Washington State DVA Womens Summit

I will be going here Saturday. Had a ball last year.  If you can get a chance, wonderful conference of women, by women, for women veterans.

Details.

Project Homeless Connect

How to Deal with Tricky Issues on your Resume

** Repost from a friend's blog **

How to Deal with Tricky Issues on your Resume

It would be so great if our work experience were to be a glistening straight line of continuous work, punctuated by promotions and superior accomplishments.  The truth is that for most of us, life happened causing numerous career zigzags, sputters and interruptions. 

In today’s economy there is little tolerance for less than perfectly aligned skills and experience.  That leaves many of us pondering how to develop a resume that doesn’t get trashed instantly. 

Let’s review some of the resume challenges and discuss what you should do:

      Worked for the same company more than once.  This does happen more than you realize.  You get laid off, rehired, laid off and so on.  There are two ways to address this:

1.     Lay out your resume in chronological order by dates you worked.  Treat each entry as if it were a separate company. 

2.     If the work for the same company had no interruptions by working for other businesses, simply group it into one entry, but be clear with your work dates.

      Work Gaps.  The only way to avoid a gap in your work timeline is to fill it with volunteer work or temp work.  Both experiences are “resume worthy” and will show you really don’t have a gap, because you were working.

      Volunteer experience.  Some people think that non-salaried work should not be displayed on a resume, like it doesn’t count as “real work”.  It is real work, unless what you did had no bearing on your previous career or the one you’re pursuing.  If you’re a marketing professional and volunteered to do marketing, wear it proudly and put it on your resume.  The fact that you weren’t paid is not as relevant as your accomplishments.  Besides, non profits would pay for that work to be done if they had the budget to do so.

      Temp work.  Temp work is a great job-search method.  The concern is that when you have multiple job assignments working for a variety of companies, how to put all of that down so it makes sense to the reader.  The first thing you must realize is that you are working for the temp agency, even though your work is being done at a different business.  Your business entry is made by using the temp agency and the type of work and work period.  You can also outline the various companies you worked for, as well as your accomplishments under the temp agency as the business.  Don’t try to create an entry for each job assignment as it will get too busy and complicated to follow.

      Self employment.  For the business owner reentering the work force, this always feels intimidating; but it shouldn’t be.  You make an entry for your place of business as you would with any position you held for another company. List your company by name, dates and put down your work responsibility as “owner”.  As a business owner you usually wear many hats, giving you even more accomplishments and skills.  Hone in on those that are most relevant to the position you are pursuing.  A concern that some people have with hiring a business owner is their desire to work independently.  You want to show that you can work collaboratively with others and successfully with a team.  Indicating that information proactively will be to your benefit.

      Worked for a controversial person or cause.  Whether this work is paid or unpaid, sometimes disclosing the information can create strong negative reactions.  Especially in this political season, you never know where unfavorable judgment might exist.  Depending on the specifics of the situation, you may want to leave the experience off your resume all together, especially if it doesn’t create a massive gap.  If it does create too big of an unexplainable gap, then consider toning down the details, like using initials instead of names or using a high level description such as: Political Campaign group.  You will need to give this some thought to ensure you don’t knock yourself out of the race by giving too much information.

The best approach to your resume is to think through what the hiring manager is going to see and if it tells your work story effectively.  We all too often get caught up in the details of our issues.  Try to think at a higher level about what you’ve done and how to lay it out as so that it makes sense to the reader and effectively sells your assets.

From Dorothy Tannahill-Moran – Your Career Change Agent from www.nextchapternewlife.com

This entry was posted in Job Search on August 21, 2012 by Dorothy Tannahill Moran.

How long does the battle continue after a soldier returns home?

** This information was provided through the Oregon Military Support Network.  I am guessing the free showing are completed but you may still be able to see the production.**

This is a great play the network should know about. Military, veterans and families are free on Tuesday showings.  http://www.artistsrep.org/onstage/201213-season/ithaka.aspx

Ithaka

May 28, 2013 - June 30, 2013

By Andrea Stolowitz
Directed By Gemma Whelan**

How long does the battle continue after a soldier returns home? 

