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Our Story and Our Future
We at International WOOD MARKETS Group (IWMG) have been providing you, our subscribers, with leading edge insights on global developments in wood products markets since 1995 "in print" and since 1993 as industry consultants and analysts! We thought it was time to tell our readers more about our company, its team and our skill, as in all our years of publishing, we have never before profiled who we are, what we do and who is involved in our WOOD MARKETS Monthly Report (WMMR).
Our Beginnings
With 15 years background in forestry and wood products coupled with five years of domestic and international consulting, R.E. Taylor & Associates Ltd. was formed in 1993. Since then, the company has expanded, grown and evolved around the needs and wants of its clients. In 1995, International WOOD Markets Research Inc. was started around the idea of publishing selective market reports to compliment the company's ongoing consulting projects. We had no idea that years later we would be one of the leading wood products publishers of ground breaking analysis, research and forecasts.
Our consulting business has grown from a strong domestic focus in North America to an evolution in many of the global market hot spots around the world. And where are we going? Well, it will be based on where our consulting activities take us. Here is where we have come from:
Southern Hemisphere
R.E. Taylor & Associates Ltd. was one of the few offshore firms to develop a client base in New Zealand in the early 1990s around plantation pine lumber and mouldings. By the mid-1990s, Russell Taylor, President, was firmly established as the leading consulting firm conducting market research for New Zealand firms in export markets including the U.S., Japan, Korea, Taiwan and Europe. Peter Butzelaarjoined the firm in 1995 and has been collecting plantation pine moulding prices and various supply statistics since 1995 and the company remains the only offshore firm today still conducting this type of industry and market research in the world.
With a strong background in radiata pine products and markets, our consultants moved on to Chile and then Brazil and Uruguay to further expand their knowledge, contacts and clients in the plantation pine lumber, moulding and millwork sectors.
One of the firm's largest projects was in South Africa where rigorous due diligence work was conducted by *Gerry Van Leeuwen for six months on a client's investment interest in plantation forests, sawmills and plywood mills. With the winning bid, our client retained our firm for an additional six months to develop a production and capital plan, conduct global marketing work and also to assist in recruiting an entire management team.
The firm's Southern Hemisphere adventures continued onto to Australia where, in 2001, we retained by Hancock Victoria Plantations to secure a major sawmill investor to utilize timber from an expanding plantation pine forest. This was accomplished in 2002 where one of the larger mills in Australia is now up and running.
We continue to conduct various projects for clients throughout the Southern Hemisphere and we also publish two reports that cover this region: Clearwood (Pine) Lumber, Moulding & Millwork Sector is published every year and the Global Lumber Cost Benchmarking Report is published every two years and includes the five major producing regions "down under".
Asian Tigers
Ongoing market investigations have been conducted throughout Japan, South Korea and Taiwan since the early 1990s for a variety of clients. Following the currency crisis in 1997, a much lower level of activity has resulted but statistics and industry trends are still accessed on a regular basis by our consultants.
Our consultants moved into Europe starting in 2000 where our initial efforts focused on assessing the rapidly expanding sawmilling and lumber export activities. With European lumber exports doubling each year, we have made multiple trips to Europe each year to continue to keep monitoring the pulse in sawmilling as well as engineered wood, plywood, OSB and some finished products.
We have visited over a hundred sawmills at the larger and medium sized companies in Europe including those in the Sweden, Finland, the Baltic States (Estonia, Latvia, Lithuania), Germany, Austria and the Czech Republic. Results of these trips are compiled every two years into our Global Sawnwood Cost Benchmarking Report.
Russell Taylor is now involved in the United Nations Economic Commission for Europe (UN-ECE) through its Timber Committee and UNECE/FAO Team of Specialists on Forest Products Markets and Marketing. We are also connected to various European Associations and a variety of technical and market experts and make our conference presentations in Europe each year to industry associations or groups.
Our involvement in Russia has been very timely and strategic. By being fortunate to complete a few small consulting assignments in the Russia Far East during 2000, we have been able to expand our experience and network throughout Russia. With *Gerry Van Leeuwen covering Siberia and the Russian Far East and Russell Taylor exploring Western Russia over the last several years, IWMG has developed a unique insight into the opportunities, constraints and risks of doing business in Russia. These travels and project work led to the publication of our multi-client report, Europe & Russia: Wood Products Industry – Trends & Outlook (2004) and timber and sawmill costs have also been profiled in ourGlobal Sawnwood Cost Benchmarking Reports.
Our ongoing client work has mainly been focused on Siberia where the lowest cost and best quality timber in the world is located. Timber exports and products produced from Siberian red pine have been our main focus in Russia, but this is now expanding into other species for lumber, as well as birch plywood. Project work in European Russia has included assisting companies develop global marketing and operational strategies.
The company has been able to share our extensive industry contacts in Russia with our overseas clients by conducting many industry tours involving representatives from over 50 international companies that have accompanied us to visit forests and mills in Siberia and the Russian Far East.
One element of our last industry tour explored both sides of the booming Russia-China border industry. In another reverse tour, we assisted and participated in bringing a Russian industry and government delegation to the U.S. Pacific Northwest region to visit prospective sawmill customers.
The business prospects around China wood products imports and exports have attracted many in the industry to-date and IWMG is no exception to this rule. After years of activity in China, we now have, on average, one of our consultants in the field in China several times per year. We have our own office in China being operated by our first overseas employee, Jane Guo. An extensive summary of our China knowledge and business is presented in our China Books and the monthly China Bulletin.
North America
The U.S. market remains the cornerstone of our consulting activities and is normally our most active area for market research, industry and segment analysis, and product/market development/assessment. We conduct work for Canadian firms looking to evaluate opportunities in the U.S., for offshore companies assessing the U.S., and in many cases, for U.S. companies looking at U.S. opportunities and/or competitive threats.
We operate an extensive global data base but our U.S. data tends to drive much of the companies business with its clients' needs. This data base coupled with our extensive industry knowledge has allowed the firm to initiate two landmark publications that have anchored the franchise within the global wood products sector:
We also participate in many Association-sponsored industry conferences as speakers, so we are well known to many companies already.
Our WM Newsletter Team
WOOD MARKETS involves a unique team with specialized skills and experience:
* It is with great sadness and heavy hearts that we advise that our friend and colleague, Gerry Van Leeuwen, passed away on July 3 at the age of 66. Gerry joined WOOD MARKETS in 1998 and was a key part of the growth and success of WOOD MARKETS following his 25-year career in the sawmilling business with Interfor (Vancouver, BC). MORE
What's Next or Coming?
Our team continues to evaluate new market trends, issues, threats and opportunities. We are currently conducting some preliminary analysis of emerging markets such as Vietnam and India following initial field investigations. If our clients demand it, we will deliver it!


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We live in anxious, stressful times. From the moment we awake in the morning until bedtime, our stress and anxiety is building. By evening, we might turn to food to calm ourselves. Learning nonfood coping strategies is integral to the nondiet approach and to a healthy life.
One strategy is to begin our day with soothing words. Reading a prayer can be helpful. The following one has been a favorite of mine for years.
Ease the pounding of my heart by the quieting of my mind....Steady my hurried pace with a vision of the eternal reach of time. Give me amidst the confusion of my day, the calmness of the everlasting hills.
Break the tension of my nerves and muscles with the soothing tunes of the singing streams that live in my memory....Help me to know the restorative powers of sleep. Teach me the art of taking minute vacations....of slowing down to look at a flower, chat with a friend, to pat a dog, to read a few lines from a good book.
Remind me each day of the fable of the hare and the tortoise, that I may know that the race is not always to the swift, that there is more to life than increasing speed.
Let me look forward into the branches of a towering oak and know that it grew strong because it grew slowly. Slow me down, Lord and inspire me to send my roots deep into the soil of life's enduring values...that I may grow toward the stars of my greater destiny. Anonymous
If you feel you overeat due to stress and anxiety, please call me at (207) 846-9053. There are many strategies to ease our tension so we can live a healthier life.
Welcome to Weighty Issues
As you may know, we live in a culture which promotes a love/hate relationship with food, with our bodies and ultimately with ourselves. Therefore, we are left feeling out of control with our eating and with our lives. Joyce Sarat White, licensed professional counselor and founder of Weighty Issues, helps clients explore information, challenge beliefs and encourages the reframing of one's relationship to food, to their bodies and to themselves. Click here for a more complete description of Weighty Issues.
This blog will provide you with the opportunity to receive support and education. The information is meant to complement, not substitute for professional services. Thank you for visiting, I hope it will become habit forming!
This blog will provide you with the opportunity to receive support and education. The information is meant to complement, not substitute for professional services. Thank you for visiting, I hope it will become habit forming!
Monday, February 16, 2015
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subset: commoncrawl


