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Ralph Nading Hill Jr literary prize

first_imgCALL FOR ENTRIES FORRALPH NADING HILL, JR. LITERARY PRIZECOLCHESTER. Entries are now being accepted for the 17th annual Ralph NadingHill, Jr., Literary Prize. The contest was established to memorialize theliterary contributions of Ralph Nading Hill, Jr., one of Vermont’s bestknown writers and historians, who died at the age of 70 in December 1987.The contest is sponsored by Green Mountain Power Corporation and VermontLife magazine. Mr. Hill was a long time member of GMP’s Board ofDirectors and the Vermont Life Editorial Board. The Ralph Nading Hill literary prize is now considered by Vermont writers to be one of the state’s premier literary prizes. Entry for the prize, as in past years, may be an essay, short story, play or poetry. The focus of the literary work must be “Vermont – Its People, the Place, Its History or Its Values.” It must be unpublished. The maximum length is 3,000 words. The winner will be selected on the basis of literary merit and suitability for publication in Vermont Life. The deadline for this year’s contest is November 15, 2004. A $1,500 cash prize is awarded annually to the winner, and the winning work will be published in a future issue of Vermont Life. The most recent winner was “Four Poems for Elizabeth,” by Mary Pratt of New Haven. The Ralph Nading Hill, Jr., Literary Prize Board of Judges consists of Ruth Page, a writer and former member of GMP’s Board of Directors; Tom Slayton, editor of Vermont Life magazine; Brian Vachon, Vice President of Communications at National Life; Alison Freeland, a Vermont author; and Steve Terry, Senior Vice President Corporate and Legal Affairs at GMP. The contest is open to all residents of Vermont, including students enrolled in Vermont colleges and seasonal residents. Entrants may be professional writers as well as amateurs. Green Mountain Power employees and their immediate families are not eligible, nor is the immediate family of any member of Green Mountain Power’s Board of Directors. Please send two copies of your entry to the Corporate Relations Department at Green Mountain Power, 163 Acorn Lane, Colchester, VT 05446. Please provide entrant’s name, address and phone on a separate sheet of paper. Do not mention the entrant’s name on the entry itself. For more information please contact Green Mountain Power’s Corporate Relations department at (802) 655-8788.last_img read more

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Keeping the talent pipeline strong in today’s climate

first_img 55SHARESShareShareSharePrintMailGooglePinterestDiggRedditStumbleuponDeliciousBufferTumblr,Alicia Chaney Alicia Chaney is the campus program manager at CUNA Mutual Group. Web: https://www.cunamutual.com Details As HR professionals, we know the importance of recruiting – finding the best, most diverse pool of talent we can for our organizations is a top priority. As the pandemic hit, many of us in human resources across the industry were poised to ramp up our recruiting season – touring colleges or attending summer conferences. Needless to say, recruiting season looks different for all of us this year.And, even if we’re not hiring at the same rates or recruiting as much, our focus on identifying and fostering talent in our industry cannot slow down. That means growing our talent pipeline and particularly growing the diversity of that pipeline. We know that diverse teams make stronger business decisions. If we are to serve members in the best way possible, to help people through the crisis, then we must create pathways for diverse, talented workforces across our industry.Here’s what we’re learning: Stay committed to feeding the pipeline.Once COVID-19 hit, CUNA Mutual Group didn’t know how we would move forward with our Internship Program.  We were expecting more than 55 interns on June 1, so our HR Recruiting Team developed an approach that would accommodate all 2020 interns. The purpose of our internship program is to inspire diversity by casting our net to a broad talent pool, so we can be more innovative, more inclusive–and demonstrate who we are as a company.While there was much unknown, and we weren’t experienced in running an all-virtual program, we believed it was the right thing to keep the internship program alive through the pandemic. We decided to take the chance.We were able to keep 95% of our interns this year. Those who couldn’t join were offered a guaranteed fall 2020 or summer 2021 internship. If you’ve got a chance to build that pipeline, take it – even if it feels unknown or like you’re taking a chance, stay with it. It will be a rewarding experience. Don’t just identify talent – provide opportunities to develop.Identifying talent is one important step. Just as important is the next step – providing opportunities for growth and development. Our internship program has created the opportunity for real career development.  We spark connections through our mentorship program, inspire through our Inspirational Thursday’s with executive leaders and develop through our resume building workshop hosted by a recruiter. Here is your chance to start. Maybe you have one or two interns. Maybe you have entry level staff learning the industry. Maybe you are just now considering how to start. Wherever you are, it’s all our responsibility to keep the talent pipeline strong, to create opportunities for diverse talent in our industry – so we can better serve our members.last_img read more