New Marine Corps Body Fat Standards

New kriegsmarine Corps Body Fat StandardsNew Marine Corps Body Fat StandardsTo qualify for the rigors of the Marine Corps, recruits must meet fitness standards, and enlisted Marines must maintain a high level of physical fitness throughout their tour of duty. To that end, the Marine Corps has introduced updates to its fitness requirements, which include new requirements for the physical fitness test (PFT), combat fitness test (CFT) and limits on the percentage of body fat. Rather than measuring weight alone, the Marines and other branches of the military consider the percentage of body fat based on height and age, and on measurements of neck and waist circumference. Female Marines are also subject to hip circumference measurement. How Physical Fitness Is Factored The most recent changes to the body fat percentage limits increased the height and weight standards for female Marines and allow Marines who achieve high scores on the PFT and CFT to be exempt from the height and weight standards. So for example, if a Marines maximum allowed body fat percentage for his age and height range was 19 percent, but he scored above 250 points on both the PFT and CFT, he would be allowed a body fat percentage of 20 percent. Updates to the Circumference Measurements These changes were made because the Marines realized that when someone exercises vigorously to get into top physical condition, he or she will often add bulk in the form of muscle.Thats a big part of the reason for the Marines movingtoward using more precise measuring devices to measure the neck, waist and hip circumferences. Rules for Waivers of Body Fat Requirements Also, waivers for the body fat requirements can now be given by the first general officer in a Marines chain of command. Previously such waivers were only available from the deputy commandant of Manpower and Reserve Affairs. Including Wider sortiment of Age Groups The Marines also expanded the number of age ranges contained in its fitne ss requirements. Marines used to be divided into four age ranges, but are now separated into eight different age groups. The report that recommended this change stated there was no scientific basis for the four age ranges, a system that had been in place since 1956. Heres an example of where the new body fat requirements and age ranges will make a difference. A woman in her late 30s will be allowed to have 28 percent body fat instead of the previous cut off of 27. Men 36 and older are permitted to have 20 percent body fat, previously allowed only for men 40 and older. Below is a chart of the latest body fat standards for Marines, divided into the new age ranges. Age Groupbody fatbody fatMenWomen17-2018 %26 %21-2518 %26 %26-3019 %27 %31-3519 %27 %36-4020 %28 %41-4520 %28 %46-5021 %29 %51+21 %29 %Marine Corps Body Fat Standards Marines who exceed the body fat standards are placed into a body composition program to help them achieve their fitness goals. But those who repeatedly fail to maintain required body fat standards may be subject to administrative sanctions which can include reprimands, denial of promotions, administrative demotion in rank, and even administrative discharge.

Bias Should you trust your gut in hiring Think again.