Marine Captain Elaine Edwards has just returned from her latest tour in Afghanistan but this time things are different – home doesn’t feel right and nothing makes sense. A blow-up fight with her husband propels her to skip town to undertake an Odyssean journey through the American landscape battling her demons and trying to find her way home. 

With this newly commissioned play, Oregon playwright Andrea Stolowitz examines coming home from war drawing from interviews with veterans and their families. This production was made possible through a new play commission generously provided by Stephanie Fowler and Irving Levin.

Who Makes Minimum Wage?

This article was forwarded by the Department of Labor this afternoon.  Currently, there is a lot of push to increase the minimum wage from the current Federal minimum of $7.25 to $9.  Oregon minimum wage is currently $8.95.

This article was originally published by CNN.

http://economy.money.cnn.com/2013/02/13/who-makes-minimum-wage/?iid=ELn.com/2013/02/13/who-makes-minimum-wage/?iid=EL 

Community Health Fair

Compassion Downtown Portland

July 20th, 2013

8am-3pm

Veteran’s Memorial Coliseum

• Basic Medical Exams

• Basic Dental Cleaning and Emergency Treatment

• Basic Eye Exams

• Social Service Information Fair

4 Sources For Job Leads You Should Consider

This is from the blog: Tim's Strategies ...

Posted: 21 Jun 2013 08:49 AM PDT

This is a guest blog post by Sharon Hamersley. 

It seems that at least once a week I read an article or hear something on the radio that goes like this:
“Jane Jobseeker has been out of work for over six months and is doing everything she can to secure employment. Jane, how many job applications have you submitted this week?”

Jane replies “Well I know for sure that it’s over 30. I’m on every job board and anytime I see something I like I fill out the application and submit my resume. But you know, so far I haven’t gotten a single response back from any of my applications. What is wrong with these folks? Why can’t they see I’m qualified and at least talk to me?

As is clear from this not-so-hypothetical situation, job boards have become almost entirely useless as a source of real job leads. Many jobs are close to being filled by the time the posting goes up on any of the national sites, or even on local sites. I’d like to suggest some other sources that will spare you the effort of throwing your resume into a black hole.

1) LinkedIn – OK the savvy among you already know about LinkedIn. So perhaps you can skip to the next section. For the rest, LinkedIn offers a treasure trove of information about jobs. You can find it by joining professional groups and following companies. And you should know that many recruiters are searching LinkedIn for potential candidates and paying to post jobs and contact potential candidates. So make sure your profile is up to date and presents you in the best possible light.

2) Twitter. Increasingly, recruiters are tweeting job postings. Try searching [Company Name] + [Recruiter] on Twitter to see if a recruiter at that company has a Twitter account. If they do, follow them.

3) Facebook – yes I know everyone warns job seekers away from Facebook, but there is a smart way to be present there as well. Your purpose is to find and follow companies with a Facebook presence that you would like to work for.

In the past 3 months, I have seen 5-6 job postings that were promoted first on Facebook as a “heads up” to friends and followers. Positions included Executive Director of a non-profit and a middle-management position at a local animal shelter. In both cases, the actual job had not been posted on the organization’s web site when the Facebook alert went out. One way to screen the candidate pool is to find out who is really passionate about what your organization does, and Facebook followers fit this criteria.

4) E-mail lists. This is a very diffuse category to describe, so let me give two specific examples:

I subscribe to a niche business publisher’s bi-weekly e-mail. Mostly this is about new books coming out, but they post jobs at their business as well as jobs at related businesses. Over the past six months, there have been Editor, Marketing Director and CFO positions listed. I’m not positive that these were listed only in the newsletter, but had I been interested, I certainly would have referenced it as the source. Can’t hurt and quite possibly would help!

I am also a subscriber to the national e-newsletter of an advocacy/education group. They make it a point to list open positions as part of the newsletter. Most likely their regional affiliates will post the job to a web site (or may have already done so) but just referencing the source puts you in the “in” group of those who have a genuine interest in the organization.

So what other sources have you found helpful to beat the Job Board blues?

Exchanging Ideas on Women Veterans Employment

This is from a Department of Labor event this week.

