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May 2. 00. 4Related Links. Home Page for Improving . NET Application Performance and Scalability. Chapter 1. 2, Improving ADO. NET Performance. Checklist: SQL Server Performance. Send feedback to Scale@microsoft. SQL Server 2008 R2 went in with no problems. Benchmarking SQL Server IO with SQLIO. Instead I'm going to benchmark the L. Performance Monitoring and Tuning Tools. Microsoft SQL Server provides a comprehensive set of tools for monitoring events in SQL Server and for tuning the. Microsoft SQL Server 2008 sets ETL. The same file takes 2:50 min on my home PC using SQL Server 2005 ETL tools!! Sql Server 2008 Benchmark Tools For PcLibrary. Summary: This chapter provides proven development and configuration techniques to help improve the performance and scalability of SQL Server. Topics covered include designing efficient schemas, optimizing queries, tuning indexes, writing efficient stored procedures, analyzing and understanding execution plans, and much more. Contents. Objectives. Overview. How to Use This Chapter. SQL: Scale Up vs. Scale Out. Performance and Scalability Issues. Schema. Queries. Indexes. Transactions Stored Procedures. Execution Plans. Execution Plan Recompiles. SQL XMLTuning. Testing. Monitoring. Deployment Considerations.
Summary. Additional Resources. Objectives. Design efficient schemas. Optimize queries. Fine- tune indexes. Perform efficient transactions. Build efficient stored procedures. Analyze and understand execution plans. Identify and eliminate execution plan recompiles. Avoid scalability pitfalls when you use SQL XML. Tune Microsoft SQL Server. Test and monitor your data access performance. Consider how deployment decisions impact performance and scalability. Overview. There are many issues that affect SQL Server performance and scalability. This chapter discusses these issues, starting with data design and ending with deployment. The chapter emphasizes the techniques you can use to obtain the biggest gains in performance and scalability. You usually can obtain the biggest gains by creating efficient data access code for the application and by using correct development techniques. You usually do not obtain such big gains in performance and scalability by changing SQL Server configuration settings. Figure 1. 4. 1 shows where your performance design and tuning efforts are best focused. Figure 1. 4. 1: Focus for performance design and tuning efforts. The graph is meant to reflect the typical situation and to underscore the point that you obtain the best performance and scalability gains in application development. Indexing is considered part of the application development effort, although it is also part of administration. How to Use This Chapter. Use this chapter to apply proven strategies and best practices for designing and writing high- performance interop code. To get the most out of this chapter, do the following. Jump to topics or read from beginning to end. The main headings in this chapter help you locate the topics that interest you. Alternatively, you can read the chapter from beginning to end to gain a thorough appreciation of performance and scalability design issues. Measure your application performance. It is important for you to measure application performance so that you can accurately identify and resolve performance issues. Test your application performance. It is important for you to apply a coherent testing process and to analyze the results. Tune your application performance. Scale Out. Scaling up refers to moving an application to a larger class of hardware that uses more powerful processors, more memory, and quicker disk drives. Scaling out refers to an implementation of federated servers, where consumer- class computers are added and where data is then partitioned or replicated across them. You can scale out by using functional partitioning. For example, you might scale out by putting your Customer Relationship Management (CRM) functionality on one server and your Enterprise Resource Planning (ERP) functionality on another server. Or, you could scale out by using data partitioning. For example, you might scale out by creating updatable partitioned views across databases. Do not consider scaling up or scaling out until you are certain that you are getting the best performance that you can through application optimization. Consider the following scenarios when it comes to addressing two common scalability bottlenecks. Processor and memory- related bottlenecks. Scaling up is usually a good approach if your bottlenecks are processor related or memory related. By upgrading to a faster processor or by adding more processors, you maximize use of your existing hardware resources. You can resolve memory bottlenecks by adding additional memory or by upgrading existing memory. The /3. GB switch in the Boot. Address Windowing Extensions (AWE) also help maximize memory use. Scaling up can also help to resolve disk I/O. This form of bottleneck usually occurs in online transaction processing (OLTP) applications where an application performs random disk