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Finance Officer slides for Project Leader

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Finance Officer slides for Project Leader

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Equipment and materials breakdown for Project Leader

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Equipment and materials breakdown for Project Leader

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Luxury Palette

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Mass Production Palettes

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Light Magic - Raw and Natural

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(Left to Right) - Abstract Florals
Raw and Natural

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Free Style

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Free Style

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Free style

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Abstract Florals sketch

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Free Style

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Free Style

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Abstract Florals

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Light Magic

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For Design manager

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For finance Officer

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For Finance Officer

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Production manager job profile | Prospects.ac.uk

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Discover what it takes to be a Production manager. Find out expected salary, working hours, qualifications and more.

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Outsourcing of larger batches in a small creative business

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About Make Works

Make Works are making manufacturing accessible. Think of it like a public library. An open resource made by dedicated factory finders where you can discover skilled manufacturers, tools and materials to make work with in your area.

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Make Works are making manufacturing accessible. Think of it like a public library. An open resource made by dedicated factory finders where you can discover skilled manufacturers, tools and materials to make work with in your area.

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Your profit and loss figures identify your sales, expenses and the resulting profit or loss. This information is vital as a financial overview of the viability of the business and as a basis for calculating your tax liability.

However, this figure does not detail actual production unit costs. The income statement does not provide a basis to determine what profit would be if sales were increased. You cannot project a profit from the income statement alone because there are certain expenses that would stay the same, no matter your sales numbers, and certain expenses that would increase or decrease. In addition, the income statement does not provide information relating to the number of units sold.

In order to project increased sales and profits, you must break down the sales and expenses into a different format, re-categorizing your expenses into variable and fixed costs and create a cost accounting report.

It's not as tough as it sounds and it's a necessary business tool for entrepreneurs.
Variable Costs
A variable cost is an expense that changes according to the quantity of products sold. For example, you manufacture widgets and the cost to produce one is $8. Material cost is $6. Analysis of direct labor cost--the person overseeing the conveyor belt, the inspector and other workers-- is $2 per widget. If you make 100 widgets your cost is $800. If, however, you make 200 widgets, your cost is $1,600--the cost increases with the quantity produced - hence the term "variable cost."

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To determine variable costs you must analyze the cost per unit. A manufacturing business would include costs of materials, packaging, direct labor and any outside subcontracting costs. A restaurant business would include cost of foods for each meal item on the menu and the chef's wages. A retail business would include cost per unit, plus any additional packaging costs they may incur. A service business that charges by the hour may use their direct labor cost for each employee who provides the service, taking into consideration non-billable administration time.

Example:

1. Medical Billing Service - Cost per eight-hour day

$30.00 per hour (billing price) $240.00

12.00 per hour direct labor cost 96.00

.50 paper cost per billable hour 3.50

$12.50 per hour total variable costs 99.50

$17.50 gross profit per hour $140.50 gross profit per day

Quantity is limited to the number of employees and hours worked during the day. Keep in mind that some time each day may be non-billable administrative time and therefore may need to be factored into the above calculations.

2. Manufacturing (Cheesecake) 100 Cheesecakes

$10.00 (sale price each) $1,000.00

5.00 (ingredients, direct labor) 500.00

0.75 (packaging, stickers) 75.00

$5.75 (total variable costs) $ 575.00

$4.25 (gross profit per cake) $ 425.00
Fixed Costs
A fixed cost is one that does not change, regardless of sales volume or changes in production levels. Whether you make 1,000 cheesecakes or 100, your rent on the cheesecake factory remains the same. Your secretary's salary, average cost of office supplies, etc.remains the same. These expenses will not change no matter what the volume is unless volume increases to an extent that expansion is in order. If your rent is based on a percentage of sales, which is common to retail stores operating in a mall environment, the portion of the rent that is based on sales should be calculated with the other variable costs. And your base rent would remain with the fixed cost listing.

List and total the fixed costs the business incurs. To do a costing for the month, add up rent, utilities, insurance, office supplies, administrative salaries, and all the items on your profit and loss statement not included in variable costs.

Subtract your fixed costs from the gross profit generated on the variable cost report to see how much you are making or losing every month.

So for example, let's say the cheesecake factory above has total fixed costs (rent, utilities and office expense) of $400 per month. The net profit would be only $25. However, if they were able to produce 150 cakes per month, the net profit would increase to $237.50.

Your accountant will be happy to help you. It is wise to perform this analysis in order to determine areas of inefficiency and loss and to make projections for the future.
Bonnie Lee is an Enrolled Agent admitted to practice and representing taxpayers in all fifty states at all levels within the Internal Revenue Service. She is the owner of Taxpertise in Sonoma, CA and the author of Entrepreneur Press book, "Taxpertise, The Complete Book of Dirty Little Secrets and Hidden Deductions for Small Business that the IRS Doesn't Want You to Know." Follow Bonnie Lee on Twitter at BLTaxpertise and at Facebook.

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How Much Does it Cost to Create Your Product?

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Your profit and loss figures identify your sales, expenses and the resulting profit or loss. This information is vital as a financial overview of the viability of the business and as a basis for calculating your tax liability. However, this figure does not detail actual production unit costs.

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Schedule production and manage flow

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In practice, production scheduling is part of a complex flow of information and decision making that forms a manufacturing operation's planning and control systems. Global competition and rapidly changing customer requirements are making efficient production scheduling increasingly more and more important for today's production and manufacturing environments. The decorated-apparel industry is no exception.

We would define production scheduling as the scheduling of individual customer needs and the control of their flow through the production process, which is defined by resource requirements and capacity constraints.
Bringing reality to theory
A solid production schedule should help in determining whether delivery dates can be met and can identify predictable downtime for maintenance schedules. A proper production schedule also gives production and other personnel an explicit statement of what is expected and in order that supervisors and managers can measure productivity and performance.

Other advantages include minimizing WIP (work in process) inventories, set-up times and overall lead times as well as maximizing machine and production personnel. A good production schedule can identify resource conflicts, control the release of jobs to the production floor, and ensure that all required raw materials-such as blank product and correct ink colors-are purchased and received on time. Additionally, better coordination will increase overall productivity and minimize operating cost.

