Thursday, October 22, 2020

Trail Study with NIH. Volunteers who have been diagnosed with COVID-19 in the past 5 days.

 

20-I-0140 COVID-19 Clinical Trial Study

 

 

5th Annual Black Sustainability Summit 2020. October 23-25, 2020

 


Tribal Emergency Management News. Cal OES - Prepositioning of Firefighting Resources and Personnel in 10 California Counties in Advance of Red Flag Conditions

 

Tribal Emergency Management News

Cal OES - Prepositioning of Firefighting Resources and Personnel in 10 California Counties in Advance of Red Flag Conditions

Cal-OES-Logo

October 21, 2020

10 California Counties in Advance of Red Flag Conditions

In preparation of dangerous fire weather conditions continuing across the state, the California Governor’s Office of Emergency Services (Cal OES) has strategically prepositioned critical fire resources to include strike teams of fire engines, firefighters, hand crews, water tenders, helicopters, dispatchers and overhead staff in 10 counties across the state.

The prepositioned fire resources include:

  • Lake County: 2 Local Government Task Forces (8 Local Government Type 3 Engines), 2 Local Government Type 1 Water Tenders, 1 Local Government Type 2 Dozer, 1 Dispatcher
  • Napa County: 1 Local Government Task Force, (1 Local Government Type 2 Engine, 2 Local Government Type 3 Engines, 2 Local Government Type 6 Engines)
  • Sonoma County: 1 Local Government Strike Team (5 Local Government Type 3 Engines), 1 Local Government Task Force, (5 Local Government Type 3 Engines, 1 Local Government Type 6 Engine) 1 OES Water Tender
  • Marin County: 1 Local Strike Team (5 Local Government Type 3 Engines), 1 Local Government Type 1 Water Tenders, 2 Dispatchers
  • Solano County: 4 Local Government Type 3 Engines
  • Alameda County: 1 Cal OES Strike Team (5 Cal OES Type 3 Engines), 1 Local Government Type 1 Water Tender, 1 Dispatcher
  • Contra Costa County: 1 Local Government Strike Team (5 Local Government Type 3 Engines), 2 Local Government Type 2 Dozers, 1 Local Government Type 1 Water Tender, 1 Helicopter, 1 Local Government Hand Crew, 1 Dispatcher, 3 Overhead
  • Colusa County: 4 Local Government Type 3 Engines, 1 Local Government Type 1 Water Tender
  • Tehama County: 1 Cal OES Strike Team (5 Cal OES Type 3 Engines)
  • Nevada County: 1 Dispatcher

A strike team includes five fire engines with 15 firefighters and a strike team Leader.

The National Weather Service is forecasting low relative humidity and unseasonably warm temperatures, creating Red Flag weather conditions over parts of California throughout the remainder of the week.  A Red Flag Warning means that critical fire weather conditions are either occurring now, or will shortly. A combination of strong winds, low relative humidity, and warm temperatures can contribute to extreme fire potential and erratic fire behavior.

Click here to see the National Weather Service’s Red Flag warnings.

The public is urged to remain aware of their surrounding conditions and to avoid outdoor activities that can cause a spark near dry vegetation, such as yard work, target shooting, or campfires and follow local fire restrictions. The public is also reminded to have an emergency plan in place, emergency preparedness kits at home and vehicles full of fuel. Sign-up for emergency alerts, listen to local authorities and warnings, and be prepared to evacuate if necessary.

The Cal OES Warning Center and State Operations Center will monitor conditions and be ready for further resource requests as necessary throughout the Red Flag period.

For more from Cal OES, visit CalOES.ca.gov and follow us on Twitter @Cal_OES.

