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Advanced Document Systems Ltd East Bay Shopping Centre, Nassau, N.P.
Apr 25, 2018
Part Time
We are looking for a person with basic accounting skills to work on a part time or contract basis from 8.30am – 12.00pm Monday-Friday. The position would mainly involve accounts receivable/payables and general bookkeeping functions along with other administrative duties.   The position will become available mid-June 2018.
Cape Eleuthera Island School Cape Eleuthera Institute, The Bahamas
Apr 25, 2018
Full Time
The Island School is seeking a Dean of Academics who has demonstrated a career commitment to teaching and a passion for interdisciplinary curriculum design and is excited about doing so in our remote community setting, starting on or before August 1st. While the primary responsibility of our faculty members is to facilitate progressive, thoughtful curricula, they must also be able to juggle many responsibilities beyond academics. This includes supporting the morning exercise program, doing chores alongside the students, and countless smaller duties associated with running a boarding program, often requiring a presence into the evenings and over the weekends. Successful Island School team members operate with the following competencies:   ● Adaptability: Adapting in order to work effectively in ambiguous or changing situations, and with diverse individuals and groups.   ● Professionalism and Accountability: Demonstrating enthusiasm for and commitment to the position and accepting responsibility for personal actions   ● Effective Communication: Listening and communicating openly, honestly, and respectfully with different audiences, promoting dialogues and building consensus.   ● Planning and Organizing: Reaching goals that are central to organizational success by making and following plans and allocating resources effectively.   ● Learning and Continuously Improving: Striving to continuously develop and better self, teams, and organization.   Successful Island School community members find fulfillment through aligning actions with our core values:   ● Education: We seek to inspire students and visitors of all ages to our campuses. We want people to leave here with the desire to take action and make a difference.   ● Environment: We strive to protect the fragile ecosystems around us. Through conservation and enhancement programs we want to have a restorative rather than a destructive impact on the place where we live. To that end, we practice conservation of natural resources in reverence for our surroundings. We realize this can be challenging and often uncomfortable and understand that by modeling what is possible, we can change the way people think and live.   ● People: Each person has an important and valuable role in making our community successful. We listen to challenges and identify solutions that take in multiple viewpoints and celebrate individual and team contributions.   ● Community: We treat our colleagues and neighbors with respect, fairness, and honesty. We promote awareness and collaboration among communities in South Eleuthera, the entire Bahamian archipelago, our region, and elsewhere in the world.   ● Ideas: We act with purpose and make decisions that take into consideration the many facets of our organization. We cultivate creativity to implement solutions that reflect our best effort to have a positive and enduring impact. Responsibilities:  ▪ Support ongoing professional growth of faculty and teaching fellows   Coordinate and lead monthly Professional Development workshops for CEIS educators   Observe teachers and provide constructive feedback that aligns to the Island School teaching philosophy and the individuals teaching goals   Support the Teaching Fellowship Program Coordinator with ongoing development and assessment of the TFP program including structure and curriculum   ▪ Lead curriculum mapping and the overall academic journey of students o Ensure individual student learning needs are accommodated in all   content areas   Guide continuous refinement and evolution of curricular methods, essential learnings, and assessments in all content areas   ▪ Facilitate programmatic evolution toward competency-based assessment o Serve as liaison with the Mastery Transcript Consortium   Lead school efforts to transition from grade-based assessment to competency-based assessment   ▪ Coordinate with the Director and Dean of Students to identify program and student needs and solutions on a weekly basis   ▪ Teaching: Lead discipline-specific content as appropriate (approximately 7 weeks); co-lead 1 Final Project (approximately 3 weeks)   ▪ Advisor for 4-6 students   Communicate weekly updates with advisee’s family   Advocate for advisee’s dietary, medical, academic, physical, and social needs.   Coordinate advisory times in advance and update extended advisory   Facilitate advisees during weekly dish crew   ▪ Residential Duty   ▪ Morning Exercise and Chores with community ▪ Expedition program support   Co-lead at least one expedition per semester   ▪ This is an overview of the position, but responsibilities are not limited to the above list. Qualifications:  Strong candidates will have 5+ years of teaching experience and an advanced degree in education or area of instruction; experience designing and facilitating interdisciplinary, project-based curriculum; familiarity with competency-based assessment; experience leading and/or coaching educators; a passion for experiential learning; and a desire to join and grow with the community for multiple years. This position is contracted for three years, contingent upon yearly review. Medical training and experience in SCUBA and kayak instruction are beneficial though not required. Compensation:  Compensation is dependent on experience and may include housing and a health and dental plan, as well as salary. Application:  Organize your cover letter, resume, reference contact information, and any other relevant materials into a single PDF file. Submit them as an attachment in an email to Ashley Waldorf, Director of The Island School (ashleywaldorf@islandschool.org) by May 15. Qualified applicants will be reviewed and contacted on a rolling basis to begin employment on or before August 1. Review more information about our curriculum and working at The Island School at www.islandschool.org/welcome/employment/.

