Monthly Archives: December 2011
Boren Fellowships provide up to $30,000 to U.S. graduate students to add an important international and language component to their graduate education through specialization in area study, language study, or increased language proficiency. Boren Fellowships support study and research in areas of the world that are critical to U.S. interests, including Africa, Asia, Central & Eastern Europe, Eurasia, Latin America, and the Middle East. The countries of Western Europe, Canada, Australia, and New Zealand are excluded. For a complete list of countries, click here.
Boren Fellows represent a variety of academic and professional disciplines, but all are interested in studying less commonly taught languages, including but not limited to Arabic, Chinese, Korean, Portuguese, Russian and Swahili. For a complete list of languages, click here.
Boren Fellowships are funded by the National Security Education Program (NSEP), which focuses on geographic areas, languages, and fields of study deemed critical to U.S. national security. Applicants should identify how their projects, as well as their future academic and career goals, will contribute to U.S. national security, broadly defined. NSEP draws on a broad definition of national security, recognizing that the scope of national security has expanded to include not only the traditional concerns of protecting and promoting American well-being, but also the challenges of global society, including sustainable development, environmental degradation, global disease and hunger, population growth and migration, and economic competitiveness.
To view the Program Basics of the Boren Fellowships, click here.
LOS ANGELES, CA /PRNewswire-USNewswire/ ~~ We are the front-line workers who haul container rigs full of imported and exported goods to and from the docks and warehouses every day.
We have been elected by committees of our co-workers at the Ports of Los Angeles, Long Beach, Oakland, Seattle and Tacoma to tell our collective story. We have accepted the honor to speak up for our brothers and sisters about our working conditions despite the risk of retaliation we face. One of us is a mother, the rest of us fathers. Between the four of us we have six children and one more baby on the way. We have a combined 31 years of experience driving cargo from our shores for America’s stores.
We are inspired that a non-violent democratic movement that insists on basic economic fairness is capturing the hearts and minds of so many working people. Thank you “99 Percenters” for hearing our call for justice. We are humbled and overwhelmed by recent attention. Normally we are invisible.
Today’s demonstrations will impact us. While we cannot officially speak for every worker who shares our occupation, we can use this opportunity to reveal what it’s like to walk a day in our shoes for the 110,000 of us in America whose job it is to be a port truck driver. It may be tempting for media to ask questions about whether we support a shutdown, but there are no easy answers. Instead, we ask you, are you willing to listen and learn why a one-word response is impossible?
We love being behind the wheel. We are proud of the work we do to keep America’s economy moving. But we feel humiliated when we receive paychecks that suggest we work part time at a fast-food counter. Especially when we work an average of 60 or more hours a week, away from our families.
There is so much at stake in our industry. It is one of the nation’s most dangerous occupations. We don’t think truck driving should be a dead-end road in America. It should be a good job with a middle-class paycheck like it used to be decades ago.
We desperately want to drive clean and safe vehicles. Rigs that do not fill our lungs with deadly toxins, or dirty the air in the communities we haul in.
Poverty and pollution are like a plague at the ports. Our economic conditions are what led to the environmental crisis.
You, the public, have paid a severe price along with us.
Why? Just like Wall Street doesn’t have to abide by rules, our industry isn’t bound to regulation. So the market is run by con artists. The companies we work for call us independent contractors, as if we were our own bosses, but they boss us around. We receive Third World wages and drive sweatshops on wheels. We cannot negotiate our rates. (Usually we are not allowed to even see them.) We are paid by the load, not by the hour. So when we sit in those long lines at the terminals, or if we are stuck in traffic, we become volunteers who basically donate our time to the trucking and shipping companies. That’s the nice way to put it. We have all heard the words “modern-day slaves” at the lunch stops.
There are no restrooms for drivers. We keep empty bottles in our cabs. Plastic bags too. We feel like dogs. An Oakland driver was recently banned from the terminal because he was spied relieving himself behind a container. Neither the port, nor the terminal operators or anyone in the industry thinks it is their responsibility to provide humane and hygienic facilities for us. It is absolutely horrible for drivers who are women, who risk infection when they try to hold it until they can find a place to go.
The companies demand we cut corners to compete. It makes our roads less safe. When we try to blow the whistle about skipped inspections, faulty equipment, or falsified logs, then we are “starved out.” That means we are either fired outright, or more likely, we never get dispatched to haul a load again.
