our emotional tank
gauge is reading low or on “E”, much
like a car, our mileage and performance
suffers.
Every member of your organization
has the ability to be a pump or a siphon.
Pumps help fill the emotional tanks of
their colleagues and siphons serve to
drain others’ e-tanks. When we share
positive feedback and emotions, or
pump up someone’s e-tank, it has the
effect of not only uplifting the recipient
but also fueling our own performance
with positive energy. At the same time,
siphons in the workplace are sabotaging
their own performance because every
time they make tank-draining
comments, their focus on the negative
impacts them as well.
What’s Your Ratio?
Is your workplace communication at or
close to Gottman’s 5:1 ratio
benchmark? Ten years ago I recognized
mine was not. I noticed during the
2001 lacrosse season that my ratio
hovered around 2:1. To consciously
improve this ratio, I began carrying 5
dimes and a penny in my left pocket.
After sharing a positive comment with
a student-athlete I moved a dime to my
right pocket. I did not allow myself to
share the penny or “critique”
components of my feedback until I
successfully transferred all five dimes.
Over time that year I noticed a marked
improvement in communication and
coach-ability of what appeared to be
previously uncoachable or “difficult”
team members. It’s amazing that I
didn’t recognize the actual “difficult”
team member prior to this. After all, I
had been looking at him in the mirror
every morning.
This was a veteran team and we were
playing essentially the same schedule as
the year prior. Yet in 2001 we were able
to reach a new level of performance
with a winning season, a 100-point club
member, and falling just one game shy
of a championship in our league. To
what do you attribute the
improvement? I believe there is no
doubt my improved ratio and the value
of the positive tank-fillers shared
accounted for the corresponding
improvement in individual and team
performance.
While you may not choose to go to the
extreme of moving change from pocket
to pocket, do not allow your team to
operate on a praise deficit. Use your
own positive emotional currency to
demonstrate to your staff how much
you value them in a concrete and well-
defined way. Genuine praise and
positive feedback are the two least
expensive, yet undervalued and
underutilized, tools for recognizing and
appreciating the talents of your people.
Positive affirmations, positive feedback,
a high-five, shared laughter, and being a
good listener all serve as "Tank Fillers,"
which help meet employees’ emotional
needs and ultimately fuel better
Full Tank...
C e l e b r a t i n g 2 5 Ye a r s
Please send a cover letter and resume to:
Common Ties Mental Health
Attn: Lisa Dumont, Director of Business Operations
P O Box 1319, Lewiston, Maine 04243-1319
Or e-mail: [email protected]
CTMH is an EOE
Common Ties Mental Health works with extraordinary peoplebecause we believe in them, in their abilities and capabilities,and in their desire to continuously improve their quality of life.Join our team to support people achieving wellness. Interviewswill begin as resumes are received and the position will remainopen until filled.
Common Ties...Extraordinary Lives
CASE MANAGERAdult Community Support ServicesLewiston, ME
Our team is seeking a versatile person to promoteand support consumer choices, values, andaspirations. Your life and career experiences,undergraduate and continuous education in thehuman service related fields, practice withincommunity support service programs, knowledge ofhousing and homelessness, co-occurring substanceabuse and mental health illnesses are valuedresources for our programs and beneficiaries.Experience and knowledge with community mentalhealth and MaineCare case record documentationis a plus, to complement your desire to work in adynamic agency and community. MHRT/Cprovisional certification is required.
BENEFITS:• 4 1/2 weeks of Earned Time per year• Health & Dental Insurance 100% paid• 12 Paid Holidays per year• Retirement Plan with Employer
Contributions• Short- & Long-Term Disability 100%
paid for employee• NetBook for field use provided
SeasideA Rehabilitation Community
Team APPROACH!
Team ATTITUDE!
850 Baxter Blvd., Portland, ME 04103
For those interested, please contact: DONBarbie Walker 207-774-7878 ext. 2001 ore-mail [email protected]
DO YOU DARE TO CARE?DO YOU DARE TO CARE?Looking for qualified candidates for the following positions:
RN Supervisor Full-Time • 11am–7pm
LPN Full-Time • 11am–7pm
CNA positions available for the right candidates
Join our “A” team!
Per diem positions always available for RNs, LPNs, & CNAsto become part of our growing family of healthcare providers.
EOE
Springis here! Spring
is here! Time to shake off the “winter blues!”
Time to make a change!Hawthorne House, a 95-bed, multilevel health care facilitylocated in Freeport, Maine, is now accepting applications for:
CNAs • CMTs • CRMAs • PSSsFull- & Part-Time • 2nd & 3rd Shifts
Applicants must be currently active on the Maine State Registryand be able to work every other weekend.
