Exam Code: 2B0-101 Practice test 2023 by Killexams.com team
ESSE Recertification
Enterasys Recertification questions
Killexams : Enterasys Recertification questions - BingNews https://killexams.com/pass4sure/exam-detail/2B0-101 Search results Killexams : Enterasys Recertification questions - BingNews https://killexams.com/pass4sure/exam-detail/2B0-101 https://killexams.com/exam_list/Enterasys Killexams : 32 Reference Check Questions You Should Ask
  • A reference check is the process of an employer contacting a job candidate’s professional and personal connections to better understand the candidate’s skills, qualifications and demeanor.
  • Your reference check questions should discern whether a candidate would fit in at your company. They cannot pertain to your candidate’s personal information.
  • Your company should develop a process to ensure consistency among all reference checks and determine which questions you should ask references.
  • This article is for business owners who plan to conduct reference checks for prospective employees and want to know how to prepare and what to ask.

A candidate for a job at your company who aces an interview doesn’t always make a perfect hire. You can get a better idea of an applicant’s compatibility with your company by checking their references – especially if you ask the right questions, with a focus on the candidate’s performance and what it was like to manage and work alongside them.

What is a reference check?

A reference check is the process of an employer reaching out to people who can shed light on a job candidate’s strengths and speak to the qualifications listed on the candidate’s resume. These contacts tend to be previous employers, but they may also include university professors, longtime colleagues and other people familiar with the applicant’s work.

As an employer, you may find that reference checks help paint a full picture of a potential hire. If you ask your applicant’s professional references the right questions, you’ll learn more about the candidate’s skills than you can from a traditional job interview alone.

These are some ways to see if your potential hire is right for the job when you check their references:

  • Confirm the written or verbal information the potential employee has provided.
  • Learn about the candidate’s skills and strengths from someone other than the candidate.
  • Gather information about the applicant’s job performance in past roles to predict their success at your company.

With all this information in hand, you should have an easier time choosing which candidates to move forward in the hiring process.

Key takeaway: A reference check is a series of questions an employer asks a job candidate’s personal and/or professional references to better understand the applicant’s qualifications and verify information from the potential hire’s interview and resume.

What information should you ask a reference?

When developing your list of reference check questions, you should determine the types of information you’re looking to confirm about the job candidate. You may be interested in the references’ insights about the candidate on these topics:

  • Job performance
  • Ability to understand and follow directions
  • Ability to work well as part of a team
  • Standards for office behavior and ethics
  • Interests, specialties and demeanor
  • Ability to deliver directions and ensure that subordinates follow them (if they’re applying for a leadership role)
  • Anything else that stands out on the candidate’s resume or emerged during their job interview

Some of these syllabus are more appropriate to discuss with professional references, whereas others may be more suitable to ask personal references. For example, a former supervisor can speak to how well the candidate operates as part of a team, while a close friend is able to describe the candidate’s interests, specialties and demeanor.

There are certain questions you cannot ask a reference. In general, you can’t ask questions that aren’t related to the job itself. Asking these types of questions in your hiring process can subject your company to discrimination claims:

  • Anything related to demographics or personal information. Don’t ask about a candidate’s sexuality, age, religion or similar matters.
  • Anything related to personal health. Don’t ask about a candidate’s medical history or the existence of disabilities. You can ask whether the candidate is capable of performing the tasks that the job requires.
  • Anything related to credit scores. Although you can request a credit score from a job applicant, the Fair Credit Reporting Act bars you from asking references about an applicant’s credit score.
  • Anything related to family. Don’t ask whether a candidate has (or plans to have) children or a spouse. If you worry that a job applicant with a family might not have enough time for the job, ask references if they think the time demands of the job will suit the candidate. [Read related article: Illegal Job Interview Questions to Avoid]

Key takeaway: You should ask references questions pertaining to the job and the candidate’s qualifications. Avoid questions about the candidate’s personal information, health, family or credit score.

32 reference check questions to ask

Now that you know what information to request from a reference, you should be ready to develop your list of reference check questions. Below are 32 common reference check questions that you can use. You may feel at first that some of these don’t apply to your company, but you should speak with your hiring manager before eliminating any questions.

