LCJ Kamala Harris SUMMER 2016 8.375 v10 Layout 1 · CONT 4 SUMMER 2016 34 Cover Story: by Angela M. Cranon, M.A. BREAKING ALL BARRIERS Kamala Harris 6 Publisher’s Page by Calvin

SUMMER 2016

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C O N T


34 Cover Story:by Angela M. Cranon, M.A.

BREAKING ALL BARRIERSKamala Harris

6 Publisher’s Page by Calvin Lovick, Sr.

LIVING WAGE:Good For The EconomyAnd For Families.

8 HBCU News Named Sole Finalist For 12th President of Texas Southern

10 Company Directory

12 Editorial Page by Angela M. Cranon, M.A.

Choices, Hatred, and MuchMuch Controversies

14 Commentary Pageby Laurie D. Willis

Gender Pay Inequity

Angela M. Cranon, M.A.Associate Publisher

Laurie D. WillisContributing Writer

E N T S

5WINTER 2015 www.lovickcareer.com 5SUMMER 2016 www.lovickcareer.com

Features

16 American Employers Striving For Healthier Workers

18 5 Words And Phrases Women Should Use ToGet Ahead In Their Career

20 The Resume Entry Key

22 Salary Negotiations - Be Prepared

24 A Career In Politics Is Not So Far Fetched

26 U.S. BANKDarrell Brown

28 JOIN THE LONG BEACH POLICE DEPARTChief Robert Luna

30 LOS ANGELES COUNTY SHERIFF’S DEPARTMENTJames McDonnell

Stacey A. Gordon, MBAContributing Writer

6

It is probably safe to assume thatmost heads of household desireto provide for the welfare of their

families, at least in America. Thatrequires gainful employment thatprovides a living wage ---sustainable income based on anhourly pay rate that enables thefamily breadwinner to provide food,clothing, medical care, andrecreational inducements from timeto time that make for a happylifestyle without undue strain.

Thus, the living wage must besubstantially higher than a povertywage that prohibits a head ofhousehold, the sole providerworking full time, to support theirfamily. The California minimumwage is the same for all individuals,regardless of how many dependentsthey may have. The poverty rate istypically quoted as gross annualincome. In Los Angeles County thecurrent minimum wage is $9 perhour, up from $8 an hour in 2008.The next scheduled rate of increasefor the minimum wage will occurseffective January 1, 2016, elevatingthe wage to $10.

Every sole provider should beable to provide adequately for theirfamilies. Everyone deserves to enjoythe basic necessities of living ---food, clothing, shelter, and medicalcare. The majority of lawmakers atall levels of government oppose aliving wage higher than the current$9.00, soon-to-be $10.00, Theyargue it is nothing more than anentitlement for the low-incomeamong us that will only increasetaxes. That, to me, is a veryinsensitive position. Empathy shouldbe the guiding principle as it relatesto low-income families struggling tomake ends meet. Families shouldnot have to sacrifice basic humannecessities like health insurance, forinstance, or food on the table.

According to report, Poverty inAmerica, a study prepared by theMassachusetts Institute of Tech-nology, for the sake of comparison,

www.lovickcareer.com SUMMER 2016

Publisher’s PageSUMMER 2016

VOLUME 25, ISSUE 1

n

CALVIN LOVICK, SRFounder & Publisher

[email protected]

SCOTT CALVIN LOVICKAssociate Publisher & CEO

CHRISTIAN CALVIN LOVICK, JRVice President of Sales & Marketing

ANGELA M. CRANON, M.A.Associate Publisher & Editor-in-Chief

JACK MARTINEZSenior Writer

EARL HARRIS, CPAChief Financial [email protected]

RANDY BENNSenior Account Executive

[email protected]

ALYSSA SHEPARD MOOREAssociate Editior

ANGELA WONGCopy Editor

VERONICA REIDAssistant to Publisher

LINDA GREENE WASHINGTONLayout Design

JEANNELL LOVICK JEFFERSONVice President of Circulation

n

LOVICK CAREER JOURNALP.O. Box 2705 • Inglewood, CA 90305

Offices: (310) 412-7220Email: [email protected]

Circulation: [email protected]

n

Lovick Career Journal (LCJ) is a quarterly publicationdesigned to give unique access to the professional job seeker and those who wish to explore current and available employment opportunities in these high-leveled positions that are often missed in otheradvertising circulars. This quarterly publication of40,000 is uniquely targeted to increase awareness todiversity concerns and exposing opportunities to thebest qualified. Its distribution to colleges, universities,employment office centers and other pertinent demographics, maximizes our ability to reach the rightindividual.

LOVICKC A R E E R J O U R N A L

LIVING WAGE:

GOOD FOR THE

ECONOMYAND FORFAMILIES

continued on page 36



HBCU News Sharon Woodson-Bryant

HOUSTON (May 16, 2016) –Dr. Austin A. Lane has beennamed the sole finalist to

become the 12th president ofTexas Southern University(TSU) by its Board ofRegents. Lane assumedleadership of Texas Southernon June 7, 2016, after aBoard vote. He replaces Dr.John M. Rudley, who hasserved as president since2008.

Derrick Mitchell, chair ofTexas Southern’s Board of Regents, said that Lane“embodies the skillsnecessary to position theUniversity as a destinationinstitution for those seekingan innovative learning pro-cess through a stellarcurriculum.”

“The Board of Regentsengaged in a dedicated andthorough search of out-standing candidates and Dr.Lane was clearly the rightman at the perfect time in TexasSouthern’s existence,” Mitchellsaid. “We look forward to receiving

the benefit of his strong andprogressive leadership to moveTSU to the next level in highereducation.”

Dr. Lane said, “I want to extendthanks to Regent Mitchell and theentire board for giving me theopportunity to serve Texas

Southern University. I believe thatwe are positioned to take TSU tonew heights.”

Dr. Lane said recruitmentand enrollment are among histop priorities. He shared a 30-,60- and 90-day plan with theboard that addressed adetailed enrol lment strategy.Dr. Lane also celebrated his45th birthday on the day hewas named to the top job atTexas Southern University.

Dr. Lane was managingseven campuses in the LoneStar system, with the smallestlocation educating 10,000students. His plan for TSUincludes strengthening studentrecruitment and enrollment,and focusing on retainingstudents through a four-yeargraduation plan. Another majorpriority is keeping TSU strongand independent, andmaintaining its stature as apremier HBCU. Dr. Lane plansto maintain his passion for

student academic productivity andgrowth, and wants to produce

Dr. Austin LaneNamed Sole Finalist For 12th President of Texas Southern

Lane to take the helm of TSU in its 89th year as a premier HBCU His plan will focus on student recruitment, enrol lment and retention

at Texas Southern




TESSIE CLEVELAND COMMUNITY SERVICES CORP. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2

CITY OF LONG BEACH FIRE DEPARTMENT . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3

THE COMPLETE GUIDE TO JOB HUNTING . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7

TEXAS SOUTHERN UNIVERSITY (TSU). . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9

KAISER PERMANENTE . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 11

LOS ANGELES COUNTY FIRE DEPARTMENT RECRUITING . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 13

U.S. DEPARTMENT OF HOMELAND SECURITY . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 15

ASSISTANT DIRECTORS TRAINING PROGRAM . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 17

THE GORDON GROUP . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 19

U.S. DEPARTMENT OF HOMELAND SECURITY . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 21

SHERATON GATEWAY LOS ANGELES . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 23

McDONALD’S. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 25

US BANK . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 27

CITY OF LONG BEACH POLICE DEPARTMENT. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 29