If you are interested inbecoming a part of the bestnursing staff in the state ofMaine, with 40% of our staffemployed with us over fiveyears, please contactRick Grover,Staffing CoordinatorTel: 207.865.4782 ext. 228Email:[email protected]
Central Maine124 Canal StreetLewiston, Maine 04240207-795-0672 ext. 2108
Southern Maine56 Industrial Park RoadSaco, Maine 04072207-294-7458 ext. 1131
Kim Dionne,Support [email protected]
NOW HIRING:DSP Positions & Program Manager
Featured Position:We are seeking a Program Manager for our Southern Maine Region: AProgram Manager for Support Solutions is required to work a varying shiftschedule and is on call weekends on a rotating schedule. A minimum of TWOyears experience as a Program Manager in a Licensed facility is preferred aswell as a CLEAN driving record and DSP/CRMA license.
Please send resume to [email protected] well as complete an online application.
Call Us... Here’s Why!
Unique Benefits: Generous time-off program • PAID TRAINING for all employees!• Easily accessible work-life wellness program • Discounted fitness club membership• Life/Work balance environment • Recognition for a job well doneTraditional Benefits: Medical, dental & vision • Company paid life insurance AD&DEmployee Assistance Program
We Envisionthat children and adults living with developmental disability
and/or mental illness will be empowered to as:WHYNOT?
Please visit our website www.supportsolutions.org for moredetailed information and click on “Employment Opportunities.” EOE
HOSPICE HOUSE CNAAndroscoggin Home Care & HospiceʼsAndroscoggin Home Care & Hospiceʼs 14-patient suitefacility in Auburn is specifically designed and staffed to supporthospice patients and their families throughout central andwestern Maine when care at home is no longer possible.
Androscoggin Home Care &HospiceATTN: EMPLOYMENTCOORDINATOR15 Strawberry AvenueP.O. Box 819Lewiston, ME 042431-800-482-7412or 795-9416
Looking for a 36 hour, Nights, CNA to work 8:00PM – 8:00AM withevery 3rd weekend. Must be current on the ME State Registry,have current CPR Card (must be Healthcare Provider), and 6mos.–1year full-time experience under the direct supervision of anRN in a nursing home or hospital setting is desired.
If interested and you meet the position requirements, please stopby our Lewiston office to pick up an application or request one atahch.org.
See Full Tank on page 10
QuotesExperience is a hard teacher
because she gives the test first,
the lesson afterwards. Vernon Sanders Law
5Health Care & Human Services
May 2–15, 2011www.MyJobWave.com Employment Times - ME • NH
AUGUSTA – Maine Governor Paul LePage
joined Senator Susan Collins, Congressman
Mike Michaud and the Midcoast Regional
Redevelopment Authority (MRRA) Apr. 28
to announce that the American Bureau of
Shipping (ABS) plans to establish a
computer-based ship modeling center at
Brunswick Landing: Maine's Center for
Innovation. The move will create nearly thirty
jobs in the Brunswick area.
“Our Administration has a laser focus on job
creation. We are continually searching for
opportunities to bring businesses to Maine
that will boost our economy. When
organizations like the Midcoast Regional
Redevelopment Authority collaborate with
companies like ABS we can achieve our goal
which is to grow jobs and provide economic
stability for working families. I applaud
MRRA and ABS for collaborating on this
effort,” said Governor LePage. "These are
good-paying jobs that put the spotlight on
Maine and the quality craftsmanship we offer.
I am pleased to see a company of ABS' caliber
coming to our State.”
Following an economic assessment of several
U.S. cities that serve as maritime hubs, ABS
selected Maine and Brunswick Landing for its
high-quality facilities and the region’s talented
and professional workforce. “ABS has a long
history in Maine and we are pleased to expand
our operations with this modeling center,”
says ABS Chairman Robert D. Somerville.
“The sophisticated work that will be
conducted at this state-of-the-art modeling
center plays an important part in ABS’
mission of promoting safety throughout the
maritime industry.”
The new ABS Modeling Center will initially
be home to approximately 30 technicians who
will create the computer-aided design (CAD)
models of clients' vessels. The model is used
throughout the life of the vessel for multiple
purposes – for example, verifying the integrity
of the hull and analyzing the stability of the
vessel if it is involved in a casualty. Models for
ABS-classed commercial vessels have been
created overseas while US Navy work has been
conducted at the society’s headquarters in
Houston, Texas. The new center in Maine will
allow all ABS modeling to be centralized in
one location. Planned to become fully
operational in the summer of 2011,
discussions are already underway for possible
expansion opportunities.
“This move makes sense on many levels,” says
Somerville. “Maine is an important maritime
hub with a strong workforce and top-tier
schools. As a former Naval Air Station,
Brunswick Landing also provides the
infrastructure that will allow us to secure the
intellectual property of our clients.”
“We are thrilled to have ABS come to
Brunswick Landing,” added Steve Levesque,
executive director for MRRA. “From the
beginning, redevelopment plans for NASB
included bringing high-tech, sophisticated
companies to the region as a way to make up
for the jobs lost with the base closure. ABS
certainly fits the bill,” said Levesque.
