[nfbmi-talk] Job Opening
Terry D. Eagle
terrydeagle at yahoo.com
Mon Oct 27 23:38:28 UTC 2014
Fred, you lay out several points that need to be addressed.
First, I recall What Color is Your Parachute being required reading in
business college three decades ago. With mandatory online applications, and
mandatory answers to specific questions, the content of the book is
seriously flawed in the age of techno electronic media applications, whereby
computers screen out well qualified applicant candidates based on manadatory
answers to specific questions, such as the possession of a driver license,
which cannot be ignored or left blank in order to even submit a job
application. My point: A well qualified applicant cannot even get past the
gate keeper to a hiring authority when discriminatory and illegal barriers
are built into the initial application process. Obviously, then, neither
leaving specific mandatory question answers blank, nor the act of falsifying
an answer are not options. So the question remains, how does a prospective
well qualified job candidate get a fair opportunity to secure a posted job.
You and the Parachute book suggest developing a pre-application relationship
with a human resource or hiring authority. It is a well known fact that
prior and current relationships with persons in positions of hiring play a
prominent role in who gets hired, without regard to the qualifications, or
more accurately, the lack of qualifications of job candidates. This concept
is fully alive, and not with respect to the way and manner you or the
Parachute suggest. Take the Commission for the Blind and the BS4BP for
example, anyone familiar with the job posting history and job hiring
practices of these agencies, know that the theory of intimate and prior
relationships have taken top priority over the qualifications; education,
specific skills and talents, and extensive and proven and provable work
experience of well qualified candidates, not to even mention the possession,
or lack thereof, of the personal knowledge and skills of blindness, and
prior work with persons with blindness, among all prospective job
candidates. MCB and BS4BP have a notorious practice of hiring family,
friends, and lovers and lovers of lovers. This fact and reality cannot be
denied with justification, and should be accepted as simply the way the
system functions. Who's best-interest is served?
I recall a time when civil service positions specifically required specific
education, work experience, and proven demonstrated skills in a job field or
position classification to even get through the application screening
process. Today, most civil service job postings simply require a bachelor's
degree in something or anything, and experience of some duration that is
totally unrelated to the field or position posted.
Much discussion and debate can be had as to the reasons and forces that
brought about the current generalist civil service system, however the
current system only highly promotes the interviewing and hiring of
unqualified and incompetent family, friends, lovers and lovers of lovers, in
a civil service system that was originally designed and established to
eliminate or at least minimize nepotism, and promote and advance a competent
professional workforce, serving the highest and best interest of the
citizenry. However, today, simply as a result of the current system, for
example, blind persons have and are served by a political operative, an
attorney with no knowledge or experience in vocational rehabilitation of the
blind; a business program management with degree in literature an no
business background, and a program division director with a degree in
recreation, does not know the difference between a public policy and a
public procedure, and has few skills of blindness, despite being blind.
These are just examples of public civil servants who are blind and
incompetent, and hold positions of power and authority over the lives of
blind persons with regard to rehabilitation training and employment
placement services to the blind, and these examples of persons with hiring
responsibility and authority don't even describe their sighted civil service
peers who lack the education and experience in vocational rehabilitation and
business opportunity programs for blind persons. Relationships are fully
alive and flourishing to get a job and hold onto it, despite poor
performance by any measure. Where are the published agency benchmarks and
outcome figures for employment of consumers served by the agency?
Better yet, how and where can blind persons get the proper direction and
assistance and have confidence in obtaining employment, when blind persons
encounter blind and sighted persons alike, that are in positions intended to
assist blind persons with securing employment services, yet, themselves do
not know and do not care about the barriers and employment securing
challenges and job retention needed supports of the blind? Even the BS4BP
Business Enterprise Program has a demonstrated miserable track record of
accommodating the needs of their licensees and blind employees in employment
and retention. Fred, whom is to meet these critical unmet employment and
job retention needs?