Traditional scheduling research has done little to improve production-planning practices over the years. What's more, traditional scheduling models based on operation-research techniques that assume ideal situations are being found insufficient. In reality, actual production systems are filled with uncertainties. In an attempt to bridge the gap between production theory and reality many apparel-decorating companies have adopted a fuzzy scheduling model. Imprecise scheduling parameters in process times and due dates as well as constraints on resources and the custom nature of our business have forced us in this direction. Since internal and external business-environment reality may change dramatically from day to day or even hour to hour, there is a need to respond to the unexpected and modify existing production schedules. Flexibility is paramount, and keeping it simple makes scheduling manageable. Make no mistake that not only is fast and responsive production scheduling the key to supply-chain management, but also that logic enables business-to-business transactions by directly linking customer's and supplier's schedules together.
Spreadsheets are the key
Despite the fact that during the last couple of decades many companies in our industry and others have made large investments in the developments as well as the implementation of computerized scheduling software systems, not very many such systems appear to be in regular use. Systems, after being implemented, often remain in use for only a limited time, eventually becoming, for one reason or another, ignored altogether. The real world is somehow different than idealized computer models, and therein lie those fuzzy constraints, shortages of accurate information and those oh-those-sudden changes of direction. There is, of course, the human factor as well. Over- and under-estimating the employees' abilities, sick days and "just bad" days are difficult if not impossible to schedule around.

Using spreadsheets to model and simulate is the first step towards the design of an advanced planning and scheduling system. Because spread sheets have become so powerful and easy to use, the overall projection of capacities and limitations can be pre-loaded into the operating plan. For years spread sheets have been used to design prototype scheduling systems.

Building a scheduling system requires a structured and disciplined approach. Reports, graphs and charts can easily be created to greatly assist in reality projections. The best part is that these spreadsheets can be completely customized and changed as many times as necessary.
Anybody's worst nightmare
The following are among the key decisions made easier with a production-scheduling system:

releasing jobs for production;

prioritizing jobs that require resources (ink, special stencils and so on);

assigning resources (people, equipment);

reassigning resources from one job to another (similar jobs);

determining when jobs should be started (to meet deadlines); and

interrupting jobs that should be stopped (rush orders).

Production scheduling deals with the allocation of resources and the sequencing of tasks to produce the particular goods and services. In this case, embellished apparel. Although allocation and sequencing decisions are closely related, it is very difficult to model mathematically the interaction between them.

The production-scheduling system is a control system that is part of a larger, more-complex manufacturing planning and control system. The production-scheduling system is more than a schedule-generation process, be it manual or automated. This system should not be a piece of software, but it should interact with all departments and provide information that all managers need for other planning and supervisory functions. Note that only after the schedule is generated do the manufacturing operations and processes begin.

Weak production control and scheduling invites disaster: Under its direction, the production floor does not know what to decorate, and machine efficiency falls through the floor. Customers don't get orders filled on time and that spells big trouble. Production scheduling is at least as important as any other part of the production loop, and it can create anybody's worst nightmare of not handled correctly.

A plant's production-scheduling system continues to develop over the years, evolving through the mistakes and miscalculations recognized and corrected. Remember, common sense is one of the most important aspects of effectively simple production scheduling.
Sending up red flags
Sales, administration, prepress, production, shipping and receiving, along with the divisions of each department, must all be considered. Within sales you have customer service. Administration includes order entry, accounting and invoicing, Prepress is art, screen and ink. Don't forget purchasing. Sound familiar? These are the key components of the production loop and will need to be considered throughout the scheduling process.

After the sale is made, the order will need to be entered into the system. There are any number of order-entry systems on the market from very simple and inexpensive to significantly more complex. My operations have stayed fairly simple based on a number of internal considerations.

The department which performs the order-entry phase must be familiar with general pricing, and production limitations. It won't matter how many presses you have if you get a job requiring 19 heads and you max out at 18. If a sales order does not fit within predetermined criteria, it should be sent back to the sales person and removed from the schedule until appropriate adjustments have been made. Terms and conditions as well as past-due balances should be examined before processing. These should be built-in protections that send up red flags . . . literally.

After the initial stages of order entry are complete, one should consider the information which needs to find its way to each department. Depending on the software of choice, information should be available for output in the form of various reports which will assist in providing data for many departments. The actual order confirmation and specifications will aid in production.

Pull-sheets or purchase requirements will get product procurement started. The most useful information any order-entry system can provide comes in the form of tracking production. An open-orders report provides an up-to-date list of what is still to be invoiced, or what is still in production. This is particularly useful in making sure everything finds its way through invoicing. The open-order report also serves as an alarm of past-due orders and is useful in revenue projections.

Although over the years specifics have changed, I have always been a big believer in a highly visible, completely accessible, ever flexible scheduling board. K.I.S.S., right? We have an enormous white board that takes up an entire wall in the production office (see simulation, page 58). This office resembles a fish bowl with windows all around for full visualization by the entire staff. Sales, admin, art, purchasing, shipping-and-receiving and all production departments have access to this board.

The layout of the production-scheduling board traditionally would be in a calendar-month format. With today's decreasing run sizes and increased set-ups, along with minimal lead times, we were forced into two-week format, in vertical progression. As one week ends another is added behind in order to accommodate two weeks at a time. Each press has its own section running horizontally along the two-week period. In our case, we schedule four automatics, four manuals and four embroidery machines. Each delineated section is one day's worth of production for that specific machine.

Each section on the board will be the location of that machine's daily jobs. Each job will be earmarked with a job card. The job card has all the details of the work to be done and is created at the order-entry stage. Pertinent information for the job is included on the card: customer, design, number of colors, substrate and, most important, due date.

The production manager places the cards on the board according to the particulars. The job cards are generally placed on the appropriate press with a cushion for due date. The bottom of each card has a color-coded system for determining the arrival of product, art, screens, ink and customer press proofs. The codes are marked off in real time by each of the supporting departments. When all are completed . . . the job can and will run.

The production schedule is a work in progress and changes continually. A daily schedule and requisitions for art, receiving, screen and ink is created by each department head, determined by the main scheduling needs.
Become an expert juggler
Staff is critical to any system of production scheduling. Daily or weekly production meetings with representatives from each department keep everyone on the same page. Checks and balances of a highly visible system such as this one become natural, as everyone is checking everyone. Pretty tough to burn screens without art, or print shirts if they're not ordered. Production scheduling helps us all understand limitations and capacities making true projections a reality.

The objective is that production scheduling is a part of a complex flow of information and decision making. It is not an isolated optimization problem to be solved. Since production is not a distinct, singular function, there are plenty of variables affecting it. It is expected that a scheduling system should incorporate all relevant constraints in the printing process and should perform suitable activities for a changeable environment, so much so that it can solve unforeseen and unpredictable events. (Hmm. How likely is that?)

