Salary.com and Money teamed up to offer this article in which they polled more than 12,000 people in their 2nd annual Best Jobs in America survey. One interesting fact that they found was that 60% of those surveyed are considering or recently have completed a career change. Clearly the days of the single-company career are gone (all of here at Select Metrix can attest to that).

They have actually broken down the top 20 jobs for 4 different categories, for the young (Gen Y), parent’s returning to the workforce, veterans and for those over 50 (baby boomers). The articles are quite long so allow me to preview the top 10 lists for each category.

For the Young & the Restless. I have included the median pay, job outlook & growth for the next 10 years and how rewarding/challenging the position is on an A,B,C,D,F grade scale.

1. Product/Brand Manager – $90,100; 21% growth; B grade.
2. Staff Nurse (RN) – $59,800; 29% growth; A- grade.
3. Property Manager – $81,400; 15% growth; B+.
4. Public Accountant – $50,100; 22% growth; B grade.
5. IT Generalist – $47,800; 31% growth, C+ grade.
6. Engineer I – $53,600; 15% growth; B grade.
7. Engineer I, Environmental, Health & Safety – $52,400; 30% growth; B grade.
8. Meeting/Event Planner – $52,600; 22% growth; B grade.
9. Financial Advisor – $66,800; 12% growth; A- grade.
10. Investment Specialist – $72,000; 26% growth; B+ grade.

For Parents Returning to Work. I have included the median pay, job outlook & growth for the next 10 years, and both flexibility and how family friendly the position is on an A,B,C,D,F grade scale.

1. Executive Recruiter – $77,000; 30% growth; A- grade; A- grade.
2. NonProfit Manager – $55,100; 20-27% growth; A- grade; B+ grade.
3. Sales Representative – $62,500; 14% growth; A grade; A- grade.
4. Marketing Analyst – $56,900; 20% growth; A- grade; A- grade.
5. Accountant – $41,100; 22% growth; B grade; B+ grade.
6. Bookkeeper – $37,400; 6% growth; A- grade; B+ grade.
7. Claims Examiner – $35,400; 15% growth; B grade; B+ grade.
8. Community Organizer – $30,900; 23% growth; A grade; A- grade.
9. Financial Analyst – $58,500; 17% growth; B grade; B grade.
10. Marketing Manager – $89,200; 21% growth; B- grade; B- grade.

For those Retired from the Military. I have included the median pay, job outlook & growth for the next 10 years, and both stability and ease of transition on an A,B,C,D,F grade scale.

1. Operations or Intelligence Analyst – $68,900; 36% growth; A grade; A- grade.
2. Network Systems Manager- $73,600; 38% growth; A- grade; B+ grade.
3. Field Service Engineer – $74,900; 10% growth; A grade; A grade.
4. Operations Manager Logistics – $82,500; 36% growth; A grade; A- grade.
5. Senior Trainer/Training Manager – $83,500; 26% growth; B+ grade; B+ grade.
6. Comptroller – $69,800; 15% growth; B+ grade; B grade.
7. Construction Manager – $102,800; 11% growth; B grade; B- grade.
8. Contracts Administrator III – $67,800; 7% growth; B- grade; B grade.
9. Engineering Manager – $109,600; 13% growth; B grade; A- grade.
10. Human Resources Manager -$78,400; 20% growth; B- grade; B- grade.

For those Over 50. I have included the median pay, job outlook & growth for the next 10 years, and both meaning and flexible hours on an A,B,C,D,F grade scale.

1. Nonprofit Executive – $63,500; 27% growth; B+ grade; B grade.
2. Patient Representative – $41,800; 22% growth; A- grade; B grade.
3. Celebrant/Religious Leader – $48,300; 12% growth; A grade; B+ grade.
4. Financial Adviser – $66,800; 12% growth; B+ grade; B+ grade.
5. Public School Teacher – $47,500; 14% growth; A- grade; B grade.
6. Appraiser (Residential Real Estate) – $42,000: 23% growth; C grade; A- grade.
7. College Professor – $40,200; 32% growth; A- grade; A grade.
8. Day Care Center Teacher – $26,400; 33% growth; B+ grade; A- grade.
9. IRA Specialist – $38,700; 15% growth; C+ grade; B+ grade.
10. Labor Relations Manager – $100,700; 20% growth; B grade; C+ grade.

Sales only made the top 10 list once but did make the Young & Restless’ top 20 list.

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Anyone who has worked in a large company has encountered office grandstanders in great quantity.  Every department has them.  Now CareerJournal.com offers an entertaining article titled Not Even Politicians Can Outdo Office Grandstanders.

Another tactic: Speak first, and often, in meetings, says Greg Milano, a sales and marketing veteran of 22 years, and act like the boss you aren’t — yet. One colleague he remembers would often distribute minutes of meetings that weren’t his, make the first toasts at parties he didn’t host and grill people with questions only he felt he was entitled to ask. “It became such an annoyance that people started to refer to that behavior by his name,” says Mr. Milano.

Make up his own meeting minutes – fantastic.  I could give you all of the examples, but the article is worth the time to read.  I suspect you will think of many shining examples on your own.

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Salespeople are the face of your company to the prospect world. The salesperson’s output (emails, proposals, information) also represents your company in the market. Have you ever managed a salesperson who simply didn’t focus on the quality of his or her output? Or how about the salesperson who places a perfectionist’s expectation on a simple item? They drag out a simple item to exacting levels – even to the point of missing the opportunity. This week we break down that trait.

Meeting Standards
The ability to see and understand the standard requirements established for a job and having the commitment to meet them. This is an internal motivation which combines the capacities of quality orientation and focus on structure and order.

A salesperson with strength in this capacity will have the internal motivation to strive to meet whatever standards have been set (either by herself or someone else). She is able to focus the appropriate amount of attention to achieve these standards.

A weakness in this trait indicates the salesperson focuses either too little or too much attention to the task of achieving a standard. In the case of over-attention, the salesperson will place so much importance on meeting a standard that they may become an overbearing perfectionist in their demands of others and/or themselves. There appears very little room for error. In the case of under-attention, the salesperson does not place enough importance on this objective. They tend to miss standards in situations which are difficult or repetitive.

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