Co-op coaches employees to use their skillsOn 10 Apr 2001 in Personnel Today An innovative approach to employeedevelopment and training by the Co-operative Bank has cut the number of staffleaving its call centres.The company, which hasbeen chosen as an example of best practice by the Learning and Skills Council,has seen its staff turnover reduce from over 13 per cent to 10 per cent sinceit introduced a training and development plan, Project Leo, in 1999.This compares with anaverage staff turnover rate at UK call centres of about 25 per cent, accordingto TUC estimates.Project Leo ensuresthat new staff are given three weeks classroom teaching, where they learn avariety of skills from customer service to IT operations.They are then given amentor who listens to telephone calls and offers guidance, so that by the endof their first six months they have the skills to do the job well.After this, the newrecruits concentrate on other aspects of their development to see which oftheir abilities can be developed.Tony Britten, head ofhuman resources and planning for the bank, said, “We are getting morevalue for money by supporting people to develop their capabilities to be moreeffective in their jobs.”People no longerexpect a job for life, but they do expect more than a wage. They want opportunitiesto become more skillful and experienced, and they want that to be transferable.” Comments are closed. Previous Article Next Article Related posts:No related photos.
Private sector employers could be liable for the early retirement pensionbenefits of staff transferred from the public sector following a ruling by theEuropean Court of Justice. The ECJ decided that employment terms entitling a female employee, KatiaBeckmann, to an early retirement pension and lump sum if made redundant, shouldhave transferred with the employee from her public sector employer to her newprivate sector employer. John McMullen, head of employment law at Pinsent Curtis Biddle, said thecase should make private sector employers involved in Transfer of UndertakingsProtection of Employment agreements with the public sector extra vigilant. “Employers should be especially careful in respect of TUPE transfersand seek an indemnity (an agreement where the public sector employer undertakesto remain liable for certain benefits) from a transfer in respect of thetriggering of such early retirement benefits,” he said. Beckmann was transferred under TUPE from an NHS trust to a private sectoremployer. When she was made redundant in 1997 she argued that, as she would have beenentitled to an early retirement pension and a lump sum under the terms of herNHS employer, she was still entitled to those benefits. Benefits for old age provided under occupational pension schemes do nottransfer under TUPE, but Beckmann persuaded the court that this exemption onlyapplies when an employee reaches the end of their normal working lives. Related posts:No related photos. Previous Article Next Article Early retirement rights protected under TUPEOn 2 Jul 2002 in Personnel Today Comments are closed.
DIY retailer B&Q has reduced the chances of discrimination in itsselection procedures and cut the time and cost of recruiting managers after anoverhaul of its recruitment process. Personnel director Mike Cutt said the firm decided it needed to change itsrecruitment practices because the old system was characterised by paper trailsand was “chaotic, messy and ineffective”. Speaking at a Recruitment Society event in London, Cutt told the audiencethere had also been concerns that the previous recruitment system allowedpersonnel to “recruit in their own image”. Using the new system, which has its first anniversary this month, applicantsfor management positions are channelled to a specially designed website, wherethey complete two online questionnaires and receive ‘real-time’ feedback on howthey are scoring and their suitability for the post. More than 50 per cent of applicants ‘self-select’ themselves out of thesystem, cutting down numbers and ensuring only the best candidates continue. The successful applicants are then made available, on a national database,to B&Q’s team of HR regional resource advisers, who are in competition to‘claim’ candidates for interview. Cutt said one of the most important elements in the system’s success is thatkey factors, such as the applicant’s age, sex, ethnicity and age, are keptsecret from recruiters until after they offer the individual an interview. He claims this takes 75 per cent of opportunities to discriminate out of theprocess. The new system has halved application times from 150 days to 75 “almostovernight”, and has cut the cost of hiring managers by 30 per cent.According to Cutt, it also offers better insights into who applies, when andwhy. By Michael Millar Comments are closed. Previous Article Next Article DIY system helps retailer save and boosts diversityOn 16 Sep 2003 in Personnel Today Related posts:No related photos.