Founded in 1862, ABS is a leading
international classification society devoted to
promoting the security of life, property and
the marine environment. The organization
achieves the goal through the development
and verification of standards for the design,
construction and operational maintenance of
marine-related facilities. ABS has a
worldwide network of more than 150
representative offices in 70 countries.
MRRA is a Governor-appointed Board
responsible for managing the transition of
Naval Air Station Brunswick (NASB) and its
Topsham Annex from military to civilian use
as Brunswick Landing: Maine's Center for
Innovation and Topsham Commerce Park.
Redevelopment plans include business centers
of excellence in advanced technologies for
information technology, aerospace, renewable
energy, and composites.
Gov. LePage and American Bureau of Shippingannounce new jobs to Midcoast Region
PERSONAL SUPPORT SPECIALISTSTo assist with homemaker duties and Personal Care (Bathing, Dressing,etc.). PCA/PSS/CNA Certification a plus but not required.
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We offer FREE PSSCERTIFICATION to ourEmployees!
STATEWIDE OPENINGSfor Days, Evenings& Weekends
Call us at 1-800-639-3084 orapply online atwww.homecareformaine.org
Begin your new career today!Redington-Fairview General Hospital is a 25-bed critical access facility that provides healthcare for more than 30,000 residents living in Somerset County — its primary service area,which extends from Skowhegan to the Canadian border. The hospital continues to grow andadd services to meet the needs of its population.
Lab ManagerRedington-Fairview General Hospital is seeking a full-time Laboratory Manager to direct theday-to-day operations of our CAP accredited clinical laboratory. The candidate should possess aBachelor’s degree with a clinical laboratory focus, six- to eight-years related experience withthree-five years of proven leadership in a supervisory or managerial capacity. The LaboratoryManager supervises the daily operations of the laboratory including workflow volume, staffing,equipment performance and trouble shooting, performance improvement, quality control, andpoint of care and outreach programs, while ensuring that activities of the department operatein a manner consistent with our mission.
The successful candidate will have good personnel management skills and have an excellentgrasp of every phase of laboratory testing, and an awareness of emerging technologies.Knowledge of CLIA, CAP, and AABB requirements is a must. Ability to interact with physicians,nurses, outreach clients and vendors is expected.
Certified Surgical Scrub TechOperating Room, 35 hours per week (5 days) plus call, with benefits offered.• Previous OR experience preferred • Availability to share in the call rotation schedule
For more information about these and other job opportunities atRedington-Fairview General Hospital, please visit our website: www.RFGH.net
Apply in person or mail, email or fax your resume to:Redington-Fairview General Hospital 46 Fairview Avenue, P.O. Box 468,Skowhegan, ME 04976 • Fax: 207-474-7004 Email: [email protected]
WE ARE AN EQUAL OPPORTUNITY EMPLOYER.
Market Square Health Care Center, one of thepremier nursing homes in the area, is looking fora Clinical Documentation Coordinator.
The Clinical Documentation Coordinatorcompletes required Minimum Data Set (MDS)assessments and Residential Care Assessments(RCA) in accordance with applicable regulationsin order to provide appropriate care-planning,reimbursement and accuracy of clinicaldocumentation. Qualified candidates will have acurrent Maine RN license. Full time position onour day shift with rotating call schedule.
Our benefit package is as exceptional as ourresident care!
Clinical Documentation Coordinator
Located in the beautiful western foothills of Maine, our nursing home is seeking a qualifiedcandidate for the following position:
Market Square Health Center • South Paris, ME
To learn more about Western MaineHealth, come visit our website at
www.wmhcc.organd complete an online application,or email your resume to [email protected]
Human Resources59 Winter Street Norway, Maine 04268Fax: (207) 743-5805Tel: (207) 743-1562, ext. 474
We Care atThe Square!
Equal Opportunity Employer/Believing in a diverse workforce • The MaineHealth® Family
Central Maine Eye Care, P.A.
For immediate consideration,please forward, fax or e-mailresume to:
Practice ManagerCentral Maine Eye CareP.O. Box 999Lewiston, ME 04243-0999Fax: 207-783-3159Email:[email protected]
(No Phone Calls Please)
Central Maine Optical in Lewiston, ME, currently has openings for:
Optician/StylistResponsibilities include assisting patients in the selection and fittingof eyewear and accessories. Previous Optical sales and dispensing orOptical Lab experience preferred. However, we will consider and trainindividuals with previous sales and/or retail experience.
Ideal candidate will possess an outgoing and pleasant personality; theability to work in a busy environment; willingness to work as a teamplayer with other Opticians and departments; willingness to work aflexible work schedule; and a strong desire to provide outstandingpatient/customer care and service.
Central Maine Eye Care offers a flexible work schedule, competitivesalary based on experience and a benefits package, includingcafeteria plan, supplemental insurance, tuition and uniformallowance.
