Women Lead the Way at Embark Behavioral Health

With the recent promotions of several women to key leadership roles, Embark re-confirms its commitment to leading the industry in gender equality in the workforce. According to current statistics from the US Bureau of Labor Statistics, approximately 80% of the healthcare workforce is made up of women, while fewer than 20% currently hold key leadership roles. At Embark that number is 64% and rising.

"Embark embraces gender diversity as a critical component of organizational success," said Alex Stavros, President and CEO of Embark Behavioral Health. "We believe in gender diversity not only because it is the right thing to do, but because it is the best thing for our company and our clients."

Nicole Fuglsang is the new Chief Operating Officer of Embark Calo Teens and Preteens programs and the mother of two daughters and a son. "Gender inequality is something I have chosen to fight for my entire adult life," said Fuglsang. "As a mother, I want to be an example of what it means to be a strong, confident, capable, and impactful servant leader. I am thrilled for this new role--not just to be recognized for many years of service to Calo, but to be in a position to be a strong female role model for my children." Read this here.

Leah Madamba, who was recently promoted to VP of Embark's Potomac Programs division, said, "In the field of mental health where many of our clients, therapists, and front line staff are women, I believe it is especially important to have female voices and input at the highest levels, where the most impactful decisions are made."

Stavros said Embark recognizes the role women play at every level every of the company, and believes healthcare organizations need to change their culture from the boardroom to the executive teams and throughout the organization. "We have to set the expectation, and be intentional about it. If we do, we know from studies and from experience that organizations that actively pursue gender diversity in leadership will reap benefits throughout, all the way to the top," said Stavros. Currently, nine out of fourteen Executive Directors and program-level CEOs are women.

"I believe many traits women have lend themselves well to leadership, especially in our field," said Nikki Garza, LCSW newly-announced Executive Director at Fulshear Treatment to Transitions. "Communicating, listening, empathising, being open-minded, multitasking; these are things women often excel in." Read here.

According to a 2019 report from the global organizational consulting firm Korn Ferry, 64% of Healthcare executives surveyed said they believed their organizations would be more profitable with more greater gender parity in leadership, while 59% said they would experience less employee turnover.

"We need to recognize that while both men and women have strengths and bring amazing things to the table, female leaders are unique. Teams are strongest when they have multiple perspectives and leadership styles represented," said Jeana Thomsen, new Executive Director of New Haven Residential Treatment Center. "I think it is especially important to allow women the space to lead differently than men. I've appreciated that I've been given the freedom to lead in my own style."

"Though we're proud of our current diversity, we can always do better," said Stavros. "Our goal is to reflect our core values and have the very best people in every position."

The Embark promotions include:

Nicole Fuglsang M.A., L.P.C., N.C.C., current VP of Business Development, was promoted to CEO of Calo Programs Teens and Preteens. As one of Calo's original founders, Nicole has led in many capacities during her twelve years with the program.

Nikki Garza, LCSW, Executive Director of Fulshear Treatment to Transition, is the new Chief Executive Officer of Fulshear Programs. Nikki has worked as the clinical director for a young adult treatment centers, as a clinician at Utah State hospital, and in private practice.

Click here.:

https://jessicapressreleases.blogspot.com/2018/05/us-lead-network-now-offering.html

Leah Madamba, MS, NCC, LPC, a 20-year veteran of the mental health field, was promoted to Vice President of Embark Potomac Programs. Leah was the former Director of Vive Family Services, and before that Vice President of Clinical Integration at InnerChange. Be alert to read related news.

Jeana Thomsen, LCSW, ED is returning to Embark after stepping away to raise her three children. She returns as the Executive Director of New Haven Residential Treatment Center. She has experience as both a therapist and a clinical director. More info here.

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© Copy Right 2019 Jessica Brown's Press Releases.

All information are taken from the news source. We do not promise anything nor take any responsibility for anything the news owner claim. We just share the news as is. You can contact news owner directly in the message for more information.

New Monthly U.S. Employment Metric: The U.S. Private Sector Job Quality Index (JQI) Shows Aggregate Job Quality for U.S. Workforce Has Deteriorated Steadily Since 1990

Researchers at the Program on the Law and Regulation of Financial Institutions and Markets of the Jack G. Clarke Institute at Cornell University Law School (Cornell Law), the Coalition for a Prosperous America (CPA), the University of Missouri – Kansas City Department of Economics (UMKC), and the Global Institute for Sustainable Prosperity (GISP), today announced the launch of a new tool for evaluating the U.S. employment situation and predicting related variables: the U.S. Private Sector Job Quality Index (JQI). This new metric is likely to become a leading economic indicator on American jobs.

