Native American Jobs - NativeAmerican.Jobs

Thursday, June 30, 2011

8 Step Cheat Sheet for Interviewing

8 Step Cheat Sheet for Interviewing

Relax -- a cheat sheet is not really cheating. It's a checklist to make sure you stay focused before, during and after the interview. Creating a cheat sheet will help you feel more prepared and confident. You shouldn't memorize what's on the sheet or check it off during the interview. You should use your cheat sheet to remind you of key facts. Here are some suggestions for what you should include on it.

In the Days Before the Interview

  • Draw a line down the center of a piece of paper. On the left side, make a bulleted list of what the employer is looking for based on the job posting. On the right side, make a bulleted list of the qualities you possess that fit those requirements.
  • Research the company, industry and the competition.
  • Prepare your 60-second personal statement.
  • Write at least five success stories to answer behavioral interview questions ("Tell me about a time when..." or "Give me an example of a time...").
  • List five questions to ask the interviewer about the job, the company and the industry.
  • Research salaries to determine your worth.
  • Determine your salary needs based on your living expenses.
  • Get permission from your references to use their names.

Prepare Your Interview Answers

Be ready to answer common interview questions such as these:

Before You Go to the Interview

Do you look professional? Check yourself in the mirror; part of your confidence will come from looking good.

Carry these items to the interview:

  • Several copies of your resume on quality paper.
  • A copy of your references.
  • A pad of paper on which to take notes, though notes are optional.
  • Directions to the interview site.

Upon Arrival

  • Arrive early -- enter the building 10 minutes before your appointment.
  • Review your prepared stories and answers.
  • Go to the restroom and check your appearance one last time.
  • Announce yourself to the receptionist in a professional manner.
  • Stand and greet your interviewer with a hearty -- not bone-crushing -- handshake.
  • Smile and maintain eye contact.

During the Interview

  • Try to focus on the points you have prepared without sounding rehearsed or stiff.
  • Relax and enjoy the conversation.
  • Learn what you can about the company.
  • Ask questions and listen; read between the lines.
  • At the conclusion, thank the interviewer, and determine the next steps.
  • Ask for the interviewer's business card so you can send a follow-up letter.

After the Interview

  • As soon as possible, write down what you are thinking and feeling.
  • Later in the day, review what you wrote and assess how you did.
  • Write an interview thank-you letter, reminding the interviewer of your qualities.
http://career-advice.monster.com/job-interview/interview-preparation/interview-cheat-sheet/article.aspx?WT.mc_n=yta_fpt_article_cheat_sheet

Friday, May 27, 2011

Unemployment: The New Norm?

Even as the economy recovers, the days of 5% unemployment may be gone for good.

A chorus of economists and labor market observers say that the "natural" or "structural" rate of unemployment has shifted up, meaning that Americans looking for work should get used to having a harder time finding it. The unemployment rate is currently 9% and could take until 2016 to reach the natural rate.

The so-called natural unemployment rate is somewhere around 7%, according to Mark Vitner, a senior economist at Wells Fargo. Other economists peg the natural unemployment rate somewhere between 5.5% and 7%. They said the figure will be held higher by a skills mismatch in the labor market that has been growing since the 1970s, the recent extension of unemployment benefits and the 2009 minimum wage increase.

"Businesses are looking to hire, but the workers they are looking to hire are not there in the abundance that they want them to be," Vitner said.

Slightly more than half of U.S. businesses are having trouble finding the right candidate for open jobs, according to a survey released today of 1,322 U.S. businesses by global recruitment firm ManpowerGroup. In 2010, only 14% of respondents had similar gripes.

"There's a talent mismatch," said Jeff Joerres, CEO of ManpowerGroup. "That, coupled with the fact that demand in most industries is not so robust that [firms] need to compromise, means companies are able to wait to find the right people."

Natural unemployment rate is a theoretical measure of what share of the workforce would be unemployed under ideal conditions given the underlying structure of the economy; that is, what goods and services that businesses are actually producing and the workers who produce them. Some economists and observers say that the structure of the economy has changed coming out of the recession.

Since 1996, the natural unemployment rate has hovered between 4.5% in 2000 and 5.8% in 2010, according to a periodic survey by the Federal Reserve Bank of Philadelphia. The Congressional Budget Office, which uses the rate to make forecasts and projections, currently pegs it at 5.2%.

Making the New Natural

The structural changes that have the strongest effect on the natural unemployment rate are long-term shifts with prolonged consequences for the economy, according to Diane Swonk, chief economist and senior managing director at Mesirow Financial, a Chicago-based financial services firm.

While higher levels of education and new technologies have increased overall productivity and the earning potential of highly skilled workers over the course of several decades, the bottom half of the labor force was left behind. Fewer workers with up-to-date training means employers have a harder time filling openings -- a skills mismatch.

"Educational attainment reached a peak in the 1970s, right at the moment we were moving from the industrial age to the information age," said Swonk.

For instance, there are about 600,000 job openings in education and health services and almost 600,000 in professional and business services according to the BLS. Both of these sectors have very high rates of job openings compared to total positions, about 3% each, meaning that there is a lack of talent to fill the positions. This is as opposed to construction, which currently has 67,000 job openings, which is only 1.2% of all such positions.

