Posts tagged ‘CivilEngineeringCentral.com’
The American Society of Civil Engineers (ASCE) has initiated a “Grand Challenge.” The Grand Challenge asks for a commitment from civil engineers to be innovative in all phases of project planning, design, and implementation. The Grand Challenge’s goal is to reduce infrastructure lifespan costs by 50% by 2025 and to encourage innovation and design for infrastructure sustainability. The ASCE Grand Challenge asks civil engineers from all backgrounds and at every career stage to “implement performance-based standards, resilience, innovation, and life cycle cost analysis in all projects.”
The ASCE Report Card for America’s Infrastructure estimates the investment needed for our infrastructure by 2020 is $3.6 trillion, of which $1.6 trillion is unfunded. With each passing year our bridges decay, water mains leak and our foundations crumble. Band-aids are applied and wounds stitched until the next disaster. The new administration assures us that America’s infrastructure- airports, transit/rail, etc- will lead the world. Where will that $1.6 trillion come from if we are not selling our infrastructure to other countries? ASCE summons its members to become leaders in creating solutions to, at the least, reduce the insufficiency.
What do you think? Can this work? Why not at least try?
Download your “Outreach Toolkit” here: https://ascegrandchallenge.com/toolkit/
Let’s us know what you think!
View Carol’s profile & connect with her on LinkedIn
The legalization of marijuana use in Colorado and Washington is causing an uprising within the A/E marketplace. It has been reported that firms are trying to determine policies that take in consideration federal and state laws while being mindful of employee and client safety. Speaking with operations and human resources executives on the legalized use of marijuana by employees, I am receiving one unified comment:
Marijuana use will not be tolerated-whether legal in the state the employee works or not.
Civil engineering and architect employers believe that any potential impaired judgement could lead to fatal design issues or poor decision making. I asked several executives how recreational use of the drug during personal hours is any different than staff consuming alcohol on their own time. Additionally, I asked “If an employee goes on vacation to Colorado or Washington, then smokes marijuana, returns and tests positive- what will happen?” I received a variety of responses to both these questions, but no clear answer. “Too many shades of gray. Employees need to take responsibility. If they are smoking in a legalized state on vacation, chances are they are smoking at their homes too.” Emotions are running deep on this topic.
The Department of Defense has reported that contractors who test positive for any drug use may lose their security clearance. Similarly, other federal agencies require contractors/engineering firms to drug test staff working on their projects. This would clearly direct firms providing services to those agencies. Liability insurances for many firms are expected to rise.
NORML (www.NORML.org) shares “marijuana is the third most popular recreational drug in America (behind only alcohol and tobacco), and has been used by nearly 100 million Americans. According to government surveys, some 25 million Americans have smoked marijuana in the past year, and more than 14 million do so regularly despite harsh laws against its use. Our public policies should reflect this reality, not deny it.”
Carol Metzner President, The MetznerGroup Managing Partner, CivilEngineeringCentral.com View Carol’s profile & connect with her on LinkedIn civil engineering jobs :: civil engineering resumes :: civil engineering blog :: civil engineering discussion
More A/E firms are adding behavioral and personality assessments to their interview process. These tests or inventories “show” tendencies or ways that you are most likely to respond to your surroundings. Proponents say results from the assessments when used with a face to face interview will help predict a good “fit” between you and the job for which you are applying. These evaluations are standardized and carry statistical analysis to add to more commonly used conversational interviews. It has been reported that, unlike a normal interview, it is impossible to “cheat” on an assessment; impossible to answer questions that you think will give you a profile that an employer is seeking. And, you should not try to cheat. Eventually, your true personality will show itself. Firms believe the more they can discover about a persons strengths in personality as well as technical knowledge, the better the chance for a long term employment fit.
Recently I heard a story that shocked me! An executive shared with me one of his behavioral and personality assessment stories. After multiple interviews for a key leadership role in a mid-sized firm, the CEO asked him to meet with a psychologist for an assessment. As he entered the psychologist’s office, the CEO entered also and sat down. The psychologist began with his very in-depth assessment and the CEO remained. This is unethical and highly unusual. I asked the executive why he didn’t ask the CEO to leave or just stand up and walk out! Easy to think what we all would do but tougher when actually in the situation. Afterwards the executive candidate did tell the CEO it was inappropriate for him to have been in the assessment and he withdrew as a candidate.
Back in my graduate school days (many years ago) I recall writing a paper on the worst personality assessment tool I had come across. The test results were based upon which color you liked the best. The test had the validity of a newspaper horoscope. So as I was contemplating this blog, I took one of the common assessments utilized in our industry: The DISC assessment. Without going into too much detail, I will summarize: It was accurate. My chosen profession as an executive recruiter working with architects, engineers and scientists is a good fit!
In my experience, I have seen that when used accurately, various assessments can be helpful. However, often I have witnessed these tools to be used to knock out otherwise good candidates. Readers of the results often “see what they want to see.” They turn a positive attribute into a negative one. It is important that interpreters and users of the collected data be EDUCATED on how to use the information correctly and to weigh the results accurately!
Have you taken any assessments as part of an interview process? Which ones have you taken? Do you think it is invasive, helpful or neither? Do you think you were not offered a job because of testing?
This is “ENGINEERS WEEK” and we encourage you to get involved! It isn’t too late. This year the theme is “Celebrating Awesome.” Please visit NSPE and ASCE to see what events are scheduled in your area.
Let us know how you are celebrating the civil engineering profession. Do you participate? If not, then why not? If you do, then what events do you attend?
Another casualty of the economic downturn: The Civil Engineering Internship. Recently I received a call from a career development coordinator for the engineering department at a respected University. We discussed the difficulty in finding internship placement for her recent civil engineering graduates. In the past, the department saw each graduate easily find civil engineering apprenticeships. In the past 2 years the University has struggled to find any for their students, let alone jobs post graduation.
When I worked as a corporate recruiter, internship experience was an added value on a resume. Whether it was working with a summer survey crew or assisting in processing plans, the students with experience received favoritism from many hiring managers. These students were perceived as having valuable practical knowledge. One manager said “this student knows what it means to get up and go to work at a civil engineering firm.” He would routinely hire these students over their counterparts who had no relevant apprentice accomplishment.
While some civil engineering firms have been hiring, they are holding on bringing in students. What will the effect be on the civil engineering profession 4- 8- 12 years from now?
civil engineering jobs :: civil engineering resumes :: civil engineering blog :: civil engineering discussion
It is that time of year again and the political landscape is heating up! A Google search shows that past/current Mayors of Omaha, NE, City of East Orange, NJ and Norton, OH were/are civil engineers. Current Portland, OR Mayoral candidate, Steve Sung, spent 32 years as a civil engineer for the city of Portland. With two candidates for California and Indiana congress, civil engineers are “taking to the streets” to lead policy formation.
Recently I asked civil engineer and past Mayor of Frederick, Maryland, Jeff Holtzinger, for his thoughts on civil engineers and local politics. Here is his comment:
“Civil Engineers are a good fit to solve the problems many cities are facing with aging infrastructure and infrastructure that has been outpaced by growth. I also think the analytical thinking which is part of an engineering background gives engineers an advantage in problem solving.”
As our cities’ infrastructure decays, having a background in civil engineering seems to bring an added benefit to the political table. It would be interesting to see if cities with civil engineering trained Mayors have better infrastructure at the end of their term than similar cities.
What do you think?