LOS ANGELES COUNTY SHERIFF’S DEPARTMENT . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 31

RIVERSIDE COUNTY SHERIFF’S DEPARTMENT . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 33

NATIONAL COLLEGE RESOURCES FOUNDATION . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 37

DRUG ENFORCEMENT ADMINISTRATION (DEA). . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 39

MINORITY CAREER . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 40

CITY NATIONAL BANK . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 41

HAMPTON UNIVERSITY . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 43

CEDARS-SINAI . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 45

VERIZON. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 47

TOYOTA FINANCIAL SERVICES . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 48

COMPANY PAGE NUMBER

I see POTENTIAL IN EVERYTHING

At Kaiser Permanente Southern California, we believe that our 4.2 million members and

their health needs should inspire the way we do business. All of our employees, from

our health care providers to our business professionals, embrace this mission to inspire,

nourish, and protect the total health of the people and families who depend on us. If

you are ready to enhance your career experience and realize your passion for helping

others, we invite you to join us in making a difference. For more information about career

opportunities with Kaiser Permanente, please visit our website.

jobs.kp.org

EQUAL OPPORTUNITY EMPLOYER/DISABILITY/VETERAN

I acknowledge the contributions of others. Stand up for my opinions. And know that behind

every person, there is a unique point of view. As an employee of Kaiser Permanente,

I am valued for my individuality and for what I contribute. We are all different, yet we

share a common goal—to inspire our patients to be the best they can be. We share this

commitment with our patients, ourselves, and each other. This is what brings us together

as family. If you believe that our differences make us stronger, this is the place to put your

beliefs into practice.



Editorial Page

Well...well... The final twohave been nominatedand only one will take the

seat as President of the UnitedStates. The two candidates, FormerUnited States Secretary of StateHillary Rodham Clinton (Democrat)

and Billionaire Donald J. Trump(Republican) are two very differentpeople who see America’s futurejust as differently as theirpersonalities.

Both of their first days at theRepublican and DemocraticNational Conventions started off

rocky, but it appears thatthe internal conflicts havecalmed, for the most part.

However, these candi-dates still sit on the edgesince some Americansbelieve that choosingClinton will be the same oldpolitics and not muchchange. Others believe that Trumpwill make too much of a dramaticchange. Which does Americawant? Aside from the emailaccusations of Clinton, and theloose tongue of Trump, Americansneed to make a decision on thedirection of the country. Althoughsome believe that Trump is widelyhated, his nomination provesotherwise and gives a clear picturethat people are supporting him andwant him in the Presidential seat.This is a reality.

On the other hand, the countryis scratching its head andwondering if it is really ready for afemale President, especially after anAfrican-American served in theWhite House for two terms. Toomany “minorities” back to back isstill being pondered. However,voters have spoken that they want

a female President by putting her inthe top seat to run for this office.

Citizens thought eight years agothe presidential race was intriguingand exhilarating with Hillary Clinton,a woman, and Barack Obama, anAfrican-America running side byside, both to be the first of their“kind” to serve as the Commanderin Chief. That may not necessarilybe so since the 2016 Presidentialelection has outdone itself on theentertainment richter scale. Still,however, there are so manyunanswered questions. Will womenvote for Clinton because she is afemale? Will men “not” vote forClinton because she is a woman?Will women and people of colorvote for Trump? Can Trump tamehis tongue?

Aside from the controversies that

Choices, Hatred, andMuch Controversies

by Angela M. Cranon, M.A.

Associate Publisher


Photo Credit: Jeremiah Charles



Commentary Page Sharon Woodson-Bryant

The inequity between men’sand women’s salaries hasbeen discussed for years,

though little has been done inAmerica to eradicate the problem.

Democratic presidential hopefulHillary Clinton has vowed to dosomething about it if she makes it to The White House. AndRepublican presidential nomineeDonald Trump claims to pay femaleexecutives as much, and in somecases more, than male executives.

But even if Trump pays hisfemale employees well, mostwomen don’t work for billionaireswho can bestow hefty salaries, andwomen’s pay still lags woefullybehind men’s.

“This country has a long historyof mistreating women when itcomes to salaries,” said Carmen,

a social worker in Greensboro,North Carolina. “It’s no secretwomen can perform the same jobsas men, oftentimes better, yet menare still paid considerably morethan women on average. Manypoliticians talk about the problem,but nothing much seems to bedone about it.”

Indeed. The Equal Pay Act of1963 required that “men andwomen in the same workplace begiven equal pay for equal work.”But in the five decades since itspassing, United States wages havenot lived up to that.

When President Barack Obamatook office in 2009, the first bill hesigned was the Lilly Ledbetter FairPay Act, which extended the timeperiod in which claimants canbring pay discrimination claims,enabling countless victims of paydiscrimination to seek redresswhere they otherwise could not.Undoubtedly the country’s firstAfrican-American president waswell-intentioned, but women are

still paid less than men in 2016.

The American Association ofUniversity Women, or AAUW, wasfounded in 1881 to advance equityfor women and girls throughadvocacy, education, philanthropyand research. According to AAUW,in 2013 among full-time, year-round workers, women were paid78 percent of what men were paid.The pay gap exists in every state,AAUW says, but is more profoundin some areas of the country thanothers.

For example, information onAAUW’s website says the bestplace in the United States for payequity is the nation’s capital, wherewomen were paid 91 percent ofwhat men were paid in 2013. Bycontrast, the website lists theworst state in the country for payequity as Louisiana, where womenwere paid only 66 percent of whatmen were paid.

Hopefully the next president willbe successful in narrowing thegender pay gap. n

Gender Pay Inequity

by Laurie D. Willis



As the market continuesimproving, those seekingemployment may find it a

tad easier to land a job. But onceemployed, they may also noticesubtle hints that their supervisorsare just as concerned about theirhealth as they are about their jobperformance.

That’s because nowadaysemployers are making a big pushto encourage their employees toget healthy and stay that way.Some employers are even offeringmonetary incentives or other prizesfor employees who improve theirhealth – particularly those who quitsmoking or lose significant amountsof weight.

“It’s always good whenemployees improve their health,”said Mark Sanders, director ofhuman resources for LivingstoneCollege, a historically black schoolin North Carolina. “It’s goodbecause improving your health canmean longevity and a better qualityof life. Simultaneously, whenemployees are healthier thatimproves productivity and theirattitudes, which directly affectsmorale and increases team building.Likewise, when employees arehealthier, it positions employers tooffer better insurance packages atreduced rates.”

Sanders said it’s imperative for afundamental shift to occur “in howwe approach employee healthy

living alternatives,” adding that atLivingstone College severalinitiatives are underway. Forexample, in 2014 the institutionpartnered with Novant Health tocomplete an assessment of theschool’s overall health plan todesign an appropriate wellnessprogram, he said.

“Our wellness initiative is nowfocused on three areas – healthyeating, exercise and stressmanagement,” Sanders said. “Wealready sponsor employee walks,and in the fall we will beginproviding free healthy snacks for

employees. We also routinely sendour employees emails containinghealthy eating tips and other health-related information, but one of themost significant steps we madewas switching our healthcareprovider to Blue Cross Blue Shield,which gave us a plethora of supportand health choice options for allemployees online.”

As medical costs continue sky-

rocketing, companies will increas-ingly devise ways to encouragetheir employees to improve theirhealth. And with good reason.

According to the NationalInstitutes of Health, more than two-thirds of Americans are overweightor obese. And many seriousillnesses have been linked toobesity, including heart disease andstroke, high blood pressure anddiabetes.