There are, however, numerous advantages to the integration of process planning and production scheduling. It must be incorporated with other systems and interactive with real-time changes and adjustments. Bottom line? It's really just a juggling act, but one that gives you all the talent of an expert juggler.

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How To... Effectively Schedule Production To Manage Workflow | Printwear

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In practice, production scheduling is part of a complex flow of information and decision making that forms a manufacturing operation's planning and control systems. Global competition and rapidly changing customer requirements are making efficient production scheduling increasingly more and more important for today's production and manufacturing environments. The decorated-apparel industry is no exception.

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Only used to give an idea of the same role but within a slightly different field

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The ideal candidate is an experienced architect with a strong design management background. We are looking for someone with relative sector qualification (MCIOB, RIBA, MAPM, etc). Previous experience working for a property development company is ideal.

In order to be considered you must demonstrate a good understanding of the UK planning processes as well as having a strong track-record in managing the development of the design stages for complex, high volume residential construction schemes in the UK.

We will be considering any relevant candidates who come from either an architectural firm, a main contractor or private residential developer.

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Client-side Architect/Design Manager - 13849225 | Michael Page

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As Key member of the Project Team, the Design Manager's role will include the managing and monitoring of the external design consultant teams; contractors and subcontractors as necessary to facilitate the delivery of the developments.You will be taking the schemes from early/concept design stage through to planning and then construction delivery.

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This Team Leader sample job description can be used to help you create a job advert that will attract candidates who are qualified for the job. Feel free to revise this job description to meet your specific job duties and job requirements.
Job Title: Team Leader

Team Leader Job Purpose:

Manages and leads a team of employees. Communicates company goals, safety practices, and deadlines to team. Motivates team members and assesses performance. Provides help to management, including hiring and training, and keeps management updated on team performance. Communicates concerns and policies among management and team members.

Team Leader Job Duties:

Supports team manager and performs management duties when manager is absent or out of office

Manages inventories and stock, including keeping detailed records of inventory use and sales, and advising management on ordering where necessary

Provides encouragement to team members, including communicating team goals and identifying areas for new training or skill checks

Assists management with hiring processes and new team member training

Answers team member questions, helps with team member problems, and oversees team member work for quality and guideline compliance

Communicates deadlines and sales goals to team members

Develops strategies to promote team member adherence to company regulations and performance goals

Conducts team meetings to update members on best practices and continuing expectations

Generates and shares comprehensive and detailed reports about team performance, mission-related objectives, and deadlines

Ensures company brand materials and physical working spaces meet and exceed company presentation standards

Provides quality customer service, including interacting with customers, answering customer enquiries, and effectively handling customer complaints

Team Leader Skills and Qualifications:

Team Leadership Experience, Product Knowledge and Industry Experience, Leadership Skills, Strong Oral and Written Communication Skills, Motivational Skills, Results-Oriented, Employee Training Experience, Interviewing Skills, Sales Skills, Self-Motivation, Strong Relationship Building, Customer Service Skills
------------------------------------ Ready to let monster take your Team Leader job to hard to reach talent on Twitter, Facebook, Instagram, Monster and hundreds of partner sites? Post a Power Job Ad now.

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Team Leader Job Description Sample | Monster.co.uk

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This Team Leader sample job description can be used to help you create a job advert that will attract candidates who are qualified for the job. Feel free to revise this job description to meet your specific job duties and job requirements. Job Title: Team Leader Manages and leads a team of employees.

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Recruiting Resources: How to Recruit and Hire Better

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for posting on online job boards or careers pages . It is easy to customize this project manager description for your company's needs. Similar job descriptions include: Construction Project Manager, Digital Project Manager, Project Engineer, Product Manager and Senior Product Manager.

Include:
Hiring a project manager? Sign up for Workable's 15-day free trial to post this job and hire better, faster.
Job brief

We are looking for an experienced Project Manager to manage organization of key client projects.

Project Manager Job Duties

Project management responsibilities include delivering every project on time within budget and scope. Project managers should have a background in business skills, management, budgeting and analysis.

Project managers are skilled at getting the best out of the people and projects that they oversee. They thrive when planning projects and working with project teams.

Responsibilities

Developing project scopes and objectives, involving all relevant stakeholders and ensuring technical feasibility

Requirements

Solid technical background, with understanding or hands-on experience in software development and web technologies

More resources:

Post this Project Manager job ad to 15+ free job boards with one submission

Start a free Workable trial and post your ad on the most popular job boards today.

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Project Manager job description template | Workable

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for posting on online job boards or careers pages . It is easy to customize this project manager description for your company's needs. Similar job descriptions include: Construction Project Manager, Digital Project Manager, Project Engineer, Product Manager and Senior Product Manager. Include: Hiring a project manager?

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A good eye for colour, texture, fabrics and pattern is not all that's needed to succeed as a textile designer - you'll also need to make industry contacts and build up a portfolio of work

Textile designers create two-dimensional designs that can be used, often as a repeat design, in the production of knit, weave and printed fabrics or textile products.

Working in both industrial and non-industrial locations, they often specialise or work in a specialist context within the textile industry. The two major areas of textiles are:

interiors, such as upholstery, soft furnishings, and carpets

fabrics for fashion or specialist areas like fireproof materials.

Some textile designers are self-employed, while others work as part of a design team.

Responsibilities

The day-to-day responsibilities of a textile designer include:

producing sketches, designs and samples for presentation to customers

making up sets of sample designs

liaising with clients and technical, marketing and buying staff to plan and develop designs

accurately interpreting and representing clients' ideas

working out design formulae for a group of samples

assessing and approving completed items and production standards

working independently if self-employed, or liaising closely with colleagues as part of a small team

using specialist software and computer-aided design (CAD) programs to develop a range of designs

experimenting with colour, fabric and texture

maintaining up-to-date knowledge of new design and production techniques and textile technology

developing new design concepts

ensuring that projects are completed on time

visiting sites and other sources of ideas for designs

sourcing fabrics and other materials at trade fairs, markets and antique shops

attending trade shows, as a delegate or as an exhibitor - this may involve representing the company with a display or stand, or appraising the work of competitors

keeping up to date and spotting fashion trends in fabric design by reading forecasts in trade magazines and using internet resources

developing a network of business contacts

if self-employed, managing marketing and public relations, finances and business administration and maintaining websites.

Salary

Starting salaries are typically around £15,000 to £20,000, with higher rates of pay in London.