A boom in the construction industry in the 2000s, an expansion of credit and gains in productivity through technology disguised the significant structural changes in the economy.

"We delayed the pain and papered-over the problem," Swonk said. "The recession washed that away."

Swonk believes that one of the lasting outcomes of the recession will be a skills shortage driven by educational inequality.

Bart Hobijn, an economist at the San Francisco Federal Reserve, argues against the skills mismatch theory for driving up natural unemployment. Hobijn recently studied the unemployment rate among recent college graduates -- who are theoretically resistant to the effects of a skills shortage -- and found that they were faring just as poorly in the labor market as others, implying that skills mismatch isn't having much of an effect on the natural unemployment rate.

While Hobijn pegs the natural unemployment rate at about 6.5%, he attributes much of the upward shift to the extension of unemployment benefits and surprisingly slow hiring for the high number of job vacancies, which now number over 3.1 million, according to the Bureau of Labor Statistics.

Ironically, extended unemployment benefits and a higher minimum wage -- a reaction to the higher unemployment brought on by the recession -- contribute to a higher natural unemployment rate by encouraging more people to put off working and discouraging employers from hiring minimum wage workers.

Hard Times Finding Jobs

Ultimately, a higher natural unemployment rate means it will be harder for people to find work.

"Job seekers ... are facing a chaotic and complex environment due to an over-supply of available workers," Joerres at ManpowerGroup said.

In April, the number of people out of a job and looking for work swelled to over 13.7 million, driving the unemployment rate up to 9%. At the same time, the number of job openings increased to their highest level since 2008. Still, employers are slow to hire.

"We're at an inflection point," said Brett Good, a senior district president with Robert Half International. "Every survey that we've conducted has indicated that hiring managers are saying it's harder and harder to find the talent they're looking for at the professional level."

Labor industry observers like Good and Joerres point to anecdotal evidence that suggests that the natural unemployment rate is up and that the U.S. economy has entered a new era of higher unemployment driven by a skills mismatch.

"Job descriptions have gotten much more specific and demand in most industries is not so robust, so companies can wait to find the right people," said Joerres.

Some economists, however, don't see the natural unemployment rate shifting much, citing a lack of evidence in the numbers coming out of the Bureau of Labor Statistics.

"We're beginning to see a little more hiring, but there's still a lot of slack," said Michael Feroli, chief U.S. economist for JPMorgan, referring to the difference between the real unemployment rate and the theoretical natural rate, which he pegs at 5.5%. Still, Feroli admits that there are industries that are seeing a tightening of the labor market, like technology or healthcare. In the latest numbers from the BLS, openings in healthcare increased to over 600,000, more than any other industry measured.

Whether the natural unemployment rate is 5.2% or much higher, the real unemployment rate is still 9%, meaning that there are more than four people on average competing for each job opening.

Write to Jeremy Greenfield

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Wednesday, April 20, 2011

Tribal Leadership - A "Space" that you Move Into

http://www.getaltitude.com/cms/connected/teleclass_replay.html

This is a replay of Author Dave Logan & Eben Pagan!

Leadership is the ability to Create something that wasn't going to happen; to happen anyways!

Learn the 5 different organizational Tribes and what it takes to make to create a Genius Tribe

If you Try

You can do this too! We have so many things that hold us back from accomplishing our goals and dreams. So get out there and do whatever you want to do. Ask for help from who ever will listen.


Friday, March 25, 2011

Before You Choose That College...

As college acceptance letters start to roll in, parents will soon have a better idea of their children's educational options for the years ahead.

But before students select a college and head off to school, financial advisers say there are a few things many families need to consider about how to handle the costs, get the most for their money and protect themselves against unexpected developments.

Below, five advisers share their words of advice for parents and their college-bound children.

1. THE ADVICE: Encourage your child to select a career first, and then a school.

THE REASON

Many parents and children approach college as a time to sort things out, to delve into a lot of areas and see which ones the child finds most inspiring. Greg Gilbert, an Atlanta-based financial adviser, sees it differently.

College, he says, is preparation for a career. But children often first think about what school they want to attend and then determine what career they will pursue. That can result in wasted time and money.

Thinking first about career options "helps children focus their college experience instead of hopping around from school to school," says Mr. Gilbert. It also may help cut down on costly extra classes in college and reduce or eliminate the need to retrain in the future, he says.

Of course, many high-school students have no idea what kind of work they want to do after college. Mr. Gilbert recommends that clients have their children work with a professional career counselor who can walk them through career options. In addition, he recommends that children shadow or at least visit with their parents' friends or other professionals in their field of interest and try to get volunteer or paid experience in the given field as early as possible.

"The key is not just saying 'Oh, I want to do this,' but instead, really actively vetting out the [career] idea to see if it's the right choice," he says.

2. THE ADVICE: Don't promise your child you'll pay the entire tuition.

THE REASON

It isn't that you don't intend to do it when you say it. But, warns Bob Goldman, a Sausalito, Calif., financial planner, "when the time comes, the parents may not be able to pay it." Being realistic, he says, will help the student make better-informed decisions.

The promise has become even more difficult for some of his clients to live up to after they have lost their jobs or suffered some other financial setback, he says. "The parents may now have to wrestle with [the choice between] paying for college or saving for retirement, and that makes for infinite pressure and pain on both sides," he says.