Introductory reference check questions

  • Is there any information you and/or your company are unwilling or unable to deliver me about the candidate?
  • If you can’t share any information with me, can you connect me with any former employees who worked closely with the candidate?
  • Can you confirm the candidate’s employment start and end dates, salary, and job title?
  • What is your relationship to the candidate, and how did you two first meet?

Reference check questions for getting to know the reference

  • For how long have you worked at your company?
  • For how long have you had your current job title?
  • For how long did you work with the candidate, and in what capacities?
  • Can you think of any reasons I should be speaking with another reference instead of yourself?

Performance-related reference check questions

  • What positions did the candidate have while at your company?
  • In what roles did the candidate start and end?
  • What did these roles entail?
  • What were the most challenging parts of the candidate’s roles at your company?
  • How did the candidate face these challenges and other obstacles?
  • What are the candidate’s professional strengths, and how did they benefit your company?
  • In what areas does the candidate need improvement?
  • Do you think the candidate is qualified for this job, and why or why not?

Reference check questions to ask managers

  • For how long did you directly or indirectly manage the candidate?
  • In what ways was managing the candidate easy, and in what ways was it challenging?
  • How did the candidate grow during their time working under you?
  • What suggestions do you have for managing this candidate?

Reference check questions to ask employees who reported to your candidate

  • For how long did the candidate manage you, and in what capacity?
  • What did you like most and least about the candidate’s management style?
  • How did the candidate’s management style help you grow and learn?
  • How could the candidate have better managed you and your co-workers?

Reference check questions to ask co-workers

  • For how long were you among the candidate’s colleagues, and in what capacity?
  • What did you like most and least about working with the candidate?
  • How did you grow and learn while working with the candidate?
  • How did the candidate support you and your other colleagues?
  • In what ways could the candidate have been a better co-worker to you and your colleagues?

Reference check questions about ethics and behavior

  • Why did the candidate leave your company?
  • Did this candidate’s behavior lead to any workplace conflicts or instances of questionable ethics?
  • If the opportunity arose, would you willing and/or able to rehire the candidate, and why or why not?

Just as you can speak with your hiring manager about potentially removing certain questions from this list, you can discuss adding other questions. As long as any additional questions shed light on how your candidate would perform during employment with your company and don’t ask for personal information, chances are that you’re asking good questions.

Key takeaway: The questions you ask references should shed light on the candidate-reference relationship as well as the candidate’s skills and ability to act as a team player.

How to conduct a reference check

If you decide to check references for new hires, implement a formal procedure for it at your company. This will streamline the process of obtaining your candidates’ references and the permission to contact them and help you determine what to ask the references. From start to finish, your hiring team should follow these steps to conduct a thorough reference check:

  1. Decide how many references to obtain from each applicant. Two or three should suffice.
  2. Include a section for references in every job application. Ask candidates to include their references’ full names, phone numbers, email addresses and relationship to the candidate.
  3. Get permission to contact the reference. Include a clause in your job application that the applicant signs to deliver you permission to contact their references. You should also email a reference to get their permission to ask them questions about the candidate.
  4. Decide whether you’ll conduct your reference checks by phone or email. While sending questions by email will save your company time – especially if you have a standard list of questions you send to all references – verbal checks via phone, video chat or even in-person meetings can offer you a clearer understanding of a candidate.
  5. Develop a list of reference check questions. Consider the list above to determine potential questions.
  6. Watch out for red flags. According to one survey, as many as 30% of job applicants include fake references on their resumes. Do your research before contacting a reference.
  7. Establish a standard note-taking process. Don’t expect to remember every single thing you discussed during a reference check. Work with your hiring team to develop a note-taking format and process that the whole team can understand and use for all hiring processes.

Key takeaway: To conduct a reference check, develop a universal standard outlining the number of references a job applicant must provide, the procedure for contacting references and the questions you should ask.

Once you’ve conducted reference checks on all your job candidates, you should have all the information you need to decide which one is best for the job, and reach out with a formal job offer. If the candidate accepts, then congratulate them and yourself – and start preparing for your new employee’s first day on the job.