LISTOS 5 Steps of Preparedness:

𝟭) 𝗚𝗲𝘁 𝗔𝗹𝗲𝗿𝘁𝘀
𝟮) 𝗠𝗮𝗸𝗲 𝗮 𝗣𝗹𝗮𝗻
𝟯) 𝗚𝗲𝘁 𝘁𝗼 𝗦𝗮𝗳𝗲𝘁𝘆
𝟰) 𝗧𝗮𝗸𝗲 𝗦𝗵𝗲𝗹𝘁𝗲𝗿
𝟱) 𝗛𝗲𝗹𝗽 𝗙𝗿𝗶𝗲𝗻𝗱𝘀 𝗮𝗻𝗱 𝗙𝗮𝗺𝗶𝗹𝘆

For more information about Listos California go to www.iTEMA.org/2020










Wednesday, October 21, 2020

Ethiopian Community Center (ECC) “Effective Strategies in Preventing COVID-19 Friday, October 23, 2020 | 6:00 pm - 8:00 pm

 

Effective Strategies on Preventing COVID-19

ecc

Join MOAA grantee, Ethiopian Community Center (ECC) for an online event on “Effective Strategies in Preventing COVID-19” with Dr. Ashenafi Waktola, MD. Dr. Ashenafi will discuss COVID-19 prevention and protection tips, treatment and care as well as other useful resources during this pandemic.

All conversation will be in Amharic with simultaneous English interpretation. 

When: Friday, October 23, 2020 | 6:00 pm - 8:00 pm

Where: Virtual 

Learn more

Documentary Examines White Supremacy in U.S. October 20, 2020

 

https://www.washingtonpost.com/local/white-supremacy-documentary/2020/10/20/ba57c22c-12f0-11eb-ba42-ec6a580836ed_story.html

 

A documentary looks at America’s ‘lows’ — its legacy of white supremacy

As a freelance news videographer working on stories about police-involved shootings, Darnley Hodge Jr. watched hours of film showing White police officers shooting and beating unarmed Black people. He listened to countless 911 calls made by White people allegedly alarmed by Black people engaged in activities such as sitting in a coffee shop, barbecuing in a park, walking home wearing a hoodie in the rain.

Each encounter left him with the same question: “I wanted to know what was producing the mentality that caused White people to behave that way,” Hodge said. But most of the coverage of such incidents focused on the Black victims and relatively little about the White people who were involved.

“Even the discussions I was hearing lacked context and tended to devolve into whether or not the Black person ‘deserved it,’ he recalled.

 

A graduate of Virginia Commonwealth University with a master’s degree in film from American University, Hodge started his own production company while in his mid-20s. He shot film for D.C.’s WJLA-TV, CNN and other national news outlets. He set up a film editing bay in the basement of his home in Oxon Hill, Md., which he shares with his wife and three children. It makes it easier to work around-the-clock when up against a tight deadline.

 

Because he had the skills and equipment, Hodge decided to answer his own question. And now, at age 43 and after more than five years’ effort, he has produced a compelling film about his findings — a documentary called “The American LOWS” (an acronym for Legacy of White Supremacy).

 

“I was aware from my own life experiences that there is a component of American culture that values Whiteness over Blackness, and it wasn’t born in any police department,” Hodge said. “But police departments are affected by that culture, along with every other institution. I wanted to construct a narrative about where that mentality came from and how it endures.”


Those life experiences included attending a racially integrated elementary school in Alexandria, Va., where, he says, teachers often punished Black students for engaging in behavior that was overlooked when done by White students, such as passing notes or laughing at fellow students for giving a wrong answer.

 

While attending a middle school near Winchester, Va., he says White students taunted him with racially derogatory names such as “darky.”

 

His family moved back to Alexandria in time for him to attend Mount Vernon High. There, in his media arts class, he was introduced to TV production, which he enjoyed so much he made a career of it.

 

His film on white supremacy recently premiered at the San Antonio Black International Film Festival, where it was well received. At the event, which was held on Zoom, Hodge explained that he wanted to make a film that would “help African Americans to better understand the system and culture of white supremacy in order to effectively counteract it.”

 

Either one of those would probably require at least a lifetime of learning. But the film does offer a timely primer on the subject.

 

It begins with Jacqueline Battalora, author of “Birth of a White Nation: The Invention of White People and Its Relevance Today,” explaining how white supremacy became legalized in Colonial America and why it stayed that way into the 1950s.

 

Or, as attorney Paul Butler, author of “Chokehold: Policing Black Men,” puts it in the film, how “keeping Black people down is built into the law.”

 

There is stock film footage of white supremacists marching with tiki torches in Charlottesville. As their chant “You will not replace us” fades out, D.C.-based psychiatrist Frances Cress Welsing — in her last videotaped interview before her death in 2016 — begins an analysis of the intent of such marchers.

