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HomeMy WebLinkAboutMINUTES - 09081992 - IO.2 TO: BOARD OF SUPERVISORS 1 .0.-2 t,,E>El Contra INTERNAL OPERATIONS COMMITTEE ��► Costa FROM: �: .:::•:_� County y f!V Y DATE: August 10, 1992 SUBJECT: STATUS REPORT ON THE CAREER DEVELOPMENT EMPLOYMENT PROGRAM SPECIFIC REQUEST(S)OR RECOMMENDATION(S)&BACKGROUND AND JUSTIFICATION RECOMMENDATIONS: 1 . Agree that the Personnel Department and Social Services Department staff have fully complied with the Board' s directives on this subject dated May 19, 1992 . 2 . Endorse the programs as outlined in the attached report from the Director of Personnel dated August 6, 1992 . 3 . Support efforts to locate non-General Fund sources of funding for the additional efforts outlined in the attached report. 4 . Request the Director of Personnel to make a further status report to our Committee on this subject on November 23, 1992 . BACKGROUND: Our Committee last reported to the Board of Supervisors on this subject on May 19 , 1992 . At that time the Board indicated that it wanted the Personnel Department and the Social Services Department to work closely together in an effort to insure that the County' s effort to train and obtain employment for General Assistance recipients is closely coordinated with the Career Development Employment Program. CONTINUED ON ATTACHMENT: x YES SIGNATURE: RECOMMENDATION OF COUNTY R RECOMMENDATION OF BOARD COMMITTEE APPROVE H SIGNATURES: S ER . SUNNE WRIGHT McPEAK ACTION OF BOARD ON September 8 . ' 1992 APPROVED AS RECOMMENDED _Jt� OTHER VOTE OF SUPERVISORS ° I HEREBY CERTIFY THAT THIS IS A TRUE UNANIMOUS(ABSENT `L' ,^�' ) AND CORRECT COPY OF AN ACTION TAKEN AYES: NOES: AND ENTERED ON THE MINUTES OF THE BOARD ABSENT: ABSTAIN: OF SUPERVISORS ON THE DATE SHOWN. ATTESTED SEP 8 1992 Contact: Eileen Bitten, 646-4054 PHIL BATCHELOR.CLERK OF THE BOARD OF CC: SUPERVISORS AND COUNTY ADMINISTRATOR See Page 2 . BY DEPUTY I .O.-2 -2- On August 10, 1992, our Committee received and reviewed the attached report from the Director of Personnel and discussed the report with staff from both the Personnel and Social Service Departments . The Personnel Department and Social Services Department have fully met our expectations in terms of the assignment they were given in May. We appreciate the cooperation and dedication which has resulted in the attached report. It is apparent from the attached report that several important proposals are under consideration which could result in additional efforts to assist General Assistance recipients to become self- supporting. We commend these efforts . The attached package of materials outline modifications to the Custodial Training Program. In addition, a number of potential training materials and resources have been identified which are being considered for use with General Assistance recipients . While there are additional costs associated with implementation of most of these changes, we recognize that there is no possibility of using any General Fund money for this purpose. We are, therefore, suggesting the possibility of other, non-General Fund monies for this purpose. We will receive an additional report on this program in November and make a further status report to the Board of Supervisors following that meeting. cc: County Administrator (w/o attachments) Social Services Director (w/o attachments) Director of Personnel (w/o attachments) Contra 7 .......... Personnel Department Costa Administration Bldg. d. 651 Pine Street County �.�,,,y, Martine4 California 94553-1292 J '� COUK DATE: August 6, 1992 TO: Internal Operations Committee FROM: Harry D. Cisterman, Director of Personnel SUBJECT: Career Development Employment Program At the request of your committee, the Department of Social Services and the Personnel Department are working together to identify ways the Career Development Employment Program could be used to ensure maximum coordination of effort to assist General Assistance recipients in obtaining employment. 1. The two departments have agreed upon modifications to the Custodial Training Program which maximize the training resources of all involved departments by providing greater flexibility in how the training is presented. 2. The newly proposed Recycling Trainee Program has been identified as one which is. applicable to the Career Development Employment Program and could yield slots for participants. Our review will continue as the programs develop. 3. The Personnel Department is working with the Social Services Department to determine which training materials and resources can be used in the programs currently being developed which are directed at increasing the self-sufficiency of General Assistance recipients. Those which afford the most potential for this purpose are attached as Attachment B. . The content of the training and the supporting materials are directed to accomplish the following objectives: a. To train workers in appropriate behaviors on the job to assist them in obtaining and retaining employment. b. To provide participants with assistance in the preparation of resumes and completion of job application forms. c. To inform participants of techniques they should use in the employment -interviewing process to maximize the positive presentation of themselves, their skills and abilities. . d. To provide participants with basic principles helpful in the taking and passing of written tests. At present, we are continuing our discussions with Social Services and are working with the County Administrator's Office on securing additional funding out of the County Surcharge for the Landfill to ass.ist in funding these efforts. HDC/EKB:dn Attachments ATTACHMENT A r. ¢. . ........... lop G U..NTRA C:+Q.STA...CO .�*$��A`-,.-.-,-.:....., .:':.fff'.{I. 08 •yrk :.i a.;oi: 1i v- n..:...:v.::._:i.:?:.:_i.......::::4;::•r.vx., ..... ...-:.+••.:ii'i'::f:• .. - „ ..-• .. t:: r- .. . 3: .::: ::: .. toox 'fi �. :-CUSTt1DiiA�. "TRAININGn in L� No ...P#�OoffCRA �1 '.�r= : . Participating Departments: Social Service General Services Personnel Tu`II`�QDUCr=aN The pY���se of the Custodi A� Tri r.i ng Program 3s to prepare program �*~f-�cipants for l�s�>}+¢idi�.ed cugtedi�1-related positions hopefully With Con�a:.ra Costs county_ This 1337agr43m w]111 1261p you focus your energiQs on self-avia,r�riesS ane persc�n�7 aeVelopment. i rr px—cyul a9 :3cdb 2343-1Ci r+g �z�ri t 7�z gaa tai r,g c ai pe' itiVe 3n the cawni nAnon process- The PWC303Cam wi11 a1 AP:3 expand your l3loialedge of employee roles, *-a-1 Ationships and rggppn�i iii i teS SIUC=WW9MEIL2JL CXMDJ e-t� of -t� program wi11 arpaen other employment avai-1jmH-1a undew the Career Developcoent 1&30pl433rm®nt SOCIAL SERVICES/GENERAL SERVICES/CDEP CUSTODIAL TRAINING PROGRAM I. Social Services Department Participation Requirement and Expectation B. Application and Examination Process II. CDEP Personal Development/Home Study 1. Part I Work Book Assignment 2. Part II Work Book Assignment ,III. 