Sun, 22 Jan 2023 10:00:00 -0600 en text/html https://www.businessnewsdaily.com/15811-reference-check-questions.html
Killexams : The 55 Best Questions To Ask To Break The Ice And Really Get To Know Someone
Courtesy of Pixabay

What’s the first question most people ask you when you meet?

It’s likely, “What do you do?”

This has become the new “How’s it going?” or “How about that weather?” and it’s awful.

If you’re anything like me, this question leaves you feeling sized-up and minimized. It’s as if the asker is thinking to herself, “I’m out of here if she doesn’t fit my predetermined criteria of what is interesting.”

So, you struggle to answer, not even sure if the asker cares in the first place, or if it’s just small talk.

Why does it have to be like this? And why do we care so much about what someone does, anyway? Hopefully, we respect ourselves enough to know that we are dynamic people who can’t be described adequately in one sentence. We also know that we can’t get someone to feel invested in us, or our work, in a quick transactional conversation.

Isn’t there a better way? Yes, but you may have to break a few norms to bust up the status quo to really get to know someone.  

Here’s a list of some better icebreaker questions to consider. I’ve broken them into mild, medium and hot so you can go deeper as your palate allows.

Play with what works for you in various environments and points in a conversation. A ‘hot’ one is typically best if reserved until after you’ve warmed someone up a bit, so they feel comfortable enough to open up. Some environments create this intimacy quickly, in which case you can dive right in.

And sometimes, a great precursor to any question is simply to admit that you’re over surface-level conversation and really want to learn what makes this person tick. So, might they mind your asking some untraditional questions, and speaking more authentically?

With that, here are 55 questions you might want to try:


Any upcoming travel plans?

What brought you here?

How do you two know each other?

When you're not working, how do you like to spend your time?

What are you reading currently?

What’s the first concert you attended?

Where do you most hope to visit?

What’s your favorite book?

What's your favorite 90’s show?

What's the best Halloween costume you've ever had?

What's your dream job?

What's your favorite word?

What was your first job?

What's one thing you're excited about that's coming up in 2018?

What was the worst job you've ever had?

What is your most-used emoji?

If you could win an Olympic medal for any sport, real or fake, what would it be?

If you could change your name, what would it be?

What movie or TV show title best describes your week?

What was your favorite subject in school?

What’s your hidden talent?

If you had to eat one thing for every meal going forward, what would you eat?

If someone were to play you in a movie, who would you want it to be?


If you could spend a day in someone else’s shoes, whose would they be? Why?

What's one thing your mother/father taught you that completely changed your life?

What’s been on your mind lately?

What’s the first career you dreamed of having as a kid?

What’s the last text you sent?

What's one of your favorite memories?

What's one thing about you that surprises people?

Who, or what, was your biggest teacher?

What was something you've done that made you feel extreme happiness?

Knowing what you know now, what advice would you deliver your 18-year-old self?

If you could instantly become an expert in something, what would it be?

What does success mean to you?

What’s the best piece of advice you’ve ever been given?

Where is your happy place?

If you could invite 3 people, dead or alive, to a dinner party, who would they be, and why?

How can someone win a gold star with you?

What energizes you and brings you excitement?

What qualities do you value in the people with whom you spend time?

For what would you be famous?

What does your dream day look like?

If you didn’t have to sleep, what would you do with the extra time?

What’s your guilty pleasure?

At what job would you be terrible?

If you had to choose only 3 adjectives to describe yourself, which would you choose?


What do you deliver a damn about?

What is a dream you have that you’ve yet to achieve?

What's something you say you'll do, but never will?

What did you have to deliver up to achieve your current level of success?

Has anything ever happened to you that you could not, and cannot, explain?

Do you ever find there are things about you that people misunderstand? What are they?

For what are you most grateful today?

If you could have one 'do over' in your life, what would you do differently?

Of what are you most afraid?

How does your conversation partner respond? Do you find that it can be a shortcut to warm them up? And by taking that leap, does it deliver permission to others to break the mold of their typical conversation patterns?

It takes time to build a relationship. The initial interaction should be used to find some chemistry and build rapport. If you can spark curiosity in getting to know you more, you've succeeded. Choose any of these questions to have in mind for your next interactions, and see what feels authentic to you in kickstarting new relationships.