A good junior designer with one to two years' experience can expect to earn between £22,000 and £25,000. Designers with three to four years' experience can earn up to £28,000.

Salaries for senior designers or design directors are around £30,000 to £40,000+.

Salaries vary depending on geographical location and type of employer. Many textile designers work freelance, often to commission, so income levels can vary greatly. Designers may find they need to supplement their income from other sources - teaching is a popular option.

Income figures are intended as a guide only.

Working hours

Working hours typically include extra hours to meet deadlines. Freelance designers do not have set hours and have to divide their time between designing and marketing their work.

What to expect

Work settings differ and may include factories, backrooms or smart design studios. Freelance artists, craftspeople and designers may work from home or in workshops.

Long-term self-employment is an option, although setting up your own business in addition to maintaining design work is demanding and can take time. A good resource for young designers wanting to set up their own business is The Design Trust.

Jobs are available throughout the UK. There's a concentration of design studios in London and job availability is greater in the traditional centres of the textile industry, such as Scotland, the North West and the Midlands.

It's possible for new graduates to obtain their first jobs, particularly in fashion design, in Italy, France or America, where valuable experience can be gained working with well-known designers before starting work in the UK. Organisations such as Global Experiences offer fashion design internships abroad.

Working alone and to short deadlines can be stressful and there's constant pressure to produce new ideas and make new contacts by visiting trade fairs and other events. Using your creative abilities within a commercial environment requires the ability to cope with criticism if a particular piece of work is not well received by a client.

Occasional travel within a working day and overnight absence from home may be required and overseas work or travel is possible.

Qualifications

A degree in one of the following areas may help your work as a textile designer, whether employed or self-employed:

Textile degree courses may have a specialist focus, such as constructed textiles, mixed media or printed textiles. You should check whether your choice of course is appropriate for the way you wish to work. For example, a mixed media course may be most relevant if you wish to work in decorative design, creating artefacts or in the craft industry.

Most fashion degree courses offer a general background in all aspects of fashion design, but it's possible to specialise in:

clothing technology

contour design

costume accessory design

knitwear

production management.

Some fashion degrees also offer students the opportunity to spend a year working in industry. For a full list of university courses, see the Universities and Colleges Admissions Service (UCAS).

A relevant degree can significantly increase opportunities, but entry is possible with an HND in fashion and/or textile design.

Entry without a degree or HND is possible, usually as a machinist or pattern cutter, but career development is slow without design training.

A pre-entry postgraduate qualification is not essential, although postgraduate study provides you with the opportunity to develop and experiment with ideas and techniques and to extend your expertise into related areas. Prospective postgraduate students will need a portfolio and would normally have already completed a relevant degree course or have substantial prior work experience.

Assistant designer positions are usually gained on completion of a specialist degree or diploma course. Graduates who have not followed this route will need to gain experience and develop a portfolio by either joining a degree course or undertaking short, part-time courses to develop knowledge and expertise. Those from other disciplines may have more difficulty, although colleges are increasingly offering part-time foundation and degree study routes suitable for non-design graduates.

Funding for textile-related courses is available from:

Search postgraduate courses in fashion and textile design.

Skills

You'll need to show:

creative flair and artistic ability

a good eye for colour, texture, fabrics and patterns

excellent attention to detail

an interest in fashion and textiles, and an understanding of trends and materials

understanding and experience of using different textile processes and techniques

design skills and the ability to use computer-aided design (CAD) packages

good communication and teamworking skills

ability to work to deadlines and a budget

marketing, administrative and business skills - especially if you're self-employed.

Work experience

Relevant work experience, through either holiday work or course placements, is almost essential for getting into this industry. You should be proactive about looking for work experience and try to gain practical knowledge of relevant technical processes.

As in other areas of art and design, employment opportunities, both permanent and freelance, are more likely to result from speculative applications and effective networking than from a routine vacancies search.

It's important to build up relationships with more established designers, fashion houses and design companies in order to get commissions and placements.

Course tutors may be valuable contacts as many, if not all, work in the industry in addition to their teaching work. Attending trade fairs and other events is another effective way to make contacts.

Find out more about the different kinds of work experience and internships that are available.

Employers

Typical employers include:

manufacturing and processing companies that produce clothing, soft furnishings and other textile-based products

large fashion and clothing retailers

design studios and consultancies

small specialist design companies

interior design and decoration services.

Textile designers may work for some of the above employers on a freelance basis, often through an agent. Working freelance may provide a route into working full time for a design studio or fashion and clothing retailer.

With experience and good contacts, textile designers may go on to run their own business. For examples of how some individual designers work, see Design-Nation.

Look for job vacancies at:

Job vacancies can be difficult to find and many employers recruit from speculative applications. They also visit graduation shows in search of potential employees.

Contact major exhibition centres and check trade publications for information on trade fair events, which are an excellent opportunity to network. Entering competitions is another good way to get noticed by employers.

Directories listing relevant companies can be found on the websites of professional and trade associations such as:

Having a clear idea of the fields of design that interest you will help you decide which companies to contact.

Professional development

Training is often gained on the job - if you're starting out in a commercial design studio, for instance, you'll probably need training in practical processes.

Training provision will depend on the amount of practical and commercial experience you already have and the time that more experienced staff have available.

In addition to general textile design courses, such as the Level 3 Diploma in Design and Craft and the higher professional Level 4 Diploma in Creative Crafts, there are courses in specialist areas such as constructed textiles, machine embroidery and patchwork and quilting.

Specialist courses are available at all levels and through a range of learning options. For details of relevant courses, see providers such as:

Membership of relevant professional bodies, such as The Textile Institute, provides access to further opportunities for continuing professional development (CPD) and is useful for establishing industry contacts.

Career prospects

A common route within the textile design industry is to move from junior designer to designer, then progress to senior designer. However, the exact path will depend on your personal interests, experience, preferred working environment and professional reputation.

Progression may take time, particularly at the start of your career. At higher levels, a designer's work may involve more commercial and administrative activities, such as account and staff management.

For designers who choose to remain independent, the career path is less straightforward and very reliant on individual initiative and personal choices as to the type and volume of work undertaken.

Career progression depends on being proactive, making industry contacts and keeping up to date with new developments.

With experience, an established record and a supply of individual or corporate customers, some textile designers go on to set up their own design businesses. Whether they work in craft design, commercial textile design or as artists, this requires persistence, a hands-on approach and a good awareness of potential markets.

