Date: 8/5/2015Copyright 2003 by Training Tamer Inc.Page: 1 Career Portfolio Example Training Tamer Helping People Learn & Soar Dream

Date: 04/19/23 Copyright 2003 by Training Tamer Inc. Page: 1

Career Portfolio Example

Training Tamer

Helping People

Learn & Soar

Dream


Table of ContentsTable of ContentsCareer Summary & Goals . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .Philosophy/Mission Statement . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .Resume . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .Accomplishments . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Skills, Abilities & Marketable Qualities . . . . . . . . . . . . . . . . . . . . . . . . . . . Work Samples

Management . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Instructional Design. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .Training. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

Soft SkillsCommunication/Interpersonal Skills . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Management . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

Testimonials, Evaluations & Letters of Recommendation . . . . . . . . . . . . . Awards & Honors . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Conferences & Workshops . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Transcripts, Degrees, Licenses & Certifications . . . . . . . . . . . . . . . . . . . . .Professional Development . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .Military Records, Awards & Badges . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Volunteering/Community Service . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .References . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

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Career Summary & GoalsCareer Summary & GoalsOver the course of my career, I have been a trainer, instructional designer, and training manager/director. My strength is in creating highly interactive, media rich classroom and eLearning courses that use questions, role-plays, scenarios, simulations, case studies, and practice exercises to facilitate teaching and learning. I also have a talent for making complex subjects easy to understand and fun to learn. I have a real passion for teaching and learning and I give people the ongoing coaching and support they need to be successful.

As a manager and director, I have led several winning training organizations, including the highly successful training department for the Business Intelligence Division of Platinum Technology. Our training department was noted for having the best training, marketing, and sales of all six divisions in the company. The reason for my success has been in fostering a team oriented work environment where everyone helped and coached one another and people were acknowledged for their outstanding efforts, both personally and financially. At the present time, I am running my own business called Training Tamer LLC. Training Tamer is committed to providing classroom and e-Learning training to job seekers and employers.. We help job seekers learn how win an enjoyable, top paying job and kept it and teach HR/hiring managers how to hire grade A talent and keep them. Our goal is to provide low cost, high quality training and coaching to our clients and be the number one provider in this arena by 2010.

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Date: 04/19/23 Page: 3Copyright 2003 by Training Tamer Inc.


Professional Philosophy/Professional Philosophy/Mission StatementMission Statement

My training philosophy is based on the Socratic method where you teach by asking questions vs. simply talking or lecturing. This method is more engaging for the student and forces the student to figure things out for themselves, thus more effectively cementing learning in the student’s mind. I believe in helping people learn and grow by providing them with equal measures of challenge and support. The students’ goals and our training provide the challenge and our ongoing coaching provides the necessary support for them to succeed. Our coaching model helps them set goals, figure out what’s stopping them if they get stuck, and helps them find a way to get back on track without feeling they are wrong or have failed.



ResumeResumeLarry LaBelle

29326 Yarrow DriveWesley Chapel, FL 33543

Phone: 813-924-8404

BUSINESS PASSION:

Produce and deliver training that makes learning easy, solves problems, improves performance, and supports the strategic goals of businesses or educational institutions.

SKILLS SUMMARY:

I am a creative and enthusiastic training professional with over 10 years of success in the management, design, development, delivery, and assessment of innovative training programs for business and education. I’ve created courses ranging from business applications software to sales & marketing and employment training. I’ve developed courses in multiple formats including classroom training and eLearning courses. My strength is in creating highly interactive, media rich training programs that use questions, role-plays, scenarios, simulations, case studies, and practice exercises to facilitate teaching and learning. As a trainer at Platinum Technology, I received an average of 4.8 out of 5 on all my student evaluations and as the Director of Training for the Business Intelligence Division, our training was rated as the best in the company and sales doubled from $750K to $1.5M in one year. At Applix, I managed two highly acclaimed user conferences, the first one done in 3 months.

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Resume (2)Resume (2)COMPUTER /SPECIAL SKILLS: Trainer/Instructor, Course Developer, Instructional Designer, eLearning Specialist (CBT & WBT),Training Director/Manager, User Conference Manager MS Windows 98/2000/NT/XP, Unix, MS Office 2000 Professional/XP, MS Project, Adobe Pagemaker, Adobe PDF, PaintShopPro, RoboDemo/Captivate, Outstart Trainersoft/Softsim (web-based training development tools), Advanced Learning Platform (LMS), HTML, etc.

