Excellent Turn Out for Saint Leo University Lakeland Center

The Lakeland Information Session was a huge success. I spoke about how Saint Leo University has allowed me to not only follow my dreams, but also make them a reality. Earning my degrees (Associates, Bachelors and MBA in HR) from Saint Leo University has provided many professional opportunities, which without a degree would not be possible. I spoke about how I was able to stay focused on the goal of earning my degree(s) and how I turned several “failures” into life learning lessons.

Saint Leo University not only teaches you the concepts for earning a degree, but core life values such as: community, respect, personal development, responsible stewardship and integrity. I ended on this note: “Turn your mess into your greatest message.”
Thank you to the Saint Leo University Lakeland Education Center for inviting me to speak as the Key Note Speaker for the Information Session Event, and for more information on earning your degree with Saint Leo University go to www.saintleo.edu

Prof. Armstead, Key Note Speaker

Prof. Armstead, Key Note Speaker

Prof. Armstead, Key Note Speaker

Prof. Armstead, Key Note Speaker

Creating a Job Description in 6 Easy Steps

Human resources professional techniques involve recruitment, selection and placement as a unique ability allocated toward conducting these measures effectively and proficiently. A mature and knowledgeable human resource professional uses up to date legislation, mandated policies and organizational procedures with every action, which is processed. Human resources professionals have a responsibility to uphold the “Equality of Job Candidates” to apply and achieve employment. The human resources professional is responsible for fair and equal employment for all who apply. In order for human resources professionals to conduct fair and equal hiring practices they must have a full understanding of how to “classify” a job description.
Keywords: job description, classification, job factors


A job description is a useful, plain-language tool that describes the tasks, duties, functions and responsibilities of a position. It outlines the details of who performs the specific type of work, how that work is to be completed, and the frequency and the purpose of the work as it relates to the company’s mission and goals. Job descriptions are used for a variety of reasons, such as a tool for recruiting, determining salary levels, conducting performance reviews, clarifying missions, establishing titles and pay grades and creating reasonable accommodation controls, as well as for career planning, training exercises and legal requirements for compliance purposes (Grachanen, 2006). A job description gives an employee a very clear and concise resource to be used as a guide for job performance. Likewise, a supervisor can use a job description as a measuring tool to ensure that the employee is meeting job expectations (Office of Personnel Management, OPM)

Step 1: Perform a job analysis

This process of gathering, examining and interpreting data about the job’s tasks will supply accurate information about the job so that a company can perform efficiently (Heneman, 2011).

• Interview employees to find out exactly what tasks are being performed.
• Observe how tasks are performed.
• Have employees fill out questionnaires or worksheets.
• Collect data on jobs from other resources such as salary surveys or the Occupational Outlook Handbook.
• The results should be documented and reviewed by the employee that is currently in the position—and his or her supervisor—for any changes regarding the knowledge, skills, abilities, physical characteristics, environmental factors and credentials/experience of the position:
– Knowledge— Comprehension of a body of information acquired by experience or study
– Skill—a present, observable competence to perform a learned activity.
– Ability—competence to perform an observable behavior or a behavior that results in an observable product.
– Physical characteristics—the physical attributes an employee must have in order to perform the job duties with or without a reasonable accommodation.
– Environmental factors—working conditions (inside or outside the office).
– Credentials/experience—the minimum level of education, experience and certifications acceptable for the position.
(Classifiers Handbook, 1991)
Step 2: Establish the essential functions

Once the performance standard for a particular job has been made, essential functions of the position must be defined.

To establish the performance standard:
• Ensure that the tasks as part of the job function are truly necessary or a requirement in order to perform the job.
• Determine the frequency at which the task is performed or how much time is spent performing a task.
• Determine the consequences of not performing the function and whether this would be detrimental to the company’s operation or result in severe consequences.
• Determine if the tasks can be redesigned or performed in another manner.
• Determine if the tasks can be reassigned to another employee

Once that is completed, the employer can make a determination as to whether the functions are essential or marginal. The use of the term “essential function” should be part of the job description, and it should explicitly state how an individual is to perform the job. This will provide future guidance as to whether the job can be performed with or without accommodation (Classification Standards, 2012).