 

“They understand what they are doing,” she said. “They are not playing games about what their issues are. They are dealing with the problem. And we are the problem.”

 

That’s when the documentary explodes into gunfire. We see Levar Jones, with his hands up, being shot by South Carolina Trooper Sean Groubert after a traffic stop.

 

We see Minnesota police officer Jeronimo Yanez firing into a car and then video of a bleeding Philando Castille taken by his girlfriend seated next to him.

 

That is followed by North Charleston police officer Michael Slager firing his .45-caliber Glock handgun eight times as the unarmed Walter Scott ran from him. Scott died after being hit five times — three in the back, one in the buttocks and one in the ear.

 

Eventually, we get to Minneapolis police officer Derek Chauvin, a hand casually placed in his side pocket while nonchalantly pressing a knee into George Floyd’s neck. Chauvin ignores the pleas of passersby not to kill Floyd and keeps the pressure on for seven minutes and 46 seconds. Floyd dies.

 

Hodge had braced himself for the task. He knew that going through hours and hours of cellphone and dash-cam video would be difficult. But it was necessary.

 

For insight about the challenges that police officers face, Hodge did not have to go far. His father, Darnley Hodge Sr., was a career law enforcement officer who was brought in to lead a court-ordered reform of the New Orleans city jail. Before that, he had been a military police officer and had served as superintendent of the Riverside Regional Jail in Prince George, Va. Hodge Sr. said he thought his son’s critique of white supremacy and law enforcement was fair. “Quite honestly, he has raised my consciousness, awakened me to some of the realities of white supremacy that I did not understand,” he said.

 

In 2016, Hodge Jr. spent three months in the Prince George’s County Citizens’ Police Academy, which is billed as an opportunity for civilians to learn rudimentary police procedure.

 

“I just wanted to get a closer look at police work,” he said. “This was not a culture that I was unfamiliar with, being the son of a police officer. But I did gain some insights, and I certainly didn’t go into this project with an ax to grind.”

 

To complete the film, Hodge traveled to Egypt and toured parts of the Nile. He interviewed cultural historians and anthropologists who gave him background on Africans who had journeyed to the Americas long before Christopher Columbus.

 

“For African Americans to really know what is possible for the future, we have to see what our people have already accomplished,” he said. “It is awe-inspiring. Sometimes our concept of ourselves is so limited because we can only see ourselves through the lens of White people. We need a wider lens.”

 

Hodge’s film gives us that lens. And much more.


Tuesday, October 20, 2020

NLFRTA supports Revised Geographic Eligibility for Federal Office of Rural Health Policy Grants

 


Revised Geographic Eligibility for Federal Office of Rural Health Policy Grants

Thomas J. Engels
Administrator Health Resources and Services Administration 5600 Fishers Lane Rockville, MD 20857 U.S.A

CC: Steve Hirsch, Public Health Analyst FORHP, HRSA, 5600 Fishers Lane, Rockville, MD 20857, Phone number: (301) 443-0835 or Email: ruralpolicy@hrsa.gov.

RE: Revised Geographic Eligibility for Federal Office of Rural Health Policy Grants

Dear Administrator Engels,

On behalf of the National Latino Farmers & Ranchers Trade Association (NLFRTA), we appreciate the opportunity to provide formal comments on the Health Resources and Services Administration’s (HRSA) Federal Office of Rural Health Policy (FORHP) methodology of defining rural areas in the United States. FORHP’s definition of rural areas is critical to determining which providers are eligible for rural health grant funding or services. NLFRTA supports modifying FORHP’s methodology for defining rural areas in the United States, and we appreciate the work HRSA has previously completed to address stakeholder concerns and ensure ‘rural’ is properly defined across the country.

NLFRTA is a national nonprofit membership organization with more than 75,000 members, and the association’s mission is to improve the sustainability of food production for rural America and provide leadership on multiple rural issues, which, of course includes accessibility to health services, through advocacy, communications, education, and research. While our focus is on Latino farmworkers, farmers and ranchers, NLFRTA membership consists of a diverse collection of individuals and organizations, all of whom share the common goal of protecting rural America's communities.

