Currently seeking an Advancement Administrative Assistant for school in Wood Dale, IL

PART-TIME 25 hours per week with 6 weeks off during the Summer!!!!

A high profile, self-starter, detail-orientated position in a fast-paced, diverse audience and demanding environment. The individual in this position is expected to be able to multi-task, while ensuring accuracy and efficiency in all areas. Further, this individual should expect to work under pressure with the potential to have many interruptions. The Advancement-Administrative Assistant reports to the Director of Advancement, then to the Executive Director and will work closely with the Director of Leadership Giving, Principal and E.I. Coordinator.

Specific Responsibilities

  • Plan and coordinate all events at The school:
    • Manage and support committees for each of the key special events i.e. golf tournament, gala, family reunion and walk4hearing, in addition to all annual non-fundraising events and school/EI events such as the recognition ceremony, and cultivation events to support the mission of the school and the Advancement team.
  • Manage a work plan based on specific goals and timelines, for the successful completion of assigned special events, assignments and activities.
  • Assist with development mailings for appeals, events and constituents.
  • Maintain accurate and complete records and files for each assigned special event and activity and routinely review the status of each with the Director of Advancement.
  • Assist with website, social media, Donor board, and online activities in coordination with Advancement team and staff and IT.
  • Assist with development of invitations, programs, and other marketing materials using InDesign.
  • Maintain school directories and school lists through the use of Raisers Edge.
  • Assist in preparation and/or follow up from meetings i.e. Board, committee etc
  • Utilize research tools such as Metasoft/Foundation Search, Foundation Center, Donors Forum, etc. to seek grant and other funding opportunities with corporations, organizations, foundations/family foundations and potential major donors.


  • Critical attention to detail
  • Associate’s required, Bachelor’s degree preferred
  • Minimum of two years in not-for-profit fundraising
  • Proficient in MS Office
  • Raiser’s Edge experience preferred
  • Preferred experience in design software (InDesign and Adobe Acrobat)
  • Strong communication both written and oral
  • Self-motivated with excellent organizational skills
  • Ability to multi-task, prioritize and meet deadlines
  • Available to work evenings and weekends
  • Lift a minimum of at least 20lbs
  • Greater Giving/Auctionpay experience not required but is a plus!

You know you have made an impact and your services are valued when the entire management team decides to leave an organization and the reason they are leaving or left is because YOU are no longer there!! In a recent article in the Business Insider, about how millennials, (or Gen Y) view loyalty in the workplace, employees don’t leave companies, they leave bosses!! In a recent conversation with former employees, this statement is true!!! 

PK Tax Services, L.L.C. located in South Elgin, is seeking a part-time/seasonal CPA.  Hours during tax season (January through April) will be between 30-40 hours per week.  Hours outside of tax season will be between 15-20 hours per week.  Accountabilities include, but are not limited to:

  • Preparation and review of individual and business returns.
  • Review of scanned documents in document storage system.
  • Reconciliation of financial discrepancies by collecting and analyzing account information.
  • Preparation of asset, liability, and capital account entries.
  • Documentation of financial transactions.
  • Recommendation of financial actions by analyzing accounting options.
  • Summarization of current financial status through preparation of balance sheet, profit and loss statement, and other reports.
  • Maintenance of accounting controls by preparing and recommending policies and procedures.
  • Research and interpretation of tax code and regulations for tax issues raised by clients.
  • Preparation of written responses to IRS and state agency notices.
  • Maintenance of professional and technical knowledge by attending educational workshops; establishing personal networks; participating in professional societies.
  • Maintenance of customer confidence and protection of operations by keeping financial information confidential.

As PK Tax Services, L.L.C. grows, additional accountabilities may include attendance at networking events.

This part-time/seasonal position has flexible hours and the potential to telecommute.  During tax season, hours will increase dependent upon client and business needs.

Position requires a CPA with a minimum of 5 years public accounting experience.  The position needs a CPA who possesses the understanding of accounting, has and attention to detail, is deadline-oriented, possesses the ability to convey research results, understands the importance of confidentiality, has time management, as well as project management skills, excellent verbal and written communication skills. Experience with data entry and tax software programs as well as Microsoft Excel and Word.  Licensure in the State of Illinois is a plus. Employee management experience is a plus, but not required. Please send resume to no phone calls please.

Someone is always listening!

November 18, 2011

Someone is always listening!

Ever have an outburst with someone else when you thought no one else was around? Or maybe you just don’t care who hears you?