Mr. Goldman recommends skipping the promise, no matter how well-meaning and heartfelt, and instead have an honest talk with the child about the financial realities of the situation. He suggests parents might say, "I can pay X amount. If you want to go to a more expensive school, you'll have to borrow the money."

3. THE ADVICE : When deciding between an in-state public university on the one hand and a private university or out-of-state public university on the other, make your child responsible for at least some of the costs of choosing the more expensive option.

THE REASON

This takes away the "blank check" mentality when students weigh their education options, says John Gugle, a certified financial planner based in Charlotte, N.C. He also believes students are more likely to value their education when they bear some responsibility for the financial impact of their decision.

He recommends parents say the following to their children: "If you choose to go to the in-state public university, then we will pay all four years. However, if you choose to go to the private or out-of-state public university, then we will pay for three years and you will be responsible for one year."

Also, if the child goes to school beyond four years, the child should have to fund that additional cost, Mr. Gugle says.

This makes the child think "long and hard" about what they can afford, he says. Many of his clients have taken his advice, he says, and it has helped defuse a "thorny" decision-making process.

"Unfortunately money issues will often influence the college choice," Mr. Gugle says. "Parents and children need a way to balance the costs with the future benefits."

4. THE ADVICE: Make a deal with your child: Underperform and you're out.

THE REASON

"The whole concept is to promote responsibility and help the children understand this is a very important financial endeavor," says Donald Duncan, a certified financial planner based in Downers Grove, Ill.

Going to college should be considered the child's first real job, says Mr. Duncan, and job success should be defined by the child's GPA.

"If their GPA isn't satisfactory, they get fired from the job," he says. That means finding a less expensive option, perhaps a different college or a trade school.

If the parents are footing the bill, they should agree with the student on a certain minimum GPA before the child starts college. If the child is going away and the parents anticipate an extended adjustment period, the agreement might allow a certain amount of time for the student to make the grade. But the parents need to enforce the agreement if the child doesn't live up to the bargain, Mr. Duncan says.

In that case, a good community college may be a better value for the parents until the child is mature enough to realize the financial burden of a college education on the parents and is dedicated enough to make the cost worthwhile.

5. THE ADVICE: Help children protect their health and finances from uncertainty and risk.

THE REASON

Once a child turns 18, parents no longer have the legal authority to access the child's medical records or make health or financial decisions for the child, says Laura Mattia, a Fair Lawn, N.J., certified financial planner.

That loss of control over a child's care "is a hard thing for a parent to hear," she says, but families need to create a "game plan" to address the unexpected.

It should include three documents—a health-care directive, a HIPAA release and power of attorney—which together allow parents to access a child's medical records and make decisions on the child's health care and finances if necessary.

Ms. Mattia gave this advice to a client whose child was going to study in London for a semester. The client initially was shaken by the realization that she could no longer make crucial decisions on her daughter's behalf without taking legal action, Ms. Mattia says.

But it prompted a conversation between mother and daughter that brought into the open the anxiety they were both feeling about being so far apart and introduced the daughter to the importance of financial and estate planning. It also prompted the mother to take another look at her own estate plan.

"It was an empowering discussion for both the mother and daughter," Ms. Mattia says.

Corrections & Amplifications

HIPAA is the acronym for the Health Insurance Portability and Accountability Act. An earlier version of this article incorrectly referred to it as HIPPA.

Ms. Dagher is a reporter for Dow Jones Newswires in New York. She can be reached at veronica.dagher@dowjones.com.

Tuesday, March 22, 2011

22 Secrets HR Won’t Tell You

: About Getting a Job

What You Should Know About Résumés

1. “Once you’re unemployed more than six months, you’re considered pretty much unemployable. We assume that other people have already passed you over, so we don’t want anything to do with you.” –Cynthia Shapiro, former human resources executive and author of Corporate Confidential: 50 Secrets Your Company Doesn’t Want You to Know

2. “When it comes to getting a job, who you know really does matter. No matter how nice your résumé is or how great your experience may be, it’s all about connections.” –HR director at a health-care facility

3. “If you’re trying to get a job at a specific company, often the best thing to do is to avoid HR entirely. Find someone at the company you know, or go straight to the hiring manager.” –Shauna Moerke, an HR administrator in Alabama who blogs at hrminion.com

4. “People assume someone’s reading their cover letter. I haven’t read one in 11 years.” –HR director at a financial services firm

5. “We will judge you based on your e-mail address. Especially if it’s something inappropriate like kinkyboots101@hotmail.com or johnnylikestodrink@gmail.com.” –Rich DeMatteo, a recruiting consultant in Philadelphia

6. “If you’re in your 50s or 60s, don’t put the year you graduated on your résumé.” –HR professional at a midsize firm in North Carolina

7. “There’s a myth out there that a résumé has to be one page. So people send their résumé in a two-point font. Nobody is going to read that.” –HR director at a financial services firm

8. “I always read résumés from the bottom up. And I have no problem with a two-page résumé, but three pages is pushing it.” –Sharlyn Lauby, HR consultant in Fort Lauderdale, Florida

9. “Most of us use applicant-tracking systems that scan résumés for key words. The secret to getting your résumé through the system is to pull key words directly from the job description and put them on. The more matches you have, the more likely your résumé will get picked and actually seen by a real person.” –Chris Ferdinandi, HR professional in the Boston area

