d-mars.com Business Journal 87

Business Journal Inspire, Inform & Educate

October-November 15, 2014

INSIDE

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87th Edition @dmars_com

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Building a Better Workforce

Greater Houston Black Chamber Celebrates Pinnacle Award Winners The Greater Houston Black Chamber of Commerce (GHBC) recently celebrated its 20th Annual Pinnacle Awards Ceremony, honoring a variety of Black-owned businesses and saluting entrepreneurism in the Greater Houston area.

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Texas Southern University Offers Innovative Programs

By Richelle N. Jones, J.D. Armed with the motto, “Excellence in Achievement,” Texas Southern University has produced some of the most prominent leaders of our time.

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Carrie Poole, CEO of Professional Career Training Institute, Places Students on Path to Excellence “Building a Better Workplace”

By Alvin Terry After being in the workplace for more than 20 years, I would like to share some of the real world experiences that I had to encounter while growing up to be that model employee.

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Celebrates Top 30 Influential Women of Houston Join our e-mail list for the latest updates @ d-mars.com

It’s not enough to train today’s workforce. We also have to prepare tomorrow’s workforce by guaranteeing every child access to a world-class education.

– Barack Obama

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October-November 15, 2014

Journal Behind The

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Publisher’s Message

Keith J. Davis, Sr.

SR. PUBLISHER Keith J. Davis, Sr.

SENIOR VICE PRESIDENT Kevin Davis

VICE PRESIDENT Kim Floyd

ASSOCIATE EDITOR Valerie Jones

ACCOUNTING MANAGER Eugenie Doualla

Office Manager

In order to build a more capable workforce, we must equip our generation with the tools needed to succeed.

Our cover story, Professional Career Training Institute – under the leadership of CEO Carrie Poole, is doing just that. With a steadfast desire to see students graduate and land good jobs to help support their families, she took it upon herself to create an institution that generates skilled workers and has been extremely successful at doing so.

As always again, thank you for your continued support of d-mars.com. When you support d-mars.com, you are supporting more than just our company; you are supporting the communities in which we live and work. Working together, we can succeed in making positive things happen.

Johnny Ray Davis, Jr.

SENIOR ACCOUNT EXECUTIVES C.T. Foster Eric D. Goodwine Tiffany Black

CONTENTS

PHOTOGRAPHY L.C. Poullard Grady Carter Tony Gaines

MULTIMEDIA DIRECTOR Andrea Hennekes

online support specialist Anthony Torregosa

LAYOUT & GRAPHIC DESIGNER Angel Rosa

DISTRIBUTION Booker T. Davis, Jr. Rockie Hayden

CONTRIBUTING WRITERS Valerie Jones Noel Pinnock Richelle N. Jones, J.D. J Thomas Smith Dr. D. L. Jones Alvin Terry Mikal Powers

Carrie Poole, CEO of Professional Career Training Institute, Places Students on Path to Excellence.................................... 4 “Building a Better Workforce Starts with…You”....................................................................................................................................... 6 d-mars.com Celebrates Top 30 Influential Women of Houston........................................................................................................... 8 Greater Houston Black Chamber Celebrates Pinnacle Award Winners............................................................................................16 The Bulsard Group, LLC among ICIC and FORTUNE’s Inner City 100 Winners..................................................................................18 Texas Southern University Offers Innovative Programs......................................................................................................................20 Did You Know?.................................................................................................................................................................................................. 22 Old Folks Saying… ........................................................................................................................................................................................... 22 In the Business Community…....................................................................................................................................................................... 24 A Better Workforce is A Drug-Free Workforce.........................................................................................................................................26 Employee Recognition & Appreciation are Priceless............................................................................................................................26 “Building a Better Workplace”......................................................................................................................................................................28 Lifelong Learning and Investment in Employee Training Critical to Building a Better Workforce..........................................30 100 Businesses on site at City of Houston’s Office of Business Opportunity Inaugural Job Fair........................................... 32

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Carrie Poole, CEO of Professional Career Training Institute, Places Students on Path to Excellence

By Valerie Jones Associate Editor

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et’s face the truth: high school and college graduates today will enter a workforce that is far different from previous generations. The job market has changed, demands have changed and technology is constantly evolving.

Where There’s a Need, There’s a Way Where There’s a Need, There’s a Way Greenville, Mississippi native Carrie Poole recognized market and industry demands. After she relocated to Houston in 1982, Poole pursued employment in Corporate America. After gaining two decades of experience in management, training and development – all the hands-on skills and background necessary to do something great – she decided to take action.

“I was already in the education arena and I looked around me and saw how tremendous the need was for training and job placement,” she said. “I had a vision to open an institution that would be state-of-the-art, recognized for its lifelong learning and committed to Houston and its economic growth as well as helping to develop community partnerships and providing educational excellence.”

Poole observed the number of African American men who were unemployed and/or undereducated and were struggling.

“You have to find compassion for those who are struggling to try to take care of their families,” she said.