Most importantly, don’t attack someone with questions. When you ask, deeply listen. Any questions that come after should be a natural follow up to their response. These are helpful primers, but follow the course that the conversation takes.

And then, you will eventually get to know what someone does. No need to lead with it. Ideally, it will uncover itself as you get to know what really matters to your new friend.

Want more success and fulfillment in your life? Then check out this free masterclass with Deepak Chopra and me. In it, we share the 5 key things you need to know to create a more meaningful life!

Mon, 28 Feb 2022 21:01:00 -0600 Darrah Brustein en text/html https://www.forbes.com/sites/darrahbrustein/2017/11/19/the-55-best-questions-to-ask-to-break-the-ice-and-really-get-to-know-someone/
Killexams : 40 Questions To Ask A Mentor

Imagine you approached someone you admired, and boldly asked that person to mentor you. And the answer was “Yes!” But a year into the relationship, those monthly mentoring sessions might not invigorate you like they used to, and aren’t quite as energizing for the mentor, either.

4 Types Of Questions To Ask A Mentor

1. Stories

To break the ice, have your mentor tell a story from his or her own career. Hey, everybody likes to talk about themselves! For example, you could inquire: “How did you get to where you are today?” or “How did you land your current role?” But you could also ask more specific questions that address your career objectives and concerns. Some questions to consider:

• Was there a time you messed up and felt like you’d failed? How did you bounce back?

• How did you learn to embrace risk-taking?

• Tell me about a latest business setback. How did you recover?

• Think back to five years ago. Did you envision your career as it is today?

• Was there ever a role you applied for and landed, but weren't 100% qualified to do? How did you proceed?

• What do you wish you had known before taking your first management role?

• Which leadership skills were the most difficult to develop?

• Can you tell me about a time when you had a difficult boss? How did you handle the situation?

• What’s the most important leadership lesson you’ve learned and how has it proven invaluable?

• How did you develop the skill of speaking so engagingly in front of groups?

2. Situations

Now that the conversation is flowing, get more granular in your requests and bring a specific situation to your mentor--one that you’d like help navigating. For example:

• I tried to delegate a task last week and it did not go well. Can we work through what to do differently next time?

• Who are the people I need to align with in this organization to achieve success?

• My boss said I need to be more strategic. What does that mean?

• How can I let my boss know that I don’t need to be micromanaged?

• How can I stay connected to key influencers who do not work in same office or geographical area?

• When trying to gain buy-in to implement a new program, what tactics have worked for you?

• My performance review is coming up. What type of preparation do you most appreciate seeing from your employees?

• I have two very different career path options available to me. Can you weigh in to help me make a final decision?

• I'm considering a career transition. What are some other areas of the business that might be a good fit for me?

• I’ve heard that taking a stretch assignment could help my career trajectory. What are the pros and cons?

3. Self-Awareness

One of the greatest gifts you can deliver yourself is the gift of self-awareness, meaning the ability to see yourself as others view you. That way, if you like how you’re perceived, you can embrace it and take steps to strengthen that positive perception. If you don’t like how you are currently perceived, you can take steps to shift that perception to a more positive one that supports, rather than undermines, your career and leadership goals.

After starting with the obvious question: “How do you think others perceive me?” become more specific, so your mentor can assist by “holding up the mirror” and providing detailed feedback on how your actions and communication are impacting the way others see you. Ask questions such as:

• How am I viewed? In other words, what's my personal brand in our organization?

• Where do you see my strengths?

• What do you see as some of my blind spots and how can I improve?

• How I am viewed by leadership?

• What do people say about me when I’m not in the room?

• Could you offer feedback on ways to Improve my executive presence?

• Do I come across as strategic or tactical in my day-to-day communication?

• Am I viewed as high-maintenance when I send my boss weekly status updates?

• How could I have communicated my idea more clearly?

• When I presented at the last meeting, how did I do? Did my communication style support the message I intended to deliver?

4. Skill-Building

Is there a skill you’re currently working to enhance, such as project management, long-term strategic planning, delegating, or public speaking? Use questions like these to ask your mentor for advice and resources to help you polish that skill:

• How can I become a more assertive negotiator?

• Can we role-play asking for a raise and a promotion?

• How can I become better at managing people who do not report to me?

• Do you have any quick tips for re-energizing an overworked team?