Secrets About the Interview

11. “It’s amazing when people come in for an interview and say, ‘Can you tell me about your business?’ Seriously, people. There’s an Internet. Look it up.” –HR professional in New York City

12. “A lot of managers don’t want to hire people with young kids, and they use all sorts of tricks to find that out, illegally. One woman kept a picture of two really cute children on her desk even though she didn’t have children [hoping job candidates would ask about them]. Another guy used to walk people out to their car to see whether they had car seats.” –Cynthia Shapiro, former human resources executive and author of Corporate Confidential: 50 Secrets Your Company Doesn’t Want You to Know

13. “Is it harder to get the job if you’re fat? Absolutely. Like George Clooney’s character said in Up in the Air, ‘I stereotype. It’s faster.’” –Suzanne Lucas, a former HR executive and the Evil HR Lady on bnet.com

14. “I once had a hiring manager who refused to hire someone because the job required her to be on call one weekend a month and she had talked in the interview about how much she goes to church. Another candidate didn’t get hired because the manager was worried that the car he drove wasn’t nice enough.” –HR professional at a midsize firm in North Carolina

15. “Don’t just silence your phone for the interview. Turn it all the way off.” –Sharlyn Lauby, HR consultant in Fort Lauderdale, Florida

16. “If you’ve got a weak handshake, I make a note of it.” –HR manager at a medical-equipment sales firm

17. “If you’re a candidate and the hiring manager spends 45 minutes talking about himself, the company or his Harley, let him. He’s going to come out of the interview saying you’re a great candidate.” –Kris Dunn, chief human resources officer at Atlanta-based Kinetix, who blogs at hrcapitalist.com

Plus: 10 More Secrets About the Interview

Things to Know About Salary Negotiation

18. “There’s one website that drives all HR people crazy: salary.com. It supposedly lists average salaries for different industries, but if you look up any job, the salary it gives you always seems to be $10,000 to $20,000 higher than it actually is. That just makes people mad.” –HR director at a public relations agency

19. “On salary, some companies try to lock you in early. At the first interview, they’ll tell me to say, ‘The budget for this position is 40K to 45K. Is that acceptable to you?’ If the candidate accepts, they’ll know they’ve got him or her stuck in that little area.” –Ben Eubanks, HR professional in Alabama

20. “You think you’re all wonderful and deserve a higher salary, but here in HR, we know the truth. And the truth is, a lot of you aren’t very good at your jobs, and you’re definitely not as good as you think you are.” –HR professional at a midsize firm in North Carolina

21. “Be careful if a headhunter is negotiating for you. You may want extra time off and be willing to sacrifice salary, but he is negotiating hardest for what hits his commission.” –HR professional in New York City

22. “I once hired someone, and her mother didn’t think the salary we were offering was high enough, so she called me to negotiate. There are two problems with that: 1) I can’t negotiate with someone who’s not you. 2) It’s your mother. Seriously, I was like, ‘Did that woman’s mother just call me, or was that my imagination?’ I immediately withdrew the offer.” –HR professional in New York City

by Reader's Digest Magazine

Friday, March 11, 2011

The Death of the One-Page Resume?

We've long been told to keep the resume to one page. But now that the job hunt has turned digital, job seekers are left wondering: Does that rule-of-thumb still stand?

While the answer depends largely on who you ask, many career coaches, recruiters, and hiring managers agree on something that comes as a shocker to job seekers who have edited, tweaked, and downsized fonts to abide by what was once regarded as a universal rule. If you need more than one page to showcase your fit for a position, they say, you should go for a second one.

"If you have enough experience and credentials to really highlight on two pages, don't short-change yourself," says Vicki Salemi, a recruiter and author of Big Career in the Big City: Land a Job and Get a Life in New York. "It's not the end of the world if you do need to go onto two pages."

Not only is the longer-than-a-page resume not the end of the world, but many recruiters and job-search advisors actually encourage job seekers to continue selling themselves after the page break. Paul Anderson , a Seattle-based career coach, says one-page resumes simply don't have enough content. "I completely advise against [the one-page resume] unless it's a college graduate or someone who's brand-new to the marketplace," he says.

This newfound affinity for page two is largely due to the job market's digital transition. Reading onto a second page now means scrolling down on a computer screen rather than actually turning a piece of paper. And job seekers have more than the human reader to consider; resumes are now at the mercy of computerized applicant-tracking systems. Those databases search not only for keywords, but for frequency of keywords, Anderson says, which means a resume that mentions coveted job responsibilities or skills four times is likely to outrank ones that includes that same keyword only once or twice. And to include keywords repeatedly, you need space--at least two pages, possibly three, he says.

It's not a system that rewards brevity, much to the chagrin of the human hiring managers who are next in line to read applications. That's why bosses like Jerry Hauser, who helps nonprofit leaders with hiring practices as CEO of The Management Center, still appreciate a well-written one-pager. "Partly what I want to know is that you can convey information concisely," Hauser says. "I don't need to know every last detail about each job. Often, the more detail there is, the less real information, because you're not pulling out the most important things you accomplished, which is what I'm really interested in."

