SLU doesn’t just prepare its graduates for fruitful careers. From connecting you to interview experts to helping you network, your alma mater is here to help you start, change or advance your professional path.
Did you know that as a SLU grad, you have professional development benefits for life? Whether you need career counseling, help writing your résumé or want to polish your interviewing skills, SLU's Career Services team will connect you to campus resources that help you advance professionally. You can also join our alumni professional development group on LinkedIn.
SLU Connections
There’s nothing like career advice from someone who’s been there – and it’s even better when that advice comes from a Billiken.
If you’d like professional guidance from fellow Billikens further along the career path or are interested in giving the next generation the advice you wish you’d had, check out SLU Connections, our new and improved online career advising program.
Learn more about SLU Connections
Professional Development Webinars
This free professional development webinar series will provide you with the tools you need to achieve your goals.
Being able to effectively communicate your personal brand is the first step in networking. This webinar discusses how to build and maintain your network and personal brand. Topics include the importance of networking, how to represent your best and professional self, professionalism in interactions, and follow-up etiquette.
Speaker: Jordan Watson, SLU Career Counselor
Do you want to learn how to make your documents stand out to an employer? On average, an employer initially scans a résumé for just 20 to 30 seconds. Here, we discuss effective tips and suggestions for how to make your résumé effective for the job search.
Speaker: Diane Devine, SLU Career Counselor (A&S '00)
Learn how you can bring SLU's mission and Jesuit tradition into your career, translating these values into action.
Speaker: Beth-Anne Yakubu, Executive Director, Emerson Leadership Institute at Saint Louis University (CSB '09)
It's not unusual to ask “Am I too late?" or "Where do I want to go next?" when exploring a first, second, third or even fourth career. This webinar is designed to supply you successful strategies for effectively exploring your career interests and transition into your next opportunity. You will learn about yourself, the world of work, goal-setting and how to effectively research your career interests.
Speaker: Jordan Watson, SLU Career Counselor
Need help selling yourself in an interview? This webinar will discuss one of the final steps in the job search process: interviewing. Topics will include what to expect before, during and after an interview, how to prepare, practice and perform, types of interviews and questions, professional attire, and follow-up etiquette.
Speaker: Jordan Watson, SLU Career Counselor
Professionally and personally, we are all being pushed to do more, achieve more and be more ‘successful.’ We know this way of engaging in the world takes a significant toll mentally, physically, emotionally and spiritually. We explore underlying motivations that drive us to be busy, begin to assess our overall well-being, discuss simple tools to help us take a step back in order to step forward and develop a blueprint to help orient us to next steps we can take, professionally and personally.
Speaker: Lubna Somjee, Ph.D. (A&S '93)
The key to organizational success is dependent upon harnessing the power of teams. This webinar will help you to develop the skills and tools needed to maximize the potential of diverse teams in order to increase productivity, efficiency and effectiveness.
Speaker: William M. Klepper, Ph.D. (A&S '66, Grad Ed. '67, Grad '75)
This webinar will discuss the social media platforms that are most commonly used by recruiters as well as how job seekers should utilize each platform to positively market themselves and search for job opportunities. Job seekers should walk away with knowing the proper social media etiquette that is required to have a successful job search.
Speaker: Jordan Watson, SLU Career Counselor
Now, more than ever, companies are talking about the importance of gender and race equity in the workplace. However, progress remains slow and women continue to face significant barriers. This webinar will cover some initial tools women, allies and leadership can use in order to address the glass and concrete ceiling.
Speaker: Lubna Somjee, Ph.D. (A&S '93)
Join us as we discuss how each generation can bring different strengths to your team and workplace. Please keep in mind that these are generalizations.
Speaker: Diane Devine, SLU Career Counselor (A&S ’00)
Corporate Connections
SLU can come to you: Network with the fellow Billikens among your colleagues and University faculty and staff by hosting a Corporate Connections event. The Office of Alumni Engagement will assist with hosting a convenient reception at your company. For more information, contact alumni@slu.edu or 314-977-2250.
Best Scrum developer certifications
As big tech companies including Twitter and Facebook lay off thousands of programmers, the job market becomes increasingly competitive.
As such, developers who seek gainful employment and top-tier compensation must find ways to set themselves apart from the crowd. One of the ways to do that is to complement your education and work experience with certifications that are highly in demand and respected in the industry you’re in.