It may be difficult to comprehend the complex issues and nature of our employment. For us too. When businesses disguise workers like us as contractors, the Department of Labor calls it misclassification. We call it illegal. Those who profit from global trade and goods movement are getting away with it because everyone is doing it. One journalist took the time to talk to us this week and she explains it very well to outsiders. We hope you will read the enclosed article “How Goldman Sachs and Other Companies Exploit Port Truck Drivers.”
But the short answer to the question: Why are companies like SSA Marine, the Seattle-based global terminal operator that runs one of the West Coast’s major trucking carriers, Shippers’ Transport Express, doing this? Why would mega-rich Maersk, a huge Danish shipping and trucking conglomerate that wants to drill for more oil with Exxon Mobil in the Gulf Coast conduct business this way too?
To cheat on taxes, drive down business costs, and deny us the right to belong to a union, that’s why.
The typical arrangement works like this: Everything comes out of our pockets or is deducted from our paychecks. The truck or lease, fuel, insurance, registration, you name it. Our employers do not have to pay the costs of meeting emissions-compliant regulations; that is our financial burden to bear. Clean trucks cost about four to five times more than what we take home in a year. A few of us haul our company’s trucks for a tiny fraction of what the shippers pay per load instead of an hourly wage. They still call us independent owner-operators and give us a 1099 rather than a W-2.
We have never recovered from losing our basic rights as employees in America. Every year it literally goes from bad to worse to the unimaginable. We were ground zero for the government’s first major experiment into letting big business call the shots. Since it worked so well for the CEOs in transportation, why not the mortgage and banking industry too?
Even the few of us who are hired as legitimate employees are routinely denied our legal rights under this system. Just ask our co-workers who haul clothing brands like Guess?, Under Armour, and Ralph Lauren’s Polo. The carrier they work for in Los Angeles is called Toll Group and is headquartered in Australia. At the busiest time of the holiday shopping season, 26 drivers were axed after wearing Teamster T-shirts to work. They were protesting the lack of access to clean, indoor restrooms with running water. The company hired an anti-union consultant to intimidate the drivers. Down Under, the same company bargains with 12,000 of our counterparts in good faith.
Despite our great hardships, many of us cannot ~~ or refuse to, as some of the most well-intentioned suggest ~~ “just quit.” First, we want to work and do not have a safety net. Many of us are tied to one-sided leases. But more importantly, why should we have to leave? Truck driving is what we do, and we do it well.
We are the skilled, specially-licensed professionals who guarantee that Target, Best Buy, and Wal-Mart are all stocked with just-in-time delivery for consumers. Take a look at all the stuff in your house. The things you see advertised on TV. Chances are a port truck driver brought that special holiday gift to the store you bought it.
We would rather stick together and transform our industry from within. We deserve to be fairly rewarded and valued. That is why we have united to stage convoys, park our trucks, marched on the boss, and even shut down these ports.
It’s like our hero Dutch Prior, a Shipper’s/SSA Marine driver, told CBS Early Morning this month: “If you don’t stand for something, you’ll fall for anything.”
The more underwater we are, the more our restlessness grows. We are being thoughtful about how best to organize ourselves and do what is needed to win dignity, respect, and justice.
Nowadays greedy corporations are treated as “people” while the politicians they bankroll cast union members who try to improve their workplaces as “thugs.”
But we believe in the power and potential behind a truly united 99%. We admire the strength and perseverance of the longshoremen. We are fighting like mad to overcome our exploitation, so please, stick by us long after December 12. Our friends in the Coalition for Clean & Safe Ports created a pledge you can sign to support us here.
We drivers have a saying, “We may not have a union yet, but no one can stop us from acting like one.”
The brothers and sisters of the Teamsters have our backs. They help us make our voices heard. But we need your help too so we can achieve the day where we raise our fists and together declare: “No one could stop us from forming a union.”
Thank you. In solidarity,
Leonardo Mejia SSA Marine/Shippers Transport Express Port of Long Beach, 10-year driver
Yemane Berhane Ports of Seattle & Tacoma 6-year port driver
Xiomara Perez Toll Group Port of Los Angeles, 8-year driver
Abdul Khan Port of Oakland 7-year port driver
SOURCE International Brotherhood of Teamsters
CONTACT: CONTACT: TJ Michels, +1-323-246-5615, email@example.com
NY /PRNewswire/ ~~ With the nation’s economy restrained by elevated uncertainty, America’s recruiters and hiring managers still foresee a solid hiring picture for the first six months of the year ahead, according to a national survey conducted by Dice Holdings, Inc. (NYSE: DHX), a leading provider of specialized career websites for professional communities.