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PR and I were holding hands as usual while I was singing The Rainbow Connection to her tonight. Then we got to talking and it went something like this…
PR: "Where's your ring hand, Mama?"
Me: "You're holding it, silly!"
PR: "Oh yeah, here it is. Did Daddy give you this ring at the wedding?"
Me: "Yes. And this one he gave me before the wedding, when we got engaged."
PR: "When you got engaged? Because he loves you?"
Me: "Yes. Because he loves me."
PR: "And where did I come from?"
Me: "You came out of my tummy."
PR: "And where did you come from?"
Me: "I came out of my mom's tummy."
PR: "And no boys can get babies in their tummies?"
Me: "Nope, boys can't make babies in their tummies."
PR: "But why?"
Me: "They don't have the right parts inside to grow a baby."
PR: "Because their tummies are full of hair?"
Me: *laughing* "What?"
PR: "Daddy has long hairs on his belly. That means that it's all full of hair inside and no babies can go in there."
Me: "Yup. Makes sense. Ok, good night! I love you!"


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Emily Bibb/
I am a single, 23 year-old, Christian girl who enjoys blogging about her life. I enjoy trying new recipes and sharing my love for Christ.
A Quote To Encourage You:
"If you don't like something, change it. If you can't change it, change your attitude." - Maya Angelou
Emily Bibb submitted by Emily Bibb.


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Discussion in 'Members' Lounge' started by slohnda, Sep 29, 2002.
apc and recall? who would have thunk it?
i think my tailights are on that list
i bet the ones on my crx are, god i love that rice mobile
and why don't the color tags work or the size and font?
my tailights were broken when i bought my car so i got a the carbon fiber looking ones.. there not bad looking but i know better now about em
yea send them my way so i can bash them, they are already broken so why not??
Hahaha APC is crap, that's why I signed the petition against them.
i did too
there was a petition??? whats it suppose to do??
my tailights are not broken my old ones that came with the car were broken
damn, i thought it was BS until i checked it out myself and found the page at the NTHSA:
enter "00E078000" in the campaign ID#, in the quick-search box.
Definitely had to sign the petition.
wow..thats some shit. ill sign
they are already illegal
Separate names with a comma.


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Chardonnay— this grape is grown in almost every well-known growing appellation in the world. In California alone, the state crushed 735,777 tons of fruit and produced of 53 million cases for the 2012 vintage according to the Wine Institute. With consumer popularity at over 13%, it has dominated the market and holds ranking as the most popular white wine variety in the United States.
Why are we so passionate about this grape? What makes our mouths water we when see the name? Chardonnay was not always this famous in the US; the grape gained market traction after the Paris Wine Tasting of 1976. Referred to as the Judgment of Paris, a Napa Valley Chardonnay producer outscored the French, thus upsetting years of tradition and the view that only quality Chardonnays were produced in the Burgundy region.
As interest for Chardonnay grew, winemakers started experimenting with various styles. One in particular, became the poster child for the American market. Wineries began to implement an optional fermentation process called malo-lactic fermentation for white wines. This secondary fermentation is known to give wine a rich flavor especially when paired along with new barrel aging and heavy toasting. Before long, California Chardonnays became notorious for their vanilla and buttery notes and as more drinkers relished in this distinct style, wineries started to scramble in order to produce enough to meet demand.
Some American winemakers prefer to take a more traditional approach and focus more on Chardonnay's heritage when producing the wine. In contrast to the buttery, oaky style, the French tradition prohibits malo-lactic from occurring during the fermentation process. While utilizing the natural acidity found in the grape to help build structure, the winemaker balances the acidity by aging the wine in oak barrels to enhance the creamy mouth feel. This timeless practice was applied when American producers found their Chardonnays could be incredibly complex without overwhelming the palette.
As people continued to thirst for more Chardonnay, a new style was introduced and adapted by producers around the world— the use of stainless steel tanks in lieu of oak barrels. These wines do not spend time in barrel at all and rarely go through malo-lactic fermentation. Rather than focus on a creamy, rich palette, these wines are bright, acidic and crisp. They make for a wondering food pairing option, for simply relaxing by the pool, and have become a style of Chardonnay for any occasion. As a result of its popularity, many winemakers have adopted the stainless steel technique as an option for their consumers.
To answer the question from above— why are we so crazy for Chardonnay?
Maybe we'll find the answer in the many stylistic differences that have led to the profound appreciation for this grape. With so many options, consumers can pick a Chardonnay based on their unique palette. Here at Foley Family, we pride ourselves on having one of the best portfolios for the Chardonnay advocate. Whether you love the big and buttery flavors of the Chalk Hill Russian River Chardonnay, the silky and creamy palette of the Kuleto Estate Napa Valley or the bright and citrusy style of Lincourt's Steel Chardonnay from Santa Rita Hills, there's Chardonnay just for you.


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Incredible Facts about Plants
1. The only fruit bearing its seeds outside is strawberry. On average, strawberry contains two hundred seeds.
2. It is good to leave the skin on potatoes when you are cooking because it contains all the vitamins.
3. Human beings use nearly 2000 plants of different size, shape and type to prepare their food.
4. Small air pockets present in the cranberries allow them to float & bounce on water.
5. Even though sunflower appears to be a single large flower, the fact is its every head contains hundreds of little flowers which are known as florets.


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Call for Papers
Annual Meeting of the Business History Conference In Conjunction with the Académie François Bourdon
18-20 June 2004, Le Creusot, France
On 18-20 June 2004, the Business History Conference (BHC) will host its annual meeting in Le Creusot, France.
The BHC is the leading scholarly organization in the United States for the study of business history. Le Creusot is a major center for the study of France's industrial heritage, and the home of the Académie François Bourdon. The Académie is an independent research institute that maintains an archive with many collections on topics in European business history. The Académie also maintains several buildings that were once part of the Schneider Works, long a leading manufacturer of steel, armaments, and metal products. The conference will take place at the Académie, as well as at a nearby château. Le Creusot is located 250 kilometers southeast of Paris, and is a gateway to the culturally rich Burgundy region. It is easily reached from Paris by high-speed train.
Conference Theme
The theme of the conference is "networks." In the past few years, networks of various kinds have engaged the attention of business historians. Students of the so-called network industries in communications, transportation, energy, and finance have moved beyond the firm and the industry to make networks a focus of inquiry. Other kinds of networks–rooted in geography, professional ties, mutual self-interest, or shared values (such as religious affiliation or educational background)–have figured prominently in recent work on innovation, industrial regions, trade associations, cartels, and enterprises run by women and minorities.
The program committee welcomes proposals that explore business networks, broadly construed. The committee is particularly interested in scholarship that is grounded in research in business archives, trade journals, oral histories, or other primary sources. Among the questions that presenters might wish to consider are the following: · How and to what extent can a focus on networks illuminate central themes in business history?
· How and to what extent can a focus on networks complement the traditional preoccupation of business historians with firms and industries?
· How and to what extent can the study of networks build bridges between business history and other areas of inquiry?
· How and to what extent can the study of networks alter our understanding of the boundaries between business and society?
Note: In keeping with a longstanding tradition of the BHC, the program committee will also entertain submissions on topics that are NOT directly related to the conference theme.
Each year, the Business History Conference awards the Herman E. Krooss Prize to an outstanding dissertation in business history completed in the past three years. The Krooss Prize Committee welcomes submissions from recent Ph.D.'s (2001-4) in history, business administration, the history of science and technology, economics, law, and related fields. If you would like to participate in this competition (and present at the conference), please indicate this in a cover letter, and include a one-page vitae and one-page dissertation abstract.
The Business History Conference also awards the K. Austin Kerr Prize for the best first paper presented by a Ph.D. candidate or recent Ph.D. (2001-4). If you wish to participate in this competition, please indicate this in your paper proposal. Proposals accepted for the dissertation session are not eligible for the Kerr Prize.
Submission Procedures
Potential presenters may submit proposals either for individual papers or for entire panels. Individual paper proposals should include a one-page abstract and a one-page curriculum vitae. The abstract should summarize the argument of the paper, the sources on which it is based, and its relationship to existing scholarship. Each panel proposal should include a cover letter stating the rationale for the session, a one-page abstract and vitae for each proposed paper (up to three), and list of suggested chairs and commentators.
Graduate students who would like to have their dissertations discussed in an informal yet informed dissertation-in-progress workshop should indicate this in a cover letter, and include a one-page vitae and one-page dissertation abstract.
The deadline for the receipt of all proposals is 1 October 2003. All presenters are expected to submit abstracts of their papers for posting on the Business History Conference's web site. In addition, presenters are encouraged to post electronic versions of their papers prior to the meeting. Graduate students whose papers are accepted for inclusion in the program are eligible for travel grants to help defray the cost of their attendance.
The program committee consists of Richard R. John (chair), University of Illinois at Chicago; Patrick Fridenson, Ecole des Hautes Etudes en Sciences Sociales, Paris; JoAnne Yates, Massachusetts Institute of Technology; Reggie Blaszczyk, Chemical Heritage Foundation, Philadelphia; and Philippe Mioche, University of Aix-Marseille I.
The chair of the Krooss Prize Committee is Andrew Godley, University of Reading, United Kingdom. The chair of the Kerr Prize Committee is Janet Greenlees, University of Manchester, United Kingdom.
Please send all proposals to Roger Horowitz, secretary-treasurer, Business History Conference, P. O. Box 3630, Wilmington, DE 19807, USA. Phone: (302) 658-2400; fax: (302) 655-3188; email [email protected]


