Rajasthan Director General of Police O.P. Galhotra was shunted out on Thursday in the first reshuffle of IPS officers carried out by the newly elected Congress government in the State. Mr. Galhotra, whose handling of the law and order situation in the State was found wanting by the Congress, has been replaced by 1983-batch IPS officer Kapil Garg. Mr. Garg, who is the most senior IPS officer in the State, was serving as chairman, Police Housing and Construction Corporation. Mr. Galhotra has been shifted as Director General, Home Guards.Jaipur Police Commissioner Sanjay Agarwal also received the marching orders, with new posting of Additional DG, State Disaster Response Force, in the transfer list of 17 IPS officers released by the State’s Personnel Department.Anand Kumar Srivastava, Inspector-General of Police, Kota Range, was shifted as the new Police Commissioner in Jaipur, replacing Mr. Agarwal. Dinesh M.N., discharged in the Sohrabuddin Sheikh fake encounter case last year, was transferred from the post of IGP, Bikaner Range, to IGP, Intelligence-I, Jaipur.Among other officers, Special DGP (Law and Order) N.R.K. Reddy was shifted as Pro Vice-Chancellor, Sardar Patel University of Police, Security and Criminal Justice, Jodhpur, and Mohan Lal Rathar from Additional DGP, CID (Civil Rights), Jaipur, to Additional DGP (Law & Order), Jaipur. Deputy IGP, Crime Branch, Jaipur, Sanjay Kumar Shotriya, was shifted as Deputy IGP, Chief Minister’s Security and Vigilance, Jaipur.The transfer list of IPS officers came two days after the Congress government’s first bureaucratic reshuffle on Tuesday, in which 40 IAS officers were shifted.
What Surveys Have Told Us About U.S. Social Mobility Raj Chetty of Harvard University and Emmanuel Saez of University of California (UC), Berkeley, created a big media splash last summer with a study showing that social mobility—the income status of adult children relative to their parents—correlates with where the children grew up. The study, based on an analysis of millions of U.S. tax records that had been largely off-limits to researchers, has fed the public perception that the American dream of equal opportunity for all may be fading. It also bolstered the reputations of the two young superstars—each has received the top prize for economists under 40 and a MacArthur “genius” award. And it has left their colleagues wondering how they pulled off such a feat.“It was very entrepreneurial of them to get access to the data, which is not normally available,” says Gary Solon, an economist at Michigan State University in East Lansing who has done pioneering work on social mobility using small data sets from surveys, the traditional approach to studying the topic. “You need the energy and perseverance and connections. My guess is that it was probably some combination of skill and luck.”Solon’s hunch is right, according to the U.S. IRS, which described the unusual arrangement in a series of e-mail exchanges with ScienceInsider. Solon and his fellow researchers aren’t driven simply by idle curiosity: Access to government administrative data that can be linked to surveys may hold the key to unlocking the causal factors behind social mobility, an important but poorly understood phenomenon. 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The new rule, a trivial component of a major overhaul of the U.S. tax system, was designed to stop parents from claiming imaginary dependents that would lower their tax bills. And it worked: Several million fewer dependents were listed on 1987 tax returns.Chetty was 9 years old at the time and living in India, and Saez was a teenager in France. After a meteoric rise through academia—Chetty was granted tenure at UC Berkeley at the tender age of 27, for example—they earned their academic spurs with a series of theoretical and empirical papers on how various government policies influence human behavior.Tax cheats hadn’t been on their radar. But a few years ago they realized the change in the IRS tax forms made it possible, for the first time, to link millions of children with their parents’ tax records. Those children could then be followed into adulthood and, thus, be part of a study on intergenerational mobility. After persuading the Treasury Department’s Office of Tax Policy that such a study could shed light on whether local tax and spending policies affect social mobility, the team was given the chance to work directly with tax records.The researchers began by examining tax returns filed in 1996. They identified a core sample of nearly 10 million children born between 1980 and 1982 (14- to 16-year-olds). The researchers then tracked the children until approximately age 30 and compared their family incomes with those of their parents. They calculated the parent’s income by averaging total family income over 5 years, from 1996 to 2000; for the adult children, they measured income in 2011 to 12. The team then ranked the incomes of both parents and adult children in relation to their peers and divided each group into quintiles. In a last step designed to tease out geographical differences in mobility, they assigned the children to the city in which they were living at age 16; in all, they study included 731 localities spanning the entire country.To simplify their results, the researchers calculated the chances that a child from a family whose income was in the lowest quintile in the 1990s will have jumped into the top quintile by age 30. The national average was 7.5%, but the percentage varied greatly by geography. In San Jose, California, 12.9% of the children who grew up there managed to make the big jump (putting it at the top of a mobility list of the 50 largest U.S. cities). In contrast, those from Charlotte, North Carolina, brought up the rear, at 4.4%.A second study, drawn from the same database, found mobility has remained relatively constant over time in recent decades. Specifically, they reported that the probability a child born in the bottom fifth would leap to the top fifth was 8.4% for children born in 1971, compared with 9.0% for those born in 1986. The conclusion, based on a younger cohort born in the 1990s, draws upon both the children’s income and a proxy involving any amount of college attendance. Chetty says that the two estimates “exhibit very similar trends” and that the researchers therefore rely on income “as our main estimate.” But many social mobility researchers question the value of such a proxy and say the results about trends are much less persuasive than the work on regional variations.Getting their hands dirtyThe process that allowed Chetty and Saez to work directly with the IRS records was routine, the two researchers say. “We got access to the tax data through a standard call for research proposals from IRS,” Saez told Science in an e-mail. Declining to answer other questions, Saez acknowledged that the team, which included Harvard’s Nathaniel Hendren and UC Berkeley’s Patrick Kline, took a path rarely trodden by researchers. “They unfortunately have very little funding,” he wrote about the IRS, “and hence can only accommodate a relatively small number of researchers.”A research solicitation that IRS issued in the fall of 2011 attracted 51 proposals, according to Barry Johnson, head of the special studies branch of the Statistics of Income division. Some 19 were accepted, Johnson says, and 16 studies were actually carried out. And the vast majority of researchers supported by the IRS were required to follow a protocol that allowed them to use the information without actually handling the microdata itself.