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  A job interview is an exciting but nerve-wracking experience that can leave even the most confident of candidates feeling uneasy. When you’re meeting with a potential new employer, it’s completely natural to feel nervous; after all, you want to sell yourself and your skills appropriately. However, the key to success with any interview is being prepared. As such, we have compiled a list of the nine most important things you should do to ensure that you’re completely ready for your upcoming interview. Research the company and its culture thoroughly We’re not just talking about quickly reading the company’s ‘About Us’ page on their website. To make a great impression in your interview, you should conduct some in-depth research into what the company does, its culture and its future goals and ambitions. Make sure that you’re following the business’ social media accounts on LinkedIn and Twitter. However, don’t neglect other platforms, such as Instagram; you might be able to gain further insight into their culture and their employees. For example, if you notice that employees regularly head out for pizza together on Fridays, you might make reference to their social culture in your interview. It’s also worth looking at any employee testimonials on the website to see what their existing staff enjoy about working for the business. Make sure you’re prepared for any tasks Sometimes, you might be asked prior to the interview to prepare for a particular task; this can include a presentation, a technical skills test or a written exercise. It’s really important to ensure that you’ve prepared what’s been asked of you; don’t just show up to your interview and ‘wing it’. There will be several other candidates who will have prepared thoroughly so don’t give them a reason to choose them over you. Answer some practice questions If it’s been a while since your last interview, search online for some commonly asked interview questions to get you thinking about your answers. If your potential new employer has a Glassdoor profile, search for any interview experiences and reviews that have been left by previous candidates; this should give you an idea of the potential questions you might be asked. Alternatively, if you’ve got any friends or family members who owe you a favor, see if they can spring a practice interview on you; this is a great exercise to see how well you can think on your feet and answer unexpected questions. Prepare questions to ask the interviewer The moment when your interviewer says, “Do you have any questions?” can leave your mind completely blank if you haven’t prepared. It’s important to ask a couple of questions – it shows that you’re interested in the company and the role. Try to prepare 2-3 questions – if you’re stuck, try asking about the company’s future growth plans and what they want to achieve 5-10 years down the line. Alternatively, you could ask more questions about the culture and other aspects of the business that are often skipped over in an interview situation. Plan your route in advance There’s nothing worse than getting lost on your way to your interview; make sure you leave plenty of time for you to get there, allowing for any traffic or hiccups along the way. Plan your route in advance and make sure that you know exactly where you’re going and who to ask for when you arrive at the business. If you’re not familiar with the area where your interview is taking place, it’s a good idea to conduct a trial journey, if you have the time. Dress appropriately It’s important to dress smartly and appropriately for your interview. Even if the company has a laid back dress code, don’t show up to your interview wearing shorts and flip flops. You might not need to wear a suit, especially if you don’t feel comfortable in one, but it’s important to look professional and, most importantly, feel confident. Make sure your clothes are clean, ironed and stain free; check your planned outfit the night before to avoid any last minute panics. Not only will a smart appearance make a good impression on your potential new employer but it will also ensure that you feel confident and ready to nail your interview. Get a good night’s sleep One of the simplest but most important things you can do before your interview is to get a good sleep. No matter how much you prepare, a bad sleep can be seriously detrimental and can leave you feeling distracted, irritable and not ready. Make sure that you go to bed at a reasonable hour before your interview so that you can wake up fresh and ready to tackle any task that’s thrown at you. Have a good breakfast Don’t attend your interview on an empty stomach. Try to have something filling for breakfast, such as porridge or eggs, to ensure that your stomach isn’t rumbling and your mind is focused. However, if you’ve eaten anything strong smelling, such as garlic or onion, before your interview, make sure you brush your teeth to get rid of the odor! Have confidence You’ve done everything you can – make sure you walk into the building with a smile on your face and confidence in your own abilities. Good luck! Looking for a new opportunity? Secure your next interview by applying for a new role today via our job list at 242jobs.com.    