• Can you recommend a book or resource for dealing with difficult conversations?

• What practices can you recommend for dealing with nervousness when speaking to groups?

• I have been asked to facilitate a team-building activity at a staff retreat. What are some keys to success?

• What’s a good methodology or tool for project management and tracking team commitments?

• Do you have a template that you use for long-range visioning and strategic planning?

• What new skills do I need to move ahead?

With these four types of questions and their accompanying examples, you’ll never sit through another mentoring conversation wondering if the other person is finding the discussion useful. And deliver this list to those whom you mentor, encouraging them to use it to maximize the value of the time you spend together.

Thu, 13 Aug 2020 12:53:00 -0500 Jo Miller en text/html https://www.forbes.com/sites/jomiller/2018/03/25/40-questions-to-ask-a-mentor/
Killexams : Level 1 and Recertification Information

The Level 1 course is the cornerstone of the USATF Coaching Education Program. Led by USATF certified instructors, the 21.5 hour live course (presented on Zoom) covers all events and related sports science in a straightforward manner by emphasizing fundamentals, rules, safety and risk management, and teaching progressions. Certified by the National Council for Accreditation of Coaching Education (NCACE), the course prepares an individual to coach at the junior age, high school, and club division level.


To attend a Level 1 School a coach must:

Individuals must attend all sessions to receive access to the online test following the school.


Benefits of this program include:

  • Recognition as a USATF Level 1 Coach*
  • Curriculum book covering sports science and individual events
  • Includes access to the TrueSport Coaching Certification ($25 value)
  • Skills and knowledge to coach athletes at all levels
  • Access to instructors and mentors with extensive experience
  • Eligibility to attend a Level 2 School

*Level 1 certificate holders interested in joining the USATF Registered Coaches Program must maintain USATF 3-Step SafeSport Compliance requirements to remain active on the SafeSport Compliant and Coaches Registry lists. 


New and current certified Level 1 coaches must complete a USATF approved continuing education course each renewal period to maintain certification. Level 1 recertification course options and the process are outlined at the link below.

Thu, 08 Dec 2022 09:18:00 -0600 text/html https://www.usatf.org/programs/coaches/level-1-and-recertification-information
Killexams : The 36 Questions That Can Lead to Love Killexams : The 36 Questions That Can Lead to Love | Take the Quiz

Originally Published: May 17, 2021

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Killexams : 10 Questions to Ask Financial Advisors No result found, try new keyword!Just as you'd vet someone you're interested in dating, it's wise to ask a few well-chosen questions of your prospective ... in the form of industry-specific training and credentials. Tue, 15 Apr 2014 01:32:00 -0500 text/html https://money.usnews.com/financial-advisors/articles/questions-to-ask-financial-advisors Killexams : 50 Questions to Ask on a College Visit No result found, try new keyword!Asking thoughtful questions of campus tour guides can help students better understand a college. "It is incredibly important that prospective students connect with current students when they are ... Mon, 11 Aug 2014 01:04:00 -0500 text/html https://www.usnews.com/education/best-colleges/articles/questions-to-ask-on-a-college-visit Killexams : Certification Requirements

Certification now follows a rolling model for applications and approvals. If you have questions after reviewing this website, please contact cert@nullesa.org or 202-833-8773.

The period of certification lasts for 5 years, retroactive to the first day of the month the application was approved and expiring on final day of the same month 5 years hence. ESA staff will communicate with you about your status beginning at least 60 days prior to expiration, and will additionally remind you to submit your CEU data on a regular basis.

If you currently hold a certification from pre-2021 and will expire the next June from now, you should recertify in the spring of the year your certification expires; if your certification expired in the previous June, you may still recertify or upgrade.

We allow 2 years’ grace periods to recertify or upgrade, but you will be required to pay a penalty fee if your certification has lapsed beyond that grace period. All recertifications at all levels (except Emeritus) cost $25 for ESA Members and $50 for non-members. 