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Hot, dry smoky conditions call for soothing, cooling, moistening medicine of a slippery demulcent. Marshmallow cold infusion can be helpful sipped throughout the day for respiratory protection & healing.
Simply add 3-4 Tbsp of marshmallow (Althea officinalis) root to a small muslin bag or cheese cloth, suspend from the top of a quart jar, fill with cold water and allow to steep for several hours or all day. Poor into a cup to drink. Continue to add more cold water to the quart jar to extend the infusion. Drink this subtly sweet gooey demulcent water to soothe your irritated, hot & dry throat, lungs, eyes, and all mucus membrane tissues.
Inexpensive, easy self care during this time of overwhelming fire & smoky skies.


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Sole proprietorship: A sole proprietorship , often known as a sole dealer, is owned by one particular person and operates for his or her benefit. Dropbox Business helps your organization grow with out limits, while you keep full management over necessary firm information and person activity. In current decades, varied states modeled a few of their property and enterprises after business enterprises.
Will probably be troublesome to find an insurer on your machines, therefore, you'll have to analysis the market for it. These facets inform us the right way to start a merchandising machine business. Market research offers you actual particulars of how your competitors are operating and expanding their business. You do not have to attend for any procedures or formalities for the commencement of your business. You can start a merchandising machine business by promoting candies, drinks, coffee, DVD's and way more. Quick Commencement: You can begin your business instantly after installation of the vending machine. A single person who owns and runs a business is usually referred to as a sole proprietor, whether or not that individual owns it immediately or through a formally organized entity.
The business which opened recently downtown went bankrupt because it did not make sufficient earnings to supplement it's wants, and subsequently closed. Add an official statement of remorse at the end of the letter and likewise add a sentence or two about how you're hoping to proceed business relations with them. Maintenance and Restore: Don't forget the repairing half, after you begin a vending machine business. With every day updates, Regional Business News offers complete full textual content for regional U.S. and Canadian business publications together with titles from Crain Communications. The Australian Business part is printed in The Australian day by day to offer a nationwide perspective coupled with in-depth evaluation from the nation's leading business journalists. Business Source Premier provides access to video content material from the Related Press, the world's main news agency.
Ringi System: It's the traditional choice-making course of in Japanese business tradition. It's not an exaggeration to say that the project would not have progressed, anywhere near as efficiently as it has, with out the invaluable, sensible and skilled assist and counselling of Business Gateway and our adviser.
The Company View component of Business Supply Full provides detailed company information for greater than 1.1 million of the world's largest private and non-private corporations. No Labor Price: You do not have to hire any labor or staff in case of a vending machine business, which decreases your business cost.


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The most certain way to make your professional hair color last as long as possible: never wash, heat style, or expose your hair to the sun. If you can accomplish these three things then your hair color will likely be as close to the vibrant color your stylist gave you when you left the salon months ago, albeit vibrantly greasy. For everyone else who lives in the real world and bathes regularly, here are some helpful tips to get the most mileage out of your professional color:
- Before coloring: 3 days prior to your appointment deep condition your hair and do not wash hair at least 2 days before getting it colored. The natural oils on your scalp allow the color to attach and permeate strands more easily
- After coloring: your stylist will have washed your hair during the coloring process, so after your appointment make sure you do not wash your hair for at least 24-48 hours. This allows the hair color to settle in to your strands as much as possible
- Use a hair mask once a week in lieu of your regular conditioner. Adding moisture to your hair allows color to hold on longer and makes your hair look shinier.
- ALWAYS rinse your hair out with cold water. Just like we rinse our colored clothing on the cold wash to avoid fading, the same is true for your hair. Treat it like a cashmere sweater 😉
- Try to shampoo every other day, or longer if you can. To avoid the greasy feeling that builds up at your roots we recommend using the best-of-the-best hairbrushes by Mason Pearson to help distribute your natural hair oils evenly and effectively.
- Protect hair from the damages of heat styling and the sun. The Neil George Detangle Nourishment Spray adds moisture and has an added UV filter for protection. Spray on before blowdrying and after if you're headed outside. Another product with an added UV protector? The Neil George Perfect Hold Hairspray has got you covered.


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Telemedicine is simply used to provide care remotely. A video visit is like regular doctor's visit and includes a history, a focused examination and recommendations to improve your health.
Individuals living in the state of New York who have been diagnosed with Parkinson disease.
Access to the internet in a private location and a device that is capable of accessing the internet (desktop, laptop, tablet, or smartphone).
All care from the dedicated PDCNY team at the University of Rochester will be provided at no cost. Medications or treatment that is provided by referral from the PDCNY care team will not be covered.
No, you do not need an iPhone to receive care from our team.
To get started, click the button below to take the brief eligibility survey.
compared to those treated by a generalist
compared to those treated by a generalist
compared to those treated by a generalist


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Our Services
From routine checkups to treatments for surgery, Chesapeake Podiatry Group PA is equipped to handle all your podiatric needs. To help you understand your options, we've included descriptions of some of our leading services on this page.
What Sets Us Apart
- Board Certified Foot & Ankle Surgeon
- Over 28 years experience treating foot & ankle problems
- Surgery is performed on site in our Ambulatory Surgical Center
- Shockwave Treatments for Heel Pain
- Diabetic shoes are available through the Medicare program for qualified patients


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Enjoy the beauty of a Winter's day – with Terra ED binoculars by ZEISS, every walk in nature becomes an experience. Seize the opportunity now! Between 19th of November 2018 up to and including 6th of January 2019, after valid on-line registration and a purchase, you'll receive €50 on your account!
It's so simple! This is all you have to do:
- Look now for your ZEISS Terra ED binoculars – note: only while supplies last.
- Register your binoculars online within 15 days after your purchase at zeiss-cashback with an image of your invoice and the label (please note conditions for participation)
- Get €50 cash back within a few weeks!
ZEISS Terra ED binoculars will uniquely enhance the beauty of your Winter moment. Modern design as well as brilliant, sharp images makes these binoculars your perfect companion, when you're on the road. Whether for yourself or as a special present to place under the Christmas tree – make giving double the fun!
The full participation conditions for the ZEISS Winter Weeks can be found at zeiss.com/photo/winterweeks. We wish you an enchanting Winter season!


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To view information about airspace, such as class B, C, or D airspace, please follow these steps:
1. From within ForeFlight, select the MAPS tab at the bottom of the screen.
2. Find the airspace you are interested in on the VFR or IFR enroute map and tap and hold within the the airspace area until a popup box appears.
3. You will see 4 buttons across the bottom. Select the ALL Button. The airspace information should be displayed at or near the top of the box.
NOTE: This feature is only available for within the USA and the Caribbean, and/or in Canada if your subscription includes Canadian data.
Image 1. Dallas (KDFW) airspace information presented using the touch feature.