EMPLOYEMENT HISTORY:

February 2005 to Present & Sept 1999 to May 2003: Consultant/Owner, Training Tamer, LLC, Wesley Chapel, FL Served as an independent consultant who developed, sold and taught job hunting and job hiring seminars to individuals and businesses that also included follow up coaching. Sold and taught a wide range of professional development courses for DSK Training Innovations, including shared team leadership, active listening, conflict resolution, and leadership.



Resume (3)Resume (3)Sept 2004 to January 2005: Instructional Designer, Hudson Highland Group, Tampa, FL Designed and developed instructor-led training and web-based training courses for PeopleSoft Staffing. Created a template for both types of training. Delivered interactive web-based training courses through a Learning Management System. Produced job aids. Position was a short-term contract assignment.

January 2004 to August 2004: Work Readiness Instructor, Tampa Bay Work Force Alliance, Tampa, FL Taught employability skills to WTP customers to help them get and keep a job. Taught students how to: conduct an effective job search, complete a job application, write a winning resume and cover letter, learn successful job interview techniques, provide quality customer service, work on a team, and manage conflict. Developed new courses on the entire MS Office Suite that helped customers get better paying jobs and made staff more productive on the job.

June 2003 to December 2003: Instructional Designer, Specialized Solutions, Inc., Tarpon Springs, FL Designed and developed computer-based training and web-based training courses for the Customized Curriculum division of the company. Created training proposals for prospective customers to help the company win new business. Redesigned the division’s web site and developed brochures to market the company’s off-the-shelf training courses and custom training development services. Developed an “Instructional System Design, Project Management, and QA Process Control Standards” manual. Produced student handbooks and guides (paper-based or e-Books) to accompany e-Learning courses.



Resume (4)Resume (4)April 2002 to September 2002: Business and Office Technology Instructor, Albuquerque Job Corps, Albuquerque, NM Taught English, Business Math, keyboarding skills, Windows, Microsoft Office Suite of Tools (Word, Excel, PowerPoint, Access, and Outlook), Internet Explorer, office equipment usage, employability skills, business ethics, workplace safety, and career development skills. January 2000 to December 2000: Senior Presales SE/Trainer, Viador, Inc., Mountain View, CA Delivered presales demos, proof-of-concepts, and training for Viador’s E-Portal Suite (Web-Based Portal & BI Tool) to customers, business partners, and internal staff. Developed new courses (e.g. Basic OLAP Concepts & Terminology), recommended changes to existing courses, and entered software bugs and enhancement requests into the company’s portal-based database. November 1997 to August, 1999: Manager TM1 VAR/OEM Program, Applix, Inc., Westborough, MA Managed sales support and training department for TM1 product. Recruited, hired, and trained/coached new employees and business partners. Maintained content of partner section of company web site. Managed two highly successful international user conferences.



Resume (5)Resume (5)July 1997 to October 1997: Desktop Services Training Manager (short term consulting assignment), Liberty Mutual, Portsmouth, NH Managed the course development and training for desktop applications programs. Led the rollout of Microsoft Windows across the entire corporation nationwide (formerly a MacIntosh environment). August 1991 to May 1997: Platinum Technology Inc., Portsmouth, NH

Director of Training, Business Intelligence Division: Managed the development, marketing, and sales of the division’s training program, including courses on product training, sales/marketing classes, call center and new hire training, and certification classes. Built a 14 member training team from scratch and the department was noted as the best of all six divisions in the company. Developed strategic plans for the department, created the budget, recruited/hired new staff, set staff performance objective, conducted annual performance reviews, and handled salary increases. Managed the division’s offerings at two international user conferences. Senior Systems Engineer: Provided technical support, demonstrations, proof of concept applications, and training for all Business Intelligence products. Supported sales by offering special seminars for prospective customers at regional training centers to address their specific business concerns - resulted in a faster closing rate and increased revenue. Delivered call center training to our technical support group. Also trained staff and business partners in Europe, the Far East, and Aruba.



Resume (6)Resume (6)May 1987 to June 1991: Manager of CBT Course Development, Cooper & Associates Inc., Portsmouth, NH

Managed the design, development, testing, and rollout of all computer-based training (CBT) produced by the internal staff and external writers. Designed and developed my own CBT courses. Received and award for developing the Digital Switching course that make this complex topic easy to understand and learn.