Sanders knows having asignificant number of employeeswith chronic illnesses can saddle a

com-pany with heftyinsurance costs. Tothat end, his depart-ment has created ahealth and wellnesscommittee that meetsperiodically to deviseinnovative ways toengage employees inadopting healthierlifestyles.

“This isn’t just a fadthat’s going to dis-

sipate in a matter of months,” saidSanders, who works out severaltimes a week. “Under theleadership of our president Dr.Jimmy R. Jenkins, Sr., we’ll conti-nue encouraging employees to gethealthier. Likewise, we’re alsocontemplating ways we may beable to partner with the communityon some health initiatives in thefuture.” n

By Laurie D. Willis

American Employers Striving For Healthier Workers



You finally make the decisionto make a change in yourcareer so you start looking

for a job. You check all the usualjob boards and come across a jobtitle that sounds intriguing. As youread more of the job description,your excitement builds because youthink you are perfect for the job.Then it happens. You see arequirement for a skill you don’thave and the job calls for expertisein a software program you haveonly used occasionally. Yourexcitement now turns todisappointment and you move onto the next job posting.

Sound familiar?I recall interviewing a woman for

a human resources job who was

extremely qualified with excellentskills. While discussing where shewould like to take her career, shementioned that a friend asked herif she would consider a job with hiscompany as Vice President. Shesaid she didn’t think she was readyfor the job. As she continued talkingabout her career direction, Istopped listening. I was stuck onthe magnitude of what she had justdone.

Too often the words women usedevalue their worth and canimmediately categorize them asinferior, weak, unqualified andunworthy. Ask a guy if he can do aspecific job and he will eagerly sayyes. Ask a woman, and she’ll giveany number of qualifying answers.So let’s figure out how we canremove those qualifiers from ourcommunication and substitute them

with words and phrases that willhelp us to get ahead in our careers.

YES!The first and most important

word women use to get ahead intheir career is “Yes”. The womanin the example above should havesaid “Yes, I would love to discusshow I could partner with you inhuman resources in your company.”Yes, I will apply for the job for whichI am 95% qualified. Yes, I believe Ican do the job. Yes! Yes! Yes!

Unless a huge case of nepotismis in play, most people do not offeropportunities to unqualified people.Therefore, when singled out to bea team leader, to be a consideredfor a project, promotion or a raise,anything other than an emphatic

5 WORDS AND PHRASESWOMEN SHOULD USE

TO GET AHEAD IN THEIR CAREER

YES!

NO APOLOGIES

LET ME RESEARCH IT

THERE IS NO TRY

I RECOMMEND

By Stacey A. Gordon, MBA


“yes” is unacceptable. Obviously, ifyou really don’t want what is beingoffered, decline politely, but don’t letthe reason you say no be related toa lack of confidence in your abilities.

By not saying yes, you areautomatically saying, “I a unquali -fied, I am unsure of myself, I amnot confident in my abilities, and Iam not the person for this job now(and probably not ever).”

No Apologies

How many times do you tellyourself,

“I’m sorry” throughout theday?

“I’m sorry I wasn’t able to getback to you sooner.”

“I’m sorry, but we don’t havethe information you need.”

“I’m sorry, but we had tochange the meeting time.”

“I’m sorry, but x wasn’tavailable so we had tosubstitute y.”

“I’m going to need you to stopapologizaing?” Things happen, workgoes on, and most of what you findyourself apologizing for isn’t evenyour fault. Stop being apologeticbecause apologizing is a sign ofweakness. Save the “I’m sorry” foryour family members who willactually appreciate it.

The sentence doesn’t changewhen you remove those three littlewords. What you are really trying todo is show a little empathy, soprovide a reason rather than anapology.

Let me research itToo often, we say “I don’t know”

or “I can’t” as a quick way toextricate ourselves from a situation.However, these phrases close thedoor to future opportunity. Theypaint you as a person who not onlyis unable to do the task that wasasked, but are unwilling to attemptto help. If you really don’t know,



College graduates seeking tobegin professional careersin their chosen pursuits,

should understand that the “dreamjob” will not materialize out of thinair, nor will they likely have a chanceto encounter with an employer whowill hire them on the spot with alucrative starting salary.

In realty, the job hunting processmay take some time as the jobseeker follows certain methodicalsteps toward getting hired by acompany, like researching a specificcompany to learn as much aspossible about it, and then callingto inquire of the Human ResourcesDepartment about job openings,the interview process, and/or whomto send a resume .

The resume is the key to a formalinterview. Interviews are rarelyconducted by telephone, or by anexchange of emails, but aregenerally personal face-to-facemeetings. Perspective employersdon’t have the time to waste withjob seekers who don’t match theircriteria, so the resume processhelps them to screen prospectivecandidates.

The resume is a document thatprovides a prospective employer acapsulized view of who you are --your qualifications, profile, objective,skills, education, and professionalexperience. It tells the perspectiveemployer how you can contributeto their company and what you canbring to the table. Your resume is a

unique representation of yourpersonal work experience andnurtured skill set.

A good resume will get you inthe door for the interview, but yourresume must be specific to whoyou are and what you representbecause not all resumes are thesame.

Your resume should be specificto the position you expect tointerview for. Your resume shouldalso be limited to one to two pagesas the person charged with thehiring doesn’t have the time to readlike the resumes. Of course, themore experience needed for a job,the longer the resume will be.Longer resumes tend to cater toexecutive positions.

There maybe 50 to 200 resumessubmitted for just one job opening.The prospective employer is notgoing to let one resume bog themdown. They will likely scan resumesvery quickly looking for specificdetails that will tell them to set aresume for future review. If yourresume is too long, or too shallow,it may get tossed in thewastebasket. The informationcontained in the resume should bejob specific. If you are applying foran accounting job, for instance,your experience and a previous jobas a fast food worker may not begermane, but your experience asthe tax consultant during taxseason may get a perspectiveemployer’s eye. In other words,

focus on the position you areapplying for and list relevant workexperience and relevant achieve -ments.

Think about what message youwant to deliver to your prospectiveemployer. Think about how you canmake a quick impression. One wayis to focus on making a resumeyour personal marketing tool. Usecreative objectives to describe yourprofessional experience and makeyour achievement stand out. Withintense competition for jobs,especially in a recession, or whenthe economy is weak, you may onlyget one shot to make a great firstimpression and earn an interview.Remember, others are competingfor the same job.

Include an objective statement atthe top of your resume. This tellsthe prospective employer that youare focused and have a specificgoal. A job history going back at

The Resume Entry Key




Negotiating a salary isprobably one of the mostdifficult parts of a job

interview. It could also be one ofyour worse moments if you are notsatisfied after accepting the offer.It’s not always easy to talk aboutthe salary at an interview, eventhough the employer knows thatyou are eager to get to that point.Somehow asking about the salaryhas become a major taboo, asthough you want the salary notnecessary the job that comes alongwith it. But let’s face it, salariesattract job seekers, even if the jobdoesn’t become a long-term career.Sometimes you just want to getinto the door of a company andmake a good salary to start.

A mistake job seekers, whobecome very desperate foremployment, end up doing isasking for a salary that is just toolow. Big mistake, especially whenyou find out, after accepting theposition, that the last person wasmaking much more. Ouch!!! Thatreally hurts and you begin to regretaccepting the job, and evenpromising to do all of the tasks thatcome along with the job. On theother side of the coin, the regretcan also be asking for a salary thatis too high and you’ve just excludedyourself from a potential hire.

