Month: March 2020

Common Questions about Criminal Justice Studies

There are some common misconceptions when it comes to the criminal justice field. You may have wondered: \”What can I do with a criminal justice degree?” Sit back and learn some of the finer points about the degree and potential careers in the field.
What do you think of when you think of criminal justice? Sexy crime scene investigators in Miami? “Gumshoes” in trench coats?
Hopefully you are laughing at those outdated stereotypes. Very few criminal justice positions look like what you see on TV. But that doesn’t mean the field can’t be a fulfilling and exciting career path. If you are considering earning a criminal justice degree online or in a traditional classroom then knowing the answers to a few common questions will start you off on the right foot. Take a look at the tidbits below to find out more about the field of criminal justice.

How do I know if Criminal Justice Studies is right for me?

If you like the idea of protecting and serving people in your community then Criminal Justice Studies could be a good fit. Likewise, working in criminal justice could help you take an interest in the law and turn it into a career. Enjoying working with people, piecing together different parts of a problem to come up with a solution, and believing that all people deserve to be treated well and equally could mean this is the right field for you.

What will I learn?

As part of many degree programs you can expect to develop a broad understanding of the U.S. criminal justice system by studying its aspects including law enforcement, courts, corrections and private security. Subjects may also include the nature and effects of criminal and delinquent behavior, state and federal court systems, correctional organizations and various law enforcement agencies. If you earn a criminal justice Bachelor\’s degree you will also learn about criminal law and procedures to resolving ethical issues and managing the human and business side of criminal justice.

What can I do with my degree?

Earning a Criminal Justice Studies degree offers many career paths. Examples include corrections officer, legal assistant, loss prevention specialist, police officer, security manager, and social and human services assistant. Be sure to research individual career paths to see what kind of degree they recommend. You can also check out our blog on Career Ideas for Criminal Justice Studies majors for more details on each career path.

What are the career projections for criminal justice fields?

There are different projections for the various career criminal justice career paths. According to the U.S. Bureau of Labor Statistics Occupational Outlook Handbook (OOH), police officers and detectives have a slower than average predicted growth. Those professions are expected to grow 4 percent by 2024, slower than the national average. Probation officers, correctional treatment specialists, security guards and legal assistants also have a 4% predicted growth rate

Where will I work?

Graduates with a Criminal Justice Studies degree work in many settings. Some work for private companies like a law firm, retail store or a corporation. Individuals may also pursue a public sector position working for the federal, state or local government or a non-profit organization.
If a career in criminal justice sounds interesting, consider enrolling in Bryant & Stratton College associates degree in Criminal Justice Studies or a Criminal Justice & Security Services diploma. You can learn more by calling 1.888.447.3528 and speaking with an admissions representative.
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DEAR REWORKER: WHAT BELONGS IN THE EMPLOYEE HANDBOOK?

Dear ReWorker,
My company has an Employee Manual stating company policies on vacation, sick time, tardiness, overtime, absences, conduct, appearance, drug testing, etc. We do not, however, spell out company policy regarding the day-to-day operation of our business.
We would like to start issuing written warnings to employees that violate operational policies by being rude to customers, charging items to customers with bad credit, not returning items to vendors in a timely manner and breaking other rules. Can we issue written warnings to employees that violate policies not included in the manual, or does every policy have to be spelled out before we reprimand our employees?
Sincerely,
Pondering Policy
___________________________________________________________________________________
Dear Pondering,
The short answer is yes, you can issue a warning even if the policy isn\’t included in the employee manual (or handbook).
It\’s worth discussing, however, what should be in the employee handbook to ensure that both employers and employees have a holistic document to use for different types of situations.
An employee handbook is a governing document for the company, which means it should include content that applies to everyone. While a concept such as \”rudeness to customers\” can be covered in the Code of Conduct section (employees shouldn\’t be rude to anyone, period), how items are returned to vendors only applies to the department that handles returns. Those types of policies are best left to individual departments and job descriptions. As long as your handbook is written properly, individual managers can come up with requirements for day-to-day operations, and write people up when necessary.
Companies are legally bound by their handbook, so make sure yours is both legally accurate and has policies that you\’re willing and able to defend in court. Make sure you avoid these common legal pitfalls.

Forgetting Local Law

Employment law is complex on the federal as well as the local level. For example, federal law governs whether or not someone is eligible for overtime pay (Fair Labor Standards Act, FLSA), how to handle employees and candidates with disabilities (Americans with Disabilities Act, ADA) and what qualifies as a legally protected leave of absence (Family Medical Leave Act, FMLA).
But there are also local laws that oversee the same areas. In Connecticut, for instance, non-exempt service workers are entitled to 40 hours of sick leave each year. Connecticut employers must offer at least that many hours, but can offer up to 80 hours if they prefer. They can even choose to extend the benefit to salaried exempt employees.

Accidentally Making a Contract

Many companies observe a 90-day probationary period after hiring a new employee, but what happens when the employee hits 91 days? Is that employee then \”permanent\”? You have to be careful with your wording here—unless you live in Montana, all workers are, by default, \”at-will\” employees, which means you can terminate them with or without reason whenever you want(as long as it isn\’t prohibited by law), and they can quit at any time (with or without notice) as well.
A handbook that states that an employee becomes \”permanent\” after a probationary period can negate that at-will status. The handbook is a binding contract, and if you\’re not deliberate with your wording throughout its entirety, you could wind up in a problematic situation.