That's the same approach advised by Fran D'Ooge, president of Washington, D.C.-based recruiting firm Tangent. Although she says it's now "the norm" for applicants to exceed one page, "the thrust of the one-page rule is still important, which is, keep it as short as humanly possible."

For job seekers in certain industries, however, as short as humanly possible means two or even three pages. That's because academics, as well as specialists in some scientific, technological, and healthcare fields, are expected to include published works, knowledge of various programming languages, or other esoteric skills. For those applicants, condensing to one page signifies lack of experience, which could land their resume in the digital trash.

[See Don't Underestimate the Power of Your Cover Letter.]

With all of this conflicting advice, how are job seekers supposed to figure out how long their resume should be? Though other experts will no doubt beg to differ, Susan Ireland, author of The Complete Idiot's Guide to the Perfect Resume, suggests this neither-hard-nor-fast guideline: Aim for one page if you have less than five years of work experience, and if you have more, consider two pages (so long as you don't work in the industries listed above).

Yet even Ireland, who recognizes that two-page resumes are now widely accepted, recommends keeping it to one page if possible. "It's out of consideration for your reader," says Ireland, who has worked in the career industry since 1989. (Her resume is still one page.) "Take as much work off the reader's shoulders as possible, but still give yourself all the credit that you deserve."

Still, some managers like Jamie Morgan, who's responsible for staffing at Microsoft's online services, say they don't mind reading resumes longer than one page, as long as the presentation is straightforward. "I'm more interested in the content than the length," Morgan says. "I've seen people accomplish it very well in one page, and I've seen people accomplish it in two or three pages."

Therein lies the key: accomplishing it well. Ellen Gordon Reeves, a career advisor and author of Can I Wear my Nose Ring to the Interview?, says too many resumes are long for the wrong reasons. "A lot of people who have two-page resumes really could have a one-page resume, but they're not using the space efficiently."

If you do go for two pages, make sure your second page doesn't include an awkward amount of white space. If you're only using a quarter of the second page, try to condense it into one page instead. And if you're at one-and-a-half pages, play with the layout and fonts to use that leftover space, giving your accomplishments room to breathe. Don't forget to include your name on both pages and number them in case they get separated.

The lesson here? Do what works for you. "You shouldn't listen to some arbitrary, ridiculous rule that just won't die," says Dawn Bugni, a resume writer and former recruiter. "The only [real] rule for a resume is that it's accurate and it lands an interview."

, On Tuesday March 8, 2011
agrant@usnews.com

Monday, March 7, 2011

Tim Johnson and Bernanke Discuss Jobs and Fiscal Responsibility


Recent Press Releases

Mar 01 2011

Johnson and Bernanke Discuss Jobs and Fiscal Responsibility at Hearing


Today Senate Banking Committee Chairman Tim Johnson (D-SD) held a hearing on the Federal Reserve Bank’s Semiannual Monetary Policy Report. The Committee heard from Federal Reserve Chairman Ben Bernanke, and discussed the state of the economic recovery.

“It is clear that the Fed is taking aggressive action to help put people back to work and stabilize the overall economy,” said Chairman Johnson following today’s hearing. “We should be using every tool in the toolbox to create jobs and spur growth. Congress and the Fed have taken steps to encourage growth, including measures to increase small business lending and provide needed certainty and protections in the financial system. There is certainly more we in Congress can and must do to ensure our economy is on solid ground.”

Mindful of South Dakota families who continue to feel the effects of these tough economic times and the need to create more jobs, Chairman Johnson questioned Chairman Bernanke on what actions the Fed is taking to boost the economy. Chairman Johnson also reiterated his stance against continued deficit spending, noting that the nation needs to find pro-growth policies even as we decrease overall spending.

This is the second time this year that Chairman Bernanke has testified before the Senate Banking Committee. Chairman Johnson will continue to work closely with the Federal Reserve and other financial regulators to encourage economic growth and job creation.

The following are excerpts from this morning’s hearing:

JOHNSON: Mr. Chairman, has the bipartisan tax cuts enacted last

December been a boost to economic growth? And to what extent does it

complement the Fed's QE2 (quantitative easing) program short term?

BERNANKE: Yes, Mr. Chairman, everything else equal, the

additional tax cuts, including the payroll tax cut and the business

expensing provisions, should add to aggregate demand and contribute

somewhat to growth in 2011 and in 2012.

I should say that -- and so in that respect it's complementary to

the Fed's monetary policy actions.

I should say that in our projections and forecasts we try to make

an assessment of what we think is most likely in terms of fiscal

policy. And we had anticipated, as of November, for example, that

many of these provisions, including the U.I. (unemployment insurance)

and most of the tax cuts, would be extended. And so we had taken

that into account in our analysis.

That being said, there was some additional stimulus coming from

the payroll tax cut, for example, which we had not anticipated when we

-- when we were looking at our forecast in November.

JOHNSON: What is your perspective on how we can promote long-

term growth in light of the need to reduce the size of the deficit?

Are there particular policies or government investments that will

promote U.S. economic growth and our international competitiveness

over the long term even as we work to reduce spending overall?

BERNANKE: Mr. Chairman, I spoke about this a bit in the

testimony before the Senate Budget Committee.

The fiscal situation is very challenging, so on the one hand,

it's clearly important, and indeed a positive thing for growth to

achieve long-term fiscal sustainability. That will help keep interest

rates down, that will increase confidence, that will mean that future

taxes will be lower than they otherwise would be, and that will be

beneficial for growth.

