Log in


  • 10/27/2021 8:29 AM | Melissa Cutcher (Administrator)

    Clark State is seeking to hire Computer Software Development faculty. Attached is the job description. Instructional Faculty Position for Computer Software Development and Program Coordinator.docx

  • 10/07/2021 12:06 PM | Melissa Cutcher (Administrator)

    Associate or Full Professor to teach, advise, and provide an active program of scholarship and service to the profession and the university. This candidate will provide leadership as the Director of the Center for Cyber Security within the College of Engineering and Computing. The Director should also have a strong commitment to advance the principles of diversity, equity, inclusion, and anti-racism across the center, both externally and internally. The appointment will begin Spring Semester 2022.

    The College of Engineering and Computing is creating a Center for Cybersecurity. Center goals include the addition of an in-residence undergraduate program leading to a bachelor’s and master’s degree in cybersecurity to existing strong programs in computer science and software engineering and building a strong research presence in the area of cybersecurity. The center will also offer online graduate level courses targeted at industry professionals to deepen their knowledge of cybersecurity and/or students seeking foundational knowledge necessary to conduct graduate level research in cybersecurity.


    Jobs and Careers at Miami | Human Resources and Academic Personnel - Miami University (miamioh.edu)

  • 10/04/2021 10:55 AM | Melissa Cutcher (Administrator)

    Responsibilities

    The Systems Analyst I is in charge of the design, development, implementation, integration and maintenance of computer data and technology systems. These systems include components of project management, software applications, operating systems software, web technologies, networking hardware/software and other computer hardware/software.

    The incumbent collaborates with City staff to develop or participate in the selection of software and remains accessible to user after implementation to ensure computer systems are properly maintained. The incumbent performs initial feasibility studies of proposed systems to determine if and how the Department of Information Technology can be employed to improve user operations.   

    The incumbent writes the more intricate programs in the system and provides guidance to programmers, developers or contractors also working on the system. Also, must be able to identify problems encountered with systems, both hardware and software, and recommend or implement the corrective action necessary. 

    The Systems Analyst I must be available for on call support 24 hours a day, 7 days a week, year round, for systems that are deemed as “critical”.

    Minimum Qualifications

    Bachelor's degree in Management Information Systems, Computer Science, Geographic Information Systems or related field AND 3 years of experience in one or more of the following: programming, database support, web design, or software maintenance;

    OR 

    Associate's degree in Management Information Systems, Computer Science, Geographic Information Systems or related field AND 5 years of experience in one or more of the following: programming, database support, web design, or software maintenance. A project management certification may substitute for one year of the above listed experience. 

    Degree must be from a college or university that is accredited by the U.S. Department of Education through the North Central Association of Colleges and Schools Higher Learning Commission or equivalent region.

    License Requirements

    Must possess a valid driver’s license at time of appointment and maintain thereafter as a term and condition of continued employment.

    Notes

    Applications must specifically address each of the minimum qualifications, directly showing how each is met.

    Appointment to positions in this classification will require applicants to pass a police background investigation. Final permanent appointment is contingent upon the applicant passing a job-related medical examination, including drug screen, and providing documentary evidence of Employment Authorization and Identity. 

    Applicants offered employment with the City will be required to pass a nicotine screening. Newly hired employees must remain tobacco and nicotine free as a condition of continued employment. 

    The Tobacco and Nicotine Free Hiring Policy does not apply to current City employees subsequent to HR Policy 2.09. 

    An Equal Employment Opportunity Employer 

    Job Posting: Systems Analyst I - City of Dayton (jobapscloud.com)

  • 09/03/2021 9:58 AM | Kaitlin Quellhorst

    Manager of Information Technology - Mikesell's Snack Food Company 

    https://www.linkedin.com/jobs/view/2693734693/?alternateChannel=search&refId=N8oXlqX4Splf9eehelNPHw%3D%3D&trackingId=AinFFYf5Ssh164C3Aq5ZBw%3D%3D

    Headquartered in Dayton, Ohio since 1910, Mikesell’s Snack Food Company manufactures and/or distributes snack foods such as potato chips, pretzels, puffcorn, popcorn, cheese curls and pork rinds in Ohio, Indiana, Kentucky and Central Illinois. It has manufacturing plants in Dayton and Indianapolis and distribution centers in Dayton, OH, Indianapolis, IN and Louisville, KY. 

    We are searching for an experienced IT Manager to lead our information technology team in the areas of development and engineering, security, infrastructure, business intelligence, technical business analytics, and systems support; to drive implementation of best practices for optimizing infrastructure and operation costs; and to improve system performance. 

    This vital role will develop and continuously align the multi Mikesell’s site manufacturing, e-commerce operations and our corporate office digital ecosystems with rapidly changing business needs and the Mikesell IT technical roadmaps. These roadmaps will support complex and exciting IT initiatives that require understanding of analytical problem-solving techniques, project management, lifecycle management and operational excellence. 