EDUCATION:

Bachelor of Science: Business Data Processing Education (Self-Designed Major)

University of New Hampshire, Durham, NH

Trainer-the-Trainer certification from DSK Training Innovations, Manchester, NH



AccomplishmentsAccomplishments1. Produced award winning computer-based training at Teletutor Inc. We used the Socratic

method to more effectively engage students and help cement learning. We constantly asked students questions and allowed them to type in any answer they wanted . We then assessed their answer and gave them feedback. They had three tries on each question before we gave them the answer but most students got it on the second try. Many students commented that our courses felt like they were talking to their own personal tutor.

2. Created a 14 member training department for the Business Intelligence Division at Platinum Technology Inc. that was acknowledged company wide as the best training department in the company. In our first year, we doubled our training revenue from $750K to $1.5M.



Skills, Abilities & Skills, Abilities & Marketable QualitiesMarketable Qualities

1. Trainer

a. Excellent facilitation skills b. Used questions, illustrations, role plays, scenarios, simulations, case studies, and practice

exercises to facilitate learningc. Well organized in my preparation, presentation, and follow-upd. Employed Adult Learning Theory in my classes

2. Instructional Designer/Course Developer

a. Developed highly interactive, media rich courses with lots of practice exercises in multiple formats (instructor-led training, computer-based training, and web-based training).b. Used instructional design techniques to create a Course Requirement and Instructional Design document to present a comprehensive model for developing a course and get buy-in from the client.c. Built a detailed storyboard for every eLearning course, including a complete description of the user interface and all the functionality in the course (e.g. TOC, Topical Index, Bookmark, Glossary, Tutor, etc.)d. Developed instructor-led training manuals with a CD included in the back containing all the training files. This allowed students to review segments of the course over again back at their office.e. Created comprehensive training databases to be used in business software application courses.f. Developed related classroom materials, including classroom setup instructions, class rosters, course evaluation forms, certificates of completion, etc.



Skills, Abilities & Skills, Abilities & Marketable Qualities (2)Marketable Qualities (2)

2. Instructional Designer/Course Developer (continued)

g. Created course descriptions for marketing purposes, including the course title, length, format, brief description, learning objectives, and prerequisites.h. Developed invaluable job aides for student to use after completing the class.i. Created adult learning theory guidelines for instructors to use in the classroom.

3. Training Manager/Director

a. Managed a training department of 14 people, including personnel in training sales, instructional design, course development, training, and administration.

b. Created a comprehensive budget for the training department.c. Developed annual goals/objectives for the training department.d. Designed and built state of the art training rooms with PCs, a Printer, comfortable Tables/Chairs,

Whiteboards, Projection System, Network Connectivity, Phone, etc.e. Submitted a monthly training department report outlining training sales revenue against quota, showing

usage statistics for all trainers, projecting sales for the next month, and highlighting any significant problems needing attention by upper management.

f. Created job descriptions and hired staff using a team hiring model.g. Set annual goals and objective for staff (measurable) and conducted annual performance evaluations.h. Created training catalogs/schedules for the department (paper-based and web-based) that received

recognition for clarity, innovative graphics, and simplicity of layout.




3. Training Manager/Director (continued)

a. Designed marketing mailers with a bounce back card to create training leads.b. Developed demo scripts for instructors to use in pre-sales demos and class to demonstrate the salient

features of the software.c. Established training guidelines that explained how training could be used to help sell the software and also defined different methods for deploying training to clients.d. Developed numerous training administration forms, including an On-Site Training Agreement, Training Source Files License Agreement, Training Price List, etc.e. Redesigned the Training Website to help make it more informative, user friendly, and more like to

generate training sales.f. Developed a Partner Newsletter with information designed to help partners sell our software.

4. Coach a. Provided ongoing coaching to staff to help them be more proficient in their job and maintain

development schedules. Help often took the form of brainstorming, getting them tutoring from a peer, pointing out resources, or just listening.

b. Coached student in all aspects of job hunting, including resume and cover letter writing, interview skills, building a career portfolio, and the like.