Omitting Important Policies

Your handbook needs to include policies for vacations (how much you offer, how it\’s accrued or granted, whether it\’s paid out when someone leaves, etc), sickness (when are doctor\’s notes required, if ever), internal transfers, working from home, using company equipment and any other rules that have to be fair and consistent across the organization.
It\’s important to remember that handbooks don\’t have to cover every little thing, but the rules that are included must be accurate and carefully explained. Always have your handbook reviewed by an employment attorney, just to be safe.
With that said, don\’t feel any guilt about writing someone up for violating a tenant of their specific job, even if it\’s not listed in the employee handbook. Your duty as a manager is to ensure workers do their job well, so feel free to give them a warning when it\’s appropriate.
Sincerely,
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Careers in Healthcare with Online Certificate Programs

If you are interested in pursuing a profession which helps people, offers a variety of different work environments, and provides multiple outlets for professional advancement, a career in healthcare is a perfect fit. The healthcare industry encompasses a seemingly infinite array of positions, from administration and billing professionals, nurses and doctors, to upper-level management positions. One thing they all have in common is they require some form of certification and/or degree before you can be considered for employment.
Fortunately, no matter how busy you are, online certificate programs make it easy and affordable for you to receive the qualifications you need to obtain a satisfying career in healthcare. Healthcare certification programs online are flexible enough to work with any schedule.
  • Are you a single mom?
  • Are you tired of working full-time without any hope of career advancement?
  • Do you regret that you never received any education after high school?
Consider how jobs in healthcare can transform your life.
Healthcare Certifications List with Encouraging Employment Growth Rates
Here are some of the healthcare certifications which have encouraging job outlook statistics, based on reports published by the US Bureau of Labor Statistics. In addition to needing qualified applicants, these healthcare professions have higher-than-average salaries and provide plenty of opportunity for you to climb the career advancement ladder:
Health Services Administration
As opportunities for jobs in healthcare continue to increase, so does the need for superior management. An online degree in health services administration provides a comprehensive education in multiple aspects of the health arena: financial, legal, medical, and theoretical. It will also provide a solid foundation in management skills and practices. The need for health services administrators is expected to increase by 22% over the next several years with a  median salary as high as $84,000 per year. This is one of the most desirable careers in healthcare.
Medical Reimbursement and Coding
It’s one thing to work as an office assistant for a company that does medical reimbursement and coding, but once you receive your online degree, you will wonder why you didn’t do it years ago. Whether you choose to work in-house for an established medical billing corporation, work free-lance for local doctors, chiropractors, or medical facilities in your area, or choose to start your own medical billing business, this degree will make you an independent agent for your own career success. To make yourself an even more desirable applicant, you can diversify your coding expertise across both Physician Coding and Hospital/inpatient coding.
Medical Administration Assistant
Even with experience as a traditional Administrative Assistant backing you, your lack of medical terms, medical billing and coding, and medical software may stop you from obtaining a job in a medical office. The work is fast-paced and there is a need for qualified people who can fill the role with minimal on-the-job training and hit the ground running. By getting your degree as a Medical Administration Assistant, you open the doors to more exciting job opportunities and higher pay.
If you’re ready to advance your career horizons and spend your working time in a profession which is exciting, fast-paced, and devoted to healing people, pursuing an online certification and/or degree focused on careers in healthcare is your first step towards professional success.
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Researching Careers on LinkedIn

Before you start applying for jobs, it helps to know as much as possible about the types of jobs that will best fit your skills, and to get the broadest-possible frame for how many ways you might develop your career. Happily, LinkedIn has been developing a terrific tool to help you do just that and do a LinkedIn job search at the same time.
It’s called the “Skills & Expertise” section, and you can find it by clicking on the “More” tab at the far right end of the LinkedIn tabs shown across the top of the page. This will bring up a selection of options; you want to click on the one that says “Skills.”
This will bring up a page with a Search box where you can enter the career title or skill or keyword you’re interested in, and then all sorts of cool stuff will be presented for you to explore. For example, you’ll see information about:
Career description. In the center top of the page, there’s a description of that role, and the primary industry of which it’s a part (keep in mind, however, that these career profiles/descriptions are taken from Wikipedia, so some of them are right on target while others, shall we say, miss the mark?). In the description box, there’s also a small arrow pointing up or down with a number; this indicates the amount of growth (or contraction) going on in that career.
Related skills. To the left of the description is a list of “Related Skills” that like the career description, are a bit diverse in how on-target they are (for example, a search on libraries brings up baths, closets, and model homes as related skills in addition to other very relevant terms). Essentially, this section generally pulls up other careers that use skills similar to the ones in your search term, so you can see a potentially broader universe of opportunities for your skills.
LinkedIn members whose jobs include your search term. Doing a search on the term nursing, for example, brings up a list of “Nursing Professionals” on LinkedIn, so you can check out their profiles, where they work, what their career track has looked like, and what keywords they use to describe themselves and their work (to help you determine what keywords you want to use in your profile and search on for additional career info). You’ll also be able to see if anyone you know or are connected to through LinkedIn shows up in this list (LinkedIn will point them out for you).
The relative growth of this career path. Located at the top of the search-results page is a box that provides information about what aspects of the profession are growing or contracting. In the results for nursing, for example, two areas of better-than-average growth are midwifery and nurse practitioners.
Major employers in this field. Under a section title “Related Companies” (right-hand side of the search-results page), you’ll find a list of the major employers in your area of interest. Click on their name, and you’ll be taken to their company page, where you can explore more about them, their career opportunities, and job openings.
LinkedIn groups related to this career path. Most major professional associations now have LinkedIn groups where people can exchange information, talk about trends and issues, and connect with others in their field. Under “Nursing Groups” (lower left side of the page) you’ll find four groups: American Organization of Nurse Executives (3,837 members), Nursing Network (7,449 members), The R.N. Network (6,337 members), and the American Nurses Association (4,515 members). This section tells you a bit about the LinkedIn group then provides a “Join” button so you can join the group. Why join groups like these? To learn more about what people in this career do, where they work, what their concerns are, and reach out to them to start building your professional network.
Job listings. You may not be ready to apply for jobs yet, but there’s still great value in reading about various job descriptions in your potential career path. You have a chance to see what skills are expected, what aspects of the work are likely to appeal to you (or not), what employers look like they offer the best/most interesting opportunities, and what keywords seem to be used most commonly, so you can be sure you have these in your LinkedIn profile.
If you’re just starting your career, the LinkedIn “Skills & Expertise” section provides a great place from which to launch your career-exploration efforts, both in what potential job opportunities might look like, and who might be able to help you go after some of those opportunities when you’re ready to do so. If you’re already well into your career, this section can help you decide how to keep growing in your existing area, or learn more in preparation for a career change.
For more information about Bryant & Stratton\’s Career help for students click here: https://www.bryantstratton.edu/career-life-prep
About the Author
Acclaimed Career Coach, Kim Dority is a frequent presenter for Bryant & Stratton College Online. Dority is an information specialist, consultant, career coach, published author and adjunct professor at the University of Denver in Colorado. She has written extensively on career development for students and new graduates and is a frequent presenter, lecturer and panelist on career-related topics. Kim’s areas of expertise include professional branding, career transitions and career sustainability.