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The Wrong Path
Thought-A-Day calendars are generally pretty cheesy. (Today's thought: You CAN do it!) For years, though, I'd receive them as Christmas gifts, and I'd dutifully flip that page every single day. It usually produced an eye roll from me.
Until one day it didn't. On a random Thursday in August I tore off the preceding page to find this Turkish proverb:
No matter how far you've traveled down the wrong path, turn back.
I stood in my kitchen looking at that page for a full minute, thinking. Then I thought about it on the drive to work. And, when I got home later, I preserved the thoughtful page on my bulletin board.
The proverb is both simple and profound - hell, for all I know that may be the very definition of a proverb. But this particular sentence hit me hard. At the time I was involved in a personal relationship I had no business being in. I'd known it for quite some time, but was reluctant to end it for one ridiculous reason: I'd invested so much time and effort.
Many times it's not a personal relationship, but a professional one. You've been at a job for so long that it seems crazy to throw it away and start over again. All that seniority, all those benefits, all that accrued time off, and on and on.
It's a pride issue. We add up all the months and years we've put into a personal or professional relationship and resist making a change simply because we hate to feel like a failure. In some cases the hesitation is warranted; I would never advocate blowing up a relationship just because you're in a temporary trough.
Sometimes, though, you just know it's the wrong path. Everything screams that you need to make a change, but you won't pull the trigger. Maybe you don't want to give up because it will somehow - at least in your mind - invalidate everything you've built. Maybe you keep trying to convince yourself it'll work itself out.
Or maybe you're just plain scared. No shame in that, my friend.
Turning around is hard, maybe one of the hardest things we'll ever do. We're afraid of how things will turn out, or how others will be affected. But let me assure you: If it's the right thing to do, the sooner you do it, the better. All you're doing now is marching farther and farther away from the right path, and you have only so many years to soak up the happiness that comes from being where you need to be.
(Although it's just as cheesy as the calendar, I'm reminded of an old Diana Ross hit. She sang: "Do you know where you're going to? Do you like the things that life is showing you?")
After sleeping on the advice of that Turkish proverb, I ended the relationship. All of the fear and worry was for naught; it turned out to be one of the best decisions I've ever made. My new path brought me back into the sunshine.
Give some thought today to your own path. Is it the one you're supposed to be walking? Is it bringing you the joy you should be experiencing? Is today the day you push aside the fear and plot a new heading?
Take a deep breath, and keep reminding yourself: It's not failure; it's a course correction.
If you enjoyed this piece, I'd love to read your comments. Also, feel free to subscribe (at the top) to the RSS feed, and you'll be alerted to new posts. In the meantime, you might also enjoy:
The Myth of Life Balance
No New Ideas? Or Just Low Expectations?
Solitude and Creativity


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True liberation of your soul is always worth the price you have to pay to achieve it
Thank you for taking the time to write a comment. As all comments are moderated, it will appear in the blog once it has been approved. Any attempts to spam this blog with adverts will be removed and blocked.Thank you for your patience -- Carol


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Now showing items 1-2 of 2
Etiological Theories of Function: A Geographical Survey
(Biology and Philosophy, 1998-10)
Formulations of the essential commitment of the etiological theory of functions have varied significantly, with some individual authors' formulations even varying from one place to another. The logical geography of these ...
Confirmation and the Computational Paradigm (or: Why Do You Think They Call It Artificial Intelligence?)
(Springer Verlag, 1993-05)
The idea that human cognitive capacities are explainable by computational models is often conjoined with the idea that, while the states postulated by such models are in fact realized by brain states, there are no type-type ...


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Still on my polka dot theme, I whipped up this super bright yellow blouse. It all came together in a rather kismet way. I was trying to think of another polka dot project to share with you this week. Then I found Simplicity 1661 on sale at JoAnn's and remembered that my great-aunt had given me a couple of yards of yellow polka dot fabric – the perfect fabric for this pattern!
The fabric is a very cheery yellow cotton with evenly sprinkled small black dots. The yellow color is rather bright and polka dots can quickly go saccharine so I decided to do View E with a tie neck and without sleeves. That way I'd have some sweetness from the tie but would not be overwhelmed by sleeves. The cotton was really nice to work with. It ironed nicely and it was so easy to do the hem and pleats.
Simplicity 1661 was very easy to make and it came together quite quickly (no zip and no buttons). I really love the design of this top. The swingy shape is flattering with slim bottoms or shorts and the open vent at the back is a little sexy surprise. The only adjustment I made was to lengthen the curved hem at the back. I added about 5 inches in length to the back hem and really like the result. One other change was that I used on-grain strips for the armhole binding rather than bias strips. I think maybe that made the seams poke out a little bit and it would be more graceful if I had used bias. I can always redo it if I feel inclined.
I'm planning to make View D with a pink striped Japanese cotton I bought at Mood a couple of weekends ago. This was kind of a trial run before I cut into that fabric. I think these will both be great summer tops that can easily be layered for cooler hours of the day.


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Fairtrade Fortnight is the nation's biggest celebration of all things Fairtrade, and we've got a great line-up of events to help you join in the fun in St Andrews. There's something for all ages and interests, so read on to find out what we have planned, and be sure to get involved!
Tuesday 24th February
Fairly Traded Chocolate Tasting with Iain Burnett
Join local chocolatier, Iain Burnett, for a fantastic fairly traded chocolate tasting experience! Learn more about cocoa's journey from producer to final product, and discover what makes these multi award-winning chocolates so delicious!
Cost: £5, Tickets available here.
Time: 7-8pm
Location: Sandy's Bar, Students' Association
Facebook event: Join here.
Wednesday 25th February
Fairtrade Banana Giveaway
Support Fairtrade and aid your workout by picking up a free banana from the Sports Centre!
Cost: Free
Time: 1pm
Location: Sports Centre
Friday 27th February
Fairtrade & Fairly Traded Wine Tasting with The St Andrews Wine Company
Raise a glass to Fairtrade Fortnight by sampling some of the finest Fairtrade and fairly traded wines, in a tasting led by the St Andrews Wine Company.
Cost: Free, but booking essential – please reserve your space here.
Time: 7-8.30pm
Location: Conference Room, Byre Theatre
Facebook event: Join here.
Monday 2nd March
Film Screening: "A Powerful Noise"
This film focuses on women's issues in the developing world, which are an important part of the Fair Trade issue. A Powerful Noise weaves the inspiring stories of three ordinary women who have overcome gender barriers to spark unprecedented and remarkable changes in their societies.
The film takes you inside the lives of these women to witness their daily challenges and their significant victories over poverty and oppression. Their stories are personal yet illustrate larger issues affecting millions of marginalized women worldwide. A Powerful Noise is a meditation on the inherent potential of women to change the world.
Cost: Free.
Time: 6.30-8pm
Location: School 1, St Salvator's Quad
Facebook event: Join here.
Wednesday 4th March
Fairtrade Banana Giveaway
Support Fairtrade and aid your workout by picking up a free banana from the Sports Centre!
Cost: Free
Time: 1pm
Location: Sports Centre
Thursday 5th March
Poetry Walk: A Fair Trade in Verse
For Fairtrade Fortnight, this year's poetry walk, led by Anna Crowe, finds poems engaging with issues of fair trade and justice in likely and unlikely places around St Andrews. A chance to explore this historic and beautiful Fairtrade town, home to Scotland's oldest university and the game of golf, through a personal selection of poems.
Dependent on fair weather, please check with the StAnza desk.
Event presented in association with StAnza, Scotland's International Poetry Festival and the St Andrews Fairtrade Town Campaign.
Cost: Free.
Time: 10-11am
Location: Byre Theatre Garden
Website: http://www.stanzapoetry.org/2015/event.php?event=691
Facebook event: Join here.
Saturday 7th March
Fairtrade Cotton Tote Bag Decorating
Want to jazz up a boring tote bag? Drop in any time between 12-4pm to upcycle one you already have or decorate one of our 100% Fairtrade cotton bags with any design you like! Craft supplies, tea, coffee, and biscuits will be provided.
Cost: Free.
Time: 12-4pm (drop-in event)
Location: MUSA Learning Loft
Facebook event: Join here.
Be sure to like the Fairtrade in St Andrews Facebook page for all the latest updates!


