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.

WHY YOU MIGHT JUST NEED A GREAT \’TWESUME

At a time when our digital and social lives play out in all kinds of new forms and platforms (and at all hours) I suppose no one should be surprised that the Twesume — yes, a 140-character attempt compacting a CV into a tweet — has arrived on the scene. What\’s a hiring manager to do with a new \”stack\” — or stream? — of Twesumes? Some are are taking it pretty seriously while others chalk them up as just more social-networking ephemera.
Gerritt Hall — CEO of New Jersey-based RezScore, an online service for job seekers (and a contributor to the startup advice site Bootstrapper) — is unsurprisingly bullish on the concept, but offers some compelling data to back that up. With more than 500,000 users — 20 percent of whom are considered \”power users\” because they upload their resume constantly, RezScore has to stay ahead of the curve when it comes to Twesumes and other cutting-edge job hunting tactics.
\”The Twesume is a cool concept,\” he says. Why? Too many candidates, he says, oversell themselves with bloated resumes; Twitter\’s forced brevity can be a blessing for job seekers and hiring managers scanning for the basic, quick essentials. Want to get the attention of a recruiter who\’s got 200 unopened resumes in his or her inbox? \”If you can get your resume down to 140 characters, that’s all you really need,\” says Hall.
Not everyone agrees, of course. Skeptics argue that offloading job history to Twitter can actually create more work for HR and that Twitter isn\’t the right channel with which to be presenting yourself as a professional. Regardless, Hall suggests some simple best practices to at least avoid embarrassing yourself. A decent Twesume, he says, needs a few key ingredients:
  • The job title you’re seeking
  • A shorthand description of your current role and skills
  • A few hashtags that will help you show up in a recruiter’s search results
  • A link to your LinkedIn profile
“As you see,” says Hall, “it should be very short. Ideally, you would also actually tweet your Twesume at the company you want to get hired at. The goal is to really make it easy for the hiring manager or the recruiter to find you.”

Hot in Some Industries, Cold in Others

Currently, according the RezScore\’s statistics, the top industries tweeting their Twesumes are web engineering (accounting for 16.6 percent of all Twesumes submitted) and marketing and public relations (who follow in second place at 12.7 percent). At the opposite end of the spectrum, not surprisingly, are security (0.2 percent) and finance (0.8 percent). 
Hall\’s confidence comes from practicing a little of what he preaches: He has used Twesumes to successfully recruit and hire graphic designers. \”We found them to be very high quality. The graphic designers included a link to their portfolio in their tweet making it very easy to find their work and browse through it to see if there was a style match.”

WHY YOU MIGHT JUST NEED A GREAT \’TWESUME

At a time when our digital and social lives play out in all kinds of new forms and platforms (and at all hours) I suppose no one should be surprised that the Twesume — yes, a 140-character attempt compacting a CV into a tweet — has arrived on the scene. What\’s a hiring manager to do with a new \”stack\” — or stream? — of Twesumes? Some are are taking it pretty seriously while others chalk them up as just more social-networking ephemera.
Gerritt Hall — CEO of New Jersey-based RezScore, an online service for job seekers (and a contributor to the startup advice site Bootstrapper) — is unsurprisingly bullish on the concept, but offers some compelling data to back that up. With more than 500,000 users — 20 percent of whom are considered \”power users\” because they upload their resume constantly, RezScore has to stay ahead of the curve when it comes to Twesumes and other cutting-edge job hunting tactics.
\”The Twesume is a cool concept,\” he says. Why? Too many candidates, he says, oversell themselves with bloated resumes; Twitter\’s forced brevity can be a blessing for job seekers and hiring managers scanning for the basic, quick essentials. Want to get the attention of a recruiter who\’s got 200 unopened resumes in his or her inbox? \”If you can get your resume down to 140 characters, that’s all you really need,\” says Hall.
Not everyone agrees, of course. Skeptics argue that offloading job history to Twitter can actually create more work for HR and that Twitter isn\’t the right channel with which to be presenting yourself as a professional. Regardless, Hall suggests some simple best practices to at least avoid embarrassing yourself. A decent Twesume, he says, needs a few key ingredients:
  • The job title you’re seeking
  • A shorthand description of your current role and skills
  • A few hashtags that will help you show up in a recruiter’s search results
  • A link to your LinkedIn profile
“As you see,” says Hall, “it should be very short. Ideally, you would also actually tweet your Twesume at the company you want to get hired at. The goal is to really make it easy for the hiring manager or the recruiter to find you.”

Hot in Some Industries, Cold in Others

Currently, according the RezScore\’s statistics, the top industries tweeting their Twesumes are web engineering (accounting for 16.6 percent of all Twesumes submitted) and marketing and public relations (who follow in second place at 12.7 percent). At the opposite end of the spectrum, not surprisingly, are security (0.2 percent) and finance (0.8 percent). 
Hall\’s confidence comes from practicing a little of what he preaches: He has used Twesumes to successfully recruit and hire graphic designers. \”We found them to be very high quality. The graphic designers included a link to their portfolio in their tweet making it very easy to find their work and browse through it to see if there was a style match.”