For Scrum developers who wish to find work on cross-functional and self-managed Agile teams, here are the top 5 Scrum developer certifications:
- Professional Scrum Developer Certification
- Certified Cloud Developer
- Certified Java Programmer
- Certified DevOps Engineer
- Certified Kubernetes Professional
A certified Scrum developer understands the importance of the five, core Scrum values.
Professional Scrum Developer Certification
Employers want developers that are immediately productive. They don’t want to waste time explaining software development processes and procedures to new hires.
When a Professional Scrum Developer Certification appears on a programmer’s resume, an employer knows that the application fully understands the following:
- the intricacies of iterative and incremental development;
- the importance of the product backlog;
- what to do during the daily Scrum; and
- how to participate on a cross-functional team.
Relatively few programmers are certified as Scrum developers. A developer this certification on their really stands out from the crowd.
Developer certifications in Scrum can be obtained by several organizations, but the premier designation comes from scrum.org.
Certified cloud developer
Modern software development happens in the cloud.
A productive software developer on a Scrum teams must know how to provision cloud-based resources, troubleshoot code in the cloud and overcome cloud-based security and firewall issues.
Employers know that the ability to develop and manage cloud-based applications is essential to modern-day businesses. A cloud developer certification on an applicant’s resume tells the hiring manager that you understand and can take full advantage of the benefits of cloud computing for a software development team.
All of the major cloud vendors offer a cloud developer certification. Cloud developer certifications from Google, Amazon and Oracle are all held in high regard.
Certified Java Programmer
Organizations expect a software developer on a Scrum team to know how to write code. Therefore, every Scrum developer should have a some type of a programming language certification on their resume.
For example, I like to see a Certified Java Programmer designation from Oracle on a resume, even if a company’s main language is Python or JavaScript.
A Java programmer certification proves a developer knows the following:
- programming fundamentals
- object-oriented concepts
- functional programming
- common design patterns
Industry-recognized certifications in other languages, such C# from Microsoft, also demonstrate to potential employers that you have a strong grasp of programming fundamentals.
Certified DevOps Engineer
Agile’s highest priority is the continuous delivery of software.
An Agile Scrum developer must understand the toolchain that enables continuous software delivery. DevOps certifications proves one’s knowledge of that toolchain.
The two most highly coveted DevOps certifications come from Amazon and Google. Both are considered ‘Professional’ designations, which means they go further in depth than introductory or associate certs.
Both the AWS and GCP certifications cover the same breadth of topics, including how to:
- implement and manage continuous software delivery systems;
- integrate with version control tools including Git and GitHub;
- create resources with infrastructure-as-code tools such as Terraform;
- deploy monitoring, logging and metrics gathering systems; and
- manage Docker- and Kubernetes-based deployments at scale.
A Scrum developer certified by Amazon or Google as a DevOps Engineer brings a qualification to the table that few other job applicants possess.
The DevOps infinity loop shows an iterative dev process often embraced by Agile teams.
Certified Kubernetes Application Developer (CKAD)
A Kubernetes certification is rare, but it’s definitely a plus.
A developer with strong knowledge of cloud-native computing, 12 factor app development and the limitations of Docker and Kubernetes will help streamline an organization’s microservices development and play a key role in its digital transformation efforts.
The CKAD designation is provided through the Cloud Native Computing Foundation, a highly respected open source organization in the cloud native computing space. Scrum developers with this certification have proof of competency in the following areas:
Scrum development teams that build cloud-native applications that are managed at runtime by Kubernetes will be well-served to have a Certified Kubernetes Application Developer.
Scrum developer certification benefits
In a competitive job market, it is important to stay ahead of your competition. With these five Scrum developer certifications on your resume, you will find your Agile development skills in great demand.
Today’s modern employees understand the value they bring to a business. That means they are more willing to switch to a new position if they feel their current employer isn’t utilizing their skills. During a time when many companies struggle to retain talent, employers must actively support and invest in the growth and development of their staff so they don’t start looking elsewhere.
Here are five reasons why investing in employee training programs is good for your business, along with tips for implementing a program into your business.
Why businesses should invest in employee training
Employee training provides a wide range of benefits for workers and employers, such as improved company morale and talent retention, saving money, and increasing revenue. Here are some benefits employers can expect when they invest in employee training.