Starting in 2022, the penalty fee is the cost of recertification for each year of lapse, with the first 2 years waived if you recertify within 2 years. In other words:  

0 yr lapsed: $25 for recertify 

1 yr lapsed: $25 for recertify (1 yr of back recertification fees waived)  

2 yr lapsed: $25 for recertify (2 yr of back recertification fees waived)  

3 yr lapsed: $75 for recertify  

4 yr lapsed: $100 for recertify 

Minimum Education Requirements to Apply

Candidates for certification must have completed at least a bachelor’s degree or a higher degree in ecology or a related science. Completed undergraduate or graduate coursework must include the following, totaling 42 semester credit hours. Full requirements include areas of coursework and should include some core topics.

Eligibility per Level

Please use this table for a general overview of requirements; specifics for each category follow below. Following approval of the minimum CEU type requirements by the Board of Professional Certification, this table will list requirements to upgrade as well.

  Degree Requirement Professional Experience (Years)
Ecologist in Training Bachelor’s + 0
Cover Letter Detail: Career aspirations, highlights of research/work to date
Associate Ecologist Bachelor’s + 1
Cover Letter Detail: Field work, data skills, understanding of the human dimension in ecological systems
Ecologist Bachelor’s + 2 with master’s degree; 5 with bachelor’s
Cover Letter Detail: Independent studies, complex data analyses, journal publication, report writing, oral presentations, understanding of the human dimension in ecological systems
Senior Ecologist Bachelor’s + 5 with doctoral degree; 10 with bachelor’s/master’s
Cover Letter Detail: Thorough knowledge of ecological theory and application, including the interdependence and impact of humans on ecosystem structure, function, and environmental change; written original contributions of original interpretation of ecological information; technical or organizational competence as evidenced by supervision of projects

Certified Ecologist and Senior Ecologist certification holders who hold that status for at least 10 consecutive years and are no longer working full-time may upgrade to each level’s respective Emeritus/ta designation. Contact cert@nullesa.org to learn more.

Continuing Education

Please note that beginning 2021, all newly certified ecologists are required to complete 44 continuing education units over 5 years to be eligible for recertification or upgrade. Currently certified ecologists will be permitted to recertify or upgrade per their original requirements up to 2025; beginning with 2026, all recertifications and upgrades will require having met the CEU requirements. The ESA Board of Professional Certification approved this framework in January 2021.

Certified ecologists should report their CEU as they are earned, or at least on an annual basis. You can see how to do so here.

Interpretive leeway will be given to participants to identify suitable professional development opportunities per the requirements. ESA is partnering with other scientific organizations and training bodies to recommend opportunities for CEU in addition to the content that ESA provides — see the directory. Participants are encouraged to share ideas with staff as well.

Ethics and Professional Conduct

All ecologists certified by ESA shall conduct their activities in accordance with the ESA Code of Ethics and with the highest standards of professional conduct and personal honor. 

Application Materials

You can review the full application requirements here.

Here are additional details about the requirements for each certification level.

Ecologist in Training

This category is for graduating students who have met the education requirements for ESA certification but do not have the required professional experience for the current certification categories. The basic requirement is:

  • A bachelor’s or higher degree in ecology or a related science from an accredited college or university.

A holder of the Ecologist in Training designation is encouraged to use the full term, “Ecologist in Training,” on business cards or in official signatures, but may use the initialism “EiT” if space limits require.

Associate Ecologist

This category is for ecologists in the early stages of their career. Course requirements may be met with post-baccalaureate courses from an accredited college or university, but professional experience may not be counted until all coursework requirements for certification are met. The basic requirements are:

  • A bachelor’s or higher degree in ecology or a related science from an accredited college or university.
  • At least one year of post-graduate professional experience gained in the performance of research or data analysis demonstrating technical competence in current application of ecological principles and/or theory.
  • Relevant experience should have been gained within the five years preceding application at this level.

A holder of the Association Ecologist designation is encouraged to use the full term, “Certified Associate Ecologist,” on business cards or in official signatures, but may use the initialism “CAE” if space limits require.


This category is for established professional ecologists.

  • A master’s degree or higher in ecology or a related science from an accredited college or university and at least two years of full-time equivalent professional experience after degree; OR at least five years of professional experience in addition to the education requirement for Associate Ecologist.
  • In addition to the one-year experience requirement for Associate Ecologist, candidates must also demonstrate the ability to perform professional work in ecology, as outlined in the table above. This professional work must follow completion of the education requirement for qualification at the Ecologist level.
  • Relevant experience should have been gained within the five years preceding application at this level.
  • Note that, beginning in 2022, Ecologist in Training or Associate Ecologist certification holders who achieve a relevant doctoral degree may upgrade to the Ecologist level without completing other CEU for that 5-year certification period.