    KEY RESPONSIBILITIES INCLUDE BUT NOT LIMITED TO: 

    • Provide the strategic vision and leadership across Mikesell’s on all IT related tools and services 
    • Develop and operationalize Mikesell’s information technology strategy. Recommend short- and long-term IT goals and objectives to the Mikesell’s leadership team 
    • Continuously build and refresh knowledge of technology, through external networks, contacts and partnerships. 
    • Understand the changing competitive, consumer and technology landscape and identify opportunities to bring new tools, concepts, and approaches to Mikesell’s 
    • Responsible for developing roadmap and initiatives for IT Operations in collaboration with functional leads 
    • Build a business partner organization to deliver and maintain business capability/technology products and services, including but not limited to customer relationship management, sales force automation, marketing automation, B2B portals, e-commerce, web sites, customer data platform solutions, ERP, scanning platforms 
    • Drive transformational change and innovation while balancing business, infrastructure, and technology needs 
    • Provide management, leadership and development for IT team 
    • Implement best practices for optimizing infrastructure and operation costs and improving system performance. 
    • Define, champion, and execute the overall IT security strategy, roadmap, and governance structure in collaboration with IT and business stakeholders throughout the Mikesell’s organization 
    • Foster a strong customer-centric culture through the Mikesell’s organization and to our business partners 
    • Maintain disaster recovery and backup procedures to enable business continuity 
    • Manage selection, standardization, purchasing, configuration, and refresh of end user experience (Hardware/Software/Services) 
    • Ensure maximum uptime and stability in the company’s systems and networks 
    • Develop and manage IT budget 

    REQUIRED EXPERIENCE: 

    • ERP experience preferably JD Edwards or SAP in a manufacturing, distribution and warehousing environment 
    • Knowledge of business planning processes (budgetary, strategic goals, business metrics, etc.) 
    • Manages projects or customer relationships of critical importance 
    • Develops advanced/leading-edge technologies and/or concepts 
    • Creatively and strategically supports key business objectives 
    • Excellent leadership skills and the ability to coach and develop talent in alignment with Mikesell’s mission/vision 
    • Gathering business requirements and creating specifications 
    • Experience in re-engineering or process improvement 
    • Strong communication, project management and technical skills are critical 
    • Must be able to clearly communicate ideas and status to a variety of audiences 
    • Develops innovative solutions, systems and products to support Mikesell’s business objectives 
    • Builds external alliances with customers and industry experts to gain and share information and industry trends 
    • Impacts company results, image or operational effectiveness 
    • Provides influence and authoritative advice at the most senior levels 
    • Reaches out to support and collaborate with other Mikesell’s business functions 
    • Provides consultation, influence decisions, and identify and resolve critical issues 
    • Represents area of professional and/or technical expertise for Mikesell’s externally 

    OTHER DUTIES: Please note this job posting does not constitute a job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the incumbent for this job. Duties, responsibilities and activities may change at any time with or without notice. 

    Our team members are the key to our success and that is why we offer career opportunities with outstanding benefits including: 

    • • Comprehensive Medical, Dental, Vision Coverage 
    • • 401(k) Retirement Plan with Employer Matching 
    • • Supplemental Voluntary Benefits (STD, Life, Accident) 
    • • Generous PTO Policy & Paid holidays 
    • • FSA -Flexible Spending Account 

    Job Level: Manager

    Schedule: Full-time

    Is remote work (i.e., working from home) allowed for this position? No

    Does this position offer relocation?: No

    Travel: Yes, 10 % of the Time 

    All employment decisions shall be made without regard to age, race, creed, color, religion, sex, national origin, ancestry, disability status, veteran status, sexual orientation, gender identity or expression, genetic information, marital status, citizenship status or any other basis as protected by federal, state, or local law 


  • 09/03/2021 9:48 AM | Kaitlin Quellhorst

    https://jobs.smartrecruiters.com/ITW/743999768511462-telecommunications-engineer

    Telecommunications Engineer

    • 701 S Ridge Ave, Troy, OH 45373, USA
    • Full-time
    • FLSA Status: Exempt

    Company Description

    Hobart Service, an Illinois Tool Works Company, has been in business for over 120 years and is the trusted source for Commercial Food Equipment Service Solutions.  We have over 1,700 associates nationwide who serve as valued partners to our customers.  Our employees are dedicated to providing the best customer service, give back to the communities where they live and work, and demonstrate the ITW values of Integrity, Simplicity, Trust, Respect and Shared Risk.

    Job Description

    SUMMARY

    Reporting to the IT Infrastructure Manager, the Telecommunications Engineer is responsible for maintaining, upgrading, and managing all telephony services for the organization. As an engineer/analyst, the selected candidate will contribute to the company’s business targets by partnering with business and IT stakeholders, understanding customer requirements, and recommending best practice driven solutions. The Telecommunications Engineer will administer a current CCaaS environment and on-premises PBX, while working as a key resource for a planned UCaaS implementation. The selected candidate will also be tasked with understanding and simplifying operational UCaaS and CCaaS processes to shorten implementation lead times.

    ESSENTIAL DUTIES AND RESPONSIBILITIES

    • Help to develop the corporate telephony, unified communications, and contact center vision
    • Contribute to the company’s technical “cloud first” strategy
    • Oversight and management of all aspects of the telephone, unified communications, and contact center environments
    • Monitor sites to ensure reliability and uptime of the telephony system
    • Ensure compliance with state and federal regulatory telephony requirements
    • Develop and improve telephony operations by conducting systems analysis; recommending changes in configurations, policies and procedures.
    • Perform moves, adds, and changes of user accounts in the telephony system.
    • Provide information by collecting, analyzing, and summarizing reports within the telephony system.
    • Provision phone systems with other members of the IT team for new or relocated branch locations
    • Working closely with the IT Service Desk, be the primary point of escalation for all things telephony.
    • Work with IT Leadership to understand priorities
    • Partnership at all levels of the organization.
    • Facilitate communications around telecommunications projects, especially change management related activities and ensuring key business stakeholders are informed of the plan, and changes.
    • Participate in continued education to stay up to date on current UCaaS and CCaaS technologies and services in the industry
    • Contribute to the development of a strategic direction of the enterprise IT Infrastructure services and operations.

    Qualifications

    Minimum Qualifications

    • Bachelor's degree in Information Technology, Computer Science, Information Systems, or a related field
    • 2+ years’ experience administering CCaaS solutions
    • 4+ years’ experience administering PBX or UCaaS solutions
    • Office 365 Experience
    • Microsoft Teams Experience
    • Experience with direct end-user support
    • Strong critical thinking and decision-making skills
    • Strong ability to prioritize
    • Firm grasp on telephony operations and best practices
    • Brings an outside-in perspective to telephony and IT operations
    • Excellent and collaborative communication skills
    • Ability to influence throughout the organization without authority

    Preferred Education/Experience but not required

    • Experience implementing UCaaS and CCaas solutions across multiple locations
    • Experience with Shoretel/Mitel Connect
    • Experience with Five9 Contact Center
    • Experience with major UCaaS providers such as RingCentral, 8x8, Cisco, Zoom
    • Administrative experience with Office 365 and Teams calling
    • Experience integrating telephony systems with business systems such as databases, CRM, or ERP

    Additional Information

    Why work for us?

    • Competitive pay
    • Great insurance options with low premiums
    • Paid vacation and holidays
    • 401K with company match
    • Extensive on-the-job, online, and classroom training
    • Service vehicle, uniforms, and safety equipment provided
    • Safety-conscious work environment

    Hobart Service is an equal opportunity employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability status, protected veteran status, or any other characteristic protected by law.


    ITW and Hobart Service are committed to providing a healthy and safe environment for all employees. To demonstrate this commitment, Hobart Service is tobacco-free (including e-cigarettes) on campuses and within company vehicles and maintains a drug-free workplace.


    If you are a qualified individual with a disability and are unable or limited in your ability to use or access the online application system process due to your disability, please contact Human Resources at service.hr@hobartservice.com to request assistance. No other requests will be acknowledged.


  • 08/30/2021 2:14 PM | Melissa Cutcher (Administrator)

    Mardi Humphreys, Change Agent, Integration Edge

    Last week we discussed how to retain your current employees during the Talent Tsunami. But despite your best efforts, it’s likely that some of them will still jump ship (cue Debbie Downer). From a financial perspective, hiring a new employee is an expensive process. You not only have to calculate salary, but also the cost of recruiting, training, and benefits. If you are a company of 0-500 people, this price could average $7645. How can you ensure you’re attracting trustworthy talent?

    Congruity Through Change

    It’s tempting to just increase the top of the salary range or offer a sign-on bonus and publish the “We’re Hiring!” post. But throwing money at the problem is not a long-term solution. The pandemic proved the workplace can function very differently than it’s been allowed to since the industrial age. This excited employees, but management not so much. COVID-19 fast-tracked the inevitable evolution of the way knowledge work gets done. Protocol that made factories run efficiently (e.g., all employees work five consecutive eight-hour days) are no longer in employees nor companies best interests here at the end of the digital revolution. If you make this an arbitrary rule, you risk losing out on valuable talent. Conversely, if you explore innovative alternatives for running your business, then you keep your company’s vision intact by taking advantage of modern methods to manifest it. For example: How many processes can you automate? Can you employ subcontractors? Can you upskill high-value individual contributors? Concepts like remote working and unlimited PTO that your company deemed impractical before COVID-19 are now your competitors’ widely advertised company perks. Ponder how implementing such changes may impact your business. A company that helps its workforce navigate work-life integration attracts employees who want to make that company thrive. Be a company that allows employees autonomy to get their projects done, advance in their career and life, and affiliate with both their coworkers and company. Prioritize being a great place to work; a place where employees are valued as human beings. When you do, that becomes part of your brand. In short order, you have an inspiring story to tell everyone and you will attract a workforce excited to invest in the company’s success.