The Women Veterans Employment Initiative, a cooperative effort by Veterans' Employment and Training Service, Women's Bureau, and the Office of the Secretary, kicked off with a listening session on June 19 in Washington, D.C., to discuss challenges for women veterans seeking employment. Approximately 75 attendees gathered to begin a dialogue on creating pathways to economic opportunity for women who are transitioning from military service.

In his welcoming remarks, Assistant Secretary of Labor for Veterans Employment and Training Keith Kelly summarized the effort: "At the Department of Labor, we strive to honor your contributions every day. We do this by putting the full weight of our department behind programs to help ensure that rewarding careers are available to veterans when they come home."

Women's Bureau Acting Director Latifa Lyles said that the initiative "will identify distinct women veteran economic and employment needs and determine how to maximize the department's resources to meet these needs." Later, attendees broke off into discussions at tables named for notable women veterans, where they discussed issues such as what communication methods will engage the women veterans' communities to ensure access to resources and employment opportunities. Nine days earlier, women veterans who are employees of the department held their own listening session. Feedback from both events will be incorporated into the strategic development of the initiatives' activities and will help drive increased engagement by the department with efforts to help women veterans find good jobs.

• View the Slideshow
• Visit the New Women Veterans Website
• Read the Women's Bureau's Trauma Guide

Color in your interview wardrobe

This is a blog post from one of the women's LinkedIn groups.  Made me stop and look to see what I was wearing!  My "uniform" usually includes black and grey ...

This link will take you to the post.

Veteran Owned Business

Some people subscribe to the idea: veterans will hire other veterans because they understand each other.  They speak a common language.

If you are someone who thinks this might be true, try this site for listings of veteran owned businesses.

Good luck on your job search!

Show Us Your Stripes

Clear Channel is locally promoting and employment support for those who have served in the military.  The page posted below will give you some information and direct you to another page: ShowYourStripes.org

http://www.clearchannel.com/Philanthropy/Pages/ShowYourStripes.aspx

My work site computer is blocked so I am unable to go completely through the process.  HOWEVER - Clear Channel has put a lot of effort into publicizing this project.  It just opened five days ago and I have heard it several times.

Let me know how it goes!

Recruit Military Job Fair

Recruit Military and The American Legion are teaming up to produce a job fair in Portland on August 8th.

Full registration information here: https://events.recruitmilitary.com/events/portland-veteran-job-fair-august-8-2013

As more details come available, I will repost.

Panda Express

This is a Craig's List posting from this weekend.  My reason for posting it is: they are opening several sites in our area, and to my knowledge, they will hire most qualified candidates.

The ad: http://portland.craigslist.org/mlt/fbh/3862577127.html

Interview Day InformationCome join us for an interview on
Saturday, June 29, 2013 from 2:00pm to 5:00pm!

Address:11192 Sw Barnes Rd.
Portland, OR

Event Staff ... immediate hiring

**I am very active with LinkedIn Groups. This is from Portland Connect.**

Jessica Browder-Stackpoole: need 100 event staff for HUGE Portland event June 15th and 16th -

"Hi Portland Connect Group! I don't normally ask for favors, very rarely actually. But if you would please be so kind as to help us spread the word through your Portland networks, we would greatly appreciate it!

EventPro Strategies (EPS) is offering open enrollment for event staff for an exciting new program supporting a major computing client at a local soccer stadium. Technology and Soccer Fans highly encouraged to apply. The team will be OVER 100 strong - how many chances do we all get to work together in such large groups?

Duties: Working inside and outside a local soccer stadium before and after event time, hires will engage the public to interact and play with a tech device and try out a new app on that device. Staff will also encourage and generate surveys from the public in response to their experience.
The perfect hire will be enthusiastic, hardworking, engaging and enjoy working in a stadium/sporting atmosphere. Additional facts/benefits of hire for this event: -Potential to be automatically offered up to 4 additional events at the stadium throughout the year -Opportunity to work with a team of over 100 BAs! -Specialized, intensive training that will give you an edge for future tech BA work (courses of this nature would cost in the hundreds to take independently) Events are: Training TBD Onsite at the stadium (4 hours from 1-5pm, with an additional hour of self-paced on-line training)

GAME DAY: 11am-3:30pm (est) (5 hours) Location: June 15 -- Portland Jeld Wen Field 1844 SW Morrison St, Portland, OR 97205 We also have a 2nd date for Portland. 6/16 11am-3:30pm. Hires can do both the 6/15 & 6/16 game, or just one date.
** There will be 4-5 more events in Portland at the stadium for this client, through September. We will give first right of refusal to all the event staff that work this first event on June 15th. We also have a lot of other events coming to the Portland area throughout the summer and on an ongoing basis, and we are always looking for incredible staff for future events!