There are approximately 60 million people living in rural America, spread across 80 percent of the nation's landmass. Unfortunately, however, there are rural communities across the country that are not identified by HRSA as ‘rural’ and remain ineligible to apply for or receive services funded by FORHP’s rural health grant programs. In January 2020, the Chartis Center for Rural Health found that 48 percent of the United States’ rural hospitals faced negative operating profit margins. Due to the impact of the pandemic, this percentage has undoubtedly increased. It is imperative that HRSA ensure all rural designated providers are eligible for federal rural health grants. These could provide a critical lifeline for these providers as they continue to combat the ongoing COVID-19 public health emergency (PHE).

NLFRTA views the proposed revised geographic eligibility for FORHP grants as a step in the right direction. In particular, the proposed change to the rural methodology listing outlying Metropolitan Statistical Area (MSA) counties without Urban Area (UA) populations as eligible areas is a positive development. Providers located in these counties have been considered ‘rural’ by nearly every interpretation except for eligibility for FORHP rural health grants for years. Expanding FORHP rural health grant eligibility to rural providers in these counties is logical and necessary; due to the COVID-19 PHE, many providers in rural America have furloughed staff, instituted cuts, or are shuttering their doors. Allowing additional rural providers to apply for or receive services funded by FORHP’s rural health grant programs could provide a critical lifeline to struggling rural providers and allow them to continue serving rural patients.

NLFRTA is excited by the direction HRSA has taken revising the methodology for geographic eligibility, but we believe there are ways the methodology can still be improved. Broadly speaking, we believe it is reasonable that all rural designated providers—whether that is a Critical Access Hospital, Rural Health Clinic, Federally Qualified Health Center, Rural PPS Hospital, etc.—should be eligible to apply for or receive services funded by FORHP’s rural health grant programs. This could be done through instating a “legacy clause,” which would grandfather all currently designated rural providers as eligible for FORHP grants. If it is not possible for HRSA to include this clause within their current methodology changes, we believe the following suggestions will help HRSA’s definition of ‘rural’ be more reflective of the populations and areas served throughout rural America.

Provide an Exception for Counties with Difficult Terrain

NLFRTA supports HRSA’s decision to include counties in MSAs with no UAs within their definition of rural. However, we believe the proposed methodology misses the mark when it comes to measurements for some rural areas. Rural health care providers across the country, particularly those that practice in mountainous regions or areas with difficult terrain, will remain ineligible for FORHP grant funding and services because their counties’ population densities are misinterpreted as UAs. For example, in West Virginia, Fayette County is not considered rural for FORHP grant eligibility, even under the proposed methodology. We believe this is wrong.

In New Mexico, according to the latest 5-year American Community Survey estimates, many Bernalillo County residents lack access to a vehicle which may prevent them from traveling to receive health services, buy healthy food, or engage in other health promoting behaviors.

Currently, FORHP provides exceptions to census tracts with a Rural-Urban Commuting Area (RUCA) codes of two or three that are, “400 square miles in area with a population density of no more than 35 people per square mile.” FORHP should consider exceptions aimed at regions which have difficult terrain, such as mountainous regions, that may have a higher density per square mile, but, ultimately, are just as rural. The Centers for Medicare and Medicaid Services (CMS) has recognized the need to provide a shorter distance requirement for rural areas in regions with difficult terrain with a lack of primary roads. For example, CMS requires critical access hospitals (CAH) located in regions with mountainous or difficult terrain to only have 15 miles between their facility and the next hospital, instead of the standard 35 miles. NRHA firmly believes FORHP should allow exceptions that will incorporate rural areas with mountainous
or difficult terrains within their definition of ‘rural.’

Utilize a More Accurate Representation of a County’s Population When Determining FORHP Grant Eligibility

NLFRTA believes FORHP misinterprets the population base of certain rural counties and wrongly deems them ineligible for rural grants. State penitentiaries and federal prisons can skew the total population and population density of counties that would otherwise be considered rural, which can inhibit them being eligible for rural grants. Civilian populations in these counties are not large or densely populated and are often served by rural hospitals or CAHs, yet FORHP misinterprets these counties as ‘not rural’ because they include a prison population that does not use any of the services utilized by the civilian population. In the past, FORHP has provided exemptions for some of these counties, but these exemptions must be regularly obtained. NLFRTA believes that FORHP should fix this glitch as they seek to update their rural classification methodology.