WHY YOU MIGHT JUST NEED A GREAT \’TWESUME

At a time when our digital and social lives play out in all kinds of new forms and platforms (and at all hours) I suppose no one should be surprised that the Twesume — yes, a 140-character attempt compacting a CV into a tweet — has arrived on the scene. What\’s a hiring manager to do with a new \”stack\” — or stream? — of Twesumes? Some are are taking it pretty seriously while others chalk them up as just more social-networking ephemera.
Gerritt Hall — CEO of New Jersey-based RezScore, an online service for job seekers (and a contributor to the startup advice site Bootstrapper) — is unsurprisingly bullish on the concept, but offers some compelling data to back that up. With more than 500,000 users — 20 percent of whom are considered \”power users\” because they upload their resume constantly, RezScore has to stay ahead of the curve when it comes to Twesumes and other cutting-edge job hunting tactics.
\”The Twesume is a cool concept,\” he says. Why? Too many candidates, he says, oversell themselves with bloated resumes; Twitter\’s forced brevity can be a blessing for job seekers and hiring managers scanning for the basic, quick essentials. Want to get the attention of a recruiter who\’s got 200 unopened resumes in his or her inbox? \”If you can get your resume down to 140 characters, that’s all you really need,\” says Hall.
Not everyone agrees, of course. Skeptics argue that offloading job history to Twitter can actually create more work for HR and that Twitter isn\’t the right channel with which to be presenting yourself as a professional. Regardless, Hall suggests some simple best practices to at least avoid embarrassing yourself. A decent Twesume, he says, needs a few key ingredients:
  • The job title you’re seeking
  • A shorthand description of your current role and skills
  • A few hashtags that will help you show up in a recruiter’s search results
  • A link to your LinkedIn profile
“As you see,” says Hall, “it should be very short. Ideally, you would also actually tweet your Twesume at the company you want to get hired at. The goal is to really make it easy for the hiring manager or the recruiter to find you.”

Hot in Some Industries, Cold in Others

Currently, according the RezScore\’s statistics, the top industries tweeting their Twesumes are web engineering (accounting for 16.6 percent of all Twesumes submitted) and marketing and public relations (who follow in second place at 12.7 percent). At the opposite end of the spectrum, not surprisingly, are security (0.2 percent) and finance (0.8 percent). 
Hall\’s confidence comes from practicing a little of what he preaches: He has used Twesumes to successfully recruit and hire graphic designers. \”We found them to be very high quality. The graphic designers included a link to their portfolio in their tweet making it very easy to find their work and browse through it to see if there was a style match.”

Save Our Children from Sitting Disease

You might wonder whether to pursue a master’s degree. Why do it? Not only is there the satisfaction of gaining additional knowledge, skills and credibility, but you also may become more financially secure.
According to the U.S. Bureau of Labor Statistics (BLS), people with master’s degrees earn a median annual salary of nearly $70,000 compared with $57,600 for those with bachelor’s degrees and $40,400 for those with associate’s degrees. They have lower unemployment as well: 3.4 percent for master’s-degree holders versus 4 percent (bachelor’s) and 5.4 percent (associate’s).
Even more, jobs typically requiring a master’s degree are projected to grow the fastest over the next decade — 18.4 percent — compared with jobs requiring doctoral, professional, bachelor’s or associate’s degrees, the BLS notes. The slowest growth will be for jobs requiring a high school diploma or equivalent.

But what can you do with a master’s degree? Who gets master’s degrees? What are the trends?

Years ago, postgraduate education was reserved for those who wanted to teach at the college level or to practice medicine or law. But nowadays, many employers, including those in business, education, government, engineering and health sciences, may desire or even require master’s degrees.
Increasingly, health sciences professions have emulated medicine in requiring a doctorate as the terminal degree, although the number of years required is less than that for a medical degree.
Physical therapy once required only a bachelor’s degree. Now, physical therapists need a doctorate to get hired out of school, something that is not without controversy, according to The Chronicle of Higher Education. Occupational therapy seems not far behind in promoting professional doctorates, sometimes called clinical doctorates.
“Many professional associations, representing such disciplines as pharmacy, physical therapy and audiology, advocate raising entry-level programs — those that prepare graduates to enter a profession — to the doctoral level,” The Chronicle reports.

Master’s: The Degree of Choice for Advanced Study

But most people who decide to attend graduate school end up graduating with master’s degrees. Eighty-three percent of the 627,000 graduate degrees and certificates awarded in the most recent year surveyed were master’s degrees, according to the Council of Graduate Studies (CGS) and Graduate Record Examinations (GRE) Board. Of the more than 1.7 million students currently enrolled in graduate school in the United States, 72.8 percent are pursuing master’s degrees or graduate certificates.
Sydnee Viray, M.Ed., director of admissions and enrollment management at the University of Vermont, has watched this increased interest in master’s-level programs not only in her current role with the university’s Graduate College but also previously as a counselor in the UVM Career Center.
“Many fields are seeing the need for master’s-level studies at some point in the career progression,” Viray says. “If someone wants to advance, the master’s degree is used as a tool to highlight. We’re even hearing anecdotally that some entry-level positions are requiring master’s degrees.”
For instance, in past years, some K-12 school districts would cut salary costs by hiring only graduates with a bachelor’s degree, she explains. Down the road, those districts would pay teachers to obtain their master’s degrees. Now, many districts want teachers with a Master of Education (M.Ed.). This serves two purposes: It ensures teachers have master-level knowledge right out of the gate. And it also places the additional tuition burden on the teacher, not the district.

Master’s Degrees Required for Professional Training

When Mary Beth Barritt, assistant director of the UVM Career Center, talks to undergraduate students and alumni who are considering returning to school, especially those focused on working in industry and not academia, she describes two types of master’s degree programs.
“One is professional training, where you need specific training to enter that profession,” Barritt says. “To be a physician’s assistant, you need that degree; to be an occupational therapist, you need that degree; to be a counselor, you need a master’s degree of some type, whether it’s psychology or an M.S.W. (master’s degree in social work).”
The BLS lists other professions requiring a master’s degree upon entry to the field, including:
  • Education administrators
  • Mathematicians and statisticians
  • Epidemiologists
  • Hydrologists
  • Economists
  • Survey researchers
  • Urban and regional planners
  • Health care social workers and community and social service specialists
  • Librarians, archivists and curators
  • Speech-language pathologists
  • Nurse anesthetists, nurse midwives and nurse practitioners