“We were given a dummy data set, with random numbers, to test our program,” explains David Grusky, a sociologist at Stanford University in California and director of its Center on Poverty and Inequality. “Once we’re confident the program is working, we ship it off to the IRS and someone there does the run. After checking to make sure no confidential information is included, they send the output back to us. And we shuffle back and forth until the project is done. It’s a little cumbersome, but it works.”Such an arrangement is far from optimal, however, say scientists not involved in the IRS research program. “It’s a bit awkward, a bit clunky, to get dummy data to debug your programs,” explains Miles Corak, an economist at the University of Ottawa who has helped develop data sets on social mobility for the Canadian government. “The problem is that you don’t get to dance and play with the data, and someone else runs it.”Chetty and Saez were spared that inconvenience by, in effect, becoming part of the IRS workforce. IRS decided that the researchers needed to come to Washington as needed because “the econometrics were quite technical and a great deal of work was required to assemble the needed data,” Johnson says. Once that decision was made, the academics agreed to “submit to fingerprinting and a complete background check, undergo training in the proper protection of administrative data, and be subject to the same rules and penalties that apply to any IRS employee.” They also worked under the supervision of the Treasury Department; one employee, Nicholas Turner, was even listed as a co-author on one of the key papers.At the same time, IRS required the authors to receive prior approval of any papers or presentations based on their analysis of the restricted data. “The IRS does not in any way attempt to influence findings,” Johnson writes. “The review is limited to ensuring that the data have been described and used correctly. [That is] a standard feature of peer review.”That policy does not exist at the government’s de facto statistical agency, the U.S. Census Bureau. Ron Jarmin, who manages the Census Bureau’s research and methodology programs, says “we do not impose editorial control of the research product.” The agency does make sure that any personal data have been “deidentified” before they are made available to researchers, he adds. But beyond that, he says, the agency “doesn’t have the time and resources” to do such a vetting, nor does it see any need to do so. “As a statistical agency, we value their output,” he says about the collaborations with researchers.Can it be replicated?The IRS says it has a long-standing interest in the scholarly analysis of social mobility as a way to assess tax policy. But some social scientists say that the agency didn’t really recognize the value of outside collaborations until Alan Krueger, a noted Princeton University economist, became chief economist at the Treasury Department in 2009.Krueger, who also served as chair of the White House Council of Economic Advisers before returning to Princeton in August 2013, says he supported academic use of the agency’s data. But he doesn’t take credit for the 2011 solicitation. And he notes that tight budgets limit the number of such collaborations. The IRS could do more, he adds, if somebody else footed the bill.“My own view is that the IRS should charge researchers to cover the cost of accessing data, the same way that the Census Bureau does,” Krueger says. (His reference is to the fees charged to researchers who use the agency’s research data centers, a network of 14 secure sites around the country.)Unless and until that happens, however, social scientists will have to be content with applauding Chetty and Saez and dreaming about what they might do if they could get ahold of such data. “For the purposes of measuring intergenerational mobility in the United States, it’s an amazing data set,” Solon says.*Correction, 23 May, 12:41 p.m.: This Insider has been revised to clarify where the federal employee who oversaw the Chetty-Saez research project is employed.*Correction, 27 May: 3:47 p.m.: A reference to a cross section of children used as a sample in the first study has been removed, and information about the two estimates for income used in the second study has been added.See also:The science of inequality It’s Already on File: How Administrative Records Can Help Assess Mobility The IGE: Anatomy of a Mobility Score
Spanish football giants Real Madrid have reached an agreement to renew the contract of team captain Sergio Ramos until 2020.The deal will be announced next Monday at the Santiago Bernabeu, club officials told EFE on Wednesday.During the team’s Asia tour, Real president Florentino Perez resolved the renewal issue with the Spanish international, while Rene Ramos, the brother and agent of the Real Madrid right back, successfully found common ground with Real general manager Jose Angel Sanchez in Madrid on Wednesday.The officials noted that Ramos’ salary would come in around nine million euros (nearly $10 million) per season, in addition to remunerations for goals scored and titles won.The thorny renewal issue with Ramos started after the 2014 FIFA Club World Cup, and while it quieted down for a time, it recently regained its potency.Reports speculated that Manchester United were pursuing the Spaniard, while some saw such rumours as an attempt by Ramos to pressure Real to pay his desired salary.
COMMENT tennis SHARE Published on September 05, 2017 0 Juan Martin del Potro shrugged off sickness to save two match points and defeat Dominic Thiem in a five-set US Open epic on Monday to book a quarter-final showdown with five-time champion Roger Federer.Argentina 24th seed Del Potro claimed a heroic 1–6, 2–6, 6–1, 7–6 (7/1), 6–4 victory over the sixth-seeded Austrian on a rocking Grandstand court, describing it as night he would remember forever.Del Potro famously defeated Federer in the 2009 final for his only career Grand Slam title before his career was almost torpedoed by a succession of wrist surgeries.Federer, the third seed, eased into the last-eight with a 6–4, 6–2, 7–5 win over Philipp Kohlschreiber, taking his record over the German veteran to 12–0.Elsewhere, top seed Rafael Nadal claimed his 50th win at the US Open and will meet Russian teenager Andrey Rublev.In the women’s event, world number one Karolina Pliskova setup a quarter–final date against America’s CoCo Vandeweghe. Estonia’s world number 418 Kaia Kanepi also reached the quarter-finals, just the second qualifier to make the last eight.But the day belonged to Del Potro, who celebrated his win, which came off a Thiem double fault, by stretching out his arms, head facing the night sky, as his legion of fans, many dressed in the light blue colors of Argentina’s famed football and Pumas rugby teams, celebrated wildly.“Oh my God,” said Del Potro, who had been 2–5 down in the fourth set. “I was sick the last two days. I came here trying to play the best I can and then when I see this crowd cheering for me, I was trying to play better every game. I will always remember this,” he said.Federer’s ‘bum’ noteFederer has a 16–5 advantage over Del Potro but they have split their last six meetings.The 36 year-old Swiss maestro didn’t face a break point against Kohlschreiber with his biggest challenge having to take a medical time-out off court at the end of the second set. “I needed a rub on my back… or bottom and I didn’t want to do it in front of you guys,” he explained before he turned his attentions to Del Potro, he said, “It’s great to see him back on tour. He’s had a rough ride with wrist problems. He’s a good guy.”World number one and 2010 and 2013 champion Nadal, who could meet Federer for the first time in New York in the semi-finals, crushed Ukraine’s Alexander Dolgopolov 6–2, 6–4, 6–1.The 31–year–old Spaniard goes on to face Russian 19 year–old Rublev, who stunned Belgian ninth seed David Goffin 7–5, 7–6 (7/5), 6–3 to become the youngest quarter-finalist since Andy Roddick in 2001.“I played a solid match with not many mistakes,” said Nadal, the reigning French Open champion.Rublev, ranked 53, has won 13 of his last 17 matches after breaking the top 100 for the first time in June. “Rafa is a real champion. I will try to do my best—I have nothing to lose,” said Rublev.Meanwhile, the 32 year-old Kanepi, a former world number 15 whose career was almost ended by illness and a crippling injury, downed Russia’s Daria Kasatkina 6–4, 6–4. She will next face Madison Keys of the United States, who put out fourth seed Elina Svitolina 7–6 (7/2), 1–6, 6–4, ending the Ukrainian’s hopes of taking the world number one spot.It will be Kanepi’s sixth quarter-final at the majors and second in New York after also reaching the last eight in 2010. “It’s very tough to believe where I am now after all that has happened. I didn’t expect it,” said Kanepi, who is playing in the main draw of an event for the first time this year.Top seed Pliskova, the runner-up in 2016, needed just 46 minutes to sweep past American Jennifer Brady 6–1, 6–0 and make her third Slam quarter-final of the year. She will next face American 20th seed CoCo Vandeweghe, who made the last eight for the first time by beating Lucie Safarova of the Czech Republic 6–4, 7–6 (7/2). SHARE SHARE EMAIL COMMENTS