Alternative career options within the textile industry include embroidery designer, knitwear designer and tapestry designer.

Find out how Terri became a knitwear designer at BBC Bitesize.

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A good eye for colour, texture, fabrics and pattern is not all that's needed to succeed as a textile designer - you'll also need to make industry contacts and build up a portfolio of work Textile designers create two-dimensional designs that can be used, often as a repeat design, in the production of knit, weave and printed fabrics or textile products.

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Furniture designer job profile | Prospects.ac.uk

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Discover what it takes to be a Furniture designer. Find out expected salary, working hours, qualifications and more.

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Production manager job profile | Prospects.ac.uk

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Discover what it takes to be a Production manager. Find out expected salary, working hours, qualifications and more.

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Marketing executives drive profit and promote products and services through coordinated marketing campaigns

As a marketing executive, you'll contribute to and develop integrated marketing campaigns to promote a product, service or idea. This a varied role, which includes:

planning

advertising

public relations

event organisation

product development

distribution

sponsorship

research.

Many organisations have marketing departments, meaning that you can work in both the private and public sector in areas ranging from finance, retail and media to voluntary and charitable organisations.

The exact nature of your role will vary depending on the size of the organisation and sector and whether the focus is on selling a product or service, or on raising awareness of an issue that affects the public.

Marketing executives may also be known as marketing officers or coordinators.

Responsibilities

As a marketing executive, you'll need to:

create awareness of and develop the brand you're marketing

communicate with target audiences and build and develop customer relationships

help with marketing plans, advertising, direct marketing and campaigns

source advertising opportunities and place adverts in the press or on the radio

work closely with in-house or external creative agencies to design marketing materials such as brochures and adverts

write and proofread marketing copy for both online and print campaigns

produce creative content, including videos and blog posts

run social media channels

organise and attend events such as conferences, seminars, receptions and exhibitions

source and secure sponsorship

liaise with designers and printers and organise photo shoots

arrange the effective distribution of marketing materials

maintain and update customer databases

conduct market research, for example using customer questionnaires and focus groups

develop relationships with key stakeholders, both internal and external.

With experience, you'll need to:

develop and implement a marketing strategy (often as part of a wider sales and marketing programme)

evaluate and review marketing campaigns, advertising and SEO to make sure the correct mediums are being used and campaigns are effective

track marketing performance and return on investment and prepare weekly or monthly reports for management

monitor and report on competitor activity

lead external agencies, when appropriate, to effectively manage events, press relationships, editorial requests, presentations, promotional materials and online activities

oversee and manage the marketing budget.

Salary

Marketing assistants start on salaries of around £18,000 to £22,000. As a marketing executive, you can expect to earn in the region of £20,000 to £30,000.

Senior marketing executives (with around five years' experience) can earn between £30,000 and £45,000, with marketing managers earning up to £60,000.

Marketing directors can earn from £60,000 to more than £100,000.

You may also receive additional benefits including profit-sharing schemes, medical insurance, gym membership, a company car and bonuses.

Salaries depend on a range of factors including your location and the sector you work in. According to the Marketing Week Career and Salary Survey 2021, the highest-paid sectors are the highest-paid sectors are entertainment, FMCG (fast moving consumer goods), and beauty.

Your salary will also vary depending on the area of marketing you're in. For example, salaries are often higher for digital marketing.

Income figures are intended as a guide only.

Working hours

Working hours are generally 9am to 5pm, Monday to Friday. However, you may need to work some evenings or weekends when organising or attending events or when working on a big marketing campaign.

Part-time work is possible. Short-term contracts are also available, generally through recruitment agencies.

What to expect

You'll usually be office-based, but will attend meetings with clients, partner organisations and suppliers, as well as a range of events and exhibitions. You may be expected to socialise with stakeholders and clients to build and develop relationships.

Self-employment or freelance work is possible for experienced marketing professionals.

Opportunities exist in most large towns and cities but are less common in rural areas.

The work is often challenging and fast-paced as you'll need to meet tight deadlines, juggle various projects at the same time and work with external suppliers and creative agencies.

If you're working for an international company, you may need to travel or work abroad.

Specialise in branding, digital or international marketing

With a Masters from Brighton

Qualifications

A career in marketing is open to all graduates, but a degree or HND in the following subjects may be particularly useful:

advertising

business or management

communications

IT or computer science

marketing

psychology.

In addition, employers also look for a combination of personal qualities and experience. An awareness of digital media techniques is also useful. Look at job adverts to get a feel for the combination of skills and industry knowledge that employers expect.

If you don't have a degree, you can enter the profession at marketing assistant level and build up your skills and experience.

Marketing apprenticeships are available at Intermediate and Advanced level. The Chartered Institute of Marketing (CIM) also provides a range of professional qualifications, for example the CIM Level 3 Foundation Certificate in Marketing aimed at apprentices and those starting out in their marketing career.

It can be useful, although not essential, to have a relevant postgraduate qualification. Search postgraduate courses in marketing.

Skills

You'll need to have:

communication and interpersonal skills

commercial awareness and business acumen

copywriting and design skills

creativity

an eye for detail

analytical and strategic thinking

drive and self-motivation

a flexible approach to work

the ability to work well under pressure

teamwork and the ability to foster good working relationships

influencing and negotiation skills

IT, social media and numeracy skills

foreign language ability - may be helpful if working for multinational companies.

Work experience

You'll usually need some relevant work experience to get a job. Look for vacation work, placements, job shadowing or part-time work in marketing or related areas. Getting work as a marketing assistant or junior marketing executive is a good first step. Some larger employers offer students paid summer placements. Any job that offers experience of sales, customer service, market research or public relations will be helpful.

Make the most of any marketing placements or the integrated placement year on your course to develop your skills and build a network of contacts. CIM student membership provides access to industry events, workshops and networking opportunities.

Employers

You can find marketing opportunities across all industry sectors ranging from the financial, consumer and information technology industries to not-for-profit organisations, such as charities, local government and higher education institutions.

You can also find work with full-service marketing agencies, which develop and implement marketing strategies and campaigns on behalf of their clients. These agencies offer a multidisciplinary service to clients looking for a full communications package.

Marketing is an increasingly competitive and specialised industry and is a popular career choice for graduates.

Look for job vacancies at:

Specialist recruitment agencies such as EMR, Spotlight Recruitment and Major Players also handle vacancies. Alternatively, you could make targeted speculative applications to marketing consultancies and in-house marketing departments. Word of mouth and networking are other ways of finding out about vacancies.