'Custodial On The Job Training (Ten Weeks) .A. General Safety 1. MSDS 2. Asbestos 3. Cleaning Agents (chemicals) 4. Protective Clothing 5. Lifting 6. Equipment a. Electrical cords b. Trouble-shooting c. General maintenance 7. Vehicle Safety B. Operations 1. Rest Room Cleaning a. Sanitizing toilets/urinals b. Sinks and Mirrors c. Filling dispensers d. Washing stalls/walls e. Floors 2. Trash removal/disposal 3. Vacuum cleaner operation types 4. Buffing machines (types) a. Conventional b. High Speed c. Spray-buffing d. Pads 5. Hard Floor Care a. Perfection mopping (sweeping) b. Mopping c. Stripping d. Waxing e. Edges/corners 6. Carpet Care a. Daily maintenance b. Spot cleaning Trainee performance evaluation will be completed every 30 days. A performance evaluation rating sheet will be completed at the end of the ten week training period. (Attached) A certificate of completion will be issued to successful participants. IV. Pre oral Interview Workshop (3 hours) a. Examination location and environment b. Review of job specification c. Review of testing dimensions V. Career Development Employment Program Oral Interview (Official Qualifications Appraisal Board) a. Eligible list promulgated b. List of ten (10) names certified to General Services c. General Services conduct selection interviews f i 0 z 00 1 I Q �- a U) E-- O w 2 z Q' W In Lo N O m O J CA0)r r ` CT N ` m �W M co OU cu C) OU CIO O U) ( U ccT. 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Q > � a U > ca � ca cn r Z E � a'U � 0a> � Uc� U QJ co co CO a c N c 0 � U p cis > a� (D 0 — (D -= Ea? u, o [CEcc �LL - W ¢ O to U C LT � E O .CL V C L j C N ... c,: -2-2 cn O O L O ; cn U Q (n O c O O Z a C L " Q O is N co cn c0 a� U L - cF- Q 3 a) UdW > � � F- > M 0 Q O N C Q C — d w 2 a) - O ¢ ¢ Y o O uj Z c _� p F- ((5 N - - = 0 CUSTODIAL TRAINING PROGRAM TENTATIVE ORAL INTERVIEW SCHEDULE Group I June 23, 1992 Oral Interview Workshop July 1, 1992 Official Oral Interview Group II September 8, 1992 Oral Interview Workshop September 17, 1992 Official Oral Interview Group III December 8, 1992 Oral Interview Workshop December 17, 1992 Official Oral Interview Group IV March 16, 1993 Oral Interview Workshop March 25, 1993 Official Oral Interview Group V June 16, 1993 Oral Interview Workshop June 24, 1993 Official Oral Interview ATTACHMENT B CONTRA COSTA COUNTY PERSONNEL DEPARTMENT EMPLOYEE ATTITUDE ON THE JOB FOR INFORMATION CALL 510 646-4047 ATTITUDE Attitude is one item that every employee has to be aware of consistently. It is an area of notice and concern from the top executive down to the entry level worker. WHAT IS ATTITUDE Attitude is the position, reaction or mood taken on and about a situation. When the attitude is favorable, things move smoothly; when it is unfavorable, disharmony is the result. Good work has never been an accepted substitute for an unfavorable attitude and the employee whose attitude causes constant turmoil or ill-feelings jeopardizes the good work he does. An employee's attitude is usually judged by his immediate supervisor and can be interpreted through daily activity. These are some strong areas where attitude is judged: 1•. Performance 2. Response 3 . Cooperation , 4 . Time PERFORMANCE a. Always do a job thoroughly. b. Never leave work for others. C. Always leave the work area, tools, equipment, etc. , clean. d. Keep materials, tools, and work accessories always handy. e. Move about quietly and directly. f. Never let the work area become cluttered. RESPONSE a. Attend to a task as requested immediately. b. Refrain from grimacing (making a face) and frowning when asked to do something. Don't show discontentment. C. Go about performing a requested task without remarks, e.g. , "Why do I have to do this?" "Why must this be done?" "Can't I do it later?" "I don't like to do that. " Refusal to perform a requested duty is considered rank insubordination and is normally grounds for termination. d. If questions are necessary, make sure that they are questions that will make for better understanding of what is to be done. The tone of voice in many cases makes the difference in the attitude of the question, e.g. , "Why must this be .done?" can be negative or positive depending on the tone of voice or inflection. e. Even if there is a better way to go about a requested task, perform the task as requested. Companies, managers and supervisors are not perfect; each in his respective role is seeking ways to improve the functions of his output. In addition `to this, every company (or almost every company) is open to suggestions and appreciates the worker whose ideas will improve the working conditions. However, .no supervisor or company will tolerate the refusal to perform a task by a worker just because he has suggested a better method. The proper attitude in this case is to: (1) Perform the task cheerfully or at least without grimace and/or comment. (2) Complete the task as quickly as possible. (3) Refrain from discussion of the matter with other employees . (4) Suggest to the proper channels or authorities the possible improvement or adjustment. (5) Wait patiently for a reply. COOPERATION: The simplest, uncomplicated definition of cooperation is "team work" . The greater the cooperation, the greater the success. There are many. areas where cooperation may be weighed; these are some of the most noticeable: a. Taking on extra tasks that need attention, without being asked. b. Helping fellow employees whenever possible. C. Willingness to assume more responsibility. d. Keeping work materials in the proper area so as not to hamper other workers.. . t _ /-' VE SN'� . U �NpR'�' �` �©�i�� �a � _.,, 2 �� .,,,�-�, -7� ,✓ , - .;; • � `t`- � �� �� � 's � L� .e�'Z Lam.}^"'. L'('�i�_—�/� ` „ ' ` �. '1✓� 1 � .� _ �.- v _. . „_ �:. • M I )D GR\'ApolA �G _ RAIN�R0 ,, - R�'��.N AS�� : . e. Accepting criticisms without anger or argument. f. Following unwritten company policies. g. Filling in for another employee during his absence when it is requested but not mandatory.I h. Giving advice to an employee who knows less, when it is asked. i. Demonstrating the use of equipment or materials to new employees cheerfully and as skillfully as possible, when requested. j . willingness to put in overtime (within reason) when overtime pay is not provided. TIME: The time factor is one of the most serious areas of attitude consideration because time costs money and money is the prime factor that keeps a company .alive. The employee who fails to respect this factor will certainly be severely criticized in the area of attitude. The most common offenses against the time factor are: a. Tardiness. b. Over-spending "break time" . C. Over-spending "lunch hour" . d. Frequent absences from the work area or post. e. Taking unscheduled breaks. f. Too much time off for personal business, too often. g. Using sick leave unwisely. h. Failing to call in when sick. i. Failing to,report by phone or mail when illness demands more than one (1) day's absence. j . Making frequent errors in work that can only be corrected by doing it over. k. Making errors in work that causes others to lose tine. 1 . Failure to report damaged, faulty or failing equipment. (This can also be hazardous. ) M. Failure to follow instructions carefully. n. Spending more time on...a particular task than that task requires. ADVANCEMENT Advancement means higher pay and higher positions. Know the company, how it operates, its worth to the commercial market and success and advancement are yours. of course, all of this has to be preceded by superior work and a compatible attitude. 1 * Be aware of union regulations governing these suggestions. Advancement is obtained through a demonstration of administrative, supervisory, authoritative and performance skills, most of which can be lumped under the category of coping. WHAT IS COPING? Coping is the ability to demonstrate smooth relations between staff, administration and customers. The employee has several areas to consider in coping. 