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On the match against India at Kolkata, the former test On the match against India at Kolkata, the former test captain and coach said that everything went against the team. “On the day, the events also conspired against us,” wrote Intikhab. “For one, the weather didn?t help. On the same square where the Pakistan batsmen gave a command performance against Sri Lanka [the warm-up match] and Bangladesh, the weather suddenly turned from sultry and sunny to wet and unpredictable. Intermittent rain during the night prior to the game, followed by further downpours and overcast skies, meant that the pitch and outfield remained covered for more than 24 hours, changing its character from slow in pace to a spitefully turning and gripping one.” Alam added that Pakistan legend Imran Khan was only good enough to give a pep talk to the team and lacked the ability to understand the post-modern demands of the game. “To prop up the team?s morale, Shahid Afridi invited Imran Khan for a pep talk prior to the game. Imran for his part tried to lift the morale, advising the boys to stay positive till the last ball was bowled, and never allow the possibility of defeat enter their consciousness. It was a pretty decent one as far as pep talks go, but it was evident that Imran ? not unlike many outstanding exponents of the game from his time who have not stayed abreast with it ? was not too familiar with the demands and tactics employed in this condensed, post-modern format of the game.” He also criticised the non-aggressive field placing by Afridi: “I also felt if proper field placing was placed for Shoaib Malik in his initial over it may have given us a breakthrough; it was very surprising to see that in a low- scoring game there was no attacking field-placing. There was no slip; had he employed a slip cordon for Malik, we may have had Yuvraj as two chances from his blade went through.” PTI Cor AT ATadvertisement
Every job seeker needs to have a well-planned career strategy for the upcoming year.A great way to get yourself focused on your job search is to create a game plan for your career. Your career game plan consists of setting goals, figuring out how you’ll accomplish those goals, and creating a time frame for yourself.To help you get started with creating a game plan for your career, here are some steps to follow:1. Start with a goal and break it down.Succeeding in your job search requires you to start with the end in mind. Your career game plan will focus on the goals you have for the upcoming year and breaking them down into shorter goals.For example, let’s say by next year, you hope to be working full-time as a marketing professional in the sports industry. In order to accomplish this goal, you can break it down into a series of objectives.Your first objective could be to start building your personal brand as an expert in the sports industry. You can do this by creating a professional website or blog, networking with professionals in your field, and getting involved with conversations about the industry online.2. Determine the skills you need to learn.After you’ve set your goal and created objectives, determine the skills set you need in order to be successful in landing a job. This will make you more marketable to employers.To determine the skills you need to learn, research relevant job postings and organizations to the type of job you want. Pay close attention to the skills and experience each of these organizations require. If you find you’re lacking in a certain area, this is a good indication you need to learn some new skills.3. Keep track of successes and failures.As you continue on your job search, pay close attention to your accomplishments and failures. Whenever you accomplish an objective such as landing an interview or attending a networking event, this helps you gauge your career success. On the other hand, if you miss a goal or objective, this provides you with the opportunity to learn and improve from your mistakes.4. Keep playing to win.The only way your career game plan is going to work is if you adopt an “I’m in it to win it!” mentality. There’s no doubt you’ll experience a number of ups and downs in your career, but you need to stick with your goals no matter what.Being persistent with your job search and staying aware of opportunities is the only way you’re going to give yourself a leg up in your career. You can only reach success if you follow through with your career goals and hold yourself accountable for your success. By doing this, your career game plan will help you get ahead with your job search and lead yourself closer to the big picture.A career game plan is a great way to get you focused on your job search and help you find a job that meets your goals and needs. By following these tips, you’ll create a career game plan that gets you ahead of the game.Do you have a career game plan? What does it look like for you?
With more than 27,500 open internships across the U.S., according to Glassdoor data, now is the time for college students and young professionals to apply to summer internships. Glassdoor combed through thousands of company reviews shared by interns over the past year to identify the companies that offer the best experience, revealing its fourth annual report of the 25 Highest Rated Companies for Internships in 2015.This year, Facebook takes the top spot for the second year in a row with a 4.6 company rating, according to interns. Chevron debuts on the list at #2 with a 4.6 rating, knocking Google to #3 (4.6) after ranking second on last year’s list. Quicken Loans (4.5) comes in at #4, while newcomer eBay (4.5) rounds out the top five.See what other companies cracked the top 25:Why is Facebook so highly rated by interns? Glassdoor dug into Facebook company reviews and its interns report a great company culture that embraces inclusiveness and creativity, feeling like part of the team, working with smart engineers and colleagues on projects that actually get built and impact billions of people. Here’s what some interns had to say:“Great culture, easy to talk to anyone you want throughout the company. I felt like I was given a challenging task and able to grow as an engineer.” – Facebook Software Engineering Intern (Menlo Park, CA)“You are working on a very interesting problems, which actually affect more than a billion people. You also learn a lot from people around you.” – Facebook Intern (New York, NY)We also went inside Facebook to hear firsthand what interns enjoy about working at the company:Want to know where in the U.S. to get hired as an intern? Check out our research on the cities with the most open internships.Also, Glassdoor is excited to launch Glassdoor for Students, a free job search resource customized to meet the specific needs of today’s college students, allowing them to find and research the latest internships, entry-level jobs and salaries, career tips and more. Read more about Glassdoor for Students.What was your latest internship like? Share a review about your experience!