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https://jessicapressreleases.blogspot.com/2018/05/pixel-film-studios-unveils-fcpx-layers.html

Conceived and begun in 2017, and representing over 18 months of cooperative work by economists Daniel Alpert, Jeff Ferry, Robert C. Hockett and Amir Khaleghi, the underlying work on the U.S. Private Sector Job Quality Index has resulted in an easily used measure by which to track and evaluate, with precision, changes to the U.S. jobs base that are of great consequence.

By tracking and measuring the shifting balance between high-wage/high-hours jobs and low-wage/low-hours jobs across time, the JQI shows that an intuitively compelling measure of job quality in the U.S. has deteriorated substantially since 1990, especially since 2006. This in turn goes a long way in explaining both depressed household income growth and overall economic growth below potential notwithstanding "good jobs numbers" over much of the past 30 years.

The JQI is a real-time economic indicator, and will be published monthly. Using data on private sector jobs provided by third party employers and aggregated in the U.S. Bureau of Labor Statistics (BLS) Current Employment Statistics (CES), the JQI is a weighted ratio of high-quality jobs divided by low quality jobs, with a reading of 100 evidencing an equal distribution. It covers all non-farm private sector production and non-supervisory (P&NS) jobs in 180 distinct industry sectors and several sub-divided categories. High-quality jobs are those offering a combination of hourly wages and weekly hours (i.e. weekly incomes) above the mean level for all P&NS jobs, and low-quality jobs are those below the mean, as that mean changes from month to month.

"We realized several years ago that there was an unmeasured problem on the U.S. labor landscape," said co-author Daniel Alpert, Senior Fellow/Adjunct Professor at Cornell Law and Managing Partner of the investment bank, Westwood Capital LLC, who first conceived of the index in 2017. "Despite high and sustained levels of job formation, particularly since late 2012, and historically low levels of headline unemployment reached in recent years, hourly wages and weekly incomes have been acting as though there were considerable labor slack. The solution to this puzzle is found, in large part, in the composition of the jobs base and the deteriorating quality thereof over decades."

The JQI white paper demonstrates highly significant correlations between movement in the U.S. Private Sector Job Quality Index on the one hand, and quarterly or annual changes in other economic data on the other hand, including: the U.S. Balance of Trade in Goods; Prevailing U.S. Sovereign Interest Rates; Labor and Multifactor Productivity; Capacity Utilization; and, Non-Residential Fixed Investment.

"The path of economic growth the U.S. has opted for since around 1980, and accelerating after 2000, has produced widespread underemployment, deteriorating job quality, and slower economic growth," said co-author Jeff Ferry, Chief Economist at CPA. "The U.S. Private Sector Job Quality Index captures this phenomenon and points the way to new, superior measures of the U.S. employment market. This has important implications for growth strategies and labor market policies, and can also help us better understand voter decisions."

"The macroeconomic and even socioeconomic implications of the JQI are tremendous, and put to rest many widely held false beliefs concerning the challenges faced by American workers and our broader economy. As it turns out, the aging of the U.S. population and the advent of the so-called 'gig economy' pale in comparison, where accounting for recent developments is concerned, to the steadily worsening characteristics of jobs now on offer from U.S. employers," said co-author Robert C. Hockett, a faculty director of the Program on the Law and Regulation of Financial Institutions and Markets and the Edward Cornell Professor of Law at Cornell Law School. "The reality that multi-income families struggle more and more to make ends meet, even in a quantitatively "low unemployment" environment, is both unmistakable and explanatory of low growth, high debt, worsening inequality and a host of other ongoing economic and social problems. Current quantitative metrics are speechless about these causal relations, while our qualitative metric accounts for all of them."

Read this for more information.:

https://jessicapressreleases.blogspot.com/2018/05/a-kid-cell-phone-alternative-republic.html

The index can also contribute valuable insight into the collapsing of the relationship between unemployment and price inflation, known as the Phillips Curve, over the past decade or more.