“At that time, construction was a huge market in Houston. With the high number of construction-related jobs available and so many African American men who were unemployed and undereducated, I knew I had to do something to help.”

After meeting with various agencies in the Houston area and through collaborations with area leaders, Poole moved forward with her vision. Professional Career Training Institute (PCTI) opened its doors in 2002 and enrolled its first group of students about a year later.

“We only had about 2,500 square feet of space,” Poole said. “We had 10 students and only two approved educational programs.”

Helping Others Succeed Helping Others Succeed Poole recognized that Houston is a large diverse city with several small businesses and ample opportunities.

“Because PCTI is positioned in an area and city with a number of opportunities, we are actually on the cutting edge of providing a qualified workforce so that small businesses, large businesses and the community in general can be successful and have a quality workforce to meet the needs of their customers,” Poole said.

“This school is a huge part of the community and helps businesses to reach their maximum potential.”

Today PCTI has a 9,000-square-foot facility and enrolls hundreds of students each year.

The population of students, 90 percent whom are male, all have diverse backgrounds with the majority of them are either seeking a new career or looking to upgrade their skills to enhance their quality of life.

They seek nontraditional classroom settings: a small

environment with hands-on real world training.

“Many of our students are economically disadvantaged, but they have the motivation and they all have a need…they want to do better and rise above their circumstances,” Poole said. “They all want to take care of their families. We have some students who have background issues. They’re here for a second chance. The commonality among them all is the desire to improve the quality of life.”

From admissions to academic advisors and counselors, to financial aid, PCTI has a team of diverse individuals who are highly trained and qualified in their area of expertise. All instructors are licensed by the State and required to have more than 10 years of experience in the area for which they provide training.

“Workforce Solutions is an integral part of what we do…they provide various resources for our students in scholarships and [if approved for our program] subsidize funds for transportation, allowance, gas cards, tools or uniforms once students graduate,” she said.

Pursuing Educational Excellence Pursuing Educational Excellence When Poole says PCTI prides itself on educational excellence, she means it. Since inception, the school has had a job placement rate of around 90 percent.

“Bringing a prospective student in and educating that student isn’t enough. That doesn’t define who we are and it doesn’t define the success of that student,” said Poole. “We define success as a student enrolling in

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October-November 15, 2014

the program, developing both personally and professionally, then graduating and obtaining a job to better take care of their families…going on to purchase a home, etc.”

PCTI has in place a Student Reward Program, which is a progressive program that begins when a student first enrolls. All new students are bronze and are observed over a period of several weeks. If they attend school each day, they receive 1,000 points. In order to receive any points at all, they must attend school at least three days per week.

“Each student will earn points based on academics and attendance,” Poole explained. “As students earn points, they receive rewards at different levels of the program. It takes a specified number of points to make it to the gold level. Forty thousand points takes you to the platinum level.”

The rewards vary by program. For example, the building maintenance, air conditioning and heating program have the opportunity to earn tools over a period of 40 weeks. Once they come in at bronze level, they’re supplied with an empty tool bag and as they

“This school is not just purely academics, but it’s about character building.

I’ve learned so much since I started attending here and I’d like to see more people come.”

- Avery G. Beavers continue through the program and earn points, PCTI fills up their tool bag. Once they graduate, they enter the workforce with brand new tools!

“We have to develop them professionally and attendance in the workplace is very important,” Poole said.

“In order for students to want to come to class, value has to be established. We have to offer them something valuable.”

What sets PCTI apart from other institutions are its

“PCTI has changed my life. My wife persuaded me to come and apply. PCTI was just what I needed. Because I was a veteran, I was able to receive benefits and it totally changed my life. When I came here, I was homeless and through the programs that they offer, I’ve been able to get my own home and I have money to support my family. For anyone whose interested in coming to PCTI, I’d like to say this would be a great choice for you and you’ll be having a career, something that

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distinct values. The institution is fully centered around its students. Poole emphasized they want to reward students who perform at their maximum capacity. In addition, PCTI is always striving to meet the unique and ever-changing demands of the industry. There is an advisory board comprised of individuals who are experts in their occupation for each academic program at PCTI. Poole meets with each advisory board twice a year.

“The advisory board is imperative because they keep us up-to-speed on new technologies, developments and what’s going in the industry as a whole,” she said.

For Poole, PCTI is the culmination of her efforts and goals to establish an institution devoted to lifelong learning and educational excellence.

“When students return and say ‘thank you,’ that’s when we know we’ve done it right,” she said. “We’re not doing enough if we don’t have a positive impact on someone’s life. Our expectation is that our students will graduate industry-trained to the point where they can acquire not only entry-level jobs, but advanced placement positions as well.”

Carrie Poole was named a Top 30 Influential Woman of Houston

you can build on to support your family for years to come.”

- Dontay L. Barnett

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“Building a Better Workforce Starts with…You”

By Noel Pinnock

Contributing Writer

In the last stanza of William Ernest Henley’s Poem, Invictus, it reads: “It matters not how strait the gate, How charged with punishments the scroll, I am the master of my fate: I am the captain of my soul.”