reads and writes, in contrast to sequential access in online analytical processing (OLAP) applications. For OLTP applications, the I/O load can be spread by adding disk drives. Adding memory also helps reduce I/O load. Because the I/O load is reduced, the size of the SQL Server buffer cache increases. As a result, page faults are reduced. Consider the following guidelines before you decide to scale up or scale out. Optimize the application before scaling up or scaling out. Address historical and reporting data. Scale up for most applications. Scale out when scaling up does not suffice or is cost- prohibitive. Optimize the Application Before Scaling Up or Scaling Out. Before you decide to scale up or to scale out, you need to be sure that it is required. Scaling out works best when you plan and design for it in the early stages of your application development life cycle. Changing your application after it is in production so that you can scale up or scale out is expensive. In addition, certain initial design decisions that you make may prevent you from scaling out later. You can resolve most performance and scalability issues by performing the optimization steps that are outlined in the rest of this chapter. These optimizations help reduce the impact of bottlenecks that are caused by specific design or implementation techniques. These optimizations also help ensure that existing resources are fully utilized. For example, with optimization, you can resolve bottlenecks that are caused by inefficient locking, unprepared SQL statements, poor indexes that lead to increased CPU utilization, and memory or disk I/O utilization. In practice, you need to simulate your data usage and growth early in the application life cycle by using a realistic workload. Simulating your data usage and growth helps you identify scalability issues sooner rather than later so that you can modify your design and approach to mitigate those issues. Address Historical and Reporting Data. Historical data may become very large over time and may cause long- running queries. Consider partitioning historical data by some range, and implement a way to limit older data. Either move the older data offline, or implement a separate data warehouse that contains the older data. Reporting needs may also be very resource intensive. You may consider upgrading your database server or scaling out to meet your reporting needs. By implementing a data warehouse or a reporting server, you may be able to provide faster response times and less resource contention. Additionally, a data warehouse or a reporting server is easier to manage than multiple servers in a federated server scheme. More Information. For more information about how to partition historical data, see . Or, consider adding more hardware to your existing server. High levels of system resource use include high CPU utilization, high memory use, and excessive disk I/O. The new components you might add include additional processors or memory. Alternatively, consider replacing your existing server with a new, more powerful server. Ensure that any configuration changes take full advantage of the new hardware. For example, you may need to use the /3. GB switch in the Boot. This is an easy next step for both migration and maintenance reasons. You should perform tests to help determine the new server capacity that you require. More Information. For more information about testing, see Chapter 1. These approaches usually require certain tables to be horizontally partitioned so that they reside on separate servers. The approaches may also require some replication between servers of the main domain tables that also have to be available on a partition. Disaster recovery and failover are also more complex for federated servers. You have to determine if the benefit of this added complexity outweighs the cost advantage of being able to use consumer- class computers for federated servers. More Information. For general information about SQL Server scalability, see . Later sections in this chapter provide strategies and technical implementation details to help you prevent or resolve each of the following issues. Not knowing the performance and scalability characteristics of your system. If performance and scalability of a system are important to you, the biggest mistake that you can make is to not know the actual performance and scalability characteristics of important queries, and the effect the different queries have on each other in a multiuser system. You achieve performance and scalability when you limit resource use and handle contention for those resources. Contention is caused by locking and by physical contention. Resource use includes CPU utilization, network I/O, disk I/O, and memory use. Retrieving too much data. A common mistake is to retrieve more data than you actually require. Retrieving too much data leads to increased network traffic, and increased server and client resource use. This can include both columns and rows. Misuse of transactions. United Talent Agency Agent Training Program Salary ComparisonUnited Talent Agency . Among the company’s clients are performers such as Gwyneth Paltrow, Johnny Depp, and Jennifer Lopez, as well as Joel and Ethan Coen (True Grit), Judd Apatow (Superbad), Wes Anderson (Fantastic Mr. Fox), and Noah Baumback (The Squid and the Whale). In addition, the company actively seeks to secure opportunities to invest in the works of independent filmmakers and to offer consultation in domestic and international film sales. In order to leverage the full potential of their client’s brand, agents move to pursue interests in cross- platform promotion and the creation of original intellectual properties, such as bringing a film franchise to a video game developer or plugging a recording artist’s music in a television show. More than 1. 