Step 3: Organize the data concisely

The structure of the job description may vary from company to company; however, all of the job descriptions within a company should be standardized so that they have the same appearance. The following topics should be included:

• Date—when job description was written.
• Job status—exempt or nonexempt under FLSA, full time or part time.
• Position title—name of the position.
• Objective of the position—what the position is supposed to accomplish, how it affects other positions and the organization.
• Supervision received—to whom the person reports.
• Supervisory responsibilities—direct reports, if any, and the level of supervision.
• Job summary—an outline of job responsibilities.
• Essential functions—detailed tasks, duties and responsibilities.
• Competency or position requirements—knowledge, skills and abilities.
• Quality and quantity standards—minimum levels required to meet the job requirements.
• Education and experience—required levels.
• Time spent performing tasks—percentages, if used, should be distributed to equal 100%.
• Physical factors— type of environment associated with job: indoor/outdoor.
• Working conditions—shifts, overtime requirements as needed.
• Unplanned activities—other duties as assigned.

(Wiley, 1999)
Step 4: Add the disclaimer

It is a good idea to add a statement that indicates that the job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee (Heneman, 2011).

Step 5: Add the signature lines

Signatures are an important part of validating the job description. They show that the job description has been approved by all levels of management and that the employee understands the requirements, essential functions and duties of the position. Signatures should include those of the chief operating officer, or highest ranking officer, the supervisor and the employee (Heneman, 2011).

Step 6: Finalize

Draft the job description for upper management review and approval. A draft allows upper management a chance to review, add or subtract any detail before the final job description is used for employees and management.

Once returned from management, the job description should be revamped and reformatted with any changes. It should be sent to management one final time for final approval and signatures (Heneman, 2011). The final job descriptions should be kept in a secure location and copies used for job postings, interviews, accommodation requests, compensation reviews, and performance appraisals. Employers may also wish to post them on the company’s intranet (Weeden, 2012)

Classifying White Collar Positions. (n.d.). US Office of Personnel Management.
Retrieved October 30, 2012, from http://www.opm.gov/fedclass/html/gsclass.
Grachanen, C. L. (2006). The Metrology Job Description Initiative. Quality
Progress, 39(1), 85-86.

Government (2012). Introduction to Position Classification . Using
Classification Standards. Lecture conducted from Government, Washington, DC.
Heneman, H. (2011). Staffing organizations. S.l.: Mcgraw Hill Higher Educat.
Narrative Positions Descriptions. (1991). The Classifiers Handbook. US Office of
Personnel Management.

Weeden, K.A. (2002). Why do some occupations pay more than others? Social closure and earnings inequality in the United States. American Journal of Sociology, 108, 55-101.
Wiley, C. (1999). The wave of the future: Certification in human resources management. Human Resource Management Review, 2, 157-170.

Author:  Jenice Armstead

Monday Morning Mindset

When was the last time you reflected on how good your life was? When was the last time you were grateful for what you have, how far you come or where you see yourself being in a particular time period. It is time to renew your mind and realize that you have a choice on how you will react to “this moment” in time. Will you “bless” it or, will you “curse” it. Complaints and negative thoughts can have an adverse reaction to a situation, while on the other hand, embracing a situation and trying to find the “message in the mess” will allow for you to grow your character and experiences.

Take some time to write down your thoughts on a situation that may be irritating to you. What is the situation? What are the components? What are the pros and cons of the situation? How can you utilize self-control in the situation? Are you a direct component of a resolution? Then, sit with this information and release “good thoughts” with resolving it even if you don’t believe it to be true. When the situation comes up, reflect back on your notes and remember that you can only control what YOU do in any given situation. You have more control over the situation than you may think you do.


Saint Leo University Information Session: Lakeland Education Center

Location: Saint Leo University, Lakeland Education Center

Date:  Wednesday, March 26

Time:  6pm – 8pm

Do you want to learn more about Saint Leo University?  What degree programs they offer?  How you can start your academic career right?  Well, come to the Saint Leo University, Lakeland Education Center “Information Session” on Wednesday, March 26 from 6pm – 8pm.  I will be the Key Note Speaker on the importance of education in this job market and how goal setting has improved my professional value.  It will not only be informative, but you will have a chance to meet some of the faculty and speak with us one-on-one.  Jot down your questions and have them ready to ask.

Alena White, the Center Director and Jimmy Surin, Assistant Director will both be in attendance to answer your questions about Saint Leo University.  See you there, next Wednesday.