"The reality is that the structure of the labor market is changing and as job quality declines, economic risks spike," added co-author Amir Khaleghi, a PhD candidate at UMKC and a Research Fellow at GISP. "Unlike any other economic indicator, the JQI encompasses the composition of the labor market and movements within the JQI have shown to be qa predictive signal for economic turns. Most recently, the JQI accurately predicted the downturn in economic growth commencing in the fourth quarter of 2018, well before the evidence thereof in other indicators. As a monthly index, the JQI trend has shown surprisingly sensitive predictive characteristics relative to other factors that are heavily linked to aggregate consumer demand." Continue reading.

Beginning in December, the JQI will be released at 12pm Eastern Time on the same day as the BLS monthly jobs report, with the first report on Friday, December 6.

"The JQI should serve as a game-changer for the media that reports on economics, finance and trade," said Michael Stumo, CEO of the Coalition for a Prosperous America. "This new tool will help policymakers, business leaders and academics better understand employment trends, household demand, aggregate economic growth, demand for capital and more. We're also excited about its potential impact on trade, exchange rate and industrial strategy."

The paper, explanatory deck and future U.S. Private Sector Job Quality Index releases can be found online at http://www.jobqualityindex.com.

About the Jack G. Clarke Institute of Cornell Law School
The Clarke Program on the Law and Regulation of Financial Institutions and Markets is devoted to understanding the key functions performed by banks, broker-dealers, investment companies and other financial institutions in the U.S., as well as global economic systems, and the roles played by law both in optimizing those functions and in constituting the market environments in which they are performed.

About the Coalition for a Prosperous America
The Coalition for a Prosperous America is the nation's premier nonprofit organization working at the intersection of trade, jobs, tax and economic growth. It is a bipartisan coalition of farmers & ranchers, manufacturers and labor groups working for a national strategy to eliminate the trade deficit, create good paying jobs and deliver broadly shared prosperity to America. Be alert to read related news.

About the University of Missouri Kansas City – Department of Economics
The Department of Economics is committed to promoting excellence in broad-based undergraduate programs; graduate and interdisciplinary doctoral education; research; and community, university and professional service. The department focuses its research, teaching and service efforts on the urban mission of the University by fostering a diversity of research and teaching perspectives for faculty and students.

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https://jessicapressreleases.blogspot.com/2018/05/eat-2-win-sports-nutrition-app-fills.html

About the Global Institute for Sustainable Prosperity
The Global Institute for Sustainable Prosperity (GISP) is an independent public policy think-tank dedicated to the promotion of interdisciplinary research in the service of an improved quality of life for all members of society. The institute focuses on developing solutions that provide decent employment opportunities for everyone ready, willing and able to work at a living wage.

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© Copy Right 2019 Jessica Brown's Press Releases.

All information are taken from the news source. We do not promise anything nor take any responsibility for anything the news owner claim. We just share the news as is. You can contact news owner directly in the message for more information.

Help Wanted: Why Posting a Job Ad Isn’t Enough to Sell Your Company to Potential Candidates

Companies need great talent to move forward. With unemployment currently at less than four percent, it's going to take more than trendy benefits such as Ping-Pong tables and standing desks to attract exceptional employees, according to Susan MacNicol, founder and president of Strategic & Creative Marketing, Inc., a full-service marketing firm in Aurora, Illinois.

Potential candidates seek transparency from potential employers. Often they will have seven to 10 touch points researching a company before they even apply. They want to know that companies provide a supportive and engaging environment to empower all employees. Negative information or no information about a company could cause potential candidates to look elsewhere for a job. By implementing recruitment marketing strategies, companies can communicate their culture and demonstrate why top talent should work at these places.

"It's not enough to just post the job ad; businesses need to focus on what makes their employment experience unique from their competitors," says MacNicol, who previously worked in recruitment for major companies, including Johnson & Johnson, Office Max, Sears and DeVry Education Group (Adtalem Global Education).

MacNicol's firm incorporates the following to help companies devise specific strategies:

With social media being a primary resource for job seekers, a company's information is either an asset or a liability. MacNicol recalls consulting with an unemployed young woman who passed up applying at a company with lots of job openings after doing her social media research. She felt its culture would not be a good fit for her. Read all the latest news.

"The best talent goes to companies that have the culture, opportunities and initiatives that the employee is searching for," MacNicol says. Read related news here.