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hese powerful words could not be more resonating and applicable today. In a world that is undergoing continuous change and uncertainties, it is preponderant that Americans do no lose sight of the bigger picture and our ancestors’ long-term vision for our country.

It is true that the fabric of our existence and freedom was predicated on blood, sweat, tears and toils, but it is also important to recognize that it was the unity of a collective body that prevailed over our enemies and put us in the spotlight of preeminence amongst the other nations. During these times, men and women, young and old, hungered and thirsted to make things better despite opposition and popular opinion.

They desired nothing more than to obtain satisfaction from pronouncing our faith in God and country, abolishing hatred, decimating bigotry, establishing equity, ensuring equality, securing our borders, protecting our children, enhancing education, soldering economies and providing every American the right to live a liberated and happy life.

To this day, the thirst for these mission critical liberties have not been quenched; the hunger has not subsided. Why? Because we are living in a day where polarity has taken center stage. It is center stage in our homes, center stage in our families, center stage in our politics, center stage in our houses of worship, center stage in our government and center stage in almost every facet of life imaginable. To be purposefully cliché, why have we come so far and achieved so little?

Well…because we have allowed comfort to enter our homes as a guest, remain as our host and eventually it becomes our master.

We are comfortable with the way things are despite the outlook. Yes, we are living through a recession, the unemployment rate fluctuates like the seas, our kids are not making the grades, funding government programs, agencies and school districts have become more challenging and looming budget deficits are spreading like an epidemic. However, if we hang our hats or purses on the hooks of despair, despondency and dejection, then we have conceded and inevitably subscribed to a prescription that is more detrimental to present and even worse for our future. Dr. Martin Lu-

ther King, Jr. in his 1964 commencement speech at Springfield College said: “Through our scientific and technological genius, we have made this world a neighborhood. Now through our moral and ethical commitment, we must make of it a brotherhood. We must all learn to live together as brothers, or we will all perish together as fools.

No nation can live alone. No individual can live alone. We are all caught in an inescapable network of mutuality.”

There are numerous issues that are perplexing everyone, and for some, these issues hit closer to home than others but despite its location, it is time for each of us to pick up our ancestors’ torch that has remained lit for hundreds of years and continues to shine bright even in our darkest hours. This is the torch of Invictus…this is the torch you offer any organization, company or workforce.

Building a better workforce requires deliberate and strategic actions that begin with the end of mind. The questions listed below are essential in assessing your workforce.

1. Do employees know the “why” behind your company’s mission, vision and value statements? If so, can they articulate it to a fifth grader?

2. What does your workforce need to be successful in the next 1-5 years?

3. What are the projected skills and experiential gaps?

4. Can you identify talent pools within your workforce?

5. Are there professional development opportunities and/or apprentice-

ship programs available to employees?

6. What is your funding/budget model around organizational development?

7. How do you measure organizational effectiveness and behavior?

8. What are your current employment engagement levels?

9. What is your workforce turnover rate and how much is it costing you to replace them on a biweekly, monthly, quarterly and annual basis?

10. What are your back-channel pain points, those issues that are tacit but are present and are having a wailing impact on your workforce?

I really hate to close with questions, but until employers begin to examine the man/woman in the mirror and then place an emphasis on the aforementioned questions, building a better workforce will be a far-reaching effort that resembles a fairy tale rather than an unimpeachable effort that seeks to provide clearer channels of communications, transparencies and opportunities. When you are ready, and you will know when you are, get-at-it and be the change in your workforce one day at a time.

At the Learning and Development Center – The Center for Excellence in the City of Houston, we often say, “We can’t be the Center for Excellence if we are not the center of excellence,” and being the center of excellence starts with you, INVICTUS! #getatit! www.noelpinnock.com

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Celebrates Top 30 Influential Women of Houston

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he 2nd Annual Top 30 Influential Women of Houston, hosted by d-mars.com, is a two-day event which includes a VIP Reception and Awards Gala. The VIP Reception, held at The Houstonian Hotel, allowed honorees to meet, mingle and share their testimonies with one another. It was extremely special because 2013 Top 30 Influential Women honorees also attended both the VIP Reception and Awards Gala the following night. Class, elegance and strength were exuded at the awards gala, in which each honoree and Icon were presented with their award and plaque of recognition.

Attendees were treated to encouraging words from Icons Congresswoman Sheila Jackson Lee and State Senator Sylvia R. Garcia.

2014 Karen Eubanks Jackson, ICON

I am so proud and honored to have been amongst the group of dynamic women recently recognized at d-mars.com’s Top 30 Influential Women Awards Gala.

Kudos to Keith J. Davis, Sr. and the d-mars.com team for their commitment to uplifting and inspiring Houston's African American community. The gala was nothing short of spectacular and most importantly, dmars.com provided a platform for the community to celebrate the achievements of women who are giving back to Houston. Our community is very fortunate to have a caring visionary leader like Keith J. Davis, Sr. who uses his successful media business to educate, empower and inspire the greater Houston community.