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Should Every Child Get a Flu Shot?

Because the flu is more dangerous for children than the common cold, the U.S. Centers for Disease Control recommends that all children over 6 months old get a flu shot. Each year, complications from the flu send an average of 20,000 children under age 5 to the hospital. Some children die; in 2012-13, 167 children were lost to the flu.
“The flu is here every year, and every year we have to be prepared, and the best way to protect yourself and your family is to get a flu shot,” said Dr. Jan Carney, associate dean for public health, professor of medicine and lead faculty for the University of Vermont’s online graduate public health certificate program. “Even at the start of flu season, it’s not too late to get a flu shot. If you haven’t already, make sure you follow the Department of Health’s recommendations and get vaccinated.”
Dr. Carney suggests that parents:
The CDC especially recommends the flu shot for children younger than age 5, and children of any age with a long-term health condition like asthma, diabetes or disorders of the brain or nervous system. Children with such health conditions are at risk of serious flu complications, such as pneumonia.
In addition, adults who come in contact with children under age 5 or with children with serious health conditions also should get a flu shot. The 2013-2014 flu vaccine protects people against the influenza viruses most likely to cause illness this year. With few exceptions, the CDC recommends that everyone older than 6 months get a flu shot – every year.
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Advice from a Paralegal

There are a lot of factors to consider when pursuing a career as a paralegal.  In this role you will be the right-hand assistant to lawyers and other legal professionals.
The job requires certain skills and personality traits, paired with the right training and credentials. Ann Atkinson, advanced certified paralegal and president of the National Association for Legal Assistants (NALA), offered the following advice to aspiring paralegal professionals.
Hone Your Administrative Skills Depending on the area of law in which you are employed (eg. litigation law, family law, etc.), your duties as a paralegal may vary. However, Atkinson said the position generally requires strong writing and administrative skills.
“Being organized is key,” she added.
You will likely be responsible for drafting cover letters, legal documents, and other important writing projects. You also will be responsible for working with clients, and in many cases, you may be the first person a client interacts with when they contact the firm. Accordingly, being personable is a must.
Get Your Associates Degree There are no education requirements for paralegals, but that doesn’t mean training and certifications are unnecessary. According to Atkinson, every business has its own set of standards for employees, and having higher credentials may set you apart from other candidates when applying for a job. If you are already employed, consider asking about tuition reimbursement programs for a traditional program or online school. Earning an associate\’s degree in paralegal studies can help to set you apart from other job seekers down the road.
Earn Additional Credentials Paralegal professionals can also earn their certified paralegal credential (CPL) through national organizations, like NALA. Individuals earn their certification by successfully completing the exam offered by the association. In addition to the basic certification exam, NALA also offers an advanced paralegal certification (APC), which allows paralegals to specialize in a particular area of law. While statistics from the US Bureau of Labor Statistics suggest that employment for paralegals and legal assistants is expected to grow, Atkinson said the job market is still very competitive. Getting certified through a national organization (in addition to earning an associate’s degree, paralegal studies) is critical in boosting your chances of getting hired.
Join an Association When you earn your certification through NALA, you are granted a one-year membership to the organization. Being an active member of a paralegal organization allows you to participate in leadership training and continuing education seminars, as well as networking events where you can build important connections with others in the field. These opportunities for professional development will play a large role in your budding career.
Be Flexible in Your Job Search Your search for a position as a paralegal should not be limited to law firms. There are plenty of companies that employ paralegals as part of their internal legal departments. Insurance companies, banks and real estate agencies are just a few examples. Be broad in your search for employment.
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Jobs and Career Outlooks with a Healthcare Administration Degree