Professional development

The majority of training takes places on the job, although larger companies may have formal graduate training schemes. Continuing professional development (CPD) is essential for developing your skills and knowledge and is usually encouraged by employers. Typical activities can include:

attending networking events

completing short courses on areas such as search engine marketing, email marketing, legal issues and data and analytics

reading the trade press

completing a professional qualification.

Professional qualifications are offered by organisations such as CIM and you may receive financial support, study leave or both from your employer to complete them. These qualifications include:

Certificate in Professional Marketing (Level 4 Intermediate) - for junior marketers wanting to the gain the knowledge and skills to progress in marketing

Diploma in Professional Marketing (Level 6) - for marketers working at a strategic level (e.g. marketing executive or marketing manager) who want to develop their skills and knowledge

Postgraduate Diploma in Professional Marketing (Level 7) - for senior marketers wishing to move to a more strategic management role.

With the right combination of experience, qualifications and CPD, you can apply for CIM Chartered Marketer status.

Professional development, qualification and training courses are also offered by organisations such as the Institute of Data & Marketing (IDM). IDM provides a range of professional qualification courses in digital and direct marketing at award, certificate, diploma and postgraduate level.

Career prospects

There's a career structure within marketing and you can expect to progress from marketing executive to senior marketing executive once you've gained relevant experience and skills.

Taking relevant professional qualifications can help your career prospects and is becoming essential for senior marketing roles.

To increase your experience, you could move between in-house departments or work in a marketing agency or consultancy for several different clients. You might also want to move companies or sectors to progress your career more quickly.

You can choose to remain in a general marketing role or specialise in a specific area of marketing, such as event management, communications or public relations.

Other opportunities include setting up as a freelance marketing consultant or moving into a related role, in an area such as sales, advertising or public relations.

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Discover what it takes to be a Marketing executive. Find out expected salary, working hours, qualifications and more.

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Managing finances is at the root of all major business decisions. This role is crucial to the success of organisations in a range of sectors

A financial manager is responsible for providing financial guidance and support to clients and colleagues so they can make sound business decisions.

As a financial manager, you'll need a good head for figures and for dealing with complex modelling and analysis, as well as a sound grasp of financial systems and procedures.

You may be employed in many different environments including both public and private sector organisations, such as:

charities

financial institutions

general businesses

manufacturing companies

multinational corporations

NHS trusts

retailers

universities.

Clear budgetary planning is essential for both the short and long term, and companies need to know the financial implications of any decision before proceeding.

In addition, care must be taken to ensure that financial practices are in line with all statutory legislation and regulations.

Financial managers may also be known as financial analysts or business analysts.

Responsibilities

The roles of financial managers can vary enormously. In larger companies for instance, the role is more concerned with strategic analysis, while in smaller organisations, a financial manager may be responsible for the collection and preparation of accounts.

In general, tasks across roles may include:

providing and interpreting financial information

monitoring and interpreting cash flows and predicting future trends

analysing change and advising accordingly

formulating strategic and long-term business plans

researching and reporting on factors influencing business performance

analysing competitors and market trends

developing financial management mechanisms that minimise financial risk

conducting reviews and evaluations for cost-reduction opportunities

managing financial accounting, monitoring and reporting systems

liaising with auditors to ensure annual monitoring is carried out

developing external relationships with appropriate contacts, e.g. auditors, solicitors, bankers and statutory organisations such as the Inland Revenue

producing accurate financial reports to specific deadlines

managing budgets

arranging new sources of finance for a company's debt facilities

supervising staff

keeping abreast of changes in financial regulations and legislation.

Salary

You can expect starting salaries in the region of £24,000 to £35,000. Average starting salaries in the banking and finance sector can be £35,000, rising to £45,000 in the investment banking sector.

Typical salaries for newly qualified accountants in public service and not-for-profit agencies are between £35,000 and £40,000.

Salaries for experienced financial managers (ten years plus) in commerce and industry can range from £65,000 to £100,000+.

Some companies may pay higher salaries while others offer a lower basic pay with additional high bonuses.

Salaries vary widely according to the type, sector, size and location of the employing organisation. The highest salaries tend to be in London and the surrounding areas. The private sector, most notably the banking and capital markets sector and particularly organisations based in the City, pays more than the public sector.

Income figures are intended as a guide only.

Working hours

Working hours are generally 9am to 5pm, five days a week, with some possible flexibility. However, longer hours may be required depending on current deadlines and workload. Jobs within the City in particular can be highly pressured with long working hours. During the early years of your career, if undertaking professional study, you'll need to factor extra working hours into your official working day.

What to expect

It's common for employers to provide financial support for professional study, as well as study leave.

Jobs are available in most areas of the country, with the majority being in or near large towns and cities.

Self-employment is possible. Finance professionals sometimes work as consultants, but usually only after gaining significant experience.

Career breaks are possible but, as with any profession, if you're considering re-entry you must keep up to date with developments.

Travel for work is likely, particularly if the company operates from a number of different sites, with overnight stays or periods away from home sometimes required.

Opportunities to travel and work abroad will depend on the size and nature of the organisation, its clients or customers, and whether it has overseas sites or international links.

Qualifications

Although this area of work is open to all graduates, the following subjects may be particularly helpful and may entitle you to exemptions from some professional examinations:

A relevant postgraduate course may be useful, but isn't essential. In certain niche areas, specialised knowledge gained through a postgraduate programme may give you a competitive advantage. Graduate schemes in finance and related areas almost always require further study for professional qualifications. Search postgraduate courses in financial management.

Entry into the profession is possible with A-levels (or equivalent) or an HND or HNC, generally by studying with an institution such as the:

You can then proceed to professional accountancy training and work your way up to a management position.

Gaining membership with a professional organisation is useful as it shows your interest and commitment to the sector. Registration with professional bodies is open to individuals with A-levels (or equivalent) or above, such as an HND or HNC, so you don't have to wait until you've graduated to join.

A variety of organisations offering finance graduate schemes, as well as accountancy professional bodies, hold presentations on university campuses and have stands at careers fairs, where you can talk to representatives and recent graduate trainees in order to get an insight into the nature of the work and tips on what helped them to succeed.

Skills

You'll need to show evidence of the following:

commercial and business awareness

excellent communication and presentation skills

an analytical approach to work

high numeracy and sound technical skills

problem-solving skills and initiative

negotiation skills and the ability to influence others

strong attention to detail and an investigative nature

the ability to balance the demands of work with study commitments

good time management skills and the ability to prioritise

the ability to work as part of a team and to build strong working relationships

the capacity to make quick but rational decisions

the potential to lead and motivate others

good IT skills.

