Knowledge, Skills & Abilities
• Exceptional analytical skills.
• Exceptional verbal, written and listening skills.
• Exceptional interpersonal skills and demeanor.
• Advanced proficiency with the following technologies: o Native JavaScript o Front end web technologies, including AngularJS, Node, Bootstrap, CSS3 and HTML5 o Web development tools and frameworks, including – CSS preprocessing, e.g. LESS – Front end build tools, e.g. Gulp, Grunt – JavaScript testing frameworks, e.g. Jasmine, Karma – Front end components, e.g. Bower – JavaScript compression and minification, e.g. Uglify – Developer/Build tools, including GIT and Jenkins – Code analysis tools such as PMD, Checkstyle, Findbugs and Sonar.
• Experience consuming RESTful web services.
• Understanding of web performance optimization techniques.
• Experience integrating with Content Management Systems such as Drupal.
• Experience deploying to cloud platforms such as AWS and Heroku.
Preferred Qualifications
• Bachelor’s degree in Computer Science or related field. • Experience with agile software development methodologies (Scrum, Kanban). • In depth understanding of e-commerce and experience in developing highly transactional, mission critical applications.
Principal Responsibilities
• Leads the development of the next generation of responsive e-commerce web applications.
• Designs and develops new web and content modules that can be re-used throughout the Company.
• Builds web applications that are heavily dependent on APIs.
• Acts in a technical leadership capacity by mentoring less experienced developers and new team members.
• Works cross-functionally with various teams including Integration, QA,
Qualifications
• Minimum of 5 years of relevant experience in software development, information systems, or an equivalent technical environment, including previous experience in leading the development of highly transactional, mission critical applications in environments/architectures for multi-user systems.
• Experience in all aspects of the software development lifecycle, including design, functional and technical requirements, coding, debugging, testing, release and operational support.
• Deep understanding of object-oriented programming methodologies.
• Experience with software development best practices, including coding standards, code reviews, source control management, build processes, testing and operations.
All qualified candidates should forward their resume to Wayne at northwoods_1@msn.com.
Principal Responsibilities
Qualifications
All qualified candidates should forward their resume to Wayne at northwoods_1@msn.com.
Principal Responsibilities
Creates and/or updates documentation necessary for each system
Qualifications
All qualified candidates should forward their resume to Wayne at northwoods_1@msn.com.
Principal Responsibilities
• Coaches and mentors Senior QA Test Engineers and QA Test Engineers in execution of testing efforts
• Leads effort to review product specifications and work with others to develop appropriate test strategies, detailed test plans, and test architectures
• Leads formal reviews of test plans, designs, and requirements with cross-functional teams
• Researches, develops and/or recommends tools to assist Senior QA Test Engineers and QA Test Engineers in test planning, execution, and reporting
• Develops, implements, and automates test plans and test cases in an Agile environment.
• Builds, executes, and maintains automated test frameworks for end to end integration testing across applications, devices, and platforms using JavaScript or other appropriate languages such as C#, Java, and vbscript.
• Builds automation and test coverage tools using JavaScript or other appropriate languages to enable Continuous Integration and Continuous Delivery.
• Builds or uses existing automation tools to test interfaces between systems and applications such as web services, Tibco services, or other APIs.
• Accountable for all aspects of quality within the software development team.
• Tracks and prioritizes defects throughout product releases and lifecycles.
• Designs, develops, and executes reusable and maintainable test automation scripts using JavaScript or other appropriate languages.
• Uses quality control tools and metrics to discover defects and make recommendations for resolution.
• Works with Agile teams or other IT teams to plan, estimate, schedule and execute testing for applications including:
o Establishes, organizes and executes testing deliverables.
o Documents and executes complex software test plans and strategies.
o Ensures traceability of test cases back to project requirements.
o Executes end to end test scenarios.
o Coordinates and supports user-acceptance test plans.
o Works with Agile team or other IT teams to report and resolve complex issues.
• Ensures software applications meet functional requirements.
• Participates in all aspects of testing at all levels, including functional, system, regression and load testing.
• Records and reports on testing metrics.
• Follows test documentation standards and makes updates as necessary.
• Performs other job-related duties as assigned or apparent.
Qualifications
• Minimum of 3 years of software test experience with focus on web and mobile applications and test automation.
• Experience with software automation testing methodologies including regression, functional, unit, integration, coverage, performance and load.
• Experience testing applications that integrate with other systems through RESTful API’s.
• Bachelor’s degree in computer science, information technology, management information systems, or related field.
• Experience with HP ALM for test management.
• Experience in Agile using tools such as Rally or Jira.
• Experience with JavaScript API testing frameworks such as Frisby or Cucumber.
• Advanced understanding of open source web frameworks such as Angular, Bootstrap, Node.js, Express, Selenium, SoapUI, HP UFT, and HP ALM.
• Strong expertise in JavaScript, or other appropriate languages as needed.
• Advanced understanding of web application testing tools such as Selenium, Jasmine, Protractor, and HP UFT.
• Knowledge of Cloud platforms and services such as Amazon, Heroku, Perfecto Mobile, and SauceLabs.
All qualified candidates should forward their resume to Wayne at northwoods_1@msn.com.
Principal Responsibilities
Qualifications
All qualified candidates should forward their resume to Wayne at northwoods_1@msn.com.
Principal Responsibilities
Qualifications
All qualified candidates should forward their resume to Wayne at northwoods_1@msn.com.
Principal Responsibilities
The statements used herein are intended to describe the general nature and level of the work being performed by an employee in this position, and are not intended to be construed as an exhaustive list of responsibilities, duties and skills required by an incumbent so classified. Furthermore, they do not establish a contract for employment and are subject to change at the discretion of the Company.
Qualifications
All qualified candidates should forward their resume to Wayne at northwoods_1@msn.com.
ETL Developer II $77 to 111
]]>Staff satisfaction and motivation are vital to keeping your business performing at its best. If your employees are feeling unsatisfied or unappreciated, their motivation, and subsequently their productivity, will drop. Show your staff that they are valued to boost and maintain morale. One way to demonstrate how much you appreciate and value your employees is to provide a holiday gift for employees—a holiday gift that they really want.
A new survey of workers by the online print company, Instantprint, illustrates how important giving a holiday gift for employees is for your business. 94 percent of respondents said a holiday gift from their employer would make them feel appreciated, valued, and happier at work.
To make the most of the holiday gifts you offer your employees, you need to ensure you are giving them something that they want. Undesired gifts won’t help boost staff morale or provide inspiration. Instantprint’s research has also unveiled the most popular gifts to receive from employers, as voted for by workers, to help you choose gifts for employees that they really want.
Gift cards came in as the most popular gifts employees could receive from their companies with almost one-third of the vote (29 percent). In addition to employee appreciation of gift cards as gifts, gift cards offer further benefits.
First, they are easy for an employer to provide. Other options on this list, such as providing early time off from work, involve staff time to plan. Gift cards, however, are readily available to purchase both online and in a wide range of stores.
Second, gift cards give employees the freedom to choose a gift they will really use. With gift cards now available that are valid in most major stores, giving them to your staff can help make the most of your gifts for employees.
Coming in at a very close second to gift cards in terms of most popular holiday gifts to receive from employers is the option of an early finish. With 28.8 percent of the vote, little difference exists between the two gift options.
The holiday season is about spending time with your loved ones, so it’s not surprising that early finishes to the workday rank so high. Getting away from work early can make all the difference when it comes to finishing your Christmas shopping or making it to the family get-together.
Two ways in which you can arrange early finishes for your staff are these:
Office holiday parties and get-togethers are great events to organize for your employees. They bring your staff together outside of the workplace and help build and improve their working relationships.
One in five employees says the holiday party would be better if their company offered an open bar. Providing an open bar is a way to encourage staff to attend the holiday party and helps your employees enjoy themselves.
Covering the bar tab for the entire company is costly, but you don’t have to go this far at your holiday party if the cost isn’t in your budget. Consider offering to cover everyone’s first drink instead. Or, issue a certain number of drinks tokens or coupons employees can use throughout the night. This will stop everyone from piling up to the bar and ensure that all staff has equal access to the perk.
One in ten employees wants to stick with the classic option for the holiday season, asking their employer to get them a physical gift. Physical gifts allow you to team build when the employees unwrap their gifts together.
To achieve this, however, you’ll likely have to give all of your employees the same gift. This one-size-fits-all gift-giving is difficult to get right. You’ll want to talk to your staff, take note of their interests and habits, and use their ideas as your inspiration.
Often the classics are best when you give employees a physical holiday gift. For example, your staff is likely to use a travel cup, and the cup should last for a long time. Gifts like travel mugs and company clothing with logos add an extra benefit to your employee holiday gift as they are useful to increase your brand awareness.
When your employees are having fun, celebrating this holiday season with gifts and gatherings, it’s important to remember those less fortunate than themselves. 7 percent of staff want their employers to help them accomplish this mission by making a donation in their name to charity.
The holiday season is a difficult time of year for employees to donate, with all the financial pressures of gift-giving, festive outings, and feeding the family. Donating to worthy causes in the name of your staff can help them ramp up the feel-good factor this holiday season.
If you donate this holiday season as a gift for employees, thoroughly research your chosen charity. Choose one that aligns with your company values. Local causes are also solid options as they increase your standing as a business that gives back to its community.
You don’t have to limit yourself to just one of these options for holiday gifts for employees. You can offer several to make the most of the holiday season for your staff. You’ll boost their motivation well into the New Year.
Written By: Elliot Horn
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Doing more than one task at a time, especially more than one complex task, takes a toll on productivity. Although that shouldn’t surprise anyone who has talked on the phone while checking E-mail or talked on a cell phone while driving, the extent of the problem might come as a shock. Psychologists who study what happens to cognition (mental processes) when people try to perform more than one task at a time have found that the mind and brain were not designed for heavy-duty multitasking. Psychologists tend to liken the job to choreography or air-traffic control, noting that in these operations, as in others, mental overload can result in catastrophe.
Multitasking can take place when someone tries to perform two tasks simultaneously, switch . from one task to another, or perform two or more tasks in rapid succession. To determine the costs of this kind of mental “juggling,” psychologists conduct task-switching experiments. By comparing how long it takes for people to get everything done, the psychologists can measure the cost in time for switching tasks. They also assess how different aspects of the tasks, such as complexity or familiarity, affect any extra time cost of switching.
In the mid-1990s, Robert Rogers, PhD, and Stephen Monsell, D.Phil, found that even when people had to switch completely predictably between two tasks every two or four trials, they were still slower on task-switch than on task-repeat trials. Moreover, increasing the time available between trials for preparation reduced but did not eliminate the cost of switching. There thus appear to be two parts to the switch cost — one attributable to the time taken to adjust the mental control settings (which can be done in advance it there is time), and another part due to competition due to carry-over of the control settings from the previous trial (apparently immune to preparation).
Surprisingly, it can be harder to switch to the more habitual of two tasks afforded by a stimulus. For example, Renata Meuter, PhD, and Alan Allport, PhD, reported in 1999 that if people had to name digits in their first or second language, depending on the color of the background, as one might expect they named digits in their second language slower than in their first when the language repeated. But they were slower in their first language when the language changed.
In experiments published in 2001, Joshua Rubinstein, PhD, Jeffrey Evans, PhD, and David Meyer, PhD, conducted four experiments in which young adults switched between different tasks, such as solving math problems or classifying geometric objects. For all tasks, the participants lost time when they had to switch from one task to another. As tasks got more complex, participants lost more time. As a result, people took significantly longer to switch between more complex tasks. Time costs were also greater when the participants switched to tasks that were relatively unfamiliar. They got up to speed faster when they switched to tasks they knew better.
In a 2003 paper, Nick Yeung, Ph.D, and Monsell quantitatively modeled the complex and sometimes surprising experimental interactions between relative task dominance and task switching. The results revealed just some of the complexities involved in understanding the cognitive load imposed by real-life multi-tasking, when in addition to reconfiguring control settings for a new task, there is often the need to remember where you got to in the task to which you are returning and to decide which task to change to, when.
According to Meyer, Evans and Rubinstein, converging evidence suggests that the human “executive control” processes have two distinct, complementary stages. They call one stage “goal shifting” (“I want to do this now instead of that”) and the other stage “rule activation” (“I’m turning off the rules for that and turning on the rules for this”). Both of these stages help people to, without awareness, switch between tasks. That’s helpful. Problems arise only when switching costs conflict with environmental demands for productivity and safety.
Although switch costs may be relatively small, sometimes just a few tenths of a second per switch, they can add up to large amounts when people switch repeatedly back and forth between tasks. Thus, multitasking may seem efficient on the surface but may actually take more time in the end and involve more error. Meyer has said that even brief mental blocks created by shifting between tasks can cost as much as 40 percent of someone’s productive time.
Understanding the hidden costs of multitasking may help people to choose strategies that boost their efficiency – above all, by avoiding multitasking, especially with complex tasks. (Throwing in a load of laundry while talking to a friend will probably work out all right.) For example, losing just a half second of time to task switching can make a life-or-death difference for a driver on a cell phone traveling at 30 MPH. During the time the driver is not totally focused on driving the car, it can travel far enough to crash into an obstacle that might otherwise have been avoided.
Meyer and his colleagues hope that understanding switching costs and the light they shed on “executive control” may help to improve the design and engineering of equipment and human-computer interfaces for vehicle and aircraft operation, air traffic control, and many other activities using sophisticated technologies. Insights into how the brain “multitasks” lend themselves to a range of settings from the clinic, helping to diagnose and help brain-injured patients, to the halls of Congress, informing government and industrial regulations and standards.
This research is also taken into account by states and localities considering legislation to restrict drivers’ use of cell phones.
Perhaps your job felt like love at first sight but slowly turned into a struggle, or maybe you accepted it because you needed work but knew the situation wasn’t ideal. Either way, it’s possible to revive your relationship with your job. If you’re reading this now, you’ve already taken the first step!
After all, even the best of jobs won’t seem so great with a bad attitude, so the fact that you’re seeking ways to improve your outlook means you’re already on the right track. Here are ten simple ways to learn to love your job.
Work can feel like a real bore if you don’t feel like you have something to strive for. Work with your supervisor to set reasonable but inspiring goals that will motivate you and help provide structure and focus for each day. Achieving these goals can also help create leverage for you to negotiate a promotion or a salary increase, or provide leeway to switch teams, departments, or roles down the road.
Make a list of what aspects of your current job you’d like to improve because you can’t solve a problem until you’ve defined it.
Take some time to clear your head and step away from any biases or negativity. Then, set a timer for ten minutes, first jotting down everything you don’t love about your job. Be as specific as possible. Whereas “distracting atmosphere” or “rude coworkers” are both too vague to troubleshoot, breaking these down into “desk near the elevator makes it hard to focus” or “Seth in Marketing always shuts down my ideas in meetings” can help clarify your next steps. For example, you might talk to your supervisor about potentially moving your desk space or getting approval to work from home one day per week, or you might decide to find a “meeting buddy” who can help make space for you to talk.
First, think hard about your job and what parts of it you love. Nothing is too big or small for this list. Then, brainstorm a dream job description. If you could wave a magic wand and have any job, what would it be? Finally, look for the overlaps. Consider talking to your supervisor about making these tasks a bigger part of your day-to-day work. If there are no overlaps, you can look into opportunities for transfer within your company. Or, if your “dream job description” entails responsibilities you aren’t yet qualified for, it’s time to make a plan of action to figure out how you might get there.
If you feel overwhelmed, swamped with work, or are struggling with a particular aspect of your job, don’t be afraid to consult a trusted co-worker or manager about ways you might be able to find support. See if they can help you figure out ways to delegate work, schedule tasks so your workload is more balanced, or even point you to resources (like training or education) that will make those nightmarish tasks more manageable.
Although it may seem like the challenges you face in your specific role or industry are unique to you, it’s very likely that others are going through the exact same thing. Make connections in your field by attending industry meet-ups, events, or conferences. This can help build a support system that you can consult or simply commiserate with when times get tough. Note that expanding your network doesn’t necessarily have to apply to people outside your company. You can benefit greatly by building relationships with others in your organization.
So maybe you don’t love your job, but there are probably perks that are easy to love! For example, maybe your health insurance covers self-care practices like massage or acupuncture, or you have a technical budget to treat yourself to a new monitor, or your company offers complimentary gym memberships for its employees. There might even be benefits that you aren’t aware of, so do your due diligence to find out what’s on offer and then make it a priority to pursue them.
It’s impossible to love your job if you’re mindlessly browsing Facebook, CNN, or Amazon all day. Try to stay present and concentrate on the task at hand. If you simply don’t have a lot to do, consider finding a side project to work on. If you do have a lot to do but just can’t concentrate, set increments of focused time and then reward yourself with mini-breaks as you get stuff done.
Give your workspace a make-over: get rid of clutter, hang an inspiring quote or some photos of places or people you love, buy a new pen or planner that makes you smile, bring in a pair of headphones so you can listen to your favorite soundtrack, light an uplifting candle, et cetera. By creating positive associations with your workspace, you’ll feel better about coming into work every day.
Write down all the little and big things you’re grateful for, from the coffee shop you stop at on your way into the office to the fact that your job helps you support your family. Studies have shown that listing everything you’re grateful for can help you feel more optimistic about your current circumstances.
Think back to the initial job offer and why you accepted it. Perhaps you’re making good money, or you’re working for a good cause, or your schedule is flexible, or the benefits are great. Even if things have changed since then, keeping in mind why you accepted the job offer (and what’s important to you now) can help you navigate your next steps, whether that’s taking action to improve your job or preparing a plan to find a new one.
Written By: Alison Doyle
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