There has never been a better time to pursue a healthcare administration degree. As the “Baby Boomer” generation retires, they create a two-fold need for qualified candidates entering the field of healthcare. Retirees leave their positions wide open for the next generation of healthcare administrators and – as they age – they create a larger demand for employees in all aspects of healthcare. Whether you plan to begin your career in the field of medicine and work up to an administration position, or plan to enter the field of healthcare administration directly after obtaining a degree, your job and career outlooks are resoundingly positive.
What can you Do with a Healthcare Administration Degree?
The US Department of Labor’s Occupational Handbook projects employment rates for healthcare administrators will grow by 17% over the next eight years. This is significantly faster than the average job growth statistics for other careers. In addition to the rising Baby Boomer population, rapid technological changes put additional pressure on hospitals, doctors’ offices, and medical clinics to hire healthcare professionals with the most current and in-depth understanding of medical coding and classification software as well as electronic health record (EHR) systems technologies.
In order to have the best prospects of securing a job in the field of healthcare administration, candidates need to be educated at accredited universities offering a variety of classes designed to support well-rounded graduates. Healthcare Administrators do more than just “manage.” They are responsible for:
  • All aspects of day-to-day healthcare facility management
  • Keeping up (and adhering to) the latest healthcare legislation and policies
  • Employee hiring/firing, creating and sticking to budgets
  • Acting as public relations representatives for their healthcare facility.
That’s a tall order for any employee which is why finding the right candidates can be incredibly challenging.
Landing a Job as a Healthcare Administrator
There are several things you can do to increase your chances of landing a job directly after graduation.
  • Attend an accredited college with a reputation for graduating competent and prepared graduates with a healthcare administration degree.
  • Take classes with a wide subject base to show future employers you are not only a successful healthcare manager, you are astute in the areas of accounting/finance, technology, and customer relations. They need to know you can jump in and perform competently on multiple levels.
  • Take advantage of any career experience opportunities your campus offers so that you can become educated in a variety of healthcare arenas. You never know whether your degree will take you to a large urban hospital or a small rural non-profit clinic. The more experience you have the better.
While nobody would say healthcare administrators have it easy, the position can provide a lifetime of both personal and professional satisfaction. If you want to know more about becoming a Healthcare Administrator contact the Admissions office: https://www.bryantstratton.edu/admissions. 

Bryant & Stratton College Men’s & Women’s Soccer Poised for National Tournament

Not many teams can travel over 500 miles and still say they’re close to home. But the Bryant & Stratton College men’s and women’s soccer teams will be doing just that when they travel to Virginia Beach, VA for the 2016 USCAA National Championships.Women's Soccer
While the Bobcats will be three states away from the Syracuse campus, they’ll be just six miles from the Virginia Beach campus location, offering a little bit of a home field feel to this year’s championships.
Both teams enter the tournament with high expectations as each finished in the top-five of their respective polls. The women finished the year 9-4-1 and aside from a non-conference loss to ASA College, only fell to teams who finished above them in the polls. The same goes for the men’s side as the only blemish on their 10-1 season came at the hands of the tournament’s #1 seed, University of Maine-Fort Kent.
Both teams share the challenge of topping UMFK as neither the BSC men or women could topple their foes from the northeast. Yet, strong play kept both Bobcats squads near the top of the USCAA polls all season long and each side was rewarded as the top seed in their respective pools for the National Tournament.
The men enter the tournament as the #3 seed, behind only UMFK and Florida College. BSC’s pool will feature #6 Penn State-Brandywine and #10 University of Maine-Machias. Both Brandywine and Main-Machias represent stiff tests for the Bobcats as the two teams combined for 27 wins and just two losses on the year.
With their only loss coming to UMFK, the Bobcats enter the tournament with one of the strongest resumes available. Bested only by UMFK and Florida College’s undefeated records, the Bobcats boast wins over tournament participants SUNY ESF, SUNY Delhi and Albany College of Pharmacy & Health Science. In the three victories, BSC conceded just once while scoring a combined 17 goals against the three fellow National Championship contenders.
The Bobcats are powered by a multi-pronged attack that features five players who have scored four or more goals but only one leading scorer, Alex Pompo, appearing in all 11 games. Despite the lack of a bona fide poacher on the attack, BSC still finished third in the nation in goals per game with 5.27. Their total off 58 goals is 40 fewer than the national leaders but the Bobcats played far fewer games than the teams that rank above them in total goals, indicating that the Bobcats’ overall scoring rank may be deceiving to some.
At the front of the Bobcats attack will be Gontzal Gili Balaguer (9 goals), Matthieu LeRoux (8 goals) and Pompo (7 goals). Meanwhile, Refik Begic and Harry Watson have split most of the time in goal this season, sharing five clean sheets and giving head coach Nick Dimitrievski a tough decision once the games are underway.
Men's soccer huddleThe men’s squad will kickoff their assault on the National Championship on Thursday, November 10 against Penn State-Brandywine at 2:00. Their second pool play game comes the following day with another 2:00 kickoff against Maine-Machias. The winners of each pool advance to the elimination round where the final four teams face off in a single elimination format.
On the women’s side, the Bobcats again enter the tournament as the top seed in their group, but as the #4 seed they’ll have tighter competition to overcome. They’ll face #5 Cleary University and the #9 seed, the Penn State University Athletic Conference champion.
One first glance, the women’s season is one of fits and starts. The squad never won more than three games in a row with three of their four losses coming by two goals or less and being shutout twice (one instance was a 0-0 draw). That, despite scoring five or more goals in five contests this season.
The Bobcats feature a trio of deadly scorers who, if market poorly are capable of scoring at will. Kai Jacobs has been dominant for the entire year, scoring 12 goals and adding a staggering 11 assists on the year. She’s not the only Bobcat capable of providing a well-placed final pass as Lissette Rodriguez, Maria Vela and Andrea Giron all have five or more helpers on the season. That trio has played a major role in the success of Jacobs and her fellow leading scorers, Portia Davis and Shareka Joseph.
Both Davis and Joseph boast nine goals a piece and combined with Jacobs’ efforts, they account for nearly 60% of BSC’s offense on the year. The trio are also the most likely to tally a winning goal for the Bobcats, as may be expected given the share of the offense they contributed. In total the trio have seven of BSC’s nine game winners this season with Davis picking up four on her own.
You can expect to see Megan Hagadorn in goal for the Bobcats as she played in 12 of BSC’s 14 games this year, collecting a 6-4-1 record. However, don’t rule out Lissette Infante playing some sort of role as her two starts both resulted in wins this year, giving Alex Grigorita two strong choices in net.
The action for the women kicks off on Friday, November 11 at 10:00 when they face Cleary. Their second game comes at 10:00 am on the 12th against Penn State. Should they advance, the Bobcats will play the winner of pool A, which includes old friends, University of Maine-Fort Kent.
Keep up with all the action at the Bryant & Stratton College athletics website: www.bscbobcats.com. If you wish to watch the men’s and women’s selection shows, the links are available below:
USCAA Men’s Soccer Selection Show