Master’s Degrees to Make You More Marketable

The other type of master’s program, Barritt says, “is where you will get a better job in a field because you have the additional study of a master’s.”
Examples, she says, include:
  • Business administration: “Some people are working quite well with a bachelor’s degree, but having an M.B.A. may add a credential that brings another level of credibility, knowledge and skills,” Barritt says. Programs such as UVM’s one-year Sustainable Entrepreneurship MBA (SEMBA) can give students a focus that makes them attractive to more innovative companies.
  • Public administration: “The M.P.A. program brings in many practicing professionals in the community who want to enhance their skills and maybe gaining a different kind of experience,” she says. “There also are folks recently out of school who want to enter public service and want targeted professional competencies that are a focus on UVM’s program.”
  • Public health: “The master’s in public health might attract people who don’t necessarily want to practice medicine but are interested in systemic issues or broad-based international or community issues,” Barritt says.
  • Health care management
  • Engineering
  • Computer science
  • Accounting

Why Do You Want to Pursue a Master’s Degree?

The choice to attend and pursue advanced study is so personal, Viray says, that it’s difficult to make a blanket statement on why it’s worth it.
“What are we measuring as the benefits of attending graduate school?” is really the question, Viray points out. “If it’s an intrinsic reward because it’s such a fascinating topic, and the benefit is to have advanced doctoral work, then you’ll have one answer. If the benefit is to have more pay, it’s going to be a different answer.”
Undergraduates sometimes have the hardest time sorting out whether they should attend graduate school primarily because they have not yet entered the workforce or been there long enough to refine their interests.
“Probably one of the most common conversations we have with undergraduate students about graduate school is whether to go,” Barritt says. “When there is a recession, and it’s going to be hard to find a job, some students think they might as well go on to school. Or in high school, they’ve heard about graduate school as the final phase of their schooling, and even though they’re ready to be out of school, they think, ‘Well, I might as well go and get this finished.’ Those are some of the students for whom graduate school, at this point, doesn’t necessarily make sense.”
Undergraduates often benefit from working a few years before pursuing graduate school. “Sometimes you need to be out of school for a little bit to start thinking out of the box,” she says. “Sometimes working a little shows you that there is something different out there that is of interest, or questions you want to explore in graduate study.”
Most master’s-level programs take one year of intensive study or two to five years, depending on how much you need to balance work, school and other responsibilities – and how much time your college allows you for degree completion. With the time and money it takes to pursue a graduate program, you need to be ready for the commitment.
“Some good reasons for attending graduate school would be if you are thinking about a profession that requires it,” Barritt explains, “or a profession where it’s advantageous to obtain additional schooling to give you a deeper skill set and make you a better job candidate.”
She recently worked with a student who had a bachelor’s in public communications. “He had done internships in health care, and he was really interested in the administrative side of health care,” she recalls. “He believed he would be a much stronger candidate if he had a master’s in health care management. He knew he wanted to add those skills to the strong skill set from his undergraduate education.”

Graduate School for Career Changers

While undergraduates lack job experience and may not have necessarily thought through their reasons for attending graduate school, working professionals in their 30s, 40s and 50s may be crystal-clear about their goals.
“There are infinite reasons as to why someone might want to pursue a master’s degree,” Viray says. “It might be personal or tied to a career goal. On the one hand, there is the whole idea about being fresh or innovative, having a particular knowledge in a particular industry, an intellectual curiosity. Then there are the career changers. We’re seeing a lot of that nowadays. It can be global or local, like if IBM is releasing people, we’ll see interest in graduate programs from those individuals looking to freshen up on the latest theories and skills.”
The recession of 2007-08 and the sputtering economy have played a fairly significant role in people’s decisions about graduate school.
“The economy plays a more active part in the graduate college conversation than it has before,” she explains. “On one side, it’s ‘where can I get a job that fits my interest area?’ On the other side, it’s ‘how can I pay back my loans and make a financially responsible decision? How does that play into what I can pursue?’ ”

Trends in Master’s-Level Programs

Viray sees a number of trends in master’s-level programs. In academia, including at UVM, programs are becoming more interdisciplinary. Of course, this was always the case; for instance, a biology major studied chemistry and the environment. But now the walls are coming down, and there are more degree programs that straddle several disciplinary areas.
She sees this trend across the board in:
  • Health/social sciences:“All of the interdisciplinary health sciences also are becoming more specialized,” she says. “So instead of only offering a doctorate in psychology, UVM now offers doctoral programs in experimental and in clinical psychology.”
  • STEM (science, technology, engineering math) programs: They are becoming more interdisciplinary “out of a desire to solve the world’s problems, so you see programs in complex data systems, which combines mathematics, computer science and public policy. We’re seeing more master’s programs that are being created because of the pressures and challenges in the industry. They don’t have the people they need. There’s a skill set needed in those industries.”
  • Food systems: UVM started a master’s degree program in this area, a reflection of the growing needs of industry, government and non-profit organizations. The program integrates social science, humanities and natural science.
Another trend is the increase in online education, allowing professionals to work on master’s degrees while still working in the field.
“With a lot of the programs, there is the flexibility of part-time participation,” Viray says.
Over 59 percent of first-time enrolled graduate students in the United States attend full time and some 41 percent part time, according to the CGS-GRE survey. However, the percentage of part-timers is higher at institutions granting only master’s degrees: 60 percent.
This flexibility, coupled with more professions requiring advanced study, has led to an increase in the number of Americans holding master’s degrees, according to Viray.
“Maybe 15 or 20 years ago, if you asked about the percentage of Americans holding master’s degrees, it was maybe a little over 5 percent,” she says. “Now that’s around 11 percent. It’s a real difference, and it will tell you about the trend line.”

Where Do Recent College Graduates with Advanced Degrees Work?

