Exotic Bird Breeder Information

Exotic Bird Breeder InformationExotic Bird Breeder InformationExotic bird breeders are animal breeders that produce and sell a wide variety of avian species including parrots, canaries, and finches. Duties The usual duties for exotic bird breeders include cleaning and maintaining cages, preparing and distributing food, providing nesting materials, monitoring behavior, administering medications, treating minor injuries, and keeping detailed health and breeding records. Some breeders also choose to offer hand-raised young birds (which are removed from the nest and raised by the breeder). Hand-raised birds have become increasingly popular, as this rearing technique results in pet birds that are extremely well socialized for human interaction. Hand-raising involves a significant full-time commitment to feeding young birds around the clock, and this skill is best learned under the close supervision of another breeder who is experienced with the technique. Bird breeders must be familiar wi th the specific needs of the species that they are producing, including special nutritional requirements and nesting preferences. Knowledge of avian genetics can prove particularly useful if a breeder is seeking to produce certain prized color variations or mutations. Exotic bird breeders work closely with veterinarians to ensure that all animals used in and produced by their breeding programs are kept healthy and happy. They may also have their birds microchipped by a veterinarian for permanent identification purposes. Exotic bird breeders also may exhibit their birds at events such exotic bird shows and fairs. Attending these events is a great way to market birds to a large target audience and can also provide networking opportunities with other breeders in the business. Career Options Many exotic bird breeders specialize by producing one or just a few specific breeds. Popular species include Parakeets, Cockatiels, Lovebirds, Cockatoos, African Greys, Finches, Canaries, Amazon s, and Macaws. Some breeders offer hand fed birds for sale, while others offer offspring raised solely by the parent birds. Education and Training While no specific degree or training is required to begin a career as an exotic bird breeder, those with significant avian experience will be best prepared to begin a breeding program. Some exotic bird breeders have been formally trained with a background in animal science, zoology, ornithology, or veterinary medicine. Other breeders start out by raising birds as a hobby and later decide to develop the hobby into a business. No matter what the background of the aspiring bird breeder, they should be particularly familiar with avian anatomy, physiology, reproduction, genetics, nutrition, and behavior. It is also advisable to seek out an experienced mentor to consult for advice on setting up a breeding program and dealing with any problems that might arise with the birds. There are many bird breed associations, on both the national and l ocal level, which can provide additional training and guidance on setting up bird breeding businesses. These organizations can also put you in touch with experienced breeders that can provide the quality breeding pairs needed to get a new business started. The American Federation of Aviculture (AFA) offers two courses in the fundamentals of aviculture. The first level course has nine chapters covering anatomy, behavior, health care, housing, and legal considerations for bird businesses. The second level course has fifteen chapters covering nesting, genetics, incubation, illnesses, hand-feeding, and other advanced topics. The AFA courses qualify for continuing education credits for veterinarians and veterinary technicians. Salary An exotic bird breeders salary can vary widely based on the type of birds they breed, the number of breeding pairs they maintain, and their reputation in the industry. As each pair of birds only produces a few eggs per clutch, multiple pairs may be neces sary to secure an income that is steady and substantial. Additionally, the larger parrots command significantly higher retail prices than smaller birds. Breeders may choose to sell the offspring of their breeding pairs in a variety of ways. Most either sell their birds directly to individuals as pets or they supply them to resellers such as pet stores. Some exotic bird breeders operate their business as a part-time endeavor, with bird sales profits serving as a supplement to the income that they earn through a full-time position in another industry. Job Outlook According to the 2011-2012 American Pet Product Manufacturers Association (APPMA) pet survey, 5.7 million American households own at least one pet bird. The same APPMA pet survey indicated that 16.2 million birds are kept as pets in the United States. The market for exotic birds is expected to show continued strength as parrots and other birds remain popular pet choices.

3 Easy Steps to Start Branding Yourself as a Job Seeker

3 Easy Steps to Start Branding Yourself as a Job Seeker3 Easy Steps to Start Branding Yourself as a Job Seeker3 Easy Steps to Start Branding Yourself as a Job SeekerDo all of your professional materials tell a consistent professional story? Here are the first steps you can take to ensure it. TWEETIf youve been on the job market for any length of time, you may have leidiced the term branding more and more often in reference to your job search. Unless you come from a marketing background this can be mystifying, if not overwhelming. Fear not, its really not as esoteric as it sounds and there probably are things you are already doing right. As a job seeker your brand, simply stated, is you. Think of yourself as a solution to a problem your potential employer is having - a solution for which they are willing to pay handsomely Your mission is to make sure your customer (that is, employer) is aware of what you can do for them. There are many ways to inform people about yourself three main o nes are your resume, your social media profile, and your references or network. All these will hopefully lead to an interview, where you present yourself in person.What is a brand and why is it important?Imagine you were planning a nice evening out for dinner and were looking for the perfect restaurant. You might start out with a Google search for restaurants in your area. The impression you gain from various websites, word of mouth and the degree to which all your sources are consistent, will impact how confident you are in choosing the restaurant.The saatkorn is true of your brand. You want to make sure that you have a clear desired job target in mind and that all of your marketing collateral portrays you in the same light. To do this, you must manage your social media presence to be consistent and focused and ensure that your referral network and references are current and up to date with your career goals. What steps can you take to accomplish this?Step One Create a strong resum e.This starts with a specific career goal. Next you need to craft a powerful statement detailing what you bring to your future employer as well as a concise, chronological listing of your previous positions (for the last ten years) and your accomplishments. Your resume is your primary marketing document so its essential to get it as contemporary and professional as possible to best reflect you.Step Two Establish or upgrade your social media presence.LinkedIn is a primary career site where you should make sure your profile enhances your resume in content and professionalism. Remember, be consistent If you are in a conservative field, use a conservative, professional headshot for your profile no exceptions. It is distracting at best and a deal breaker at worst if your LinkedIn profile does not match and enhance your resume.Step Three Follow up with your references.Reach out to your referral network and references to be sure they have copies of your most current resume and your job ta rget. In case it doesnt go without saying, always ask permission before using someone as a reference and if its been more than five years since you asked, ask again.These are the first three steps you should take towards building a strong and consistent brand. After you have completed these, there are more. You can expand to other social media sites, Google, search engine optimization and more if you like, but to start, all you need to do is build a great resume, great social media profile and a good referral or reference base.Let TopResume help you write the next chapter of your career. Heres how.