1. Supervisors 2. Co-workers 3 . Customers SUPERVISORS: a. Accept the supervisor as a supervisor. b. Follow the instructions of a supervisor without argument C. Do the task well and cheerfully. d. Respond to questions civilly. CO-WORKERS: a. Be easy to work with. b. Do not encourage arguments. C. Do not embarrass other workers. d. Do not inform on other Workers. e. Always lend a hand when possible. CUSTOMERS: WHO IS THE CUSTOMER? The customer can be a client, an applicant, a salesman, a representative, a -inanufacturer or a regular consumer, depending on the service given. When serving a customer, the employee represents the company and makes decisions for the company. A satisfied customer may not remember the employee's name but always remembers the company and many times can influence the advancement of an employee. An unsatisfied customer cai, cause severe repercussions concerning an employee. When serving: a. Be pleasant. b. Answer questions without insulting. C. Be pleasant when customers are not. d. Greet customers with a smile. e. Always be businesslike. f. Address customers directly. g. Never ridicule a customer. ra r A COMMON OF ENSC. IS TARDINESS ` r t l vi PERFORM THE TASK CREERPULLY OR AT LEAST WITHOUT GRIMACE t i r 1 � r • 17 LJ No, •_1 p,�l�t,�, EQU�PMEN� R��RT F ADVANCEMENT IS OBTAINED THROUGH A DEMONSTRATION OF SKILLS FOR • \1" I SUPERVISOR i do CONTRA COSTA COUNTY PERSONNEL DEPARTMENT SOME RESUME IDEAS FOR INFORMATION CALL (510) 606-487 t THE PURPOSE OF A RESUME IS TO COMMUNICATE YOUR SKILLS, EXPERIENCE, AND POTENTIAL IN A WAY THAT WILL CAPTURE THE ATTENTION AND INTEREST OF PROSPECTIVE EMPLOYERS. 0 IN SHORT, A RESUME IS DESIGNED TO GET YOU INTERVIEWS. THE RESUME You should have a clear cut understanding that you are marketing a product (YOU) in the form of a resume. It is not an application. It is a job-hunting tool to get employers sufficiently interested in •your qualifications so that they will ask you to complete an application. WHAT IS A RESUME? A resume is an inventory of qualifications you submit to a prospective employer. It tells what you have to offer an employer for a particular job. , A resume is a job-hunting tool , a personal catalogue of your job qualifications. It describes you on paper, briefly and accurately, for the prospective employer to see. A resume's main purpose is to get you an interview with an employer by attractively and systematically presenting: Who You Are Employment Objectives Work Experience Educational Accomplishments WHY A RESUME? The resume has proven itself to be one of the most effective job-seeking tools. The trend is toward using the resume to job-search. Many employers recognize the value of the resume as a means of securing qualified employees. Properly prepared, a resume helps you to "get a foot in the door." Often, it is the deciding factor in whether or not you get an interview. Preparation of a resume, itself, will help to organize your job campaign. It will start you thinking about your job qualifications and job opportunities. Having . all the facts about yourself at your fingertips will increase your self-assurance and build your self-confidence for the make-or-break personal interview with an employer. A good resume will enable you to discuss your capabilities with an employer without fumbling for dates and significant facts. It will also help you avoid both understating and over-selling your qualifications. THE RESUME 0 HAVE CLEAR JOB TARGET(S) 0 KNOW AND INCLUDE IMPORTANT QUALITIES 0 SELECT BEST FORMAT 0 STRESS VALUE DELIVERED, NOT JUST DUTIES INVOLVED 0 ELIMINATE EXTRANEOUS INFORMATION 0 AVOID LONG-WINDED SENTENCES 0 DRAFT RESUME FIRST 0 HAVE RESUME CRITIQUED AND PROOFREAD 0 LIMIT RESUME TO ONE PAGE 0 MAKE IT BEAUTIFUL "DON'TS" FOR A RESUME 0 Don't disclose height and weight. 0 Don't disclose age. 0 Don't disclose religion. 0 Don't disclose spouse's occupation. 0 Don't use photograph. 0 Don't use irregular sized paper. 0 Don't use abbreviations. 0 Don't use Buzzwords - jargon. 0 Don't handwrite or pencil-in. 0 Don't emphasize job duties 'instead of results accomplished. 0 Don't include unnecessary and irrelevant information. 0 Don't have any spelling, punctuation or grammatical errors. 0 Don't take too long and say too little. 0 Don't use crowded layouts, poor typing or poor printing. ORGANIZATION OF DATA There is no best way to organize a resume. The best format for yaw is ame which highlights your job capabilities in terms of the job you ares seekimm In general , however, most resumes are arranged in one of two ways: 1. BY WORK EXPERIENCE Begin with your most recent job and go in reverse chronology.. Be sure to include the employer's name and the type of firm and work pe.rfcr. weld for each job. 2. BY FUNCTION OR SPECIALIZATION Begin with the most relevant functions you can perform (relevant fr m the prospective employer's point-of-view) and explain their perti:nen-.ce to previous jobs and/or employers. Describe how each funTrti.on '&as. performed and the scope of your responsibility. Give:: sperl-f1c illustrations of your skills and knowledge, and any outstandiirg results achieved. The functional method is particularly effective in those aoccupat;i:ans where the work is varied, or where there are frequent. attanges ;off assignment such as: public relations, construction, engineering, amd free-lance commercial art. Remember that your resume will usually go to a Personnel or Employmant- Manager who must read many resumes every day. So when you orgatrn ze :Yraur resume, keep it as brief as possible but still tell your story adequately ar accurately. If possible, keep your resume down to a single page. A SUGGESTED RESUME OUTLINE I . HEADING The following identifying information should always precede all other data: Name Address Zip Telephone Number II . OCCUPATIONAL INTEREST AND GOAL This is your job objective. Specify the kind of job, or field of work you want. If your background qualifies you for several jobs, list them in the order of your preference. For example: Chemist's Assistant Laboratory Technician You may elaborate briefly on your goal at the beginning of the resume, or in your cover letter. III. WORK HISTORY (Include volunteer work, if applicable) Organize this section of your resume as suggested below, either (a) by job or (b) by function, whichever highlights your work experience better. A. By Job (List your jobs in reverse chronological order) . Dates of employment Employer, address, nature of business Name and title of supervisor Position you held Salary (optional ) Describe For Each Job: 1.. Job Duties - Tasks performed emphasizing those requiring the highest degree of skill and judgment. Indicate specialization and any duties beyond your regular assignment. Include any special tools, instruments or equipment used and the degree of skill involved. 2. Scope of Responsibility - Tell how many persons you supervised, if you held an administrative post, and to whom you were responsible. 3. Accomplishments - Outline any outstanding results achieved. If possible, give concrete facts and figures. B. By Function I. List the functions (fields of specialization) you performed in the order of their pertinence to your. job objective. For example, if you .did public relations work in several previous jobs and you are now applying for a public relations position, make an entry under "Publi•c Relations" and group your experience under this heading. 2. Describe in brief, the work you did in each of ".e broad functional fields in which you qualify. This will p:r'evide a composite of your job duties, scope of responsi bi 1 i tiles:,, and accomplishments. Use a terse, narrative style wit, active verbs and a few personal pronouns - especially t,e first person singular. IV. MILITARY EXPERIENCE Draft classification (if applicable) . Length of service. Branch of service. Duties performed. Note: List major assignments, detailing those pertinent to fte: j;ob. you are seeking. V. EDUCATION 1. High School (,do not include if you have a higher degxw). 