Work experience

Relevant work experience can be valuable and there are many opportunities available. Some employers run vacation placements or short work experience taster courses. You should apply as early as possible as competition can be strong.

Many of the professional accountancy bodies also publish details of available traineeships. Many employers offer industrial placement years, which can be taken as part of a sandwich degree. Your university careers service and course tutors should be able to offer you support with finding these. It's worth approaching organisations directly for work experience, even if they haven't advertised placements.

Find out more about the different kinds of work experience and internships that are available.

Employers

Financial managers work in a variety of organisations, throughout all sectors of business, industry and commerce. Some may begin their training in firms of chartered or certified accountants, while others train in the public sector in a range of settings, such as:

charities

health authorities

local government

other public organisations

universities and colleges.

Other financial managers work in a range of industrial and commercial companies, including:

banks, building societies and insurance companies

fast-moving consumer goods (FMCG) industries

IT companies

manufacturing and service industries

media

public utilities

retail.

Financial managers may be employed by small to medium-sized enterprises (SMEs), where they may be responsible for a wider range of activities.

Self-employment is also possible, as a consultant providing financial advice to a range of businesses. This is usually only possible with a significant amount of experience.

Look for job vacancies at:

Appointments are increasingly being handled by recruitment agencies, which frequently advertise in professional journals and newspapers. When searching for vacancies, look at the job description rather than just the job title as this can vary across companies.

The finance and accountancy sector is influenced by the economic climate and so when there is a period of economic downturn it will have a detrimental effect on the sector. This can mean that firms reduce their levels of recruitment and competition for jobs can be fierce. In these situations it may be useful to consider jobs with smaller accountancy firms and other SMEs, rather than focusing on the large organisations that offer graduate schemes and attract a lot of applications.

Professional development

Most financial managers are qualified (or partly qualified) accountants. To become qualified, you need to pass (or be exempt from) a series of professional examinations, and undergo a period of practical training.

Professional accountancy training is mostly on the job, and you will study for your examinations on a part-time basis. Employers usually support this activity and may help to fund the studies.

You may follow a structured graduate training scheme, which will give exposure to a range of different functions. This will enable you to move into a financial management role at a later date. You may also be asked to complete a training log or portfolio to show evidence of your training and experience.

Structured graduate training schemes are offered in large companies and in the public sector, although some financial managers gain their initial training in accountancy firms.

There are various chartered accountancy bodies in the UK which offer professional examinations. Check their websites for details of syllabuses, practical experience requirements and exemptions from professional examinations. Relevant bodies include:

Which professional qualification you'll study towards is likely to be determined by your employer, so it's important to find out in advance which qualifications they support as well as the level of financial support, tuition and study leave they provide.

Career prospects

Most financial managers start their career at a lower level and undertake professional accountancy qualifications, usually with the ACCA, CIMA or CIPFA.

You may then move into the role of financial manager in the latter stages of your training or take up the role afterwards, once you've built up some experience.

The expertise offered by a financial manager is extremely transferable. Although training may have taken place in an engineering company for example, the knowledge and skills gained can be applied in any other environment across industry or commerce.

Many financial managers use their knowledge of a company to move out of finance and into a more general management role, such as HR manager. Others decide to specialise in one industry, such as education.

Depending on experience, some move on to the role of finance director or managing director. Knowledge about the day-to-day running of a company is essential in these roles.

However, moving from one role to another within an organisation, either related or unrelated to finance, may still require you to undertake further professional training. Fellowship can be awarded after specific periods of time in service with professional bodies such as ACCA and CIMA. This can help to show you have reached a certain level and can aid career progression.

Financial management offers good opportunities to work overseas. Professional qualifications from the major UK accountancy bodies are widely recognised by countries around the world.

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Managing finances is at the root of all major business decisions. This role is crucial to the success of organisations in a range of sectors A financial manager is responsible for providing financial guidance and support to clients and colleagues so they can make sound business decisions.

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Explore Leslie Carey's board "repurpose upholstery samples" on Pinterest. | See more ideas about Sewing ideas, Tutorials and Embroidery.

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Social media managers lead an organisation's social media strategy in order to boost visibility and customer and client engagement

As a social media manager, you'll manage an organisation's online presence by developing and implementing their social media strategy.

You'll lead campaigns and projects across a range of social media channels, producing engaging content, analysing usage data, building client relationships and facilitating customer service.

Social media strategies often integrate both organic (free content, such as posts, photos, videos, blogs and memes) and paid (advertising) strategies.

Social media management can be a distinct role in larger organisations and is sometimes known as social media coordination. In small and medium-sized companies, the role may be combined with other marketing and communications responsibilities. In agencies, the term social media account manager is often used.

Responsibilities

Job activities vary to a certain extent depending on, for example, the size of the company you work for. For example, in larger companies you may have more of a strategic role, whereas in smaller companies you may be more hands-on.

However, as a social media manager, you'll typically need to:

design and deliver creative and engaging social media strategies

manage the day-to-day handling of all social media channels such as Facebook, Instagram, LinkedIn, Twitter, Pinterest, TikTok, Snapchat, Tumblr and YouTube, adapting content to suit different channels and audiences

oversee, plan and deliver content across different platforms using scheduling tools such as Sprinklr, Hootsuite, Buffer, Asana and Later

create and/or coordinate original and engaging multimedia content across multiple social platforms

develop, launch and manage new competitions and campaigns that promote your organisation and brand

form key relationships with influencers across social media platforms

undertake audience research

manage and facilitate social media communities by responding to social media posts and developing discussions

monitor, track, analyse and report on performance on social media platforms using tools such as Google Analytics and Facebook Insights

identify consumer trends to help with planning social media campaigns

optimise content to further encourage community interaction and engagement

research and evaluate the latest tools and techniques in order to find new and better ways of measuring social media activity

analyse competitor activity

recommend improvements to increase performance

set targets to increase brand awareness and increase customer engagement and loyalty

manage, motivate and coach junior staff such as social media executives or assistants

manage and track budgets for social media activities

educate other staff on the use of social media and promote its use within your company (in-house roles)

encourage collaboration across teams and departments

regularly liaise with clients via telephone, email, conference calls or face-to-face (agency roles).

Salary

As an assistant or junior social media manager your starting salary is likely to be between £20,000 and £28,000, depending on your experience.