For more information: Lakeland Education Center, Saint Leo University  

 All the Best,

Prof. Jenice Armstead

Saint Leo University

Knowing Your Professional Value

Do you know that you have professional value? Do you want to know how to increase your professional value?  I will be speaking on the importance of professional value.  Many times we don’t have the time to evaluate our professional value and are entangled with “getting the job” and not understanding our own professional value.  During this speaking event, I will be discussing how professional value is important to all aspects of you life and how you can grow your professional value.  Along with steps toward developing your professional value and handouts for getting started toward achieving your professional goals.  10 available seats, for more information email:  jenicearmstead@gmail.com

Wisdom Wednesday

Are you frustrated and in-patient? Why is that? Do you feel that you should be in a position or financial place that you feel you are not currently? Why is that? Take some time to realize that you have “gifts” that you can do naturally. Instead of being and doing what you think you should do, take some time to think about what makes you truly happy.

For a while, I thought that success was a corner office in a high rise building, with a ton of employees answers to me. After taking some time to embrace my “true self,” I realized that I have had many job opportunities where a “high rise” office was foreseeable. While pursing that goal, I found myself with an emptiness that wasn’t fulfilled. After taking some to sitt with my thoughts and feelings and realized that I loved to teach people how to do things to make their lives better. Teaching is one of my natural gifts, I can remember as far back as 5 years old standing up in front of my Barbie Dolls teaching a class lecture about how to teach people. My core being is to teach. What is your core being? Ask yourself a few questions to get started:

When am I truly happy professionally?

When was the last time I did those things?

How can I embrace the “true being” of myself and grow professionally?

Set a goal and work toward it.

Key Interview Questions: Availability

Many applicants are very motivated and will mark the “availability” section as immediately. This could be a good and a bad move. Most employer are looking for applicants to start within the next week or so, in comparison to the interviewing date. But, keep in mind you don’t want to look “too” available. If applicants appear to be “too” available employers are likely to wonder why. Here are some tips for you when you are asked the classic interview question: When are you available to start?

Now that you have made it to the interviewing process, and you are near the end of an interview, you’ve answered all the required questions and the selecting official asks you the question of: “When are you available to start?” The humanistic answer is to say “today” but you need to be mindful and think about the date you can actually start. Before you go to an interview be sure to have a pre-selected date in mind when you are asked this question.

After you state the date you are available to start, make sure you add a personal statement about yourself such as “I have my affairs in order, and if you need me to start earlier, say the 10th of April, then I will be able to manage that start date as well.” Make sure you know what the current date is. When you are interviewing for a position knowing what day it is, is important. This shows the selecting official that you are aware of your current, place and time. This also shows the selecting official that you are mentally organized.

All in all, know your exact availability dates and the current date. It sounds simple, but these are interviewing techniques that are true and work. All the best to you on your job hunt and finding your dream job.

Veteran’s Preference: Applying for Government Jobs

Veteran Preference 5 Point Preference (TP)

There are many factors to “earning” veteran’s preference when applying for a federal or government job.

The Office of Personnel has created a “Veteran’s Guide” to help those agencies ensure they are giving veteran’s the right preferences, this guide is the all tell all on seeing if a veteran has status or not.  Yes, you read that right, just because you are a veteran doesn’t mean that you automatically are able to apply for government jobs.  In order to apply you have to be a veteran and stipulations apply.

First thing is first, you must be a veteran or have some other kind of veteran status.  This is just one of many criteria one must meet to become eligible for veterans status.  To receive preference, a veteran must have been discharged or released from active duty in the Armed Forces under honorable conditions (i.e., with an honorable or general discharge).  This is crucial because, if you have a dishonorable discharge you are disqualified from veteran status.

Note:  Military retirees at the rank of major, lieutenant commander, or higher are not eligible for preference in appointment unless they are disabled veterans upon being discharged or separated from the military.

The key is know what type of Veteran’s preference you have, the following explains what Veteran’s preference actually is:

5-Point Preference (TP)

 Five points are added to the passing examination score or rating of a veteran who served:

During a war; or

During the period April 28, 1952 through July 1, 1955; or

For more than 180 consecutive days, other than for training, any part of which occurred after January 31, 1955, and before October 15, 1976; or

During the Gulf War from August 2, 1990, through January 2, 1992; or

For more than 180 consecutive days, other than for training, any part of which occurred during the period beginning September 11, 2001, and ending on the date prescribed by Presidential proclamation or by law as the last day of Operation Iraqi Freedom; or

In a campaign or expedition for which a campaign medal has been authorized. Any Armed Forces Expeditionary medal or campaign badge, including El Salvador, Lebanon, Grenada, Panama, Southwest Asia, Somalia, and Haiti, qualifies for preference.

A campaign medal holder or Gulf War veteran who originally enlisted after September 7, 1980, (or began active duty on or after October 14, 1982, and has not previously completed 24 months of continuous active duty) must have served continuously for 24 months or the full period called or ordered to active duty. The 24-month service requirement does not apply to 10-point preference eligibles separated for disability incurred or aggravated in the line of duty, or to veterans separated for hardship or other reasons under 10 U.S.C. 1171 or 1173.

When veterans with 5 point (TP) status apply for federal positions, 5 points are automatically added to their application scores.  Yes, federal applications receive scores.  When you complete a federal application you receive a score from 1 – 100 percent, applicant scores are tallied up once the announcement has closed.  If your application did not receive a “high enough” score you should be contacted by the human resources of the position for which you applied.  If you have any additional questions about your application, contact the human resources office of the agency for which you applied.


Veterans Job Information:  http://www.fedshirevets.gov/job/index.aspx

Veteran’s Guide:  http://www.opm.gov/staffingPortal/Vetguide.asp

Veteran’s Appointment Authorities: http://archive.opm.gov/strategic_management_of_human_capital/fhfrc/FLX02020.asp

Olivia Cruise: Caribbean Equality and Leadership Cruise

PORT CALL: Grand Turk, Turks & Caicos

Day 3

We finally made it to our first port, Grand Turk, Turks & Caicos on day 3 of our Olivia Travel cruise.  Talk about a phenomenal place, the water was indigo blue, the people were friendly and the weather was perfect.  We arrived at 8am and stayed in port until 3:30pm.  My wife and I started off with some excellent breakfast from the Lido Deck.  The food ranged from light breakfast items like fruit, muffins and yogurt parfaits to flap jacks and crispy bacon.  We went back to our cabin to grab our passports and beachwear.  Getting off the ship was a little confusing, but we had some awesome ladies from the Olivia staff to assist us.

After enjoying the beach and some light shopping, we went back to the ship and decided to grab a bit to eat.  We went to try a different grill when I ran into C.C. Carter.  C.C. Carter is a renowned poet who’s words embrace the spirit of women empowerment.  She grabbed me and said  “I need you to be one of my powerful curvy girls.”  I had no idea what she was talking about, but I agreed.  Who says no to C. C. Carter?  What C.C. wants she gets!  Before I knew it I found myself in the middle of a full figured women empowerment movement.  C.C. Carter preformed, while she preformed she wanted her “full figured” women to support her by strutting our stuff on a walk way by the stage she was on.  Talk about a once in a lifetime event.  In all this port call was fantastic.

This day was especially wonderful because the theme of this cruise was “Equality and Leadership” and in light of the theme there was a celebration with the guest of honor Edie Windsor.  Also, a massive Commitment Ceremony was held board the ship at 5pm.  Then later that night the internationally known Indigo Girls preformed at 6:30pm and 8:30pm.

Olivia Staff Feedback:  The staff was great with assisting us all get on and off the ship in an fast and orderly fashion.  The port call could have been a few hours longer, but other than that – great job with this port call.

For more information go to Olivia Travel

Wisdom Wednesday

Have you ever noticed when you are “feeling” good about yourself, you tend to be more selfish than when you aren’t?  That is because feelings are fickle.  Feelings come and go with the wind.  One minute you can feel happy, and the very next minute you can feel sad.  This is because feelings are an aspect of what we “think” is happing to us.  Instead of letting your feelings rule you, make a point to be aware of your feelings when they suddenly change.  Take a moment to self reflect to see if you have done something that your Spirit or Higher Self has disagreed with.  Did you act badly in traffic?  Did you not respond to a “good morning” from a friendly stranger?  Did you wake up and start saying hurtful things to your loved ones?  No matter the situation, make a point to try and self reflect in the situation and evaluate why you are feeling the way you are.  You will be surprised at what you may learn about yourself.

Two-Cents Tuesday

There are some key aspects to understanding when and how to apply to federal jobs. Federal jobs can be local, state and Nationally announced positions. You need to understand the position for which you are applying for by doing some research on the position, you will gain a better idea for what the job will entail and how the organization functions. Contrary to what economics may portray, the economy is growing. The middle class is all-apart of strengthening the entire economy. Start with www.usajobs.gov, there you can do a “Job search” for the field for which you are interested. There are plenty of opportunities to apply for. The federal hiring process can be a bit confusing, but with research and dedication you can find the career that you are qualified.

For more on the Federal Hiring Reform go to : Office of Personnel Management 

Or you may contact me directly
Jenice Armstead

Monday Morning Mindset

Faith is the substance of things hoped for, the evidence of things not seen. (Hebrews 11:1). Faith has the ability to sustain you when you have no idea how you are going to pay your bills, deal with your job, feed your children or over come a difficult situation. Faith and believe in a “better day, way and situation” can give you the strength to overcome the odds. It is with faith that we are filled with motivation to continue to do “something” in the hopes of it getting better. It is with faith that we are healed from past hurts and broken hearts. Faith gives you the power to forgive when you know you have a right not to. It is with faith that we realize that we are made whole, even in our circumstances. When you go to and fro, remember that you may be the only glimmer of “faith” that someone else might have for his or her life getting better. Speak a kind word, give a kind smile or simply be kind to someone. Have the faith to believe, receive and achieve. You have the ability to build up, or to destroy. Have the faith to believe in the unseen, knowing that everything is working out in our favor.

Thoughtful Thursday

My natural hair care journey started like many hair journeys’ start off, a self-epiphany. I woke up one morning and I wondered: “If I died today, would the mortician have to put a relaxer in my hair before they could prep my body for my funeral?” Then I busted into uncontrollable laugher at the very idea. Sounds morbid, but it is true. I actually had this very thought, and really had to think about my relationship with my hair. Relaxer had become my version of Heroin or Crack Cocaine, “Creamy Crack” to be exact! Like both of these drugs, relaxers were introduced to me by those that I loved and who claimed to love me the most. Would love ones do something to you that they knew would affect your very being and health? My answer was, of course not – but, they had.

The process of relaxing my hair changed my whole life from the day I received my very first treatment. The first relaxer I received was referred to as the “kiddy perm” but there was nothing “kiddy” about it. I was never properly informed of the dangers of the relaxer chemical nor was I told the physical damage it could do to my body. Just like drugs, I was hooked on relaxer like a crack head on his/her main drug of choice. Relaxer claimed to straighten and strengthen my hair, when in fact it did just the opposite. Relaxer did not only weaken and damaged my hair; but it started the process of balding by causing my hair to franticly breaking off. This gave the illusion of a stunt in growth, which allowed me to think that my hair was not growing at all. It seemed when I managed to gain any kind of length to my hair, it was breaking faster than it could grow. When I was relaxed I can’t count know how many times I was told that “ethnic women don’t grow hair as fast as other races” which is a completely false statement. The truth is, all hair grows at the same pace, normally two inches a month.  The relaxer started balding the edges of my hairline. At the age of 31 years old, I decided to do something about my “Creamy Crack” addiction. Determined to kick the habit for good, and for the good of becoming healthier I decided to “Go Natural.”

On March 13, 2010 I decided to “Go Natural” and do whatever I needed to do to keep and grow my own healthy hair. I set aside time to research and collect lecture about natural hair, I joined hair blog forums and little by little I completed the “Long Transition” toward becoming all natural. I never really thought to much about hair until I realized I was destroying it. I received a third degree chemical burn in the middle of my head and on the side of my face while finishing up a relaxer, that was my last relater I put in my hair. I go into more detail about the whole story throughout the book.

I have been getting relaxers put in my hair since I was a young child. I have been doing them myself since I was 18 years old and not once had I ever read the box to see the warnings for chemical burns, nor did I research what the relaxer chemical actually was. The truth of the manner is I never really thought about the dangers of relaxers and what the chemical was doing to my skin, body and mind. It was just a part of my normal life to go to the beauty shop or beauty supply store, get a relaxer, put in my hair every two to four weeks – repeat every three to four weeks like clockwork.

Working out was difficult, swimming was impossible and I could forget about anyone “running” their hands through any part of my hair first few days after getting a relaxer or relaxer touch up. I had never added all the trips to the beauty stores up or all of the time I spent on doing, managing, or keeping my hair “bone straight,” and I certainly never thought about what the chemicals were doing to my body and my organs, until I started writing this book on my personal hair journey.

The life-changing event was when I decided to see the documentary “Good Hair” by Chris Rock. I expected to laugh, and be entertained. Instead of merely being entertained, I was educated on a subject that I never had a second thought about – my own hair and what I had been led to believe about it. I was told all of my life by my family, friends and the media that I was ugly unless I had straight hair. The worst thing anyone could ever have said to me in my relaxed days was “You look nice, but your new growth is showing.” This means that it was time for another relaxer because my “real hair texture” was exposed. This is where I started to panic, because I was more than what my hair looked like – or so I thought. I was beautiful and it was time to start being what God made me in God’s image – Beautifully natural.

Now that I was all motivated to “Go Natural” it was time to start getting an idea of what I was going to do. More panic came: “I don’t know what my hair is going to look like, I don’t want to look crazy, I don’t want people to think that I am all Afrocentric or hostile, I have no idea what to do with my hair once I do grow it out, I don’t even know what to put in it or how to style it.” I thought for days and days. I started to do some research on products, styles and what was considered bad and good for hair in general. I research what hair was and how often it grows. It turned out that all the rumors were false, ethnic hair grows just as much as any other hair type.

As a child I was constantly told that “Black peoples hair doesn’t grow as fast as other people’s hair does, so never cut your hair. If it breaks off then it will even its self out.” How ridiculous is that?! This was a repetitive hair statement in my young life. This is actually, what other black women would tell me, with the exception of a select few of black women in my life such as my Grand Mother Charlene, my Nana Perkins and others mentioned throughout the book.

My Grandmother Charlene was my grandmother on my father’s side. She had beautiful brownish red hair that flowed right down her back. Her hair was thick and lustrous. I always would play in her hair and hope and pray my hair would one day be like that. “You hair is beautiful child.” She would often say to me before I received my first relaxer. “You don’t need that junk in your hair, you will see” She said. Now, at age 31 years old I realized, she was right.

My Nana Perkins had a whole other thought about hair. “Any chemical you have to put in your hair to make it pretty has got to be bad for you.” Nana would say. Nana Perkins way of getting straight hair was the old fashion way, a good hot comb on a hot stove, along with a huge bucket of hair grease. This worked, until it rained and your beautiful straight hair transformed into a hot mess on your head.

Both of these fantastic women taught me that hair is just that, and to make it more than what it is to demine yourself. Being confident and beautiful are not mutually exclusive character traits, they are a part of each other, just as hair is a part of who you are. These are two of the most important lessons I have kept near to my heart. For that, these women have allowed for myself to grow into the woman I am today.

Excerpt from: A Natural Hair Journey, Stories and Memories of a Curly Girl

By: Jenice Armstead

A Natural Hair Journey, Stories and Memories of a Curly Girl by: Jenice Armstead

A Natural Hair Journey, Stories and Memories of a Curly Girl by: Jenice Armstead

Two-Cent Tuesday

In the military, military personnel have had many jobs they have obtained while on active and reserve duty. Many military personnel are being discharged from the military with little to no information on how to convert their military experience into tangible information for the civilian sector. There are key words and phrases that will make you a “stick out” in the civilian world than the typical military terms a militant person is use to using. There are easy ways to convert your military experience into a civilian resume. This article will assist you with doing just that.

At first you as a military person may feel that your experience makes perfect sense and is easy to read, but it’s not. I am a 10 year military veteran whom realized once I as honorably discharged from the United States Navy how different the military was from the civilian sector in speaking of experience. I had to learn the hard way that the civilian sector is nothing like the military. All of my (KSAs) knowledge, abilities and skills were vastly different and diverse. I had to break my experience down by what it was, instead of the time period. Many military person work in different positions during a duty station and this experience should be broadcasted by the experience instead of by time period.

I served as a Yeoman Second Class with a Seabee Combat Warfare specialty. If you’re confused in reading this, so were the civilians whom received my resume. They didn’t know what a Yeoman Second Class was equivalent to in the civilian sector and that’s where I had to start. I went to the library or online and I got the book: Job Search, Marketing Your Military Experience By David G. Henderson. This book gives excellent information on how to convert your military experience into civilian jargon that anyone will be able to understand. This book is for all military forces not only Navy.

Next, do some research on your specialty and get detailed in explaining your exact experience. If you Google “Job Descriptions” you will find a ton of examples of free pre-written job descriptions. Copy and paste the job description and use it to help you make a resume template for yourself. It works and it’s easy.

Then, combine all of the experience together and make three resumes. Make a 1 page resume that is an overview of all of your experience to date. Make a 3 a page resume with a little more detail. Then make a resume with all of the experience you have starting from your very first job ever. If you need more information, or have a question you may contact me anytime. Happy job hunting.