2. College - Major subject, degree, and date received. 3. Graduate School - Major, degree, and date received. 4. Additional Training. 5. Professional Certificates and Licenses. 6. Courses directly related to your occupational choice (list in detail if your work experience is limited) .. 7. Internships. 8. Scholarships and honors. 9. Extracurricular activity. VI. MISCELLANEOUS INFORMATION 1. Languages - speaking, reading, writing ability. 2. Special skills - typing, stenography, operation o.f, b-usiness; machines, etc. 3. Professional Contributions and Achievements: - Publications - Membership organizations - Inventions and patents 4. Hobbies and outside interests. (See samples on next page) SAMPLE - THE SKILLS / FUNCTIONAL RESUME CHRISTINE LEWIS 1435 Grand Avenue, Apt. 3 Oakland, California 94613 (415) 531-5230 Skills Summary RESEARCH Conducted adult education model program analysis for a private research organization. Developed sampling techniques including a special variant of standard random sample. Supervised data collection of four survey interviewers. Prepared raw data computer analysis. Compiled and wrote final reports, including projections and recommendations. PROGRAM PLANNING Devised program outlines for fifteen free university courses, including- writing instructor's manuals, exam formats and evaluation forms. Assisted with grant proposal development for special experimental education courses. 4 COMMUNITY WORK Organized neighborhood association to develop a Cooperative Skills and Services Bank. Planned and conducted meetings, wrote and distributed publicity. Served as fund raising chairperson for local library group. Have raised an average of $5,000/year. PUBLIC SPEAKING Have addressed City Council and official city and county committees regarding community projects. Regular substitute hostess for "Issues in Education" radio program. Spokesperson for free university group. Work History 9/75 - Present S.R. I . International Educational Researcher Palo Alto, California 8/72 - 8/74 Heliotrope Free University Program Planner San Francisco, California 8/71 - 8/72 Dr. John Brown Research Assistant U.C. Department of Education 1971 - Present Friends of Oakland Public Volunteer Organizer (Concurrent) Library - Oakland Skills and Services Co-op Education University of California, Berkeley, California MA Sociology of Education, June 1975 California State University, Hayward, California BA Sociology, June 1971 References Available on request ' SAMPLE - THE SKILLS / FUNCTIONAL RESUME JANICE KNIGHT s 3317 Bellevue Home Phone: (415) 836— i1 Oakland, CA 94610 (415) 642--Il7.25 Objective A position using laboratory, data management and research skills in biomedical research. Skills Summary LABORATORY Performed analytical determinations of chemicals by titrimetry, chromatography and spectrophotometry. Synthesized organic compounds using fractionation, crystallization, and distillation techniques. Analyze mammalian and plant cell fractions and hormones by 90 electrophoresis and bioassays. DATA MANAGEMENT Executed data management and interactive programs t-a create large computer files in preparation for computer simulations of insect/plant fecundity. Reproduced ar.rd interpreted graphs of transformed data. .RESEARCH Assisted with curation of zoological specimens. Corrsulted with investigators on specific research topics: Waste: periodic reports to summarize progress. Education University of California, Berkeley BA Biology, June 1982 Specialization: Cellular BrQTiogy Relevant Coursework: Cell Physiology Genetics Chemistry Mammalian Physiology/Anatomy Entomology Vertebrate Embryology Special Coordinated two-day seminar on genetic research. Projects Volunteer instructor for independent biology cours.e, Berkeley Public School . Senior Research: Isolation and Characterization of. P1asmid' DNA Experience Spring 1982 LAB ASSISTANT, U.S. Dept. of Agriculture, Division o=f Biological Control , Albany, CA. Summer 1981 HOSTESS/WAITRESS, Highlands Inn, Carmel , CA Spring 1981 LAB ASSISTANT, University of California, Dept. of Etiology,. Berkeley, CA Fall 1980 HOSPITAL AIDE, Children's Hospital , Oakland, CA Interests Cross-country skiing, swimming, cooking, quilting References Available on request SAMPLE - CHRONOLOGICAL RESUME RACHEL CARSON 1350 BONDO AVENUE OAKLAND, CA 94611 (415) 555-1234 EMPLOYMENT OBJECTIVE: Management position in branch banking utilizing . organizational , communication and research skills. RELATED EXPERIENCE: PROGRAM DIRECTOR, Vista College/Field Studies Program, Berkeley, CA. Administered innovative experimental learning program. Coordinated seminars and field placements for 200 undergraduate students. Established and maintained faculty advisory board. Developed fiscal and course credit mechanisms which assured the continuation of the program. (9/79 - Present) COORDINATOR, Martin-for-School Board Committee, Alameda, CA. Planned," developed and implemented campaign strategy for successful candidate. Prepared and distributed written information releases to the media. Designed, developed and executed promotional events. (5/78 - 11/79) OPERATIONS SUPERVISOR, Bank of the West, Oakland, CA. Coordinated, trained and evaluated summer personnel in banking operations. Created and implemented cross-training program for summer staff. MANAGEMENT ASSISTANT, Bechtel Corporation, Contracts Management Division, San Francisco, CA. Reviewed employment applications. Compiled and prepared written advertising reports. Devised and maintained informational record systems. Prepared and distributed financial estimates for proposed contracts. Facilitated communications with staff, clients and subcontractors. (1/75 - 9/76) OTHER EXPERIENCE: TUTOR, Oakland Public Schools, Oakland, CA. Developed and implemented an individualized learning program in reading for eight and nine-year-old children. (9/75 - 12/75) HOSTESS/CASHIER, Benny's Burger Pit, San Leandro, CA. Greeted and seated customers in a busy restaurant. Supervised two cashiers.. Balanced daily cash register receipts and sales. (6/75 - 9/ 75) 9 EDUCATION: UNIVERSITY OF CALIFORNIA, BERKELEY MA English, June 1979 BA Psychology, June 1977 SPECIAL SKILLS: Communications, organization, training, supervision, evaluation. REFERENCES: Available upon request. SAMPLE - CHRONOLOGICAL RESUME f KIT JOHNSON Campus Address: (to 5/30/84) : Alternate Address% 2600 Ridge Road 1509 Los Altos Aktenue Berkeley, CA 94709 Long Beach, CA 4M0.4. (213) 492-7901 EDUCATION: University of California, Berkeley, California BA Psychology, May 1984 Concentrations: Psychology of Work and Blusi.n.ess Administration Honors: Member, Prytanean Society GPA: 3.1/4.0 California State University, Hayward, California Sociology Major 1979-1981 EXPERIENCE: Summers 1983 U.S. NAVAL SUPPLY DEPOT, Oakland, California 1982 Personnel Clerk: Conducted initial screening interviews far clerical staff. Handled heavy volume of telephone rrecWtiion. Typed personnel reports and change of status forms. Summer 1981 DENNY'S RESTAURANT, Hayward, California Hostess: Greeted and seated customers. Supervised tWm cashiers. 1/79 - 3/81 UNITED ARTISTS' THEATER, Oakland, California Cashier: Sold theater tickets. Prepared opening andl, aTo-s =ng balance sheets each evening. Answered patrons' tL-liepho.ne inquiries regarding showings. COMMUNITY ACTIVITIES: 9/82 - 6/83 ECOLOGY ACTION, Berkeley, California Fund Raising Coordinator: Arranged public forums,, -%Xhe"Ted. meetings and prepared media releases for a recycling program. Raised $3,000. 