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Public Lead - 9335388 - Asian accented voice over for narration in English
9335388
This will be a voiceover record for internet usage. The voiceover will accompany still photos of a middle age, asian male. We are looking for a very slight asian accent, nothing too heavy. Please also send cost estimates for a complete buyout on your work, as the website is for a state agency and has no specific run-time right now. We are looking for full rights to this work.
Jun 02, 2006 18:44:34 (GMT -05:00) Eastern Time (US & Canada)
Jun 09, 2006 00:00:00 (GMT -05:00) Eastern Time (US & Canada)
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Closed
15
9
0 direct invitation(s) have been sent by the voice seeker resulting in 0 audition(s) and/or proposal(s) so far.
)
Closed
15
9
0 direct invitation(s) have been sent by the voice seeker resulting in 0 audition(s) and/or proposal(s) so far.
Project Parameters
None
To be defined
IVR, voicemail, phone systems, and on-hold messages
Not defined
Chinese - ANY AND English - Australian / NZ AND English - British AND English - North American AND Hindi AND Indonesian AND Japanese AND Korean AND Thai AND Turkish
Not defined
Middle Age Male
• ISDN
There are no special pre-, post-, or production requirements for this project.
Not defined
Not defined
Script Details
No
SAMPLE SCRIPT PROCVIDED FOR PRICING REFERENCE//
SCREEN NARRATION
01_00_00 Imagine you didn’t have to commute to work every day. That’s teleworking, and it’s a perk employees love. In fact, it’s so popular at our company, we’ve actually seen a decline in recruiting and training expenses as a result.
01_01_00 We had preliminary approval to explore a telework program, but in the end, having someone from every department on the committee really helped sell our proposal to upper management.
01_02_00 A representative from our local commuter assistance program answered our questions and helped us design a custom telework policy that worked specifically for our needs.
> See the “More Information” section of the main screen for a list of commuter assistance agencies and Telework!VA assistance opportunities.
01_02_00
Goals tab The goal of our telework program was to attract and retain quality employees. We knew we would have a larger hiring pool to choose from if we offered the flexibility of working from home.
01_02_00
Eligibility tab We have more people who want to telework than we have openings. Employees that want to telework have to submit their application for supervisor approval. Human Resources evaluates them next, and then if selected, they’re finally put on the waiting list. Teleworking is definitely the perk of choice here.
01_02_00
Technology tab Our company provides each telework employee with a laptop, docking station, router, broadband service, all-in-one fax/printer/scanner, office supplies and long distance service. Initially, we gave teleworkers desktop computers, but now we all use laptops with docking stations for both on and off-site offices.
01_02_00
Locations tab We recently hired 50 telework employees and implemented a “hoteling” system. Basically all that means is that we set up shared office spaces, and the teleworkers “check in” and out of desks when they work on-site. They keep their personal things in lockable rolling carts—this way, we never have any wasted office space.
01_02_00
Expectations tab Our policy is extremely detailed. For example, employees aren’t accepted to telework until successfully completing a three-month trial period. Once accepted as a telework employee, they forfeit their parking and office space. When teleworkers do work on-site, they share a hoteling space and the company pays for parking.
01_02_00
Other policies tab Our telework policy clearly spells out everything—even when discussing company policy that is identical for teleworkers and non-teleworkers. That way, there’s no confusion.
01_03_00 Our agreement makes it clear that teleworking is a privilege that can be revoked at any time. We also spell out that the equipment is company-owned and to be used only for business purposes, and that all company files are confidential.
01_04_00 Each time we set up a new home office we did incur some expenses. And initially, we had to upgrade our internal systems as well. But now we’re saving big in real-estate costs, improved productivity and higher employee retention.
01_05_00 We launched with a two-year pilot program of twelve teleworkers. Throughout this period, we evaluated the program with employee, manager, and co-worker surveys.
01_06_00 Our biggest training challenge was to convince managers that they could manage with less face-to-face time than they were used to. Formal training helped our managers understand how a telework program works and got them behind our program.
01_07_00 It took us some time to sell the idea to upper management, and they wanted to proceed slowly. But our committee had carefully thought through all of the issues, so it was easier to get their thumbs up.
01_08_00 We have an annual evaluation. This year, everyone ranked the program as the second most desirable reason to work for our company.
N/A
SCREEN NARRATION
01_00_00 Imagine you didn’t have to commute to work every day. That’s teleworking, and it’s a perk employees love. In fact, it’s so popular at our company, we’ve actually seen a decline in recruiting and training expenses as a result.
01_01_00 We had preliminary approval to explore a telework program, but in the end, having someone from every department on the committee really helped sell our proposal to upper management.
01_02_00 A representative from our local commuter assistance program answered our questions and helped us design a custom telework policy that worked specifically for our needs.
> See the “More Information” section of the main screen for a list of commuter assistance agencies and Telework!VA assistance opportunities.
01_02_00
Goals tab The goal of our telework program was to attract and retain quality employees. We knew we would have a larger hiring pool to choose from if we offered the flexibility of working from home.
01_02_00
Eligibility tab We have more people who want to telework than we have openings. Employees that want to telework have to submit their application for supervisor approval. Human Resources evaluates them next, and then if selected, they’re finally put on the waiting list. Teleworking is definitely the perk of choice here.
01_02_00
Technology tab Our company provides each telework employee with a laptop, docking station, router, broadband service, all-in-one fax/printer/scanner, office supplies and long distance service. Initially, we gave teleworkers desktop computers, but now we all use laptops with docking stations for both on and off-site offices.
01_02_00
Locations tab We recently hired 50 telework employees and implemented a “hoteling” system. Basically all that means is that we set up shared office spaces, and the teleworkers “check in” and out of desks when they work on-site. They keep their personal things in lockable rolling carts—this way, we never have any wasted office space.
01_02_00
Expectations tab Our policy is extremely detailed. For example, employees aren’t accepted to telework until successfully completing a three-month trial period. Once accepted as a telework employee, they forfeit their parking and office space. When teleworkers do work on-site, they share a hoteling space and the company pays for parking.
01_02_00
Other policies tab Our telework policy clearly spells out everything—even when discussing company policy that is identical for teleworkers and non-teleworkers. That way, there’s no confusion.
01_03_00 Our agreement makes it clear that teleworking is a privilege that can be revoked at any time. We also spell out that the equipment is company-owned and to be used only for business purposes, and that all company files are confidential.
01_04_00 Each time we set up a new home office we did incur some expenses. And initially, we had to upgrade our internal systems as well. But now we’re saving big in real-estate costs, improved productivity and higher employee retention.
01_05_00 We launched with a two-year pilot program of twelve teleworkers. Throughout this period, we evaluated the program with employee, manager, and co-worker surveys.
01_06_00 Our biggest training challenge was to convince managers that they could manage with less face-to-face time than they were used to. Formal training helped our managers understand how a telework program works and got them behind our program.
01_07_00 It took us some time to sell the idea to upper management, and they wanted to proceed slowly. But our committee had carefully thought through all of the issues, so it was easier to get their thumbs up.
01_08_00 We have an annual evaluation. This year, everyone ranked the program as the second most desirable reason to work for our company.
N/A
Please note that you should only use the script or your recording of it for auditioning purposes. The script is property, unless otherwise specified, of the voice seeker and it is protected by international copyright laws.
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