The IQ/EQ balanceShared from missc on 23 Feb 2015 in Personnel Today Related posts:No related photos. Read full article When hiring a new staff member, what are the key criteria you look for outside of the competence or experience in fulfilling the job description?We live in an age of collaboration and knowledge sharing and so the ability to positively influence situations and navigate your way around day to day scenarios with tact and diplomacy are fundamental to success. Intelligence, experience and skill are essential for success but we must stop thinking of intelligence as knowledge gained in academia. It is now widely accepted that the most successful among us have a blend of IQ and EQ, the proportions of which are widely disputed. We define and measure EQ in 5 areas. They are Self-awareness/self-control, Empathy, Social skills, Personal Influence & Motivation. So how do you screen for EQ? Here are a few questions that may help:Tell me about a time when your actions positively impacted someone else?Have you ever been in a situation where you realised that you have had to change or modify your behaviour? How did you notice this?Tell me about a time you have had to prepare yourself for a situation you knew would be negative. What did you do? How did it work out?Have you ever received criticism? What was it? Were you surprised?Tell me about a time that you were angry with someone at work. What did you do?Situational questioning will require you to observe not just the answer but how the interviewee is answering and how comfortable they are with the questions, but you will be ensuring best possible chance of securing a well-rounded professional who will flourish and succeed in a broader range of environments and circumstances. Previous Article Next Article Comments are closed.
Neda Navab, East. Joined in 2018 from Sidewalk Labs. She was chief of staff to Robert Reffkin and now oversees Boston, New York City, Philadelphia, Nashville, Atlanta and Florida.Rory Golod, president of Compass NY. Joined in 2014 from e-commerce site Fancy.com. Spent two years as chief of staff to Reffkin.Leonard Steinberg, chief evangelist. Former top broker at Douglas Elliman, who was Compass’ first big-name agent hire in 2014 and helped attract top talent. Doesn’t directly report to anyone; doesn’t have corporate decision-making power. Runs the Leonard Steinberg Team; was formerly president of the firm. CorporateMatt Rosenberg, chief revenue officer. Joined in 2018 after a similar role at Eventbrite. Oversees agent recruitment, growth and onboardingJason Gelman, senior director of revenue strategy and operations. Joined in 2018 from content-marketing firm Percolate.Christina Oliver, director of M&A. Joined in 2015 from Merrill Lynch.Robert Koehler, director of sales effectiveness. Joined in 2018 after sales management positions at HP and LinkedIn.Chris Aker, head of strategic growth. Joined in 2018 from Eventbrite. Oversees agent recruiting.Anand Mehta, chief people officer (focused on employees, not agents). Joined in August from Bridgewater Associates, where he was head of people and talent.Jodi Taylor, head of diversity and inclusion. Her job extends to agents.Margaret Smith, head of talent management.Pooneet Kant, SVP of expansion. Joined Compass in 2016 from Uber.Peter Jonas, head of business development (i.e., ancillary services, including title and escrow). Joined Compass in 2018 from Facebook and Uber. Was head of Compass’ Western region until last month.David O’Connell, chief of staff to Robert Reffkin. Former attorney who joined Compass in 2017 as strategic growth manager.Sarah Fisher, head of communications. Joined in February 2020 after eight years at Google. Formerly a policy analyst in the U.S. House of Representatives. SalesMike Coscetta, chief sales and strategic officer. Joined in 2018 from Square, where he was VP of global sales. Oversees programs, including Concierge (where Compass fronts money for minor repairs) and Bridge Lending.Carly Litzenhall, senior director, new ventures. Joined in 2018 from Nielsen and Accenture. Former chief of staff to COO and led bridge lending service.Justin D’Adamo, head of new development. Joined in 2016 after 15 years at Corcoran Sunshine Marketing