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Adelaide Street SurgeryTel: 01253 620725
The Harris Medical CentreTel: 01253 763556
Click the link below to access a leaflet with information for both local and national support.
Mental Health Leaflet
If you have previously used the blackpool4me website to find local services you will be pleased to know that a new up-to-date website is now available. The FYI directory is now live and can be used to find social groups, local traders and health related services. Click the banner below to be taken to the website.
Out of Hours Urgent Care
East Lancashire
0300 1234 010
Mon – Fri – 08:00 – 21:00
Weekends and bank holidays – 10:00 – 17:00pm
Blackburn with Darwen
Central Lancashire
North Lancashire
Blackpool & Fylde Coast
South Cumbria
01539 716822
Mon – Fri – 08:00 – 21:30
Weekends and bank holidays – 08:30 – 12:30pm
Patients are able to access urgent dental care by calling their local Dental Urgent Care helpline. After the call handling services close patients can access services and triage via the NHS 111 helpline.
Blackpool Council has just launched a brand new and exciting family weight management programme with a difference. MAKING CHANGES is aimed at families with children aged between 5 and 11 years old who are overweight and need or would like help to change their lifestyle.
It's a 12 week programme that consists of some nutrition information, active behavioural change sessions and family physical activity.
If you wanted to sign-up to this with a private gym, it would cost in the region of £800. However, as a Blackpool resident your family can access this service COMPLETELY FREE OF CHARGE - and you don't even need to visit your GP to be referred. To find out more and sign your family up, click on this link.
The is also an information leaflet with more information - click Making Changes leaflet.
As part of the Governments initiative to help people return to work after illness, they have set-up the Fit for Work service, which allows patients to speak with specialist occupational health advisors who will help them plan their return to work.
The advisors will even liaise with your employer in order to agree the most appropriate way for this return to happen.
If you have been away from work for 4 weeks or more, speak to your GP about a referral to the Fit for Work service. If you would like to speak to an advisor about your circumstances, you can call 0800 032 6235. However, for the time being, all referrals need to be done via your GP.
If you are an employer and you would like to know more about this service, go to http://fitforwork.org/.
The 'Why A&E' is a Blackpool-wide campaign to raise awareness of the different services that are available to patients and to emphasise what type of problems are suitable for patients to seek advice from A&E. The video below highlights this in an unusual way...you may recognise the tune!
Copyright 2006 - 2019 My Surgery Website | Privacy & Usage | Edit | Staff Home | Site Map | Accessibility | Site T&C's | Service T&C's


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Staff & Volunteers
Chief Oddball
Andy Hopp is an award-winning illustrator, writer, and game designer with dozens of credits in his cookie jar. He's worked for many of the game industry's most celebrated publishers, including Great White Games, Chaosium Inc., Goodman Games, and many others. His most popular works to date include the acclaimed Low Life RPG, Low Life Miniatures, the Dementalism and G'Zoink card games, Alphabeast Soup, and two Lovecraftian children's books (Cliffourd the Big Red God and Where the Deep Ones Are) published by Atlas Games. He runs Mutha Oith Creations, a publisher of books and games and manager of events (Con on the Cob and Oddmall).
All Things to All People
Holy carp crapping crap on a carp! Krystal does SO MUCH freaking stuff at Oddmall (and elsewhere). She sews and sells fantastic handmade critters, foodstuffs, and othernesses from her Live.Dream.Create store, webpage, and booth at Oddmall. Krystal is in charge of updating the various Oddmall Ohio websites, organizing jazz with vendors, helping people sign up for future Oddmalls, and so many more things I am inclined to describe how there are too many of them for me to list rather than suffer her ire for forgetting to include something. She's a valuable asset to this venture and a damn fine human being.
Quartermaster and Sargent at Arms
And now a man who needs no introduction…
We'll give him one anyway. In addition to managing vendor relations at the shows Greg controls the inventory and distribution for Mutha Oith Creations. He's also an archeologist, which is pretty cool.
All things to all people. Also, Minister of Information
Amy is the Oddmall Outpost and Oddmall Outreach Coordinator, science aficionado, lover of tiny things, Con on the Cob Art Show Director (starting 2019 show), will ask to feel anything fuzzy or soft, knower of much trivia, and spent almost 1/4 of their life in college. Known to break out in dance and/or song often and make every conversation awkward. Amy has been known to try nearly every cheese they get their hands on and will add too much pepper to everything.
The Boss Boss
She's married to Andy, so don't get any ideas, buster. I have my eye on you…
Jessie & Vicky
Cosplay & Costuming Event Coordinators
Jessica and Vicky rule the metaphorical roost when it comes to cosplay and costuming events at Oddmall (and Con on the Cob). It should be iterated and clarified that no actual roost exists. I meant that figuratively. I mean, I guess Cosplay HQ could be considered a roost, in that occasional relaxation occurs there, but it's not an actual, designated roost.
Not Batman's Sidekick
Robin is so cool I just wrote a song about her that I'm currently singing in my own head. You can't hear it (because it's in my head). Robin is the Sovereign of the Souvenirium, the Goddess of the Gift Shop, and the Regent of the Reliquary.
Ken & Mike
Entertainment Directors
One could, with the assistance of a hefty thesaurus, find words to describe the immense and invaluable contributions of our codependent entertainment directors. Not only does the legendary Michael McFarland regale us with his crooning, strumming, and other musical wondrousnesses he also lets us borrow his sweet, sweet sound equipment for all of our shows. Top drawer fellow, him.Ken Rose, erstwhile amateur professional wrestler, stunt man, glue mixer, and podcaster extraordinaire works magic on the soundboard and stage management tip and generally looks like a big cuddly bad ass while doing it. Sorry, ladies, he's hitched.
International Man of Adventure and Guy Who Organizes the Panels
See, at some of our shows we host some really awesome panels and discussions and workshops and stuff. Kylan Toles, sexxxiest man alive and daring international superspy, makes it all happen. On time and organized every step of the way, he absolutely never scrambles to fill the schedule at the last minute. Never.
Bart is awesome. He helps in so many ways and is worthy of recognition, gratitude, and hugs. All praise be unto Bart!
Geek Watch One
Official Podcasters and Out-Helpers
Kylan, Ken, Dawn, and Vicky are Geek Watch One. So is everybody else if you believe their tagline. These peeps are the grooviest. Their weekly podcast conversates upon all things geeky. Check it out. While you're doing so perhaps pour a drink in honor of all the hard work these best friends of mine put into helping Oddmall happen. Can you dig it?
So Many other People
Basically Everyone
A HUGE assortment of people conspire (willingly or unwillingly) to make Oddmall the special thing that it is. This includes all of our fantastic guests, our entertainers, everyone who comes to Oddmall, Dr. Sketchy, Whil, Elyse, Dave, Storm, and basically the entire population of the Earth and also the Earth itself, since without the planet we wouldn't have a venue. Much love to all!
The Oddmall Odd Squad
The Oddmall Odd Squad is a group of awesome volunteers who dig Oddmall and want to help propogate its existence. Odd Squad members help distribute flyers, spread the word about Oddmall, help us during setup and close down at the shows, and also help us out with a wide variety of tasks during the shows (helping vendors find their booths, booth sitting when vendors have to poop or want to grab some food, manning and womanning the Oddmall Souvenirium, etc…).
If you are interested in joining the Oddmall Odd Squad please email Krystal for more information.


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Between the Sapphire and Bitterroot mountains, the friendly community of Florence offers easy access to Threemile Wildlife Management Area for excellent hunting and wildlife-watching opportunities. In addition, the area provides winter range for elk as well as summer recreation activities.
The Bitterroot Valley is a fly-fisherman's paradise. You can pick up locally made flies at shops throughout the valley. And—if you're not sure you want to hit the waters alone—many local outfitters have experienced guides to take you to some of the best fishing spots.
Glacier Country Tourism is not responsible for the accuracy of the above business listings provided by the Montana Office of Tourism and Business Development.
15 hours ago
6 days ago
2 weeks ago
Views like this are timeless. ?: Cordell Hardy #GlacierMT #FlatheadMT #Montana https://t.co/WujkfHWmsd