To prepare for that big question,“What kind of salary are you lookingfor?”, do your homework and besmart about it before negotiating

with a company. Be prepared anddon’t talk about a salary too soon.Let them ask the question.However, keep in mind that theemployer will usually negotiatedown and never up the salarychart. Here are other tips on gettingthe salary you deserve.

• Research the job title and matchit up with your experience to see what salaries are being paid at other companies. Usethese companies as an examplewhen negotiating salary andexperience.

• If there is a salary range, and youhave very “limited” experience,avoid taking the top salary,instead, work with the employerand go mid-way, but never at thebottom. If you are right out ofcollege, throw in your other skills,such as good character, well-organized, prompt, deadline

oriented and so forth. Justbecause a person has experi-ence does not mean that theyhave all of the other skills that acompany desires in a candidate.

• If you want the highest salary on the chart, point out yourexpertise, quality of work, dedi-cation, and longevity with pastemployers.

• Never settle or avoid negotiating,which gives the power to theemployer. Always have a bottom-line figure in mind before walkinginto salary negotiations. Never tryto make that decision on thespot. If they make you an offer,and you have not thought aboutit, tell them you will consider thepackage they are offering and letthem know by the end of the dayor the next day, what would workfor both of you.


Salary Negotiations - Be PreparedBy Angela M. Cranon, M.A.


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By Angela M. Cranon, M.A.

Ever think about a career inpolitics? If so, this is the besttime to begin your campaign

for such a job. The politicalenvironment is uncertain becausetwo very different candidates are

running to become the President ofthe United States, but what is clearis that there will be new jobs to fillas the Obama Administration exitsand a new group of followersbecome appointed by the incomingPresident to serve at least for thenext four years.

There are so many opportunitiesto work in politics that go beyondbeing a political official. In additionto openings that will eventually befilled in the Presidential Cabinet andadministration, check out this list ofpolitical job opportunities that aremore reachable.

A Career In Politics Is Not So Far FetchedPreparing, Building and Grooming

Electioneering Advocacy Public ServiceCampaign Manager Lobbyist Community ServiceField Organizer Event Planner Public Relations SpecialistPolling PAC Manager Community OrganizerAdvertising Consultant Communications Director Public Affairs SpecialistConvention Manager Membership Coordinator ProfessorDelegate Hunter Internet StrategistPress Secretary Policy ResearcherTargeting Issue AnalystSocial Network Coordinator Blogger

Source: https://gspm.gwu.edu/sites/gspm.gwu.edu/files/downloads/careersebook.pdf

Several different degrees qualifya person to work for thegovernment. Some of the mostpopular four to six year degreesinclude Political Science, Public

Relations, Public Administration,International Relations, BusinessAdministration, Public Health, andPublic Policy. A master’s degree formost of these positions is desirable,

but not always necessary. However,the more education one acquires,the potential for a higher salary isgreater.

Profession Starting Salary Desirable DegreePublic Administration $58,000 Master’s International Relations $49,000 Master’s Business Administration $68,000 MBAEconomics $66,000 Master’s Political Science $60,000 Master’s Public Health $59,000 Bachelor’s Public Policy $53,000 Bachelor’s Stenographer $115,000 Bachelor’s +Press Secretary $150,000 Bachelor’s +Calligrapher $86,000 Bachelor’s + Foreign Policy $68,000 Master’s President of the United States $400,000 Bachelor’s or Law

Sources: https://www.govloop.com/community/blog/7-best-degrees-to-help-get-into-government/http://www.usnews.com/news/blogs/washington-whispers/2014/07/01/white-house-jobs-and-what-they-pay


Why do we empower so many people with management positions?

We believe empowerment works. At McDonald’s®, we make sure every employee is giventhe same chance to learn, grow, and move up. And thatincludes free management training programs that movethousands from crew member to crew leader, every year.

McDonald’s and McDonald’s independently owned and operated franchises are equal opportunity employers committed to a diverse and inclusive workforce. Franchisees are the exclusive employer of their employees and as such are solely responsible for all employment related matters in their restaurants. © 2016 McDonald’s.

Anjelica General Manager



A s a Los Angelesnative, and a grad-uate of Dorsey High

School and the University ofCalifornia, Los Angeles, DarrellBrown was surrounded byleaders, both in his family andhis community. Early on, hedeveloped a skill for servantleadership -- for bringingpeople together, united undera common passion.

Now, more than 40 yearslater, as a senior vicepresident in the U.S. BankConsumer Banking group,and a Greater Los Angelesmarket leader, he is in aposition where he can carryout that philosophy on amajor scale. “I’m proud of thework I do in my community,and in the market I lead forU.S. Bank. I feel fortunate thatI work for a company thatunderstands that serving yourcommunity is an expectation.”

Darrell actively serves on severalboards in the Los Angeles market,including the University of California,Santa Cruz, Valley IndustrialCommerce Association, Bet Tzedek,Latino Business Chamber ofCommerce, and the California AsianPacific Chamber of Commerce. Healso has served on the board ofJunior Achievement and the UrbanLeague of Los Angeles. Darrell isrecognized as a change agent withexpertise in revitalizing organizations,

building brand equity and affectingpositive growth. “I witnessed thepower of a strong advocacy forchange when my mother walkedalongside Cesar Chavez. This gaveme a deep-rooted passion fororganizations who strive for thebetterment of the underprivileged inour communities.”

Right now, Darrell is most excitedby the change happening within hisworkplace. “U.S. Bank has alwaysvalued diversity and inclusion – and

the fact that U.S. Bank makesserving communities a priorityis one of the biggest reasonsI chose to work here, and thereason I’ve stayed here formore than 10 years. Butserving communities isn’tstrictly about numbers. “WhatU.S. Bank does for ourcommunities is important, nodoubt. I mean, our ownemployees donated more than$2 million dollars and reported260,000 hours of volunteerservice in 2013. That blowsmy mind! It’s incredible to seethe impact our donations andvolunteer hours make. But it’sabout more than what we do.It’s about who we become, asemployees, as leaders, and asU.S. Bank.”

“I strongly believe that tothrive as a bank, we mustembrace diversity andinclusion. U.S. Bank is an

enormous network; we have morethan 3,100 bank branches and 17.9million customers across the country.Think about the diversity of thebackgrounds and perspectivesrepresented there. Our globalemployee population – 67,000 strong– needs to reflect that same diversepopulation.”

As an executive sponsor for theU.S. Bank Diversity and InclusionCouncil, Darrell partners with othersenior leaders and the Board of


U.S. BANK

Darrell BrownSenior Vice President in the U.S. Bank Consumer Banking Group,

and leads the Great Los Angeles Market.

At U.S. Bank, we believe in putting people first, and our dedication to making ethical decisions and doing the right thing is at the heart of what we do. These efforts haven’t gone unnoticed: we are one of two banks in the United States to be named as “2015 World’s Most Ethical Companies” by Ethisphere.

Working together to build a brighter future.

Member FDIC. 151125 11/15



The Long Beach PoliceDepartment (LBPD) offersan exceptional employ -

ment opport unity for thoselooking to be police officers fora dynamic and innovative lawenforcement agency. LBPD iscommitted to policing thecommunity it serves in anethical, intelligent, and res -pectful manner.

“We are looking for dedicatedmen and women to join ourranks and be part of a diverseprogressive organization,” saysChief Robert Luna, “We wantindividuals who have theintegrity and moral courage tolead and adjust with the everchanging landscape of ourprofession.”