9/81 - 6/82 UNIVERSITY YMCA, Berkeley, California Tutor for disadvantaged third graders for the SchowTj Resource. Volunteer Program. SPECIAL SKILLS: Computer languages: FORTRAN, ALGOL; basic statistiosr,; reading knowledge of German. Willing to travel and/or relocate. REFERENCES: Available upon request. THE COVER LETTER Always enclose a cover letter when you mail out a resume. The cover letter's main purpose is to get an employer interested enough in you that he or she will then want to read your resume. Keep this fact in mind when writing your cover letter. Some Points to Remember: 1. Address your letter to a specific person by name, when possible. 2. The first few words are important. They should attract the reader's attention at once. 3. Tell your story in terms of the contributions you can make to the firm and the employer. 4. Be sure to refer to your resume. It gives the facts. 5. Use simple, direct language and correct grammar. Avoid colloquial expressions. And, of course, type neatly. 6. Keep it short. You need not cover the same ground as your resume. Your letter should sum up what you have to offer, and act as an "introduction" for your resume. 7. Let your letter reflect your individuality, but avoid appearing aggressive, overbearing., familiar, "cute", or "humorous." You are writing to a stranger about a subject that is serious to both of you. (See sample on next page) JOB INQUIRY LETTER/COVER LETTER ANGELA RIOS 25 Floral Drive E1 Cerrito, CA 94530 (415) 555-2999 November 5, 1983 Sheila Foxworth Senior Employment Representative RIA Laboratories, Inc. 25 R Street Oakland, CA 94660 Dear Ms. Foxworth: Dr. Klein, in the U.C. Berkeley Microbiology Department, has informed me of your laboratory expansion plans. Since you are extensively irrvellved in research using monoclonal antibodies, I am very interested in an enttry-level. laboratory position with your organization. I will receive my, Bachelors Degree in Microbiology from U.C. Berkeley in May 1984, and will be aWail'aae: to begin work on August 1. I have performed two independent research studies at the Lawrence Herk�-l'ey Laboratory, both of which involved the use of a wide variety of- 1abaratory equipment and procedures. In addition, I have worked closely and efftctively with other research personnel . My analytical skills and writing atti-Mity have. been developed through coursework and my practical experience. I have enclosed my resume and course list which outline my qualifliaatifions in further detail . I would welcome an opportunity to discuss my quaAliffications- and the possibility of future employment with you. I will phoney= withan' eight to ten days to schedule an appointment. Very truly yours, Angela Rios Enclosures CONTRA COSTA COUNTY PERSONNEL DEPARTMENT WRITTEN TEST TIPS FOR INFORMATION CALL 510 646-4047 s WRITTEN TEST TAKING TIPS Many people could get higher scores when they take employment tests if they weren't so worried about the test itself or if they were sure of what they were supposed to do. We give tests to find out which people have the best chance of being successful on the job. But unless everyone does his best on the test, we really won't know who are the best qualified candidates. Listed below are some points to remember: BEFORE THE TEST * Get a good night's rest before the test. Don't try to "cram" or spend your time worrying about the test. * Be comfortable. Don't eat -a heavy meal before the test, and dress comfortably in clothes that will not bind you while you' re sitting. * If you wear glasses or a hearing aide, be sure you have them with you before you leave to go to the test. * Note the time and place of the test and allow plenty of time to get there early. DURING THE TEST * Listen closely to the proctor who gives the test and follow his/her instructions. * Read carefully and follow all written instructions. * Read each question completely before you try to answer it. Also read all the answers completely before you decide on the right one. * Interpret words according to their usual meaning. * No question is meant to be a "trick" or "catch" question. However, you should make sure to read every single word in each question. Look for key words such as "all , greatest, least, none, sometimes, never" which may help you find the correct answer. -1- * If you don't know the answer to a question, go through all the alternative answers, and eliminate the worst ones; then guess from among those that are left. * If you're guessing at an answer, use your first guess; it's usually the best one. Don't change an answer unless you have a good reason. Remember, erase completely any answer you wish to change or any accidental marks you make on the answer sheet. The scoring machine "sees" all marks on your paper. * Check you answer sheet every few questions to be sure you are using the right line and space for each answer. * plan your time so you can finish. the test in the allowed time. Don't spend too much time on a question you find very difficult. Go on to the next one and come back to it later. * Rely on your own ability. Don't try to copy. The person next to you may not know as much as you do. Don't worry about how fast other people are working on the test. They may be skipping sections or guessing. * If you get to the end of the test before the time is up, go back and check your work. Make sure you answered all the questions. * Relax, work steadily, and use your common sense. Make sure you don' t accidentally skip any pages or questions in your test booklet. * Try to answer every question. Be sure to ask whether or not incorrect answers are substracted from correct answers. If not, you may want to spend the last minute or two of the test going back to any question(s) that may have stumped you and giving it your best guess. GOOD LUCK! -2- Jo CONTRA COSTA COUNTY PERSONNEL DEPARTMENT ORAL INTERVIEW TIPS FOR INFORMATION GALL 415 646 - 4047 REASONS PEOPLE FAIL TO SECURE A POSITION Poor appearance Overbearing, conceited, °know it all' attitude Inability to express him/herself clearly -- poor command of language Failure to demonstrate interest or enthusiasm Lack of career planning Lack of confidence and poise -- nervousness Overemphasis on earning a high salary Unwilling to start at the beginning level Unfavorable factors in employment history Lack of motivation and/or maturity Condemnation of past employers Failure to look the interviewer(s) in the eye Limp handshake Indecisiveness Sloppy application form 'Just shopping around" attitude Lack of knowledge of the position Unwillingness to work in other geographical areas Strong prejudices Late to interview without a good reason Evasive or pessimistic responses to questions Falsifying application Poor hygiene Under the influence of mind altering drugs 1 I . JOB TIPS FOR THOSE JUST STARTING A CAREER Probably one of the most important events in your life is finding a job, particularly the first major position in your selected field; a job that will fully utilize your knowledge and abilities, provide a challenge and offer opportunities for advancement. Generally, jobs are available to the jobseeker who is best prepared to go after them. Normal turnover causes openings to appear at every field and salary level . New jobs are being created through changes in technology and product design and, even in the worst of economic times, there are always some firms throughout the county that are expanding their operations and facilities, thereby creating openings in many occupations. II . HOW TO HANDLE THE JOB INTERVIEW An interview can be a very difficult experience if you are not prepared for it. Let' s concentrate on the positive ways to prepare for that interview. A. Job Specification/Announcement Request from the Personnel Department a copy of the job specification for which you are interviewing and :study the following: 1. The primary responsibilities of the position. 