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DENVER (MarketWatch) — Chiquita Brands International might as well have rewritten its iconic jingle.
"I'm Chiquita Banana, and I've come to say: If you want me in your state, you're gonna have to pay.
"State and local tax breaks are the easy things; but if you want to keep your jobs, remember, cash is king."
Chiquita CQB, +0.88% could not make a monkey out of Ohio with this song and dance. So the banana giant is leaving Cincinnati, where it's been based for nearly a quarter-century, and it's going to Charlotte, N.C., where economic-development officials have put up more than $22 million in incentives.
In Charlotte, Chiquita will find itself at home among other well-known corporate-welfare projects, including Bank of America BAC, +0.70% and the wreckage of Wachovia, which was salvaged by taxpayer-rescued Wells Fargo WFC, +0.58%.
Chiquita has been looking at office space in the Nascar Plaza, which faced foreclosure proceedings last year. But few involved in the deal have stopped to consider what kind of additional disaster might unfold if a Chiquita executive snidely drops a banana peel on the floor of the Nascar Hall of Fame, like Chim-Chim in "Speed Racer."
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Meantime, there's no telling when Charlotte's $22 million gamble will pay off.
Rob Nichols, spokesman for Ohio's Republican governor, John Kasich, told me it would have taken more than a decade to recoup the money that Chiquita wanted in order to stay in Cincinnati.
"We had to be able to justify that their incentive package would be a benefit to our taxpayers," Nichols said. "This one would not have benefited Ohioans quickly enough to justify that kind of money."
Chiquita promises to bring Charlotte somewhere between 375 and 417 jobs, over the next 11 years. These jobs will pay an eye-popping average of $107,000 a year, but that average is skewed by the top bananas, including CEO Fernando Aguirre, whose compensation totaled $5.6 million last year.
What Charlotte is mostly getting is a flashy consumer brand to put in the vacant spaces of its Nascar Plaza. And what Chiquita is mostly getting is a better airport so its executives can more easily visit their banana republics.
Chiquita was likely to move closer to a better airport, anyway, after a dramatic decline in Cincinnati's international air service. So it put on a beauty pageant where the most beautiful thing was the public's money.
In the end, Charlotte's $22 million kept Chiquita from moving to Atlanta or South Florida, which is actually a bit closer to those banana republics.
The Chiquita deal is actually quite typical in the tribal games between regional economic-development authorities. A CEO I know in California recently told me he gets calls every week from a slick, eco-devo huckster offering to rescue his company from his financially ailing state.
What if every CEO in every state said, "Give me some more of that money or I'll move the corporate headquarters to Tiny Town?" Isn't it shameful enough when professional sports team owners do it?
Ohio has seen enough of this already. "It's a race to the bottom," said Zack Schiller of Policy Matters Ohio, a left-leaning think tank in Cleveland.
This year alone, Ohio gave American Greetings AM, -0.56% incentives worth $93.5 million after the company threatened to move 2,000 jobs to Chicago. It gave Bob Evans Farms BOBE incentives worth $17.4 million to stop it from moving 150 jobs to Texas.
And it gave Diebold Corp. DBD, +5.03% incentives worth $56 million to keep it from shipping 1,900 jobs to North Carolina or Virginia.
Also this year, Ohio gave $8 million to Omnicare OCR, enticing the pharmaceutical-care provider to move 500 jobs from northern Kentucky to Cincinnati. And it gave Marathon Petroleum MPC, +0.37% a 75%, 15-year tax credit to retain yet another 1,650 employees.
"An individual state, if it cuts a deal well enough, may benefit over time," Schiller conceded. "But the net of it is not going to be a more prosperous country. It's really just reducing the resources that will be available to make all the necessary investments that are particularly under stress right now."
Cities and states have been mindlessly playing this game for decades, often without ever quantifying whether it's been worth it. Monkey see, monkey do. At least Charlotte is getting bananas.