Pay Rate:
Training Rate $50 flat rate for 5 hours of training
Event Day - $15/hour

To apply directly: Here are the details on the soccer program in Portland. If others are interested, have her send an email to the link in this attachment. Also, have her set up an account with us by going to http://www.eventprostrategies.com
and then click on “Talent Registration” at the bottom of the page.

Thanks so much for passing this along!! Please feel free to forward post this on your social networking sites, tell friends about this opportunity and refer others!"

Mystery Shopper ... last call

Only 2 spots left... Know someone who needs to make a little extra cash? It's that time again...looking for mystery shoppers to participate in an eye exam. 

You will be paid $50, cost of exam, and mileage reimbursement. Perfect for anyone who doesn't have vision insurance, college kids, or also senior citizens. Must have good transportation, be computer literate, reliable and good at giving constructive feedback.

Message me if qualified and interested! www.tranghamm.com

You didn't get the job. Chances are, you'll never know why.

This is from an article posted this week and it has several interesting "points of view".

You aced the interview, your résumé sings, but in the end, you didn't get the job. Chances are, you'll never know why.

It is a painful conundrum of the job search process: Rejected candidates want to understand why they didn't get hired, but employers, fearing discrimination complaints, keep silent. And those who do speak up offer little more than platitudes.

Without specifics, candidates are left to repeat the same mistakes, while hiring managers complain they're swamped with applicants who miss the mark.

"You don't know how to adjust going forward," says technology professional Lisa Roberson. When she wasn't selected for a job in her field a few years ago, she emailed one of the people who had interviewed her to find out why.

The response: Someone "more suited" to the job had been hired. "Well, I could have guessed that," said Ms. Roberson, who works in health-care IT.

Such exchanges frustrate job seekers, especially those who have been searching for long periods and desperately want some insight into how they are viewed by hiring managers.

Providge Consulting, a Delaware-based consulting firm, has a policy to keep candidates apprised at every step of its hiring process and scores candidates on a range of criteria to keep its decisions as objective as possible.

But when the reasons for a rejection can't be boiled down to more clear-cut measures like experience or education, HR managers "attempt to minimize those conversations," said Tara Teaford, director of operations. That may mean offering a vague response, adding that the company will reach out if appropriate positions arise in the future.

"Most of it is trying to protect ourselves from potential litigation," says Ms. Teaford. "Once you cross the line between objective and subjective, it gets very, very challenging."

And many of the firms that want to provide feedback have their hands tied by company lawyers.

Employers were put on notice in late 2012 when the Equal Employment Opportunity Commission identified discrimination in hiring practices as one of its priorities for the next three years, partly out of a recognition that few job seekers have the resources to hire a lawyer and press their claims through civil courts, according to Amy Fratkin, an employment lawyer. That means individual complaints will be more likely to result in lawsuits brought by the EEOC if the agency establishes a pattern of discrimination by the employer.

Linda Jackson, a partner with employment law firm Littler Mendelson, says she advises her clients against offering specific feedback to job candidates. For instance, telling someone he has too much experience for a particular job might be interpreted as age discrimination, she said. "Is it the basis for a claim? It might or it might not be," she says.

Then there is the discomfort of relaying hard-to-hear information. Some hiring managers are so uncomfortable at the prospect of these conversations that they refuse to bring their business cards to interviews, says Amelia Merrill of Risk Management Solutions Inc., a risk-modeling firm in Silicon Valley.
Despite how awkward it can be, Ms. Merrill expects her recruiters to call finalists to let them know they weren't hired, giving those applicants a chance to ask for more information. She wants even rejected candidates to leave thinking they want to work there.

On rare occasions, she added, a rejected candidate will argue with the recruiter or insist he was the right pick for the job.