Quote from Kim Floyd “Our group of Influential Women, at some point in their lives, ‘lost sight of the shore.’ They took calculated risks, believed in their abilities and embraced change,” said dmars.com Vice President Kim Floyd. “A fearless attitude allowed them to break glass ceilings and establish themselves as leaders in their respective fields. They believed in themselves, even when it may have been hard to do so. That’s what makes them influential.”

Sylvia R. Garcia, ICON

I would like to thank d-mars.com Business Journal for hosting such a prestigious event. This event inspires the next generation of women to excel in all their endeavors and reach new platforms of success. My congratulations to d-mars.com and my fellow awardees for their tremendous contribution to Houston!

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Top 30 Influential Women of Houston

2014

Shern-Min Chow

What a pleasure to have met so many women whose stories inspire and challenge all of us. Thank you d-mars.com for an annual event that highlights Houston’s bright side! I am humbled to stand in such company.

Nikki Elizabeth Hart

It was such a joy and privilege to be recognized among such influential women in Houston. Thank you for the gracious honor and elegant event produced by dmars.com.

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Top 30 Influential Women of Houston

2014

Dr. Docia L. Rudley

It’s wonderful to be honored along with such amazing women. I was truly uplifted and inspired and was reminded once again how powerful we all become when our gifts and talents are used to positively impact the lives of others. I also loved the song tribute!

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Top 30 Influential Women of Houston Neeta Sane

I am honored to be among a fine group of the Top 30 Influential Women of Houston. Devoting ourselves to service above self is one common trait that connected us instantly during d-mars. com’s 2014 awards gala. I look forward to working with my fellow honorees to inspire, inform and educate others to attain a productive life. I want to thank dmars.com for this special recognition of my work and commitment to the community.

Dr. Sonya M. Sloan

There are moments in your life that you are so proud of, you can't brag on yourself, but you hope your legacy will speak for itself! That is what d-mars. com conveys through Houston's Top 30 Most Influential Women...legacies worth celebrating! Thank you for honoring who I am and all I have contributed!

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Top 30 Influential Women of Houston Awards Gala

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Top 30 Influential Women of Houston Awards Gala

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VIP Reception

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Top 30 Influential Women of Houston Title Sponsors

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Greater Houston Black Chamber Celebrates Pinnacle Award Winners

By Valerie Jones Associate Editor

T

he Greater Houston Black Chamber of Commerce (GHBC) recently celebrated its 20th Annual Pinnacle Awards Ceremony, honoring a variety of Black-owned businesses and saluting entrepreneurism in the Greater Houston area. A sold out crowd or more than 600 guests attended the black-tie gala, which included appearances by Congresswoman Sheila Jackson Lee and City of Houston Mayor Annise D. Parker.

“The Pinnacle Awards are our most visible means of encouraging the financial health of our members’ businesses by saluting their success,” said GHBC Board Chair Vernita B. Harris. “We spotlight the best of the best and offer our winners up as examples of how to run your operations successfully. We hope that people will learn from them and apply the best practices of these businesspeople to their own enterprises.”

Pinnacle Award winners are Industrial Welding Academy, Autos R Us Collision Center, Elite Change and Facility Interiors. Harris noted all finalists were capable of winning, but the GHBC could only choose four and the four businesses selected were outstanding.

“We would like to thank the Greater Houston Black Chamber for selecting Industrial Welding Academy as a 2014 recipient of the Pinnacle Award,” said Miranda Horn, Vice President of Industrial Welding Academy.

“It’s a great honor to receive such a prestigious award for our community efforts. We are humbled that you would place your faith and trust in us to help make our communities better through empowerment and education.”

Other awards given that night include: • Click It Clinic – Mack H. Hannah, Jr. Upstart Award • Unity Bank – GHBC Endurance Award • Earl Graves, Sr. – GHBC Lifetime Achievement Award • Scott Minnix (City of Houston Office of General Services) – Advocate Award • James Davis, President of Gulfgate Dodge Chrysler Jeep Ram – Excellence Award • GHBC Board members Michael Harris and Wayne Luckett – Chairman’s Awards “People in our sphere of economic influence need to know that there is an organization whose prime focus is helping Black-owned businesses not only survive, but thrive. That is the mission of the GHBC,” Harris said. “When one of our business leaders grows in stature, the entire community shares in that recognition.

There’s nothing we can’t offer to our community and the entire city.”

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The Bulsard Group, LLC among ICIC and FORTUNE’s Inner City 100 Winners Annual ranking showcases the 100 fastest-growing urban businesses in America Houston, TX – The Initiative for a Competitive Inner City (ICIC) and FORTUNE announced that The Bulsard Group was selected for the 2014 Inner City 100, a list of the fastestgrowing inner city businesses in the U.S. This year, for the first time in the list’s 16-year history, the Inner City 100 consists of 10 fast-growing businesses from 10 industry categories. The 10 industry categories are: Construction; Manufacturing; Professional Services; Food and Beverage; Retail; Media and Communications; Software and Information Technology; Transportation and Logistics; Healthcare and Biotechnology; and Arts, Entertainment and Recreation. Applicants were ranked according to revenue growth against their industry peers, as well as overall.