1. It helps attract and retain great talent.
If you train your staff through employee development programs, you might overcome significant hurdles in the hiring process and employee retention. For one, employees regard training initiatives as one way of improving their craft based on the premise that such programs are educational. One study found that when properly planned, 92 percent of employees who partook in a training program saw a positive effect on their engagement.
Sponsoring sales training programs, for instance, means your salespeople can gain new or additional insights to Excellerate their selling skills and develop their self-confidence and positive attitude at work. Needless to say, your reputation as a good employer that cares about your employees’ professional development will also be enhanced. As you help your employees further their skills and achieve personal growth, you create a goldmine of talent that will supply your business a market edge over competitors.
Employing a new worker costs a business roughly three to four times a position’s salary, according to SHRM. By investing in existing employees through training programs, companies can reduce turnover rates and ultimately save money on recruiting costs.
2. It can identify which employees are worthy of promotion.
Trained employees can form your pool of candidates for possible future promotion because they have developed certain levels of competence over time. When you have this existing talent pool, you need not look further for qualified candidates for managerial or executive posts in your organization.
These positions are often best given to someone promoted from within. Existing employees are familiar with the business operations and organizational structure, so you can be confident that they understand and are capable of complementing the goals of the company.
3. It can increase employee engagement.
Training your employees is a great way to take their minds off of their usual work for a short period of time. Employees who are not given opportunities to participate in other productive activities, such as those offered in training courses, are prone to becoming less motivated and happy at work.
Employees provided with learning opportunities are also more likely to be loyal to your company when they see that you are willing to expend resources for their attendance at conferences or enrollment in specialized courses. Another SHRM study proves this, as over three-quarters (76 percent) of surveyed employees were willing to stick with a company that offered continuing learning and development opportunities. These results demonstrate employees’ desire to Excellerate their craft.
The bottom line is that your willingness to invest in your employees’ training and development will inspire them to invest as much hard work as possible into your business.
4. It translates into savings for the company.
The most effective training programs empower employees to become multiskilled, extending their talents across various areas.
It then becomes easier for companies to tap employees with diversified skills in performing a variety of functions or in transitioning them to other related roles within the organization. In return, employees feel empowered by taking on expanded roles and responsibilities in your organization.
5. It helps shape the future of your organization.
When making employee training and development programs part of your organization, you will need to update your offerings continuously. Think ahead about how to design or refine your training methods over the long term to make them more responsive to employees’ needs, interests and goals.
You also need to ensure that your organization is abreast with the current trends in the industry and assess whether they warrant a change in your business culture or brand of customer service. If that’s the case, a new training framework should also be put in place.
Employee training and development should be a shared responsibility among employees, managers and the organization. When planned and implemented correctly and consistently, the benefits of this program can spur considerable growth at both individual and organizational levels.
Employee training and development should be a shared responsibility among employees, managers and the organization. When planned and implemented correctly and consistently, the benefits of this program can spur considerable growth at both individual and organizational levels.
If you create a unified training program, you can develop consistent workflows and procedures for employees to follow. This allows for an easier transition into new roles and helps all employees to work toward the same goals.
How to invest in employee training
Here are a few different ways to implement training in your business.
Use LinkedIn Learning subscriptions.
Online learning platforms, such as LinkedIn Learning, are a cost-effective way for employers to train employees easily. These platforms use insights from outside industry experts on Topics that span a variety of subjects, like business and technology. They’re a way for companies to provide elevated training for their employees without having to create new and original content themselves.
Companies can use these subscriptions as supplemental learning materials or incorporate lessons as part of the training program’s curriculum. Alternatively, they can use the learning platform as an autonomous solution for workers to strengthen their skill sets independently.
Start a learning and development department.
Creating a human resources department focused on learning and development effectively strengthens and invests in employees’ skills. In turn, this boosts employee engagement and retention. Having a department like this in place can be a big selling point when hiring new employees.
A learning and development department shows that a business is genuinely interested in its staff and willing to put resources into smart, sustainable opportunities that empower employees. The department can develop a program best suited for its employees by conducting surveys to determine what they want most and uncovering gaps in the business.
Create mentorship opportunities.
Mentorship programs are an effective way for companies to attract new employees and connect workers with their counterparts in a sort of teacher-student relationship. Through mentorship, employees at all levels can strengthen their skills and feel empowered by partnering with a professional in their field who can offer guidance and advice.
Mentorship programs can be structured in a formal or informal one-on-one format, or in a group setting led by one mentor. These programs can reoccur as often as participants like, whether weekly, monthly or quarterly.