5. User Conference Manager

a. Designed two International User Conferences for Applix, Inc. with over 750 participants

at each.

b. Designed the Business Intelligence Track of the Platinum Technology User

Conference, including the course descriptions and special events.

c. Worked with a User Conference Management company to set up a telemarketing

program, develop a registration database, register students, manage payments,

d. Designed a Conference Marketing Brochure (mailed and available on our website) to

entice customers to register for the conference. Included an overview of the conference, the

tracks available and descriptions of the courses in each track, listings of special events, and

conference registration form with instructions on how to register.

e. Created a Pocket Brochure for students to use at the conference. The brochure include

the course #, descriptions, time, and room for each course along with a map of the portion of the

facility where the training rooms were located.



Work Samples: Work Samples: ManagementManagement

BI Training Department Goals/Objectives for 1997

Vision/Mission Produce key technical training courses that help customers rapidly develop solutions to their strategic, tactical, and operational business problems with BI family of products Financial (Revenue) Under the plan proposed to you by Julia Swanson, Greg Johnson, and myself, the BI Training Department will no longer have revenue responsibilities

Product (Training Courses)

1. Produce technical training courses for customers for all BI products within 3 weeks of product

release which help accelerate the rollout of BI products PRF can only be supported if we regain control of PRF course development from Platinum

Education 2. Provide Rollout Training for each product release within one week of GA

Include both technical and sales/marketing training BI Training develop and deliver technical portion of training Marketing develop and deliver the sales/marketing portion of training Provide advance notice to all Platinum Staff (domestic and international) and Partners within 4-6

weeks of the training 3. Produce technical, trainer, and inside sales certification programs to certify Platinum staff (domestic

and international) and Partners to support and sell BI products Technical and trainer certification contingent upon Larry Barbetta supporting these programs and

providing the staff to implement it (see staffing below) 4. Produce end user training courses for the applications developed by Fred Rook’s division

Contingent upon Larry Barbetta supporting our doing this for Fred’s group Fred has already agreed to fund the positions necessary to develop this training

5. Produce semi-annual (mailed in December and June) BI Training Catalog used to advertise the BI Training Offerings to customers and include this information in the appropriate BI Training Notes databases, the Platinum Web Site, On-Line Help for BI products (as new releases occur), and annual the Platinum Education catalog.

6. Provide support for the annual user conference by brainstorming conference themes developing/delivering special sessions related to BI to support those themes, and delivering standard BI customer course

7. Maintain pricing sheets for all BI technical training, including standard and discount pricing for public/on-site classes, training manual purchases, training source code licenses, and training manual reproduction licenses

Instructions

1. Click on document to access full file in MS Word.2. Then close MS Word to return here.



Work Samples: Work Samples: Management (2)Management (2)

Business Intelligence

Training Catalog:

Cover Page


Date: 04/19/23 Copyright 2003 by Training Tamer Inc. Page: 18Date:

Work Samples: Work Samples: Management (3)Management (3)


Business Intelligence

Training Catalog:

Course Page


Work Samples: Work Samples: Instructional DesignInstructional Design

Instructions


The Training Transformation Specialist

Instructional Systems Design, Project Management, and Development &

QA Process Control Standards Guide



Work Samples:Work Samples:

Instructional Instructional Design (2)Design (2)

Web-Based

Training Course

Click Here to Run Program! Return to Menu of Topics


Work Samples: TrainingWork Samples: Training

Larry LaBelle

Introducing the Course:

How to Win an Enjoyable, Top Paying Job & Keep It

CLICK ON VIDEO TO PLAY!



Soft Skills: Soft Skills: Communication/Communication/

Interpersonal SkillsInterpersonal Skills

Instructions



Communications/Interpersonal Skills

1. What was the most difficult problem you have ever faced? How did you handle it?

What did you learn from it? How would you do it differently next time. I had an instructional designer named Vicky on my staff that blew up at me in my office in front of another staff member. I found myself getting defensive and thinking of responding in kind but instead, I suggested we all go out to lunch and cool off. When we returned, I talked it over with her and found out she had misinterpreted something I said in a staff meeting a month earlier and had gotten progressively angrier ever since. We straightened things out and agreed to check things out with each other immediately if this kind of thing ever happened again. As a result, she became my best allie, offered constructive ideas and coaching to me and others, and became my best producer. She is still a friend today.

2. Describe a situation where you had to deal with a difficult or irate customer. How did you handle it? What did you learn from it? How would you do it differently next time. I had a customer who had just bought our software package and wanted training related to a feature he had seen demonstrated by our pre-sales staff. This feature was not actually part of the product but rather a demo showing what could be done with the software. The demo had not been fully tested and had lots of bugs but we developed training for it anyway since it had been demoed this customer and many others. This particular customer had found a lot of the bugs during the training and demanded his money back on both the product and training. I felt he had a valid issue and agreed to give him back his money to ensure good will. He was pleased with my honesty and willingness to refund his money. He decided to keep the product and later recommended both the product and our training to others potential customers.