Similarly, FORHP deems some rural counties as ‘not rural,’ making them ineligible for rural grants, because they include a college or university. Although college/university student populations are more likely to use their county’s rural health infrastructure and services than prison populations, they are often only in a rural community for eight months out of the year, and typically do not use health care services in the same capacity as permanent residents. These populations are extremely transient and should not inhibit a provider from applying for FORHP rural health grant dollars. NRHA requests FORHP’s definition of rural account for rural counties that may include transient college populations.

Hub Sites that Serve Majority Rural Population

NLFRTA encourages FORHP to consider expanding eligibility to health centers primarily serving rural populations that are affiliated with a hub site located within a MSA UA. There are several health centers located in rural counties across the United States that have a hub site registered within a county that FORHP considers “urban.” These satellite sites serve a majority rural population and provide critical health care services. NRHA believes it is not fair to the satellite provider that they are unable to obtain FORHP rural health grant funding simply because of their affiliation with an urban hub. We believe FORHP should review this criterion and allow health centers serving rural populations to apply for grants based on the location of the service, rather than the location of an affiliated hub site.

As a final note, NLFRTA would like to acknowledge that as FORHP expands its definition of ‘rural’ and allows more entities to apply for or receive services funded by its rural health grant programs, increased funding for these programs will be necessary. NLFRTA welcomes any assistance the administration can provide as we continue to work with Congress to ensure that adequate funding is appropriated to these programs.

Again, thank you for the chance to offer comments on this revised methodology and for your consideration of our comments. We very much look forward to continuing our work together to ensure our mutual goal of improving quality and access to care. If you would
like additional information, please contact Rudy Arredondo at latinofarmers@live.com, or 202- 628-8833.

Sincerely,

 
Rudy Arredondo
President/CEO/Founder
National Latino Farmers & Ranchers Trade Association 
1029 Vermont Avenue, NW, Suite 601
Washington, DC 20005
Office: (202) 628-8833
Fax No.: (202) 393-1816
Email: latinofarmers@live.com 
Twitter: @NLFRTA
Website: www.NLFRTA.org 

Job Opportunity: DFW Airport, TX. Emergency Management Administrator

NOTE:  

Within BEMA International any certification listed is not a guarantee of success.  