Group.Beth Butler, regional director of new development, Southeast. Joined in 2015 after serving as COO for ONE Sotheby’s International Realty in South Florida.Tara Hogan, co-head of development in New York. Joined in 2019 from Stribling after the firm was acquired by Compass.Steve Rutter, co-head of development in New York. Joined in 2019 from Stribling after the firm was acquired by Compass. Ori Allon and Robert ReffkinAs it prepares for what would be one of the most anticipated IPOs of a residential firm in years, Compass has overhauled its C-suite and reorganized key departments.The firm has 18,000 agents (who are independent contractors) on its roster as well as over 2,000 employees nationwide. Since the departure of COO Maelle Gavet last year, seven C-level execs report to co-founder and CEO Robert Reffkin. Here’s who else calls the shots.Read related story: A different kind of residential listingOri AllonCo-founder and chairman of the board. Allon is the founder with the technical chops and Silicon Valley connects. He previously sold a startup, Orion, to Google and another one, Julpan, to Twitter. He worked as director of engineering in Twitter’s NYC office after the acquisition.Fun fact: Allon owned an Israeli basketball team, Hapoel Jerusalem B.C., which he bought in 2013, a year after founding Compass.Robert ReffkinCo-founder and CEO. After stints at McKinsey and Lazard, he was a White House fellow and later chief of staff to Goldman Sachs COO Gary Cohn.Fun fact: Reffkin started a DJ business as a teenager. His performing name? DJ Zahav, Hebrew for golden. His mom is an agent at Compass. = Reports directly to Reffkin TechJoseph Sirosh, CTO. Joined in 2018 to oversee the engineering team. He came from Microsoft, where he was CTO of AI and, before that, led machine-learning initiatives at Amazon.Ugo Di Girolamo, director of engineering and co-founder. Was at GE, Google, Julpan (with Ori Allon) and Twitter before launching Compass with Allon and Reffkin in 2012.Mark Humphrey, vice president of engineering. Joined in 2016 from FactSet.Rahul Singh, vice president of engineering. Joined in February 2019 from software company Puppet. Also ex-Amazon.Andrew Sheh, vice president of engineering. ProductGreg Hart, chief product officer. Joined in April 2020 after 23 years at Amazon, most recently heading Prime Video.Matt Spangler, chief marketing solutions. A brand strategist who came from Tribeca Enterprises, which produces the Tribeca Film Festival.Greg Petroff, SVP of product design and UX research. Joined in November from software company ServiceNow. Spent five years at GE as chief experience officer.Roman Valiouline, director of product management. Joined Compass in 2015.Ashrit Kamireddi, senior director of product. Joined in 2018. Previously co-founded VeryApt, an apartment review startup. Was one of four execs from that firm hired by Compass.Manish Dalmia, senior director of product. Joined in July 2020 after 12 years at Amazon. FinanceKristen Ankerbrandt, CFO. Joined in 2018 after 12 years with the Carlyle Group and, before that, Goldman Sachs.Scott Wahlers, chief accounting officer. Joined in 2018 after working as controller and treasurer at WebMD.Scott Grossman, vice president of corporate financial planning. Joined in October 2020 after holding a similar role at Spotify. Formerly HBO and CBS Radio.Gary Kurotori, CFO West Region. Previously CFO of Pacific Union, which was acquired by Compass in 2018.Urvin Pandya, CFO East Region. Joined Compass in 2019 after 16 years at Realogy. Realogy later accused him of sharing private documents and sued to enforce his noncompete; it dropped the suit this year. Business OpsRob Lehman, chief business officer. Former McKinsey associate who joined Compass five months after launch. Oversees regional operations and growth.