2. The typical tasks to be performed by the person hired in the position. 3. The knowledge, skills, and abilities required to perform the job. B. How To Dress To Get a Job First impressions are extremely important. You are being judged from the very first moment that the employer sees you. What does the employer look for? Well , many things. First of all , he or she looks at your clothes and your grooming to see if you fit the image of that particular job. C. Look the Part If judgement tells you that the job requires a suit or dress (as in office work, for example) wear a good-looking suit or nice dress, but not a disco combination or something that you would wear to a party. Probably the most conservative suit in your wardrobe is right for your job interview. On the other hand, if you are applying for a position as a plumber's helper, you would not be expected to wear a suit and tie. Neat, casual dress probably would be appropriate. 2 D. . Ladies Dress Ladies should not wear low-cut blouses, slinky dresses, clunky or slangy jewelry, or overpowering perfume. Your hairdo and make-up should be appropriate as well . This means that your hair shouldn't be too elaborate. Whether the job calls for a suit, dress, jeans or pants, they should all be clean and pressed. They don't have to be new, but they should be clean. You should wear dress shoes, not sneakers or tennis shoes. If all that you own is a pair of sneakers or tennis shoes, then you have no choice but to wear them. But make sure they are clean an presentable, the strings included. Believe it or not, an interviewer might even look at your fingernails. So cut them and clean them. In other words, be on the safe side and observe all accepted social hygiene rules. All of this may seem very elementary to you, but there are very high stakes in this game. . .a game that you want to win. Once you have gotten the job, you will learn what is acceptable and what is not. If you have any doubts, ask. E. Nervous Habits Leave your nervous habits at home. Remind yourself that, during the interview, you are not going to fuss with your hair, chew gum, or pick lint off of your clothes. Nervous habits can work against your desire to make a favo •able impression. Don't bring friends with you on a job interview either. The reception room may be small , it may be crowded or it may otherwise prove to be awkward for you and/or the interviewer. F. Time Is Important! BE ON TIME! Give yourself plenty of time to get to the interview. Arrive fifteen minutes early. This will give you time to settle down before the interview. Walk confidently into the room, look the interviewer in the eyes, smile and say "Hi . It's nice to be here. I 've been looking forward to this interview." After it is over, smile and say "Thank you for seeing me." If you want the job, say "This sounds like a great organization. I really would like to work here." G. Never Be Late For An Interview! A late arrival tells the interviewer that you had other more important things to do. H. Look Healthy! If the interview is scheduled for early morning, don't "party hearty" the night before and show up with red, bleary eyes or dark sunglasses. Look healthy and alert. 3 h I . Be Enthusiastic! Showing a willingness to work will sometimes influence employers to overlook a lack of training or experience. It's up to you to show a real interest in the agency/company and the job for which you are being interviewed. J. The Handshake If the interviewer offers his or her hand, be prepared to respond with a warm, firm handshake. For some women, hand shaking is a new experience. Do it, even if you feel awkward. You can eliminate some of the awkwardness if you are prepared. Carry your purse and other belongings on your left side before you enter the interviewer's office so that you right hand will be free to respond to an offered handshake. And how you shake hands is also very important. A limp or "dead fish" handshake is assumed to 'belong to a similar personality. On the other hand, don't be a bone-crusher. The best handshake is a firm grasp coupled with a sincere smile and eye contact. III . THE INTERVIEWING PROCESS The way you enter the room is important. Check your posture. Walk proudly! Smile! A smile can help put the interviewer .at ease. After the first several minutes of polite "make yourself comfortable" chit-chat, interviews generally follow a pattern. For white collar positions, experts say, there are two main interview questions. They are: 1. Why do you want to work for us (why are you here?) 2. How can your skills and accomplishments be used on the job? (what do you have to offer us?) Several questions in the interview may come from one of these areas. It's up to you to be able to answer every question in a positive manner. No small task, is it? Being prepared for the questions that you will be asked will certainly help take a great deal of stress out of the interview. To that end, we will take a look at many common interview questions as well as positive ways of answering even the most difficult ones. But first, a word of caution. Just because you'll be prepared to talk, don't chatter. Say what you have to say briefly and then stop talking. When you've finished answering a question thoroughly, smile and look alertly at the interviewer for a response or the next question. When asked a question that you need a moment to think about, by all means, take the time that you need. Don't blurt out something that you' ll regret later.. You should be careful not to interrupt the interviewer. Remember, the interviewer has something you want. Even if he/she rambles off the subject, just smile and look interested and attentive. (The interviewer will probably think that you are a great conversationalist) . 4 A. Some Common Interview Questions Here's a list of several common questions most often asked. Read them over and jot down some notes as to how you might answer them. 1. Tell me about yourself. 2. Why do you want to work in this field? 3. Why are you interested in working for the county or for this company? 4. What skills and abilities will you bring to the job if you are hired? 5. In five years, where do you see yourself? 6. What are your greatest strengths? 7. What are your weaknesses? 8. What can you do for us?� 9. What motivates you? 10. What are your career goals? 11. Why should we hire you? 12. Why did you leave your last job? 13. What have you learned from previous jobs? 14. How long do you plan to stay here if hired? 15. Do you have any questions or a closing statement you want to make? B. Suggested Answers to Common Questions As mentioned . earlier, most interviewers start with polite conversation. However, they quickly get down to business. 1. "Tell Me About Yourself" The interview may begin with the interviewer asking any one of the "Who are you?" or "Tell Me About Yourself" type questions. If it does, he/she is really asking you to tell him or her why you should be hired. So, instead of answering, "Well , I was born in Texas, but my family moved to Los Angeles when I was four. . . ," begin by describing similar working experience, if you have it; if not, give a strong and persuasive argument as to why you and the company would be right for each other. You might say, "I've had quite a bit of administrative and managerial experience. In my most recent job, for instance, I. . ." This is an excellent time for you to show that you understand the requirements of the job and how your skills and abilities can be transferred from one job to another. 