Develop a program based on the needs of your organization. You can personalize and structure programs based on your company’s size, number of participants and employees’ needs and willingness to participate.
How to invest in employee training
Here are a few different ways to implement training in your business.
Use LinkedIn Learning subscriptions.
Online learning platforms, such as LinkedIn Learning, are a cost-effective way for employers to train employees easily. These platforms use insights from outside industry experts on Topics that span a variety of subjects, like business and technology. They’re a way for companies to provide elevated training for their employees without having to create new and original content themselves.
Companies can use these subscriptions as supplemental learning materials or incorporate lessons as part of the training program’s curriculum. Alternatively, they can use the learning platform as an autonomous solution for workers to strengthen their skill sets independently.
Start a learning and development department.
Creating a human resources department focused on learning and development effectively strengthens and invests in employees’ skills. In turn, this boosts employee engagement and retention. Having a department like this in place can be a big selling point when hiring new employees.
A learning and development department shows that a business is genuinely interested in its staff and willing to put resources into smart, sustainable opportunities that empower employees. The department can develop a program best suited for its employees by conducting surveys to determine what they want most and uncovering gaps in the business.
Create mentorship opportunities.
Mentorship programs are an effective way for companies to attract new employees and connect workers with their counterparts in a sort of teacher-student relationship. Through mentorship, employees at all levels can strengthen their skills and feel empowered by partnering with a professional in their field who can offer guidance and advice.
Mentorship programs can be structured in a formal or informal one-on-one format, or in a group setting led by one mentor. These programs can reoccur as often as participants like, whether weekly, monthly or quarterly.
December 2018, Nos. 3 & 4 Vol. LV, "New Technologies: Where To?"
Imagine not having your cellphone handy to send a quick message, receive traffic updates, find your doctor’s telephone number, check a map on your way to visit a friend, or make a payment?
Soon our homes will be remote-controlled, allowing us to regulate heat and prevent water leaks while away. In the not-too-distant future, we may have autonomous vehicles. Big data and artificial intelligence (AI) are leading to breakthroughs in how we can treat deadly diseases. But who really benefits from these innovations? How many of us will ultimately profit from this Fourth Industrial Revolution or from the green technology we hear and read about, made possible through ground-breaking advances in robotics, AI, biotechnology, machine learning and the Internet of things?
We live in a time of stunning technological wizardry, but unfortunately, not all of us benefit from it. Many have already been left behind and risk falling even further behind due to the political, economic and social consequences of rapidly expanding inequality. Tremendous technological leaps are being made, but the economic and social benefits remain geographically concentrated, primarily in developed countries. Too often the least developed countries (LDCs) remain far behind if not excluded entirely. Many have little choice beyond the use of obsolete technologies, such as those used in the garment or agricultural sectors.
This is not because LDCs lack the determination or the will to catch up with the rest of the world. What we are seeing is a result of the serious and manifold development challenges these countries continue to face, experiencing delays in their efforts to eradicate poverty, achieve sustainable development and participate fully in an increasingly competitive global market. One of the root causes is found in structural limitations, as there are marked gaps between LDCs and other countries in such areas as science, technology and innovation (STI). If these gaps are not closed sooner rather than later, LDCs will not be able to achieve the 2030 Agenda and its Sustainable Development Goals (SDGs). This will also mean that we will not have reached our objective of “leaving no one behind”.
The shortcomings of STI find their origin in a range of factors. Traditional development approaches based on the trickle-down assumption that increasing imports of capital goods and direct foreign investment would lead, through the diffusion of technology and innovation, to development gains, did not work out to the extent expected. More importantly, low levels of investment in research and development, low enrolment rates in higher education and thus a limited supply of skilled labor, and inadequate or unstable policy and regulatory environments capable of promoting progress, all play a role in the poor state of science, technology and innovation in LDCs.
One way to illustrate the challenges that LDCs are up against is to consider the scarcity of publications in peer-reviewed journals. In 2013, only 7 scientific and technical journal articles were published for every 1 million people in African LDCs. In comparison, in the member countries of the Organisation for Economic Co-operation and Development, about 1,100 scientific and technical journal articles were published for every 1 million people.