Fred, you speak of the need for affirmative action on our part as blind
persons. From your entire statement, I understand that does not refer to
the special consideration or treatment of blind persons in the job market
and workforce, as traditionally, applied, and now legally and publicly
discarded, with respect to classes of minorities within society and the
workforce.
The affirmative action that is needed is the removal of illegal and
discriminatory employment practices in a system, both public and private
sector, that incorporate criteria that clearly screen out well qualified job
candidates from the get-go in the first step in the hiring processs, despite
the intentional or unintentional motives of the system or hiring authority.
Certainly requiring a motor vehicle driver license to screen out drunk
drivers or the blind or other persons with disabilities, is not a valid
justification for incorporating illegal and discriminatory violations of
state and federal laws and regulations. As you said yourself Fred, if a
hiring authority has a desire to hire a certain individual, the same desire
is true to eliminate the hiring of a person with a demonstrated
drunken-driving record, identifiable beyond the computer screening process.
To be meaningful and effective affirmative action, we the blind need to do
the proven 75 year practice of the NFB, work to remove the barriers and
ignorance built-in to the training and employment system within the public
and private employment sector. We need to fight for and change the basic
systems that block and prevent highly qualified blind job applicants as job
candidates from meaningful deserving employment for our education and
experience efforts.
Certainly it is not for a lack of effort in obtaining education, training,
and experience that many of us who are blind cannot secure meaningful
employment in our desired field, it is simply that the illegal and
discriminatory barriers exist, and they must be knocked down and removed by
we the blind affirmatively and collectively. From many years of being in
the NFB, it is my observation that too many blind persons, including those
in leadership positions, talk about that which should be done to remove
barriers, and sit back expecting others to do the hard barrier-busting grunt
work, and are quick to reap the rewards when the work is accomplished.
Where is the collective affirmation action?
All of the excellent self-esteem and confidence building, skill and
experience building programs for the blind, whether NFB or other sources can
only prove meaningful if barriers to public and private sector education and
employment are removed. All of the suggestions offered by the author in the
book What Color is Your Parachute will not secure a highly qualified blind
person even a foot in the door for a seat at the interview and employment
negotiation table as long as illegal discriminatory barriers exist in this
techno electronically driven job market.
-----Original Message-----
From: nfbmi-talk [mailto:nfbmi-talk-bounces at nfbnet.org] On Behalf Of Fred
Wurtzel via nfbmi-talk
Sent: Saturday, October 25, 2014 2:14 PM
To: 'Mark Eagle'; 'NFB of Michigan Internet Mailing List'
Subject: Re: [nfbmi-talk] Job Opening
Hi Mark,
I agree. Maybe leaving the blank empty or putting an asterisk there may be
a way to get to the interview where the requirement may be negotiated. I
agree that lieing is not a good idea. Another approach is to contact the HR
department of the employer and ask their advice. It is possible to
negotiate anything in the hiring process. Clearly ADA specifically mentions
drivers as a reasonable accommodation. This is not a major issue if they
want to hire you. I have found that working with HR on these items works
pretty well, most of the time, but it is not a surefire answer.
1 key to finding a job is to develop a relationship with the hiring entity
prior to a job posting. When the job is posted, then be relentless, not
obnoxious, about following up with the key person, whom you already know
from the prior relationship. Most people get hired by people they know or
who know of them. According to statistics, this accounts for 75-80% of
hiring. Sending out resumes has a less than 3% success rate.
To me, the very best job seeking system is Richard Nelson Bolles "What Color
Is Your Parachute?" book. A lot of people have this or that objection to
the book, but, it works and that is the only measure of whether it is a good
resource. I would love to have us put on a job-finding workshop based on
this book. I am certain that those who use the techniques will find a job.
Back to the driver's license issue, we are somewhat stigmatized by this
question, since many sighted people who do not have a driver's license have
lost it for not-so-wonderful reasons. So, an explanation of some kind will
help allay fears of hiring a drunk driver or scofflaw. I am not saying that
every sighted person without a license is such a person, I am only saying
there is unfair guilt by association.