*Each regional president oversees regional marketing and agents.Kamini Lane, West. Joined in 2019. Previously, chief marketing officer at resale marketplace Tradesy. Oversees San Diego, Los Angeles, San Francisco, Hawaii and Seattle markets.Mark McLaughlin, president of Compass California. Sold SF-based Pacific Union to Compass in 2018. Share via Shortlink LegalBrad Serwin, General Counsel. Joined this May after five years as GC at Glassdoor. Previously led legal team at eBay.Iris Lichtman, deputy General Counsel. Joined in 2016.Timothea Letson, deputy General Counsel. Joined in 2018. The BoardEileen Murray. Joined April 2020. Co-CEO of Bridgewater Associates and formerly an exec at Morgan Stanley and Credit Suisse.Charles Phillips. Joined September 2020. Former president of Oracle. Served on the board of the Federal Reserve Bank of New York and President Barack Obama’s Economic Recovery Board.Steven Sordello. Joined November 2020. CFO of LinkedIn, where he oversaw its $4 billion IPO in 2011.Pamela Thomas-Graham. Joined February 2020. Former CMO of Credit Suisse and CEO of CNBC Television and CNBC.com. Also serves on the board of Clorox, Peloton and Bumble.Contact E.B. Solomont Danielle Wilkie, Central. Joined in 2018 from Craftsy, a video-on-demand site acquired by NBC in 2017. Oversees markets in Colorado, Texas and Chicago.Rachael Rohn, president of Compass Chicagoland. Joined in 2018 from Outcome Health. Email Address* Share on FacebookShare on TwitterShare on LinkedinShare via Email Share via Shortlink Message* Full Name* TagscompassIPOsOri AllonResidential BrokerageRobert Reffkin
Meadow Partners Managing Partner Jeff Kaplan and 860 Washington Street (Google Maps)Meadow Partners purchased a 99-year lease on an office building in the Meatpacking District for about $230 million.The investment firm closed on its purchase of 860 Washington Street at the end of 2020, according to the Wall Street Journal. According to the terms of the deal, Meadow will control the building but pay ground rent to Romanoff Equities, one of the building’s co-developers.The building “is very well-leased for the long-term,” Jeffrey Sussman, chief executive of Property Group Partners, told the Journal. “That’s an attraction in a market of uncertainties.”The building was developed in 2013 by a group venture that included Property Group Partners and Romanoff, which owns a number of properties in the Meatpacking District. Romanoff recently acquired the 120,000-square-foot tower from its co-developer in a sale-leaseback deal that valued the building at $80 million.A Cushman & Wakefield team led by Doug Harmon, Adam Spies and Kevin Donner advised on the deal.Its tenants include Tesla, which has a ground-floor showroom, and the SoftBank-backed online lender SoFi.The deal is one of the few office transactions to take place during the pandemic. As of the end of November, only $5.5 billion of Manhattan office properties had been sold in 2020, according to Real Capital Analytics. During the same period in 2019, that number was $13.3 billion.[WSJ] — Sasha JonesRead moreMeatpacking’s 860 Washington valued at $80M in sale-leasebackCharged up: Tesla inks lease for showroom at 860 WashingtonRomanoff Equities strikes deal with partner for Meatpacking District office, retail project Share on FacebookShare on TwitterShare on LinkedinShare via Email Share via Shortlink Share via Shortlink TagsCommercial Real Estatemeatpacking districtoffice market
Share via Shortlink The home in Pittsburgh with Fred Rogers and his wife Joanne Rogers (Realtor, Getty)A home in what had been Mister Rogers’ neighborhood hit the market for $850,000.The 3,700-square-foot brick house in Pittsburgh where the children’s TV show star Fred Rogers and his wife Joanne once lived. The New York Post first reported on the listing.The property at 5381 Northumberland Street is located just outside the Carnegie Mellon University campus; the couple lived there from the late 1950s until 1966.During that time, Fred Rogers worked as a composer, organist and puppeteer on “The Children’s Corner” on WQED, which would later become a PBS affiliate. His long-running show, “Mister Rogers’ Neighborhood” aired from 1968 to 2001.The three-story home was built in 1921, and has five bedrooms and 3.5 bathrooms.Linda Corcoran with Coldwell Banker has the listing.[NYP] — Dennis Lynch Celebrity Real Estate Share on FacebookShare on TwitterShare on LinkedinShare via Email Share via Shortlink Tags