I began my career in production at ABC before moving into sales, and then into corporate communications at CBS Corporation. Shortly after I joined CBS, I also started working as an adjunct communications professor, all before I turned 23.I was fortunate early on in my professional journey to find models of success – people to whom I could relate, and who inspired me with their passion and focus. I looked to them for guidance. Eventually, I identified deliberate behaviors which had helped them flourish in their personal and professional lives, and I crafted a personalized roadmap for a successful life of my own. I spent a lot of time reflecting on and evaluating my goals and tactics – a strategy I share with my graduate students and mentees today. I often speak with them about how they can take actionable steps towards achieving their own goals. Here are the steps I believe are necessary to take your dreams into drive. Ready? Let’s go.1. Create a personal vision and mission statement.Tracking personal progress is, without a doubt, easier when you have a roadmap. That’s why I recommend creating both a vision statement and a mission statement. They serve two distinct functions. A vision statement speaks to your future and answers the question: “If I were to achieve my personal goals, what would my world look like?” This provides an image of your ideal future. A mission statement is your personal “how-to,” outlining the process by which your vision will be achieved. This tangible, detail-oriented resource describes what you do and your overall intention. It keeps you on track with your goal and communicates your direction. With your vision and mission statements top of mind, it’ll be easier to figure out what you need to do to accomplish your goals.3 Steps to Define Your Career Mission Statement2. Hustle!Be a go-getter and innovator. Invent new avenues for yourself, approach tasks creatively, discover new opportunities for growth, and strive to be enterprising. I regularly look for new opportunities to expand my reach and sharpen my skills. I have often done this in my career by volunteering (which you can do inside or outside of your day job). Every promotion I have received has been a result of me volunteering to take on more work and responsibility without asking for additional compensation. When you raise your hand, you put yourself in a position to learn from someone who appreciates your time and optimistic attitude. When you go above and beyond your requirements, that’s when you can add new expertise to your resume and become a leader on key projects. This is when you are seen as invaluable. By discovering new opportunities for development and visibility, you put yourself in a position to score and win.3. Have a team.Ideally, your team should include a mentor, sponsor, and friend. A mentor is necessary to guide your direction based on your personal mission and vision. Your mentor doesn’t have to be in the same industry or field as you, but should be able to encourage and support you. A sponsor, on the other hand, should be someone in your industry who can promote and refer you for positions in your field. By singing your praises, this person will elevate you personally and professionally. Next, choose a true and reliable friend who will be honest, forthcoming, and encouraging. They say your network is like a bank and withdrawals are dependent upon your contribution. Make sure to give your team updates on your growth, but also see how they are doing. Hear something interesting about their company? Do they have personal news – a promotion, celebration, industry update, or a cool current event they are linked to? Offer yourself up for assistance. What goes around comes around. Give and you will receive.4. Show and tell.Organically brand yourself and, without being boastful, let people know what you’re doing and how you’re doing it. When someone asks you, “What do you do?” do you simply tell them your job title? You shouldn’t! Instead, identify your unique strengths and your tagline. For instance, as a communicator and educator, I have “the gift of gab” and am an innovative storyteller. The inimitable descriptions of what I do speak to my day-to-day roles as a communications expert and an adjunct professor. The next time someone asks you about your profession, be sure to expand on your answer in your own unique way.How To Craft An Irresistible Elevator Pitch (& Deliver It Like A Pro)5. Be audacious, enjoy yourself, and have fun.New opportunities will fall into your lap when you are having the time of your life. I have had countless career-changing conversations that have happened over coffee, lunch, or drinks with people in my network. These were not “work” meetings – just moments to touch base and catch up. Even so, the end result enhanced my career. Be adventurous, travel, dance, smile, and do things you will be talking about for generations to come. After all, some of your best ideas will unexpectedly emerge when you give your brain a rest.This article originally appeared on The Well, Jopwell’s digital magazine. The Well is the digital magazine of Jopwell, the career advancement platform for Black, Latino/Hispanic, and Native American professionals and students. Subscribe to receive weekly stories and advice in your inbox.
Hot, New Jobs For You 23 hours ago 23h 23 hours ago 23h Manager Cafe Rio Mexican Grill Lynnwood, WA 23 hours ago 23h If you want to know what it’s like to work for a company, you can’t exactly waltz up to a recruiter and ask “What’s your company culture like?” Besides the fact that company culture covers a whole lot of ground and summing it up in one answer isn’t totally possible, it’s more likely than not to yield a polished, marketing-approved answer than a candid discussion.“If you are asking… about the culture, [recruiters] will know that and attempt to tell you what you want to hear,” says Henry Goldbeck, President of Goldbeck Recruiting. “So, if you are going to ask about company culture, it’s better to ask specific questions.” There are a number of questions you can ask during an interview that, while seeming fairly straightforward on the surface, can help uncover deeper intel about the inner workings of a company. We asked a handful of career, recruiting, and HR experts to share a few of their favorites — keep these in mind the next time you’re in an interview and want to know the scoop.1. How long have you been with the company?“This is a question to ask each of your interviewers. If everyone you meet has only been there a short time you need to probe further,” says Career Counselor and Executive Coach Roy Cohen. “Unless the company is a startup, expanding rapidly, or the department is newly established, this is a serious red flag. High turnover could be a sign of low pay, long hours, lack of opportunity for career advancement, or incompetent management.”8 Questions You Should Absolutely Ask An Interviewer2. What was the last big achievement that was celebrated?This question “gives [interviewers] the chance to reveal if employee efforts are acknowledged and appreciated and if people enjoy having company parties/gatherings,” says Valerie Streif, Senior Advisor at career services company Mentat. “If they don’t do anything to celebrate, it may be a thankless and cold environment.”3. What’s the dress code like here?“Companies that have no dress code or a very loose one are often less traditional than companies with full business-dress requirements. Certainly, there are exceptions, but I rarely find a company where everyone wears a full suit and tie or skirt suit every day that also has dogs in the office and nap rooms and free beer,” says Jill Santopietro Panall, HR consultant and owner of 21Oak HR Consulting, LLC. “Be careful, here, though, because an informal dress code doesn’t necessarily mean that there’s less pressure or stress. Many tech companies have no dress code but are also total pressure cookers. Appearance standards are only a small clue to the environment, not the whole picture.”10 Interview Questions to Ask to Evaluate a Company’s Work-Life Balance4. What activities do you offer for employees?