The BLS tracks recent college graduates ages 20 to 29, their degrees and the industries that hire them. It compares graduates with bachelor’s degrees and those with advanced degrees, but does not break out master’s degrees.
However, if you remember that most advanced-degree holders pursued master’s degrees and certificates, not doctorates, then you can get a good idea of (1) where recent college grads with master’s degrees end up working and, if you compare where advanced-degree versus bachelor’s-degree holders work, (2) which industries seem to prefer hiring advanced-degree holders.
Here’s a breakdown of where those with advanced degrees work (versus those with bachelor’s degrees):
  • Educational services: 30.4 percent (while only 20.2 percent of bachelor’s-degree holders choose this field)
  • Health care and social assistance: 24.6 percent (18.3 percent of bachelor’s-degree holders)
  • Professional and business services: 23.7 percent (14.1 percent of bachelor’s-degree holders)
  • Wholesale and retail trade: 11.7 percent (10 percent of bachelor’s-degree holders)
  • Public administration: 4 percent percent (3.2 percent of bachelor’s-degree holders)
  • Goods-producing: 1.1 percent (7.8 percent of bachelor’s-degree holders)
  • Financial activities: 3.7 percent (6.7 of bachelor’s-degree holders)
  • Leisure and hospitality: 0.3 percent (11.2 of bachelor’s-degree holders)

What Type of Master’s Degrees are Students Pursuing?

Of the 522,350 students graduating with master’s degrees in the United States in the most recent year, what did they study?
Here is a breakdown from the CGS-GRE survey:
  • Education, 21.7 percent
  • Business, 22.3 percent
  • Health sciences, 11.3 percent
  • Engineering, 8.4 percent
  • Social and behavioral sciences, 7.5 percent
  • Public administration and services, 6.2 percent
  • Arts and humanities, 5.8 percent
  • Math and computer science, 4.9 percent
  • Biological and agricultural sciences, 3.3 percent
  • Physical and earth sciences, 1.6 percent
  • Other fields, 6.9 percent

What’s Gender Have to Do With It?

These days, more women than men are pursing higher education, including advanced study.
In the latest year reported by the CGS-GRE survey, women earned 59.2 percent of the 522,350 master’s degrees. The areas that saw the highest percentage of female graduates included:
  • Health sciences, 80.5 percent
  • Public administration and services, 77.5 percent
  • Education, 76.6 percent
On the other hand, the areas that saw the most male graduates included:
  • Engineering, 76.1 percent
  • Mathematics and computer sciences, 70.2 percent
  • Physical and earth sciences, 58.6 percent
  • Business, 57.2 percent

3 WAYS TO MAKE YOUR CAMPUS RECRUITING EFFORTS COUNT

This piece is the first in our “Campus Recruiting 101” series covering how HR professionals can make the most of their campus recruiting efforts this year.
With the school year right around the corner, it’s time to get serious about your campus recruiting strategy. Colleges are full of talented and ambitious students—a 2016 AfterCollege Career Insights Survey found 78 percent of college seniors had their job lined up before graduating. To make sure you engage the best talent, your efforts need to be deliberate, attract a diverse set of students and convince them that your company is an ideal place to start their careers.
Here are a few tips that should get you on the right track come fall semester.

1) Communicate Company Culture and Purpose

Collegefeed poll of 15,000 college students and recent graduates found that millennials favor people and culture fit above all else when comparing employers. In order to appeal to millenials, build messaging channels—both online and offline—that clearly and consistently communicate your company culture and why people like to work there.
For example, an applicant may first learn about your company through a job description on their school’s job board. If you make it easy for them to watch a short, entertaining video that profiles a few employees, you’ll give them a window into your company’s work environment. A few days later, when the job fair or information session rolls around, you can cap off your messaging with a memorable face-to-face interaction.

2) Sponsor a Hackathon

Seventy-seven percent of CEOs see the availability of key skills as the biggest threat to their business. What better way to find highly skilled students than hosting a competition as part of your campus recruiting program that puts their skills to the test?
When you sponsor a hackathon like MHacks, you not only identify top talent, but also teach applicants skills that can help them succeed at your company, such as collaboration or a new programming language. Competitions create a platform for on-the-spot interviews, removing steps from the hiring process, and attract students who are bold, creative, and hard-working. After a few years, you’ll develop a reputation as a fun and challenging employer, and solidify your brand on campus.

3) Build Relationships

Strong relationships are key to improving your campus recruiting program and building your talent pipeline.
Bring your top-performing local school grads to campus events to help bridge the gap between your company and current students. Recent grads have existing networks that you can scout for talent, and as successful employees, they give applicants a sense of what they can accomplish if they come to work for you.
Extend your outreach beyond the career fair booths as well. Get to know a professor from, say, the computer science department, then have that department host an information session. Or, if you identify a student group whose purpose aligns with your company goals, have its members spread the word about your visit. Students and professors love to see their efforts play out in the real world, so they’ll appreciate the chance to contribute to your hiring process.
While efforts across social media and mobile platforms certainly improve the campus recruiting process, real conversations leave the deepest impressions. By forming human connections, you’ll be well on your way to building a sturdy and productive campus talent pipeline.