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text: Our people Our People strategy 2009-12 identifies priorities for our people system, to shape our future employment environment and workforce. Our workforce We are one of the largest public service employers in Australia. At 30 June 2011 we employed 25,009 ongoing, non-ongoing and casual employees under the Public Service Act 1999. Our workforce occupied 61 sites across the country, including our National Office in Canberra. At 30 June 2010-11: we had 25,009 employees (ongoing, non-ongoing and casual) 89% of our employees were ongoing 88% of our employees were located in capital cities the average age was just over 43 years women represented 56% of our workforce 81% worked full time 5,957 of employees were born outside Australia the average length of service of our employees was 12.2 years 54% of our employees had tertiary qualifications 62% of employees were 40 years or older 2% of employees were people with a disability 0.6% of employees were Indigenous SNAPSHOT:Looking to the future In 2011, 403 people commenced our graduate program, up from 167 in 2010. Over 97% of graduates recently completing the program said they would recommend it to others. Julian Panetta, a law, finance and taxation graduate in 2010, said: Although the graduate program requires considerable work, determination and perseverance, I was able to enjoy a balanced personal and social life outside the office. I cannot recommend the program highly enough to any graduate who is looking for an excellent place to launch their career. The program received external recognition in the Australian Association of Graduate Employers candidate survey 2011. The report ranked our program third in the 'Aspirational employer of choice' category, behind Google and Deloitte - a significant jump from 11th place in 2010. We also rated highly in several other categories: first for 'best graduate program' in the individual career sector in Australian Government, third for 'best opportunities for graduates', and fifth for 'best recruitment process' (the only public sector organisation in the top 10 employers). This reflects our commitment to improving and achieving best practice. Since 2005 1,716 graduates have completed the program. Of these, 1,400 still work for us. This retention rate of 81.5% is above retention rates of other graduate programs. Recruitment, retention and separations This year we had 5,673 new employees, including ongoing, non-ongoing and casuals, compared to 2,772 in 2009-10. The average length of service of our ongoing employees is 12.2 years, a reduction from an average of 12.7 years in 2009-10. However, we still have many long-serving employees, with 5,890 employees having over 20 years of service at 30 June 2011. Employee turnover was slightly higher than last year - we had a 5.7% separation rate for ongoing employees, compared to 5.5% in 2009-10. This year we recruited more than 400 graduates, our largest ever intake. We received applications from all states and universities across a variety of fields. We also introduced an APS1 program to provide entry level opportunities. Our executive assistant development program is another way we are attracting new employees, with 18 APS2 executive assistants placed across our organisation during the year. A series of tables in Appendix 7 show the size, location and make-up of our workforce. This includes a breakdown of employees by gender and classification, their area of the organisation and location. SNAPSHOT:Providing entry level opportunities This year we began a project to provide entry level opportunities to help build our workforce capability for the future. We conducted a national recruitment campaign for APS1 officers, attracting almost 6,000 applicants. In its first intake we placed 126 APS1 employees in a range of positions across major metropolitan areas and some regional sites. Employees joining us through this program receive training and are mentored by experienced staff. Our executive assistants program is another way we are attracting new employees, with 18 APS2 executive assistants placed across the ATO during the year. Learning and development From 1 July 2010 we significantly changed our approach to learning and development - adopting a centralised framework. Our new approach provides an enterprise-wide view of learning and development, including ATO-wide reporting, standardised processes, and integration of our learning-management information technology system with our human resources system. During the transition we continued to deliver on our learning and development priorities, with over 78,000 attendances at learning and development activities. In 2010-11 we focused on: induction and job-ready programs for new recruits support for workforce shifts support for the implementation of new legislation providing leadership development programs. We continued to adopt e-learning products, including podcasts, webcasts, avatars and the collaboration tool, Communicator. These support a continuing internal cultural shift to electronic, self-directed learning and away from a face-to-face approach. We rolled out a new career management strategy across our Corporate Services and Law Sub-plan, capturing information on 66 SES Band 1s and 358 EL2s across five business lines. We are investigating targeted development options for people we identified as likely to progress to more senior roles. We plan to roll out our career management strategy to all our SES Band 1s in 2011-12. Employee engagement We conducted our first employee engagement survey in 2009-10. Our engagement survey suggested that our people are generally committed, skilled and enthusiastic about the important work they do for the wellbeing of Australians. Our people are guided in their actions by our corporate values. We targeted our activities specifically on training and career development, leadership and managing change, as well as focusing on sites where results were lower than the overall result. Surveys indicate some early success in our approach, with demonstrable improvements in employee perceptions. Sixty-six per cent of respondents indicated they used engagement survey results to guide improvements and 60% have noticed improvement since the 2009 survey. We are planning our next engagement survey and we expect to conduct it later in 2011. SNAPSHOT:Innovation is everyone's business Over the past five years, we have been reinforcing the notion that innovation is not simply the responsibility of one area of the organisation - it is everyone's business. For us, successful innovation is based on a foundation of senior leadership sponsorship, business engagement, best practice methods, tools and techniques. It also requires an engaged workforce and a supportive culture. In 2010-11, to further drive, support and encourage a culture of innovation, we established an innovation centre of expertise. By developing a more structured approach to help harness and bring to life the ideas and contributions our employees make, we are improving our productivity and helping progress the longer term vision of our strategic statement. We now have a toolkit to assist managers and employees and in August 2011 we developed our ideas management system. Now everyone will have the opportunity to contribute and view their innovative ideas and see how they are progressing. Workforce planning A key challenge in meeting government and community expectations into the future is sustaining and adapting our workforce. To help achieve this, some of our key activities in 2010-11 were: bargaining for our enterprise agreement 2011 refining our resource plan developing consistent job profiles, descriptions and duty statements to strengthen and streamline our recruitment efforts aligning job profiles to learning products and our performance system. Job profiling At 30 June 2011 we assigned our 25,009 employees to 15 occupation groups. The most common occupational groups were auditing and customer service, and the most common classification was APS3. For more information, see Appendix 7. Consultation with unions and employees The National Consultative Forum is our main avenue for consulting with our unions and staff representatives. Under the Australian Government employment bargaining framework we were one of the first Australian Public Service agencies to develop a framework outlining the responsibilities and obligations of union delegates within the workplace. This framework comprehensively sets out consultation arrangements and obligations, from team level to the national consultative forum level. Workplace agreements Collective agreements Currently we have two agency agreements - the ATO (Executive Level 2) Agreement 2009 and the ATO (General Employees) Agreement 2009. Both commenced on 8 July 2009. The general employees agreement expired on 30 June 2011 and the Executive Level 2 agreement is due to expire on 30 June 2012. The terms and conditions under the ATO (General Employees) Agreement 2009 and the ATO (EL2 Employees) Agreement 2009 apply until a new agreement replaces them. TABLE 6.1: ATO collective agreements, at 30 June 2011 Employee level No. EL2 employees 1,792 General employees 22,956 TOTAL 24,748 NOTESIncludes casual employees at 30 June 2011. The definition of a general employee is APS1 to EL1, valuer in training, and valuer. In accordance with the government's bargaining framework it is proposed that the new enterprise agreement would cover both EL2 and general employees. Bargaining for the 2011 enterprise agreement commenced on 14 April 2011 and an agreement was subsequently put to an all-staff vote on 27 June 2011. The vote period ran from 27 to 30 June 2011. Overall around 74% of eligible employees cast votes and approximately 59% of votes, voted against the proposed agreement. The main concern being the 9% pay offer over three years. Since then we surveyed staff to determine the main reasons for how they voted. We also continued good faith bargaining with unions (Australian Services Union, Community and Public Service Union and Media Entertainment and Arts Alliance) and 21 bargaining representatives (including new representatives). We have raised questions of affordability, but continue to look for areas where extra productivity savings could be found. Individual agreements At 30 June 2011 only three EL2s and one general employee worked under individual arrangements. However, 256 senior executive service employees worked under these flexible arrangements. TABLE 6.2: Individual agreements, 2010-11 Classification Individual workplace arrangementsNo. Australian workplace agreementsNo. Senior Executive Service (SES) 94 162 EL2 employees 2 1 General employees 1 0 TOTAL 97 163 Remuneration and performance Employee remuneration In 2010-11 the salaries for our non-SES employees ranged from $13,969 (cadets undertaking study) up to $130,957 (EL2 employees). Notional total remuneration ranges from $16,142 to $151,326, including salary for superannuation purposes based on 101% of base rate pay. Base rates of pay are set for non-SES employees within the current agreements, with provision for salary advancement subject to satisfactory performance. Salary advancement for EL2 employees is subject to meeting criteria for growth, experience and contribution. Senior executive remuneration The Remuneration Tribunal sets remuneration and conditions for the Commissioner, while the Commissioner determines the remuneration for Second Commissioners within a framework set by the tribunal. The Commissioner sets remuneration and conditions for our SES based on advice from our remuneration committee. Remuneration for these senior executives is determined with reference to the annual Australian Public Service remuneration survey conducted by the Australian Public Service Commission. In 2010-11 the salary ranges for senior executives were: SES Band 1: $139,261 - $164,625 (notional total remuneration $189,506 to $219,012) SES Band 2: $177,945 - $204,350 (notional total remuneration $235,626 to $266,342) Total remuneration includes a notional component for the provision of a motor vehicle and parking and for superannuation calculated on salary at 106% of base rate of pay. These benefits are included in the total remuneration ranges listed above. For more information see note 13 to our financial statements. Productivity gains In 2009-10 we narrowly failed to achieve all of our targeted corporate outcomes. Taking this into account, but recognising 2009-10 as one of major change and platform building, we made one pay rise of 3.25% during 2010-11. We made this pay rise under the terms of the existing collective agreement and based on productivity improvements. Non-salary benefits We provide the following non-salary benefits to our employees: senior executives: a motor vehicle allowance, which may be used for a privately plated motor vehicle for private and official use; parking at work; mobile phone and laptop and airline lounge membership, if eight or more return trips are planned for the year EL2 employees: payment of a taxable annual allowance of $1,500 to enable them to purchase items or services that maintain or increase their professionalism; and airline lounge membership, if eight or more return trips are planned for the year both EL2 and general employees may be eligible for a health and wellbeing taxable allowance of $300 each financial year to help meet the costs of activities or equipment that assists them to maintain health and fitness general employees: airline lounge membership for employees undertaking 12 or more return trips in a year. Salary packaging All ongoing employees have access to salary packaging of the following items: cars and utility vehicles, with fringe benefits tax applicable car parking we provide on premises we own, lease or otherwise control, with fringe benefits tax applicable superannuation, self only, exempt from fringe benefits tax airline lounge membership fees, exempt from fringe benefits tax work-related professional association membership fees, exempt from fringe benefits tax. Non-ongoing employees employed before 9 July 2009 also have access to these items, with the exception of cars and utility vehicles. In 2010 we sought tenders for the administration of our salary-packaging program. The successful tenderer, Smartsalary, began administering new packages from January 2011. In March 2011 they took over 2,000 existing packages we had previously managed. Performance systems The proportion of employees with registered performance and developed agreements increased significantly from 70% in 2010 to 93% at 30 June 2011. SES performance pay Recommendations for performance pay are assured by remuneration committees, with all payments subject to approval by the Commissioner. We paid performance pay for 2009-10 in November 2010 with 286 SES officers eligible to be considered for annual performance pay. SES Band 1 employees: 241 out of a possible 250 received performance pay performance pay totalled $2.37 million range of performance pay was $7,212 to $19,930. SES Band 2 employees: all 36 received performance pay performance pay totalled $588,104 range of performance pay was $7,212 to $28,175. For more information, see Appendix 7. Rewards and recognition We reward and recognise the achievements of our people. When determining award recipients, we consider all ongoing employees, regardless of role or level. Public Service Medal - Queen's Birthday Honours Deputy Commissioner Erin Holland received the award for outstanding public service in significantly improving revenue and service delivery outcomes for the ATO. Australia Day awards We present Australia Day medallions to employees, recognising personal endeavour, achievement and contribution to the ATO and wider community. The 2011 recipients were: Carly Findlay - significant contribution to the Australian community as mentor for chronically and terminally ill adolescents Chris Forbes - inspirational role model for us and the Australian community through her volunteer work with Camp Icthus Marisa Copperwaite - raising morale at our Albury site through her volunteer work within the site and in the local community Maria Georgiou - inspirational role model for us and the Australian community through volunteer work at the Melbourne and Werribee zoos. Commissioner's awards The 2010 Commissioner's award winners were: e-tax Group Fraud Project - innovation Stuart Hamilton - excellence in leadership Fran Southward and Merv Littman - excellence in leadership Daniel Schiava - excellence in leadership Ian Cooper - technical excellence Robyn Lyons - excellence in client service Megha Ranatunge - excellence in living the values. Recognising years of service We recognise employees with over 10 years of service with a letter from a senior executive officer. At 20, 30, 40 or 50 years service, our employees receive a framed certificate, personally signed by the Commissioner, and they are recognised through site-based presentations held twice a year. TABLE 6.3: Number of employees reaching milestones in 2010-11 Years of service 10 year 20 years 30 years 40 years 50 years No. of employees 1,738 474 375 35 3 In 2010-11 we paid $68,243 to recognise our line award recipients and $94,413 on separation gifts for employees, with more than 10 years service. SNAPSHOT:A career spanning 49 years As a young school leaver, Kevin Goulder faced a big decision - what government department should he work for? 'I sat the Public Service exam and was then offered a choice of three places to work. I was called on the Friday and asked to start on the Monday so I had to make a decision quickly', Kevin said. On his grandmother's advice, he chose the ATO - the right choice as it turned out, leading to a varied career spanning 49 years. His career began in March 1962 in the ledger card section of the Accounts Branch in Sydney office. Early the next year he successfully completed assessing school. After five years, Kevin temporarily left the office for national service in Vietnam. In 1970, he returned to work as an assessor. He then became a group controller, responsible for 24 assessors and six supervisors. He conducted assessing schools, training many officers, including future second commissioners Bruce Quigley and David Butler. He moved from Sydney to Canberra office in 1980 and spent a year working on the bottom-of-the-harbour project with current Commissioner Michael D'Ascenzo. Kevin also worked in the estimates and statistics branch, then on the central taxpayer system and was involved in our modernisation project in the late 1980s. He finished his career working with accounting and payroll systems. 'I have seen many changes and there have been many highlights, one of which is meeting my wife while I was working on the central taxpayer system project.' 'It is all about getting in and trying lots of different things - there are a lot of opportunities in the office if you are willing to give things a try'. Kevin retired on 8 July 2011. Kevin Goulder retired after 49 years of service. Employment equity and diversity The Diversity Council of Australia and the Australian Network on Disability provide advice to us on our diversity program. We have had a diversity plan for many years. This year we: regularly promoted diversity through our weekly online magazine News Extra and our site-based newsletters increased staff participation in celebration events such as Harmony Day, NAIDOC Week, and the International Day for People with Disability participated in networks and working groups across the Australian Public Service implemented specific employment programs which also promote diversity. Access for people with disability Our workplace diversity program includes an access-and-inclusion plan, outlining strategies to improve our compliance with the Disability Discrimination Act 1992. We are currently drafting a refreshed plan with staff input. We expect to complete it early in the new year. We continued to provide pathways to employment for people with disability, through community programs such as school-to-work sponsorship, paid work experience for university students, entry-level recruitment, and a mentoring program. Our national disability network continues to encourage employees with disability to suggest ways we can improve our performance in this area. For more information see our access and inclusion plan at Appendix 9. Indigenous employment and development This year we have increased our efforts to meet the Australian Government Indigenous employment target of 2.7% representation by 2015, including: using special measure recruitment provisions to enable the employment of Indigenous Australians in all of our bulk recruitment campaigns, including our advancement programs, at the APS 1 to EL2 levels establishing a new enterprise-wide Indigenous traineeship program, offered in locations with large Indigenous populations. We continued to implement our reconciliation action plan by: conducting nine cultural awareness sessions continuing our school-to-work program publishing Yarn Time, an electronic magazine that discusses Indigenous issues. Site leadership We expanded the intent of our national site leadership program to focus on building business and social cohesion. We also reviewed leadership roles, articulating what we expected of our site leaders, including SES. We held site-based employee forums to discuss our Strategic statement 2010-15 to build an understanding of our organisational vision. The natural disasters of early 2011 demonstrated the value of our national site leadership program. For example, after the Queensland floods, the leadership networks in our Brisbane sites played an important role in managing business continuity, reopening sites, monitoring the wellbeing of our staff, and working with affected communities. Supporting our employees ATOconcern In 2010-11 ATOconcern responded to 1,169 approaches, compared to 1,163 in 2009-10. Managing harassment We take reasonable and practical steps towards preventing and managing bullying and harassment in the workplace. To support this we have more than 94 trained harassment contact officers across 30 sites. Our 2010-11 diversity census showed 92% of staff knew how to access advice and support should they experience bullying or harassment. The figure was unchanged from 2009-10. There were 273 approaches to harassment contact officers in 2010-11, compared to 283 in 2009-10. Last modified: 31 Oct 2011QC 28036