2. "Why Are You Interested In Us?" For those "Why are you interested in this field or our company?" type questions, don't miss the chance to tell the interviewer how wonderful his/her profession is and how good that particular company is. 5 3. "What Motivates You?" These questions are designed to give you the opportunity to talk about what you want in a job, questions such as "What are you looking for in a job?", "What motivates you?", or "What can I do for you?" The key to answering :these questions is to show that you are looking for a job that _ offers challenge, growth potential and an environment in which to expand your skills and abilities. Remember to be as clear and specific as possible. 4. "Where Will You Be In Five Years?" These questions are related to your career goals and are generally asked in order; to determine how serious you are about working. Few employers want to hire a person who . is just looking for something to do or who won't be around for very long. Prepare an answer that reflects your sincerity and your interest in working at that particular job. Don't be overly aggressive, but sound ambitious. You don't want to appear as a threat or a "steam-roller." For example, it may make sense to say that within five years you would expect to have a position that is on a similar level as that of your present boss. 5. How To Handle Sensitive Issues Be cautious of revealing any political views. It's best to keep race, religion and politics out of the interview. Don't set yourself up for discrimination. It is illegal but -unfortunately it still exists. Questions, such as "What do you think of this administration's economic policies?" or "women's lib?", for example, can be handled with the same general response, such as "Equal opportunity and equal pay seem to be very logical goals. I certainly support them." Just be sure to keep your emotions under control . 6. "Why Did You Leave Your Last Job?" Don't let questions like this catchyou off guard. The unwritten law is never to. say anything negative about a person or an organization you just left. Briefly say: "1 was no longer learning and felt it was time for a change," or "I wanted to try a new area" or "economic conditions caused a fifty percent cut back in the labor force." Be very careful : negative statements have a way of coming back to haunt you. 6 i 7. "What Are Your Greatest Strengths and Weaknesses?" Even the routine types of questions like this can be answered easily and positively. When asked about your weaknesses, you might say something to the effect that you are very hard to please and find that you frequently expect a great deal from yourself and your co-workers. When talking about your strengths, talk first about your strengths that are related to the job under discussion. Then mention the more general ones which are considered desirable in the business world, such as intelligence, ability to work well with others, ability to solve problems, ability to set priorities, and so forth. GOOD LUCK! 7 Comer COSTA - - r PERSONNEL DEPARTMENT COUNTY '4 .Spq'COUN� COUNTY EMPLOYMENT INFORMATION AND APPLICATIONS AVAILABLE AT THE CONTRA COSTA COUNTY EMPLOYMENT INFORMATION CENTERS 651 PINE STREET, SECOND FLOOR 100 - 37TH STREET, ROOM 214 340 MARINA BLVD. MARTINEZ, CALIFORNIA RICHMOND, CALIFORNIA PITTSBURG, CALIFORNIA TELEPHONE (510) 6464047 TELEPHONE (510) 374-3325 TELEPHONE (510) 439-4875 JOB HOTLINE TELEPHONE (24-HOURS) (510) 646-4046 OFFICE HOURS 8:30 a.m. to 12:00 noon 1:00 p.m. to 5:00 p.m. Monday thru Friday EMPLOYMENT INFORMATION CENTER SERVICES ❑ Employment Opportunities Information and Referral. ❑ Posting of Open and Promotional Employment Opportunities. ❑ Distribution of Job Announcements and Applications. ❑ Validation of Completed Job Applications. ❑ Employment Counseling —Drop In's/Appointments includes: * Review or assist in the development of resumes. * Review examination process written and oral. * Offer test taking tips. * Selection process. * Careers in County Government and career changes. * Current employment opportunities open/continuous. ❑Job Counseling Workshops. 0 Specialized Counseling for County Career Development Program Participants. Contra -` Personnel Department Costa '� � Administration Bldg. `� 651 Pine Street �^ :` x ':4 lJlJunfl/ Martinez, California 94553 1292 JOBS REQUIRING HIGH SCHOOL EDUCATION AND NO EXPERIENCE . Class Salary Range Animal Services Officer $ 1974-2399 Building Plan Checker Trainee $ 1711-2079 Clerk-Beginning Level - (Non-Typing) $ -1377 Flat Rate Clerk-Beginning Level - (Typing) $ 1448-1760 Deputy Sheriff - Must be 21 years of age $ 2808-3414 Detention Services Aide $ 1528-1857 Firefighter $ 3079-3742 Institutional Services Aide $ 1574-1914 Laborer $ 2061-2273 Library Clerk I $ 1448-1760 Office Services Worker I $ 1372-1667 Pest Detection Specialist-Project $ -2094 Flat Rate Sheriff's Dispatcher I $ 2561-1822 Salaries stated above are subject to change effective October 1, 1991. 04-03-92 1-c.hse Job Resources . A Selected List of Books and Other Materials of Interest to the JOB SEEKER Contra Costa County Library 1750 Oak Park Blvd. Pleasant Hill, CA 94523 (510) 646-6434 July 1992 A SELECTED LIST OF JOB HUNTING RESOURCES At the Central Library Contra Costa County Library System 1750 Oak Park Blvd., Pleasant Hill, CA 94523 510-646-6434 Many of these materials may also be available in your local branch or may be available on interlibrary loan from the Central Library or other Contra Costa County Library Branches through your local branch. JOB ANNOUNCEMENTS Contra Costa County Office of Education. Employment Opportunity Job Finder: a Checklist of Openings for Administrative and Governmental Research in the West since 1954 Lawrence Berkeley Laboratory. Current Job Opportunities Lawrence Livermore National Laboratory. Current Employment Opportunities University of California at Berkeley. Employment Opportunities EMPLOYMENT WANT ADS California Job Journal Capitol Weekly Contra Costa Times Federal Jobs Digest International Employment Hotline JA: Jobs Available: A Listing of Employment Opportunities in the Public Sector Jobs & Careers Los Angeles Times National Ad Search National Business Employment Weekly New York Times Oakland Tribune Opportunity NOCs Sacramento Bee San Diego Union-Tribune San Francisco Examiner & Chronicle San Jose Mercury News TRADE & PROFESSIONAL MAGAZINES Agency Sales Computerworld ENR: Engineering News Record NonProfit Times RN Additional magazines are listed in copies of the Contra Costa Union List of Periodicals kept near the Reader's Guide To Periodical Literature at the Information and Periodicals Desks. RESUMES 650.14 Guerilla Tactics in the New Job Market. Tom Jackson. Bantam Books, 1991 650.14 High Impact Resumes & Letters, 4th ed. Ronald Krannich. Impact Publications, 1990 650.14 The Resume Catalog: 200 Damn Good Examples. Yana Parker. Ten Speed Press, 1988 650.14 Resume Writing Made Easy, 4th ed. Lola M. Coxford. Gorsuch Scarisbrick, 1992 8650.14 Resumes for Employment in the U.S. and Overseas 3rd ed. June L. Aulick. World Trade Academy Press, 1988 &R650.14 Resumes That Mean Business. David R. Eyler. Random House, 1990 808.06665 Sure-hire Resumes. Robbie Miller Kaplan. AMACOM, 1990 INTERVIEWS &R650.14 Dynamic Cover Letters. Katherine Hansen. Ten Speed Press, 1990 VIDEO Effective Answers to Interview Questions. JIST 650.14 Works, 1989 &R650.14 Interview for Success, 3rd ed. Caryl Rae Krannich. Impact Publications, 1990 VIDEO Interview Techniques & Resume Tips for the Job 650.14 Applicant. Bennu