Air Force Drug and Alcohol Abuse Program

Air Force Drug and Alcohol Abuse ProgramAir Force Drug and Alcohol Abuse ProgramInformation derived from AFPAM36-2241V1 andAir Force Instruction 44-121. Members of the Air Force are held to the highest standards of discipline and behavior, both on and off duty. Individuals who experience problems related to substance abuse (SA) will receive counseling and treatment as needed however, all Air Force members are held accountable for unacceptable behavior. Air Force policy is to prevent drug abuse among its personnel. Failing this, the Air Force is responsible for identifying and treating drug abusers and disciplining or discharging those who use or promote illegal or improper use of drugs. The Air Force has an integrated set of policies and programs that have evolved over 20 years for substance abuse to help with the prevention and the treatment of SA.The Air Force Alcohol and Drug Abuse Prevention and Treatment (ADAPT) and Demand Reduction (DR) programs include substance abuse preventi on, education, treatment, and urinalysis testing. ADAPT Program Objectives The objectives for the ADAPT program are laid out in the Air Force Instruction 44-121 document Promote readiness, health, and wellness through the prevention and treatment of substance misuse and abuse.Minimize the negative consequences of substance misuse and abuse to the individual, family, and organization.Provide comprehensive education and treatment to individuals who experience problems attributed to substance misuse or abuse.Restore function and return identified substance abusers to unrestricted duty status or to assist them in their transition to civilian life, as appropriate. Policy on Drug Abuse Drug abuse is defined as the wrongful, illegal or illicit use of a controlled substance, prescription medication, over-the-counter medication or intoxicating substance (other than alcohol) or the possession, distribution or introduction onto a military installation of any controlled substance. Wrong ful means without legal justification or excuse and includes use contrary to the directions of the manufacturer or prescribing healthcare provider (prescription medication may only be taken by the individual for whom the prescription was written) and use of any intoxicating substance elend intended for human ingestion (for example, inhalants such as markers, gas, paint, glue, etc.). Air Force members are also prohibited from possessing, selling, or using drug paraphernalia. Illegal or improper use of drugs by an Air Force member is a serious breach of discipline, is incompatible with service in the Air Force, and automatically places the members continued service in jeopardy. The Air Force does not tolerate such conduct therefore, drug abuse can lead to criminal prosecution resulting in a punitive discharge or administrative actions, including, separation or discharge under other than honorable conditions. Steroid Abuse in the Air Force Steroids are synthetic substances related to the male hormone testosterone. These substances have two effects the androgenic, which causes the body to become more male, even if the user is female and the anabolic, which builds tissue.The illicit use of anabolic steroids by military members is an offense punishable under the UCMJ. Air Force personnel involved with steroids will be treated in the same manner as with any other illicit drug use. Policy on Alcohol Abuse The Air Force recognizes alcoholism as a preventable, progressive, treatable, and noncompensable disease that affects the entire family. Alcohol abuse negatively affects public behavior, duty wertzuwachs, and/or physical and mental health. Air Force policy is to prevent alcohol abuse and alcoholism among its personnel and their family members. Air Force members must always maintain Air Force standards of behavior, performance, and discipline. Failure to meet these standards is based on demonstrated unacceptable performance and conduct, rather than solely on t he use of alcohol. Commanders must respond to unacceptable behavior or performance with appropriate corrective actions. Identifying Substance Abusers There are five methods for identifying substance abusers Medical Care ReferralsMedical personnel must notify the unit commander and the ADAPT Program manager (ADAPTPM) when a member Is observed, identified or suspected to be under the influence of drugs or alcohol.Receives treatment for an injury or illness that may be the result of SA.Is suspected of abusing substances.Is admitted as a patient for alcohol or drug detoxification. Commanders IdentificationUnit commanders must refer all service members for assessment when substance use is suspected to be a contributing factor in any incident, such as reporting to duty under the influence, public intoxication, driving while intoxicated (DUI or DWI), spouse or child abuse and maltreatment and others. Drug TestingThe Air Force conductsdrug testingof personnel according to AFI 44-120,Dr ug Abuse Testing Program. All military personnel are subject to testing regardless of grade, status or position. Military members may receive an order or voluntarily consent to provide urine samples at any time. Military members who fail to comply with an order to provide a urine sample are subject to punitive action under the UCMJ. Commanders must refer individuals identified positive as a result of drug testing for a SA assessment. Medical PurposesResults of any examination conducted for a valid medical purpose including emergency medical treatment, periodic physical examination and other such examinations necessary for diagnostic or treatment purposes may be used to identify drug abusers. Results may be used to refer a member for a SA evaluation, as evidence to support disciplinary action under the UCMJ, or administrative discharge action. These results may also be considered on the issue of characterization of discharge in separation proceedings. Self-IdentificationAir Force mem bers with SA problems are encouraged to seek assistance from the unit commander, first sergeant, SA counselor or a military medical professional.Self-identification is reserved for members who are not currently under investigation or pending action as a result of an alcohol-related incident. An Air Force member may voluntarily disclose evidence of personal drug use or possession to the unit commander, first sergeant, SA counselor or a military medical professional. Commanders will grant limited protection for Air Force members who reveal this information with the intention of entering treatment. Commanders may not use voluntary disclosure against a member in an action under the UCMJ or when weighing characterization of service in a separation. Disclosure is not voluntary if the Air Force member has previously been Apprehended for drug involvement.Placed under investigation for drug abuse. The day and time when a member is considered placed under investigation is determined by the ci rcumstances of each individual case.Ordered to give a urine sample as part of the drug-testing program in which the results are still pending or have been returned as positive.Advised of a recommendation for administrative separation for drug abuse.Entered into treatment for drug abuse. Self-identified members will enter the ADAPT assessment process and will be held to the same standards as others entering SA education, counseling and treatment programs. Separation and Discharge for Substance Abuse Separation or discharge based on substance abuse may be recommended by commanders. A recommendation is based on documentation that reflects a failure to meet Air Force standards. Discharge may be recommended if a member with an alcohol problem refuses to take part in the ADAPT Program or fails to complete treatment successfully, though unsuccessful completion of the ADAPT Program cannot be based solely upon failure to maintain abstinence if abstinence has been established as a treatme nt goal or requirement.