In addition to social media, a company's best recruiting tool can be its employees. MacNicol recently created a special referral campaign for one of the country's largest global education companies in higher education. At every quarter, the university's presidents emailed full and part-time staff at their 20 campuses thanking them for their talent and asking them to invite friends and colleagues to apply for various job positions.

"Within one year, the campuses were getting 40 to 90% of their hires coming from referrals," she says. "There were no referral dollars involved. A lot of times companies will have a referral program where someone can get $1,500, for example. When you don't have a budget, simply asking employees to invite people to apply can work." Read all the related news.

With her extensive background in marketing, social media and recruiting branding strategies, MacNicol was recently honored with the 2019 Entrepreneurial Excellence Award from The Daily Herald Business Ledger. She is currently a finalist for the 16th annual Stevie® Awards for Women in Business. This award honors women entrepreneurs, employees and the companies they run – worldwide and has been hailed as the world's premier business award.

For more information, visit https://www.scmarketinginc.com.

About Strategic & Creative Marketing, Inc.:
Aurora, Illinois-based Strategic & Creative Marketing, Inc., is a full-service marketing firm established in 2001, and experienced at working with small, medium and Fortune 500 companies. The firm holds a Women's Business Enterprise (WBE) Certification and a Women Owned Small Business Certification (WOSB) issued by Women's Business Enterprise National Council (WBENC). The firm's team has created and implemented national, regional and local marketing and recruitment marketing campaigns. Creative tactics are based on carefully-crafted marketing plans and strategies first, and include print and on-air ads, social media paid ads and organic campaigns, trade shows, emails, video, public relations and promotions. Owner and President Susan MacNicol leverages 25 years of corporate marketing experience in the U.S. and globally to ensure that campaigns are integrated, backed by data and have the most compelling message reaching the right target market through the most effective tactics. MacNicol and Director of Social and Digital Marketing Tami Wloch speak and train locally and globally on all aspects of Marketing, including Social Media, Employment Branding and more. For more information, visit https://www.scmarketinginc.com.

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© Copy Right 2019 Jessica Brown's Press Releases.

All information are taken from the news source. We do not promise anything nor take any responsibility for anything the news owner claim. We just share the news as is. You can contact news owner directly in the message for more information.

Help Wanted: Why Posting a Job Ad Isn’t Enough to Sell Your Company to Potential Candidates

Companies need great talent to move forward. With unemployment currently at less than four percent, it's going to take more than trendy benefits such as Ping-Pong tables and standing desks to attract exceptional employees, according to Susan MacNicol, founder and president of Strategic & Creative Marketing, Inc., a full-service marketing firm in Aurora, Illinois.

Potential candidates seek transparency from potential employers. Often they will have seven to 10 touch points researching a company before they even apply. They want to know that companies provide a supportive and engaging environment to empower all employees. Negative information or no information about a company could cause potential candidates to look elsewhere for a job. By implementing recruitment marketing strategies, companies can communicate their culture and demonstrate why top talent should work at these places.

"It's not enough to just post the job ad; businesses need to focus on what makes their employment experience unique from their competitors," says MacNicol, who previously worked in recruitment for major companies, including Johnson & Johnson, Office Max, Sears and DeVry Education Group (Adtalem Global Education).

MacNicol's firm incorporates the following to help companies devise specific strategies:

With social media being a primary resource for job seekers, a company's information is either an asset or a liability. MacNicol recalls consulting with an unemployed young woman who passed up applying at a company with lots of job openings after doing her social media research. She felt its culture would not be a good fit for her. Read this for more information.

"The best talent goes to companies that have the culture, opportunities and initiatives that the employee is searching for," MacNicol says.

In addition to social media, a company's best recruiting tool can be its employees. MacNicol recently created a special referral campaign for one of the country's largest global education companies in higher education. At every quarter, the university's presidents emailed full and part-time staff at their 20 campuses thanking them for their talent and asking them to invite friends and colleagues to apply for various job positions.

"Within one year, the campuses were getting 40 to 90% of their hires coming from referrals," she says. "There were no referral dollars involved. A lot of times companies will have a referral program where someone can get $1,500, for example. When you don't have a budget, simply asking employees to invite people to apply can work."