Of course, lots of candidates don't seek feedback: HR managers put the number of those who request it at around 10%. But of those who do, barely any get it. Only 4.4% of more than 2,000 job candidates surveyed in 2012 by the Talent Board, an organization dedicated to improving companies' recruiting practices, said they received specific feedback from hiring managers and recruiters.

But it raises the question, will the gap ever be bridged?

"If you want an efficient labor market, you have to have people understand where their talents are best used," says Elli Sharef, co-founder of HireArt, a website that matches job seekers and employers through video interviews and assessment tests.

After hearing from hundreds of frustrated job seekers, Ms. Sharef recently decided to try offering feedback, despite some trepidation from her lawyer.

In May, HireArt emailed 127 job seekers who had submitted video interviews for jobs in educational technology and offered the chance for a 15-minute personalized critique from Ms. Sharef herself. The 21 available slots were filled in less than 10 minutes.

Most appreciated the assistance, but overall, reactions to the feedback varied. One person complained that 15 minutes wasn't enough time for the session. Others admitted they hadn't given much thought to what they could contribute to the prospective employer, which was the most common criticism.

HireArt has since decided to offer a limited number of weekly feedback sessions. But as the company weighs scaling up the service to more users, it is also wrestling with questions about how people absorb and use constructive criticism. It can be difficult to hear "negative information about yourself, especially when you're already in a vulnerable position," says Ms. Sharef.

Companies' job-application software could provide another source of feedback, albeit automated, suggests John Sullivan, a management professor at San Francisco State University.

These applicant-tracking systems, which are used by almost every large employer, score candidates based on rough measures like the number of keyword matches between a job description and a résumé. Employers could theoretically send candidates their scores, says Mr. Sullivan.

"If you scored 90 out of 100, you might apply again later. But if you scored a 20, you know you applied for the wrong job," he said. So far, none of the companies for which he has recommended this, have adopted it.

They fear it will generate additional questions from applicants or reveal too much about the keyword-matching process, he says.
Article originally posted on The Wall Street Journal Website here. Article written my Lauren Weber.

A version of this article appeared June 5, 2013, on page B6 in the U.S. edition of The Wall Street Journal, with the headline: Didn't Get the Job? You'll Never Know Why.

Central City Concern / Letty Owings

As you may remember from Orientation here, Central City Concern has over 1000 units of housing.  The Veterans Grant and Per Diem Program is a very small amount of their portfolio.

This position is currently posted:

The Facilities Assistant provides ongoing cleaning and sanitation for the Letty Owings Center Program. Letty Owings is a residential A&D treatment program for homeless Pregnant and Parenting women with children newborn to five years of age. 

Here is the link to the posting.

City of Portland Recruitment

 ** This is a pre-announcement **

                  City of Portland, Bureau of Police

    is recruiting for

          Police Desk Clerk

                                                                             

Job Title: Police Desk Clerk Opening Date: 06/10/13

Closing Date/Time: Mon. 06/17/13 4:30 PM Pacific Time

Salary:$13.98-$19.91 Hourly THIS RECRUITMENT WILL CLOSE AT 4:30PM ON THE POSTED CLOSING DATE OF JUNE 17,2013 OR WHEN 100 APPLICATIONS HAVE BEEN RECEIVED, WHICHEVER COMES FIRST. Police Desk Clerks provide specialized services in support of the Police Bureau; incumbents are required to pass an in-depth background investigation. A Police Desk Clerk provides a variety of support to officers on the street and in precincts by accessing and providing confidential information as needed and providing administrative and reception services, which include, but are not limited to, responding to inquiries and complaints from the public, both in person and over the phone. Many of the contacts are of a sensitive, stressful and confidential nature, and the successful candidate must be able to remain calm in emergency or threatening situations. Responsibilities include performing multiple tasks while dealing with frequent interruptions, accessing a variety of computer systems in order to provide support to officers and respond to inquiries from the public, as well as monitoring, receiving and transmitting information as needed. Positions are located in precincts, Traffic, and Training divisions within the Police Bureau. Police Desk Clerks are expected to carry out their individual responsibilities with initiative, independence and creativity while exercising sound professional judgment and problem-solving skills. Some positions may require a valid state Driver’s License and acceptable driving record. Police Desk Clerks must obtain PPDS and LEDS Certification within three (3) months of hire. Some Police Desk Clerks work in a 24-hour facility, which may require working day, evening or night shifts, weekends and/or holidays.