Small anomalies in ice-shelf surface temperature correlate with measured microtopography. Clear-sky thermal infrared (TIR) images of the Brunt Ice Shelf, Antarctica, frequently show persistent patterns of anomalous snow surface temperatures. The anomalous signatures appear as stripes orientated along the ice flowline and are of the order of 5 K in magnitude. The positional persistence of the stripes suggests a topographic mechanism for their formation. In order to test this hypothesis, the TIR stripes are compared to a digital terrain model (DTM) derived from a kinematic global positioning system survey of the ice shelf. Ridges and valleys are seen in the DTM; the ridges correspond to the warmer TIR stripes, the valleys to the colder areas. In order to investigate the mechanism that couples elevation with thermal signature, two comparable but contrasting sets of clear-sky infrared images are presented, along with surface meteorological data. The first shows strong TIR stripes, whilst the second, despite similar snow- and air-temperature profiles, shows a weaker signature and smaller sensible-heat flux, H. Two possible mechanisms are presented which explain the TIR signature: surface elevation mapping onto the vertical air-temperature profile or, alternatively, enhanced surface sensible-heat flux on elevated areas. At present, there is insufficient information to resolve this uncertainty.
Sea-salt aerosols represent a significant fraction of the aerosol optical depth over the oceans, and thus their response to changes in climate represents an important potential feedback on climate. Model results for sea-salt aerosols in the Community Atmospheric Model (CAM3) show good agreement with observations for the current climate. Additionally, the current climate model simulations presented here are not sensitive to the sea surface temperature boundary conditions or model resolution. We show model results for the response of sea-salt aerosols to climate change for the Last Glacial Maximum, preindustrial, current, and doubled carbon dioxide climate model simulations. Our model results suggest that globally averaged sea-salt sources, deposition, and loading are not very sensitive to climate change and change <5% for these disparate climates. Regional differences are much larger, with differences in zonally averaged concentrations as large as 40% seen between the current climate and a doubled carbon dioxide climate. While ice core studies show twofold to fivefold changes in sea-salt fluxes between Last Glacial Maximum and the current climate, our simulations cannot reproduce these changes, even after including a proposed sea ice source of sea salts.
We contrast recent climatic and environmental changes and their causes in the Arctic and the Antarctic. There are continuing increases in surface temperatures, losses of sea ice and tundra, and warming of permafrost over broad areas of the Arctic, while most of the major increase in Antarctic temperatures is on the Antarctic Peninsula associated with sea ice loss in the Bellingshausen-Amundsen Seas sector. While both natural atmospheric and oceanic variability, and changes in external forcing including increased greenhouse gas concentrations, must be considered in the quest for understanding such changes, the interactions and feedbacks between system components are particularly strong at high latitudes. For the 1950s to date in the Arctic and for 1957 to date in the Antarctic, positive trends in large-scale atmospheric circulation represented by the Arctic oscillation (AO) and Antarctic oscillations (AAO) and the Pacific North American (PNA) pattern contribute to the long-term temperature trends. However, continuing Arctic trends during the last decade of near neutral AO will require alternate explanations. The trend in the AAO since 1950 is larger than expected from natural variability and may be associated with the decrease in stratospheric ozone over Antarctic. The persistence shown in many Arctic and Antarctic Peninsula components of climate and their influence through possible feedback supports continuation of current trends over the next decade. One can expect large spatial and temporal differences, however, from the relative contributions of intrinsic variability, external forcing, and internal feedback/amplifications. It is particularly important to resolve regional feedback processes in future projections based on modeling scenarios.