Nearly half (47%) of hiring managers and recruiters say they plan additional hiring during the first half of 2012, as compared to the second half of 2011. This result is close to the mid-2011 forecast when 51 percent of hiring managers and recruiters noted they were stepping up hiring in the next six months. In fact, hiring managers and recruiters have been split on the pace of hiring for more than a year – with the respondent majority back and forth between slightly faster and slower hiring.
Asked how the current economy has impacted their hiring goals for the six months ahead, 43 percent of hiring professionals say their companies’ and clients’ plans remain unchanged. By contrast, 21 percent are increasing hiring indicating their view on the economy is more constructive. Another 30 percent report having adjusted their hiring plans downward.
“With so much uncertainty in the air when it comes to the economy and job creation, it’s a surprisingly positive sign that nearly half of respondents are optimistic about hiring at the start of 2012,” said Scot Melland, Chairman, President and CEO of Dice Holdings, Inc. “Although modest in size, we’ve added private-sector jobs for 20 months now, and that modest job growth looks set to continue. We need to focus on removing any hurdles that impede companies from investing in America’s talent.”
Nearly four in 10 companies (39%) report longer timelines for employee acquisition – based on a dearth of qualified candidates (60%) and an abundance of caution brought on by economic uncertainty (26%). This difficulty finding the right people to fill positions comes even as a clear majority of companies surveyed (55%) report getting more applications for open positions than compared to the previous six months.
Layoffs continue to look unlikely as 2012 begins. Compared to mid-2011, when 12 percent of respondents saw layoffs as at least likely, 15 percent cited that possibility for the first six months of 2012. It appears that caution is creeping into respondents’ thoughts about voluntary departures. While 48 percent predicted more employees would leave their companies in the latter half of 2011, only 40 percent predicted an increase in attrition in 2012.
About the survey
From November 14 to November 18, 2011, Dice Holdings surveyed U.S. companies, government entities and recruiting firms from every region of the country who hire or recruit a variety of professionals. More than 1,000 hiring professionals responded to the email survey, with 74 percent identified as working for companies that recruit for their own needs. Of that group, 45 percent had more than 500 employees.
Table 1: Do you anticipate you or your clients hiring more professionals in the first half of 2012 than the second half of 2011? Yes, substantially: 13% Yes, slightly: 34% No: 53%
Table 2: Has the current economic environment caused you or your clients to change hiring plans for the next six months?
November 2011 May 2011 ~~~~~~~~~~~~- ~~~~~~~~
Yes, substantially increased hiring plans: 4% 7% Yes, slightly increased hiring plans: 17% 22% No change: 43% 45% Yes, slightly decreased hiring plans: 24% 15% Yes, substantially decreased hiring plans: 6% 5% I’m not sure: 6% 6%
Table 3: If you or your clients have positions to fill, has the time to fill open positions changed relative to last year?
November 2011 May 2011 ~~~~~~~~~~~~- ~~~~~~~~
Yes, it has substantially lengthened: 10% 9% Yes, it has slightly lengthened: 29% 30% No: 46% 43% Yes, it has slightly shortened: 13% 15% Yes, it has substantially shortened: 2% 3%
Table 4: What best describes the reason for time to fill lengthening?
November 2011 May 2011 ~~~~~~~~~~~~- ~~~~~~~~
There is no urgency to fill open positions: 9% 9% Caution related to the economy: 26% 21% Inability to find qualified professionals to fill open positions: 60% 64% I don’t know: 5% 6%
Table 5: Are you seeing an increase in the number of candidates applying for positions as compared to six months ago?
November 2011 May 2011 ~~~~~~~~~~~~- ~~~~~~~~
Yes, significantly: 19% 18% Yes, but slightly: 36% 32% No: 45% 50%
Table 6: How likely do you think layoffs are in the next six months at your organization, or if you are a recruiter at your clients’ organizations?
November 2011 May 2011 ~~~~~~~~~~~~- ~~~~~~~~
Very likely: 3% 2% Likely: 12% 10% Not likely: 67% 71% I don’t know: 18% 17%
Table 7: Do you believe that voluntary departures will increase at your company or your clients’ companies in 2012?
Yes: 40% No: 60%
About Dice Holdings, Inc.