At the same time, to the extent possible, I hope that Congress

will not just look at the inflow and outgo, but will also think about

the composition of spending and the structure of the tax code.

On the tax side, I think there's a good bit that could be done to

make the tax code more efficient and -- and also more fair and less

difficult to comply with.

On the spending side, I think attention should be paid to

important areas like research and development, education,

infrastructure, and other things that help the economy grow and

provide a framework through -- you know, that allows the private

sector to bring the economy forward.

So it's a double challenge. On the one hand, the need to control

longer-term spending; on the other hand, not to lose sight of the

importance of making sure that the money that is spent is spent

effectively and with attention to long-term growth.

###


Sen. Dorgan Credited for Native American Legislative Victories

WASHINGTON -- By any measure, 2010 was a banner year on Capitol Hill for American Indians.

And a huge factor was the pending retirement of a lone senator -- North Dakota's Byron Dorgan.

After years of trying, Congress passed several landmark bills for Indians, including laws overhauling tribal health care and law enforcement and settling a 15-year legal battle over lost royalties for mismanaged Indian lands.

Congress continued parceling out $2.5 billion in economic stimulus money to tribes and resolved four long-standing water disputes totaling more than $1 billion.

Tribal leaders and advocates call the two-year session that ended last week the most productive for American Indians in four decades. They offer several reasons, including strong support from the Obama administration, which has made tribal issues a priority.

And there was the Dorgan factor.

Dorgan, a Democrat, announced last January he wouldn't seek re-election after almost 30 years in Congress. Dorgan, chairman of the Senate Indian Affairs Committee, said he then "focused like a laser" on unfinished business, including the long-stalled bills on health care and crime.

"I was flat tired of working on these issues that were never resolved," he said in a recent interview in his Capitol office, which is adorned with Indian headdresses and tribal artwork. "I said, `We will get this done.' We can fix these issues by keeping a few promises."

Dorgan, 68, denies any attempt to craft a legacy, saying he merely wanted to complete legislation he had worked on for years.

"When children are dying and elders are dying, the time for talk is past," he said, noting that many Native Americans still "live in third world conditions in much of this country."

Jacqueline Johnson Pata, executive director of the National Congress of American Indians, the oldest and largest Indian organization in the nation, said Dorgan's pending retirement spurred action.

"To be honest, we all knew Senator Dorgan wasn't going to run again. There were things he felt very passionate about and really wanted to get done," she said.

Dorgan, she added, was "a consistent, energetic and persistent advocate" willing to listen to other viewpoints and gain bipartisan support. "I think that's why you see so many things passed," she said.

Interior Secretary Ken Salazar called Dorgan "a true champion" for Indian nations and rural communities.

The health care law, formally known as the Indian Health Care Improvement Act, was included in the larger health care overhaul passed by Congress last spring. It clears the way for more preventive care, boosts mental health resources and addresses recruiting and retaining physicians throughout Indian Country. It also focuses on teen suicide -- an epidemic on many reservations -- and improves treatment for diabetes, another chronic problem.

Dorgan said he told Senate Majority Leader Harry Reid he would not vote for the larger health bill unless it included Indian health care. "That's not a threat, just a statement of fact," he said.

Dorgan also championed the Tribal Law and Order Act, which aims to give tribes more authority to combat crime on their reservations.

The measure authorizes more federal law enforcement officers and makes federal agencies collect data on crimes committed in Indian Country. It also requires the Justice Department to maintain criminal data on cases that U.S. attorneys decline to prosecute for various reasons, including a lack of evidence. A recent report found that federal officials decline to prosecute more than 50 percent of violent crimes on reservations.

On some reservations, fewer than a dozen officers patrol areas the size of Connecticut.

"If you report a rape, a cop might show up the next day," Dorgan said. "It's a full-blown scandal."

Congress approved $3.4 billion to settle the lost royalties case, which covers claims that Native Americans were swindled out of payments for oil, gas, timber and grazing rights for more than a century. As many as 500,000 American Indians will receive at least $1,500 apiece; some will get significantly more.

A total of $2 billion will be used to buy broken-up Indian lands from individual owners willing to sell, with the lands turned over to tribes. Another $60 million will go to a scholarship fund for young Indians.

The settlement was reached in late 2009, but was not approved by Congress until the lame-duck session that ended just before Christmas.

A separate settlement with the Agriculture Department will pay Indian farmers $680 million for improper denial of farm loans. The settlements and new laws, Dorgan said, are a matter of honor.

"We signed these treaties and made promises -- in writing -- and then broke them all," he said. "This is about keeping the country's promises."

Monday, February 28, 2011

AIJI Institue Applications - Deadline April 1st 2011

AMERICAN INDIAN JOURNALISM INSTITUTE

ACCEPTING APPLICATIONS FOR SUMMER 2011

VERMILLION, S.D. The Freedom Forum is accepting applications until April 1 for the annual American Indian Journalism Institute summer session, the premier journalism training, scholarship and internship program for Native American college students, June 15-24.

Students attend AIJI for free and receive other financial assistance. Applications are welcome from any Native American college student preparing to become a journalist. In its first 10 years, almost 200 students completed the program. Instructions and application forms are available at www.freedomforumdiversity.org or by emailing a request to jharris@freedomforum.org.