Pursuing Medicine after a Life-Changing Accident

Before deciding to study medicine, Roman Pettigrew was a musician with a major label record deal.
He was a guitarist in Team Spirit, a New York City-based rock band signed with Warner Brothers and Vice Music. Pettigrew, who grew up in London, toured the country with his three bandmates. Life was good, for a while anyway. Eventually, there was conflict among the group. It wasn’t long before the band members grew disillusioned and decided to call it quits.
“It ended in tears, really. It’s the oldest story there is on why we broke up,” Pettigrew says. “We hadn’t quite made it to the next level. We never even made it to the tour bus stage. We were always in a van having to take turns driving through the night to the next city. That lifestyle is worth it if you really want it. But I didn’t anymore.”
Pettigrew wanted to do something else with his life, but he wasn’t entirely sure the path he wanted to take. It wasn’t until a severe accident and undergoing major surgery that he decided to pursue medicine at UVM.
In August 2013, one week after he bid farewell to his music career, Pettigrew was in a devastating biking accident in New York when another cyclist collided with him head-on. Remarkably, Pettigrew was able to get himself up and walk home. It was only when his parents prodded him to seek medical attention that Pettigrew went to the hospital 48 hours after the crash.
Doctors ordered a CT scan and discovered bleeding inside Pettigrew’s skull, which required the 30-year-old to undergo emergency brain surgery at New York-Presbyterian Cornell Weill Medical Center in Manhattan.
“I didn’t go to the hospital for two days, which was silly. When you have a brain injury, you’re not thinking straight,” he recalls. “I fractured my skull and my eye socket. I was very lucky to survive the accident and even be OK.”
For Pettigrew, an exchange he had with a doctor before surgery prompted him to change his life. “The turning point for why I wanted to be a doctor was having one of the physicians say to me: ‘You’re a moron for not coming in, but you’re a tough bastard,’” he says with a laugh. “She was right. When you’re a doctor, you’ve got to tailor what you’re saying to a patient. She said the right thing to the right person. That’s exactly what I needed to hear.”

The Pursuit of a Career in Medicine

It wasn’t just the tough love he received from the New York doctor that made him consider a career in medicine. While recovering from surgery in the ICU, a childhood friend Pettigrew hadn’t seen in 15 years showed up at his door. The friend was a Harvard Medical School graduate doing his residency at the New York hospital where Pettigrew was a patient.
“It was the craziest thing for him to walk into my hospital room,” he says. “It was one of those things when you’re really low, and a random thing can happen and make you really happy.”

Coming to Vermont

The following January, Pettigrew enrolled in UVM’s Post-Baccalaureate Premedical Program so he could earn the prerequisites to attend medical school.
“I decided that I’d had enough grinding away in the music business, and would like to use my experience to help others,” he says. “I had also had enough of New York, and I had always heard lovely things about Burlington and Vermont.”
Born in South Korea, Pettigrew was interested in becoming a doctor when he was a teenager. But music was also his passion. Pettigrew, whose father is American, decided to go to college in the United States. After attending Duke University for one year, Pettigrew realized he wanted to major in music and transferred to the Berklee School of Music in Boston.
Upon graduation in 2008, he moved to Los Angeles and worked on scoring films and television shows (including the WB’s Smallville television series). However, the writers’ strike at that time proved it difficult to find consistent work. He moved back to New York in 2011 to join Team Spirit.