May 2–15, 2011 www.MyJobWave.comEmployment Times - ME • NH
6 Skilled Trades
• Paid vacations• Weekly settlements with
direct deposit available• Holiday pay after 90 days
• Company matchedMedical Insuranceavailable after 30 days
• Dental Insurance availableafter 30 days
• Free $25,000 LifeInsurance after 30 days
• 401(k)• Year round employment• Referral Bonus
• Fuel & Toll Discounts• Average 2,800-3,200 Miles
a week• All miles paid
• Weekly settlements• Health Insurance after
30 days• Dental Insurance available
after 30 days
• Referral Bonus• Year-round employment• Sliding weekly fuel
surcharge
Hartt Transportation offers many other benefits and courtesies to employees. Ifyou are at least 21 years old, have a clean CDL driving record with at least 1 yearOTR experience, tanker endorsement, and are ready to give yourself and yourfamily the stability you all deserve, then we encourage you to apply today inperson or fax/mail your resume.
OWNER OPERATORS
EARN $1,000 WEEKLY!
CDL-A DRIVERSBased out of Auburn, ME Terminal
• Tanker Drivers – One year verifiable experience
• Regional Drivers• OTR Drivers for Canada
– Must be able to cross border
Come be a team playerwith the largest #1carrier in New England.
Hartt Transportation Systems has been providing professional, reliable and safemotor carrier service to Maine and the nation for over 60 years. Starting in 1948with a single truck designed to haul gravel and pulpwood, Delmont Hartt hasdirected the company's growth to now include 585 tractors, 1250 trailers, andmany dedicated employees.
APPLICANTS, PLEASE REFERENCE JOB CODE “ET”WHEN APPLYING • WWW.HARTT-TRANS.COM
TRANSPORTATION SYSTEMS, INC.Strong Partnerships Make Strong Futures
HARTT
Rick Parisien, Human Resources Director1-800-341-15861-877-689-1084Bomarc RoadBangor, ME 04401Fax: 207-945-5193Email:[email protected]
Scott Grant, Driver Recruitment207-689-20761591 Hotel RoadAuburn, ME 04210Fax: 207-689-2078Cell: 207-735-5402
CDL-A DRIVERS CONTACT:
OWNER OPERATORS CONTACT:Bangor Corporate Office1-800-341-1586Fax: 207-455-5819Cell: 207-852-8950Email:[email protected]
Auburn, ME Office1-866-500-9645Fax: 207-689-2084Cell: 207-974-8819Email:[email protected]
We are also hiring owner operators with MC Authority. Growing at a rapid pace,we are looking for owner operators to haul our equipment on a full-time basis inour flatbed and van divisions. Hartt advances 40% of all loads for tolls and fuel.We also offer a quick pay program free of charge and will pay the remainder ofthe invoices every Friday.
Our services handle freight within the 48 states and Canada providing dry van,flatbed, and refrigerated freight. We have a tremendous and loyal customer basethat provides excellent paying freight to desirable lanes.
OutstandingEnvironmentalPerformance
Hartt Transportation is a
SmartWay Transport
Partner, utilizing fuel
saving strategies as well
as actively evaluating the
latest emerging
technologies.
Setting the Service Standard Since 1948
How veterans can get a leg up in thejob market using transferable skills(ARA) – If you’ve retired from the
military and are transitioning to a civilian
career, it’s time to take an inventory of
your transferable skills—the skills that
will place you light years ahead of your
civilian peers in a recovering economy.
The job market remains sluggish and
veterans in particular are challenged in
finding work. But there’s good news.
Through the experience and knowledge
gained from military service, including
training and coursework, you will have
gained valuable transferable skills that
can serve you well in your transition to
civilian life. The challenge is to define
these skills and sell them – and yourself –
to your future employer.
What are transferable skills?
These are the proficiencies mainly
acquired through broad work, education
and life experience, and they translate
across jobs and career fields. For instance,
if you worked as a training specialist in
the military, you have probably mastered
communications and personnel
management skills, as well as leadership
abilities that are sought and valued in
business and industry, government or
education.
Along with transferable skills most
people also have developed work-content
skills that are technical and job-specific.
These typically require formal training,
are more specific to trades or professions,
and have a separate skills-based
vocabulary or jargon that is unique to the
job, such as knowledge of certain
sophisticated equipment operation.
Work-content skills are not as portable as
transferable skills, but when combined
with them, they reflect the strength of
your overall work ethic and demonstrate
the array of accomplishments and
See Veterans on page 10
D&G Machine Products,Inc. is a family owned andoperated machine shop thatprovides precision machinedcomponents, custom fabrica-tions, and assemblies.
WE JUST MIGHTBE THE PERFECTFIT FOR YOU!