I think the affirmative approach is called for, here.Let's work on helping
each other get jobs. Support, encouragement and sensible advocacy techniques
will give those of us seeking work a lot of confidence in the hiring
process. I am willing to help.
Warmest Regards,
Fred
-----Original Message-----
From: nfbmi-talk [mailto:nfbmi-talk-bounces at nfbnet.org] On Behalf Of Mark
Eagle via nfbmi-talk
Sent: Saturday, October 25, 2014 11:14 AM
To: terrydeagle at yahoo.com; NFB of Michigan Internet Mailing List
Subject: Re: [nfbmi-talk] Job Opening
I have been seeking meaningful employment for many years now and I have
found that a large number of employers ask for a valid Michigan driver
license. The private, nonprofit and yes the public section all ask on
employment applications if you have one. As an applicant you don't want to
answer no because they will over look your application. On the other hand,
if you say yes you are lying on an application.
I personally find this practice of asking for and requiring a driver license
the biggest barrier to employment. I have even experienced this in a recent
interview with BSBP.
________________________________
From: Terry D. Eagle via nfbmi-talk <nfbmi-talk at nfbnet.org>
To: 'joe harcz Comcast' <joeharcz at comcast.net>; 'NFB of Michigan Internet
Mailing List' <nfbmi-talk at nfbnet.org>
Sent: Saturday, October 25, 2014 8:53 AM
Subject: Re: [nfbmi-talk] Job Opening
MPAS and many nationwide state agencies also require a valid driver license,
for office and client contact jobs. What a sly motive and way to
discriminate against persons with disabilities.
-----Original Message-----
From: nfbmi-talk [mailto:nfbmi-talk-bounces at nfbnet.org] On Behalf Of joe
harcz Comcast via nfbmi-talk
Sent: Saturday, October 25, 2014 8:16 AM
To: Fred Wurtzel; NFB of Michigan Internet Mailing List
Subject: Re: [nfbmi-talk] Job Opening
Did you notice, Fred the requirement for a "valid Michigan drivers licenc
" here?
This is a discriminatory policy as it is not an essential function of the
job under Title I of the ADA.
And it tends to glean out people with disabilities, including those who are
blind solely on the basis of disability.
Joe Harcz----- Original Message -----
From: "Fred Wurtzel via nfbmi-talk" <nfbmi-talk at nfbnet.org>
To: "NFB of Michigan Internet Mailing List" <nfbmi-talk at nfbnet.org>
Sent: Thursday, October 23, 2014 8:02 PM
Subject: [nfbmi-talk] Job Opening
> Hi,
>
>
>
> Here is a job that someone trained in BEP may be interested in.
>
>
>
> Warmest Regards,
>
>
>
> Fred
>
>
>
> 1. Position Open for Exchange Food Hub Manager at Allen Market Place
>
> Allen Neighborhood Center is seeking an Exchange (Food Hub) Manager for
> Allen Market
>
> Place. Our full time Exchange Manager will:
>
> have primary responsible for providing aggregation and distribution
> services
> to increase
>
> sales of regionally grown food and food products to commercial and
> institutional
>
> buyers, e.g., restaurants, hospitals, schools, caterers, grocers, buying
> clubs, etc.
>
> support the development of the local value-added industry by linking
> growers
> and
>
> food entrepreneurs with the AMP licensed Kitchen to create value-added
> products,
>
> with the option of distribution through the Exchange;
>
> develop and promote a comprehensive schedule of training workshops,
> marketing services
>
> and coaching opportunities (e.g. business planning, financial management,
> food safety
>
> compliance, marketing & branding, etc.) taught by educators and mentors
> from
> partnering
>
> organizations throughout the region.
>
> Specific duties include (but are not limited to):
>
> Cultivate and nurture relationships with regional growers and food
> producers
> and
>
> with local food procurers to increase use of the Exchange.
>
> Manage the online website (
>
> www.allenmarketplace.org
>
> ) and software associated with the Exchange.
>
> Coordinate use of the AMP incubator kitchen by growers & food producers to
> create
>
> value added food products; provide guidance for licensing and link to
> training opportunities.
>
> Develop additional uses of the AMP kitchen (e.g., culinary job skill
> development)
>
> Facilitate activities of the instructional team; create & promote a robust
> workshop
>
> schedule of offerings for growers & food producers.
>
> Recruit, train, and direct volunteers and interns involved in the
> Exchange.
>
> Other duties as assigned.
>
> Minimum Qualifications
>
> A professional and resourceful style with the ability to work
> independently
> and as
>
> a team player.
>
> Strong organizational skills with exceptional attention to detail as they
> manage
>
> multiple tasks/projects at a time.
>
> Experience in managing and creating relationships with multiple partners,
> patrons,
>
> and neighbors.
>
> Entrepreneurial energy, positive, "can-do" attitude, flexibility, and
> teamwork.
>
> High level of initiative.
>
> Excellent verbal and written communication skills.
>
> Ability to develop, implement, nurture and evaluate programs.
>
> Skills in managing our online website (
>
> www.allenmarketplace.org
>
> ) and software associated with the Exchange.
>
> Passion for strengthening the local food system and for the ANC mission.
>
> Commitment to Lansing's Eastside, its residents, stakeholders as well as
> strategic
>
> partners throughout the mid-Michigan region.
>
> A bachelor's degree in relevant area of study.
>
> Management experience in business or non-profit organization preferred.
>
> Flexible availability required (some nights and weekends).
>
> Experience in food programs.
>
> Valid Michigan driver's license.
>
> Compensation
>
> Full-time position (40 hours/week) to begin early November 2014.
>
> Salary commensurate with experience; benefits available.
>
> Cover Letter & Resume due Tuesday, October 28, 2014
>
> Submit to: Joan Nelson, Director
>
> Allen Neighborhood Center
>
> 1619 E. Kalamazoo St., Lansing, MI 48912
>
> 517-999-3912
>
> ;
>
> _______________________________________________
> nfbmi-talk mailing list
> nfbmi-talk at nfbnet.org
> http://nfbnet.org/mailman/listinfo/nfbmi-talk_nfbnet.org
> To unsubscribe, change your list options or get your account info for
> nfbmi-talk:
>
http://nfbnet.org/mailman/options/nfbmi-talk_nfbnet.org/joeharcz%40comcast.n
et
_______________________________________________
nfbmi-talk mailing list
nfbmi-talk at nfbnet.org
http://nfbnet.org/mailman/listinfo/nfbmi-talk_nfbnet.org
To unsubscribe, change your list options or get your account info for
nfbmi-talk:
http://nfbnet.org/mailman/options/nfbmi-talk_nfbnet.org/terrydeagle%40yahoo.
com
_______________________________________________
nfbmi-talk mailing list
nfbmi-talk at nfbnet.org
http://nfbnet.org/mailman/listinfo/nfbmi-talk_nfbnet.org
To unsubscribe, change your list options or get your account info for
nfbmi-talk:
http://nfbnet.org/mailman/options/nfbmi-talk_nfbnet.org/markaeagle%40yahoo.c
om
_______________________________________________
nfbmi-talk mailing list
nfbmi-talk at nfbnet.org
http://nfbnet.org/mailman/listinfo/nfbmi-talk_nfbnet.org
To unsubscribe, change your list options or get your account info for
nfbmi-talk:
http://nfbnet.org/mailman/options/nfbmi-talk_nfbnet.org/f.wurtzel%40att.net
_______________________________________________
nfbmi-talk mailing list
nfbmi-talk at nfbnet.org
http://nfbnet.org/mailman/listinfo/nfbmi-talk_nfbnet.org
To unsubscribe, change your list options or get your account info for
nfbmi-talk:
http://nfbnet.org/mailman/options/nfbmi-talk_nfbnet.org/terrydeagle%40yahoo.
com
More information about the NFBMI-Talk
mailing list