The correlation between investment in research and development (R&D) and economic growth is well accepted. Incidentally, the notion of moving to a “green economy” relies on research and development, as does the advent of a “blue economy” based on the sustainable use of ocean resources. Simply put, the greater the investment in R&D, the broader the scope for innovation that can drive growth. Yet for most LDCs, the ratio of expenditure on R&D to gross domestic product remains low, at less than 1 per cent. This presents a key hurdle to building competitiveness and capacity to absorb and adapt to existing state-of-the-art technologies. If we are to talk about LDCs leapfrogging to modern technologies, we will have to take into account hardware as well as software issues. Although investment in technological infrastructure is a prerequisite, investing in capacity-building to adapt to existing technology is just as important.
The case of the “newly industrialized countries” is a potent reminder of this. They used technologies from abroad to grow their industrial base before creating their own scientific and technological breakthroughs. However, this effort required an educated and skilled workforce—in short, a wide base of science-literate citizens. This is key to advancing STI. But here too, LDCs are facing obstacles. In 2015, almost 40 per cent of all out-of-school children and adolescents in the world lived in LDCs. The gross enrolment ratio in tertiary education was less than 9 per cent in 2013, compared with 33 per cent worldwide. We know that secondary school enrolment is a predictor of higher rates of Internet use. STI is driven by and has made incredible leaps because of computing power, as well as the use of the Internet for data and the exchange of information and ideas. We therefore cannot leave the LDCs behind in this regard and must ensure that secondary and indeed tertiary enrolments are increased in those countries.
In terms of the hardware obstacle, the lack of high-speed connectivity in LDCs poses a major challenge. Inadequate connectivity prevents access to the most promising broadband applications for education, health, finance and other sectors, as well as to global and regional knowledge networks. Most LDCs face great difficulties in making broadband Internet access available and affordable for all. Digital technologies have great potential to bring economic and social development benefits to these nations. For that to happen, considerable effort is required to empower and equip Governments and the private sector with the capacity to leverage it.
Our task lies in supporting LDCs in order to make access to technology and knowledge available to everyone, and to unleash the potential of people’s creativity and ingenuity. Difficulties are there to be overcome. Lagging behind does not need to be an eternal curse for LDCs. They do not need to remain tied to outdated and inefficient technologies. A critical first step would be to recognize and act on the need to support this group of countries, to help them catch up. A helping hand has been extended through a newly established United Nations entity—the Technology Bank for Least Developed Countries.
The Technology Bank began its operations in September 2017 with the signing of the host country agreement between the United Nations and Turkey. Its objective is to support LDCs in building their STI capacity; foster national and regional innovation ecosystems; support homegrown research and development; facilitate market access; build capacity in the area of intellectual property rights; and assist with the transfer of appropriate technologies. The establishment of the Technology Bank also marks the achievement of SDG target 17.8, the first SDG target to be met.
Among the first activities the Technology Bank will undertake is the preparation of baseline STI reviews and technology needs assessments in five LDCs—Guinea, Haiti, the Sudan, Timor-Leste and Uganda—in cooperation with other United Nations organizations. In addition, the Technology Bank has already started working on the promotion of “digital access to research”, teaming up with Research4Life, a public-private partnership that has been active in more than 100 lower-income countries, including all LDCs, since 2002.
The partnership brings together United Nations agencies, 180 international publishers, universities and other organizations to provide researchers in the developing world with online access to international academic and professional journals, databases, and other information resources. The Technology Bank is currently focusing on improving access for scientists and researchers to data, publications and STI initiatives in 12 LDCs: Bangladesh, Bhutan, Burkina Faso, Liberia, Madagascar, Malawi, Mozambique, Nepal, Rwanda, Senegal, Tanzania and Uganda.
The opening of the Technology Bank comes at an important moment, when we are seeing seeds of innovation being planted across many LDCs. This gives us great hope that the Technology Bank can be a value-adding, instrumental tool to help create the success stories that are emerging from LDCs.
Health is a key area in which innovations in mobile services have had important development impacts. In Malawi, Airtel 321 provides information on maternal and child nutrition via mobile phone in the local language. In Tanzania, an SMS-based application has been developed that makes the birth registration process more efficient, cost-effective and accessible for parents. In October 2016, Zipline, a combination high-tech startup drone manufacturer, logistics service provider and public health-care system consultant, began using drones to deliver medical supplies to remote health clinics in Rwanda. Zipline’s partnership with the Government of Rwanda has dramatically reduced the time it takes to deliver essential medical supplies.
