Alan Williams, PHR

PROSOFT is hiring a Budget Technician with a TS/SCI at our USCENTCOM, MacDill AFB, FL location to plan, program, and budget, execute and facilitate reconciliation of assigned budgets for the HQ Staff. Reliably commute or planning to relocate before starting work. Conduct analysis by reviewing and tracking budget allocations and actual expenditures, maintain financial records for all financial documents for current and prior Fiscal Years, contracts, government purchase card, government travel cards, and Defense Travel System (DTS) travel documents. Track lines of accounting, fund sites, and other data elements and conduct proactive engagement, collaboration, and communication (both orally and electronically) with the Directorates/Special Staff points of contact. Track incoming and outgoing government funding documents. Process reimbursable MIPRs, establish the reimbursable in the accounting system, and coordinate with the staff on the management of the reimbursable funds. Use automated financial management systems and computer-generated products to accomplish financial management requirements and objectives. Confirm the accuracy of automated system database information and inform Resource Advisors and/or financial management personnel of significant problems, trends, and/or variances/discrepancies. Use various computer software and web-based programs to produce required financial reports, plans, and schedules. Assist with the preparation of annual spend plans to allocate appropriated funds to individual activities/requirements/functional areas. Assist with the development of narrative justifications statements and presentation materials for budget submissions, unfunded requirements. Perform a weekly analysis of actual expenditures compared to planned utilization of annual budget and/or allotment authority, evaluate fund availability to achieve balance of approved objectives and determine where reprogramming actions may be necessary. Align requirements to appropriate sources of funding and develop, package, process, and track financial data/results/impacts/trends. Participate in review, validation, and funding recommendation meetings for execution year UFRs. Process Journal Vouchers and Standard Form 1080/1081 accounting under direction of government oversight. Monitor current and prior year de-obligations, identify discrepancies, and ensure corrections are made in the financial system. Assist with clearing the open document list and working the dormant account review quarterly (DAR-Q); Monitor, analyze, and reconcile current and prior year commitments and obligations. Coordinate and follow-up with the contracting offices to obtain obligating documents and contracts. Please feel free to visit our web site at www.prosoft-eng.com and go to our Career Section, for the full job description and application process, or email me directly at [email protected]

5

Join MTSI in celebrating National Hire a Veteran Day! Did you know over 40% of the MTSI workforce is made up of Veterans? They possess key strengths including: Leadership, Teamwork, Responsiveness, Trustworthiness, Adaptability, Resilience, and Discipline. These traits boost our company morale and foster a positive team culture that has directly led to MTSI being voted Great Place to Work Nationally and in our respective States. Learn more about our Employee Owners by visiting us at: https://lnkd.in/eW_Pweff #NationalHireAVeteranDay #VeteransEmployment #HireVeterans 𝐖𝐡𝐲 𝐂𝐡𝐨𝐨𝐬𝐞 𝐌𝐓𝐒𝐈? Ranked #41 nationally in Fortune's Best Workplaces, we offer more than just a job. You'll have a platform to contribute to national security and support our heroes through meaningful work in: ✅Space Systems ✅Unmanned Systems ✅Digital Transformation ✅Software Engineering ✅Cybersecurity ✅Autonomy ✅Modeling and Simulation ✅Aviation / Flight Test ✅Rapid Capability Development ✅Mission Assurance ✅Intel Programs 𝗕𝗲 𝗮𝗻 𝗢𝘄𝗻𝗲𝗿: As an employee-owned company, your success is our shared success. Your dedication shapes the company's future. 𝗧𝗵𝗿𝗶𝘃𝗶𝗻𝗴 𝗖𝗼𝗺𝗺𝘂𝗻𝗶𝘁𝘆: Collaborate with passionate professionals in a creative and supportive environment. Learn from the brightest minds in the industry. Your Impact Matters: Every project contributes directly to national security and the well-being of our warfighters. 𝐘𝐨𝐮 𝐚𝐫𝐞 𝐫𝐞𝐚𝐝𝐲 𝘁𝗼 𝗛𝗲𝗹𝗽 𝗦𝗼𝗹𝘃𝗲 𝗣𝗿𝗼𝗯𝗹𝗲𝗺𝘀 𝗼𝗳 𝗚𝗹𝗼𝗯𝗮𝗹 𝗜𝗺𝗽𝗼𝗿𝘁𝗮𝗻𝗰𝗲? This is your chance to own your future and be part of a legacy that's driven by innovation and excellence. 𝗠𝗧𝗦𝗜-𝗩𝗔.𝗰𝗼𝗺

