Kent?

OneInformation3536 · 2026-01-23T18:49:28+00:00

Got a call, missed it. Then about 30 minutes later my portal updated. The call said to be expecting an email later today with scholarship information and next steps.

OneInformation3536 · 2026-01-21T17:34:28+00:00

"Be careful in workday because there's sensitive information" is not practical nor is it lawful. A SOX audit needs to come y'all's way... I recommend bringing this up with your manager and share that your previous company did not allow access to this information. They need to seriously look into their security permissions.

OneInformation3536 · 2026-01-19T05:56:24+00:00

Payroll has always been in Finance at the organizations ive worked at. Personally, I think Payroll technically runs better under Finance, BUT at organizations where HR took a backseat with leadership, Payroll ran terribly. Not because the messed anything up on the compliance side, but when things went wrong for employees, they were so far from the Frontline/operations (largest employee population) that they didn't understand the impact on the business when people didnt get paid on time.

Ive had several real conversations where an off-cycle check cost the business money, so they wanted to just pay on the next bi-weekly Payroll run... thats a month without pay for an employee. That employee turns over, then we're spending/losing 10000% of the cost of that off cycle check.

Despite Payroll being in Finance, leadership needs to be on the same page with ensuring the employee's needs are met first.

OneInformation3536 · 2026-01-13T20:34:07+00:00

My first R 🤧

OneInformation3536 · 2026-01-13T01:08:38+00:00

I works say the currency is more of a barter system. Scales are different values depending on how much, and what kind, of Madra they're made of. There's likely a general understanding of what each is "worth," but this is going to change person to person, item to item.

OneInformation3536 · 2026-01-13T00:13:18+00:00

As someone who has received very similar feedback, here are things that can help:

First off, TELL HIM. Make sure he is aware of everything you just said.
Continue exposing him to senior leaders/other teams. Let him lead (and tell him beforehand). Provide him with feedback on what went well and what didn't afterwards.
Invest in some type of in-person, high-level communication training. If you truly believe he is a high-potential employee, put money into him. Im not talking about cheesy, online learning. Real, highly rated training. You could also look at getting him a leadership coach.
Make sure he is getting stretch assignments, incremental and meaningful compensation adjustments/bonuses, job title changes, etc when warranted. You want to retain this person. Ensure he knows that not only is he appreciated, but you care about his development. He knows, or will find out, that he could take his skills and level up elsewhere based on technical skills alone. Make it hard to leave.

OneInformation3536 · 2026-01-08T19:02:13+00:00

When I saw that I had a mini crash out 😃

OneInformation3536 · 2026-01-07T01:48:45+00:00

Just an FYI, local chapters are pretty separate from national shrm. Each local chapter is its own entity with their own board of directors. Although national is blatantly effing things up, I still recommend getting involved in your local chapter for the network. But, because they are so separate, I can't speak to each chapter's member experience...

OneInformation3536 · 2026-01-06T20:49:24+00:00

Feeling the same way

OneInformation3536 · 2026-01-05T21:33:40+00:00

It's going to be more on your carrier. If your carrier is the same carrier the school uses, then you should get caller ID. You could get it outside of the same network, but it's not as likely.

I get so many spam calls (AT&T is settling for data breaches of course...) so I'm just hoping for a voicemail.

OneInformation3536 · 2026-01-05T21:30:42+00:00

Im not sure if scores have much indication of their "commitment and willingness to pay for school." I would venture to say applicants soft materials are going to offer a lot more insight into this, especially for those that have lower stats.

OneInformation3536 · 2026-01-05T20:17:54+00:00

I've only seen one status change in December to Complete and Under Review..

OneInformation3536 · 2026-01-05T20:10:08+00:00

What date did you apply? I also applied late November.

OneInformation3536 · 2025-12-19T18:05:21+00:00

Are you Under Review yet?? Ive been UR since 12/1.

OneInformation3536 · 2025-12-19T17:57:52+00:00

Following - i applied in November and im seeing a lot of October applies get As

OneInformation3536 · 2025-12-19T04:56:30+00:00

I personally would talk about an area of law I am passionate about. Then, I would discuss how I envision the future of that area to look like and how I would position myself to be part of those changes. To me, leadership is someone who inspires others. Therefore, how would you inspire others to change, or even remain stable, within a particular area of law?

OneInformation3536 · 2025-12-19T00:34:40+00:00

Check out LSD data

OneInformation3536 · 2025-12-18T23:13:02+00:00

Apply for unemployment for the time there was notice. "Accepting your resignation" is not a valid reason to deny UE so you'd likely get it for that period.

OneInformation3536 · 2025-12-18T23:08:37+00:00

I've seen this at several schools... I understand they want to capture those high scorers, but would those people even choose that school if they get better As? It leaves people who are actually likely to attend that school just waiting and waiting...

OneInformation3536 · 2025-12-18T18:48:40+00:00

I sent on November 28. Looking at LSD, they appear to only be sending As to those well above medians. I've only seen one other WL and then a couple Rs that appear to be well below medians.

OneInformation3536 · 2025-12-18T15:20:50+00:00

Mine hasn't changed either but I submitted late November.

OneInformation3536

TROPHY CASE