AIJI students will be eligible for college credit by taking a multimedia journalism course taught at the Freedom Forum’s Al Neuharth Media Center, on the University of South Dakota’s Vermillion campus.

AIJI graduates compete to be hired for six-week paid internships as reporters, copy editors, photographers and multimedia journalists in daily newsrooms beginning about July 1. Interns must be licensed drivers with access to reliable, legally registered vehicles.

“The intent of AIJI is to recruit, train, mentor and retain Native Americans for journalism careers,” said Jack Marsh, AIJI founding director and Freedom Forum vice president for diversity programs. “AIJI is an intense and demanding academic and internship program that opens doors for those who have the passion and the potential to succeed as professional journalists.”

The Freedom Forum administers and funds AIJI, including tuition, fees, books, room and board. To be eligible for AIJI, Native students must have completed at least one year of college. Applications for the program will be accepted from new participants and from returning AIJI students who want more training.

Program graduates will earn three hours of college credit from the University of South Dakota that students may transfer to their current school.

Students must be able to provide their own transportation to and from Vermillion, S.D., and must attend the full program beginning Wednesday, June 15, and ending Friday afternoon, June 24. Each student will have a room in an apartment-style dormitory. Meals will be provided on campus. AIJI forbids the use of alcohol, other intoxicants and illegal drugs at any time during the program. Violators will be dismissed from the institute.

The American Indian Journalism Institute is part of the Freedom Forum Diversity Institute’s commitment to increase employment diversity in daily newsrooms.

“Having even one Native American working in a newsroom makes the organization more aware of American Indians in its community, and more sensitive and intelligent in reporting stories about them,” Marsh said. “American Indians are by far the most underrepresented people of color in the news media, and this often results in stereotypical and erroneous coverage of Indian issues and Indian people.”

The American Society of Newspaper Editors’ annual employment census identified about 199 Natives among the industry’s 41,500 journalists working in daily newsrooms.

AIJI also offers a semester-long Visiting Scholars Program at the University of South Dakota every fall and spring. Students are mentored by a journalist in residence and take a full load of college courses in journalism and related subjects. The program was created for students from schools that don’t offer journalism courses. Fellowships are available to visiting scholars to cover the cost of tuition, fees, room and board.

In addition to journalism diversity programs at the University of South Dakota and at the John Seigenthaler Center in Nashville, Tenn., the Freedom Forum funds and helps organize the Crazy Horse Journalism Workshop at Crazy Horse Memorial in South Dakota’s Black Hills. The workshop, April 17-20, 2011, introduces high school and college Native students to journalism career options.

The Freedom Forum, based in Washington, D.C., is a nonpartisan foundation dedicated to free press, free speech and free spirit for all people. The foundation focuses on three priorities: the Newseum, an interactive museum of news in Washington, D.C.; the First Amendment and newsroom diversity.

Jack Marsh, 605-677-6315 FOR IMMEDIATE RELEASE

Chuck Baldwin, 605-677-5802 Jan. 14, 2011

Janine Harris, 605-677-5424


###

Thursday, February 10, 2011

Future Native American Careers in Media & Journalism

Native American high school students planning to attend college who are curious about media careers can learn about higher education opportunities and journalism during an April 17-21, 2011 workshop at Crazy Horse Memorial in the Black Hills.


Journalists and educators from across the country are volunteering to teach the fundamentals of journalism at the Crazy Horse Journalism Workshop.

Students attend for free and are chosen through an application process. High school juniors and seniors are given preference.

Students will report and write articles, take photographs and produce multimedia projects that will be published online and in a newspaper. Students, or schools interested in nominating students, should contact Janine Harris at 605-677-5424 or jharris@ freedomforum.org for application information.








Make sure to get information about next years event.

More Information: http://bit.ly/CrazyHorseApplication

Join us on Facebook: http://on.fb.me/NativeMedia

Best Wishes from www.NativeAmerican.Jobs

1,500 guests enjoy sneak peek inside Gun Lake Casino

By Garret Ellison | The Grand Rapids Press

WAYLAND TOWNSHIP — Slot machines are jangling, lights are blinking and money is changing hands during the third day of gaming for special guests at the Gun Lake Casino.


(Gun Lake Tribal Chairman D.K. Sprague, left, is congratulated by Middleville Council Chairman Sue Reyff on Wednesday.)


The media have been invited today to tour the area’s newest gaming facility, which opens to the general public Friday.

About 1,500 guests are wandering the slot rows and table games. In the corner by the valet and coat check, behind a bevy of bartender beauties serving drinks, a house band is playing live music.

Tribe and casino members are all smiles at the activity in the facility. A ribbon cutting ceremony was held just a few minutes after 3 p.m. and pieces of the ribbon are being given out to members of Friends of Gun Lake Indians, a group of 11,000 supporters who have been cheerleaders as the tribe and their partners worked to bring the venue to fruition.




The 76,000-square foot facility is adorned in wood tones of brown and tan. Several large flat-screen TV banks are featuring ESPN.