With her extensive background in marketing, social media and recruiting branding strategies, MacNicol was recently honored with the 2019 Entrepreneurial Excellence Award from The Daily Herald Business Ledger. She is currently a finalist for the 16th annual Stevie® Awards for Women in Business. This award honors women entrepreneurs, employees and the companies they run – worldwide and has been hailed as the world's premier business award.

For more information, visit https://www.scmarketinginc.com.

About Strategic & Creative Marketing, Inc.:
Aurora, Illinois-based Strategic & Creative Marketing, Inc., is a full-service marketing firm established in 2001, and experienced at working with small, medium and Fortune 500 companies. The firm holds a Women's Business Enterprise (WBE) Certification and a Women Owned Small Business Certification (WOSB) issued by Women's Business Enterprise National Council (WBENC). The firm's team has created and implemented national, regional and local marketing and recruitment marketing campaigns. Creative tactics are based on carefully-crafted marketing plans and strategies first, and include print and on-air ads, social media paid ads and organic campaigns, trade shows, emails, video, public relations and promotions. Owner and President Susan MacNicol leverages 25 years of corporate marketing experience in the U.S. and globally to ensure that campaigns are integrated, backed by data and have the most compelling message reaching the right target market through the most effective tactics. MacNicol and Director of Social and Digital Marketing Tami Wloch speak and train locally and globally on all aspects of Marketing, including Social Media, Employment Branding and more. For more information, visit https://www.scmarketinginc.com.

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© Copy Right 2019 Jessica Brown's Press Releases.

All information are taken from the news source. We do not promise anything nor take any responsibility for anything the news owner claim. We just share the news as is. You can contact news owner directly in the message for more information.

Help Wanted: Why Posting a Job Ad Isn’t Enough to Sell Your Company to Potential Candidates

Companies need great talent to move forward. With unemployment currently at less than four percent, it's going to take more than trendy benefits such as Ping-Pong tables and standing desks to attract exceptional employees, according to Susan MacNicol, founder and president of Strategic & Creative Marketing, Inc., a full-service marketing firm in Aurora, Illinois.

Read related news here.:

https://jessicapressreleases.blogspot.com/2018/05/shmoop-prepares-students-for-ap-season.html

Potential candidates seek transparency from potential employers. Often they will have seven to 10 touch points researching a company before they even apply. They want to know that companies provide a supportive and engaging environment to empower all employees. Negative information or no information about a company could cause potential candidates to look elsewhere for a job. By implementing recruitment marketing strategies, companies can communicate their culture and demonstrate why top talent should work at these places.

"It's not enough to just post the job ad; businesses need to focus on what makes their employment experience unique from their competitors," says MacNicol, who previously worked in recruitment for major companies, including Johnson & Johnson, Office Max, Sears and DeVry Education Group (Adtalem Global Education).

MacNicol's firm incorporates the following to help companies devise specific strategies:

With social media being a primary resource for job seekers, a company's information is either an asset or a liability. MacNicol recalls consulting with an unemployed young woman who passed up applying at a company with lots of job openings after doing her social media research. She felt its culture would not be a good fit for her.

"The best talent goes to companies that have the culture, opportunities and initiatives that the employee is searching for," MacNicol says.

In addition to social media, a company's best recruiting tool can be its employees. MacNicol recently created a special referral campaign for one of the country's largest global education companies in higher education. At every quarter, the university's presidents emailed full and part-time staff at their 20 campuses thanking them for their talent and asking them to invite friends and colleagues to apply for various job positions.

More info here.:

https://jessicapressreleases.blogspot.com/2018/05/the-giant-barbecue-battle-washingtons_15.html

"Within one year, the campuses were getting 40 to 90% of their hires coming from referrals," she says. "There were no referral dollars involved. A lot of times companies will have a referral program where someone can get $1,500, for example. When you don't have a budget, simply asking employees to invite people to apply can work."

With her extensive background in marketing, social media and recruiting branding strategies, MacNicol was recently honored with the 2019 Entrepreneurial Excellence Award from The Daily Herald Business Ledger. She is currently a finalist for the 16th annual Stevie® Awards for Women in Business. This award honors women entrepreneurs, employees and the companies they run – worldwide and has been hailed as the world's premier business award. Read all the related news.

For more information, visit https://www.scmarketinginc.com.

About Strategic & Creative Marketing, Inc.:
Aurora, Illinois-based Strategic & Creative Marketing, Inc., is a full-service marketing firm established in 2001, and experienced at working with small, medium and Fortune 500 companies. The firm holds a Women's Business Enterprise (WBE) Certification and a Women Owned Small Business Certification (WOSB) issued by Women's Business Enterprise National Council (WBENC). The firm's team has created and implemented national, regional and local marketing and recruitment marketing campaigns. Creative tactics are based on carefully-crafted marketing plans and strategies first, and include print and on-air ads, social media paid ads and organic campaigns, trade shows, emails, video, public relations and promotions. Owner and President Susan MacNicol leverages 25 years of corporate marketing experience in the U.S. and globally to ensure that campaigns are integrated, backed by data and have the most compelling message reaching the right target market through the most effective tactics. MacNicol and Director of Social and Digital Marketing Tami Wloch speak and train locally and globally on all aspects of Marketing, including Social Media, Employment Branding and more. For more information, visit https://www.scmarketinginc.com.

.

© Copy Right 2019 Jessica Brown's Press Releases.

All information are taken from the news source. We do not promise anything nor take any responsibility for anything the news owner claim. We just share the news as is. You can contact news owner directly in the message for more information.

Help Wanted: Why Posting a Job Ad Isn’t Enough to Sell Your Company to Potential Candidates

Companies need great talent to move forward. With unemployment currently at less than four percent, it's going to take more than trendy benefits such as Ping-Pong tables and standing desks to attract exceptional employees, according to Susan MacNicol, founder and president of Strategic & Creative Marketing, Inc., a full-service marketing firm in Aurora, Illinois.

More info here.:

https://jessicapressreleases.blogspot.com/2018/05/the-giant-barbecue-battle-washingtons_15.html

Potential candidates seek transparency from potential employers. Often they will have seven to 10 touch points researching a company before they even apply. They want to know that companies provide a supportive and engaging environment to empower all employees. Negative information or no information about a company could cause potential candidates to look elsewhere for a job. By implementing recruitment marketing strategies, companies can communicate their culture and demonstrate why top talent should work at these places.

Continue reading.:

https://jessicapressreleases.blogspot.com/2018/05/aladtec-team-will-attend-iacp.html

"It's not enough to just post the job ad; businesses need to focus on what makes their employment experience unique from their competitors," says MacNicol, who previously worked in recruitment for major companies, including Johnson & Johnson, Office Max, Sears and DeVry Education Group (Adtalem Global Education).

MacNicol's firm incorporates the following to help companies devise specific strategies:

With social media being a primary resource for job seekers, a company's information is either an asset or a liability. MacNicol recalls consulting with an unemployed young woman who passed up applying at a company with lots of job openings after doing her social media research. She felt its culture would not be a good fit for her. Read this here.

"The best talent goes to companies that have the culture, opportunities and initiatives that the employee is searching for," MacNicol says.

Read this for more information.:

https://jessicapressreleases.blogspot.com/2018/05/aixswiss-bringing-five-unique-nupure.html

In addition to social media, a company's best recruiting tool can be its employees. MacNicol recently created a special referral campaign for one of the country's largest global education companies in higher education. At every quarter, the university's presidents emailed full and part-time staff at their 20 campuses thanking them for their talent and asking them to invite friends and colleagues to apply for various job positions. Read all the related news.

"Within one year, the campuses were getting 40 to 90% of their hires coming from referrals," she says. "There were no referral dollars involved. A lot of times companies will have a referral program where someone can get $1,500, for example. When you don't have a budget, simply asking employees to invite people to apply can work."

With her extensive background in marketing, social media and recruiting branding strategies, MacNicol was recently honored with the 2019 Entrepreneurial Excellence Award from The Daily Herald Business Ledger. She is currently a finalist for the 16th annual Stevie® Awards for Women in Business. This award honors women entrepreneurs, employees and the companies they run – worldwide and has been hailed as the world's premier business award.

For more information, visit https://www.scmarketinginc.com.