Bad hiring choices can cost your small business big money if you factor in the expense of paying the wrong employee for the job and spending time training someone who ultimately leaves. Replacing one employee who make s $8 hourly costs an average of $3,500 , according to the Society for Human Resource Management . The good news is that you can often spot potentially bad employees during the interview process if you know what to look for. To help get you started, we rounded up five of the worst types of employees and some tips on how to identify bad employees before it’s too late. The SOB Manfred Kets deVries, Distinguished Clinical Professor of Leadership Development and Organizational Change at INSEAD Business School in France, coined the term Seductive Operational Bully (SOB) to describe bullies masquerading as leaders. These employees look cool and confident on the outside — they can lay off an entire office without skipping a beat — but they might be masking metal problems. Interview red flags include candidates who are: Glib and charming, bordering on suggestive Able to lie with confidence and contradict facts that you know are true Praise his or her own accomplishments above and beyond his or her team’s abilities Sammy the Saboteur These bad employees stop at nothing to undermine their peers. As the SOB’s more subtle cousin, Sammy the Saboteur often fakes friendships and turns on coworkers. A saboteur “forgets” to email invites to certain coworkers about meetings, and she might even steal other people’s ideas. To sniff out the saboteur, ask questions related to how the candidate works with others. Another tactic is to ask for an example of a specific project that didn’t achieve its goals and why. See whether the candidate acknowledges how their own actions led to the project going off the rails or whether they continue to throw old coworkers under the bus. The Slacker These employees consistently miss deadlines, which causes problems for their own workflow while creating a ripple effect for other people involved in the project. Spot slackers before hiring them by asking situational questions in the interview such as, “Give me an example of instances when you took the lead on solving a problem.” And make sure you thoroughly check references. Prior employers will likely send up red flags to warn you. The Lump Also known as “ dead weight ,” these bad employees show up to work. And that’s about it. He might spend endless hours searching the Internet or browsing social media. Or, she might take extra-long coffee breaks, long lunches, and pointless rounds around the office. These employees have checked out before they even get started. Have them discuss their employment history in detail, and ask forced negative questions—such as “Why might I not want to hire you? ”—to try to provoke authentic answers rather than prefab responses to find candidates with real enthusiasm and drive. The Complainer A constant stream of complaining does more than just dampen office morale. It can also hinder brainstorming and make it harder to achieve success. Provoke interview red flags by asking candidates about how they handle tough situations, where they see themselves in the future, and most importantly ask for five things that the person liked least about his last position. Complainers will rally to task, and asking for five things instead of one can reveal telltale signs of a toxic complainer.
Are you approaching crunch time? You know, that make-or-break, end-of-the-year test of whether you’ve reached your business goals? If, as a business owner or business manager, you’ve smartly created an annual budget with revenue targets, you’re going to want to your New Year goals to be successful in the final quarter of your year. For some small businesses, this is easier said than done — and it all depends on the motivation of your employees to make it happen. Here’s a look at how to get everyone on board. Share the Plan for Accomplishing Business Goals If you haven’t done so already, gather your team together and share your business goals for the remainder of the year, and any New Year goals you’re thinking for 2018. What’s the necessary projected revenue? What’s the definition of success for your company? In order to meet a goal, you have to set one. Experts encourage having at least three specific, measurable business goals, and creating a plan to meet them. You have to be a confident, supportive leader to get your team excited. Friendly Competition Amongst Staff In industry jargon, this is known as “gamifying,” and who doesn’t like a game? Creating friendly competition among your staff starts with a public reward for success. There’s a balancing act here, though. Determine what each person can accomplish so that there are more winners than losers or everyone wins in some way. Setting small, weekly goals and having faith in your employees will go a long way to meeting the real bottom line. Reward Success for Accomplishments Incentives are key to motivation — anyone in Psychology 101 can confirm — but how is the question. The answer is simple: ask your employees. What do they want? An extra paid day off? A gift certificate to a local restaurant? Make sure that your reward for accomplishing business goals is an effective motivator, otherwise it might backfire. Bonuses come in many shapes and sizes. A more flexible work day, on-site yoga classes, and creative paid time off are just some ideas that don’t necessarily cut deeply into your budget. Keep Competition Fun Keep expectations high as you encourage fun competition among your employees so that it never feels like a burden. Instead, present your motivational techniques as a special, seasonal event that will mean more success for all — with your satisfied customers, of course, included. How do you motivate your staff to hit their year end business goals? Have you already started setting New Year goals? Now is a great time!
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