Our cutting edge benefitsand wage structure include:
• Paid Medical, Dental,Vision, Life, Short- &Long-Term DisabilityInsurance
• Paid Vacation & Holidays
• 401(k) Savings Plan withCompany Match
• 15% Shift Differential
CNC MachinistSet up and operate Computer Numerical Controlled lathes &mills to produce precision parts.
Welder FabricatorUse of hand-welding or flame-cutting equipment to weld orjoin metal components or fill holes, indentations, or seams ofprecision fabricated metal products. Experience with GTAW,FCAW and GMAW and welding certification test are required.
TIG WeldersPrecision welding of metal objects, components andfabrications using TIG techniques. Operate safety equipmentand use safe work habits, 3 to 5 years of proven TIG weldingexperience. Interpretation of mechanical drawings, includingwelding symbols. Follow specified layouts, work orders, orblueprints Process inspection, certification and documentation.
Send resume to, or apply in person at:50 Eisenhower Dr., Westbrook, ME 04092Email: [email protected] • Fax: 207-712-0726
WWW.DGMACHINE.COMD&
G is
an
Equa
l Opp
ortu
nity
Em
ploy
er
Requirements:• HAZMAT & TankerEndorsement
• Min. 2 years exp. haulingtankers & hazardous materials
• Passport & TWIC cardpreferred
• Weekend and holiday work
Great pay!EARN $45-$65K/YR Excellent BENEFITS:• Quarterly bonus plan• 401(k) plan with company match• Profit Sharing• Well maintained equipment• Uniforms provided at no cost• Paid training and safety meetings• Paid holidays plus vacations• Longevity bonus• Medical, dental, & vision insurance• Company-paid life insurance
Applications for Part-TimeDrivers are also welcome.JOIN OUR SELECT TEAM! APPLY INPERSON AT 123 RODMAN ROAD,AUBURN, or FAX YOUR RESUMETO 207-783-1020 OR EMAIL [email protected].
CDL-ADrivers F/T
The majority of our runsgets you home every night!
7
May 2–15, 2011www.MyJobWave.com Employment Times - ME • NH
Employers:Call 207.786.4200 to advertise.
Simple & EffectiveJob Searching...
• One-click searching• Only fresh jobs• Customizable email alerts• Registration NOT required
9
May 2–15, 2011www.MyJobWave.com Employment Times - ME • NH
General
Lucas Tree Experts is committed to providing a safe andhealthful workplace for our employees. If we cannot do itsafely, then we will not do it at all!
Tree Workers &Pesticide ApplicatorsNeeded in ME, NH, & MA
Top Wages and Benefits
Pesticide applicators must be licensed. Post offer physical &drug screen required. CDL-B Preferred.
Apply now at our website or call 1-800-339-8873to receive an application in the mail.
W W W . L U C A S T R E E . C O M
Experienced
Further or beginyour career.
Call our recruiting hotline:
1-800-260-2412 Or fill out an
application at oneof our gas stations/convenience stores.
Now Hiring!ManagersExcellent salary and bonus program, paid vacations, sick time,401(k) program, life insurance, andhealth and dental insuranceavailable. Assistant ManagersExcellent wages, paid vacations,sick time, 401(k) program, lifeinsurance, and health and dentalinsurance available. Outstanding opportunities for advancement!AssociatesCompetitive wages, flexible hours,and growth opportunities.
NEW HAMPSHIRE:DerryDurhamExeterPortsmouthRaymondStratham
MAINE:OgunquitTopsham
MASSACHUSETTS:BillericaDanversMaldenManchesterSouth BellinghamWoburnWorcester
MerchandisersNeeded
NH based service-company looking forpart-time individuals; must be self–motivated, high energy and resultsoriented to handle merchandising offloral products.
Positions available in:Maine
Brewer (average 14-18 hrs/wk) Hampden (10-12 hrs/wk)Lewiston (14-16 hrs/wk)
Portland Area (20-30 hrs/wk)Rockland (18-20 hrs/wk)
Saco (15-18 hrs/wk)Waterboro (10-15 hrs/wk)Waterville (12-15hrs/wk)
Wells (12-18 hrs/wk)NH
Claremont (6-10 hrs/wk)Londonderry (12-15 hrs/wk)
Ossipee (12-15 hrs/wk)
Individuals must possess:• Good communication, organizational &
time management skills• An “eye” for detail and capable of
handling a fast paced environment. • Must work well independently and
handle minimal weekend work hours as well as extended work hours during holidays.
• Prior retail merchandising a plus.
Work entails handling of perishableproduct, lifting, bending, cleaning,watering, displaying, paperwork, etc.
Email resumes to:[email protected]
Fax: 603-626-1728 orApply online: www.keyfloral.com
LEWISTON – The Lewiston
CareerCenter, 5 Mollison Way, continues its
monthly programming, including
workshops for job seekers and those who are
considering training to upgrade their skills
to increase employability. Workshops are
held at the CareerCenter unless otherwise
noted.