For the complete job announcement and to apply for this position when it opens June 10, 2013, please visit our website at: www.portlandoregon.gov/jobs

For more information about how to apply online contact:

Teresa Dahrens at (503) 823-4516 or email: Teresa.Dahrens@portlandoregon.gov

City of Portland is an Equal Opportunity Employer

Stand Down planning

If you are interested in helping with Stand Down planning this year, please let someone know so we can include you in our planning meetings

Best Wishes!
Cindy B.

Double Tree Central Laundry

Administrative Assistant (Job Number:DOU011NT)

Work Location: 

DoubleTree Central Laundry 

738 SE Lincoln 

 Portland 97214

As a Administrative Assistant, you would be responsible for providing office support in the hotelÆs continuing effort to deliver outstanding guest service and financial profitability. Specifically, you would be responsible for performing the following tasks to the highest standards:

• Greet and assist guests and respond to requests in a timely, friendly and efficient manner
• Perform word-processing, typing, e-mailing, data-entry, filing, faxing, copying, processing mail and taking notes and/or dictation
• Answer telephones, schedule team members, process payroll and conduct inventory
• Coordinate department projects, as needed
• Oversee maintenance of office equipment
• Track Guest Comment Cards and feedback
• Perform other general office duties and assist with special projects, as needed

Rose Haven

Rose Haven is available as a resource to all homeless women. Several of the veterans I have served have also served others by donating time and talents at Rose Haven.

The address for Rose Haven is: 627 NW 18th Avenue.

Street Roots recently wrote this article: http://news.streetroots.org/2013/06/04/haven-storm

Small Business Administration

Serving Those Who Serve Us

SBA Regional Administrator Calvin Goings / June Newsletter

The U.S. Small business Administration (SBA) would like to express our gratitude to the people who volunteer to keep our nation safe and strong which is why veterans are a particular focus for us.  Did you know that veteran-owned small businesses account for a large percentage of small businesses?  Veterans are at least 45 percent more likely to take the plunge into entrepreneurship than people with no active-duty military experience, according to a May 2011 study from the SBA Office of Advocacy. In 2007 (the latest data available from the U.S. Census Bureau), veterans owned 2.4 million businesses, or 9 percent of all businesses nationwide, generating $1.2 trillion in receipts and employing nearly 5.8 million people.

The facts show that these heroes live all around us in communities across the state of Oregon. SBA believes veterans are an important part of our communities. We know that veterans come back with strong leadership skills and a thorough understanding of teamwork.  But often times, veterans face challenges in raising capital or have trouble receiving a conventional loan. SBA has recently announced the SBA Veteran Pledge Initiative, a commitment by its top national, regional and community lenders to collectively increase their lending activity to veterans by five percent per year for the next five years.

With the support of SBA’s top 20 national lending partners, and approximately 100 additional regional and community lending partners across the United States, SBA expects to assist an additional 2,000 veterans obtain loans to start or expand small businesses by increasing lending by $475 million over the next five years. This equals a five percent increase above historic veteran lending activity by the SBA.

SBA also has teamed up with the nation’s 250 Certified Development Companies (CDCs) to launch an initiative which provides financing discounts and training to veterans who own businesses or are interested in small business ownership.  The National Association of Development Companies (NADCO) and its member CDCs publish their reduced fees, training and incentives on their websites and at www.nadco.org. Veterans can save up to $20,000 on commercial real estate loans and reduced fees on Community Advantage working capital loans under $250,000. In 2013, 381 veterans have received loans totaling $2.6 million – or approximately 10 percent of all loans offered through NADCO members.

Do you know a veteran?  Make sure to introduce them to the SBA because we have programs designed for Veterans, Service-Disabled Veterans, Reserve Members, and their spouses. Contact the Portland District Office at 503-326-2682 or the Veterans Business Outreach Center (VBOC) in Seattle at 206.324.4330 extension 139. The VBOC offers free counseling and technical assistance/training to more than 150,000 Veteran and Service-Disabled Veteran Small Business Owners. For more information, please visit: http://www.sba.gov/content/veterans-business-outreach-centers-0.