“If companies have softball leagues, trivia teams, company outings, retreats or other planned social events, it can often give you a clue to how important they think it is for co-workers to LIKE one another, not just work together,” Santopietro Panall says. This can be especially important if you “have recently moved, are entering the workforce after college or anyone else that needs a social aspect in the workplace,” adds Nikki Larchar, Co-Founder/Human Resource Business Partner at simplyHR LLC.“On the flip side, that kind of togetherness may not be for everyone,” Santopietro Panall acknowledges. “If the thought of socializing with your co-workers leaves you cold, you may want to look for a company with a more 9-5 environment.”5. What was the department’s biggest challenge last year and what did you learn from it?It may come across as an obvious question, but it actually does a great job at revealing “whether or not the company blames processes or people when something goes wrong. The former indicates that they are a continuous learning organization and the latter may be a sign of a blame culture,” says Mary Grace Gardner, career strategist at The Young Professionista. “Listen to who or what gets blamed for the failure and if they have taken steps to learn from it.”Keep an ear out for how their answer hints at the degree of politics present in the office, too. “Company politics play a huge role in overall job satisfaction, and it’s important to know ahead of time how decisions are made and conflicts are resolved,” shares Natasha Bowman, Chief Consultant at Performance ReNEW and author of the upcoming book You Can’t Do That At Work! 100 Common Mistakes That Managers Make.6. How much time do the owners/leaders/founders spend in the office?“This question tells you whether or not you have leaders in place who are in touch with the work and making knowledgeable decisions. The best and brightest ideas oftentimes come directly from the people actually doing the work, so if a leader rarely spends time with staff, it points to a lack of innovation and support in their culture,” says Gardner.This question may not be quite as important to ask of a large business, but “in a small business, that interaction with the top level may be key to you getting ahead, being able to get things done and having that person’s vision be carried out by their team,” Santopietro Panall says. It “might also give you a key to the level of the workaholism that you can expect there. If the recruiter says ‘oh, our CEO Sally is here 90 hours a week, she never takes a day off!’ you’re going to know that the culture is going to be very focused on putting in a lot of hours with a lot of face time.”7. What do people on the team that I’d be joining do for lunch every day?“Finding out what people tend to do on their lunch hour will tell you whether they are slammed with work, don’t want to spend time with their colleagues, or tend to be social and enjoy each other’s company,” Bowman says. “This information can also tell you whether or not your potential colleagues might be more extroverted or introverted. Depending on your own preferences, this response can give you some valuable insight into the team that you’re joining.”An Exec Reveals What You Should Look For In A Company’s Culture8. How do you measure success and over what time frame? How are these metrics determined?If you want to avoid a boss with outrageous expectations, this is the question to ask. “Before you accept an offer you need to know that your new boss has realistic expectations with respect to what you will accomplish and by when,” Cohen says. “No matter how attractive an offer may be, if you do not, or cannot, deliver results you will fail. So, if you are told that the bar is outrageously high and you don’t have enough time to come up to speed, think twice before accepting the terms without discussion or negotiation.”9. Would you be willing to show me around the office?This question is probably best saved for a last-round interview so you don’t seem too intrusive, but “taking a walk around the workspace is a great way to get a real feel for the day-to-day culture,” Larchar says. “Are individuals interacting with one another? Do the workers look stressed? Are the individual workspaces decorated? What is the setup of the office? Does the work space seem inclusive? How are the departments organized? If you thrive on working with others, you’ll want a work environment where that feels natural.”One thing Santopietro Panall recommends keeping an eye on in particular is how many senior-level employees have their own offices. “It’s a clue to how structured and hierarchical the company is,” she says. “Companies with few or no private offices tend to be less top-down than companies with a lot of private offices or a whole CEO floor. There’s a strong trend, in many businesses, of removing private spaces in offices and making all space communal — some companies are loving it and finding it effective and others are dreading it, but whether a company would even consider it is a sign of how much they are trying to embrace a certain kind of flexible, collaborative work style.”10. Does the company give back to the community? In what ways?“If it is important that you and the company are aligned in terms of shared priorities such as corporate responsibility or giving back, then understanding their level of involvement offers important insight,” Cohen says. “Some companies make a point of promoting their community activities. Others view philanthropy and volunteering as a distraction. At the very least, if there is a disconnect, then you will not be disappointed when the company opts for limited commitment.”“This also ties back into the question regarding social activities,” Larchar adds. “Are there events outside of work that the company supports and do they align with what you believe in or value as an individual?”11. How many of the current team members have flexible schedules?“Rather than asking ‘Can I have a flexible schedule?’ in your initial conversation… ask if others already do,” recommends Santopietro Panall. “If nobody does now, you’ll know that the culture is more formal and any requests for flex-time or alternate work arrangements may be met with less enthusiasm. If lots of people have flexible schedules, you’ll get a read on the work-life balance.”It’s important to keep in mind the level of seniority for flexible employees as well, however. “It’s not helpful to you if you’re applying to a mid-level position and a senior manager has a flexible work schedule. Ask specifically about what location and scheduling flexibility exists for others in positions similar to yours,” Bowman says.4 Ways to Ask For a Flexible Work Schedule12. What continuing learning opportunities do you have for your employees?“Besides the benefits of getting a degree or a certificate program subsidized by the company, this question offers insight into several other important aspects of company culture,” Cohen says. “Does the company view continuing education and advanced degrees as adding value to your profile? Does the company make time for you to pursue outside training? And even more important, if there is time for training, does this mean working there will allow for balance and a life outside?”Beyond that, it’s also a good indicator of whether or not a company cares about employee retention. “Pay attention to if a program exists and what it comprises of: conferences, mentorship or an internal leadership development program are all positive signs that the company is interested in retaining its employees for the long haul,” Gardner says. Restaurant Manager The Saxton Group Waco, TX 23 hours ago 23h 4.8★ Kitchen Manager Famous Toastery Myrtle Beach, SC 3.0★ 4.7★ Restaurant Manager Red Lobster Orland Park, IL 23 hours ago 23h Manager In Training Crew Carwash, Inc. Cumberland, IN Canvass Manager HomeGuard Roofing & Restoration Denver, CO 23 hours ago 23h 23 hours ago 23h Restaurant Manager Old Chicago Peoria, IL 23 hours ago 23h Store Manager Chico’s FAS Braintree, MA 3.2★ 3.4★ 4.3★ N/A 23 hours ago 23h 3.3★ 23 hours ago 23h 3.8★ Store Manager Infinite Hair & Beauty Opelousas, LA Store Manager Northern Tool + Equipment Midland, TX 3.4★ View More Jobs