What the Future Holds

Pettigrew will complete the Post-Bac program at UVM in May, and start applying to medical schools for fall 2016. He is interested in emergency medicine and hopes to study at the UVM College of Medicine.
“My accident is something I feel very fortunate about because it gave me a fresh start,” he says, noting that the experience has made him more at peace with his own mortality.
Pettigrew says one of the highlights of his time at UVM so far was attending a lecture given by Page Hudson, M.D., assistant professor of surgery at the College of Medicine.
“Dr. Hudson gave the best lecture. He basically started off by telling us, ‘You are all going to die.’ His lecture was about being an ER doctor, and about death, medicine, and poetry. It was brilliant,” he says. “If anything, I’m a lot more relaxed about death now. After the accident, I still ride my bike. If I die riding my bike, there are worse ways to go. Being afraid of death is a waste of energy.”
Pettigrew is also able to easily connect with people and put them at ease, which is why he believes he’ll make a good physician someday.
“As someone who has been through an intense emergency, I’ve learned a few things,” he says. “The great thing about being a health care professional is that you’re in a position to change someone’s life every day.

What’s the Difference Between Sales and Marketing?

By Joe Candido
Sales and marketing are similar functions yet also very different. Much of the confusion comes from the perspective or “lens” one uses when comparing them. From a communications perspective, they both attempt to engage the target prospect or customer and build a relationship. What I tell my students in leadership training exercises is this: both sales and marketing want to establish credibility and differentiate. The goal is the same with each using a different approach.
Typically, the marketing approach is a one to many style and the medium is less personal. Think about advertising, brochures, telemarketing, websites, etc. They are all designed to reach a very large target group with minimal human interaction.
On the other hand, sales is usually one-to-one or one to a very small number, and the medium is much more direct with either the phone or in-person approach. The cost per “touch” is much higher using sales, which is much more direct, influential, and intimate than marketing.
From an analysis perspective, marketing is data-driven using proven and often scientific research methods like quantitative and qualitative approach, and mining and analysis of huge and multi-sourced database often referred to as “big data.”
Sales does not have such a discipline. Problem solving, solution creation, and negotiation are squarely in the sales domain, requiring a highly interactive exchange of information that is much better served with a person-to-person approach.
Imagine trying to describe your problem to a machine. Oh wait, we do that all the time when calling an 800-number number with automated customer support, which is often a frustrating experience. I strongly believe that complex matters are best served by a direct person-to-person approach. Reputation, trust, and promise are shared and promoted by both marketing and sales.
Marketing focuses on brand management, customer satisfaction/experience, and market share analysis. Messaging, alignment with the customer, conveying the company values, are all hallmarks of building and maintaining the brand. Sales demonstrates these elements through their on-going work with the prospect and customer. Sales brings the brand promise to life (or not) as they address questions, solve problems, and build relationships.
There are many other comparisons to make but they all tend to lead us to the same understanding. Sales and marketing largely perform the same function – engage the target prospect or customer, build a relationship, and do business.
Sales and marketing are highly complementary and should be viewed and two functions serving the same goal. Sales and marketing strategies and tactics should be aligned along with the leadership teams. Yet, sadly most companies find these two departments at odds as neither recognize the value of the other.
Sales and marketing must work together in order to succeed. Your company’s future depends on it

Don’t Let Social Media Kill Your Career

Social media can kill your career. That’s not surprising, nor is it new. But right now, with recent college graduates out there job hunting and since it is an election year, this is a great time to be warned again. People are overlooked for job interviews and promotions and they get fired, all for making inappropriate posts on social media. 
“People need to be reminded,” said Deborah Brown-Volkman, professional certified coach at SurpassYourDreams.com, “just like every year at Christmas time, we remind them not to drink too much at the office party or tell the boss what they think of him.”
Because people use social media 24/7, saving your career means more than just deleting those Friday night photos. Here’s what you need to know to avoid committing social media career killers.
Employers are going to explore online and they will find you
“Present and future employers look at and monitor your social media sites,” said Brown-Volkman. “Some companies have compliance departments that monitor them and go so far as to ask for LinkedIn passwords to monitor your mail,” she added.
social-media blockEveryone has a different sense of humor
What’s funny to you may deeply offend another. No employer wants to be insulted nor do they want to risk other employees or potential customers being offended. And, just because you’re simply sharing or reposting, that doesn’t mean you will be off the hook. People’s perceptions of you as a professional can change dramatically if they see you rant and rave about provocative topics.
“Don’t share or talk about anything controversial,” said Brown-Volkman. “You can be a republican or a democrat, but the point of view stuff that makes you or others respond angrily or start blaming, will get you in trouble too,” she added.
There is such a thing as over-exposure
Ever get sick and tired of hearing the same song everywhere you go or every time you get in the car? Or, what about seeing the same celebrity interview on every morning, noon and nighttime show? That’s exactly the reason you shouldn’t over share on social media. People will not only get sick of ‘seeing’ you, but they may question your credibility if all they see are things you posted all day long. When would you have had time to actually do some work?
Nothing is private! 
“People are going to look at your profile and anything you post is fair game,” said Brown-Volkman. “Even if you adjust your privacy settings, they somehow see it.” When you think you’re venting to only your closest one hundred friends, there could be one hundred more who take it out of context or share with their one hundred closest friends. And remember, there is no privacy setting for preventing someone from taking screenshots of your posts and sending them to someone else.
“Post G-rated stuff like pictures of you smiling, with your family and friends, or being active, like climbing a mountain or running a race,” said Brown-Volkman. Also, differentiate between personal and professional accounts. Use LinkedIn to connect with colleagues, clients and potential employers and to share career or business news. Reserve Facebook to give family and real friends, fun updates and information. When all is said and done, the best advice for professionals is to keep social media posts clean and upbeat at all times.