22

The Lost Supply Boys of AFROTC Field Training As leaders, we often encounter situations where a team is asked to accomplish tasks that are unglamorous, or may even seem thankless. These are jobs that often don’t come with recognition, but they are critical to the organization. So how do you keep them team motivated. 1. Align the task with the bigger picture 2. Foster ownership and accountability 3. Encourage every win and progress 4. Model positively and persuasiveness 5. Provide support As supply lead for operations during these summer time operations. I have found that these strategies not only help teams push the team through difficult task but also strengthen my skills as a leader. I am hoping my transition to HR, to motivate teams through an organizational change, helping employees embrace new initiatives or create a culture of accountability. #Leadership #Teammotivation #HR #Motivation #military #transitioningservicemember #veteran #Humanresources

5

Happy think about it Thursday, or thirsty Thursday - whatever you want to call it. I'm just dropping by to remind you that there is no one definite way to get hired or be recruited. There are definite ways to hinder, and squash the process, but no one right way to get it done. If anyone promises you that they have the keys to the kingdom, or that they can beat the ATS, or that their way is THE way to get hired - they're trying to sell you something. You can look here, or on Reddit, or anywhere - and you will find so many people telling you so many things. Treat it like a buffet; take what looks good, and leave what doesn't. If you try it and it doesn't taste good, don't return for seconds. There are tons of recruiters and hiring folks out here to trying to give you relevant and actionable advice - for free. hashtag #recruiterlife

14

5 Comments

Negative behaviors from teammates that are continuously overlooked, will impact the overall culture of the company. Diminished collaboration amongst teammates will be inevitable. Internally and externally, this will be felt and the impact will speak volumes. A volume you’ll want to lower.

10

Leadership Fail: thinking that the mental health (which includes morale) of the team is someone else's job. What I love about this article is that the Commanding Officer pulled out all the stops to make sure his crew's morale & mental health were taken care of during 9 months of continuous threat (no spoiler alerts here). We often refer people to EAP for things that are impacting the mental health when leaders have complete control over making people feel valuable. And it takes being proactive - both strategically and operationally. We can't sit in our office waiting for someone having a stress breakdown to come in when all we have to do is take a walk in the hallways. Sending a "kudos" email isn't enough - the best social reenforcement (empirically proven) is verbal & physical contact...and maybe a cookie.

2

1 Comment

Everyone's favorite pirate, Gennaro "Pirate" Mazzeo 🏴‍☠️, has a stellar post today. It can be summed up in a single word: Values Gennaro rejected a role that signaled to him that he'd miss MUCH of what he values to accept the role. The steak wasn't worth the sizzle. The juice wasn't worth the squeeze. Meaning... What do YOU value the most? "Transitioning" veterans...it's easy for me to say, but IF you have the opportunity and BUILD the opportunity to be selective on your first or second (or third) role post-military---DO SO. (Another series of posts for sure) We always preach on linky land about 'finding your why'. And yep, it's a relevant, real thing. I know, I'm living it. 😁 I'm living...salary cut to do what I WANT to do and WHERE I want to do it and how it makes me feel about WHAT I do. But...BUT...what are the things you VALUE built into your 'why'? The components of the 'why'. Examples include: *Maybe it is better work-life balance. *Possibly since you spent so much time 'away' doing G.I. Joe stuff that you want to be MORE present, physically and mentally. *Maybe it's a higher salary. *Perhaps, it's location location location. *Could be to support a cause (thank you Alfredo 🤘 Torres on your post regarding causes and the time continuum and respect---nailed it!). *Could be to BUILD towards a different career or pivot. Discovery so to speak. *Maybe it's finding your 'tribe'...I know, cliche. But real. Honestly, it could be a thousand things. ***But you have to look at the sum of the parts that constitute your 'why'. And do your best to not compromise (or sell out) on those components. More salary isn't always best. More title isn't always best. More Fortune 100 isn't always best. For YOU. And for my money, that's ALL that matters. And yes, the pic of me is pure sarcasm...

49

39 Comments

Military Recruiting 101 (Talent Management) This effort begins when the Recruiter seeks out or finds someone reaching out to them. One very important piece people need to do (including Military Recruiters) is expectation management. I say this because, Recruiters facilitate our future service members path to wearing our nations cloth. They don’t know what you will qualify for and their role is to help you get a uniform, not a specialty badge. People wanting to serve exercise choice on what they’d like to do while serving from what is available. What many may not know is how much has changed (especially within the Air Force). Not only do we administer the ASVAB, but we also have people take a personality assessment and a work interest navigator (much like colleges do for job exploration surveys). These are all then meshed together to give a new recruit a list of “best matches” for job satisfaction and predictive success. You may find a list of things that surprise you, but we are truly taking talent management to the next level by using science for future success and retention. #recruiting

