VAULT Online Career Resource Library UCC has opened the Vault. We are pleased to provide FREE online access for KU students to the VAULT online industry, company, and career resources library. We have arranged for you to have exclusive access to over 60 Vault guidebooks, over 2,500 company profiles, over 1,100 career advice articles, and an archive of over 1,000,000 message postings. Vault is the most trusted name in career information. Please contact UCC at 110 Burge Union, ucc@ku.edu, or 864-3624 to obtain the password.
CI Corporate Information - robust site with extensive profiles on companies from around the world, US included.
Wetfeet.com - information on companies, careers, and industries; discussion, advice, newsletters and salary benchmarking tools
The Riley Guide - find employers you'd like to talk to and learn about employers prior to the interview
Hoover's online - excellent resource for company and industry information. Check out companies for free in the A - Z directory. Some information from Hoover's is available only with a fee based subscription to the service.
Fast Company - search feature to find information and articles about leading companies profiled in Fast Company Magazine.
JobWeb - company information from the National Association of Colleges and Employers, searchable alphabetically and by state.
Inc. 500 - private companies are included in Inc.'s annual list of America's fastest-growing private companies. Also see the Hall of Famers!
Associations - professional associations, societies and trade groups often operate web-sites featuring job posting and/or resume searching services.
Guidestar.org - database of more than 700,000 US nonprofit organizations.
Idealist.org great information on organizations from Action Without Borders
Considerations for determining if a company is right for you...
Life considerations
Pay and other compensation - company offers average or high pay and at least one savings option (profit sharing, company-paid pension, stock-purchase plan or savings plan).
Benefits - health, dental and vision insurance, cafeteria plans for child and elder care, long-term care and disability benefits, professional liability insurance.
Part-time benefits - minimum number of hours per week an employee must work to be eligible for health insurance and other benefits.
Employee development plan - support for professional development, growth and advancement in knowledge and skills, flexible scheduling for continuing education, tuition assistance and reimbursement, release time for educational opportunities, mentoring and coaching.
Dress code - professional dress: conservative suits and tailored dresses, leather loafer or closed-toe, low-healed pumps; conservative jewelry. Business casual: sweaters with trousers and trouser socks; khakis or chinos and collared shirt for men; slacks, skirts and city shorts for women.
Work/life taskforce - company has an active taskforce concerned with work/life issues.
Employee satisfaction surveys - company polls employees on work /life topics.
Manager training - supervisors get instruction on helping employees with life/work issues.
Manager's pay tied to employee satisfaction - compensation of managers is affected by the job satisfaction level of those they supervise.
Flexibility
Flextime - employees can adjust their start and stop times around the company's core business hours.
Compressed workweek - employees who work 40 hours in less than 5 days.
Job sharing - part-time employees who share one full-time job. ·
Work at home - employees who do some or all of their work from home.
Manager pay tied to flex use - manager's compensation is affected by their staff's use of flexible work options.
Training for managers - supervisors get instruction on how to manage flexible work arrangements.
Commitment to workforce diversity
Total workers or percentage within a company's workforce - number of women or minority workers divided by the total number of employees.
Representation among senior employees or executives - women or minority representation among high-level positions. Titles may include Partner, Senior Partner, Director, Managing Director, Deputy Director, President, Vice President, CIO, CEO, Dean, Chair, etc...
Comparable compensation - compensation is equivalent between genders and across minority groups.
Manager pay tied to advancement of minorities and women - compensation of managers is effected by their contribution to employee advancement.
Child and elder care
On-site and or near-site child care centers - number and location of company-sponsored centers and the number of children centers are licensed to serve. ·
Dependant-care fund - money earmarked for child and elder care services: before and after school care, sliding scale fees or directed subsidies, summer programs, backup care, and sick childcare, ·
Pre-tax set-asides (cafeteria plans) - workers use pretax dollars for child and elder care. ·
Elder care resources and referral service - to help locate elder care ·
Network of family child-care homes - homes that are financially supported by the company
Leave for new parents
Maternity or Paternity leave - job-guaranteed, paid time off for new mothers and fathers.
Job-guaranteed time off for childbirth - number of weeks a new mother or father can take off and still return to his/her same job. Employers with 50 or more employees are required to give 12 weeks of unpaid leave.
Pay policy during leave for new parents - Maternity/paternity leave usually encompasses two kinds of leave: the medically necessary and short-term disability. Sometimes companies pay either a reduced rate over the entire period or regular compensation the first couple of weeks only.
Phase-back for new parents - after a birth new parents return to work gradually.
Lactation program - Company provides a private space for expressing milk and offers other aids to nursing mothers. ·
Adoption aid - maximum reimbursement per child that employees may receive to offset the costs of adoption.
Copyright © 2006 by the University of Kansas: Text Only
Email Page 
Print Page