00 agents operate within the company, each specializing in a particular area of the industry. Agents team with musicians, screenwriters, directors, visual effects supervisors, editors, costume designers, and a number of other entertainment and production professionals to identify worthwhile projects and attain employment contracts for their clients. The standard entry- level job within UTA is in the mailroom as part of the agent- training program. These full- time assistants are hired based on a cover letter and r. In this program, trainees are put through a rigorous mentoring course where they perform typical administrative tasks, but also work closely with junior and senior agents to learn the processes and procedures of talent representation within that office. Regular instruction sessions are held to educate trainees on the practice of negotiating contracts and on the applicable laws concerning entertainment business. They are also given instruction in client relations and provided the necessary tools to advance to the role of an agent. Upon successful completion of the program, UTA may promote a select number of trainees. Current college students may apply for limited space in the internship program, which offers college credit, as well as an entry- level salary. This is generally a 1. Applications must include a cover letter and r. Be aware that the atmosphere at UTA is a hectic one. This fast- paced office takes in hundreds of calls every day, making deals for high profile clients and managing millions of dollars. The dress code is professional, and the attitude of those who are employed there must be so as well. Agents are not known for being soft and friendly; you can expect to work with tenacious and ambitious individuals who are singularly occupied with their work. Talent Agent Careers . In fact, only a small percentage of artists actually find any steady work in their field. Even less become well known artists. In many cases, finding jobs in the entertainment involves both talent and luck. Having a good talent agent, however, can mean the difference between finding work in a creative field and being left out in the cold. Talent agents discover artists with talent, help them find paying work, and help them negotiate their contracts. All different types of creative artists might benefit from working with a talent agent, including actors, singers, instrumentalists, models, directors, writers, athletes, painters, and sculptors. Because they work with so many talented individuals, talent agents are the professionals that most employers go to when they are looking to fill specific creative types. In fact, some employers, like major movie studios, won’t hire a creative type unless he is represented by a talent agent or agency. What Does a Talent Agent Do? Working as a talent agent often requires long hours and many responsibilities. Many talent agents choose to represent only one type of artists, such as actors or singers. In general, a talent agent acts as a middleman between talented creative types and those that are looking to hire them. While many other businesses look for ways to “cut out the middleman”, they really are necessary in many creative fields, particularly because talent agents have a large circle of network contacts. Many talent agents start building their network before they even start their careers, and they keep adding contacts throughout their careers. They keep a list of these contacts handy for whenever their clients are searching for work. Talent Agency Internships The Dream Careers internship program provides college students with guaranteed internship placement in talent agency internships. You control the entire placement process, as you work with a Dream Careers Internship Coordinator. If you've always wanted to be a talent agent, then you need to check out United Talent Agency and their entry level Agent Training Program. Explore Careers Career Advice About ODOJ Post a Job Search Jobs United Talent Agency employs about 20 full-time mailroom staffers for its 122 agents. One of these times I was next to Chris Moore, who was an agent and head of the trainee program who said, 'What are you doing here? And how do these guys know. Talent agents might “discover” talent in a variety of places. Many creative types seek out talent agents on their own and may be required to audition, or otherwise prove