Well when you are told to be careful of what you say and how you say it, because you just don’t know when the “right” person will hear what you are saying, or how you are supposed to always be dressed for success for that unforeseeable opportunity?

Well, believe it, and do be sure to live by a simple rule… Respect yourself enough to do things with integrity and don’t shoot your mouth off no matter how angry you are. It will come back to bite you!

True story, just happened this morning. I was in the waiting area at the doc office. There was a small hallway, and then the employee lunchroom. I was sitting next to a gentleman and all of a sudden, we hear these women, (what sounded like 10 of them) yelling and fighting about their workplace. (Yes, the doctor’s office). They were yelling so loud, I asked the gentleman sitting next to me,

“What are they doing in there? Are they having a meeting?”

He answered, as he turned toward me and crossed his legs, “I have no idea.” And he shrugged his shoulders and rolled his eyes. Then he said, “They are fighting about computers….kind of inappropriate!” Just as he said that, the voices got louder and the swearing sounded like an “R” rated movie. There were nurses coming in and out of the lunchroom, but no one said anything. They just walked away with their heads down with an embarrassed grin.

I was starting to get very uncomfortable and I was thinking that if these are the nurses about to take my blood, I’ll pass. I could tell the gentleman sitting next to me was on the same page. We looked at each other and as that happened… an “f” bomb and other vulgar language was spewed from one of the women.

The gentleman further commented, “The doctor should really hear about this. “

I agreed.

So, in the meantime, since no one was going to stop the fighting, I took it upon myself to walk into the danger zone. I approached, the women.  Would you believe only 2 women were making this entire ruckus! They stopped after about 30 seconds to notice me and asked me I needed something.

I politely said,  “You may want to tone your voices down since we can all hear you, and quite honestly, from an HR perspective, it’s really inappropriate and making your patients uncomfortable.”

I am sure they could careless about what I thought, but they put on a “save-face” smile and said, “Thank you appreciate you telling us.”

As I turned to leave the danger zone and return to my seat, they continued to argue, but in a whisper and some “polite” words were said about me as well.

My thought is this is a great client for me. And I will have a chat with the doctor. I called him…. I’ll let you know what happens.

Next time you have an outburst, remember, someone always hears you!  

Strategic vs. Transaction?! Do you have a Bookkeeper in a CFO’s position or a CFO in a Bookkeeper’s position? Are you uncertain of which person is occupying the right position to match their skills? Maybe you don’t have either of these positions filled and you’re thinking about hiring for one or the other? In Royal’s presentation, “What every business owner needs to know about reading financial statements”, he will thoroughly explain the importance of each position of a bookkeeper, which is focused on the day-to-day tasks vs. the importance of the CFO’s strategic plans for the company’s future.  Join us, Tuesday evening, May 3, 2011 from 5:30pm – 7:00pm at Robert Morris University. See Link below to register.

Thank you Mike and Fred for the publication! It was fun! I think the listeners with get a chuckle too!

Thanks for helping me get the word out about Valuable Resources! Much Appreciated!

Link Locally, Connect Globally! “)

Make Today Count!

April 22, 2011

I was asked to give a talk about how leadership relates to daily life. I was honored to do so. I spoke to a group of individuals who are going through transitions in their lives.This speech was different than the usual speech I give…. But I hope my audience took away the message…. That…. it’s not always about what you are dealt with, but rather, “HOW” you deal with what was dealt! Make today count!

Make Today Count!

Sometimes making a polite gesture to be kind to an employee JUST makes human common sense, right? Since when did being polite cause a potential lawsuit? Wait ‘til you read this…. Have you ever had an employee who gives you 110% every day, all day? And one time, they make a mistake by being polite? And you being the owner has to tell the employee, “you can’t do this” Being polite as the employer, unfortunately, has gotten employers in trouble, which doesn’t usually make a whole lot of sense! True Story, recently, a client of mine has an employee who is responsible to assign parking spots for All 150 employees. Nice added benefit to have your own designated parking spot… But in this situation, the employee gave another employee who was pregnant a spot closer to the front door…. JUST to be polite. How many of you said that it makes sense to give the pregnant woman a spot closer to the door? If you answered yes, you may have just caused yourself a potential lawsuit….

In this situation, there were many “what-ifs” scenarios. So here are the facts. It started with, the pregnant woman never formally informed anyone that she was pregnant.  Therefore, she never asked for FMLA or ADA accommodation etc. Which here is the “what-if” we give her a closer parking space, because we were “assuming” she needed an accommodation, which, under ADA, pregnancy is “typically” not classified as a “serious health condition”. Another fact: We never had any documentation regarding FMLA, therefore, we never had any paperwork from her doctor requesting an accommodation. So because the woman gave her the parking space, the impression was that the company made the decision that she needed an accommodation, which, the woman’s doctor would have been the only person to request the accommodation.