    Not Your First Rodeo

    You’ve been short-handed before, so now is not the time to panic. Employment is a long-term prospect. You need to discern whether a new hire will be a loyal member of your team or if they are just riding a Talent Tsunami wave. Be as selective in choosing whom to add to your staff now as you were pre-pandemic. When hiring, consider: 

    • Why are they changing jobs?
    • Did COVID-19 cause them to be laid off or furloughed?
    • What did they learn during the pandemic that will help them succeed in this role?
    • Are they looking for more purpose in their work?
    • What specifically drew them to your company?
    • Did someone you trust from your network connect you to this talent prospect?
    • Do they seem excited to meet with you?
    • Did they tailor their resume to the open position?
    • Did they ask you good questions about both the company and the job?

    This power shift to job seekers won’t last forever. You’ll likely have the same pre-pandemic issues (e.g., finding employees with specific skills) you always had, but if you refresh your policies to create more win-win working conditions, you’ll attract quality talent.

    What makes your organization attractive to talent?


  • 08/30/2021 2:13 PM | Melissa Cutcher (Administrator)

    Mardi Humphreys, Change Agent, Integration Edge

    You kept your business solvent during the pandemic. Now vaccines are available and buildings are reopening. Both you and your workforce are deciding where to go from here. Pivots like switching the product you manufacture (e.g., making hand sanitizer instead of bourbon) or shifting your employees to working from home has not only burned everyone out, but also revealed work-life integration paradigm shifts. You need to both retain your current workforce and attract new employees, but how? This week, let’s focus on keeping the folks you have.

    Pivot Again

    You regularly adapt your business to market conditions. This shift in the balance of power is a condition more abrupt than most, but it offers you a gift. It forces you to look at your mission, vision, values, policies, and procedures and sift them through the filter of The Platinum Rule. For example, employees hear the siren call of flexibility and autonomy in their jobs. Are your company’s paid time off policies amenable to employees with caregiving duties to young children, aging parents, chronically ill partners, etc.? If not, then it behooves you to reevaluate those policies. If your employees are being washed away by the Talent Tsunami, then you need to take a long, hard look at your company’s culture, protocols, and development paths. If your workforce was happy before the pandemic, then they would not be so tempted to leave now. You will be wise to shift your mindset to focus more on taking care of your employees and repeatedly communicating that commitment. People want to work in an environment where they feel valued. If your company has a vision the workforce can believe in, you coach them to share it, and demonstrate how their jobs are integral to realizing it, then employees get invested in meeting the company’s goals and want to stick around.

    Engagement Brings Retention

    The inconvenient truth is it’s cheaper to keep an employee than to hire a new one. If you don’t know what your employees need to achieve work-life integration, or to feel appreciated, now is the time to ask and actively listen to their answers. Individual contributors who feel they belong and have purpose are less likely to burn out. How do you know if your employees are burned out? Ask them. Company-wide email surveys are easy to create, send, and compile results. You can ask questions like: How do you think the company handled pivoting during COVID-19? How many days a week do you want to WFH? If the company reimburses you for upskilling, will you agree to work for us for a year? The answers will give you data that will not only help you to assess the risk of employees leaving, but also reveal what you can do to keep the good ones.

    “Bye” the Way

    Unless employees signed a contract saying they’d do one, they are not obligated to give exit interviews. A smart employee will not grant one if they don’t have anything nice to say. An exit interview is more of a benefit to you than to them. It’s an exiting employee’s gift of feedback to you. If the resigning employee grants one, stick to questions that will help you retain other employees. For example: What could the company have done to make it easier for your team to communicate with each other?

    What are you doing to encourage your employees to join you in making your business succeed?



ANNUAL PARTNERS

Our Annual Partners share a common goal; to connect, strengthen and champion the IT community in our region. A Technology First Annual Partner is an elite member leading the support, development and expansion of Technology First services. In return, Annual Partners improve community visibility and increase their revenue. Make a difference in our region and your business. Become a Technology First Annual Partner.  

Learn more about the benefits of being one of our Annual Partners.



Technology First

1435 Cincinnati St, Ste 300, Dayton Ohio 45417

Info@TechnologyFirst.org

© Technology First, All Rights Reserved