Workplace Expectations: “ Re-Tool, Re-Brand, Re-Launch!”

1. Workplace Expectations: “Re-Tool, Re-Brand, Re-Launch!” Presented by: Michael Robinson, M.S. Director, Community Outreach & Hiring Human Resources Department Temple University

2. Mission of Temple University’sHuman Resources Department • The mission of the Human Resources Department is to sustain and advance the University’s goals through the attraction and retention of a quality workforce. • The Human Resources Department accomplishes this mission by providing exceptional core services that are integrated and strategically aligned to the teaching, research, and social mission of the University. • Our benefits, payroll, compensation, employment, employee relations, organizational development, training, and labor relations services support organizational effectiveness and individual achievement. • The Human Resources Department is committed to attracting, hiring, supporting, developing, and recognizing Temple University’s most valuable resource: its PEOPLE.

3. Employee Classifications In The Workplace • For example, most Temple University employees fall within one or more classifications: • Full-time, part-time, introductory/probationary or temporary. • Exempt or non-exempt. • Academic or non-academic. • Bargaining unit or non-bargaining unit.

4. EMPLOYMENT APPLICATIONS AND OTHER FORMS • Employers rely upon the accuracy of information contained in the employment application, as well as the accuracy of other data presented throughout the hiring process and employment. • Employers require new employees to complete official employment forms and/or furnish the following items: • Employment Application • W-4 Employee’s Withholding Allowance Certificate • I-9 Employment Eligibility Form • Personal Data Form • Acknowledgment of Receipt of Employee Manual • Employee’s Rights and Responsibilities Form • Transcript • Authorization for Direct Deposit • Applicable Healthcare/Benefit Forms • Confidentiality Acknowledgment

5. The Employee Handbook The purpose an Employee Handbook: • To provide employees with a ready source of information about the employer. • To provide employees with the procedures and policies the organization has established.

6. General Rules of Conduct • Meet established expectations of job performance. • Comply with attendance policies. • Respect personal property of the office/facilities. • Support Management’s goals and objectives.

7. General Rules of Conduct • Observe all safety policies, regulations, and procedures. • Maintain courteous and professional demeanor with dealing with co-workers, supervisors, etc. • Engage in appropriate conduct in the performance of duties, during work hours and otherwise.

8. CORRECTIVE ACTIONS FOR VIOLATIONS Typical Disciplinary Action Steps: • General Counseling • Verbal Counseling • Written Warning • Suspension w/o pay • Termination!

9. REASONS FOR CORRECTIVE ACTIONS FOR VIOLATIONS • Unauthorized absences • Falsification of time records • Fraudulent statements/misrepresentation in employment • Unauthorized use of company property • Stealing • Insubordination • Gambling • Negligence/Carelessness

10. REASONS FOR CORRECTIVE ACTIONS FOR VIOLATIONS • Disclosure of confidential information • Inefficiency • Leaving without permission • Chronic lateness • Weapons and explosives • Threatening behavior or causing disturbance • Drugs and alcohol • Harassing/Unwelcome behavior, etc.

11. Background Checks • For example, Temple University conducts background checks for individuals recommended for hire in certain selected positions. • Examples of the type of positions for which Temple University may conduct a background check include, but are not limited to: • positions that are designated as financially sensitive, such as billers, medical receptionists/schedulers, and cashiers, • positions that require driving as an essential duty of the position, such as drivers, coaches, refuse haulers, • positions that involve work with children, such as youth development specialists, CHP after school program workers, time-out respite care workers, workers at Temple Children’s Medical Center and pediatric dental clinics, • positions that are safety sensitive, such as security officers and police officers, • positions that provide access to student living areas, such as resident directors and student health specialists.

12. Background Checks & Drug Screening! • Your credit rating/history can impact employment opportunities. • Drug tests are popular with most employers, can impact employment opportunities. • Criminal history background checks can impact employment opportunities

13. To Secure an Interview, Execute an Effective Job Search Plan of Action: Submission of Unsolicited Resumes Newspapers/Classified Ads Online Job Boards Temp Agencies/Search Firms Employee Referrals • Hire From Within: • Promotions • Internships Source: What Color is My Parachute

14. If Unemployed, Volunteer! Volunteering is important: • Puts yourself ‘in the way’ of a job. • Allows you to gain marketable skills/retool. • Fills-up the blank space in your resume. • Expands your network in a positive way, increases your social capital. • Fills-in gaps in employment history.

15. If Unemployed, Re-Tool! Seek Additional Training/Education: • Learn a new applicable/in-demand skill. • Upgrade via certifications. • Use time to complete a degree. • Pursue entrepreneurship.

16. Alumni Office & Career Center Check with your alma mater’s alumni office and/or career center for potential job leads, employer contacts, open house events, etc.

17. Interview Prep Tools • Sample Interview Questions: • www.jobinterviewquestions.org • Salary Profile: • www.payscale.com

18. Interview Prep Tools • How to Research an Employer: • Google. • Facebook. • Annual Reports. • Advertisements. • Trade Publications. • Corporate Website. • Employee Handbook. • Better Business Bureau. • Professional Associations. • Past and/or Current Employee Feedback.

19. During Actual Interview: • Have a planned agenda for what you intend to discuss…STAY ON TOPIC! • Be upbeat, vibrant, and positive. • Come prepared to discuss your: • Education • Transferable Skills • Related Job Experiences • Related Job Accomplishments • Professional Strengths & Weaknesses • Special Credentials (i.e., licenses, certifications, etc.) • Document the names/titles of each person you meet with for later follow-up (i.e., ‘Thank You’ letters). Source: “How to Research a Prospective Employer” – www.squakfox.com

20. Phone Interview/Conversations

21. Post-Interview Etiquette • Write/Send a ‘Thank You’ letter to all persons involved in your interview. • Follow any given post-interview instructions. • Complete and/or return any requested documentation. • Patiently wait for official decision. • Keep a personal file of notes for each interview!

22. Questions Employers Should Not Ask: Illegal Interview Questions • Employers should not ask about any of the following, because refusing to hire a candidate based on following list is discriminatory: • Race • Color • Sex • Religion • National origin • Birthplace • Age • Disability • Marital/family status Source: http://jobsearch.about.com/od/interviewsnetworking/a/illegalinterv.htm

23. Top 10 Interview Mistakes: • Tardiness. • Bashing previous experiences or employers. • Not answering the question. • Failing to research the company. • Not asking (good) questions. • Poor body language. • Improper attire or grooming. • Volunteered too much personal information. • No-Show for Appointment. • Inappropriate humor.

24. Popular Online Job Search Resources: www.temple.edu/hr www.idealist.org www.indeed.com www.usajobs.com www.LinkedIn.com www.careerbuilder.com www.churchstaffing.com www.opportunityknocks.org www.higheredjobs.com

25. The Application Form • Paper Application Forms • Much Less Prevalent • Require Multiple Applications • Require That You Apply In-Person • More Time Consuming • Less Efficient • On-Line Application Forms • Require Access to Computer • More Efficient • Easy to Update • Greater Ease For Future Job Applications With the Same Employer

26. What To Include In Your Resume

27. More On Resume Writing… You Should: You ShouldNOT:

28. Most Common Resume Formats:Re-Branding!

29. Resume Formats

30. Chronological Resume

31. Resume Formats

32. Functional Resume

33. Resume Formats

34. Hybrid Resume Chronological and Functional

35. Your Cover Letter

36. Email Communications Appropriate Purpose for Emails • To Confirm an Appointment • To Provide Additional Documents • To Thank an Interviewer For Their Time and Consideration

37. Establish an Online Presence Helps Create A Buzz About YourProfessional Brand & Accomplishments! • LinkedIn • Facebook • Set-up Job Alerts • Personal Website • Refresh Your Online Links Weekly

38. Thank You’s During Your Job Search

39. Community Resources to HelpYou Re-Launch! Free & Low Cost Services for: Resume & Cover Letter Writing, Job Coaching, Job Referrals, Computer Training, GED, Ex-Offender Re-Entry, and more! APM 267.296.7200 LIFT Program 215-474-1807 People for People, Inc. 215-235-2340 Pennsylvania CareerLink 215-560-5465 Honickman Learning Center 215-232-7272 Mayor’s Office of Re-Integration Services for Ex-Offenders (RISE) 215-683-3370 Temple University/Pan-African Studies Community Education Program 215- 204-1993

40. Contact Information: Michael Robinson, M.S. Director – Community Outreach & Hiring/Human Resources Temple University Phone: 215-204-0677 Email: mike.robinson@temple.edu