Instructor Blog: Exploring Workplace Capabilities

What are workplace capabilities, and how do they relate to your courses at Bryant & Stratton College? In each supplemental syllabus, there is a section called “Workplace Capabilities” and a description of which capability will be addressed in that particular course. The chart will look like this:
Bryant & Stratton College Workplace Capabilities
Tolerance
Communication
Attitude
Interpersonal Skills
Perseverance
Enthusiasm
Problem Solving
Persuasion
Productivity
Dependability
Informational Literacy
Technological Literacy
Why are these capabilities important, and how will courses help you improve in these areas? In the workforce, employers are looking not just for the qualifications of the position but the “soft skills” that make some job candidates stand out more than others. The first workplace capability is tolerance. In any environment, you will come across others who have different lifestyle choices, backgrounds and personalities than what you might be used to or comfortable with. In a professional setting, it is important to maintain a working relationship with others. In the classroom, online or on campus, you will also come across others with different backgrounds and beliefs.
The classroom is a great place to practice tolerance. This can be as simple as not commenting on something you don’t agree with if it isn’t relevant to the topic of discussion.   Tolerance doesn’t mean that you pretend to agree with people, it just means that you maintain civility in interacting with others. In discussion and through providing feedback on the portfolio projects of your peers, you will have experience with maintaining a tolerant and respectful attitude towards people from many walks of life.   To read more about tolerance, visit the following website:  http://www.mindtools.com/pages/article/tolerance-workplace.htm.
The second capability is communication.  While this may seem obvious, it is an opportunity to set yourself apart through being respectful, professional and clear.   For example, when emailing an employer, including his or her name helps develop a friendly tone. Simple phrases such as “please” and “thank you” show respect and prevent the tone of an email from sounding demanding.  Communicating with peers and instructor is a great opportunity for practicing professional communication.  Discussion is a great opportunity to practice communication, as you will address a variety of topics with a large variety of people. You will learn more about professional communication in ENGL 250 Research and Writing II. 
Communicating clearly and professionally is essential for any field.  Candidates who show a lack of clear, professional communication may never get past the interview stage.
Stay tuned for a description of more workplace capabilities!

https://www.youtube.com/channel/UCCzOJDJZHoBttdHAjJsnN9w?sub_confirmation=1

WHY RECRUITERS ARE YOUR COMPANY\’S BEST BRAND REPRESENTATIVES

When you think about who communicates with people outside of your company the most, you probably think of sales reps, but you should be looking at your recruiters. In fact, they spend almost all their time talking with or about people who aren\’t employees. Glassdoor says each corporate position receives an average of 250 applicants. Of course, that number is going to vary wildly depending on the position, but recruiters can potentially interact with thousands of people every year.
Even though they aren\’t public relations specialists or marketing pros by title, a big part of their job is not only to attract and select the right candidates for the right roles, but also to present your organization in the best possible light to individuals and organizations—such as universities or talent agencies.
Because of the sheer number of people they interact with on a regular basis, recruiters play a crucial role in generating a positive impression of your company. Here\’s how recruiters can serve as marketing agents, brand ambassadors or even PR agents, outside the scope of hiring new employees.

Job Candidates Are Consumers, Too

No matter what your company does, it\’s quite possible that your job candidates are also your customers. You want every one of those candidates to continue to do business with you even if they don\’t get the job. That requires treating all candidates with respect and ensuring they know you value their time.
Candidates fill other roles—they\’re consumers, they work for other firms and they conduct business with your competitors. They have a voice. It used to be that PR reps could control a company\’s image—now, anyone with a Twitter, Facebook, Instagram, LinkedIn or Glassdoor account can build a following and change the perception of a company.

The Recruiter\’s Guide to Brand Representation

Knowing that every customer recruiters interact with can have an impact on your brand perception, it\’s important for recruiters to be truly good brand representatives. To do that, they need to do a better job with regard to candidate experience. Today, almost 60 percent of job candidates say they\’ve had a negative candidate experience, and 72 percent of those have shared their bad experience online.
Here\’s how recruiters can change their ways, and keep candidates postive about the company:
  • Keep candidates updated and informed. No ghosting!
  • Send rejection emails as well as offer emails. People want to know when they should move on.
  • Reward people for applying. When Hard Rock Cafe opened a restaurant in a new city, they gave a free drink coupon to everyone who applied, and everyone who interviewed got a free meal coupon as well. I interviewed the company about the promotion, and they told me that applicants not only redeemed these offers, but also brought their friends.
  • Treat candidate\’s time as precious. They have jobs (often), homes and families, so use their time judiciously. Limit the number of times they need to come in for face-to-face interviews. If you want to see sample work, work with hiring managers to create a manageable assignment that will take less than an hour.
Doing these things gives people positive feelings about your company, regardless of whether or not they get the job, and that\’s good for your company\’s brand. When your company has a great reputation, not only will people want to do business with your company, they\’ll also want to work for it.
https://www.youtube.com/channel/UCCzOJDJZHoBttdHAjJsnN9w?sub_confirmation=1

WHY RECRUITERS ARE YOUR COMPANY\’S BEST BRAND REPRESENTATIVES

When you think about who communicates with people outside of your company the most, you probably think of sales reps, but you should be looking at your recruiters. In fact, they spend almost all their time talking with or about people who aren\’t employees. Glassdoor says each corporate position receives an average of 250 applicants. Of course, that number is going to vary wildly depending on the position, but recruiters can potentially interact with thousands of people every year.
Even though they aren\’t public relations specialists or marketing pros by title, a big part of their job is not only to attract and select the right candidates for the right roles, but also to present your organization in the best possible light to individuals and organizations—such as universities or talent agencies.
Because of the sheer number of people they interact with on a regular basis, recruiters play a crucial role in generating a positive impression of your company. Here\’s how recruiters can serve as marketing agents, brand ambassadors or even PR agents, outside the scope of hiring new employees.