Dice Holdings, Inc. (NYSE: DHX) is a leading provider of specialized career websites for professional communities, including technology and engineering, financial services, energy, healthcare, and security clearance. Our mission is to help our customers source and hire the most qualified professionals in select and highly skilled occupations, and to help those professionals find the best job opportunities in their respective fields and further their careers. For more than 21 years, we have built our company by providing our customers with quick and easy access to high-quality, unique professional communities and offering those communities access to highly relevant career opportunities and information. Today, we serve multiple markets primarily in North America, Europe, the Middle East, Asia and Australia.
SOURCE Dice Holdings, Inc.
Web Site: http://www.diceholdingsinc.com
FYI Tidbits // S. 1747 ~ Computer Professionals Update Act would eliminate overtime payment for IT professionals
The Computer Professionals Update Act, which amends provisions in the Fair Labor Standards Act of 1938, would exempt IT professionals who make at least $26.73 hourly from the overtime payment requirement. IT professionals in this case are defined as those whose duties relate to “computers, information systems, components, networks, software, hardware, databases, security, Internet, intranet or websites,” whether it is analysts, programmers, engineers, designers or developers, according to the bill.
Read more/learn more: http://fcw.com/Blogs/Management-Matters/2011/12/Proposal-to-eliminate-overtime-pay.aspx
Semper Fi Staffing Solutions LLC is a veteran owned and operated placement service. Companies hire us to identify and screen candidates for available positions. Our specialties span all industries from physical security to program developers.
TITLE: Project Manager – Disaster Recovery (interfacing w/ Coop)
Salary: $85 – $100k
LOCATION: Washington DC
Position Type: Full Time
Experience Requirement: Six years of experience providing management for DoD and/or the IC
Education Requirement: Bachelor’s degree or Equivalent Experience
Security clearance required: Active TS/SCI (SSBI w/ in last 4 years)
Certifications: Project Management Institute (PMI) Project Management Professional (PMP)certification or advanced degree in management.
Semper Fi Staffing Solutions LLC is currently seeking candidates with a current TS/SCI for a Project Manager position currently open in Washington, DC. Contact Joseph Reagan for more information. 225-281-8881 or email resume and cover letter to firstname.lastname@example.org for more information.
Description: Support a DoD customer, whose focus is on the fusion and analysis of Intelligence information.
Duties: Provide project management and planning support for Disaster Recovery (DR) (cooperating with the Continuity of group) coordination and planning. Attend all DR planning and exercise execution sessions. Develop project plans developed in unison with stakeholders and other internal organizations. Manage financial, personnel, and equipment resource availability for assigned DR project actions. Coordinate internal and external tasking related to DR, as well as coordinating planning efforts to ensure an enterprise wide DR policy is developed and maintained. Position will also serve as the cognizant authority for employee designation and site assignment in the case of a COOP event. On a continuing basis, member will conduct risk assessments and adjust DR policy accordingly. Member will coordinate with system engineers to develop detailed engineering plans for DR. Ensure each service owner develops their own Disaster Recovery Plan (DRP) to identify how each service will be recovered in the event of a disaster or failed hardware/software operation. Support new project identification and tracking and project requirements evaluation and functional analysis. Lead the evaluation of preliminary design, schedule and cost estimates to include a list of materials including hardware and software. Validate project concepts with the customers and stakeholders to create or validate business cases for management decisions. Create or review and finalize project implementation plans. Define, manage, monitor and control project scope, cost, risk and schedule. Plan for and ensure adequate project documentation is completed. Provide oversight of system installation, system testing, and monitoring of deployment into the production environment. Define requirements for end-user training and system administration and operational support staff. Perform or lead project close-out activities and define plan for system deactivation and/or retirement. Provide weekly status reports of projects, and when required brief status reports (quad charts) to senior government management.
Minimum Qualifications (continued):
ADDITIONAL DESIRED QUALIFICATIONS:
Candidate must be customer oriented as our success is heavily based upon their satisfaction, which has at least as much to do with people skills and communications as technical capabilities. In addition to technical excellence, our clients judge us on promptness, attention to detail, presentation, and communication with their staff. Benefits Summary:
More Women in Technology Profession; Closing Gap in Gender Differences, Massachusetts per Technisource Survey
BOSTON, MA /PRNewswire/ ~~ Years of hard work by dozens of notable groups seem to be having a positive effect on the longtime gender disparities that have existed in the IT profession.According to the 2011 Technisource Women in Information Technology Report, gender differences in overall career satisfaction and career progression have equalized over the previous year. However, significant variances still exist in how men and women view compensation equality and the belief that one gender has an advantage and/or faces differing challenges in their careers.