Another “what-if” was, the controversy of discrimination against other women who may have been pregnant because no other woman was given a closer parking space. So since the woman who gave her the parking space had seniority, the impression was she played favoritism toward the pregnant woman.

It all worked out. The employee who gave the parking space to the pregnant woman, was simply doing it to be polite. But after explaining the potential ramifications to her, she understood. The pregnant woman was reassigned a random parking space just like any other employee. The pregnant woman, was appreciative, and understood. And in the end, never asked for an accommodation. In fact, she did not return to work after having her baby. She wanted to be a stay at home mom.

As we slowly come out of the recession, coupled with Illinois unemployment rate decreasing from 12% to 9.6% and profits increasing how will your company be affected? Will you be…. maintaining, reducing or expanding your workforce? If you haven’t given this topic much thought, it might be time to schedule a visit with your HR dept. When HR uses the word(s) “expand” or “reduce,” we typically don’t just mean to adjust the number of employees on the payroll. HR strives to achieve the business goal of increasing profitability through human capital. Further, this doesn’t mean to hire because the economy is looking better, it means you can grow your company and increase profitability by utilizing your employees’ talent. It means to have the right people in the right positions. For example, Jim Collins, Author of Good to Great, wrote “Get the right people on the bus in the right seats. And get the wrong people off the bus.” Have your employees in positions where they can excel. The return is in the margins.

Now is a critical time to rethink how we conduct business in the twenty-first century verses old patterns and habits. For example, how and why companies hire new employees. HR trends show that many companies hire new employees because the “position is open” but the position hasn’t been assessed to fit the current needs of the business. In addition, other HR trends show that companies don’t utilize HR in the capacity to align employees with the business plan. Companies have to be willing to change, if they don’t, they will remain in survival mode, which we have been in for far too long. Below are some tips on how to strategize human capital to increase profitability.


Strive for process improvement; before you can utilize talent, you have to know your employees’ skills. One way to learn these skills is to have employees identify inefficiencies and redefine processes. This increases good teambuilding skills, brainstorming, and engagement. Align employees’ talent with the business plan to increase production. Redefine job descriptions, i.e. shuffle around tasks that make better business sense with another employees’ skill and job tasks. Implement the change don’t just talk about doing it. Set deadlines of who is doing what and by when. Have employees hold each other accountable. Have employees define the consequences of no accountability.


Lay-offs are traditionally the main source of reducing your workforce. Two alternative options for consideration are: furlough and/or job share. Furloughs are an attempt to avoid layoffs; many employers are instituting mandatory furloughs as a means of cutting costs during the current recession. Mandatory furloughs, which require employees to take time off without pay. At first employees may not be happy about it, but when they realize they still have their job, they will be thankful. Not only because they have their job, but also because their employer showed them respect and creativity by keeping their jobs and the company afloat. Job sharing is a flexible work arrangement where the responsibilities of a full-time position are split between two people. Job sharing offers many benefits to companies as well as meeting the needs of the employee.

• Two employees working together on a single situation will usually devise more creativity and may even offer more varied solutions. Employers get two people with different skills and experiences in a single position, broadening the capabilities and expanding the knowledge of their workforce.

• Burnout drops and productivity increases because they have to explain what they’ve accomplished each week for the job-share partner to pick up where they left off, each employee has to be organized, structured and held accountable to their teammate.

• Vacation coverage is easier because the job-share employee can stagger their time-off. In addition, with more flexibility, it decreases the stress for the manager and the entire department.


Review current hiring needs – don’t hire just because “the position is open”, assess the positions you need now, not what you needed in the past. Review the positions you laid off, or that you have been waiting to hire and look within the company, do you have an employee on the bus, but in the wrong seat? Improve company policies and procedures, be sure to be consistent and maintain a high level of expectations. Don’t settle for mediocrity. Review your current hiring procedures, now is a good time to have them updated and to implement the changes. Are you utilizing social media to your hiring advantage? For more tips, please visit us at

Do your employees believe in your brand? What measures are you taking to have the “buy-in” to your employees?

Social Media Reflects Brand Personality–Use it Wisely |…

In Brand for Talent, Mark and I talk about how a talent brand reflects the personality of the organization, the style of the leadership, and the