Career Decision Making: This is a two-
part workshop. On Monday, attendees
discuss tools used to help make career
decisions. On the second day, the
information gained will be used to make
career plans. Registration required. Offered
May 10 and 13, or May 17 and 20, 9 a.m. to
noon.
Industry Information Tuesday: Learn
about the composites industry. A panel of
experts followed by a group discussion will
allow participants the opportunity to learn,
and ask questions about jobs, training and
skills needed. Registration required. Offered
May 17, 9-11 a.m.
Gateway to Employment: Workshop gives
an overview of basic information on
resumes, interviews and job search skills as
well as CareerCenter and community
services that are available for job searches.
Registration required. Offered every
Thursday, 1-4 p.m.
Job Search Tips for People with a Criminal
History: Do you have a criminal
background? Are you having trouble finding
work? Looking for tips on how to respond
to those hard to answer questions? This
workshop will help those attending become
a successful job seeker. Registration
required. Offered May 6, 9-10 a.m.
Job Search Skills: Facilitated by a
CareerCenter staff person, this workshop is
offered at the Auburn Public Library and
Central Maine Community College and
will help participants conduct an effective
job search. Learn how employers advertise
and hire and methods that can be used in a
job search that will lead to success. Offered
at Central Maine Community College on
May 19 in Jalbert Hall, room 15, from 1-3
p.m. Call 755-5239 to register. Offered at
the Auburn Public Library on May 23, from
2-4 p.m. Call 333-6640 to register.
Resume Basics and Interview Skills:
Explore the basics of resumes and
applications and learn how to make a
resume and interview stand out in a positive
way. Learn to market yourself in a way that
directly matches employer needs. “Tough”
interview questions will be discussed so that
you can answer them with confidence.
Offered at the CareerCenter on May 12,
from 9 a.m. to 12:30 p.m. Call 753-9005 to
register. Offered at Central Maine
Community College, Jalbert Hall, room 15,
on May 24 from noon-2 p.m. Call 755-5239
to register. Offered at the Auburn Public
Library on May 25 from 2-4 p.m. Call 333-
6640 to register.
Greater L/A Unemployed Professionals
Group: Meets every Monday from 1-4 p.m.
Group discussions cover professional
development and job search strategies.
CareerCenter Training Orientation: An
overview of training programs at the
CareerCenter, eligibility requirements and
information on accessing services. FMI:
Contact CareerCenter staff for the schedule
of meetings and to register (required).
Essentials of College Planning for Adults:
Learn about college and trade schools,
entrance requirements, readiness and
transitional issues of adult students,
admissions procedures and financial aid.
Review a typical admissions application,
request admissions materials and financial
aid information from prospective colleges.
Attendees will complete the financial aid
form. Bring last year’s income tax forms.
Register by calling 800-281-3703.
Adult education information: A
representative of local adult education
programs will be available to explore options
for those interested in improving their job
skills through adult ed classes. Available
May 4 or 11 or 18 or 25, from 10:15-11 a.m.
All CareerCenter services are free of charge.
Call 753-9005 or 877-796-9833 for
additional information and to register for
workshops held at the CareerCenter.
Lewiston CareerCenterAnnounces May WorkshopsSunJournal.com
Are you a certified teacher? Have an education inteaching or experience? Put your skills to work with therevolutionary I Can Read® System. Become a LicensedIndependent Teacher of reading for children ages 4-7.
Amazingly successful in early literacy, I Can Read®really helps children learn to read while providing youan entirely new opportunity to grow your ownbusiness.
Interested?Contact Susan [email protected] or 207-409-4425
Teach ReadingA Prosperous Future for You and Your Students
BUSINESS OPPORTUNITY
May 2–15, 2011 www.MyJobWave.comEmployment Times - ME • NH
10 Education & Career Services
attitude, teamwork and performance.
Using Full-Tank Culture to Coach
Your Team:
There are steps to gauging engagement
level with teams before commencing a
meeting or project. Amy Nakamoto,
Executive Director of D.C. Scores, a
nonprofit located in the nation’s capital,
holds maintaining a full-tank culture as
one of her top priorities as a leader. Her
initial daily gauge reading of her staff
consists of taking note of interactions
among staff members, tone of voice,
body language, mood and posture. At
the beginning of each interaction with
an employee or group of her employees,
Nakamoto asks them each to share
what their gauge reads (on a scale of 1-
10, with 10 being full and 1 being
empty).
The rationale is that to best relate to
and coach an employee, you need to
know where they are at that moment in
order to meet them there and to tailor
your communication to get them to a
higher level of engagement. By
performing this check-in, you can then
adjust the intensity and structure to the
level of their tanks. This process is the
management equivalent of physicians
reading their patients’ chart and vital
signs while rounding in the hospital.
