Any Resume Opens Branch Location in Fort Knox, Kentucky

March 31, 2008

March 31, 2008 (Fort Knox, KY) – Any Resume Consulting is set to expand its operations to the Midwest with the opening of a branch location to support the base relocation initiatives that are occurring in the region.

“This is a great opportunity to expand our services into a new market and continue to put forth the quality services that we have been accustomed to providing” says Lead Consultant, Shadeed Eleazer of Any Resume Consulting.  

More details will be available on the Any Resume site www.anyresume.com

For clients who need to contact Any Resume’s Kentucky branch, there will be a 1-800 number posted shortly in the promotion of the opening of this branch.


Study Shows Troops Paid Fairly but Differently

March 25, 2008
 
It is one of the most politically sensitive questions on Capitol Hill: Are the troops getting paid the right amount?
A new Defense Department study suggests that the answer is yes, when basic pay, cash allowances, free health care, pensions and tax breaks are taken into consideration.

When those elements are combined, military officers and enlisted personnel are compensated as well or better than 80 percent of their counterparts in the private sector of similar ages and educations, the study said.

That runs contrary to popular perceptions, shaped in the late 1970s, when military pay fell behind private-sector wages, and reinforced in the early 1990s by reports that several thousand military families relied on food stamps to make ends meet.

Congress became concerned about such perceptions and realized that pay comparable with the private sector is critical to maintaining an all-volunteer force, so it began pumping up military salaries.

Over the past decade, Congress usually has set military pay raises at one-half of a percentage point above the average annual private-sector wage increase. Since 2001, the Pentagon calculates, average basic pay has grown by 32 percent.

But there is more to military compensation than pay, and the Pentagon’s study, released this month, emphasizes the importance of benefits — a departure from previous pay studies, known as quadrennial reviews of military compensation.

The study was headed by Jan D. “Denny” Eakle, a retired brigadier general who served for 29 years in the Air Force. When she retired, she was deputy director of the Defense Finance and Accounting Service, which is responsible for paying more than 5 million people.

One of the study’s goals is to help educate military personnel about compensation so that they better understand what kind of income they will need to maintain their standard of living if they leave the armed forces, Eakle said in an interview.

The study begins with regular military compensation — basic pay, housing and food allowances and an estimate of the federal income tax advantage gained by receiving tax-free allowances. It then adds an estimated value for the free health care received by the military, the value of retirement benefits and additional savings for being able to avoid state and Social Security taxes.

“Military members who focus solely on cash compensation will tend to systematically undervalue the compensation package they receive,” the study said.

For example, an officer who is a college graduate with four years of service and who decides to leave the military will need to carefully review job offers, Eakle said.

 

 

In 2006, that officer would have had an income of $66,000 in pay and non-taxable cash allowances. The officer would need to earn at least $72,000

 in the private sector “in order to have the same take-home pay,” she said.

“Virtually every private-sector company, if it offers benefits, makes sure people understand what the benefits are worth,” Eakle said. “In the Department of Defense, we have not done that very well, if at all.”The study recommends that the Pentagon adopt the more comprehensive approach to measuring military compensation. But the troops may be skeptical of the idea.

Cindy Williams, a research scientist in the security studies program at the Massachusetts Institute of Technology, said the department already provides members of the armed forces with an annual explanation of their compensation. But, she noted, “I have heard military families refer to that as the ‘lie sheet.’ ”

“The fact is that the structure of military pay is so different from the structure of pay in the private sector, that it is very difficult for people serving in the military to understand just what their pay is,” Williams said.

Steven P. Strobridge, director of government relations at the Military Officers Association of America, agreed that the annual compensation statement “upsets military people,” especially those who are repeatedly deployed overseas and feel they are making sacrifices, financially and emotionally.

“When anyone says we need to educate people on what a good deal they have, you have to be careful,” he said.

The association prefers that Congress stick with its practice of providing annual raises that slowly but steadily narrow the difference in military and private-sector average wages, rather than “fuzz the issues” by assigning values to military benefits, Strobridge said.

Based on the Labor Department’s employment cost index for measuring wage growth, he said that military personnel would need a 6.8 percent pay raise next year to catch up with the private sector.

The White House has proposed a 3.4 percent military pay raise in 2009, but Rep. Gus Bilirakis (R-Fla.) has introduced a bill calling for 3.9 percent. Key House leaders have signaled that they want to provide more than what the White House requested but have not said how much more.

Eakle said the study shows, however, that any debate should not be about a pay gap and whether it exists. “That is really not looking at the big picture,” she said. “It’s not about pay comparability as much as being able to do a true comparison to the private sector.”

Stephen Barr’s e-mail address isbarrs@washpost.com.


3/25 – 2008 Tech Security Clearance Career Fair (Baltimore, MD)

March 17, 2008

Top Companies With Security Clearance and Technology Openings Are Hiring!

Find your next job at the upcoming 2008 Tech/Security Clearance Career Fair in Baltimore on:

Tuesday, March 25
11 a.m. to 3 p.m.
Four Points By Sheraton BWI Airport
7032 Elm Road
Baltimore, MD 21240

Meet hiring managers from the hottest companies, looking for technology and security-cleared talent. Network with industry professionals. Even land an interview. You can do it all at the upcoming Dice Career Fair in Baltimore. This FREE career fair is a great way to build your network and explore job opportunities.

Make sure to bring several copies of your resume to the event.

Participating companies include:
Apex Systems, Inc
BAE Systems
Best Value Technology Inc
Chamber Sunbelt
Custom Direct, Llc
International Computing System, Inc.
MedAssurant, Inc.
National Public Radio
Opnet Technologies Inc
SI International
Strayer University
SumoBrain
TexelTek, Inc.
US Patent and Trademark Office
US Pharmacopeia (USP)

More companies are expected to be added.

Targeted Job Fairs, a Dice Company, produces ClearanceJobs.com’s and Dice’s technology, engineering and security clearance career fairs.

Why attend a career fair?
Attending a career fair is a great way to bolster your job-seeking efforts. Most prospective employees stick with the traditional methods of finding a job – by answering ads posted in the newspaper or on an online job board. By attending career fairs, you are putting yourself directly in front of the companies that need your skills, giving yourself a leg up on the competition.

What can I expect?
You can expect to meet with recruiters from hiring companies in your community and nationally. The event is designed for candidates to have informative face-to-face discussions with each recruiter.

Who is Targeted Job Fairs?
Targeted Job Fairs (TJF), a Dice company, is the premier producer of career fairs catering to technology, engineering and security-cleared professionals. TJF also assists recruiters and hiring managers by helping them meet face-to-face with hard-to-find technology, engineering and security-cleared professionals. TJF also produces diversity events and individual open houses in several markets for companies seeking experienced candidates in a variety of industries such as sales, marketing, banking, insurance and finance.

With more than 90 events held every year, TJF targets the top national markets to find the best candidates. As a leading career fair company for more than 12 years, TJF is a one-stop, full-service solution for planning, coordinating, promoting and implementing successful career fairs.

TJF’s association with Dice – the nation’s leading online job board for IT professionals – provides companies and recruiters access to 1.7 million technology and engineering professionals. And, because of its association with ClearanceJobs.com, also a Dice company, TJF has access to 90,000 security-cleared professionals. These connections help TJF hand-deliver high-quality technology, engineering and security-cleared candidates to each TJF event.

To learn more about Dice, visit www.dice.com.
To learn more about Targeted Job Fairs, visit www.targetedjobfairs.com.
To learn more about security clearance jobs or ClearanceJobs.com, visit www.clearancejobs.com.