3. Describe a difficult problem you had with a co-worker or manager. How did you handle it? What did you learn from it? How would you do it differently next time. A new VP took over in our division of the company and appeared to have little respect for any nut her managers, including me. Within a month, all the other managers except the one she favored resigned but I stayed on. After six more months of being left out, having meetings cancelled at the last minute, etc., I finally realized that things weren't going to change and found another job. If this were to happen again, I would confront my VP sooner and if there were no resolution, then I would leave immediately.


Soft Skills: Soft Skills: ManagementManagement

Instructions



Management Skills

1. Describe a situation where you had to deal with an employee who was not performing

up to standard on the job. How did you handle it? What did you learn from it? How would you do it differently next time. I had an employee named Jay who was part of the course development team working on developing a large course. Jay was having trouble keeping up with the others on the team and the team was having to pick up his slack to maintain the schedule. I talked to Jay about the problem and told him he'd have maintain his schedule and offered to coach him daily on issues that were slowing him down. After 2 weeks, Jay was still behind schedule and I asked him to work overtime on the nights and weekends to catch up rather than having his co-workers bail him out again. He then took a phone call from his wife and proceeded to bad mouth me to her while I was there listening. I ignored his comments and stuck to my guns. Jay finally conquered the problem and got back on track. I learned to trust my gut instincts and not back down.

2. What methods do you use to motivate your employees to do their best and ensure they are retained by the company? First, I set up a budget that provided $1000 per person for training related to their job so they could learn and grow. Second, I fostered a real team environment where everyone supported each other and could get help/coaching at a moment's notice. Third, I made a point of holding regular quarterly meetings for the staff at our Portsmouth and Houston sites to get together, discuss and resolve common issues, and get to know one another better. Fourth, I gave out awards to everyone on the team to acknowledge their individual contributions. Fifth, I tried to create a relaxed working environment that they all enjoyed. Sixth, I had an open door policy so anyone could approach me and any time with an issue or concern. Finally, I encouraged people to work at home when feasible and supported one person's move from Portsmouth to Virginia as an at home worker.

3. How have you approached upper management with a new idea or project to get their approval? How did it work out? What did you learn from it? How would you do it differently next time?

I went to the VP of the Business Intelligence Division in Platinum Technology and asked him to take the training function out of the Technical Writing group and make it into a separate Training Department with me as its head. He was reluctant to do this at first so I suggested that we do a six month trial. He agreed and after three months, the project was so successful that he made it a permanent deal. This taught me to never take NO as a absolute but instead to come back with alternatives until one sticks.


Testimonials, Testimonials, Evaluations, & Evaluations, &

Letters of Letters of RecommendationRecommendation

Instructions


Testimonials: Comment from Attendee at a Presentation at the Professional Networking Group, Tampa Bay Workforce

Alliance

This is the best material (on interviewing skills) I’ve received in over a year of coming to these networking group

meetings.

Email from Joe Jones (Job Seeker) to Kay Jefferson (leader of the Professional Networking Group, Tampa Bay

Workforce Alliance)

Hi Kay,

I thought Mondays Professional networking meeting with Larry LaBelle was the best meeting I've attended since I

started (I guess about 6 weeks ago). He is a good facilitator and always knows the needs of the audience. His

suggestions on developing a professional portfolio were particularly valuable.

Thanks,

Joe H. Jones

Email from Debbie Council (Job Seeker) to Me

Hi Larry, I spoke with Pam Jeffries today and wanted to thank you so much for referring me to her. She gave me some good leads that I will follow-up on and also offered to pass my resume along to HR to see if there is a fit. She also said this is a good time of year to apply as companies are planning their budgets to hire in Dec to start in Jan. Hope you have a good week and thanks again so much for your help! Debbi Click for Next Slide


Testimonials, Testimonials, Evaluations, & Evaluations, &

Letters of Letters of Recommendation (2)Recommendation (2)