Using Full-Tank Culture to Coach
Individual Employees:
Taking a gauge reading of staff
members’ emotional tanks also allows
you to interact on an individual level
more effectively. For example, if in your
staff meeting 20 people report their
gauges being at or near a 10 and two
individuals’ gauges are reading at a two
or a three, this quick check-in will let
those two members know everyone
else’s level is high and their work as a
group will be tailored to a higher level.
You can then invest more time one-on-
one with these individuals to elevate
their levels during the course of your
group’s work and the course of the day.
How to Build a Full-Tank Culture:
Nakamoto incorporates emotional
tank instruction into the on-boarding
process for new hires. She explains the
purpose and use of the practice to all
new hires, and has created an in-depth
description of the DC Scores e-tank
rating system. Explaining what a one
rating feels like all the way up through
a 10. Her use of this practice is truly
masterful, as it serves to teach
mindfulness and self-awareness in the
workplace as well as sets the proverbial
bar high on team members consistently
having a full tank. Frequent gauge
readings help you teach your staff how
to read both themselves and each other
better. The benefits are improved
teamwork and office dynamics, as
employees are able to be on the lookout
for symptoms of a low tank.
Filling your teammates’ and colleagues’
emotional tanks isn’t just a nice thing to
do for people. In the moment, it is a
seemingly little thing that makes a big
difference over the course of a day,
week, month, quarter, etc. It is powerful
fuel that energizes your culture and
serves to reward as well as reinforce
important contributions team members
make to the organization. Additionally,
when we are filling emotional tanks we
are also reinforcing and recognizing
behaviors we want to see repeated.
Coaches like to say, “that which gets
recognized gets repeated.”
To create a full-tank culture, you need
to exemplify the behavior you want to
see in your team. They won’t buy it if
you don’t own it yourself. In other
words, if you behave like a siphon you
will never develop a team full of pumps.
Among every leader’s goals should be
modeling the behavior to create a full-
tank culture where coworkers fill each
other’s tanks. Teamwork and
engagement rise to the next level when
colleagues work for each other not
simply with each other. Boston Celtics
great Bill Russell said it best when
analyzing his own performance: “The
most important measure of how good a
game I played was how much better I’d
made teammates play”. It’s easy to be a
tank-filler when things are going well;
it’s much harder when adversity strikes.
Coincidentally, it is also most
important to be mindful of filling your
teammates’ tanks when the chips are
down. Winners are at their best when
the circumstances are not. Your role is
a conscious daily choice, so ask yourself
frequently, are you being a pump or a
siphon?
About the Author: John Brubaker is a
performance consultant, speaker and
author of the forthcoming book
Overtime Victory: Success Strategies
From The Locker Room To The Board
Room. He can be reached at
www.coachbru.com or 207-576-9853.
If you would like to receive a copy of
the Full-Tank Culture Daily 10 Point
Inspection and an E-Tank filler
practice script, please email
Full Tank...
Annual June Conference
Maine Career Development Association
Are you a career professional or do you provide career information andassistance to others? Join other career information providers in the state forour annual June Conference. An excellent opportunity for networking &development.
Not yet a member of Maine Career Development Association? Registrationto the Annual Conference includes a one-year membership to MCDA.
For more information and to register for this year'sconference, visit www.maine-cda.org.Maine
CareerDevelopmentAssociationwww.maine-cda.org
“Providing professional developmentopportunities for people in Maine who providecareer information & assistance to others.”
Sponsored by:
FRIDAY, JUNE 24, 8AM–4PMCOLLEGE OF THE ATLANTIC • Bar Harbor, Maine
“Staying Positive & Creating Hope in a Changing World”
abilities you have attained.
What employers want
Prospective employers have one
important question: What can you do for
us? The answer is often found in your
portable, transferable skills. These also
influence how you prepare a top-notch
resume and cover letter, conduct your job
search and convey your talents in an
interview. As you recognize and reveal
these skills, you will also get a boost of
self-esteem about your own
achievements.
Identify your transferable skills
Start by reviewing your past or current
educational, work, military and life
experiences. Did your experience teach
you to analyze data and write reports?
Supervise others? Work as a team? Make
quick decisions or meet deadlines?
Organize and implement projects?
If you can analyze, write, plan, organize,
lead others and work with a team, you
have just identified six highly valued skills
you can place on a resume, discuss in a job
interview and put to use in a new work
setting.
“Veterans may not realize the many
exceptional transferable skills they have
acquired through their military service,”
says Maribeth Gunner Pulliam, the
career services coordinator at Excelsior
College. “Veterans are trained to lead by
example, work respectfully and
collaboratively, and accomplish tasks on
time - even when facing adversity. They
understand the importance of dedication
and perseverance. These are all skills
employers seek.”
When starting a military transition job
search, you can also identify your
transferable and work-content skills with
online career assessment tools and career
guidebooks. Keep this list updated over
time, as you progress and evolve in your
career. This "skills package" record will be
a valuable resource for your future, and a
reminder of how far you have come.