For more information on SBA’s services and programs for veteran entrepreneurs, please visit www.sba.gov/vets. 

Thanks to all who wear, or have worn, the uniform of the United States Armed Forces. We're a safer nation because of you.

Free Medical + Dental Clinic

Free Medical + Dental Clinic

Saturday, June 22, 2013, 8:30AM – 3:00PM

Compassion North Portland Medical & Dental Clinic

is a one day event that will take place on June 22nd at Roosevelt High School. The school will be transformed into a local neighborhood clinic.

Our goals are to provide:
• Basic medical exams
• Basic dental cleaning and emergency treatment
• Basic eye exams and free glasses
• Information about social service
• Children’s activities
• Free lunch

New Seasons Market expanding

New Seasons Market is expanding and will be hosting a job fair this month.
Details:
Friday, June 28th; 11am to 4pm
PCC Cascade Campus Gymnasium
705 North Killingsworth Avenue
From the company:

In addition to our new Williams Avenue store, New Seasons Market

may also be hiring for other store locations.

Computers and staff will be available at the event to assist with

online applications.

New Seasons Market expansion

New Seasons Market is expanding and will be hosting a job fair this month.

Details:
Friday, June 28th; 11am to 4pm
PCC Cascade Campus Gymnasium
705 North Killingsworth Avenue

From the company:

In addition to our new Williams Avenue store, New Seasons Market

may also be hiring for other store locations.

Computers and staff will be available at the event to assist with

online applications.

Local Job Leads

This is a grouping of job postings from this morning.  The order: name of business, location, CL ad. These postings were selected because at least one person who is currently attending WHVRP Job Club can fill these openings. So, for four people, job search is started.

In all case: follow the links for specific information, please.

ZCS Engineering; 524 Main St #2, Oregon City, OR 97045, http://portland.craigslist.org/clc/ofc/3846424867.html

Kittleson and Associates; 610 SW Alder St, Portland, OR 97205, http://portland.craigslist.org/mlt/web/3846321674.html

Chevrolet Job Fair; 122 N.E. 122nd Ave. Portland OR 97230, http://portland.craigslist.org/mlt/csr/3846249814.html

Aspen Capital;420 NW 11th Ave # 822, Portland, OR 97209, http://portland.craigslist.org/wsc/lgl/3845848420.html

Housing supports : HUD Article

ON THE WAY

Another 540 HUD Veterans Affairs Supportive Housing rental vouchers, HUD Secretary Donovan and VA Secretary Shinseki have announced, are on their way to 199 housing authorities across Idaho, Oregon and Washington who will use them, in collaboration with Veterans Affairs centers and clinics, to provide homeless veterans with something they don’t just deserve, but have earned – a place to call home.  Once they’re up and being used, it’ll mean some 3,248 vets in the three states won’t have to live life the street.   When veterans return home, notes HUD Northwest Regional Administrator Mary McBride, “we should make sure they have one instead of being forced to live on the streets.” At least one more round of VASH vouchers should be awarded later this year.

UN-FURIATING

But what happens if VASH vouchers that are awarded don’t get used?  That’s a question a number of agencies in Portland – the Housing Bureau, Home Forward, Multnomah County, the VA, the United Way and, yes, HUD – faced last December when they used that 1 out of every 3 vouchers – about 100 – they’d been awarded were unallocated.  It was “infuriating,” one Housing Bureau official explained to The Oregonian.  Turns out, though, it was no one’s fault.  The statute that authorized the VASH program has a glitch.  A VASH voucher can be used – and only used – to help a vet pay the rent.  It can’t be used to put together a security deposit or to buy some furnishings or to connect to utility service.  Small though it might seem, they can be financially out-of-reach for some.  Fortunately, the folks in Portland knew what they needed to do, the Bureau, Home Forward, the United Way and the County each contributing $10,000 to a fund to cover those costs.  By early April, all 305 of Portland’s VASH vouchers were in use.  For more, see http://portal.hud.gov/hudportal/HUD?src=/states/oregon/stories/2013-05-16