their talents. For instance, authors might send a completed manuscript to an agent, while musicians may send a demo CD. Talent agents can then screen these individuals based on their talents, working with the most promising ones. A talent agent might also go in search of new talent as well. For example, he might go to theater productions in search of actors, or he might attend small concerts in search of talented musicians. United Talent Agency: Agent Training Program Paradigm Agency: Agent Assistants and Trainees Hollywood Reporter: The Secrets of Hollywood Agency Mailrooms Photo Credit Rayes/Photodisc/Getty Images Promoted By Zergnet Comments. United Talent Agency’s core business is the representation of talent in the fields of feature motion pictures, independent film, television, reality production. United Talent Agency (UTA) is a talent and literary agency with offices in Los Angeles, New York. A talent agent will then go through the process of trying to find each of his clients jobs. In order to do this, he may send audition tapes or other examples of his clients’ work to production studios, record labels, publishing houses, or galleries. He will also apply to jobs on behalf of his clients. After his clients are hired, a talent agent’s job doesn’t end there. He must then help each of his clients work out the terms of their contracts. A contract may include basic information such as how long the job is and the pay rate, along with other information like what is expected of the artist as well as the hiring entity. A talent agent will also help work out any disputes between the creative talent and the employers, should they arise. Where Do Talent Agents Work? If you’re looking to start a talent agent career, you will most likely find yourself in larger metropolitan areas, since this is where most talented creative types flock to as well as where most of the jobs are. Some of the more common cities for talent agents to work in may include Hollywood, New York City, and Nashville. Most talent agents start out by working in talent agencies that cater to different types of artists. A few of the most prestigious talent agencies representing actors, for example, include the Creative Artists Agency, United Talent Agency, and The William Morris Endeavor Agency. Famous modeling agencies include Ford Models and Elite Model Management. After working for other agencies, some talent agents might also consider opening their own talent agencies. What Are the Requirements For a Successful Talent Agent Career? Although a formal education is not always necessary when pursuing a talent agent career, it is highly recommended. Aspiring talent agents should consider earning bachelor’s degrees in areas like public relations, marketing, or human resources. Minors in areas like music business or film production can also help you collect contacts and help you learn more about these industries. An internship is also another common step that most individuals must take when pursuing talent agent careers. An internship at a respected talent agency will give you the opportunity to get hand on experience as well as learn from some successful professionals in the field. Many areas also require talent agents to be licensed as well. The type of licensure that you pursue will usually be determined by what types of artists you plan to represent. For instance, if you’re planning to represent actors, you should look into becoming a franchised Screen Actors’ Guild talent agent. What is the Average Salary of a Talent Agent? It is important to remember that, as a talent agent, you will not usually get paid unless your clients get paid. Generally, most talent agents get paid 1. This means that the more clients you have and the harder you work for your clients, the more money you’ll make. According to the Bureau of Labor Statistics, however, agents and business managers for artists, performers, and athletes made an average salary of $8. Featured Schools with Fine Arts: Request information to learn more. 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These models can be seen as generalizations of linear models (in particular, linear regression), although they can also extend to non- linear models. These models became much more popular after sufficient computing power and software became available. Individual differences in growth curves may be examined (see growth model). The dependent variable must be examined at the lowest level of analysis. Second, the researcher must decide whether parameter values (i. Additionally, the researcher must decide whether to employ a maximum likelihood estimation or a restricted maximum likelihood estimation type. In addition, this model provides information about intraclass correlations, which are helpful in determining whether multilevel models are required in the first place. This model assumes that intercepts are fixed (the same across different contexts). In this model, both intercepts and slopes are allowed to vary across groups, meaning that they are different in different contexts. One aspect would be allowed to vary at a time (that is, would