About Strategic & Creative Marketing, Inc.:
Aurora, Illinois-based Strategic & Creative Marketing, Inc., is a full-service marketing firm established in 2001, and experienced at working with small, medium and Fortune 500 companies. The firm holds a Women's Business Enterprise (WBE) Certification and a Women Owned Small Business Certification (WOSB) issued by Women's Business Enterprise National Council (WBENC). The firm's team has created and implemented national, regional and local marketing and recruitment marketing campaigns. Creative tactics are based on carefully-crafted marketing plans and strategies first, and include print and on-air ads, social media paid ads and organic campaigns, trade shows, emails, video, public relations and promotions. Owner and President Susan MacNicol leverages 25 years of corporate marketing experience in the U.S. and globally to ensure that campaigns are integrated, backed by data and have the most compelling message reaching the right target market through the most effective tactics. MacNicol and Director of Social and Digital Marketing Tami Wloch speak and train locally and globally on all aspects of Marketing, including Social Media, Employment Branding and more. For more information, visit https://www.scmarketinginc.com.

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© Copy Right 2019 Jessica Brown's Press Releases.

All information are taken from the news source. We do not promise anything nor take any responsibility for anything the news owner claim. We just share the news as is. You can contact news owner directly in the message for more information.

OneNeck IT Solutions completes AICPA SSAE 18 examinations

OneNeck® IT Solutions announces the company has successfully completed the American Institute of Certified Public Accountants (AICPA) Statement on Standards for Attestation Engagements (SSAE) 18 examinations.

Read this for more information.:

https://jessicapressreleases.blogspot.com/2018/05/author-wins-four-literary-awards-for.html

"OneNeck deliberately seeks out third-party validation of the most rigorous and internationally recognized standards, such as SSAE 18," stated Katie McCullough, Chief Information Security Officer at OneNeck. "We invite this scrutiny to verify we have the controls in place to protect customer's mission-critical IT infrastructure within our data centers as another way to instill peace of mind and unwavering confidence, by customers, in our operating environment."

The SSAE 18 examinations included review of OneNeck's top-tier data centers in Arizona, Colorado, Iowa, Minnesota, Oregon and Wisconsin. Schellman & Company, LLC, an independent, third-party certified public accounting (CPA) firm, conducted the examinations. Upon conclusion, they opined on the description of OneNeck's systems, suitability of design and operational effectiveness of the controls throughout the review period for the System and Organization Controls (SOC) for the following reports:
Click here to read the latest news.

SSAE 18 enforces stringent requirements regarding clarity, depth and complexity of many AICPA and industry-accepted standards and associated controls. It also requires date/time stamp evidence and queries for how certain populations are generated. In addition to securing SSAE examination, OneNeck annually pursues third-party review of the company's ISO/IEC 27001:2013 certification, PCI DSS validation and HIPAA and HITECH.

Read news here.:

https://jessicapressreleases.blogspot.com/2018/05/canine-camp-getaway-of-ny-dog-vacation.html

OneNeck IT Solutions offers a full suite of hybrid IT solutions including cloud and hosting solutions, managed services, enterprise application management, professional services and IT hardware. For more information, visit oneneck.com.

OneNeck IT Solutions LLC, a wholly owned subsidiary of Telephone and Data Systems, Inc., employs nearly 550 people throughout the U.S. The company offers hybrid IT solutions including cloud and hosting solutions, managed services, enterprise application management, advanced IT services, hardware and local connectivity via top-tier data centers in Arizona, Colorado, Iowa, Minnesota, New Jersey, Oregon and Wisconsin. OneNeck's team of technology professionals manage secure, world-class, hybrid IT infrastructures and applications for businesses around the country. Visit oneneck.com.

Telephone and Data Systems, Inc. [NYSE: TDS], a Fortune 1000® company, provides wireless; cable and wireline broadband, TV and voice; and hosted and managed services. TDS has approximately six million connections nationwide through its businesses U.S. Cellular, TDS Telecom, OneNeck IT Solutions LLC, and TDS Broadband Service. In 2018, TDS was named to three Forbes lists: America's Best Employers for Diversity, Best Large Employers, and Best Employers for Women. Founded in 1969 and headquartered in Chicago, TDS employs 9,600 people. Visit tdsinc.com.

Read related news here.:

https://jessicapressreleases.blogspot.com/2018/05/ritzpix-adds-portable-banner-offerings.html

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© Copy Right 2019 Jessica Brown's Press Releases.

All information are taken from the news source. We do not promise anything nor take any responsibility for anything the news owner claim. We just share the news as is. You can contact news owner directly in the message for more information.