15

3 Comments

Recertification Complete

22

2 Comments

Pro tip: just stick to the questions. 🤭

28

1 Comment

There's been a big shift in workforce development, many manufacturers are catching on. I've been doing this long enough that I can remember being a hiring manager and simply placing an ad and we'd have a line of candidates at the door. Today things are quite different and very few if any candidates respond. At the same time, STEM education has accelerated in the high schools and colleges and we have a generation of young people who are comfortable with technology the last generation only imagined. CAD, automation and robotics, process control and data analytics are the norm in many schools and we have young people eager to show the world what they are learning. We talk about industry 4.0 (now we talk about 5.0) and how to implement it into our current processes. Well, these young people are more adept at this than our older generation was ever going to be. So, manufacturers(out of desperation to be honest) started approaching the schools again to seek the next workforce pipeline. And many great relationships are being formed developing organic workforce pipelines. Reach out to your local CTE programs and community colleges to make introductions to educators, present your business to students and consider mentoring. I meet students who have developed automation projects in the classroom that many companies could implement today in modern manufacturing applications. #NHMEP can help make connections if you don't know where to start.

20

6 Comments

Helpful hint: I was reviewing a company’s PowerPoint presentation who said they submitted a supplier profile. I went to review said profile, but I could not find it. They referenced their company’s name in the presentation in three different types of abbreviations. Nowhere did they state their full company’s name that was on the profile. Remember, I don’t know your company. If you want to do business with me, make sure your profile and your presentations and your Sam registration all coordinate. There is nothing small about small business!!

27

4 Comments

FY24 NDAA Boosts Recruiting and Retention The new defense budget emphasizes strengthening our forces: - $30 million above budget request for recruiting challenges - Targeted efforts for Reserve components - Enhanced recruitment campaigns - Increased medical bonuses These initiatives aim to attract top talent and retain our experienced service members. It's an investment in the future of our Reserve and National Guard. #ROA #NDAA #MilitaryRecruitment #ReserveForces #NationalGuard

2

The truth about recruiting (pt. 3) A Strategic Partnership Protects You Here’s the final piece many executives overlook… Without a formal agreement, your company is a source of talent for others. If there’s no strategic partnership in place, the top talent we engage with might be directed to our other clients—possibly even your competitors. When you align with us, your organization is protected. Our focus becomes finding the best fit for you without competing priorities. And, with a focus on reducing turnover. The end! PS Or, is it… #Aerospace #Defense #Recruiting

9

Opportunity is knocking

5

Transitioning veterans seeking HR post-military retirement... One thing in labor classification I had to learn and understand was labor classification BEYOND FLSA categories... Those categories within FLSA are more aligned with exempt and non-exempt...huge swathes of categories. It gets (for certain industries) much more granular as you peel back the layers. In my world in manufacturing (and in distribution) it can look like this: Salaried (exempt and non-exempt, indirect) Hourly (non-exempt, indirect and direct) I did not know terms like indirect and direct. Heavily involved in the standard costing of goods that are produced. Guess which one has the heavier population within most manufacturing facilities? You guessed it: Direct. They make the product. Indirect just supports the product-makers. BUT NO LESS IMPORTANT. Army: Think everyone supporting combat arms. Not exactly, but along those lines. And UNFORTUNATELY they are often seen as a non-value add to the production process. And headcount totals are typically pushed downward. And you in HR 'love' everyone on your team, so it feels weird when people are classified something other than teammates/employees/people. Look--- The cost of doing business is real. You cannot just throw people at things. There is a real cost to that. Because the biggest controllables in cost are Labor (how much to produce what) Material necessary (what you use to make what) Cost of non-quality (scrap, waste, etc.) ^^^THOSE are your controllables. Within those, there are categories that really break down, line by line, on your P&L. I knew very little about that, other than what McDonald's taught me about food cost and labor cost (pre-Army days). Things like organizational design, 'right-sizing', optimization...all take these categories and associated costs into account. Big time. Note: in the pic, it calls 'engineers' as direct. OFTEN they are classified as just the opposite. An Industrial Engineer is definitely classified as indirect (usually straight up involved with improving conditions and efficiencies AROUND the direct labor folks). Same is applicable to quality control. Usually seen as indirect labor. Various orgs can do their costing/accounting/classifications differently. DRY topic. But important topic. How your organization balances how many in what category directly influences how you assist in structuring your organization and maintaining proper labor levels.

65

8 Comments

When one door closes, another one opens. Life has a way of creating new possibilities, even when things don’t go according to plan. I wasn’t able to complete my SkillBridge program, but that doesn’t mean the opportunities have dried up. My timeline may have shifted, but that’s nothing to stress about – it’s just a part of the journey. Staying focused on the bigger picture and being open to what’s ahead is what matters most. Sometimes the detours lead to even better destinations. Onward and upward! #Resilience #OpportunitiesAhead #MilitaryTransition

11

1 Comment