How Electronic Health Records Enhance Patient Care

By Julie Jones
I was born during the Generation X years when personal computers first came out. We had Atari growing up and learned on Apple computers before they became mainstream. In college, we had “instant messaging” but it was only between two college campuses. When I graduated nursing school in 1997, some of the hospitals where I did my clinical work were just starting to use electronic health records as well as new technology to manage patient medications.
When I began my health care career, I never once thought I would end up working in the technology field. During my clinical for the Adult Nurse Practitioner program, I trained at the VA Outpatient Center at Fort Ethan Allen. They had an electronic health care record system that listed the patient’s allergies and current medication list. It also gave the provider a reminder about health topics to review with patients. At the time, I thought how great it would be if my doctor could review my record and send a prescription to my pharmacy by simply pushing a button on his computer.
In 2007, I had the opportunity to work on a project that brought a new electronic health record system to the UVM Medical Center. The project went live on June 6, 2009. Now, not only can my provider send my prescription to the pharmacy, but I can access my chart to review my health record and request a prescription refill.
You may have heard a lot of talk about Electronic Health Records (EHR) and how hospitals and physicians are using them more and more. In 2009, the Health Information Technology for Economic and Clinical Health (HITECH) Act was signed by President Obama to give a financial incentive to hospitals and physicians who demonstrate “meaningful use” of EHRs.
Meaningful use was part of the American Recovery and Reinvestment Act. What this has meant for me was a new job, which was perfect for a girl who loved technology. The HITECH Act created many jobs in the field of informatics, which helped promote the growing field of nursing informatics and bridged the world of nursing, health care, technology, computers, and information science.
Some of my friends think that I am no longer helping with patient care because I’m working at a computer. Nothing could be further from the truth.
My friends don’t realize how much I use my nursing skills every day to take care of patients. While I don’t see patients face-to-face, I am evaluating the nursing workflow, helping a doctor on the phone place critical orders for a patient in the emergency room, or making sure that doctors’ instructions are clear and concise for patients.
The EHR is improves the quality of care for patients and their delivery of care. It also helps patients be more engaged with their health care since they now have access to their medical records to review their health information. I am thrilled to have a job that I love in the dynamic and rewarding field of nursing

How to Become a Freelance Paralegal

Even in such a highly competitive field, the opportunity for individuals with a paralegal degree to operate on a freelance basis is a popular choice for recent graduates. Learn about the ins and outs of pursuing a freelance opportunity in this exciting field.
Paralegals are an important part of the legal system. They can do pretty much anything a lawyer can except give legal advice. The profession started in the 1960s as a way to help people at all economic levels gain access to the legal system. Paralegals manage criminal cases, conduct legal research, draft legal documents and provide support to attorneys. Law firms, corporations or government agencies, directly employ many paralegals but there is another path; some paralegals choose to freelance.
What is a freelance paralegal?
A freelance paralegal is a trained professional that is not employed by a single law firm or corporation. Freelance paralegals work for themselves as an independent contractor or with a group of other freelancers in an agency type setting.
Advantages vs disadvantages
Freelance paralegals enjoy control over their own workload and schedule. If you choose to freelance you’ll really be taking your career into your own hands. As a freelance paralegal you are in charge of finding clients, which means your income is heavily dependent on your ability to sell your skills. So, if you’re someone who needs stability and the security of a consistent paycheck becoming a freelance paralegal may not be a good fit.  But, someone with an entrepreneurial spirit will find a match with the world of freelance. Working outside of a law firm means that you will also have a better chance at striking a work/life balance and find opportunities to work on projects of interest to you.
How to become a freelance paralegal

1.Get Paralegal Training

To become a freelance paralegal you need strong training and one of the best ways to get that training is to earn a degree. A degree program will introduce courses on legal research, legal document preparation, and an introduction to the legal system. You can earn a paralegal degree online or through a campus based program but be sure the program you choose has courses that underscore ethical considerations for legal professionals as prescribed by the American Bar Association and the National Federation for Paralegal Associates. Additionally courses should emphasize soft skills development like adaptability, critical thinking, organizational skills and written and verbal communication skills, as these will all be critical to your freelance paralegal career.

2. Get Paralegal Experience

Becoming a freelance paralegal can be difficult for new graduates. Getting work is largely dependent on having a network to go to and offer your services. If you are new to the workforce you may not have built up a list of law firms and companies yet and getting your foot in the door could be a challenge. Plus, once you do get your foot in the door a potential client will likely choose where or not to hire you based on your past experiences and class projects may not be enough to land the job. These are great reasons for new graduates to get a few years of experience inside a law firm or company before breaking out on your own.
As you start your paralegal degree keep the option of becoming a freelance paralegal in mind. You might not be able to jump into the field right away but it’s a good option for anyone who likes to build relationships with people and wants to be their own boss!

Staff Spotlight – Ryan Maxwell, QC Supervisor

Often referred to as “the voice of Bryant & Stratton College” there is a good chance you’ve heard Ryan Maxwell in either a recording or a live call.
As Ryan nears the beginning of his fifth year with Bryant & Stratton College, he is transitioning to a new role with our Qualification Center after spending time in the admissions department and as one of our hardworking QC Representatives. With so much of his time here spent in the QC and Admissions, Ryan has had the opportunity to work with countless students and help them towards their educational goals. His most current role has allowed him to work with many different departments to help staff members better manage and assist student needs. Ryan came to Bryant & Stratton College after majoring in Communications at Medaille College in Buffalo, NY.
During his time at Medaille, Ryan climbed up the record books as a four-year starter on the men’s volleyball team. In fact, he remains in the top-five of the school’s all-time leaders in assists, blocks, games played and digs.
An avid Buffalo Bills fan, Ryan rivals anyone in the office in terms of fandom as he “proudly wear my red, white and blue, Zubaz and often show up to work without a voice on Mondays”. Ryan’s adopted Pit-Bull Terrier, Colby, is a regular topic around the water cooler as the pup has been a loving addition to Ryan’s family.
Favorite thing about Bryant & Stratton College The team atmosphere certainly resonates with the athlete in me. It’s mostly the teamwork that must exist between coworkers as well as students to help realize goals and make a difference.
Favorite student related story While working in Admissions, it would have to be the extra mile I trekked for one student in particular who had trouble tracking down her high school transcripts from a school long since closed in the NYC School District. Not only was I able to track down the records for my student and help them continue their college journey unhindered, but I was also able to utilize the information in the past few months, helping a current Admissions Representative with a student who was having a similar issue.
What advice do you have for Bryant & Stratton College students? Stay in contact with your instructors. Some of the most interesting conversations I’ve had since graduating college have been with former instructors over email/social media. Lifelong learning is important and building professional relationships with instructors can help to open doors in the future. Your instructors have never stopped learning and you shouldn’t either. Keep that in mind and know that you have more knowledge to share with them than you may think.

DEAR REWORKER: I\’M BEING FORCED TO CHANGE AN EMPLOYEE\’S PERFORMANCE RATING

Dear ReWorker,
Performance ratings are due soon, so I filled out the forms and rated my employees based on their performance throughout the year. I gave one employee an outstanding rating as I really think she has met those criteria.
I gave her the performance review and the rating, and she was thrilled. Now, my boss is coming back saying I need to adjust the review downward. Why are they asking me to do this, and what can I say to my employee?
Sincerely,
Blindsided
__________________________________________________________________________________________
Dear Blindsided,
This is one of those situations that should have been avoided by you having your manager sign off on the appraisal before you gave it, so file that away for future reference. But, I\’m going to assume this is the first time you\’ve written performance appraisals at this company or that your boss is new.
The best thing to do, of course, is to ask your boss why. But I can give you some pretty good guesses.

1) Your Company Has a Forced Rating Distribution

Many companies require performance ratings to fit a distribution. It looks like this:
  • 5 percent outstanding
  • 40 percent above average
  • 40 percent average
  • 10 percent below average
  • 5 percent unacceptable
It makes for a nice curve, and it makes it easy to figure out budgets when raises and bonuses are tied to performance ratings. The problem with this is that people don\’t always fall directly into that curve. If you rated your employee as outstanding, it could be that she is really awesome, but that your manager was exceeding her \”outstanding\” budget and needed to knock someone down. She could have taken a look at all the people labeled \”outstanding\” and ranked them, and if your employee was at the bottom of that group, then she would need a different rating.
What to say to your employee: \”Jane, I\’m sorry, but I have to move you from an \’outstanding\’ to \’above average\’ rating. Only 5 percent of employees can be rated outstanding, and while you are awesome, you\’re not in the top 5 percent yet. We truly value you at the company and want you to continue to improve. Here are a few things you can do to get to the next level.\”

2) You Misunderstood What Makes an Outstanding Employee

What makes an outstanding employee? The answer is different at every company. You may say, \”My direct report met or exceeded all her goals. She\’s kind and helpful and has high potential. That\’s outstanding.\” But your boss may consider that simply \”above average\” or maybe even \”average.\” To be truly outstanding, your boss may think an employee needs to exceed at all her goals, take on new projects, and be eligible for a promotion.
That doesn\’t mean your employee isn\’t outstanding in your eyes—it just means that for this company, the bar is much higher.
What to say to your employee: \”I\’m new here, and I didn\’t realize what the requirements were before speaking with you. You met or exceeded all your goals, but the company requirement for an \’outstanding rating\’ is higher. In order to receive an outstanding rating, you\’ll need to do A, B, and C. I\’m really sorry for this. It was 100 percent my fault.\”

3) Your Evaluation Was Just Wrong

Your employee may flat out not be outstanding. You gave her a 10 on customer satisfaction when she is an objective 8. Are you sure your grading matched up with the metrics given? Sometimes we like an employee and so we push up their appraisals when we shouldn\’t. Objectives should be measurable and it\’s possible that you measured things incorrectly.
What to say to your employee: \”Jane, I screwed up. I didn\’t look closely at the grid I was supposed to use to rate you, and as a result, I did the evaluation incorrectly. I truly value you as an employee and I think you\’re awesome, but I originally gave you a 10 on customer satisfaction, when according to the grid, you\’re currently at an 8. Here\’s why and you can do A, B, and C to improve this rating.\”
In the future, make sure you match things to the company guidelines. Ask your manager for help when you\’re writing the review, and make sure your manager has signed off on the rating before you tell your employee. You may strongly disagree with your manager\’s opinion on how to rate your employees, but she\’s your boss.
File this away in a been-there-done-that file, and you won\’t ever make this mistake again.
Your ReWorker,
Suzanne Lucas, Evil HR Lady
Photo: Creative Commons

DEAR REWORKER: I\’M BEING FORCED TO CHANGE AN EMPLOYEE\’S PERFORMANCE RATING

Dear ReWorker,
Performance ratings are due soon, so I filled out the forms and rated my employees based on their performance throughout the year. I gave one employee an outstanding rating as I really think she has met those criteria.
I gave her the performance review and the rating, and she was thrilled. Now, my boss is coming back saying I need to adjust the review downward. Why are they asking me to do this, and what can I say to my employee?
Sincerely,
Blindsided
__________________________________________________________________________________________
Dear Blindsided,
This is one of those situations that should have been avoided by you having your manager sign off on the appraisal before you gave it, so file that away for future reference. But, I\’m going to assume this is the first time you\’ve written performance appraisals at this company or that your boss is new.
The best thing to do, of course, is to ask your boss why. But I can give you some pretty good guesses.

1) Your Company Has a Forced Rating Distribution

Many companies require performance ratings to fit a distribution. It looks like this:
  • 5 percent outstanding
  • 40 percent above average
  • 40 percent average
  • 10 percent below average
  • 5 percent unacceptable
It makes for a nice curve, and it makes it easy to figure out budgets when raises and bonuses are tied to performance ratings. The problem with this is that people don\’t always fall directly into that curve. If you rated your employee as outstanding, it could be that she is really awesome, but that your manager was exceeding her \”outstanding\” budget and needed to knock someone down. She could have taken a look at all the people labeled \”outstanding\” and ranked them, and if your employee was at the bottom of that group, then she would need a different rating.
What to say to your employee: \”Jane, I\’m sorry, but I have to move you from an \’outstanding\’ to \’above average\’ rating. Only 5 percent of employees can be rated outstanding, and while you are awesome, you\’re not in the top 5 percent yet. We truly value you at the company and want you to continue to improve. Here are a few things you can do to get to the next level.\”

2) You Misunderstood What Makes an Outstanding Employee

What makes an outstanding employee? The answer is different at every company. You may say, \”My direct report met or exceeded all her goals. She\’s kind and helpful and has high potential. That\’s outstanding.\” But your boss may consider that simply \”above average\” or maybe even \”average.\” To be truly outstanding, your boss may think an employee needs to exceed at all her goals, take on new projects, and be eligible for a promotion.
That doesn\’t mean your employee isn\’t outstanding in your eyes—it just means that for this company, the bar is much higher.
What to say to your employee: \”I\’m new here, and I didn\’t realize what the requirements were before speaking with you. You met or exceeded all your goals, but the company requirement for an \’outstanding rating\’ is higher. In order to receive an outstanding rating, you\’ll need to do A, B, and C. I\’m really sorry for this. It was 100 percent my fault.\”

3) Your Evaluation Was Just Wrong

Your employee may flat out not be outstanding. You gave her a 10 on customer satisfaction when she is an objective 8. Are you sure your grading matched up with the metrics given? Sometimes we like an employee and so we push up their appraisals when we shouldn\’t. Objectives should be measurable and it\’s possible that you measured things incorrectly.
What to say to your employee: \”Jane, I screwed up. I didn\’t look closely at the grid I was supposed to use to rate you, and as a result, I did the evaluation incorrectly. I truly value you as an employee and I think you\’re awesome, but I originally gave you a 10 on customer satisfaction, when according to the grid, you\’re currently at an 8. Here\’s why and you can do A, B, and C to improve this rating.\”
In the future, make sure you match things to the company guidelines. Ask your manager for help when you\’re writing the review, and make sure your manager has signed off on the rating before you tell your employee. You may strongly disagree with your manager\’s opinion on how to rate your employees, but she\’s your boss.
File this away in a been-there-done-that file, and you won\’t ever make this mistake again.
Your ReWorker,
Suzanne Lucas, Evil HR Lady
Photo: Creative Commons

DEAR REWORKER: I\’M BEING FORCED TO CHANGE AN EMPLOYEE\’S PERFORMANCE RATING

Dear ReWorker,
Performance ratings are due soon, so I filled out the forms and rated my employees based on their performance throughout the year. I gave one employee an outstanding rating as I really think she has met those criteria.
I gave her the performance review and the rating, and she was thrilled. Now, my boss is coming back saying I need to adjust the review downward. Why are they asking me to do this, and what can I say to my employee?
Sincerely,
Blindsided
__________________________________________________________________________________________
Dear Blindsided,
This is one of those situations that should have been avoided by you having your manager sign off on the appraisal before you gave it, so file that away for future reference. But, I\’m going to assume this is the first time you\’ve written performance appraisals at this company or that your boss is new.
The best thing to do, of course, is to ask your boss why. But I can give you some pretty good guesses.

1) Your Company Has a Forced Rating Distribution

Many companies require performance ratings to fit a distribution. It looks like this:
  • 5 percent outstanding
  • 40 percent above average
  • 40 percent average
  • 10 percent below average
  • 5 percent unacceptable
It makes for a nice curve, and it makes it easy to figure out budgets when raises and bonuses are tied to performance ratings. The problem with this is that people don\’t always fall directly into that curve. If you rated your employee as outstanding, it could be that she is really awesome, but that your manager was exceeding her \”outstanding\” budget and needed to knock someone down. She could have taken a look at all the people labeled \”outstanding\” and ranked them, and if your employee was at the bottom of that group, then she would need a different rating.
What to say to your employee: \”Jane, I\’m sorry, but I have to move you from an \’outstanding\’ to \’above average\’ rating. Only 5 percent of employees can be rated outstanding, and while you are awesome, you\’re not in the top 5 percent yet. We truly value you at the company and want you to continue to improve. Here are a few things you can do to get to the next level.\”

2) You Misunderstood What Makes an Outstanding Employee

What makes an outstanding employee? The answer is different at every company. You may say, \”My direct report met or exceeded all her goals. She\’s kind and helpful and has high potential. That\’s outstanding.\” But your boss may consider that simply \”above average\” or maybe even \”average.\” To be truly outstanding, your boss may think an employee needs to exceed at all her goals, take on new projects, and be eligible for a promotion.
That doesn\’t mean your employee isn\’t outstanding in your eyes—it just means that for this company, the bar is much higher.
What to say to your employee: \”I\’m new here, and I didn\’t realize what the requirements were before speaking with you. You met or exceeded all your goals, but the company requirement for an \’outstanding rating\’ is higher. In order to receive an outstanding rating, you\’ll need to do A, B, and C. I\’m really sorry for this. It was 100 percent my fault.\”

3) Your Evaluation Was Just Wrong

Your employee may flat out not be outstanding. You gave her a 10 on customer satisfaction when she is an objective 8. Are you sure your grading matched up with the metrics given? Sometimes we like an employee and so we push up their appraisals when we shouldn\’t. Objectives should be measurable and it\’s possible that you measured things incorrectly.
What to say to your employee: \”Jane, I screwed up. I didn\’t look closely at the grid I was supposed to use to rate you, and as a result, I did the evaluation incorrectly. I truly value you as an employee and I think you\’re awesome, but I originally gave you a 10 on customer satisfaction, when according to the grid, you\’re currently at an 8. Here\’s why and you can do A, B, and C to improve this rating.\”
In the future, make sure you match things to the company guidelines. Ask your manager for help when you\’re writing the review, and make sure your manager has signed off on the rating before you tell your employee. You may strongly disagree with your manager\’s opinion on how to rate your employees, but she\’s your boss.
File this away in a been-there-done-that file, and you won\’t ever make this mistake again.
Your ReWorker,
Suzanne Lucas, Evil HR Lady
Photo: Creative Commons

What Employers Want: Five Skills to Gain in College

Do you ever wish that you could read the minds of employers to figure out what they want? Unfortunately, this is not possible, but a number of books, movies and television shows suggest that mindreading isn’t a very good idea anyway.
Group of people in suitsLuckily, you don’t have to read minds to become more employable. Through Bryant & Stratton College’s Career LifePrep program, students receive the support necessary to succeed in the classroom and beyond. Based on input from industry experts, coursework is designed to teach you not only the technical skills of your trade, but also the essential core capabilities that make you versatile, adaptable and valuable in any workplace.
Here are five key skills employers look for that Bryant & Stratton College teaches to help every student on their path to a successful career:
Teamwork: No matter what field you go into, or what position you hold, it’s likely that you’ll have to work with a team. Tolerance, clear communication and a positive attitude are all requirements to effectively collaborate with others.
Service orientation: You don’t have to be a natural “people person” to act like one. Interpersonal skills – and a little perseverance – will help you remain professional in any and every workplace situation.
Managerial skills: This is an ability that builds off of several others. It requires being able to work with your colleagues, to solve problems, and most of all, to be a leader. Being in a managerial role requires enthusiasm, persuasiveness and critical thinking.
Work Discipline: In the real world, no one is going to hold your hand. Any career path will require you to be a self-starter who keeps track of your own duties and deadlines. Developing a strong work ethic allows you to optimize your productivity and dependability.
Literacy: In a constantly evolving work environment, you’ve got to be able to keep pace with the times. It’s important to master key informational, technological and financial proficiencies, while “learning how to learn” so that you can adapt to your ever-changing role in a company.
Now that you don’t have to worry about learning mind reading abilities to find out what employers are looking for, your time is freed up to work on these core competencies. You’re welcome.

Accreditation: The Importance of Knowing the Facts

It is really important to understand what accreditation is if you are considering higher education. There are different types of accredited schools and by having knowledge of this and doing a bit of research on your potential school, you can ensure that you will be earning a legitimate degree.
There are two types of accreditation standards, national and regional. While both types of accreditation will earn you a valid degree and allow you to use financial aid, regional accreditation is the highest form of accreditation. All of Bryant & Stratton College’s campuses and Online Education division are regionally accredited by the Middle States Commission on Higher Education. The Middle States Commission on Higher Education is an institutional accrediting agency recognized by the U.S. Secretary of Education and the Council for Higher Education Accreditation.
If you still have additional questions and are thinking of going back to school, my previous post, “Buyer Beware: Choosing a Reputable Online College,“ may be helpful to you as well. It is important to check the facts on any school you are considering for enrollment so that you do not waste any of your time or money on a degree that is not going to be acknowledged by employers.
If you would like to enroll in a degree program at Bryant & Stratton College (click here for details) or have further questions, just contact the Admissions office.
About Bryant & Stratton College
Founded in 1854, Bryant & Stratton College has built its reputation and success on a commitment to excellence and high standards. We\’re proud to be regionally accredited by the Middle States Commission on Higher Education (3624 Market Street, Philadelphia, PA 19104, (267) 284-5000). The Middle States Commission on Higher Education is an institutional accrediting agency recognized by the U.S. Secretary of Education and the Council for Higher Education Accreditation. Bryant & Stratton College has campus locations in New York, Ohio, Virginia and Wisconsin, as well as an Online Education division, and a Professional Skills Center. For over 160 years, Bryant & Stratton College has offered students access to career-relevant education leading to bachelor\’s degrees, associate degrees and professional certificates in the fields of business, criminal justice, design, financial services, healthcare, hospitality, human resources, paralegal studies and information technology. General information can be found on the college′s website at https://www.bryantstratton.edu.

How Electronic Health Records Enhance Patient Care

By Julie Jones
I was born during the Generation X years when personal computers first came out. We had Atari growing up and learned on Apple computers before they became mainstream. In college, we had “instant messaging” but it was only between two college campuses. When I graduated nursing school in 1997, some of the hospitals where I did my clinical work were just starting to use electronic health records as well as new technology to manage patient medications.
When I began my health care career, I never once thought I would end up working in the technology field. During my clinical for the Adult Nurse Practitioner program, I trained at the VA Outpatient Center at Fort Ethan Allen. They had an electronic health care record system that listed the patient’s allergies and current medication list. It also gave the provider a reminder about health topics to review with patients. At the time, I thought how great it would be if my doctor could review my record and send a prescription to my pharmacy by simply pushing a button on his computer.
In 2007, I had the opportunity to work on a project that brought a new electronic health record system to the UVM Medical Center. The project went live on June 6, 2009. Now, not only can my provider send my prescription to the pharmacy, but I can access my chart to review my health record and request a prescription refill.
You may have heard a lot of talk about Electronic Health Records (EHR) and how hospitals and physicians are using them more and more. In 2009, the Health Information Technology for Economic and Clinical Health (HITECH) Act was signed by President Obama to give a financial incentive to hospitals and physicians who demonstrate “meaningful use” of EHRs.
Meaningful use was part of the American Recovery and Reinvestment Act. What this has meant for me was a new job, which was perfect for a girl who loved technology. The HITECH Act created many jobs in the field of informatics, which helped promote the growing field of nursing informatics and bridged the world of nursing, health care, technology, computers, and information science.
Some of my friends think that I am no longer helping with patient care because I’m working at a computer. Nothing could be further from the truth.
My friends don’t realize how much I use my nursing skills every day to take care of patients. While I don’t see patients face-to-face, I am evaluating the nursing workflow, helping a doctor on the phone place critical orders for a patient in the emergency room, or making sure that doctors’ instructions are clear and concise for patients.
The EHR is improves the quality of care for patients and their delivery of care. It also helps patients be more engaged with their health care since they now have access to their medical records to review their health information. I am thrilled to have a job that I love in the dynamic and rewarding field of nursing