Job Candidates Are Consumers, Too

No matter what your company does, it\’s quite possible that your job candidates are also your customers. You want every one of those candidates to continue to do business with you even if they don\’t get the job. That requires treating all candidates with respect and ensuring they know you value their time.
Candidates fill other roles—they\’re consumers, they work for other firms and they conduct business with your competitors. They have a voice. It used to be that PR reps could control a company\’s image—now, anyone with a Twitter, Facebook, Instagram, LinkedIn or Glassdoor account can build a following and change the perception of a company.

The Recruiter\’s Guide to Brand Representation

Knowing that every customer recruiters interact with can have an impact on your brand perception, it\’s important for recruiters to be truly good brand representatives. To do that, they need to do a better job with regard to candidate experience. Today, almost 60 percent of job candidates say they\’ve had a negative candidate experience, and 72 percent of those have shared their bad experience online.
Here\’s how recruiters can change their ways, and keep candidates postive about the company:
  • Keep candidates updated and informed. No ghosting!
  • Send rejection emails as well as offer emails. People want to know when they should move on.
  • Reward people for applying. When Hard Rock Cafe opened a restaurant in a new city, they gave a free drink coupon to everyone who applied, and everyone who interviewed got a free meal coupon as well. I interviewed the company about the promotion, and they told me that applicants not only redeemed these offers, but also brought their friends.
  • Treat candidate\’s time as precious. They have jobs (often), homes and families, so use their time judiciously. Limit the number of times they need to come in for face-to-face interviews. If you want to see sample work, work with hiring managers to create a manageable assignment that will take less than an hour.
Doing these things gives people positive feelings about your company, regardless of whether or not they get the job, and that\’s good for your company\’s brand. When your company has a great reputation, not only will people want to do business with your company, they\’ll also want to work for it.
https://www.youtube.com/channel/UCCzOJDJZHoBttdHAjJsnN9w?sub_confirmation=1

WHY RECRUITERS ARE YOUR COMPANY\’S BEST BRAND REPRESENTATIVES

When you think about who communicates with people outside of your company the most, you probably think of sales reps, but you should be looking at your recruiters. In fact, they spend almost all their time talking with or about people who aren\’t employees. Glassdoor says each corporate position receives an average of 250 applicants. Of course, that number is going to vary wildly depending on the position, but recruiters can potentially interact with thousands of people every year.
Even though they aren\’t public relations specialists or marketing pros by title, a big part of their job is not only to attract and select the right candidates for the right roles, but also to present your organization in the best possible light to individuals and organizations—such as universities or talent agencies.
Because of the sheer number of people they interact with on a regular basis, recruiters play a crucial role in generating a positive impression of your company. Here\’s how recruiters can serve as marketing agents, brand ambassadors or even PR agents, outside the scope of hiring new employees.

Job Candidates Are Consumers, Too

No matter what your company does, it\’s quite possible that your job candidates are also your customers. You want every one of those candidates to continue to do business with you even if they don\’t get the job. That requires treating all candidates with respect and ensuring they know you value their time.
Candidates fill other roles—they\’re consumers, they work for other firms and they conduct business with your competitors. They have a voice. It used to be that PR reps could control a company\’s image—now, anyone with a Twitter, Facebook, Instagram, LinkedIn or Glassdoor account can build a following and change the perception of a company.

The Recruiter\’s Guide to Brand Representation

Knowing that every customer recruiters interact with can have an impact on your brand perception, it\’s important for recruiters to be truly good brand representatives. To do that, they need to do a better job with regard to candidate experience. Today, almost 60 percent of job candidates say they\’ve had a negative candidate experience, and 72 percent of those have shared their bad experience online.
Here\’s how recruiters can change their ways, and keep candidates postive about the company:
  • Keep candidates updated and informed. No ghosting!
  • Send rejection emails as well as offer emails. People want to know when they should move on.
  • Reward people for applying. When Hard Rock Cafe opened a restaurant in a new city, they gave a free drink coupon to everyone who applied, and everyone who interviewed got a free meal coupon as well. I interviewed the company about the promotion, and they told me that applicants not only redeemed these offers, but also brought their friends.
  • Treat candidate\’s time as precious. They have jobs (often), homes and families, so use their time judiciously. Limit the number of times they need to come in for face-to-face interviews. If you want to see sample work, work with hiring managers to create a manageable assignment that will take less than an hour.
Doing these things gives people positive feelings about your company, regardless of whether or not they get the job, and that\’s good for your company\’s brand. When your company has a great reputation, not only will people want to do business with your company, they\’ll also want to work for it.
https://www.youtube.com/channel/UCCzOJDJZHoBttdHAjJsnN9w?sub_confirmation=1