Bias Should you trust yur gut in hiring Think again.Bias Should you trust yur gut in hiring Think again.Imagine that youre interviewing a new applicant for a job, and you feel something is off. She says all the right things, and her resume is perfect for thejob - except your gut tells you otherwise.Should you go with your gut?In such situations, your default reaction should be to be suspicious of your gut.Research showsthat job candidate interviews are actually poor indicators of future job performance. Unfortunately,most employerstend to trust their guts over their heads and give jobs to people they like and perceive as parte oftheir in-group, rather than simply the most qualified applicant.This is the kind of challenge I encounter whenI consultwith companies on how tobetter handleworkplace relationships. Research that I and others have conducted on decision-making offer some clues on when we should - and shouldnt - listen to our guts.Should you trust yourgut or yourhead?The reactio ns of our gut are rooted in the more primitive, emotional, and intuitive part of our brains that ensured survival in our ancestral environment.Tribal loyaltyand immediate recognition of friend or foe were especially useful.In modern society, however, our survival is much less at risk, and our gut is more likely to compel us to focus on the wrong information to make decisions.For example, is the job candidate youre interviewing similar to you in race, gender, socioeconomic background? Even seemingly minor things like clothing choices, speaking style, and gesturing can make a big difference in determining how you evaluate another person. Our guts automatically identify those people as belonging to our tribe and being friendly to us, raising their status in our eyes.This quick, automatic reaction of our emotions represents theautopilot systemof thinking, one of thetwo systems of thinkingin our brains. It makes good decisionsmostof the time but also regularly makes certain systematic th inking errors that scholars refer to as cognitive biases.The other thinking system, known as the intentional system, is deliberate and reflective. It takes effort to turn on, but it can catch and override the thinking errors committed by our autopilots. This way, we can address the systematic mistakes made by our brains in our workplace relationships and other areas of life.In regard to tribal loyalty, our brains tend to fall for the thinking error known as the halo effect. Thiscausessome characteristics we like and identify withto cast a positive halo on the rest of the person.Its opposite is the horns effect, in which one or two negative traits change how we view the whole. Psychologists call this anchoring, meaning we judge this person through the anchor of our initial impressions.I have to struggle with this every dayWhen a company asks me to helpmotivate employees to change through deploying social intelligence strategies, my autopilot system often experiences negative emotions toward seemingly stubborn employees who refuse to align with the companys goals. It takes constant effort to avoid letting my first impressions anchor me.Fortunately, knowing about unterstellung intuitions helps me override my gut feelings and figure out what causes employees to avoid changing. The answer is almost always in their autopilot system - fear, anxiety, desire for safety, and so on.Being able to empathize with them is key to helping me overcome my intuitions and use my intentional system to provide companies with an effective plan for motivating employees.Heres how to override yourgutThe researchis clear that our intuitions dont always serve us well in making the best decisions (and, for a business person, bringing in the most profit).Scholars call intuition atroublesome decision toolthat requires adjustments to function properly. Such reliance on intuition can also beespecially harmful to workplace diversity and paves the path to bias in hiring, including in terms ofrac e,disability,gender, and sex.Numerous studies show thatstructured interventionsare needed to overcome bias in hiring. Butunfortunately,business leaders and HR personnel tend to over-rely on unstructured interviews and other intuitive decision-making practices.Leaders fall preyto the autopilot systemsoverconfidence bias, a tendency to evaluate our decision-making abilities as better than they are.They often go with their guts on hires and other business decisions rather than use analytical decision-making tools that have demonstrably better outcomes.A good fix is to use your intentional system tooverride your tribal sensibilitiesto make a more rational, less-biased choice that will more likely result in the best hire.You could note ways in which the applicant is different from you - and give them positive points for it, as well as give negative points for those ways they are similar to you. You can also createstructured interviewswith a set of standardized questions asked in the sam e order to every applicant.Your goal should be to avoidemotional reasoning, a mental process in which you conclude that what you feel is true, regardless of the actual reality.Ignoring your gut will help youmake the best decisions in workplace relationships - and hire the best people for the job.

Sample Resume for Glazier Job Position

Sample Resume for Glazier Job PositionSample Resume for Glazier Job PositionAccording to the Bureau of Labor Statistics, the demand for glaziers is projected to grow by 11 percent through 2026, so if youre an experienced glazier desiring a new job, get your resume ready. Your resume lets potential employers see the good work youve done and highlights your fit for the open position.Working with glass demands physical strength, a keen eye, and knowledge of safety procedures, all of which should be highlighted in the skills section of your glazier resume. If you have experience beyond a high school diploma, such as vocational school or an apprenticeship, mention it in the summary statement so that potential employers cant miss it. Union membership and affiliation with craft guilds can boost your credibility with certain hiring organizations.Use the glazier resume template below as a model to etch out a clear-cut document of your own. Create this Resume Callie Bork2874 Ottis StreetOklah oma City, OK 73102(123)-529-7057c.borksmail.comObjectiveTo ensure a position in one of the top steel curtain wall and sore front fabricators as Glazier to provide superior service to generate good income for the company. Summary of QualificationsKnowledge and practical experience with WISHA and OSHA regulationsPhysically fit and flexibleFunctional and technical skillsHigh level of customer serviceExcellent supply management skills, reporting skillsProfessional ExperienceGlazier, January 2007- PresentBaldwinsville Glass, Baldwinsville, NY ResponsibilitiesExecuted and performed cutting, grinding, polishing, and drilling of glasses.Handled and managed sheets of glass in the warehouse, during transportation, and at the work site. Controlled and operated slings and power lift devices. Applied and utilized adhesives, sealants and caulks.Prepared and documented estimates and invoices. Glazier, May 2004- December 2006Liberty Personnel Services, New City, NY ResponsibilitiesExecuted and per formed skilled glass work in the fabrication, repair, and installation of glass and glass components. Repaired and replaced broken windows in wood, metal, steel, aluminum, lead and zinc sashes by removing broken glass and putty. Executed and performed duties such as cutting, seaming of glass, drilling holes, placing finger pulls in glass, and cutting glass bottles and tubing. Made, installed or repaired desk and table tops, and glass doors. Rebuilt windows, reglazed new and used sashes. EducationMasters Degree in Glass Engineering, 2004Yale UniversityBachelors Degree in Glass Engineering, 2002Yale University Customize ResumeMore Sample ResumesGeotechnical Engineer Resume Glazier Resume auf der ganzen welt Sourcing Manager Resume Golf Course Superintendent Resume Guest Relations Resume