The new study continues the previous year’s trend of men valuing compensation more and female IT pros valuing flexibility more than their male counterparts. However, the 2011 survey now shows that both sexes value being challenged more than any other factor.
Among the key findings:
When asked about the most important factors to men and women for career satisfaction, 28 percent of men chose compensation compared to 20 percent of women; whereas, 21 percent of women chose flexibility versus 14 percent of men. The biggest change over 2010 was that both sexes chose being challenged as the top factor at 34 percent and 33 percent, respectively. Only 15 percent of women believe that compensation is equal between men and women; only 38 percent of the male respondents do perceive equality (down from 46 percent the previous year).
When asked what the most important factors for career success were over the next five years, tech skills, relationship building and industry knowledge have been more important than tech experience for both 2010 and 2011. A mere 13 percent of women working in IT believe there is not a “glass ceiling” that restricts their employment growth~~down seven percentage points from 2010. Thirty-four percent of men believe there is no glass ceiling restricting women’s career growth in IT.
Seventy-seven percent of women do not believe there are enough role models for women (versus 60 percent of men). The percentage of women who said they have or have had a mentor dropped six percentage points from 33 percent in 2010 to 27 percent in 2011.
Future of Women in IT
According to respondents, 75 percent of women believe female workers face a different set of career challenges than their male counterparts (compared to 55 percent of men). Only 20 percent of men and 18 percent of women believe that society encourages young women to study math and science. This is down by six percentage points for both demographics. Twenty-eight percent of men believe that women have an advantage over men working in the IT field. At the same time, 16 percent of women would also agree with this statement. Both men (60 percent) and women (68 percent) believe that public campaigns highlighting IT as a good choice for women is the best way to convince young girls to choose technology as a career path. Nearly all (84 percent) of women believe the IT field could use more women, compared to 67 percent of men. “It is very encouraging to see so many of the differing factors of how men and women view employment within the technology field starting to stabilize and reach equal levels,” said Alisia Genzler, vice president of the Northeast Region of Technisource. “Yet, there is still a battle for perception of equality around compensation and the greater societal issue of promoting IT as a career path for young women. In the end, employers need to recognize that both men and women are not only looking to be fairly compensated, but also desire to be mentored and challenged in their career. Those that don’t constantly strive to provide that challenge will end up losing top talent to the competition.”
Technisource, one of the largest technology talent and services providers in North America, provides comprehensive suite of technology services, including recruiting and staffing, assessments, project services and managed services to Fortune corporations, mid-sized companies and small organizations. With nearly 40 years of experience, Technisource maintains a group of 8,000 experienced consultants to provide services through its network of more than 56 offices across the U.S. and Canada. Technisource is now a part of Randstad. For more information, please visit www.technisource.com.
Randstad is an $18.8 billion global provider of HR services and the second largest staffing organization in the world. From temporary staffing to permanent placement to inhouse, professionals, search & selection, and HR Solutions, Randstad holds top positions around the world and puts approximately 27,500 corporate employees to work from its nearly 4,200 branches and inhouse locations in 43 countries. Founded in 1960 and headquartered in Diemen, the Netherlands, Randstad Holding nv is listed on the NYSE Euronext Amsterdam.
For more information see www.randstad.com.
Web Site: http://www.randstad.com
Tipping Point Renewable Energy, a Columbus, OH-based solar power company is hiring only military veterans for its installation crews at a time when unemployment among former Servicemembers is outpacing that of civilians.
Tipping Point’s efforts echo those of companies and groups nationwide to hire veterans in the green energy industry, such as Denver-based nonprofit Veterans Green Jobs.
Additionally, a pilot program by five of the nation’s largest energy providers, called Troops to Energy Jobs, provides training and credentials to military veterans, as well as college credit for their military training and experience.
These green sector jobs as manufacturing or maintenance of wind turbines or solar arrays require skills similar to those that Servicemembers learn in the military.
Such job programs are brought about in hopes of declining the number of unemployed veterans as there will be many Servicemembers joining the civilian world when most are pulled out of Iraq and Afghanistan, and in need of employment.