be changed), and compared with the previous model in order to assess better model fit. First, is it a good model? Second, is a more complex model better? Ten Big Lies of Multilevel Marketing Robert L. The multilevel marketing (MLM) field grows, and its member companies multiply. Eric Worre of Network Marketing Pro has been a leader in the Network Marketing Profession for 28 years. He focuses exclusively on passing on his knowledge. Third, what contribution do individual predictors make to the model? In order to assess models, different model fit statistics would be examined. The likelihood- ratio test can be employed for model building in general, for examining what happens when effects in a model are allowed to vary, and when testing a dummy- coded categorical variable as a single effect. When testing non- nested models, comparisons between models can be made using the Akaike information criterion (AIC) or the Bayesian information criterion (BIC), among others. When examining fixed effects, the tests are compared with the standard error of the fixed effect, which results in a Z- test. When computing a t- test, it is important to keep in mind the degrees of freedom, which will depend on the level of the predictor (e. For a level 2 predictor, the degrees of freedom are based on the number of level 2 predictors and the number of groups. Power for level 1 effects is dependent upon the number of individual observations, whereas the power for level 2 effects is dependent upon the number of groups. However, the number of individual observations in groups is not as important as the number of groups in a study. In order to detect cross- level interactions, given that the group sizes are not too small, recommendations have been made that at least 2. 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It might then be observed that income levels also vary depending on the city and state of residence. A simple way to incorporate this into the regression model would be to add an additional independentcategorical variable to account for the location (i. This would have the effect of shifting the mean income up or down . In reality, this is unlikely to be the case . However, it would also predict, for example, that a white person might have an average income $7,0. A multilevel model, however, would allow for different regression coefficients for each predictor in each location. Essentially, it would assume that people in a given location have correlated incomes generated by a single set of regression coefficients, whereas people in another location have incomes generated by a different set of coefficients. Meanwhile, the coefficients themselves are assumed to be correlated and generated from a single set of hyperparameters. Additional levels are possible: For example, people might be grouped by cities, and the city- level regression coefficients grouped by state, and the state- level coefficients generated from a single hyper- hyperparameter. Multilevel models are a subclass of hierarchical Bayesian models, which are general models with multiple levels of random variables and arbitrary relationships among the different variables. Multilevel analysis has been extended to include multilevel structural equation modeling, multilevel latent class modeling, and other more general models. Multilevel models have been used in education research or geographical research, to estimate separately the variance between pupils within the same school, and the variance between schools. In psychological applications, the multiple levels are items in an instrument, individuals, and families. In sociological applications, multilevel models are used to examine individuals embedded within regions or countries. In organizational psychology research, data from individuals must often be nested within teams or other functional units. Different covariables may be relevant on different levels. They can be used for longitudinal studies, as with growth studies, to separate changes within one individual and differences between individuals. Cross- level interactions may also be of substantive interest; for example, when a slope is allowed to vary randomly, a level- 2 predictor may be included in the slope formula for the level- 1 covariate. For example, one may estimate the interaction of race and neighborhood so that an estimate of the interaction between an individual's characteristics and the context. Applications to longitudinal (repeated measures) data. First, traditional statistical techniques can be used. One could disaggregate higher- order variables to the individual level, and thus conduct an analysis on this individual level (for example, assign class variables to the individual level). The problem with this approach is that it would violate the assumption of independence, and thus could bias our results. This is known as atomistic fallacy. The problem with this approach is that it discards all within- group information (because it takes the average of the individual level variables). As much as 8. 