Customize this Avionics Systems Engineer Resume

Customize this Avionics ordnungsprinzips Engineer ResumeCustomize this Avionics Systems Engineer ResumeCreate this Resume Use this Avionics Systems Engineer Resume Example with Objective, Technical Skills, Duties, Education and Certification to write your own Avionics Systems Engineer Resume.Christopher Clayton1914 Forest AvenueNew York, NY 10007(999)-913-8387c.claytonsampleresume.netJob Objective To be able to work and grow professionally as Avionics Systems Engineer in a stable organization where I could demonstrate my expertise in Avionics Software Development. My endeavor and dedication in the job will be helpful in achieving the companys goals and objectives.Technical Skills Professional experience in Avionics and Real-time Embedded S/W domain Competent knowledge in Avionics Software Development and Verification Proficient in System Level test development Strong experience in A/C Systems like ECS (Environmental Control Systems), FMS (Flight Management Systems) and Flight Contro ls Knowledgeable in embedded avionics softwareProfessional ExperienceSr. Avionics Systems Engineer, January 2009 Present South Airlines, Tacoma, WA Responsibilities Utilized UPnP SDK developing camera controlled services. Developed avionics software using Linux and JNI wrappers in Java. Configured OSGi framework to fit the design of the system. Enhanced the image streaming services using Jini/IP. Developed Falcon F7X AMSAC and System Verification.Avionics Systems/Software Engineer, March 2006 December 2008 AIRTRONICS, Tacoma, WA Responsibilities Developed RBC (Radio Block Control) and VV. Reviewed the SOI Audits and documented any discrepancies. Supervised the development of System test scripts for Core architectural requirement. Tested the efficacy and dependability of Signal Processing Algorithms (SSFD, DSFD- Dulplex, Triplex, and Quad). Performed regular debugging on System test scripts using System Testing facility.EducationM.S. in Avionics Engineering, 2006University of Arizo na, Tucson, AZB.S.in Electrical Engineering, 2002University of Arizona, Tucson, AZCertifications and Affiliations Specialized HTS training in Avionics Domain Software System development Certified in Fundamentals of Aerospace Technology Customize ResumeMore Sample Engineer ResumesAutomation Engineer Resume Automation Sales Engineer ResumeAutomotive Quality Engineer Resume Automotive Test Engineer Resume Avionics Systems Engineer Resume Avionics Test Engineer Resume Battery Test Engineer Resume

5 Tips for New College Grads to Negotiate Salary

5 Tips for New College Grads to Negotiate Salary5 Tips for New College Grads to Negotiate SalaryNegotiating salary can be a scary prospect for all job seekers, but especially for new college grads who may not have much experience undertheir belt. While you may be tempted to skip the negotiation altogether due to your lack of work history or to escape the awkward feelings, learning how to get the salary you want and deserve can serve you well during your career. Below were going over a few tips to help new job seekers know what to expect and how to prepare for a salary negotiation.Here are five tips to help new college grads negotiate salary for their first job1. Gain confidence.Gaining confidence to negotiate is a good first step to calm any nerves. This can be done by learning about what salary ranges to expect beforeheading into an interview. You may have salary in mind that youd like, but you need to know what the going market rate is. New grads shouldresearch salary rangeson site s like Glassdoor orSalary.comto have a good starting place tonegotiate and know whats fair. Have these numbers readily accessible to you during your negotiations.2. Consider all benefits.Benefits vary from company to company and can include healthcare, vacation time, tuition reimbursement, continuing education, retirementcontributions, and more. New grads should take into account the value of all benefits in addition to the offered salary. While every job seekerssalary requirements are different, a great benefits package could potentially make up for a salary thats less than ideal. On that same jeton3. Ask for flexibility.Consider negotiatingwork flexibility optionsduring a salary negotiation. People who work from home tend to be more productive and save money by avoiding a commute. In fact, half-time remote workers save an average of over $2,600 annually in commuting costs, and full-time workers can pocket over $4,000 by workingfrom home. Asking to work from home even a few days a week can greatly bump up a lower salary offer and increase your happiness at work.4. Practice.New grads may also benefit from practicing their negotiation skills prior to the real conversation. Just as you might practice answering interview questions, grab a friend or family member to role play. It can help you practice what you want to say and also learn to think on your feet. Another option is to write down or type out responsesand read them out loud to yourself. While you may have to ultimately change up what you say during the negotiation, repeating some key phrases beforehand can help you think more clearly, speak more confidently, and ease some nerves.5. Take your time.While in the salary negotiation conversation, new grads shouldnt feel pressured to immediately respond and take a job offer. Its common ask for aday or so to think over the offer.Expressing gratitude and setting a realistic timeline for when that employer can expect to hear backwill give you time to think things over and determine if the offer is suitable for your needs and skill level.Know someone looking for a job? Refer a friend to with this link- youll get a month free tafelgeschirr and theyll get 30% off