The Bulsard Group ranked third in the Professional Services industry category and 31st overall on the list of 100.

The Inner City 100 program recognizes successful inner city businesses and their CEOs as role models for entrepreneurship, innovative business practices and job creation in America’s urban

communities. The Bulsard Group, an Innovative Business Solutions firm with expertise in Lean Six Sigma, Change Management, Strategy De-

velopment, Continuous Process Improvement and Supply Chain Management, reported a gross growth rate of 376% from 2009-2013. Due to its

continued growth with Chevron Corporation for the past five years, the firm nominated The Bulsard Group for the Inner City 100.

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Texas Southern University Offers Innovative Programs

By Richelle N. Jones, J.D. Contributing Writer

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rmed with the motto, “Excellence in Achievement,” Texas Southern University has produced some of the most prominent leaders of our time.

Some of this prominence was birthed in 1974 when the Texas Higher Education Coordinating Board approved the establishment of a School of Public Affairs at TSU, and helped the school to fulfill its role as a special purpose institution.

Later, in 2002, the school was named the Barbara Jordan – Mickey Leland School of Public Affairs.

With the foundation of two great namesakes, the Barbara Jordan – Mickey Leland School of Public Affairs at Texas Southern University leads the way in the realm of emergency management, homeland security, human resources, public policy, international development, social justice, executive management, sustainability and urban planning through the undergraduate and graduate degree programs it offers.

To name a few, the school is home to an emergency management and homeland security (EMHS) undergraduate program, a NASPAA-accredited master of public administration (MPA) program and an online executive master of public administration (eMPA) program.

Launched in Fall 2013, the emergency management and homeland security (EMHS) program is designed to create graduates with extensive theoretical and applied knowledge in emergency management and disaster research. The Bachelor of Science in Emergency Management and Homeland Security prepares students for careers in emergency management and public safety careers and will introduce students to the allhazards approach, emergency disaster management phases, risk assessment, prevention and management, counterterrorism, consequence management, mitigation, and recovery.

Boasting accreditation from the Network of Schools of Public Policy, Affairs and Administration (NASPAA), the master of public administration (MPA) program at TSU is a 48-credithour program that has produced key change agents in human resources, international development and policy.

On the cutting edge of public administration, one of its greatest assets lies in its potential to alleviate the shortage of professionally educated persons, especially those from minority groups, and in local, state, national and international public service. As a matter of fact, the MPA program is the only NASPAA accredited program in

the Houston metropolitan area.

Another program housed in the School of Public Affairs is the online eMPA program, which launched in Fall 2010. This 16-month program graduated its first cohort in fall 2011 and has a curriculum uniquely designed to meet the growing demand for mid-career professionals in the public sector who wish to pursue an executive MPA degree.

In addition, eMPA candidates can broaden their international scope by participation in the program’s study abroad program, which is a part of the program’s tuition package. To date, the program has traveled to Brazil, China and Ghana.

For more information about these programs, please contact Dr. Michael O. Adams, 713-313-7760.

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Did You Know?

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he largest women’s organization is the National Council of Negro Women (NCNW). Founded in 1935, the NCNW was founded by Mary McLeod Bethune. It was envisioned to be an “organization of organizations” which would represent the national and international concerns of Black women. With its national headquarters based in Washington, D.C., the NCNW has now grown into a council of 39 affiliated national African American women’s organizations and more than 240 sections – connecting nearly four million women worldwide!

“I’m about to go see a man about a dog.”

Port Arthur An excuse used when someone needs to leave suddenly; generally used to conceal the true purpose

TEXAS

James and his wife Holly attend his company’s Fall Festival every year. It’s customary.

However, both of them hate going. James’ coworkers are all uppity and corny and they always make his wife feel as if she’s less of a mother because she’s unable to be a stay-athome mom and care for their three children – she has to work fulltime. Unfortunate for the couple, their children love the Fall Festival – the games, rides, candy and face painting – so skipping a year is out of the question. It’s all they’ve been talking about for the last two weeks. So when James and Holly arrive, the kids take off running toward the other kids and the couple is left to socialize with James’ bourgeois coworkers. Conversation is going well enough until Janet, head of marketing at the company James works for, made a snide remark about Holly’s outfit. Seeing that the event was about to take a turn for the worse, James gathered his kids – who were extremely upset about having to leave – and corralled Holly before she could pounce on Janet. “I’m afraid we have to go,” James said. “Why do you have to leave so suddenly,” Janet asked sarcastically. James replied just as sarcastically, “Oh, you know. I’m about to go see a man about a dog.” **This month’s Old Folks Saying was submitted by Rockie Hayden.

If you have an Old Folks Saying you’d like to submit for consideration in our d-mars.com Business Journal, please email them to editor@d-mars.com. Be sure to include your name, the Old Folks Saying and the meaning.

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In the Business Community…

To View More Photos, Visit Our Website www.d-mars.com and Click on ‘Photos’

HMSDC Energizing the Global Economy Early Bird Energizer Breakfast

United Airlines Proximity to Opportunity

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A Better Workforce is A Drug-Free Workforce which poses a serious risk to national security, public safety and the effective enforcement of the law. Many of these same issues apply to the various private sectors which at the same time increase the cost of goods and services.

Using Employees Are DrugDrug Using Employees Responsiblefor forChange Change Are Responsible

By J. Thomas Smith Contributing Writer

“I guess the worst day I have had was when I had to stand up in rehab in front of my wife and daughter and say ‘Hi, my name is Sam and I am an addict.’” - Samuel L. Jackson Recently, President Barack Obama designated October as National Substance Abuse Prevention month. While prevention is the focus during the month of October, I believe it is important to take a brief look at drugs in the workplace and the impact it has on you and me as a consumer.

DrugUse UseHas HasDeclined Declinedin inthe the U.S. U.S. Drug At the outset, it is significant to note that, “the rate of overall drug use in the United States has declined by roughly 30 percent since 1979. More recently, the number of current cocaine users has declined by more than a third (36%) from 2006 to 2013, and the number of current meth users has fallen by 19 percent over the same period.”

However, drug use is still having serious adverse effects upon a significant portion of the nation’s workforce and results in billions of dollars of lost productivity for employers each year.

Federal Government’s The The Federal Government’s Drug Drug Free Workplace Policy Free Workplace Policy As a Master Addictions Counselor and Substance Abuse Professional, I assess employees who test positive in the workplace to determine if they have an alcohol or other drug abuse problem. In doing so, I help DOT regulated employers comply with 49 CFR Part 40 and applicable DOT Agency regulations.

With the Drug Free Workplace Policy, the Federal government took the initiative to show the way towards achieving drugfree workplaces through a program designed to offer drug users a helping hand and, at the same time, made it clear to those using drugs and potential drug users that drugs will not be tolerated in the Federal workplace. Many private companies have since adopted the Federal government’s Drug Free Workplace Policy and procedures.

Employees Drug Drug UsingUsing Employees AreProductive Less Productive Are Less It has been clearly established that employees who use illegal drugs, on or off duty, tend to be less productive, less reliable and prone to greater absenteeism than their fellow employees who do not use illegal drugs. The use of illegal drugs, on or off duty, impairs the efficiency of employees using drugs and makes it more difficult for other employees who do not use illegal drugs to do their jobs in the most effective manner possible. The use of illegal drugs by employees, whether on or off duty, can pose a serious health and safety threat to other employees and the general public.

For federal employees in certain positions, the use of illegal drugs, on or off duty, makes them incapable of demonstrating complete reliability, stability and good judgment that is necessary when they have access to sensitive information and creates the possibility of coercion undue influence. It also creates the potential for irresponsible action under pressure that

The reasons people use drugs are varied.

Essentially though, drugs give us a desired effect producing a feeling of euphoria that makes us feel better, at least temporarily.

There are hundreds of ways that drugs help people cope with life and each person has their own reason why they choose a certain drug – whether licit or illicit.

Most of the time, drug abusers deny they have a problem or they hide from it by making excuses. It’s a natural reaction to defend yourself and your behaviors.

But your defenses break down once in a while. So if you sometimes think you have a problem, you almost certainly do.

All employees who use illegal drugs must themselves be primarily responsible for changing their behavior and, if necessary, begin the process of rehabilitating themselves. On the other hand, employers must take the initiative to establish a better workforce by creating a safer, drug free workplace.

Employers Have Employers Have Responsibilities, Responsibilities, Too Too Employers have responsibilities, too. If you sometimes think you have a problem, you probably do. As an employer, you cannot continue to deny that you have a problem in the workplace. It will cost you more in the long run if you do not eliminate the problem. Now is the time to work toward creating a better workforce. You can do this by establishing drug-free workplace policies and procedures. Clear policies and procedures will help the company, your employees, your customers and the community at large. Just as your employers

are expected to recognize that they have a problem and seek help, it is equally important you do the same. By creating clear policies, you are ultimately helping your employees. The U.S. Department of Labor has a template to help you to get started (referenced below).

Better Workplace: A BetterA Workplace: Help is Available Help is Available For an employee who uses drugs occasionally, education may be enough to get you on the right track to a clean drug-free lifestyle. However, for the drug-abusing employee, quitting won’t be easy, but you can overcome your dependence on drugs.

Help is available to you, but you have to start now. Don’t be addicted anymore.

Leading a clean lifestyle is something that is well within your reach. Start your journey today!

For the employer, a better workforce is within your reach, too. If you do not have the human resources, contact a consultant who can assist you in creating a better workforce by establishing drug free workplace policies and procedures. A thousand mile journey always begins with one step and one day at a time. You can do it!

References: http://www.dot.gov/odapc/employer http://www.dol.gov/elaws/asp/drugfree/ drugs/screen2.asp http://www.whitehouse.gov/ondcp/ news-releases/DFC-national-release-2014 http://www.therapysites.com/sites/jthom assmith.net/LinksResources.en.html * J Thomas Smith is an attorney specializing in IRS Tax Defense, Consumer Bankruptcy and Family Immigration. He is a mental health consultant specializing in addictions, an author and host of “Sunday Morning Live” on KMJQ/Majic 102.1 (9-11 am). His book, “The Secret to a New Life” is available through booksellers or online at www.TheSecrettoaNewLife.com.

Employee Recognition & Appreciation are Priceless

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By Dr. D. L. Jones

Contributing Writer

mployee recognition and appreciation are the two most important staples in the workplace. When an employer provides formal and/or informal recognition of employee work performance that supports the organization’s goals and values, the results in productivity can soar beyond normal expectations.

Sad to say, but the art of employer recognition and appreciation is fading away.

If employers truly desire to maximize the potential of employees, they need to understand the psychology of recognition and appreciation. It costs little to nothing to apply the principles of employee recognition and appreciation for a job well done.

The desire to feel appreciated is a fundamental human need. Employees respond to appreciation expressed through recognition of their good work because it confirms their work is valued. When employees feel valued, their satisfaction and productivity soars, and they are motivated to work harder to improve their good work.

Recognition and appreciation are essential components to workplace productivity. Innately, people want to be respected and valued for their contribution.

Everyone has a need to be recognized as a value-added member of a group and feel

appreciated for their contribution. Let’s face it, everyone wants to hear their boss say ‘you’re doing a great job, keep it up’ to make them feel good.

In order for this to work, employers must make an assertive effort to give recognition and appreciation to their employees. If employers don’t keep this frame of mind, they can easily miss hallmark opportunities to show appreciation and give recognition in the workplace.

In addition to the aforementioned, it is important that employers physically do something to show employee appreciation for good work.

Recognition and Appreciation are Precursors to Workplace Success When employers show genuine recognition and appreciation, the result is a change in employee attitudes and productivity. Workers become more cheer-

ful, teamwork is easier and the workplace atmosphere is conducive to continual production. If employers are to look at the bottom line, they must first begin at the front line – recognition and appreciation.

Unfortunately, this is not common practice in today’s workplace. Despite the unquestioned benefits arising from employee recognition, one of the mysteries of the workplace is that employer recognition is rarely done, if done at all.

Employee recognition and appreciation remain an undervalued management technique.

In conclusion, a boss has nothing to lose by cultivating recognition and appreciation in the workplace. A genuine show of recognition and appreciation opposed to an authoritarian style of management will translate to increased productivity, positive workforce culture and employee satisfaction.

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“Building a Better Workplace”

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By Alvin Terry

Contributing Writer

fter being in the workplace for more than 20 years, I would like to share some of the real world experiences that I had to encounter while growing up to be that model employee.

I understand the importance of having a “workplace” that I was happy to go to each day with anticipation and excitement. Those were the early days of full time employment. Most importantly, you got paid for just showing up and doing a good job.

Getting to know your coworkers was a learning experience in itself, especially being exposed to different cultures, family values and individual personalities.

I am not going to be naïve about the present day workplace, as it has evolved over the years, but I will take a focus on the technological advances that has changed what was the norm for hundreds of years.

The workplace as we know it is still a gathering of people engaged with the

business of doing business. Some things have evolved to a technological level where we have to be more politically correct in our interactions with each other.

The workplace has taken on a new persona. Things that were “status quo” are now passé.

Being cognizant of the fact that we do not all learn and evolve at the same pace should be the indicator to help keep you grounded and focused as an individual with awareness of your surroundings.

Now, back to the subject matter as it relates to how we should interact on a daily basis in the workplace and just how the workplace is shaping our lives and our individual cultures.

This subject matter is so large that I

cannot address all of the factors that may influence all of us on a daily basis.

The most important thing in this message is that we all have to bring our best qualities which we have inherited, been taught and learned through formal education and through our individual life experiences every day to the workplace.

At times, we all have to put aside our personal agendas and differences to work for the “greater good” of all of those involved. With as much diversity that we have in the workplace today, it is inevitable that we work harmoniously to make our stay as pleasant as possible. There will be times in which we must refrain from bringing all of our baggage from home to be shared with our coworkers.

We all have life experiences that can be vented or addressed in a different setting.

It should not be shared with the whole work experience on a constant basis.

Employers should have a ‘policies and procedures’ manual or at least some guidelines on what should be allowed to be discussed in the workplace environment. Ongoing training should be scheduled so employees can vent only those issues that pertain to the work environment and to the betterment of the work environment.

It can be overwhelming at times, but training is going to be the key and the equalizer that will benefit all of the parties involved. We must not forget that we all have not only external customers, but internal customers as well. Those internal customers are all of us combined. If you are happy with your company and most of your coworkers, strive to be the best you can be and bring whatever joy that you can bring to that daily labor of love.

Keep in mind that all big businesses started out as a small business. It was initially an idea in someone’s mind. Always be prepared to help make a positive input for change. Change is dynamic and at times may be difficult to accept. The most important thing is that we really want the same things in life.

If you would like to contact me for information on Business or Real Estate, I may be reached by email alvin.terry@ rocketmail.com or phone 713-392-9107.

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Lifelong Learning and Investment in Employee Training Critical to Building a Better Workforce

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By Mikal Powers

Contributing Writer

n today’s dynamic business landscape, companies are operating with multi-generational teams of Traditionalists, Boomers, Gen X and Millennials. Each generation comes with unique work styles, technology expertise and perspectives on what drives the bottom line in an organization.

The job of CEOs and managers is to ensure that all talent is being used effectively and creating a motivated, high performing multi-generational workforce.

The key to operating a company with a cohesive, engaged workforce comes from strong leadership and supporting the workforce to ensure they have the proper skills and training needed to succeed in the organization.

Continuing education, professional development and lifelong learning have emerged as significant buzz words at companies across the country because these training opportunities help ensure that employees are prepared to execute the objectives of their job title and fulfill the mission of the organization.

In the ever-changing 21st century employment land-

scape, there are many factors driving a need for continued education, including technological advances, globalization and shifts in the needs of consumers. Employers depend on continuing education for a highly skilled and knowledgeable workforce, and employees can turn to continuing education to enhance job growth potential, increase job security and fulfill personal and professional goals.

According to a University of Phoenix survey, nearly nine in 10 employed Americans believe there is room to grow in their current career and can identify at least one skill they will need to take their jobs to the next level.

With the right educational partner, companies can develop a corporate education program that offers higher education programs and professional development opportunities tailored to the organization. Cohorts can be de-

veloped and conducted at a company’s location, allowing employees to take courses together as a team. This investment in specialized training ensures that the organization and employees gain knowledge and skills that will directly contribute to the long term success of the company.

The growing global economy will require that education continues as a lifelong pursuit, which means educational programs must be flexible and relevant for today’s workplace. Organizations will increasingly depend on higher education and corporate education programs to keep their workforce up to date and prepare the next generation of leaders. Those willing to pursue ongoing training and lifelong learning have the potential to increase career success and personal satisfaction.

This Working Adult survey was conducted online within the United States by Harris Poll on behalf of University of Phoenix between July 17-21, 2014, among 1,138 U.S. adults age 18 or older who are full-time, part-time, or selfemployed. For complete survey methodology, including weighting variables, please contact tanya.burden@apollo. edu.

Mikal Powers is campus director at University of Phoenix Houston Campus overseeing campus operations. Powers earned a bachelor’s degree in business management and a master’s degree in business administration from University of Phoenix. He spent five years as a Helicopter Search and Rescue Swimmer and Operations Petty Officer in the U.S. Navy. After earning his degree, Powers attended the U.S. Coast Guard Academy and became a reserve officer for South Texas where he is committed to keeping communities safe and assisting residents in need.

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100 Businesses on site at City of Houston’s Office of Business Opportunity Inaugural Job Fair

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he City of Houston Office of Business Opportunity, through its TweetMyJobs Houston! Initiative, welcomed more than 1,000 job seekers to its inaugural Hire Me Now Job Fair recently at BBVA Compass Stadium.

Potential employees were able to meet with 100 businesses ranging from national organizations to local, small and medium-sized businesses that are ready to expand. There were thousands of available positions – from entry-level to C-Suite.

The Hire Me Now Job Fair blended the technology of TweetMyJobs Houston! With face-to-face interaction between job seekers and hiring businesses. Event partners including Workforce Solutions, the Houston Area Urban League and SER Jobs for Progress offered workshops throughout the day to assist small and medium-size businesses and job seekers how to best utilize the TweetMyJobs technology so resume building, interview preparation and hiring could continue long after the job fair ended.

“Our first-ever Hire Me Houston Job Fair garnered a great deal of interest from local businesses eager to hire and expand,” said Carlecia D. Wright, Director of the Office of Business Opportunity. “We were pleased to be able to host this event and do our part to educate businesses about the unique TweetMyJobs Houston! Platform, which has saved area businesses more than $750,000 in recruitment costs since it launched in 2013. We hope the event is just the first of many.”

About the Office of Business Opportunity The City of Houston’s Office of Business Opportunity

(OBO) is committed to creating a competitive and diverse business environment in the City of Houston by promoting the growth and success of local and small businesses through a wide range of services from startup business assistance to certification for established businesses seeking contract opportunities with the City. Through OBO’s

Houston Business Solutions Center, we provide resources that help with the start-up, sustainability and growth of businesses. For more information about the Office of Business Opportunity and our suite of services, please visit www.houstontx.gov/obo or call 832.393.0600.

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