0- 9. This model assumes that each group has a different regression model - with its own intercept and slope. This allows for an analysis in which one can assume that slopes are fixed but intercepts are allowed to vary. This also allows for an analysis in which the slopes are random; however, the correlations of the error terms (disturbances) are dependent on the values of the individual- level variables. The individual components are all independent, but there are also group components, which are independent between groups but correlated within groups. However, variance components can differ, as some groups are more homogeneous than others. Raudenbush, Anthony S. Hierarchical linear models : applications and data analysis methods (2. Using multivariate statistics (5th ed.). Boston ; Montreal: Pearson/A & B. Multilevel modeling (3. Thousand Oaks, CA: Sage. ISBN 9. 78- 0- 7. ISBN 9. 78- 0- 8. Hierarchical linear modeling : guide and applications. Thousand Oaks, Calif.: Sage Publications. Using SPSS for Windows and Macintosh : analyzing and understanding data (4th ed.). Upper Saddle River, NJ: Pearson Education. Introducing multilevel modeling. London: Sage Publications Ltd. Multilevel analysis : techniques and applications (Reprint. Psychological Bulletin. Data Analysis Using Regression and Multilevel/Hierarchical Models. New York: Cambridge University Press. ISBN 9. 78- 0- 5. Multilevel Statistical Models (4th ed.). ISBN 9. 78- 0- 4. Hedeker, D.; Gibbons, R. Longitudinal Data Analysis (2nd ed.). ISBN 9. 78- 0- 4. Multilevel Analysis: Techniques and Applications (2nd ed.). ISBN 9. 78- 1- 8. Hierarchical Linear Models: Applications and Data Analysis Methods (2nd ed.). Thousand Oaks, CA: Sage. Multilevel Analysis: an Introduction to Basic and Advanced Multilevel Modeling (2nd ed.). Verbeke, G.; Molenberghs, G. Linear Mixed Models for Longitudinal Data. GeoControl2 v2.0.51 XFORCE. 0; 1; 2; 3; 4; 5 (Votes #: 0) Software 22-01-2011, 17:37. Click Here To Download. GeoControl 2.1 Build 52 1CD; GeoControl2.v2.0.45 Geocontrol v. 2. 0. CGPersia Forums. Full Applications - Releases. Latest Full Application Releases. Thanks, 0 Dislike - s. Manic, gallen. 0, Cadmium. Paella, Vassago, john. Andrew. 30, sameier, kadu. Z- marte, tupolangg, Quietly, friggson, kayvee, very. Download GEOCONTROL V2.0.51 or any other file from Applications category. HTTP download also available at fast speeds.
Global P& C insurance company is looking for an ACAS or FCAS for unique pricing and reserving role. Must have MAAA designation. Final ISCO-08 Query24 In such cases tasks would include - (a) selling and collecting admission tickets and passes from patrons at entertainment events or collecting. Reporting Supervisor: Vice President. Location: Prudential Tower. Key Responsibilities: Production of local statutory RBC reporting, IFRS, and regional reporting. Flexible on background: Provider, Analytics, or LTC is preferred but not required. Will build the models, talk to the board, and work with the actuaries. Will manage a small team. Will be responsible for leading staff and projects. Proficiency with Metarisk, Igloo, or Remetrica software is a big plus, as is a background in specialty lines. Extracts, analyzes, and synthesizes data from various sources to identify risks and perform IBNR estimates and rate adequacy studies. 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Get an entry level resume template with guidelines on how to draft an effective entry level resume. List of free sample resumes, resume templates, resume examples, resume formats and cover letters. Resume writing tips, advice and guides for different jobs and companies. Will build up actuarial peer review and testing capabilities, with a focus on models for Life, Health and Annuity businesses. Will coordinate with actuarial product line model owners and Risk Model Validation team to plan, coordinate and execute model validation activities. Ensures integrity of model change management process and assurance that protocols are being followed. Midwest of Eastern Region. Salary: $7. 0,0. 00 - $1. Job Details #5. 99. Go To Job Lists Page. Annuity Pricing, ASA/FSA. Additional enrollment and financial information on HMOs, and other managed care organizations is on the Department's Managed Care page. Application guide and tips for Bank Negara Scholarship 2016/2017. Our client is looking for two senior actuaries to join a highly collaborative team responsible for work on all forms of fixed and variable annuities. The ideal candidate will have 5- 1. FSA is preferred, but qualified ASAs will be considered. Salary: $1. 00,0. Assistant Actuary, Hedging. This is a unique role that provides a great deal of interaction with global business units. Candidates must have excellent communication skills and experience with Res. Q or similar software. Salary: Up to $1. Seeking an actuary to serve as a leader for the team responsible for completing life and annuity experience studies. This key position comes with significant decision making authority, and demands strong technical skills to ensure sound and unbiased decisions are made. Successor opportunity. Northeast, Eastern or International Regions. Financial Actuary, FSA. Perform life experience studies including mortality, surrender/lapses, and expenses. Salary: $8. 