A holder of the Ecologist designation is encouraged to use the full term, “Certified Ecologist,” on business cards or in official signatures, but may use the initialism “CE” if space limits require.

Certified Ecologist Emeriti

This category is for previously Certified Ecologists who are no longer working full-time. The requirements are:

  • Previously certified as a Certified Ecologist for at least 10 years, with no more than a total two-year lapse between periods of certification.
  • May no longer be employed full-time.
  • DO NOT USE THE APPLICATION FORM for this designation. Contact cert@nullesa.org if you are interested.

If the Certified Ecologist Emeritus/ta desires to depict certification on any official document, they are encouraged to use the term “Certified Ecologist Emeritus/ta.” This is meant as an honorary lifetime recognition and does not imply continued professional status. The initialism “CEE” is acceptable if space limits require.

Senior Ecologist

This category is for professional leaders in ecology who have established a track record of excellent contributions to the field in applied and analytical environments.

  • A doctoral degree in ecology or a related science from an accredited college or university and at least five years of full-time equivalent professional experience after degree; OR at least 10 years of professional experience after completion of the minimum education requirements for certification (qualifying bachelor’s degree or completion of required coursework in post-baccalaureate courses).
  • Course requirements may be met with post-qualifying degree (post-baccalaureate or post-master’s) courses from an accredited college or university, but professional experience may not be counted until all coursework requirements for certification are met.
  • Relevant experience should have been gained within the five years preceding application at this level.
  • Note that, beginning in 2022, Ecologist certification holders who achieve a doctoral degree may upgrade to the Senior Ecologist level without completing other CEU for that 5-year certification period.

A holder of the Senior Ecologist designation is encouraged to use the full term, “Certified Senior Ecologist,” on business cards or in official signatures, but may use the initialism “CSE” if space limits require.

Recertification applications at the senior ecologist level require only a cover letter and up-to-date CV if the applicant is, at the time of application, currently certified as a Senior Ecologist by ESA and a member of the Society in good standing.

Senior Ecologist Emeriti

This category is for previously certified Senior Ecologists who are no longer working full-time. The requirements are:

  • Previously certified as a Senior Ecologist for at least 10 years, with no more than a total two-year lapse between periods of certification.
  • May no longer be employed full-time.
  • DO NOT USE THE APPLICATION FORM for this designation. Contact cert@nullesa.org if you are interested.

If the Senior Ecologist Emeritus/ta desires to depict certification on any official document, they are encouraged to use the term “Senior Ecologist Emeritus/ta.” This is meant as an honorary lifetime recognition and does not imply continued professional status. The initialism “SEE” is acceptable if space limits require.

Wed, 18 Dec 2019 07:31:00 -0600 en-US text/html https://www.esa.org/certification/certification-requirements-checklist/ Killexams : CCST Recertification
ISA/IEC 61511 Safety Instrumented Systems (SIS) Fundamentals Specialist Certificate Badge
Please Choose a Recertification Option

To renew your three-year Certified Control Systems Technician® (CCST®) certification, select one of the following options:

Option 1: Recertify by Meeting Requirements

By paying your recertification fee, you self-certify that you: 
  1. Agree to commit to the ISA Code of Conduct; and
  2. Have accumulated least a total of 90​ Professional Development Points (PDPs) over the last three years (if you work more than 1,500 hours per year, you earn 30 PDPs); and
  3. Acknowledge that you are subject to a random verification audit and will fully agree to provide the supporting documents that prove your qualifications.

If you can self-certify that you meet and can document the above-described accumulation of PDPs, click the button below to agree to the terms and pay your recertification fee. (Note, this will add the recertification fee to your cart.)

Within five business days after making your payment, you will receive an email from isa_badges@isa.org that allows you to access your digital badge, and your status will be updated and displayed in the ISA Credential Directory, if you have set the appropriate permissions.

Pay Recertification by Meeting Requirements Fee

Option 2: Recertify by Exam

If you cannot meet the appropriate number of PDPs but still want to recertify, then you may recertify by exam. (Note, selecting this option will add the test registration fee to your cart.) Within three business days of paying the test fee, you will receive a Notice to Schedule examination email from candidatesupport@scantron.com. that contains information on how to schedule and take your test with Scantron at a testing center or online.

Tue, 30 Aug 2022 15:17:00 -0500 en text/html https://www.isa.org/certification/recertification/ccst-recertification Killexams : Life insurance for seniors: 3 questions to ask
Life insurance is advantageous for a wide swath of the adult population - including seniors.  Getty Images

Life insurance is considered to be a fundamental part of sound financial planning. Whether you're just getting started with your career or just purchased a new home, life insurance can benefit you. Both men and women, single and married, parent or sibling, can all generally benefit from the financial protections a robust life insurance policy can provide. 

One group often left out of the life insurance discussion, however, is older adults. Life insurance for seniors is often considered not to be "worth it" when comparing the coverage that can be secured versus the cost it takes to secure it. But, despite conventional wisdom, there are some seniors who may actually benefit from taking out a life insurance policy. And they don't necessarily need to break the bank to get it.

With that being said, it pays to do your research. So if you're a senior considering life insurance make sure you can adequately answer a few questions first. You can start by getting a free price quote so you know exactly what to expect.

Life insurance for seniors: 3 questions to ask

Are you a senior considering a new life insurance policy? Then start thinking about how you would answer the following questions.

Why do you need life insurance?

Everyone's personal financial situation is different. What's advantageous for one person may not be for another and vice versa. Accordingly, if you're a senior considering life insurance then start by knowing exactly why you need it. This will help determine how much you ultimately apply for, what type of policy you need and what it will ultimately cost.

For example, if you just need a policy that will cover end-of-life expenses for costs tied to a wake, funeral and burial then you can apply for a term life insurance policy in an amount that would pay for those items. If you want a policy that can pay off outstanding debt or your existing mortgage, however, then you may want a policy in a greater amount than the approximate $20,000 you'd need to cover the end-of-life costs. You also may need a bigger policy if you're leaning on your life insurance as an inheritance for loved ones.

Before proceeding with a policy, first know why you need it. This will better inform your decision-making and ensure that you have a policy that works best for you. 

You can get a free price estimate now to find out exactly what it would cost.

How much can you afford?

A life insurance policy for $1 million or more can be great but if you can't afford the premiums to maintain such a policy then the coverage amount won't really matter. Therefore, you should go into the life insurance application process with a figure in mind. 

What is your budget for a policy? Is it $100 a month or less? Can you afford to cut corners elsewhere and spend more on life insurance? The answer to this question is key in determining if a life insurance policy is worth it for you. 

For example, if you can afford a monthly premium of $80 - and the coverage would cover end-of-life expenses that you otherwise could not afford - then a policy may make sense. Similarly, if you're looking for coverage for hundreds of thousands of dollars but can't afford a premium that allows for that then it may not be valuable to pursue.

Know your budget and then back into a policy that can work for you.

How long do you need it?

Whole life insurance policies last for the duration of the policyholder's lifetime and they come with an attractive cash reserve that can be accessed while alive. But they also tend to be significantly more expensive than term life insurance policies, which only last for a specific time period. 

While whole life insurance and term life insurance both have unique benefits and drawbacks, you'll need to first determine how long you need a policy before committing to one type or another. If you're a younger senior then a whole policy could be beneficial, but for many other seniors a term life insurance policy in a 5, 10 or 15-year term may be more than sufficient to accomplish their goals (and to protect their wallet).

Crunch some numbers and terms to determine which works best for you.

The bottom line

Life insurance is advantageous for a wide swath of the adult population, including seniors. But for older adults to truly gain the most from a policy they will need to proceed smartly. By knowing why they need life insurance, how much they can afford and how long they need it they will better be able to secure a valuable and cost-effective plan.

Start with a free price estimate or use the table below to compare some top providers.

Thu, 26 Jan 2023 20:43:00 -0600 en-US text/html https://www.cbsnews.com/news/life-insurance-for-seniors-questions-to-ask/
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