Professional Development Ideas for Finance Staff Management Resources

Professional Development Ideas for Finance Staff Management ResourcesProfessional Development Ideas for Finance Staff Management ResourcesOne of your keyrolesas a finance leader is to encourage your employees to pursue professional development opportunities that can help themstrengthen and refine their skills.Naturally, the more abilities your team has, the better your organization functions. In addition, since employees who have more robust skill sets also increase their chances of succeeding andmoving up the corporate ladder, professional development could positively influence their job satisfaction and your retention rates.Here are 15 ways to support staff members professional development1. Ease the path to certificationsWith all their day-to-day duties, it can be difficult for financial professionals to find time for earning and maintaining professional designations. These certifications, however, can greatly enhance their career potential - and strengthen your organization. All ot a set amount of hours for employees to devote to their continuing education.2. Offer a tuition matchAs much as many professionals would like to obtain advanced certifications or degrees, some put it off because of the costs. Consider helping to defray behauptung expenses while also allowing flexible work options to enable individuals to balance their work and study schedules.3. Reimburse membership coststitel membership fees for professional organizations that offer networking and learning opportunities. Similarly, reimburse personnel for subscriptions to relevant publications and reports.4. Identify CPE opportunitiesIn addition to helping cover some of the costs, work with employees to identify opportunities to rack up continuing professional education (CPE) credits. Point staff toward industry associations, online courses and webinars offering CPE.5. Create a libraryStock an unused office or a corner of the conference room with books on leadership, industry and business publica tions, and certification exam study guides. In the process, youll also establish a quiet place where individuals can conduct research and review the latest news and trends.6. Provide in-house trainingSchedule monthly sessions on hot topics such as in-demandsoft skills, regulatory compliance mandates and the capabilities of your companys financial system.7. Host guest speakersInvite business and financial leaders from outside your organization to present fresh insights and ideas to your team.8. Coordinate a mentorship programThe benefits of these programs arent limited to mentees. Mentors hone their leadership skills and learn new ways of approaching tasks from their protgs.9. Talk about career pathsHoldcareer-path discussionswith employees. Work with staff to review their goals and the skills, experience and training theyll need to achieve them.10. Offer job shadowingSet up days in which your team members shadow colleagues to help them gain a better understanding of different roles and how your organization functions.11. Appoint staff to cross-departmental teamsA Robert Half Management Resources survey found a large majority of chief financial officershave seen their roles expand outside of accounting and financein the past few years. Give your team a head start by assigning them to interdepartmental work groups. This offers the added benefit of helping employees build rapport with their colleagues in other parts of the organization.12. Cross-trainLet individuals build their skills in different areas within accounting and finance, too. For example, a financial analyst may be looking to move into a business systems analyst role.13. Implement a leadership development programEncourage employees with potential by creating a leadership development program. This can help you identify succession candidates as well.14. Hold QAsAllow staff to gain from the benefit of your experience by hosting informal, brown-bag QA lunches. You also can invite subject-matter experts f rom your team and staff returning from industry events to present on hot trends.15. Lead by exampleThe best leaders inspire staff. Make sure your actions reinforce the performance and attributes you expect from your team.Any time is a good time to boost your organizations professional development efforts. It will be a win for your business, as well as your accounting and finance team.mora resourcesAlong with professional development opportunities, compensation is a key factor in employee job satisfaction. Make sure the salaries you pay your accounting and finance staff are in line with industry standards and your local market. Visit our Salary Center to download a copy of our latest Salary Guide.Get the GuideRead our latest Benchmarking the Accounting Finance Function report to find out about current staffing trends for finance functions - and more.Download the Report