To learn more about this subject, please go to: http://www.armytimes.com/news/2011/11/ap-green-energy-jobs-await-vets-returning-to-us-112611/
The President has signed the VOW to Hire Heroes Act into law. There are several provisions in this law that will have a positive impact on the veteran unemployment rate. The most often reported of these are tax credits for employers who hire veterans and wounded warriors. However, one provision that is not being as widely reported provides a new shot at 12 months of the Montgomery GI Bill and will come as great news to unemployed veterans over the age of 35, The pre-9/11 veterans may soon qualify for as much as $17,600 for education and training.
This benefit can be used for finishing up a college degree, certification, vocational training, On-the-Job Training and more.
For additional information about this law, please go to: http://militaryadvantage.military.com/2011/11/vow-act-offers-older-vets-gi-bill-benefits/
Sotera Defense Solutions, Inc. (Sotera) is an mid-sized national security technology company delivering systems, solutions and services in support of the critical missions of the Intelligence Community, Department of Defense, Department of Homeland Security and federal law enforcement agencies charged with ensuring the safety and security of our nation.
It has 1,400 employees focused on counterterrorism, cyber operations, intelligence, C4ISR and force mobility solutions to our customers throughout the national security community.
Sotera delivers services and solutions ranging from command, control, communications, computers, intelligence, surveillance and reconnaissance (C4ISR) systems and advanced engineering to counterterrorism, intelligence and expeditionary field support for customers in the Department of Defense, Department of Homeland Security, Intelligence Community and federal law enforcement agencies.
Technology and Intelligence Services
Counterterrorism Intelligence and Analysis
Sotera assists the Intelligence Community and other national security customers by facilitating the flow of critical information between U.S. government agencies to enhance decision making to protect the safety and economic well-being of our nation.
By providing IT specialists, software developers and counterterrorism subject matter experts to a number of agencies, Sotera contributes to the creation and analysis of actionable intelligence.
A key area of its expertise involves the monitoring of multiple classified and unclassified networks for potential terrorist-related threats and threat notification for rapid decision-making. Sotera is an industry leader in the field of terrorist watchlisting.
Cyber Intelligence and Cyber Operations
Sotera delivers cyber security systems and software engineering expertise in support of the critical intelligence, counterterrorism, and cyber security missions of our national security customers.
It is an industry leader in the design, development and deployment of next generation net-centric mission solutions that collect, analyze and protect vital information in cyberspace, leveraging core competencies in systems engineering and architecture, software engineering, content exploitation and defense analytics.
Data Analysis and Intelligence Information Sharing
Sotera deploys analytical tools and subject matter experts to facilitate faster and more thorough analysis of threats for critical intelligence-related, federal law enforcement, homeland security and counterterrorism missions, and it enables information to be shared across multiple agencies.
By integrating key data sources and exploring direct and non-obvious relationships of interest, its solutions support collaboration and information sharing and threat detection, helps ensure the mitigation of risks to our national security.
C4ISR and Mission Systems
Sotera designs and delivers C4ISR and mission-related systems to support U.S. Warfighters, wherever they operate.
It enhances command and control systems, develops C4I mission applications and mission planning solutions, as well as research, develop and evaluate electronic countermeasure techniques. Sotera designs and deploys computer-based navigation systems and geospatial information systems that integrate data from multiple sensors providing decision-makers with real-time situational awareness of the coastal waterways and port/harbor environments.
In addition to the maritime domain, these systems are used to protect critical infrastructure, secure borders, provide physical security information management and improve decision-making capabilities of national security customers.
Assured Enterprise IT
Sotera delivers mission-focused Assured Enterprise IT services and solutions to national security agencies operating in mission-critical environments and zero tolerance settings.
The expertise of Sotera IT specialists is focused on enterprise architecture and systems engineering, IT & network security, network engineering and intelligence analysis. Customer intimacy, technology leadership and development of its technical staff are essential elements in its approach and adeptness at delivering quick reaction solutions to mission-critical scenarios.
Network Design and Management
Sotera develops, deploys and operates sophisticated and secure networks for agencies across the defense, homeland security, intelligence and federal law enforcement communities.
Its network solutions support data and system integration, information security and cross-agency collaboration critical to operations in a complex and evolving cyber-security environment. Solutions include network topology design, data encryption, algorithm development, cross domain solutions development, data visualization and high assurance guard (HAG) development, which enables the transfer of classified and unclassified data to and from multiple security enclaves.
Learn more about Sotera Defense Solutions, Inc.
Job Interview Tips
An interview gives you the opportunity to showcase your qualifications to an employer, so it pays to be well prepared. The following information provides some helpful hints.
Information to bring to an interview: