Heating Things Up, Safely

Heating Things Up, Safely Heating Things Up, Safely There are few things more comforting than the smell of something good cooking on the stovethe Food Network has even built a network on it. A whiff of ingredients creates images of tastes, sharing the experiences of the day around the table, and, of course, going for seconds.But Garrett Allawatt, a Ph.D. student in mechanical engineering at the University of Washington, is part of a team trying to stop cooking from becoming deadly, as it can be in certain areas of the world. Cookstoves in many developing countries emit particles that can ruin human health, particularly that of women and children.One of the parameters of the project Ive been a part of was a target market in eastern Africa, more specifically Kenya, Allawatt explains. The World Health Organization has put cookstoves as a top ten killer in the world. The lower respiratory situation is extremely deadly, and it even disproportionately affects women and children because the y are, on average, spending more of the time in the household.Developing a perfect cookstove. Image University of WashingtonThey first wanted to reduce soot coming out of the stove using the Edisonian technique of applying heat to the wood, Allawatt says. You deprive wood in hydrolysis of oxygen and need secondary air for a secondary flame combustion, he says. We started with taking a normal stove mad box, then poked holes in it and blocked air coming through a speed tunnel and just allowed air coming from underneath the stove. From doing this, we saw a drastic reduction in particulate. We would even have blue flames, which you dont associate with wood fire and advanced this technique into the stove, which has air enter through two places. One is under the fire, and being below air, this air is restricted to maybe 10% of the amount of air that enters the stove. This is a primary flame without igniting everything in one place.They also invested in a continuously monitoring particulat e measuring device, a tempered elect-operating microbalance. Its pretty much a cantilever that is migrating when youre talking about certain frequencies and you can actually figure how much mass is on the end of it, he explains.Among other features of the model, named the G1, is a stainless steel combustion chamber where wood is combusted. Wood extends out of the stove and goes out of the chamber into a combustion chamber and then flame goes through the riser and then goes through the convergent nozzle, he says.The stove has reached Tier 4 safety metrics in all categories, he says. Thats a level to be proud of and were using much, much less particulate matter than the average stove theyre using, he says. Its a world of difference. People should be able to cook their food and consider it contributing to their health instead of destroying it. We hope to provide some important relief.Eric Butterman is an independent writer. For Further Discussion People should be able to cook their foo d and consider it contributing to their health instead of destroying it. We hope to provide some important relief.Garrett Allawatt, University of Washington

Pro Tips on Writing a LinkedIn Summary

Pro Tips on Writing a LinkedIn SummaryPro Tips on Writing a LinkedIn SummaryIn todays world, you need a LinkedIn profile to get hired. Some parts of it, like Education and Experience, are straightforward. Others, though, especially the Summary section, are a bit more challenging to get right. What do you include? How long should it be? And how can you stand out in a sea of other candidates online on LinkedIn?Thats where ResumeSpice comes in. As professional LinkedIn profile writers, we have the tips and advice you need on nailing your SummaryTip 1 Focus on the lede.This is the first sentence in your Summary and is critically important. Its going to dictate whether or not a recruiter or hiring manager moves on to the next sentence or simply moves on to another candidate. The most effective way to write yours is like youre telling a story.Tip 2 Get personal.Many candidates believe their Summary should read just like their resume. But this is actually the place to show some personality. That doesnt mean talking about controversial topics. It does, however, mean being authentic and sharing what, for instance, you love about your industry talking about how you got your foot in the door or discussing the accomplishment that means the most to you and why.Tip 3 Talk about your value.At the end of the day, employers want to know whats in it for them if they hire you. Thats why its important to discuss the problems youve solved, the areas where youre an expert, and the level of experience you have. Offering details on these will give companies more insight into whether youre a good match for their needs and where you could potentially fit within their organization.Tip 4 Keep it clear and concise.Your summary shouldnt be more than a few paragraphs. To get there it might take many rounds of revisions. However, the end product should clearly demonstrate your enthusiasm, the value you offer, your personality, and why hiring managers and recruiters should consider you.Tip 5 A sk for help from a friend.Its tough to be objective when youre writing about yourself. Its therefore always a good idea to ask a friend or colleague to review your Summary and provide you with feedback on improving it.Interested in getting professional help with your LinkedIn profile?Call ResumeSpice at 832.930.7378. Our LinkedIn profile writers can work with you to build a powerful profile that gets noticed by recruiters and hiring managers, all so you can find the new job you want faster.

Creating a Telecommuting Strategy

Creating a Telecommuting StrategyCreating a Telecommuting StrategyCreating a Telecommuting StrategyTelecommuting. Employees long for it, but many employers still have their doubts. For some employers, the obstacle to embracing telecommuting stems from a lack of trust in employees about flexible work arrangements.For others, trust isnt the issue, but a lack of experience in how to approach this arrangement is creating the roadblock. However, with the right strategy in distributions-mix, implementing a telecommuting program for your company can be a step in the right direction for all parties and can helpimprove employee engagement.Where Should You Start?First, outline a document with the reasons for the companys decision to consider telecommuting as an employee option. Create a list of the benefits associated with telecommuting. This is the easy part. Among the many employer/employee benefits are the potential for reduced commuting, improved staff morale, etc.Next, create a list of e ach change that is necessary for the company to launch its telecommuting program, i.e., what policies are necessary, what equipment will have to be purchased, which management issues need to be addressed, etc. Set guidelines regarding acceptable investments in equipment and office supplies as well. Its Policy TimeYes, even something as progressive as a telecommuting strategy requires policy and procedural guidelines. Your first step should be to define what telecommuting means for your organization. This isnt as easy as it sounds, since the definition of telecommuting will vary (at least slightly) for each company.Next, create a Telecommuting Request Form that you can use to consistently evaluate each employees fit (and cost) as a telecommuting candidate.Its also important to create a Telecommuting Agreement that eligible employees should review and sign. This agreement will include the followingA definition of the telecommuters work scheduleAn outline of the probationary period, if applicableA list of all work-related items provided by the companyYour Telecommuting Agreement should also include acknowledgement that the employeeWill take precautions to protect company items from damage or theftWill return all company property upon termination or resignation of employmentIsresponsible for addressing legal or tax-related issues that arise from his or her use of the home as a place of businessWho Gets to Telecommute?Once youve determined that telecommuting will work for your organization, how will you decide which employees are good candidates for telecommuting? Begin by establishing a series of standards that you will apply to every telecommuting request you receive.First and foremost, the type of position the employee has will be the primary factor in determining whether telecommuting is a viable option for them. Many positions will quickly be eliminated from consideration because they require too much supervision or daily involvement at the office to be practi cal for telecommuting. However, other positions may be ideal for telecommuting.Each job description should be analyzed to determine the feasibility of an off-site work arrangement. The suitability of a home working environment should also be assessed. In buchung to work effectively, the telecommuting employee will need a home-based office area with proper lighting and office furniture.Next, an employees tenure with the company can be used as a criterion in your decision-making process. Many companies require a minimum number of months of consecutive employment in order for employees to be eligible for telecommuting. By doing so, employers reward loyal staff and feel mora confident that these employees will succeed in this type of arrangement.Finally, employers place a great deal of trust in employees who work off-site. For this reason, employees with disciplinary problems should not qualify for telecommuting privileges. Establish a time period during which an employees discipline re cord must be clear prior to telecommuting eligibility.Similarly, employees with an above-average job performance history should be considered strong candidates for telecommuting. And, generally speaking, the most successful telecommuters are those who can utilize phone, email, and in-person communication with colleagues for support and guidance.Workplace SafetyAs the trend for shrinking office space andtelecommuting increases, and more workers dream of trading suits for bathrobes and sensible shoes for fuzzy slippers, the need for best practices in this area is clear.Taking the time to carefully craft a telecommuting strategy that meets the needs of both employee and employer will lay a strong foundation for shared telecommuting success.Typical elements of a telecommuting policyProcedure to request a telecommuting arrangementStatement that telecommuting is an employee privilege, and is not appropriate for all employeesStatement of compliance with existing and future OSHA and workers compensation regulationsTimekeeping and compensation guidelinesGuidelines for required communication by phone and email with supervisors and managersStatement of employers ability to discontinue telecommuting arrangement with notice