Instructions



Letter of Recommendation

October 4, 2007 With regard to Larry Labelle: I have known Larry since 1987, as an employee, a colleague, a neighbor, and a friend. He is a man of honesty and integrity, willing to take responsibility for his actions. He is bright, articulate, creative and energetic, seeking the positive solution to each challenge he faces. I recommend him without hesitation. When my partners and I moved our fledgling CBT company to New Hampshire, Larry was our second hire. He remained with us until 1990/91 when the recession finally caught up with us and forced us to lay off our entire staff. By the time the economy recovered enough to allow us to grow again, Larry was well ensconced in a new company and we were unable to hire him back. While with us, he performed the myriad tasks typical of a small company, including researching technical information, assisting in the design of learning modules and assessment tools, creating complete interactive, graphically rich CBT lessons, managing the intricate development schedules of complex projects, and finally managing and mentoring a group of new developers. During his tenure, he embraced and mastered a learning philosophy and teaching style that maximizes learner involvement and educational effectiveness. He accomplished a great deal in that short period, and based on examples of his work that he shared with me after his departure, he continued to grow and extend his skills in his subsequent endeavors. He will be a valuable addition and contributor to your organization. Sincerely, Thomas S. Johnson Jr. 1 Mount View Road Barrington, NH 03825


Awards & HonorsAwards & Honors Received the A Switch in Time award from Teletutor Inc. for the simplicity of

presentation and engaging interactivity in the Digital Switching course.

Received a Cash Bonus from Trinzic Corporation’s President for Going the Extra

Mile to help sales closes deals.

Received the Vision award from the VP of Business Intelligence at Platinum

Technology Inc. for having a vision for the Training Department and achieving it.



Conferences & WorkshopsConferences & WorkshopsPresenter/Manager: 1987 Great Plains User Conference

Presenter for Forest & Trees Session

1997 Platinum Technology User Conference Conference Manager for Business Intelligence Division 1998 and 1999 Applix Inc. User Conferences Conference Manager Attendee: 1985: Dale Carnegie Effective Communication and Human Relations Course 1989: Landmark Form 1999: Train the Trainer Course, DSK Training Innovations, Manchester, NH



Transcripts, Degrees, Transcripts, Degrees, Licenses & CertificationsLicenses & Certifications

Bachelor of Science, Self-Designed Major in Business Data Processing Education

University of New Hampshire, Durham, NH

Train the Trainer Certification, DSK Training Innovations, Manchester, NH



Professional DevelopmentProfessional Development

Member of: American Society for Training & Development (ASTD)

Rotary



Military Records, Military Records, Awards & BadgesAwards & Badges

Service/Discharge Status: Honorably Discharged from the U.S. Navy

Service Dates: March 1968 to December 1971

Position: Communications Technician

Rank: CTO5 (E5)

Badges: Vietnam Service Badge

Awards: Received award for providing most accurate message routing files

Security Clearance: Top Secret Crypto



Volunteering & Community ServiceVolunteering & Community ServiceHarmony Church: Scraped, repaired, and painted deck around church hall/store Organized and led a Men’s Group Held Several Pancake/Waffle Breakfast Fundraisers Helped organize Halloween Fundraiser and designed/set up/ran haunted house

Job Hunting Seminars/Coaching:

Delivered numerous job hunting seminars and follow up coaching

– Clients

Professional Networking Group, Tampa Bay Workforce Alliance ProNet, Lakeland, FL

– Topics included:

Identifying your ideal job Resume/cover letter writing Interviewing skills Building a career portfolio Effective communications skills



ReferencesReferences


Job References:

Name Address Phone Email

Jeff Wade 5 Thornton Lane, Eliot, ME 03903 207-439-5559 (Home) [email protected]

Tom Johnson 1 Mountain View, Barrington, NH 03825 603-868-6335 (Home) [email protected]

Karen Kirby 311 Marina Blvd, San Francisco, CA 94123 415-409-2823 (Home) [email protected]

Personal References:

Name Address Phone Email

Charlie Evans 26 Lamprey Lane, Lee, NH 03824 603-659-1893 (Home) [email protected]

Carol Evans 26 Lamprey Lane, Lee, NH 03824 603-659-1893 (Home) [email protected]

Linda Dutton 32 Pleasant Street, South Berwick, 207-384-1711 (Home) [email protected]

ME, 87108


Contact Information

Phone: 813-924-8404

Email: [email protected]

Website: www.trainingtamer.com

Documents

Date: 8/5/2015Copyright 2003 by Training Tamer Inc.Page: 1 Career Portfolio Example Training Tamer Helping People Learn & Soar Dream