Trouble getting started?
If you are like many, taking inventory of
your various skills and categorizing them
may seem like a daunting task. There are
several online tools you can use to get
started. Excelsior offers free advice at
its site (www.excelsior.edu/military-
resources) as do many other colleges. The
most important thing is to take your time
to reflect upon all that you have done.
Consider also talking with your friends,
family and coworkers to discover more
about the valuable transferable skills they
believe you exhibit. They may be able to
provide helpful observations that you may
not see. These small steps will help you
better prepare for a job search and feel
more confident in your ability to convince
employers that you are the person they've
been looking to hire.
Veterans...
11Education & Career Services
May 2–15, 2011www.MyJobWave.com Employment Times - ME • NH
Earn national certification and the skillsYOU need for the career you WANT:• Medical Assistant • Healthcare• Computers • Business• Web Design • HVAC/R• CDL Truck Driving • Green Energy Tech
Who Hires from NTI? Find out now at:
NTINOW.EDU • 1.800.447.1151Scarborough & Bangor, ME • Haverhill, MA Nationally Accredited
Get Job Ready in Just Weeks or Months… NOT YEARS!
FREE TRAINING! LEARN MOREABOUT THE MEDICAL FIELD.RECEIVE SCHOLARSHIP!
MAY 9th, 10am-2pmClasses filling fast, call to reserve!
Employment Times - ME • NHwww.MyJobWave.com May 2–15, 2011
NOW HIRING:
• Forklift Operators• Industrial Sanitation Cleaners• Landscapers• Machine Operators – All Shifts • Pool Techs• Phone Reps• Sales Reps • Shipping/Receiving • Welders – Flux-Core, Stick, Migexperience – Will be tested
Call: 207-761-9933
Email: [email protected] or
CDL-ADriverFull-Time
Seeking a qualified, highly motivated,dependable team player with a focus oncustomer service for a:Cylinder Delivery Person• Clean driving record• CDL-A w/HAZMAAT• High school diploma or GED• Able to pass a DOT physical & lift 80 lbs.Benefits include Health, Dental, & 401(k)Please apply in person at Amerigas Propane,45 Riverside St., Lewiston, MECall 207.786.0671
EOE/AA/M/F/D/V
FORKLIFT DRIVERSPoland & Hollis • 12 Hours • Nights • $14/hr
PRODUCTION WORKERSPoland & Hollis • 12 Hours
Nights • $13–$14/hr
Background checks & drug screens Clean Driving Record & HS Diploma or GED
LEWISTON OPEN HOUSE9AM–2PM,17 WESTMINSTER ST.
PORTLAND OPEN HOUSENOON–4PM, 20 FREE ST.
Working with Adecco allowsyou access to a wide range of
benefits, including:• Medical coverage • 401(k)
• Direct deposit • Service bonus• Paid holidays • Skilled training
To apply online for these and otheropportunites, go to ADECCOUSA.COM
In Portland – 207-772-288220 Free St., Portland, ME
In Lewiston – 207-782-2882 17 Westminster St., Lewiston, ME
OPEN HOUSES• TUESDAY, MAY 3RD
Superior Carriers, Inc.COME JOIN THE SUPERIOR TEAM!Job Requirements: At Least 22 Years of Age, 1 Year or MoreExperience, Verifiable Work Experience, Clean Driving Record,CDL with Hazmat, Tanker Endorsement, TWIC, Passport,Positive Attitude, and Professional Appearance.
COMPANY DRIVERS:Best Benefits in the Industry Potential to earn in excess of $72,000 annually
OWNER OPERATORS:Excellent Insurance Options Potential to earn in excess of $145,000 annually
Paid Training/Orientation Program for all drivers!Qualified applicants, please apply only online atwww.Superior-Carriers.com or send resumeto [email protected]
Superior Carriers, Inc., 67 Kittyhawk Ave., Auburn, ME 04210
You have careeroptions. Aligningyourself with ahighly respected,financially strongorganization isone of the wisestcareer moves youcan make. Comesee why we arethe SUPERIORchoice ofSUPERIORdrivers!
EOE
Web ProgrammerCelsius Technology Group • Full-Time, Falmouth, Maine
We’re looking for an in-house PHP/Drupal developer to leaddevelopment on solutions for newspapers, magazines, schools,non-profits, and government. This is a full-time, Monday-Fridayposition located in Falmouth, Maine. Successful candidate will berequired to work on site at the Falmouth location.
Technical Skill Requirements:• PHP5, Mysql, and Drupal.• Experience with Flex, AIR, and Javascript/Ajax a plus.
Join one of Maine’s major media families!Apply at www.MyJobWave.com
Keyword search “Web Programmer”Cover letter, resume and link to an online portfolio required when applying.
Recent graduatesencouraged to apply!If you’re interested in growing and learning, andare the type of person who continually educatesyourself on trends and technology, then read on!