5,0. 00- $1. Candidates need 5- 1. Knowledge of modeling and valuation of derivatives and other asset classes is a plus. Annuity and ALM experience is required; Prophet experience a plus. Experience in Medicare Advantage and/or Large Group needed. This person must have an executive presence and will make recommendations to senior management. This position will begin to direct projects and may manage staff. This position provides the analytical resources necessary for the development of overall pricing and reserve setting strategies. In this role, you will grow our client’s underwriting portfolio. This position is charged with managing and monitoring the profitability of the existing portfolio and growing the healthcare/A& H/Medical Stop Loss and health segment though attracting and developing new business opportunities. Salary: up to $1. This role will analyze complex actuarial models, interpret and review complex study, profitability, modeling and/or financial results to provide effective communication to internal and external customers. Will review, coordinate and maintain all assumptions used within their internal capital model and work closely with the different teams to develop consistent scenarios for prospective solvency. This role will be involved in all aspects of global Asset/Liability Management strategy and process. Work in close concert with investors, reinsurers, and insurers to manage the equation between risk and return, to help clients free up capital. Looking some of the following in a candidate’s background: reinsurance (internal and external) experience, deal structuring experience, consulting background, and/or M& A. This person would work with the senior marketing actuaries to be more of a technical person, capable of coming up with the creative, innovative ideas that work around the market under different capital regimes, considering different tax regimes, etc., and come up with those unique and innovative ideas. More of an analytic focus / deal focused individual, but with the capability of presenting these complex ideas to individuals of all levels and knowledge. Asset Adequacy testing, RBC C- 3 Phase I, Embedded Value analysis, Stress Testing, etc. This role will provide critical pricing information and actuarial expertise. These functions include; asset liability management, portfolio risk management, strategic asset allocation, income projections, review/valuation of existing businesses and M& A transactions. Salary: Very Competitive. Open to ACAS or new FCAS with experience in workers comp, captives or med. Expertise in base SAS data set, proc sql and macros. Must have 7- 1. 0 years’ experience within a managed care, commercial, or health insurance organization. Will work with existing outside consultants while developing in house actuarial functions. This individual will develop metrics and tools for enhanced risk management capabilities, lead risk management programs, and assist in understanding the company's opportunities and risks. Reinsurance industry experience preferred. Role will involve Economic Capital Modeling, Risk Framework and Governance. Oversees actuarial analyses that quantify the impact of policy and/or market changes, and interprets and explains policies, rules, regulations or laws for multiple audiences. Advanced degree desired and at least 7 years of experience. Knowledge of SAS, SQL, VBA, R, ideal. Salary: Up to $1. Salary: Up to $1. You will design pricing strategies, select healthcare delivery systems, and develop risk management and funding approaches that best suit the companies' employee populations and overall human resource strategies. Personal Lines Carrier is looking for an ACAS or FCAS with at least 5 years of reserving experience. Strong personal lines background is required. Candidates should have significant cat modeling experience (RMS, AIR), excellent communication skills, and experience with reinsurance pricing. The person in this position will also oversee models used to produce pricing, statutory, GAAP and economic projections. The ideal candidate will have consulting experience for Medicare Part D. The main responsibilities are to participate in product R& D and establish product design plan and manage project execution. Experience with SAS is a plus. Candidates must be self- motivated, have strong communication skills and enjoy both learning and teaching. Experience in Microsoft Developer Studio, object- oriented programming and knowledge of insurance principles, products and markets is strongly preferred. Previous experience with AXIS is an asset, but is not required. This includes recurring projects as well as special projects. These individuals are expected to have knowledge of statutory valuation requirements for life insurance and annuity products, as well as knowledge of GAAP accounting issues, for both new and existing plans of insurance. |
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January 2017
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