And may not be with the effort if the only criteria

BEMA INTERNATIONAL

=============================================

 Emergency Management Administrator
 DFW Airport, TX, United States
 Oct 15, 2020
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Job Description
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Qualifications
Job Overview
As Emergency Management Administrator, you will lead the development of a comprehensive and innovative emergency
management operations program. In this role, you will be responsible for implementing policy, developing contingency plans,
emergency operations preparedness and response plans. This work has a direct impact on DFW Airport’s fundamental objective of
providing safety and security for our nearly 60 million annual passengers.
What you will be doing:
• Leading and developing the strategy and direction of the emergency management and continuity of operations program for
DFW Airport Board and the Chief Executive Officer/Emergency Management Director
• Initiating and maintaining a progressive and ongoing evolution of a holistic emergency management and continuity of
operations program to reduce the risk of injury, loss of life, and damage to property; leading public safety integration with
partner agencies (federal, state, local, private sector)
• Leading and directing staff to accomplish goals and objectives of the division; ensuring a comprehensive and progressive
training exercise program is in place for all DFW Board departments and executive staff
• Working across the organization with other departments and at various levels (Executive Vice President to first-line
supervisor) in daily, emergency, and periods of irregular operations
• Developing, overseeing, preparing and maintaining operational and preparedness plans; Ensuring highest level of
readiness is reached and maintained in the emergency and continuity of operations center (EOC) structure and environment
• Facilitating and leading the continual evolution of DFW’s emergency and continuity of operations system through research,
evaluation, innovative discovery and development of emergent practices in the aviation industry
What you need:
• Bachelor’s degree in Emergency Management, Public Administration, or related field
• Seven (7) years related experience with special emphasis on emergency, continuity, and irregular operations, planning, and
program development
• Three (3) years of supervisory experience
• Must have (or obtain within six (6) months of appointment) certificate of completion from the Department of Homeland
Security (FEMA) for required National Incident Management System (NIMS) training, including IS100, IS200, IS300, IS400,
IS700, and IS800B
• Possession of a valid Class C driver’s license
• Any equivalent combination of education and/or experience may be substituted for the above
What we desire:
• Knowledge of relevant policies, procedures, and strategies to develop an effective and innovative world class aviation
emergency management program
• Knowledge of incident and EOC management models and practices
• Ability to use logic and reasoning to identify the strengths and weaknesses of alternative solutions, conclusions or
approaches to problems
• Ability to identify complex problems and review related information to develop and evaluate options and implement solutions
• Ability to lead and foster a culture of innovation through study, research, and industry involvement on a national and
international scale
• Ability to effectively communicate information and ideas in speaking and in writing before a diverse audience
• Knowledge of principles and methods for curriculum and training design, teaching and instruction for diverse individuals and
groups
• Ability to establish and maintain effective and harmonious working relationships and work in a team environment
• Previous experience in an airport emergency operations center under actual or simulated emergency or disaster conditions
• Certification as a Certified Emergency Manager (CEM) through the International Association of Emergency Managers
(IAEM)
• Business Continuity Professional (BCP) certification
• Master’s degree - Public Administration, Emergency Management, or Homeland Security
About Us
We are Dallas Fort Worth International (DFW) Airport—one of the most successful airports in the world by any definition. We’re
recognized for our innovation, leadership, drive for excellence and talented employees.
Our success is made possible because of the diverse talents of over 2,000 employees who champion our mission of providing an
exceptional airport experience to our customers and connect our community to the world. We’re looking for the best talent to join us
and help reimagine what an airport can be.
Bring your talents to DFW. Live and work with purpose.

Job Opportunities. Washington, D.C.

 

LITTLE

LITTLE BEAST CAFE & BISTRO

Is seeking to hire a

BARISTA

Responsibilities

  • Prepare hot and cold drinks in accordance with customer needs
  • Maintain a clean and tidy work area

Qualifications

  • Proven working experience as a barista
  • High integrity with a great attendance record

Click here to apply:

 

To apply:

Click here for more information

G. HOPE

GENERATION HOPE

Is seeking to hire a

OPERATIONS AND DEVELOPMENT ASSOCIATE

The Operations and Development Associate is a full time position, working directly with the

Director of Finance and Administration to enhance the organization’s internal and external

effectiveness.

Responsibilities:

Operational Support

  • Serves visitors by greeting, welcoming, and directing them appropriately, including answering Generation Hope’s main telephone line, relaying messages, and fielding general inquiries
  • Managing organization-wide calendar

Qualifications:

  • Associate’s degree or 2-5 years of experience in nonprofit operations, administration

and/or development

  • Proficient computer skills and in-depth knowledge of relevant software such as MS

Suite, Google Suite, CRM’s, etc

 

To apply, please complete the online application. If this link does not work, you can access the

application at the following link: https://Generation_Hope.formstack.com/forms/apply_now

 

To apply:

Click here for more information 

G. HOPE

GENERATION HOPE

Is seeking to hire a

EXECUTIVE ASSISTANT

Position:

The Executive Assistant is a full-time position, working directly with the CEO to enhance the organization’s internal and external impact.

Responsibilities:

  • Manage every aspect of the CEO's calendar and ensure all information is up-to-date and

represented accurately, including setting all appointments, working with the CEO to prioritize meetings, anticipating CEO’s scheduling needs, etc.

Basic Qualifications:

  • At least two years of experience providing administrative support to an executive
  • Associate’s degree preferred; 3+ years of experience working with an executive can be substituted for a degree.

 

To Apply:

Please apply with resume and cover letter.  Writing samples may be requested.

Click here for more information

MANNA

MANNA

Is seeking to hire a

HOUSING COUNSELOR, HOMEOWNERSHIP CENTER (HOC)

A successful applicant will be a HUD certified Housing Counselor or have the ability to obtain certification through HUD within 60 days of employment.