Long Beach is a vibrant citycovering over 52.3 squaremiles and featuring eight milesof shoreline, beaches andscenic marinas. Long Beachblends the urban sophisticationof a big city with the relaxedatmosphere of a beach resort. Ithas a diverse community with apopulation of over 487,000, makingit the 7th largest city in the State ofCalifornia.

The LBPD is the second largestmunicipal police agency in LosAngeles County, with over 800sworn officers and a total staffingof more than 1,100 personnel. TheDepartment is committed toprofessional, proactive, andinnovative policing and strives tobuild and maintain positiverelationships with our diverse

JOIN THE LONG BEACH POLICE DEPARTMENT

work with the community weserve while participating in theField Training Program. Uponsuccessful completion ofprobation, patrol officers willhave the opportunity to workin a variety of assignments,including the Bike Detail,Directed Enforcement Team,Motor Patrol, and Police K-9.In addition, The Long BeachPolice Department operates itsown Special Weapons andTactics Team (SWAT) and AirSupport Unit.

The LBPD also providesinvestigative police services.The Investigations Bureau iscomprised of 18 separatedetective details, includingBurglary, Domestic Violence,Robbery, Narcotics, Gangs,Career Criminal Appre-hensionTeam, and Homicide.

Our Department offers theperfect balance between alarge and small law en -

forcement agency. In addition to avariety of assignments andpromotional opportunities, the LongBeach Police Department offerscompetitive pay and great benefits.If you’re ready for a rewardingcareer with a progressive, anddynamic department that is wellrespected in the law enforcementcommunity, call the City of LongBeach Civil Service Department at

(562) 570-6202 orapply online at

www.longbeach.gov/civilservice

n

community. With an annualoperating budget of over $190million, the Department alsoprovides contracted law en force -ment services to the Port of LongBeach, Long Beach Airport, LongBeach Transit, and Long Beach City College.

The LBPD includes an accreditedpolice academy that trains newrecruits in the latest legal andtactical advances in law en -forcement. After graduating fromthe academy officers are assignedto one of three patrol divisions,affording them an opportunity to

Robert LunaChief of Police



There is a new sheriff in townand it is James “Jim”McDonnell of Los Angeles

County at the MontereyPark, California location,making him the 32nd sheriff to hold that title.Celebrating his first year in office on December 1,2015, McDonnell comes tothe county with previousexperience as the Chief ofPolice for Long Beach,California for five years, andmoving up the ranks asAssistant Chief for the LosAngeles Police Departmentwhere he served in differentcapacities for 29 years. Itwas these years where he learned of the manyopportunities that are stillavailable today, but aboutthree percent who applyactually graduate from theacademy and make it intothis elite law enforcementorganization.

Originally from Boston,Massachusetts, it was in highschool when the sheriff decided to take this law enforcement careerpath. He studied Criminal Justice incollege, but eventually seized theopportunity to apply to become aLos Angeles Police Officer.

His father was a laborer. SheriffMcDonnell had no family history inlaw enforcement, but he chose this

career because, “I looked atsomething that would be new and challenging everyday. I couldinteract with the people and at theend of the day, I might be able tolook back on it and think that Ihelped somebody,” he expresses.

The 56-year young sheriff em-

braces his new leadership positionand encourages others to joincareers in law enforcement because

of the rewards. “Beingable to deal with someonein a crisis and hopefullymake their day a little bitbetter than it would havebeen is rewarding. Half ofthe time, we deal withpeople on the worst day oftheir life, so if we are ableto make that day just alittle bit better and putthem on the right path,then that’s a good day forall of us,” he says.

He reflects on one of his worst days as anofficer, which he recallswas the Los Angeles Riotsin 1992. “Watching somuch destruction that wasso unnecessary, is some -thing I never want to seehappen again,” McDonnellremembers.

Today is still a very troubling timein policing, he recalls. “We alwaystry to do better and you are only asweak as your weakest link. Sowhen something happens, it reflectson everybody. We try to put orderinto chaos and help people as best

LOS ANGELES COUNTY SHERIFF’S DEPARTMENT

James McDonnellPushes Recruitment for Deputies and

Non-Traditional Jobs in Law Enforcementby Angela M. Cranon, M.A.




we can. When we make a mistake,we need to be able to figure outhow we are going to fix it. Andthen we need to be in a positionwhere we are constantly estab-lishing relationships with thecommunity and to be in a positionwhere if something does go wrong,that we are not standing byourselves. We have an investmentin the community and we want towork with the community, notduring just a crisis, but before one.”

Any time there is nationalattention on any issue or career, headmits it will either help or hinderthe department and its efforts torecruit.

“Everything that happens has animpact on the ability to recruit,which has been impacted bynational attention that is being seenin the media. The good things arenot talked about. I’ve been exposedto so much good by police that isnever reported. We need to do abetter job at telling our story andthe community telling our story aswell. This is one of the morehonorable professions that a personcan get into,” the sheriff states.

“For someone who is looking fora career,” he notes, “a way to giveback to the community; a way tohelp protect people who can’tprotect themselves, I can’t think ofa better job than being a policeofficer.”

McDonnell points out that,“People need to realize that there

is no profession where everythinggoes right every day. We can lookat doctors, lawyers, or just pick aprofession, there are always thingsgoing wrong. It happens every-where, but it is what we do with itwhen it happens, that’s important.That is where we will step up andbe accountable and work hard toensure that certain things do nothappen again. We’re not hidinganything, we’re trying to be as good as we can under difficultcircumstances.”

Today, the profile is not muchdifferent than what law enforcementhas always recruited. They arelooking for people from thecommunity to serve who are ingood physical condition, who canpass a background investigationand are medically sound, and havethe ability to do the job. They recruitpeople who can be trained and areopen minded, sincere in what theydo, are serious about the job, whowant the job for the right reasons,and have the ability to be able todeal with conflict in a way wherethey can de-escalate it.

Concerned about the differentcultures and languages in thecommunity, the sheriff insists thatrecruits need to be sensitive to thefact that not everyone grew up inthe same way. Therefore, potentialofficers need to be able to adaptand to be respectful of whateverconflict they may deal withprofessionally.

Besides being a sheriff or policeofficer, the Los Angeles County islooking for those who want to workin the jails, security services, searchand rescue, and with the off shoreboat patrols.

Since Los Angeles County runsone of the largest crime labs in thecountry, there are jobs available inthose areas as well. From scientists(blood work and ballistics), to crimescene investigators, to IT specialistsand computer support technicians,there are a host of job opportunitiesto seek. As deputy, one could servein a correctional facility, a jail, as arecruit, property and evidencesupervisor, or a patrol officer, toname a few. Some salaries start at$40,000 and can range as high orhigher than $80,000. There arenearly 18,000 employees workingfor the county of Los Angeles, withhalf of them being civilian jobs,which are not sworn peace officers.

According to McDonnell, hiring is on-going due to retirements or people moving to other organ-izations. However, the competitionis stiff and the Sheriff Departmentcan receive over 3,000 applicationsin one month. Of the applicantschosen to become deputies, forexample, only about four percent ofthem actually make it to theacademy. The requirement is a high school diploma, but highereducation is encouraged. “Thevalue of an education is a tre-mendous skill to have to work onthe complexities that we deal within every situation. It is good to havethe education behind you to havethe insight to be able to understandpeople from all over the world. It isalso good to have life experiences,spending time in the military, forexample. I’m a big advocate foreducation, but there are greatopportunities with only a highschool diploma,” he confirms. n

Continued from page 30

LA COUNTY SHERIFFJames McDonnell



By Angela M. Cranon, M.A.

Born in Oakland, California,Democrat Kamala Harris,51, wins the recent California

primary election for the UnitedStates Senate seat of the state. Hername will now appear on theNovember ballot in the generalelection. She ran against 33candidates determined to capturethe seat being vacated by retiringDemocrat Barbara Boxer, 74, whohas served as Junior Senator since1993. Seven democrats, 12Republicans and 15 third partycandidates fought for this onevacancy. If Harris wins in thegeneral election, she will be the firstblack California Senator, the firstAsian-American female Senator,and the second black womanelected to the Senate.

This will not be her first timebreaking barriers. In 2011, Harriswas elected as California’s 32ndAttorney General, where she brokebarriers by becoming the firstwoman, the first African-Americanand the first South Asian ever inCalifornia state’s history to serve inthis position.

The graduate of Howard University

received a law degree from theUniversity of California, HastingsCollege of the Law. Not long aftercollege, she served as a prosecutorin Alameda County DistrictAttorney’s office. The idea of be -coming a prosecutor was to helpthe “most vulnerable and voiceless,”she says about one of her firstgovernment positions. It did nottake her long before she moved upthe ranks, and in 2003, she beat aneight-year incumbent for theposition as District Attorney of SanFrancisco, and again breakinggender barriers.

Book author was eventuallyadded to her portfolio after writingSmart on Crime, which reveals adetailed account of innovations in criminal justice, and specificinformation on how to implementreforms on the justice system inSan Francisco, where she heldoffice.

Currently in her position asCalifornia Attorney General, shenotes that her missions ofconquering civil rights justices,foreign policy, immigration,education, the criminal system,environment issues, and unemploy -

ment rely heavily on her professionalexperience, obser vation, and deter -mination to improve the quality oflife for Californians. Employmentand raising the minimum wage barare particular areas where she plansto tackle some of the mostprominent lingering issues, pointingto income inequality as the mostsevere culprit of the state. Shesuggests, tying, “it (minimum wage)to inflation so “Washington can’tkeep playing politics with oureconomic security”, she comments.

BREAKING ALL BARRIERS

Kamala HarrisAs a Woman, African-America, and South Asian,

Kamala Harris Runs Against 33 Contenders for One U.S. Senate Seat of California and wins the Primary Election

A look at her employment strategy.


“For far too many Californiafamilies, the ladder of opportunity isbroken. Incomes aren’t keeping upwith increases in the cost of living,and the gap between the wealthyand the middle class is larger thanat any time since the GreatDepression,” she comments.

Minimum wage, early education,and employment opportunities arethe central points of concern thatput families at a disadvantage in acompetitive environment. Harris alsocontends that armoring citizens andresidents with the tools to becomeeducated is a direct link to futureemployment.

“To that end, we must investmore in education – from earlychildhood through college andtechnical school – to ensure wespur entrepreneurship, fuel smallbusinesses, and develop aworkforce that meets the demands

of employers in the 21st century,”Harris confirms.

Fighting for income equality willbe one of her biggest challenges,even with California being theworld’s eighth largest economy.

Determined for this to beachieved, Harris, proposes that,“Washington needs to finallyapprove critical investments to ourtransportation infrastructure andsupport policies – like clean energyinvestments and passing com -prehensive immigration reform –that allow entrepreneurs, creators,and small businesses to innovate,expand, and thrive”.

In addition, she aims to preventwage theft and protection ofimmigrant workers. Harris is astrong advocate for, “The pro tectionof workers’ rights for all Californians,regardless of immigration status.”More speci fically, she states that

minimum wage, workers compen -sation and other workplace pro -tections should be available to allindividuals.

As California’s Attorney General,she has been successful atestablishing what is known as the“Underground Economy Unit,” set up with her Civil Rights En -forcement section to implementprotection laws of state workers.While she has displayed many on-the-job successes herself, sheadmits that “small businesses arethe lifeblood of our economy andjob creation.” For this reason, Harrisis determined to open the doors tomore capital and with less red tapeto provide a solid foundation forentrepreneurs, and overall com -panies that become what she termsas “job creators”. Currently, Boxeris the Junior Senator and DianneFeinstein, who has served since1992, is the Democratic CaliforniaSenior Senator. California has twoCongresspersons that serve in theU.S. Senate, and 53 repre sentativesin the U.S. House of Repre -sentatives. Senators serve six yearterms, while House of Repre -sentatives serve two year terms.There are no term limits for eitherpolitical offices.

Harris’ primary contender isDemocrat Laura Sanchez, anOrange County Representative,who would be the first Latina toever serve in the United States ifshe wins. Their final journey to theU.S. Senate seat will be determinedin the upcoming general election onTuesday, November 8, 2016. n


the following calculations representthe living wage and poverty rateconverted to an hourly wage for the average family of two adults andtwo children. Based on reasonablemonthly expense projections, thesefigures exclude privileged “extras”like childcare, dining out, attendingconcerts/sporting events/themeparks, vacations, and weekend


PUBLISHER’S PAGEGOOD FOR THEECOMONY

getaways requiring extra gas forthe car, and lodging.

For two adults and two children,it is reasonable to expect expend-itures of $713 for food; $394,medical; $1,420, housing; $686,transportation; $238, ancillary. Basedon these figures, a sole breadwinner would need to earn a salaryof $47,744 per year before taxes of$6,332, which would bring his/heryearly take-home pay to $41,412.Hardly the rich.

Based on the minimum wagehourly increase to $10.00,beginning on January 1, 2016, for

a full-time sole bread winnerworking 40 hours per week, theweekly earnings is $400.00, or$1,600 per month. That’s just $19,200 per year, slightly above thepoverty level. A family of four wouldneed to earn a living wage of$22.95 an hour --- double theminimum wage of January 16, stillmore than a year away.

A true living wage for full-timewage earners would, in the longrun, be good for the economy, andfor all Americans willing to get outof the bed each day to go to workto provide for their families. n


5 Words andPhrases

offer a solution. Upon furtherresearch, you may find someoneelse who is better suited for thetask or you may find there is a reallyeasy solution. If you can’t becauseof a scheduling conflict, time out ofthe office or some other reason,again, offer a solution. “I’munavailable to attend that meeting,but Sally is up to speed on thisissue and can assist in myabsence.”

There is no tryYoda said, “Do or do not. There

is no try.” There’s a reason we tellour children not to use the word“try”. It undermines what you aresaying and it leaves room for thepossibility that you won’t accomplishthe task at all. It’s an easy out.

Stop saying things like “I’ll takea stab at it” or “I’ll give it a go”,which raises doubt in the mind ofthe person asking. Instead, beconfident and say, “I will have theproject completed by this date.”Then DO IT!

I recommend . . .Women are already stereotyped

as being the softer sex. Therefore,starting a sentence with “I feel”, “Ibelieve” or “I think” is really not thebest way to go. It qualifies what youare saying and devalues the worthof anything that comes afterwards.

“I feel” is an emotion, not a fact.

“I think we should take thiscourse of action”

is weak. Back it up with something.

“Based upon the marketresearch, we should take this

course of action.”

Or simply remove the qualifyingwords.

If you find your suggestions arebeing ignored in meetings, you arenot being considered for specialprojects or you are sabotagingyourself by not stepping up, thinkabout the way you speak, thewords you use and how you areperceived in business. You may finda few small changes can begin tomake a big difference in yourcareer. n

Stacey is the author ofThe Successful Interview:

99 Questions to Ask and Answer (and Some You Shouldn’t).

Her writing has appeared inForbes and she has contributedto articles in Essence and BlackMBA Magazine.

She has also appeared onFoxBusiness.com.

Connect with Stacey atwww.myCareerIncubator.com.



graduates who will be prepared forthe global workplace at the pointof graduation.

Lane will bring a strongacademic and personal HBCUexperience to his presidency atTexas Southern, including anundergraduate degree fromLangston University, the onlyHBCU in Oklahoma. His father-and late mother-in-law bothattended Texas Southern. LarryWilliams, Lane’s father-in-law, wasa TSU student alongside MickeyLeland, the esteemed late Texascongressman. Williams served asbest man in Leland’s wedding.

Lane and his wife, Loren, havethree children, ages 19, 15 and 9.They are members of WheelerAvenue Baptist Church in Houston.

Dr. Lane was appointedExecutive Vice Chancellor of LoneStar College in January 2015. Hewas the lead administrator forAcademic Affairs, StudentServices, Workforce Education,Corporate College, HonorsCollege, International Programs,Strategic Planning andAssessment, and UniversityCenters in The Woodlands andUniversity Park, among a host ofresponsibilities. He served as thethird president of Lone StarCollege-Montgomery for six years,leading an institution thatexperienced the fastest growth inTexas and the nation.

A native of New Jersey, Dr. Lanegraduated from Hackensack HighSchool and attended OdessaJunior College in West Texas on abasketball scholarship. He holdsa B.A. in psychology fromLangston University, M.A. in humanrelations from The University ofOklahoma, and Ed.D. in highereducation administration from TheUniversity of Alabama.

Dr. Lane has been lauded as aninnovator and visionary leader, andhis career in higher education ismarked by a variety of successiveleadership roles and professionalachievements. Before joining LoneStar College-Montgomery, Dr. Laneserved as vice president forstudent affairs at Tyler JuniorCollege and was responsible fordirecting a college-wide strategicenrollment management team thatposted the largest enrollment in theschool's history. He developedstrategies to enhance theacademic and student servicereputation of the college. Prior tojoining Tyler, he served as the deanof students at The University ofTexas at Arlington and wasinstrumental in planning andoverseeing several studentsuccess initiatives that weredesigned to increase enrollmentand retention.

Dr. Lane was an adjunctprofessor in the higher educationprogram at Sam Houston StateUniversity and served on theMasters in Higher Educationadvisory board for the College ofEducation at SHSU and doctoraladvisory board for SouthernMethodist University’s College of

Education. He was as an adjunctprofessor in the College ofEducation at The University ofTexas at Arlington, in theBehavioral and Social Sciencesdepartment at Tarrant CountyCollege-Southeast Campus and inthe higher education program atSam Houston State University. Heserved as an on-site reviewer forthe Southern Association ofColleges and Schools (SACS). Hehas conducted extensive researchon traditional-age, low-income,African-American and Hispanicstudents in Texas that focuses onaccess to higher education,affordability, need-based vs. merit-based aid, college persistence,and student success.

His community work includesserving on the Amegy BankAdvisory Board, MontgomeryCounty Women’s Center Board of Directors, Rotary Club of The Woodlands and the TexasDiversity Council Board ofDirectors. He has previously served on the Montgomery CountyUnited Way Board as CampaignChair 2011-12, The WoodlandsArea Chamber of Commerce,Greater Conroe/Lake Conroe AreaChamber of Commerce, GreaterConroe Economic DevelopmentCouncil, and Education forTomorrow Alliance Board ofDirectors. He has been recognizedas recipient of the 2015 DrumMajor Award, 2014 Interfaith of The Woodlands Hometown HeroHonoree, and 2012 Pacesetter ofthe Year for the National Councilfor Marketing and Public Relations.


HBCU NewsDr. Austin Lane





Editorial PageChoices

surround these two candidates,what is most disturbing is thatTrump supporters endure so muchviolence upon them. In a freecountry, as America is supposed tobe, as indicated in the Bill of Rights,the first 10 Amendments of theConstitution, citizens have freedomof speech and freedom ofexpression. But, putting a Trumpsign on a lawn in someneighborhoods would enticepossible violence, vandalism, andscrutiny. When freedom of speechis hindered by violence, what kindof country are we before either oneof these candidates get into office?Not liking someone’s words orpolitical position should not create

scenes of violence to showdisagreement. The power ofdisagreement is in the VOTE.

Do you realize that, according tothe PewResearch Center, in 2012the highest voter turnout in theUnited States was 53 percent,compared to other countries likeBelgium (87.2 percent), Turkey (86.4percent) and Sweden (82.6percent). President Obama raisedthe voter turnout rate to 64 percentin 2008. If the turnout rate was anessay paper or an exam in 2012,the country would receive an F, andin 2008, a D-. What is wrong withthis picture? No matter whichcandidate is liked the least, votingis the power within our own voice.Don’t complain if you don’t vote.How far has violence taken Americaand its citizens in the past?

If citizens stay home because

they don’t like either candidate, theyhave just forfeited their rights tocomplain, disagree, and to hate.The solution is not to sit this oneout, but to choose a candidate,because voting or not, someone willbe elected on November 8th.

Watch, listen, and vote:

Sept. 26 — Presidential debate atWright State University in Dayton,Ohio;

Oct. 4 — Vice presidential debateat Longwood University in Farmville,Virginia;

Oct. 9 — Presidential debate atWashington University in St. Louis;

Oct. 19 — Presidential debate atUniversity of Nevada-Las Vegas;

and Nov. 8 — Election Day.

Now go make it a great day. n

IF YOU CANREAD THIS!

SO CAN

POTENTIAL EMPLOYEES!FOR ADVERTISING CALL

(310) 412-7220OR VISIT OUR WEBSITE:

www.minoritycareer.com


Keith Drake(213) [email protected]


• Never let them know yourbottom-line of what you willaccept. Let them know that youwill considered a figure, after youlook at the entire package dealyou were being offered.

• Don’t compare your lower salarywith the new job offer. Employerslike to compare your pastsalaries, especially if they weremuch lower to their salary scale,by pointing out that their lowestsalary is much more than if youstayed at your previous job. Yourpast salaries have nothing to dowith new negotiations. Whenleaving a job, most people wantto make a higher salary,substantially, so your past salaryshould not be a guideline point


SALARYNEGOTIATIONS

for you or the employer. Baseyour salary request on your newtasks, experiences, and what youhave to offer to the company.

• When negotiating, you shouldhave already made a list of whatit takes for you to survive and tolive comfortably. Figure out yourlowest salary that will give youthe comfort you deserve forworking 40 plus hours per week.

• If the employer offers you asalary and you really do not likeit, wait at least 24 to 48 hoursbefore declining or accepting it.Your first thought would be todecline it because you can’tbelieve they are offeringsomething so low. However,factor in the company benefits,healthcare plans, and con -venience before turning thisopportunity down. If you are notsatisfied with the lower salary,ask how often raises are given.

It might not be long before youactually are making the salaryyou desire.

• Don’t negotiate a salary to death.Employers don’t have time to goback and forth too many times,unless it is a high poweredexecutive position where negot -iations could take days and evenweeks. Be reasonable, but stickto your guns. You must deter -mine, however, how badly youwant the job and is negotiating asalary back and forth and riskingthe employer’s decline worth it?Decide this before negotiationsbegin.

The bottom-line is whatever youend up accepting, live with it andwith no regrets. Do the best youcan to move up the ladder, andequally important, be even smarterat negotiating a salary at the nextjob interview. n

least five years is helpful, too. Itshows the prospective employerthat you have been an employee(and didn’t remain at home too longdoing nothing if you are a recentcollege graduate).

Depending on your jobexperience, you may want toconsider one of the following typesof resumes:

Chronological Resume:

The chronological resume: cur-rent to the most recent employer islisted first.

Functional Resume:

Functional resumes discuss workexperience according to yourfunctional strength. This type ofresume works well when you wantto show employers what you havedone and not who you haveworked for.

Hybrid Resume:

The hybrid resume combines theapproach of the chronological andfunctional resumes.

Executive Resume:

Candidates or managers withextensive work experience have an


Resume Entry Keyadvantage over candidates withshorter work experience. Toincrease their chances of hearingfrom a potential employer,candidates with extensive workexperience should create a resumewhich targets each opportunity.

Plain Text Resume:

Many corporate email systemsare sensitive to attached docu-ments for fear of downloading avirus. Avoid the very real possibilityof a prospective employers’reluctance to gamble opening yourattachment, you should paste yourresume into the body of your emailmessage. n



These salaries can lead to six toseven figures per year, dependingon work experience and length oftime in the business. Many of thesedegrees could land a governmentjob with the United States ForeignService, the Treasury Department,The White House’s Office ofManagement and Budget, theCommissioned Corps of the UnitedStates Public Health Service, andwith the public sector. High profilepolitical jobs can be secured in theWhite House, Capitol Hill, as wellas, with a state or local governmententity.

Simple Google searches usingkey words like government jobs,federal government jobs, jobs in theWhite House, jobs on Capitol Hill,city government jobs, and othersimilar words will lead to employ -ment opportunities, job information,and applications. Here are some of

1 USAJOBS.com (The White House)

http://abag.ca.gov/jobs.html

http://www.ypfp.org/jobs

https://www.governmentjobs.com/

http://www.federaljobs.net/employme.htm

http://www.opajobs.com/capitol-hill-jobs.html (Capitol Hill)

http://www.cityjobinfo.com/

2 (http://www.cityjobinfo.com/)

3 (https://www.lacity.org/city-government/boards-and-commissions)

4 (http://clerk.lacity.org/stellent/groups/departments/@clerk_cps_contributor/documents/contributor_web_content/lacityp_025458.pdf).


A CAREER INPOLITICS

the more popular websites toobtain information for political andgovernment jobs1.

The key is to be ready when thedoor to that perfect political careeropens. Aside from earning a collegedegree(s), it is highly recommendedto intern at these same locations to network, make contacts andconnections. As with most em -ployment, it is who you know.However, what you know will be amajor plus as well. Age is not afactor because both the youngvibrant college graduate has aplace in politics just as much as themore matured experienced adultbecause the range of requirementsis unlimited.

If there is an interest in politicsearly on in a career, the resumeshould be consumed with publicservice and volunteer work. Duringelections, working on a campaign,directly with a local politician, oreven at the voting polls isencouraged to enhance a resume.Being active on a college campusis also a great start. For those who

want to change careers and go intopolitics, run for a city office or apolitical position within a localgovernment2. Some of these jobsgo unchallenged and the incumbentwins time after time because thereare no opponents. The top citypositions include the Mayor, citycouncil, council committees, cityattorney, city controller, and avariety of commissioner positionsfrom the Commission on Disability,the Fire Commission, to the Human Relations Commission andthe Innovation and PerformanceCommission3. Each one of thesehas a Board, lead by civilians and,in some cases, a director who hasterm limits4.

The list to have a career inpolitics is limitless, but the key is toprepare, build, and to be wellgroomed for the many opportunitiesby being educated and degreed.Almost all degrees fit directly intosome aspect of government.Search for specific qualifications tomatch that dream job in politics. n



Directors to define what diversity andinclusion means to the bank, andhow they can promote that messageinternally and within the communitiesthey serve. “Diversity and inclusionisn’t a new concept – businesseshave long understood that to recruitthe best employees, it’s essential thatemployees are engaged and feel likethey belong. But we’re going beyondthat. Diversity and inclusion is a partof our business plan; it’s ingrained inour culture.”

How does a corporation the sizeand scope of U.S. Bank ensure thatthey’re fostering a culture that isdiverse and inclusive? Darrell says,“Something we do here at U.S. Bankis that we ask our employees to helpus shape that culture. That messageis coming from the top down.” TheU.S. Bank Board of Directors is oneof the most diverse of any Fortune500 company in the United States.Below the Board is an ExecutiveDiversity and Inclusion SteeringCommittee – a group of senior

leaders, of which Darrell is a part –who creates U.S. Bank’s Diversityand Inclusion strategic plan, ensuresit aligns with the overall businessplan, and sets targets for how thebank will measure success.

There is also a Corporate Diversityand Inclusion Council, made up ofemployees from across the bank. Thecouncil is responsible for executingon the strategic plan, championinginclusion initiatives within their lines ofbusiness, and making sure that thestrategic plan aligns with U.S. Bankbest practices.

One of the best examples of howU.S. Bank embraces diversity andinclusion is the U.S. Bank Develop-ment Network, which boasts 60chapters across the United Statesand Europe. It’s run by employees,and offers personal and professionaldevelopment opportunities throughmore than 1,800 events each year.“The variety of opportunities theDevelopment Network offers isamazing. It’s anything from saving forcollege, to how to train for amarathon, to panels featuring ourCEO and other managing committeemembers. Whatever our employees

want to know about, there’s probablyan event.”

One of the newest initiatives,launching in 2015, is the rollout ofbusiness resource groups. Like theDevelopment Network, these groupsare managed by employees, centeredaround topics that they’re passionateabout, and impact the business.Darrell says, “When people talk aboutdiversity and inclusion, often theymean ethnicity, gender, age or sexualorientation. But we need to open ourminds and think beyond that toinclude our diverse perspectives,work experiences, lifestyles andcultures. We need to respect andvalue all those differences. And I thinkthe business resource groups are agreat way to bring together everyaspect of diversity.”

“I truly believe that I work for thebest bank in the United States. We’recommitted to our employees, we’recommitted to our communities, andwe’re committed to our customers.I’m thrilled with what we’ve achievedin the 10 years I’ve been with thebank, and I can’t want to see wherewe can take us in the next 10 years.”

n


U.S. BANKDarrell Brown

The board named Dr. Rudley aspresident emeritus and said he willserve as an adviser as long as Dr.Lane agrees.

Texas Southern University (TSU)is a comprehensive, metropolitaninstitution providing academic andresearch programs that address

critical urban issues, and preparesits increasingly diverse studentpopulation to become a force forpositive change in a global society.TSU offers more than 100undergraduate and graduateprograms and concentrations –bachelor’s, master’s, doctoral andprofessional degrees – organizedinto 10 colleges and schools on a150-acre campus nestled in theheart of Houston’s historic ThirdWard. The University’s enrollment

has a population of 8,000undergraduate and graduate-school academic candidates.Texas Southern has been adistinguished educational pioneersince 1927, and the University hasbecome one of the most diverseand respected institutions in Texas.TSU has positioned itself as aproactive leader in educatingunderserved students and manywho are the first in their family toattend college. n


HBCU NewsDr. Austin Lane



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LCJ Kamala Harris SUMMER 2016 8.375 v10 Layout 1 · CONT 4 SUMMER 2016 34 Cover Story: by Angela M. Cranon, M.A. BREAKING ALL BARRIERS Kamala Harris 6 Publisher’s Page by Calvin