We also know how important technology is to breaking down barriers to financial inclusion. One successful example concerns mobile money, which has spread rapidly in LDCs. It has helped the “unbanked” to move out of financial exclusion to building not only better lives for families but, importantly, creating horizons of hope that a better future can be ahead.
Agriculture, a mainstay of so many LDC economies—and incidentally, of so many women living and working in LDCs—has greatly benefited from digital technologies. Mobile phones help increase not just the growing and harvesting of food but also price-setting. The Pink Phone project in Cambodia is a good example. The initiative helps women farmers exchange expertise and access resources, purchase land and thus sell more produce. In Senegal, Mlouma—a virtual platform—provides farmers and, importantly, investors with real-time information on prices, location and availability of produce via a website or mobile phone.
The latest developments in transport technology have already had a major impact, transforming the way people commute, create jobs and do business. The light rail system that went into operation in the capital of Ethiopia, Addis Ababa, in 2015 has totally transformed urban mobility. It is the first light rail and rapid transit system in Eastern and sub-Saharan Africa. In this context, it also bears mentioning that Ethiopian Airlines now operates a state-of-the art Boeing 787 Dreamliner.
These are just a few examples, but they all demonstrate that it is possible for LDCs to keep abreast of the latest advances in innovative technology. They show what public-private sector partnering and South-South cooperation can achieve, and prove that technology is not an end in itself but a valuable enabler on the path towards achieving sustainable and inclusive development for everyone.
The Secretary-General’s Strategy on New Technologies puts forward this message in a set of principles that supply us the necessary framework to proceed with our efforts and ensure that the benefits of new technologies are put to use for equitable and sustainable development. We must avoid a head-long rush for the latest and greatest, which could result in marginalization and leave the poorest countries behind.
The UN Chronicle is not an official record. It is privileged to host senior United Nations officials as well as distinguished contributors from outside the United Nations system whose views are not necessarily those of the United Nations. Similarly, the boundaries and names shown, and the designations used, in maps or articles do not necessarily imply endorsement or acceptance by the United Nations.
The Performance Development Process focuses on several key assumptions:
- Creating an environment in which professional staff members and their managers hold regular, productive conversations about professional staff members’ growth and development benefits the staff members, their managers, and Drexel overall
- Frequently and formally recognizing professional staff members’ accomplishments contributes to engagement and a development mindset
- Learning to hold development conversations with staff members contributes to managers’ leadership capability
This approach will also pave the way for a developmental process that is encouraging, purposeful, and rewarding.
The 2023 annual performance development process will take place between September 6 and November 9, 2023. Adjustments to the steps and instructions were recommended by a volunteer project team that convened earlier this year. Professional staff members and managers will be asked to respond to several prompts. Here is some guidance for responding to those prompts.
Professional staff will:
- Provide descriptions of strengths and achievements during the 2022-2023 performance cycle. These should include achievement or progress on any goals set with their manager earlier in the year.
- Identify one area for professional development during the 2023-2024 performance cycle. A non-exhaustive list of learning and growth opportunities is available for reference.
- Suggest how their manager could support their development. The Performance Development website has a list of ways managers might support learning and growth.
Managers will:
- Provide their own thoughts about strengths and accomplishments, including progress on previously set goals.
- Comment on the area for professional development the professional staff member noted and share feedback and areas for improvement.
- Respond to the professional staff member’s suggestions for how the manager can support their learning and growth, and include their own comments.
- Assign an overall rating describing the professional staff member’s performance over the past year (September 2022 though August 2023) using the overall rating guidance on the performance website.
Accessing Performance Development
Recognizing Accomplishments and Discussing Strengths
Learning and Growth Opportunities
Rob Gravelle resides in Ottawa, Canada, and has been an IT guru for over 20 years. In that time, Rob has built systems for intelligence-related organizations such as Canada Border Services and various commercial businesses. In his spare time, Rob has become an accomplished music artist with several CDs and digital releases to his credit.
Total Rewards provides assistance with and education about the total rewards packages offered to our new, current and retired employees. The team oversees compensation, benefits and much more. Our goal is to attract and retain a highly qualified and diverse workforce by providing a total rewards package that offers confidence and stability to every employee as they reach each milestone throughout and after their career.
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Employee Services assists with the employee self-service portal and updating, verifying and reviewing employment records, including employment verification, employee file review, records retention and more.