Slot machines greet guests upon entrance. The tables games occupy the center of the facility, along with a square bar with video poker machines at each seat. The blackjack tables start out with a $5 minimum bet. Other table games include roulette, craps, three-card poker, and midi baccarat.

http://www.mlive.com/business/west-michigan/index.ssf/2011/02/about_1500_guests_get_sneak_pe.html

Tuesday, January 25, 2011

American Indian Journalism Institute

The American Indian Journalism Institute, founded in 2001, is an academic, scholarship and internship program for college students run and underwritten by the Freedom Forum Diversity Institute.

American Indian students often do not consider journalism as a career option, in part because many of their schools lack student newspapers and journalism classes, the most common routes to journalism careers. Without Native Americans on staff, news organizations can produce stereotypical and erroneous coverage of Indian issues and Indian people.

AIJI provides a unique opportunity for Indian students to learn about journalism and consider it as a career, which will help improve newsroom diversity around the country.

For three weeks in June, Native American students learn the craft of journalism through one of several journalism courses taught at the Freedom Forum’s Al Neuharth Media Center, on the University of South Dakota’s Vermillion campus.

Accepted students are placed in an appropriate course based on their experience, interests and previous coursework. Students attend AIJI for free and receive other financial assistance, including room and board during the program and a scholarship/stipend upon completion of the program.

AIJI students also may be eligible for 2 hours of college credit.

After successful completion of the program, top AIJI graduates are hired for paid summer internships as reporters, copy editors, photographers or multimedia journalists with daily newspapers and with The Associated Press. Interns must be licensed drivers and provide their own vehicles.

For inquiries and applications, contact Janine Harris at jharris@freedomforum.org.

http://freedomforumdiversity.org/american-indian-journalism-institute/

Monday, January 24, 2011

'It's really tough out there' (video)


For Deb Marco, grocery shopping used to be a simple task.

The 54-year-old would throw items into her cart, not worrying too much about what she'd pay upon checking out.

But after nine months of unemployment, Marco contemplates every purchase, big or small.

"I have to stop, I have to think, do I really need these items?" Marco said. "You kind of pick and choose."

Marco spent 16 years working as transportation director for a school district in Worthington, Minn. She quit her job last March to move to Oklahoma City, where her husband started an upholstery business. They moved back to Sioux Falls in November to be closer to their four adult children and five grandchildren. They're raising their 8-year-old grandson.

Since moving to Sioux Falls three months ago, she applies for two or three jobs a day. She's had three interviews and no job offers.

On Tuesday, she attended a job fair for the east-side Kohl's store and also submitted three other applications. She said the competition is fierce and guesses that for every position she applies for, she's up against at least 100 people.

Larry Anderson, vice president and district manager for Kohl's, said several hundred people attended the four-day job fair held at the downtown Holiday Inn last week.

Anderson said Kohl's is planning to hire 140 primarily part-time employees for the store at Dawley Farm Village, set to open in March.

"There's a lot of people out there looking for work," Marco said. "It's really tough out there."

Still, she never guessed it would take this long to find something, anything at this point.

"I'm not picky. I need a job so I can finance my family," Marco said.

South Dakotans are lucky in the sense that the state's unemployment rate, at 4.6 percent, is far lower than the national unemployment rate of 9.4 percent.

The U.S. Bureau of Labor Statistics reported that the December unemployment rate of 4.6 percent is up slightly from November's rate of 4.5 percent. In December 2009, it was 4.7 percent. That compares with December 2007, when South Dakota's unemployment rate was 2.8 percent.

Anderson was surprised at the number of walk-in interviews last week and said there was a crowd waiting for the job fair to begin at noon Tuesday.

"We're getting a good mix of people that already have jobs but are looking for part-time jobs, some people that are unemployed, and some people that maybe want to get back in the work force," Anderson said.

He added that, like unemployment numbers show, things could be much worse in Sioux Falls.

(In 3 months, 3 interviews, no job offers)



"The economy brings more people in, but the Sioux Falls economy has been pretty healthy. It's not like other parts of the country where you might have thousands and thousands of applicants that show up," he said.

Marco continues to hold out hope that soon, she'll get a job offer.

She said it's the fear that gets her out of bed every day and pushes her to apply for more jobs.

"The fear of not having money to pay for the things you need, the basic necessities, your food and your clothing, just paying the rent."

Reach reporter Sarah Reinecke at 605-331-2326.
sreinecke@argusleader.com

Friday, January 21, 2011

Locals Rally for New Jobs!






A few dozen people rallied for jobs Wednesday night in Palmer.

Supporters of casinos held signs and listened to speakers talk about the efforts to bring gaming to the Bay State.

A town councilor for Palmer says bringing casinos to the area could create jobs and stimulate the economy.

"It's time for the Governor, the Senate President and the House Speaker to step up and make sure we can bring this thing home. I hear they are working on a compromise and its time to make sure this happens. We need the revenue, the jobs, and the economic development opportunities that this development will bring," said Paul Burns, Town Council.

Mohegan Sun has been eying a 150-acre parcel in the town for what they are describing as a destination casino.

http://www.cbs3springfield.com/news/local/Rally-for-Jobs-and-a-Casino-114246314.html

http://www.mohegansun.com/sitelet/palmer/about-palmer.html

"Expect 1,000 to 1,200 construction jobs and 3,000 permanent jobs along with 2,500 additional indirect jobs created by the presence of Mohegan Sun."