Productions, 1985 VIDEO Interviewing With Confidence: the College 650.14 Graduates Guide to Getting the Right Job. Professional Training Specialists, 1988 2 INTERVIEWS, Continued 650.14 Knock'em Dead: With Great Answers toTough Interview Questions, 4th ed. Martin John Yate. Bob Adams, 1990 650.14 Perfect Cover Letter. Richard H. Beatty. Wiley, 1989 650.14 Perfect Interview. John D. Drake. AMACOM, 1991 &R650.14 The Ultimate Interview: How to Get It, Get Ready, and Get the Job You Want. John Caple. Doubleday, 1991 650.14 Sweaty Palms: the Neglected Art of Being Interviewed. H. Anthony Medley. Lifetime Publications, 1978 Look for additional titles under the subject headings "RESUMES (EMPLOYMENT)" and "EMPLOYMENT INTERVIEWING" in the CD-ROM Catalog. NETWORKING 650.1 Is Your "Net" Working?: A Complete Guide to Building Contacts and Career Visibility. Anne Boe. Wiley, 1989 650.14 Network Your Way To Job and Career Success: The Complete Guide To Creating New Opportunities. Ronald L.Krannich. Impact Publications, 1989 TEMPORARY EMPLOYMENT 650.14 Professional Temping: A Guide To Bridging Career Gaps. Eve Broudy. Collier Books, 1989 650.14 Temporary Employment: the Flexible Alternative. Demaris C. Smith. Betterway Publications, 1985 3 EMPLOYMENT AGENCIES AND EXECUTIVE RECRUITERS R331.128 Directory of Executive Recruiters, 1992 Kennedy & Kennedy, 1991 338.76165 The Headhunters. John A. Bvrne. Macmillan, 1986 650.14 Headhunter Strategy: How to Make It Work For You. Kenneth J. Cole. Wiley, 1985 650.14 Hunting the Headhunters: A Woman's Guide. Diane Cole. Simon & Schuster, 1988 R650.14 Looking for Work: A Bay Area Guide To Employment Resources. New Ways to Work, July 1991 650.14 Stalking the Headhunter: the Smart Job-Hunter's Guide to Executive Recruiters. John Tarrant. Bantam Books, 1986 JOB HUNTING GUIDES R650.14 Career Changer's Guide to Training in the Bay Area. Frazier Publications, 1990 650.14 Careering and Re-careering for the 1990s, 2nd ed. Ronald Krannich. Impact Publications, 1991 650.14 Congratulations! You've Been Fired: Sound Advice For Women Who've Been Terminated, Pink- Slipped, Downsized or Otherwise Unemployed. Emily Koltnow and Lynne S. Dumas. Fawcett Columbine, 1990 650.14 Jobsearch: the Complete Manual For Job Seekers, rev. ed. H. Lee Rust. American Management Association, 1991 8650.14 Job Hunter's Sourcebook. Gale Research, 1991 650.14 Parting Company: How To Survive the Loss of a Job and Find Another Successfully, rev. ed. William J. Morin and James C. Cabrera. Harcourt Brace Jovanovich, 1991 4 JOB HUNTING GUIDES. Continued &R650.14 The Hidden Job Market: A Job Seeker's Guide to America's 2,000 Little-Known Fastest-Growing High-Tech Companies. Peterson's Guides, 1991 &R650.14 What Color Is your Parachute? Richard Nelson Bolles. Ten Speed Press, 1992 Look for additional titles under the subject heading "JOB HUNTING" in the CD-ROM Catalog. LOCAL BUSINESS & EMPLOYMENT DIRECTORIES 8331.128 Bay Area Employer Directory, 1992-1993ed. James R. Albin. James R. Albin, 1992 R380.1025 Book of Lists, San Francisco, 1992. San Francisco Business Times, 1991 Uncatalogued Business Prospector (current volumes for the East Bay, Oakland, the Peninsula, San Francisco, and the South Bay) R670.058 California Manufacturer's Register. Database Publishing Company, 1992 R338.47 California Services Register. Database Publishing Company, 1992 R917.9463 Directory of Businesses & Industry in Contra Costa County, 29th ed. Contra Costa Council, 1992 &R650.14097 How to Be Happily Employed in San Francisco.... Barbara Block and Janice Benjamin. Random House, 1990. &R650.14 How to Get A Job in the San Francisco Bay Area, 2nd ed. Thomas M. Camden. Surrey Books, 1991 &R311.128 San Francisco Bay Area Job Bank, 7th ed. Bob Adams, 1992 5 REGIONAL JOB GUIDES &R331.128 Atlanta Job Bank. Bob Adams, 1992 &R331.128 Boston Job Bank. Bob Adams, 1992 331.128 Denver Job Bank. Bob Adams, 1992 331.128 Detroit Job Bank, 2nd ed. Bob Adams, 1992 &R331.128 Greater Philadelphia Job Bank. Bob Adams, 1992 &R331.128 Houston Job Bank, 3rd ed. Bob Adams, 1992 650.14097 How to Be Happily Employed in Boston.... Barbara Block and Janice Benjamin. Random House, 1990 650.14097 How to Be Happily Employed in Dallas/Fort Worth.... Barbara Block and Janice Benjamin. - Random House, 1990 650.14097 How to Be Happily Employed in Washington, D.C.... Barbara Block and Janice Benjamin. Random House, 1990 &R650.14 How to Get a Job in Southern California: The Insider's Guide, 3rd ed. Thomas M. Camden. Surrey Books, 1991 &R650.14 How to Get a Job in Seattle/Portland: The Insider's Guide. Thomas M. Camden. Surrey Books, 1990 &R650.14 Los Angeles Job Bank, 6th ed. Bob Adams, 1991 &R331.128 The Metropolitan Washington Job Bank. Bob Adams, 1992 331.128 Minneapolis/St. Paul Job Bank, 3rd ed. Bob Adams, 1991 &R331.128 Seattle Job Bank. Bob Adams, 1992 &R331.128 St. Louis Job Bank, 3rd ed. Bob Adams, 1992 6 INTERNATIONAL EMPLOYMENT &R650.14 Almanac of International Jobs and Careers. Ronald Krannich, Caryl Rae Krannich. Impact Publications, 1991 R382.058 Directory of American Firms Operating in Foreign Countries, 12th ed. Uniworld Business Publications, 1991 8338.74025 Hoover's Handbook of World Business, 1992. Reference Press, 1991 650.14094 How to Get a Job in Europe: the Insider's Guide. Robert Sanborn. Surrey Books, 1991 650.14 How to Get the Job You Want Overseas. Arthur Liebers. Pilot Books, 1990 R338.8025 International Directory of Corporate Affiliations, 1992. National Register Pub. Co., 1992 &R331.702 International Jobs: Where They Are, How to Get Them. Eric Kocher. Addison-Wesley, 1989 &R650.14 Looking for Employment in Foreign Countries, 8th ed.. June L. Aulick. World Trade Academy Press, 1990 8380.1025 Principal International Businesses, 1992. Dun's Marketing Services, 1991 650.14 Work Your Way Around the World, 5th ed. Susan Griffith. Writer's Digest Books, 1991 7 RELOCATION &R917.94045 California: Where To Work, Where To Live. Helena Barreto. Prima Publishing & Communications, 1989 R307.09794 California Cities, Towns & Counties, 1992. Information Publications, 1992 R380.122 Editor & Publisher Market Guide, 1992. Editor & Publisher Co., 1992 R307.76097 Facts About the Cities. Allan Carpenter. H. W. Wilson, 1992 &R307.764 Places Rated Almanac: Your Guide To Finding The Best Places To Live In America. Rick Boyer. Prentice Hall, 1989 648.9 Positive Moves: The Complete Guide To Moving Your Family Across Town or Across the Nation. Carolyn Janik. Weidenfeld & Nicolson, 1988 650.14 Relocating Spouses' Guide to Employment: Options & Strategies in the U.S. and Abroad, 3rd ed. Francis Bastress. Woodley Publications, 1989 R331.128 The Job Hunter's Guide to 100 Great American Cities. Arthur Kuman. Brattle Communications, 1991. Valerie Zito Business Specialist 7/92 8 ....::.::.:.:::..:.:.:::::.........:. Ch.:.:..:....:.:........:...::..............::::::..::: oirit.......< Antioch Moraga 501 W. 18th Street 1500 St. Mary's Road 427-8541 376-6852 Brentwood Oakley 751 Third Street 118 E. Ruby Street 634-4101 625-2400 Concord Orinda 2900 Salvio Street 2 ;Twin Way 646-5455 254-2184 Crockett Pinole 991 Loring Avenue 2935 Pinole Vally Road 787-2345 758-2741 Danville Pittsburg 825 Hartz Way 80 Power Avenue 837-4889 427-8390 EI Cerrito Rodeo 6510 Stockton Avenue 220 Pacific Avenue 526-7512 799-2606 EI Sobrante San Pablo 4191 Appian Way 2101 Market Avenue 374-3991 374-3998 Kensington San Ramon 61 Arlington Avenue 100 Montgomery 524-3043 866-8467 Lafayette Walnut Creek 952 Moraga Road 1644 N. Broadway 283-3872 646-6773 Martinez Ygnacio Valley 740 Court Street 2661 Oak Grove Road, Walnut Creek 646-2898 938-1481