Duties & Responsibilities:

Client case management: logging client information into database

Client coaching: one on one coaching and follow ups as motivators/reminders

Tracking client progress

Requirements:

Washington DC resident or willing to relocate within 90 days of hire

HUD certified Housing Counselor or ability to obtain certification by August/September 2020

Click here to apply:

Please send resume and cover letter detailing relevant qualifications/experience in one document (PDF or Word) to bwinston@mannadc.org. The subject line should be structured “Last Name, First Name.”

 

To Apply:

Click here for more information

PANERA

PANERA

Is seeking to hire a

RESTAURANT TEAM MEMBER - LINE COOK

 

About the Line Cook position: As a Line Cook, you will prepare customer orders with accuracy and efficiency Provide quality service, taking pride in working behind the scenes to prepare quality products for our customers

We’re looking for: Food service or retail experience preferred, not required Basic food safety understanding and practice Minimum age – 16 years of age

Enjoy the good stuff: Competitive compensation with opportunity for tips Food discounts Health benefits 401(k) with company match Paid vacation

 

To Apply:

Click here for more information 

FMC

FORT MYER CONTRUCTION

Is seeking to hire a

PAVEMENT STRIPING LABORER

 

Fort Myer Construction Corporation is the DMV’s leading infrastructure construction company.

Summary:

The pavement striping laborer is responsible to operate and maintain striping equipment and other miscellaneous equipment including laborer involved in striping operations.

Duties and Responsibilities:

Layout and install pavement markings on highways, roads and parking lots according to specifications and other various requirements.

Calculate field measurements using engineered plans and/ or google earth images.

Job Requirements:

  • Must have two (2) years or more as a pavement striping laborer.
  • Valid driver’s license preferred.
  • High school diploma or GED preferred.

 

To Apply:

Click here for more information

UPO

UPO

Is seeking to hire a

HOME VISITOR

Major Duties:

Provide all mandated child development, family, health, nutrition, and mental health services through home visits. Assist parents in establishing and working towards goals for their children and family. Provide service coordination/case management, referral and follow-up services to address child and family needs.

Minimum Qualifications:

 AA or CDA in Early Childhood. Two years of experience working with at-risk and diverse populations.

Desired Qualifications:

Bachelor’s degree in a specialized field; i.e., social work, child development psychology, family life management or related field. Bilingual a plus.

Submit your cover letter, resume to

upojobs@upo.org or fax all documents to 202/319-3237.

 

To Apply:

Click here for more information

 Volunteer & Training

RCM

LA ACADEMIA DEL PROFESIONAL

DE SOPORTE DIRECTO

 

¿Qué es la Academia de DSP?

La Academia del DSP es un programa profesional de entrenamiento personalizado que, al finalizar, los participantes todos tendrán entrenamiento y certificaciones necesarias para ser un profesional de soporte directo en el Distrito.

¿Cómo puedo formar parte de la Academia de DSP?

Las solicitudes deben ser entregadas el 14/10/2020 y pueden enviarse por correo electrónico a Érica Thomas 

ethomas@rcmofwashington.com

 

To apply:

Click here for more information 

MC1

INTERNSHIPS

We are looking for enthusiastic, driven, and committed students to intern with different Mary’s Center teams. See below for each position and contact the department representative if you are interested in being interviewed. 

  • Development Internship
  • Communications Internship
  • Marketing Internship
  • Public Health Internships

 

To apply:

Click here for more information 

English

This employment newsletter is compiled biweekly by the Office on Latino Affair's Language Access and Advocacy program. Please let us know if you are offered any of these positions. It will be nice to hear any good news and see that this newsletter is connecting people with employment opportunities. If a government agency, business or nonprofit organization in DC would like to promote employment, or internship opportunities please send an email message to:

Español

Este boletín informativo sobre empleos es compilado cada dos semanas por el Programa de Acceso Lingüístico de la  Oficina de la Alcaldesa para Asuntos Latinos (MOLA). Por favor, háganos saber si le ofrecen alguna de estas posiciones. Será agradable escuchar cualquier buena noticia y ver que este boletín está conectando a las personas con oportunidades de empleo. Si una agencia gubernamental, negocios y organización sin fines de lucro en DC desea promover empleos u oportunidades de pasantías, envíe un mensaje de correo electrónico a:

Ronal Avila, Language Access Coordinator

Angela Gonzalez, Language Access Monitor