23 hours ago 23h 2. New Haven, ConnecticutDetails: The city’s Re:New Haven program is making New Haven look like your new home. The city offers up to $10,000 in interest-free loans to new homeowners in the area, along with $30,000 to make energy-saving upgrades. The deals don’t stop there: if you live in the house for a long enough period, the loans are 100% forgivable. New Haven also attracts new residents with families by promising to cover in-state college tuition for students who graduate from New Haven public schools. Number of Open Jobs: 5,053 Companies Hiring: T-Mobile, Edward Jones, Great Clips, Intuit, Synagro & more. Browse New Haven Jobs 3. Harmony, MinnesotaDetails: Harmony, Minnesota lives up to its name with its residential home construction rebate. The city offers residents interested in building new homes up to $12,000 in cash rebates, depending on the estimated market value of the house, to encourage construction. And participants in the program won’t run into a bunch of red tape – there are no restrictions on age, income level or residency. Time to break out the blueprints for your dream home! Number of Open Jobs: 665Companies Hiring: Kwik Trip, American Consumer Panels, Cadence Design Systems, Platinum Supplemental Insurance, C.R. England & more.Browse Harmony Jobs VEHICLE VINYL & GRAPHIC WRAP INSTALLER 3DI Sign and Design Arlington, TX *RN, Registered Nurse – CV Telemetry Step Down- SIGN ON BONUS UP TO $10 CHRISTUS Health Houston, TX Project Manager Awning & Sign Contractors, Beagle One Inc. Zionsville, IN 6. Curtis, NebraskaDetails: You’re probably planning in the future to buy a house. But what if you could be a homeowner and a landowner? Nebraska’s “Easter City” is offering free plots of land to newcomers where they can construct a single-family homes. And the land isn’t in the middle of nowhere – all plots are already located on paved streets with access to utilities. Number of Open Jobs: 27Companies Hiring: UPS, BSB Construction, Acosta, Crete Carrier Corporation, H&M Trucking & more. Browse Curtis Jobs Class A CDL Driver DEDICATED*SEMI LOCAL*REGIONAL*HOME WEEKLY*$12,000 SIGN ON BONUS (DALLA Dallas, TX N/A N/A 3.5★ Choosing a new place to live can be tricky. Whether you’re a new college graduate, buying your first house or just short on cash, affordability is crucial when considering a location. Luckily not everywhere in the United States is experiencing skyrocketing rent prices. Cities and states across the country are incentivizing incoming residents with everything from discounted rent and forgivable home loans to free college tuition. Here are the amazing communities that will pay you to live there. 1. VermontDetails: A new policy is designed to help fill the state’s open jobs by giving people an incentive to relocate. If you move to Vermont after January 1, 2020, the program will pay as much as $5,000 in some areas, like Burlington, that have larger populations, and as much as $7,500 in most other smaller towns. It’s a variation on another program, launched earlier this year, that reimburses remote workers up to $10,000 when they move to the state.Number of Open Jobs: 12,806Companies Hiring: Northeastern Vermont Regional Hospital, Piedmont Airlines, HCRS, Marathon Health, State of Vermont, BioTek Instruments, Edward Jones & more.Browse Vermont Jobs 23 hours ago 23h 7. St. Clair, MichiganDetails: You may have received scholarships from your hometown in order to go to college. But what if a city paid you to move back after graduation? St. Clair is attracting recent grads by providing up to $15,000 in student loan repayments to newcomers. The “come home” award is available for future residents with degrees in science, technology, engineering, arts or math. Talk about an unforgettable welcome home!Number of Open Jobs: 3,103Companies Hiring: L&W Supply, Morrison Healthcare, Kohl’s, Super Service, Triumph Group & more.Browse St. Clair Jobs Inside Sales Representative Omega Sign & Lighting Inc / Yesco Chicago Addison, IL 3.5★ 23 hours ago 23h **Now Hiring – Walk-In Interviews November 14th – Thursday from 1pm to 4pm- Registered Nurses – CHRISTUS Trinity Mother Frances -Sign-on bonuses available** CHRISTUS Health Tyler, TX 23 hours ago 23h Class A CDL Driver LOCAL*HOME DAILY*WEEKEND TIME OFF AVAIL*UP TO $1,615 WK*$5K SIGN ON (B Bethlehem, PA 23 hours ago 23h View More Jobs 23 hours ago 23h 3.5★ 8. Baltimore, MarylandDetails: Baltimore is eliminating property abandonment by making it easier for you to become a homeowner. The city is encouraging buyers to invest in homes that have been marked vacant for one year or more through the Vacants to Value Booster incentive. The program contributes $10,000 loans to the downpayment and closing costs of distressed and formerly distressed properties. The best part? The loans are forgivable over a five year period.Number of Open Jobs: 78,323Companies Hiring: Bank of America, Baltimore City Health Department, Medifast, VIPKID International, Target & more.Browse Baltimore Jobs 23 hours ago 23h 23 hours ago 23h Hot Jobs For You 23 hours ago 23h 5. Tulsa, OklahomaDetails: Calling all remote workers! Tulsa, Oklahoma is incentivizing employees to move to the city through the Tulsa Remote program. Participants can access furnished housing with discounted rent and free utilities for the first three months. When they’re on the clock, workers can take advantage of coworking spaces (snacks included!) as well as networking and workshop opportunities. We haven’t even gotten to the biggest perk: individuals who stay in the program for one year are eligible to receive a $10,000 cash stipend. Number of Open Jobs: 13,101Companies Hiring: CBRE, 360 Payments, ConsumerAffairs, Macy’s, Midfirst Bank, Massage Envy & more. Browse Tulsa Jobs N/A 4. MaineDetails: Are you still paying off your student loans? Decrease your debt while decreasing your taxes by moving to Maine. Through the Opportunity Maine Tax Credit, the state helps workers who are recent college graduates by subtracting the amount an individual pays in student loans from what they owe in state income tax. For example, if you owe $2,000 in state taxes, and pay off $1,800 in student loans, then you’ll only have $200 in taxes. Number of Open Jobs: 20,284 Companies Hiring: Apple, Great Schools Partnership, WTB Law, Shipt, Fastaff & more.Browse Maine Jobs N/A 1.6★ 23 hours ago 23h 1.6★ RN, Registered Nurse – Emergency Room (Up to $10K Bonus, based on RN experience) CHRISTUS Health Kingsville, TX Local Class A Driver LOCAL*HOME DAILY*MON-FRI*WEEKENDS OFF*NIGHT SHIFT*$3K SIGN ON (BUFFALO Buffalo, NY SIGN PAINTER 3DI Sign and Design Arlington, TX N/A
Chelsea boss Antonio Conte is planning a double raid on Juventus for defensive reinforcements.Tuttosport says Conte has laid “siege” over his bid for Leonardo Bonucci – with Chelsea ready to splash £100 million on him and Alex Sandro.Chelsea are still willing to pay around £48m for Bonucci, whom Conte is eager to bring back under his fold.The pair have previous having worked together at Juventus.Now Conte, who will be without John Terry next season as he appears on the brink of joining Aston Villa, is continuing his fight to raid his old club for the centre-back.The move for Bonucci will form near enough half of the £100m swoop for him and Sandro.
Carlos Bacca insists he’s staying with AC Milan.The striker has been linked with Marseille and a return to Sevilla.“It’s the transfer market, there are always names circulating in the media,” Bacca told El Heraldo.“I’m calm, I’m happy at Milan. I like it here and I have three years on my contract. “I’ll stay, I’ll be there when training resumes on July 5.”
West Ham are ready to bid for Burnley striker Andre Gray.The Mirror says the Hammers are ready to make a £15 million move for Gray.The Hammers had a similar bid turned down by the Clarets in January but could be successful this time around.Gray is involved in a contract stand off wanting a big increase on his current deal which just has one year to run.Burnley who have sold central defender Michael Keane to Everton for £25 million are also resigned to losing Gray who scored nine Premier League goals last season.
Manchester City boss Pep Guardiola remains keen on AS Monaco midfielder Fabinho.The Brazilian is the subject of interest from Manchester United and has seen an offer from PSG turned down for him last week.L’Equipe says City are also keen, with Guardiola eager to deepen his defensive midfield options this summer.Fabinho’s father admitted last season City were keen and his son was open to moving to the Etihad.To land the midfielder, City would have to better PSG’s failed offer of €45m.
About Women Deliver:Women Deliver is a global advocacy organization that brings together voices from around the world to call for action for improved health and well-being for girls and women. Launched in 2007, Women Deliver works globally to generate political commitment and financial investment for fulfilling Millennium Development Goal #5 — to reduce maternal mortality and achieve universal access to reproductive health. Building from the groundbreaking conferences Women Deliver convened in 2007 and 2010, the initiative harnesses commitments, partnerships, and networks to help prevent the approximately 350,000 deaths of girls and women from pregnancy-related causes that occur every year. Women Deliver’s message is that maternal health is both a human right and a practical necessity for sustainable development. Invest in women—it pays. Visit www.womendeliver.org 6 April 2011, New York – Women Deliver, in partnership with Vestergaard Frandsen, announced today the launch of “Women Bloggers Deliver,” a competition that will send two female bloggers on a trip to Kakamega, Kenya to observe a unique public health campaign with a climate change component that will provide millions of girls and women with access to safe and clean drinking water. The winning bloggers will accompany community workers as they distribute LifeStraw® Family water filters to almost a million households, and watch as families and communities are transformed by this important public health intervention.In April and May of 2011, LifeStraw® Family water filters will be distributed to approximately 90% of all households in the Western Province of Kenya in a groundbreaking program that links access to safe drinking water with low carbon development. The program, called “Carbon for Water,” will provide more than four million residents with quick access to safe drinking water at home. The program is led and solely funded by Vestergaard Frandsen (VF), a global company that specializes in complex emergency response and disease control textiles, including LifeStraw® Family. It is self-funded by VF and will be reimbursed by carbon financing.“This competition will provide a unique opportunity for leading bloggers to travel to Kenya and observe the most important project yet to combine the power of climate change mitigation with public health,” said Mikkel Vestergaard Frandsen, CEO of the Group, Vestergaard Frandsen. “I’m sure the winning bloggers will have the experience of a lifetime and will share their knowledge and insights with a very wide and influential audience.”For one week in May, from May 14 to May 22, the bloggers will travel through Kenya’s Western Province, all expenses paid, to research and write about the campaign and the women whose lives are being affected. In sub-Saharan Africa, many girls and women spend hours a day collecting water, often walking miles in extreme conditions and on dangerous roads to fetch water and wood for fuel. This is time that could be better spent in school, as one in three girls in sub-Saharan Africa does not attend primary school and misses out on the opportunity to build a better future for herself and her family.“The huge challenges in sub-Saharan Africa—poverty, access to safe and clean drinking water, access to family planning, maternal mortality—can only be tackled if women are central to the conversation,” said Jill Sheffield, president of Women Deliver. “We hope that this competition will harness women bloggers’ energy and passion to showcase women as not only part of the problem, but part of the solution.”To honor the bloggers’ work and the work of Women Deliver in raising the profile of women from this community, the Emusanda Health Center in Kakamega will receive a long sought-after maternity ward donated by Vestergaard Frandsen with contributions from the blogosphere.To learn more and apply for the competition, visit this link: http://www.vestergaard-frandsen.com/women-bloggers-deliver/ Posted on April 8, 2011November 13, 2014Click to share on Facebook (Opens in new window)Click to share on Twitter (Opens in new window)Click to share on LinkedIn (Opens in new window)Click to share on Reddit (Opens in new window)Click to email this to a friend (Opens in new window)Click to print (Opens in new window)“Women Bloggers Deliver” will award two female bloggers with a trip to Kenya to learn about clean water and women in development Contact: Janna Oberdorfjoberdorf@womendeliver.org+1 646-695-9124Share this: About Vestergaard Frandsen:Vestergaard Frandsen is a European company specializing in complex emergency response and disease control products. The company operates under a unique Humanitarian Entrepreneurship business model. This “profit for a purpose” approach has turned humanitarian responsibility into its core business. Vestergaard Frandsen was founded in 1957 and has evolved into a multinational leader focused on helping to achieve the UN’s Millennium Development Goals. For more information please visit www.vestergaard-frandsen.com ShareEmailPrint To learn more, read:
ShareEmailPrint To learn more, read: Share this: Posted on January 28, 2013March 21, 2017By: Priya Agrawal, Executive Director, Merck for MothersClick to share on Facebook (Opens in new window)Click to share on Twitter (Opens in new window)Click to share on LinkedIn (Opens in new window)Click to share on Reddit (Opens in new window)Click to email this to a friend (Opens in new window)Click to print (Opens in new window)I recently returned from the Global Maternal Health Conference and have now had a chance to reflect on a fantastic week of high-energy, detailed discussions of how to deliver quality care for women. I moderated a panel entitled “Merck for Mothers: A Dialogue on Strategy and Programs”. The session was relevant and timely because many at the conference were talking about the need for more public-private partnerships to help speed up progress towards Millennium Development Goal 5 – so it was great to see it was so well-attended.Merck for Mothers is Merck’s 10 year, half-billion-dollar initiative to join the global effort to reduce maternal mortality. From the outset we have been mindful of the need to listen and learn from experts and those on the front lines of the fight against maternal mortality. Leading academics, foundations, NGOs, and multilateral agencies have been incredibly generous in sharing their insights to help inform our strategy. So the session was a brilliant opportunity to come back to the maternal health community and continue the dialogue we started nearly two years ago, get feedback on our progress so far, and discuss new approaches and bright ideas as our programs get underway.Some of the highlights of the lively discussion include the following:Why aren’t life-saving technologies reaching women in need? Paul LaBarre, of the non-profit PATH, gave an eye-opening presentation on the need to better understand the hurdles limiting appropriate use of technologies to prevent and treat post-partum hemorrhage and preeclampsia. As Paul said, the solutions are within reach, but we need to educate providers about essential medicines, ensure their availability and potency and make administration easier– issues identified repeatedly throughout the conference. Paul and I want to invite you to participate in a survey on this subject, which should take no more than 5 -10 minutes to complete. The deadline for responses is February 8th and participation is anonymous.What role can the local private sector play in delivering quality maternal health care? Ratnesh Lal, representing MSD India, offered some fascinating insights on the state of private care in India – in particular, that more than half of the poorest households are utilizing private health services. He also talked about how economically sustainable social franchise networks, provider accreditation, and mobile technology have the potential to improve the quality, affordability, and accessibility of maternal health care for up to 2.5 million pregnant women.In sub-Saharan Africa, the public health sector is similarly overburdened and when women reach a health facility they are often faced with a lack of trained health workers and poor infrastructure. So it was interesting to hear from Dr. Dorothy Balaba about how the Program for Accessible Health, Communication and Education (PACE), a local affiliate of Population Services International and Merck partner in Uganda, is working to increase skilled birth attendance (which at the moment stands at only 42%), get local pharmacies to offer more information on safe motherhood, and is exploring a community-to-facility emergency transport system. Dorothy spoke convincingly about the need to “grab hold of the opportunity” offered by the private sector to improve the quality and affordability of maternal health care.How do we measure the impact of public-private partnerships? Professor Oona Campbell, of the London School of Hygiene and Tropical Medicine, gave an excellent overview of some of the key features and challenges involved in evaluating maternal health programs, including the importance of building-in evaluation from the start and the process for selecting metrics to measure impact. The London School is a world leader in maternal health and impact evaluation, and we are delighted that they will be evaluating Merck for Mothers’ programs.There were some really insightful, candid discussion with the audience as well, including on how to strengthen our evaluation process and plan for achieving impact. Overall, it was an incredibly valuable session and I know many of the ideas and perspectives shared will continue to guide us as we embark on additional programming this year. We greatly appreciate the input of the maternal health community and look forward to continuing to work with our partners to test out new approaches and explore new ways to help advance the global effort to reduce maternal mortality. In the words of the inspirational Dr. Fathalla: yes we can!For more information on Merck for Mothers visit: www.merckformothers.comTo take part in PATH and Merck’s survey,click here.Learn more about the conference and access the conference presentations at www.gmhc2013.com. Join the conference conversation on Twitter: #GMHC2013
ShareEmailPrint To learn more, read: Posted on February 15, 2013March 21, 2017By: Sarah Blake, MHTF consultantClick to share on Facebook (Opens in new window)Click to share on Twitter (Opens in new window)Click to share on LinkedIn (Opens in new window)Click to share on Reddit (Opens in new window)Click to email this to a friend (Opens in new window)Click to print (Opens in new window)Yesterday, in a blog post first published on The Huffington Post, Every Mother Counts Founder Christy Turlington Burns launched a petition asking female members of the U.S. Congress to use their positions to advance policies that have a positive impact on the health and well-being of women and girls. In particular, the petition calls for “doing all that is possible” to make preventable maternal deaths a thing of the past.From the original post:I know the road ahead will include some difficult battles if we are truly going to move this agenda forward. I also understand the constraints presented by our budget and competing political priorities. I know not everyone who represents us in government is fully on board yet with regard to insuring safety, education, access to health care, employment and women’s ability to make personal choices to reach their full potential in life. I am hopeful however, that this combination of an unprecedented female leadership in Congress and the opportunity for our own voices to break through will make sure women’s rights and status in society are fully equal to men’s and truly secure all over the world.To sign the petition, click here or visit Every Mother Counts on Facebook.Share this:
Posted on April 11, 2013March 13, 2017Click to share on Facebook (Opens in new window)Click to share on Twitter (Opens in new window)Click to share on LinkedIn (Opens in new window)Click to share on Reddit (Opens in new window)Click to email this to a friend (Opens in new window)Click to print (Opens in new window)Along with the respectful maternity care guest blog series, the MHTF has launched a new resource page on respectful care. The page provides an overview of the major concerns for efforts to humanize care during pregnancy and childbirth, as well as links to organizations working on issues related to ensuring that women are treated with dignity during pregnancy and labor; recent articles on issues related to respectful care; and posts from the MHTF blog.We hope you will have a look at the resources that are currently posted, and return often, since the page will be updated as new resources become available. Finally, we invite you to submit your suggestions for additional resources that may be included.Share this: ShareEmailPrint To learn more, read: