Director of Philanthropy job with Steadman Philippon Research Institute

Build and foster relationships with potential donors and patrons to expand the organization’s philanthropic base. Location: Aspen, CO. Classification: …

The Director of Philanthropy is responsible for managing andimplementing fundraising campaigns and events for the benefit ofscientific research. Build and foster relationships with potentialdonors and patrons to expand the organization’s philanthropicbase.

Location: Aspen, CO.

Classification: This is a full time, year round, exempt positionwith benefits.

Approximate Start Date: December 1st, 2020.

  • Serves as a key member of the SPRI development team.
  • Identify prospective individual and corporate donors anddevelop strategies to cultivate those relationships.
  • Conversant with all aspects and details of SPRI’s research andeducation programs and with the patient services provided by TheSteadman Clinic.
  • Integrally involved in the execution of SPRI’s developmentplan, which includes annual and capital fundraising goals andobjectives, strategies and tactics to be employed in each aspect ofthe development program and the scheduling of fundraisingactivities.
  • Ensures timely and accurate report deliveries to donors.
  • Adheres to SPRI safety policy and procedure.
  • Demonstrates knowledge and understanding of patient privacyrights.
  • Maintains confidentiality of acquired information, exercisinggood judgment and discretion.
  • Other duties as assigned.

Requirements

  • A minimum of five years fund development or sales/marketingexperience, preferably in the non-profit healthcare arena.
  • Bachelor’s degree in Communications, Business, or relevantfield.
  • Well connected in the donor community.
  • Familiarity with and working knowledge of donor softwareprograms.
  • Excellent written and verbal communication skills, includingthe ability to make effective presentations to groups of people ofall sizes.
  • Strong interpersonal skills and a proven ability to workeffectively with health professionals.
  • Exceptional attention to detail in executing numerous and oftencomplex and time-sensitive actions simultaneously.
  • High ethical standards.

Benefits

  • Health Insurance (medical, dental, vision)
  • Retirement Plan match up to 4%
  • Four weeks of Paid Time Off (PTO) in year one
  • Paid Holidays
  • Life Insurance
  • Short and Long Term Disability Insurance
  • And more!

For more information regarding our organization, visit ourwebsite at: www.sprivail.org

We are an Equal Opportunity Employer. We are committed toequal treatment of all employees without regard to race, nationalorigin, religion, gender, age, sexual orientation, veteran status,physical or mental disability or other basis protected bylaw.

What collegiate courses lead to highest paying jobs?

Generally, graduates of STEM (science, technology, engineering and … courses in Metro Manila universities to include subjects in big data analytics, …

ERNIE CECILIA

When I was young and silly, I didn’t get to choose the collegiate course I took. My father did, saying, “Take up commerce, accounting, and you’ll get a job quickly.” He forgot that I already had a job as messenger before I even enrolled in college.

Today, it’s not surprising if parents still choose their kids’ college courses —either nursing, tourism or computer science. No wonder many Filipinos in Jokoy’s shows in Hawaii or Seattle are Filipino nurses.

Highest paying jobs

Recently, the Department of Labor and Employment released a list of highest paying jobs in the Philippines in 2019. The top 10 include 1) aircraft pilots, navigators and flight engineers, P117,000 monthly salary; 2) securities, finance dealers and brokers, P90,000; 3) civil engineers, P69,000; 4) actuaries, P60,000; 5) computer programmers, P52,000; 6) systems analysts and engineers, P51,000; 7) computer engineers, P49,000; 8) accountants and auditors, P48,000; 9) production supervisors, P47,000; and 10) statisticians, P41,000.

By 2025, according to United States forecasts, the following jobs will be in greater demand and will be high paying, although not as much as the airline pilots and neurosurgeons: 1) emerging materials engineer; 2) financial examiner; 3) information security analyst; 4) data scientist; 5) nurses and personal-care coordinator; 6) multi-media/virtual reality artist; 7) architect; 8) mediator; 9) self-enrichment instructor; and 10) HVAC (heating, ventilation and air conditioning) operator.


In reality, it is difficult to predict the jobs that will be in great demand five to 10 years from now. Do you think the parents of Mark Zuckerberg knew about Facebook when Mark was in diapers?

The STEM advantage

Generally, graduates of STEM (science, technology, engineering and mathematics) courses get higher paying entry-level jobs. Over time, however, as majors in social science, liberal arts and business move up the corporate ladder, the STEM advantage steadily fades. Consider the following reasons:

First, technical skills in high demand today become obsolete as technology progresses. Skills obsolescence and competition from younger graduates tend to negate the earnings advantage of STEM degree-holders as they age, unless they skill up and develop managerial skills.

Second, social science, liberal arts (LA) and business majors start slow, but they gradually catch up with their STEM peers. Often, the business, LA and social science majors quickly master valuable “soft skills” like critical thinking, problem- solving, creativity and adaptability. These competencies have long-term value in a variety of occupations and careers, including in general management.

New courses

To keep up with demand for new skills in the future, prospective employees must realize that they might have to take courses that are not yet offered in Philippine schools today. The last time I talked to Dado Banatao, foremost Filipino inventor and venture capitalist in Silicon Valley, he does not believe that we offer world-class computer courses in the Philippines. Lately, IBM Philippines started to influence the curricula of some information technology courses in Metro Manila universities to include subjects in big data analytics, machine learning and other emerging skills that will be commonly required in a number of occupations in 2020 to 2030.

In like manner, while social sciences, liberal arts and business courses offer an ample mix of soft skills — critical thinking, negotiation, collaboration and creativity — majors in these courses must complement their soft skills with basic math, science and engineering knowledge and skills needed even in non-STEM jobs. The future jobs will surely demand a mix of both hard and soft skills.

Let me illustrate this in a facetious way. If you are a brain surgeon who wants to run a large hospital, you need cutting edge technology like that of IBM’s Watson to accurately diagnose blood clots in the brain and be adept at cutting the patient’s skull. On the other hand, you need a lot of business sense, customer-focus, emotional intelligence, marketing savvy, and perhaps a Master of Business Administration degree.

If you are a salesman trying to sell a Large Hadron Collider to the Vatican so that the Cardinals will be able to finally determine the “God particle,” you need more than selling skills, charisma, and convincing power (soft skills). You need to understand how a particle accelerator complex works, know what is a ultrahigh vacuum for, and must have superior knowledge of superconducting electromagnets.

My point is simple. Whatever collegiate course you want to take or have taken, make sure that you are able to continually develop throughout your career both the hard and soft skills needed for success in your chosen field.

How do you predict which skills are needed in the future? Ah, it’s another skill you need to develop!

Ernie is the chairman of the American Chamber of Commerce of the Philippines’s Human Capital Committee, co-chairman of the Employers Confederation of the Philippines’s Technical Working Group on Labor Policy and Social Issues, and past president of the People Management Association of the Philippines. He can be reached at [email protected]

As AI infiltrates work, employers pay a premium for soft skills

Artificial Intelligence is likely to affect 100% of jobs, according to research from the MIT-IBM Watson AI Lab. It won’t eliminate most jobs but instead will …

Dive Brief:

  • Artificial Intelligence is likely to affect 100% of jobs, according to research from the MIT-IBM Watson AI Lab. It won’t eliminate most jobs but instead will change the way in which work is performed, researchers announced Oct. 29.
  • Tasks that are mostsuitable for machine learning — such as scheduling or credential validation — are increasingly being automated. On the other hand, jobs that require soft skills like creativity and common sense have increased in value; jobs in hairstyling to graphic design all have seen wage increases in recent years.
  • The researchers indicated that the rate of change has been slow but will soon pick up as businesses adopt more AI solutions. Before that happens, “employers across all industries must focus on reskilling their workforces, redesigning job roles and supporting career advancement,” according to the press release.

Dive Insight:

The researchers’ findings confirm what employers have reported in recent months: The demand for soft skills will only increase as automation takes hold.

In a Cengage survey released earlier this year, employers said they most needed workers who could listen, pay attention to detail, communicate effectively, think critically, demonstrate interpersonal skills and learn new skills.

Similarly, a recent Workhumanreport concluded that, despite tech’s ever-increasing presence in the workplace, the future of work will be people-focused, not machine centered. In fact, that future will create more opportunities for employers to “leverage the previously untapped creativity and innovation of people — to prioritize humanity and emotional intelligence at work,” Workhuman said.

Employers may well be recognizing that opportunity: they identified “soft skills” as their top training priority in a LinkedIn poll last year. Leadership, communication and collaboration are all skills that can be taught, experts previously told HR Dive. But learning and development professionals will need to carefully craft such programming: LinkedIn said it recommends “learning pathways, or groups of courses, that build upon each other so that at time of completion, employees have a well-roundedness about their soft skills abilities and have gained an appreciation for continuous learning.”

Why continuous learning — for humans — is important in the face of AI

Last week, the UAE announced the launch of the Mohammed bin Zayed University for Artificial Intelligence (MBZUAI), a graduate-level institution in …

Last week, the UAE announced the launch of the Mohammed bin Zayed University for Artificial Intelligence (MBZUAI), a graduate-level institution in Abu Dhabi. The world’s first university of its kind, which is accepting applications for September 2020, aims to develop a workforce ready to navigate a rapidly changing, technologically advancing world. This announcement is indicative of how our economies and workforce are changing, and the UAE’s continuous effort to stay ahead of the curve.

A 2016 study by Stanford University exploring what our lives will be like in 2030 with the influence of artificial intelligence (AI), found that almost all areas will be impacted by this technology.

Our career paths are continuously evolving, and if our skills don’t evolve, we will fall behind. For instance, when I graduated from university ten years ago with a degree in mass communication, I didn’t know that most of what I would be working on in my company nowadays — from creating 10-second social media videos and exploring the digital culture to working with social influencers — would be things we didn’t even explore in the classroom.

If I hadn’t personally followed an ongoing learning approach, I wouldn’t have been able to sustain my business. The same thing applies to my team. If I hadn’t worked with my team, and encouraged them to develop their skills, and made continuous learning a part of our company culture, they wouldn’t have been able to handle our new clients’ requests, or even sustain their position in this field.

As employers, we have a responsibility to not just adopt the latest technology, but to ensure that our team members are ready and equipped for this changing career landscape. The growing spread of AI and automation will mean that certain tasks will be replaced by machines. A 2017 report by McKinsey & Company found that by 2030, approximately 800 million workers around the world could be replaced by robots. As scary as that may sound to many, this won’t mean that we will be out of jobs entirely. What this will more likely mean is that the advancement of technology will create new jobs, and change the nature of certain tasks. For example, the time spent by employees to process certain types of data, or other manual tasks, could now be spent on other areas such as creative projects and building strategy.

I witness this first-hand in my company. In the past, much of the social media analysis had to be done by a team member, requiring a few hours of their time – from looking at data to putting it in a chart for our clients to see. Now, there are programmes dedicated specifically for that, generating a report with detailed analysis of social media activity. Though that task has been replaced by technology, it means that my team member’s time can be utilised elsewhere.

But in order for us, employers, to retain our best team members, we need to prepare them for the future. As automation will slowly be taking over many areas of our lives, soft skills will become more important. Emotional intelligence, critical thinking, creativity and empathy are areas that artificial intelligence is lacking, which makes these skills more valuable. These are the skills that we need to focus on when we think of employee development.

Broader and more fluid career development programmes, instead of a narrow or a focused one, will help employees develop a range of soft skills. It’s also critical to implement a learning culture in the workplace, where employees’ skills are constantly evaluated, to identify skill gaps and areas for development. Learning opportunities should also include and focus on emotional intelligence and empathy. Employees should also be encouraged to self-learn and self-develop instead of waiting for their managers to offer those opportunities to them. There are many convenient options nowadays like webinars and free online courses to learn in the comfort of our homes.

Focusing on your employee’s skills development will mean that your company and team are ready and equipped to take on tomorrow’s changing career roles.

Manar Al Hinai is an award-winning Emirati journalist and entrepreneur, who manages her marketing and communications company in Abu Dhabi

Updated: October 19, 2019 06:37 PM

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9 Non-Technical Skills That Technology Workers Really Need

In HackerRank’s 2018 Skills Report, for example, some 94.9 percent of respondents said that employers and recruiters valued problem-solving skills; …

Lots of materials online focus on the technical skills youneed to succeed in a technology role—which makes total sense, because withoutthose skills, you can’t do the job. However, “non-technical” skills such ascommunication are considered equally important, especially if you’re working onbig teams tackling complicated projects. But which of these non-technicalskills are employers actually looking for?

Fortunately, we have Burning Glass—which regularly analyzes millions of job postings from across the country—to tell us which ones employers want the most. Here’s the list for the period covering July through September, along with the number of information-technology job postings in which these specific non-technical skills surfaced:

As we’ve highlighted before, communication skills are key. Technologists must often explain complicated concepts to teammates and stakeholders who have trouble simply updating their phones; unless you can explain those concepts clearly—and keep smiling in the face of some teammates’ continued confusion—you’ll never get the buy-in you need for new projects or initiatives. In worst-case scenarios, poor communication skills can lead to outright disaster and/or security breaches.

Communication goes hand-in-hand with teamwork andcollaboration, of course, so it’s no wonder that the latter placed second onthis list. Not only is teamwork invaluableto getting things done; it also helps teams reducetheir level of internal strife. That’s a key reason why companies such asMicrosoft have begun to abandon practices suchas stack ranking that set employees at each other’s throats in the name ofproductivity.

Problem-solving goes without saying, too. Over the past fewyears, employers have been putting greater emphasis on candidates’ logic andability to puzzle through challenges, regardless of their particular techskills. In HackerRank’s2018 Skills Report, forexample, some 94.9 percent of respondents said that employers and recruitersvalued problem-solving skills; that’s well ahead of programming languageefficiency (56.6 percent), debugging (47.1 percent), and system design (40.3percent).

“Demonstratingcomputational thinking or the ability to break down large, complex problems isjust as valuable (if not more so) than the baseline technical skills requiredfor a job,” HackerRank stated at the time. No wonder more employers are testingcandidates for things suchas puzzling through abstract concepts.

Troubleshooting is a similar type of “soft skill” that comeswith a lot of technical elements. Forpositions such as cybersecurity, customer support, and the help desk, agood sense of how to work through problems is essential, which is why so manyjob postings ask for it.

Whenever you go into a job interview, you should always beprepared to discuss your technical qualifications, complete with examples fromyour previous projects. But it’s also likely that the job interviewer will askquestions in order to determine your grasp of these soft skills. With that inmind, prep examples of your best “soft skills” moments, such as when you usedyour communication abilities to see a project through to the proverbial finishline. It will only boost your chances of landing the gig.