Social media managers typically earn between £25,000 and £45,000.

With substantial experience, in roles such as head of social media, your salaries can range from £50,000 to in excess of £60,000.

According to the Major Players 2022 Salary Survey, freelance rates for social media managers typically range from £225 to £325 a day. For more senior roles, such as social media strategist or head of social, this can rise to around £300 to £400 per day. Rates vary depending on your experience, reputation and location.

Salaries vary depending on a range of factors including your location, the sector you work in, the type of organisation you work for (e.g. agency or in-house), your experience, and the success of your social media campaign activities.

Income figures are intended as a guide only.

Working hours

You'll usually work normal office hours, 9am to 5.30pm, Monday to Friday. However, you may work longer hours, including evening and weekend work, if working to a campaign deadline.

Full-time work is common, although part-time work and contract work is available, particularly if freelance. If you work on a freelance basis, you may work longer hours depending on the needs of your clients and the amount of work you're prepared to take on.

There are also opportunities for hybrid working - split between home and the office.

What to expect

You'll usually be office based but may sometimes travel to meet clients or attend relevant networking events and conferences.

Opportunities exist across the UK but tend to be located in major cities and towns, particularly jobs with larger agencies.

Flexible working patterns and some home-working may be possible. Self-employment or freelance work is possible with experience.

The role can be challenging, as social media and the wider digital marketing industry is a continuously changing and fast-paced sector, but also rewarding.

Qualifications

There are no set qualifications for becoming a social media manager, although many entrants have a degree, and some employers require this. It's open to graduates from any discipline, but the following subjects may be particularly useful:

advertising

business management

journalism

marketing (particularly digital and social media marketing)

media and communications

public relations.

Employers often view personal qualities, existing knowledge and experience as equally important as a degree.

It's also possible to get into social media management by taking an advanced (Level 3) digital marketer apprenticeship or a Level 6 digital marketer integrated degree apprenticeship. You could also take a Level 4 digital community manager higher apprenticeship. Apprenticeships combine paid work as an apprentice with part-time academic study. Search Find an apprenticeship for opportunities.

Your first role is likely to be at junior or assistant level and you'll work your way up from there. It's also common to move into this role after gaining experience in marketing, PR or advertising.

Although not essential, you can study for a relevant postgraduate qualification in areas such as:

digital and social media marketing

social media and digital communication.

Skills

You'll need to have:

a solid understanding of the use of a range of social media platforms, particularly in relation to advertising/branding and customers

strong copywriting and editing skills suitable for each platform, from knowing how to write a successful tweet to using effective storytelling techniques

knowledge and understanding of algorithms and search engine optimisation

creative skills for contributing new and innovative ideas

strong communication and people skills for articulating ideas to colleagues and clients

leadership qualities to lead and motivate a team

excellent teamworking, collaboration and networking skills

organisational skills, with the ability to prioritise and work across multiple projects

project and campaign management skills

the ability to work well under pressure in order to meet deadlines

skills in data analysis and interpreting statistics

online community management and customer service skills to strike the balance between publicity and stimulating direct discussion with potential and actual customers

an eye for detail and the ability to work accurately

motivation and commitment.

Work experience

The digital marketing sector, which includes social media roles, is a popular career choice, so relevant experience is expected by the majority of employers.

You can start building experience by developing a strong online presence and personal brand across a number of social media channels. Writing a good quality blog, and using multimedia tools such as videos, photos and infographics can help you build up a good following. Track the impact of your posts as evidence of your effective social media communication.

To stand out, you'll need to show that you are able to use and manage social media channels well on a professional level. Look out for paid social media placement years or summer internships, which are sometimes available with large companies.

You could also try directly contacting the marketing departments of companies, digital marketing/social media agencies and charities speculatively to ask about their work experience opportunities.

You can also look for social media voluntary work or projects that can provide experience of developing, writing and editing engaging communications for different channels and audiences. For a database of UK volunteering opportunities, see Do IT.

As social media is used as a significant part of a wider marketing strategy, experience gained in other related roles, such as design, marketing or communications, is also useful.

Find out more about the different kinds of work experience and internships that are available.

Employers

In-house opportunities, working exclusively for one organisation, are normally found in medium to large organisations across the private, public and not-for-profit sectors. You can find opportunities in a diverse range of industries such as retail, higher education and even independent inquiries set up by the government.

You could also work for an agency managing social media for a number of clients. Agencies can specialise in social media or have a broader remit such as digital marketing or PR. Freelance work is possible with experience.

Look for vacancies at:

Social media manager jobs are also advertised in the national press and on LinkedIn.

Professional development

It's important to keep your skills and knowledge up to date throughout your career as social platforms and channels evolve. You can do this by taking short courses in new technologies and tools, and attending events and webinars.

You can work towards professional qualifications through relevant professional bodies, such as the:

Although many of these courses may help professional development, the IDM Professional Certificate in Social Media may be particularly relevant.

Joining a professional body, such as the IDM or CIM, can increase your status as an industry professional and offer a range of benefits. These typically include the chance to attend events, take part in mentoring schemes and gain access to webinars to keep you up to date with relevant trends.

You can also study at postgraduate level to further develop your skills and knowledge.

Career prospects

You may start as a junior social media manager, assisting a more senior manager. At this stage , you're likely to have a more task-oriented focus, managing and engaging directly with online communities, rather than a strategic or analytical one.

As your career develops, however, you will take on more strategical responsibility, which includes designing, overseeing and analysing social media campaigns, and delegating work to more junior staff.

With the right mix of skills and experience, you could move into a social media management role with a larger company or progress into a more senior role such as:

senior social media manager

head of social media

social media strategist.

You could also consider moving into senior roles with a broader digital communications remit.

The social media and digital marketing sector is fast-changing, so it can be difficult to predict how social media jobs will evolve in the future.

Find out how Phoebe became a digital engagement apprentice at BBC Bitesize.

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Social media managers lead an organisation's social media strategy in order to boost visibility and customer and client engagement As a social media manager, you'll manage an organisation's online presence by developing and implementing their social media strategy.

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Project manager job profile | Prospects.ac.uk

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Discover what it takes to be a Project manager. Find out expected salary, working hours, qualifications and more.

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Men's CAD Textile Design Manager at Banana Republic

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Learn more about applying for Men's CAD Textile Design Manager at Banana Republic

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Career Opportunities: Design Manager, Tops (4842)

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Prospects for graduate jobs, postgraduate study, advice about work experience, internship opportunities and graduate careers