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Sunday, 8 April 2012
observer ONLINE
Dennis Hennis, of Vineland, N.J., was doing repair work on his
neighbor's roof last Saturday when the safety feature on his nail gun
When Hennis went to unjam it, he pointed the gun in the wrong
direction, shooting a three-and-a-half inch nail right into his chest.
"It felt like someone poking me in the chest, like a tap," Hennis,
52, said to ABCNews.com today in a phone interview from his hospital
room. "There was no pain, actually, but a lot of shock. I couldn't
believe I had just done that."
The nail, doctors would later discover, had gone through Hennis'
chest and right into the right side of his heart. Unaware of the full
extent of his injury, Hennis held on to the part of the nail still
outside his body as he waited with his son for paramedics to arrive.
From there began a coincidence of events that Hennis says kept him
Fog in the area prevented paramedics from airlifting Hennis to Cooper
University Hospital, where a team of trauma surgeons were waiting, so
the rescuers drove Hennis the nearly 50-mile distance.
Just then, the fog began to lift, so paramedics returned to the local
hospital to put Hennis into a helicopter. On the way back to board the
helicopter, Hennis went into cardiac arrest but the local hospital was
able to stabilize him.
Hennis was then airlifted to Cooper University Hospital but went into
a second cardiac arrest just as he was met by a team of trauma and
cardiac surgeons on the hospital's roof.
"They had to do CPR, which saved my life but ripped a bigger hole [in
my heart]," Hennis said. "But they were ready, and they got me into
The team of surgeons spent two hours operating to remove the nail and
repair Hennis' heart.
"They had to stop my heart for 40 minutes for it to reset, and then
they shocked it back on and I'm here," he said. "I'm amazed."
Hennis said he was in and out of consciousness for three days and
only fully "came back" on Tuesday.
"I lost three days. I didn't know," he said. "I was drifting in and
out. I don't remember much."
Hennis credits his survival to fortunate timing and the medical care
he received at Cooper.
"He's very lucky. There are so many things that had to take place for
him to be alive," Dr. Michael Rosenbloom, one of the surgeons at Cooper
who treated Hennis, told ABC affiliate station WPVI. "You're talking
about a puncture wound to the heart."
Hennis is expected to make a full recovery and said he plans to
return to his job as a builder, saying he would go "stir crazy" if he
He is expected to be released from the hospital on Sunday.
"I'm the luckiest man on earth right now," he said. "A week prior, I
had a grandson who was born on my birthday, so we're going to celebrate
birthdays together from here on out."
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text:
Monday, April 30, 2012
Music Mixed Bag
All images are property of © Favian Ee and may not be copied or reproduced without prior written permission.
Posted by littlewen at 4/30/2012 01:03:00 AM No comments:
Labels: Sketches
Funeral Wake of Amos Leo
A friend of mine passed away at the young age of 25. His was a life well-lived. Amos lived most of his life with kidney problems and had to be on dialysis. He finally received a new kidney and had a transplant. Apparently the transplant was going well, but one day he collapsed, just weeks after the operation. He didn't recover. I attended his wake and funeral. This picture was done during the wake service.
Posted by littlewen at 4/30/2012 12:48:00 AM No comments:
Labels: Sketches
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As Halloween approaches, you're sure to see an increase in spooky decorations around your neighborhood! You can likely pick up some crafts, snacks, and decorations at a local store, but why not make your own?
As you're sure to find out while cruising the neighborhood, Halloween is a time for "anything goes" – the wackier the pumpkins and candies, the better! We encourage you to try a silly Halloween craft with your host kids this year. Here are a few ideas to get you started:
The classic: Traditionally, pumpkins are carved by cutting off the top, fleshing out the insides, carving a face onto the pumpkin, placing a lit candle inside, and then placing the top back on the pumpkin's "head." If you have never carved a pumpkin before, this is your chance! Ask your host family or friends to join you. Just be sure to be safe whenever knives are involved.
A new twist: Whether you're looking to avoid sharp objects with kids or to simply engage your creativity, you can shake up the traditional style of carving pumpkins, and use regular paint, puffy paint, lights, or even something totally unexpected!
Other ideas you may want to consider include glitter, felt, lace, fabric scraps, old magazines, and more! Both you and your host kids can have a great time expressing your creativity with a pumpkin project.
The classic: When children say "trick or treat" at Halloween, they're not hoping for a trick – they're hoping for a treat! The typical treats are candies – Snickers, Reese's Peanut Butter Cups, Skittles, Milky Ways, and Tootsie Rolls are some classics that you may see this Halloween.
A new twist: Candy doesn't need to be the only spooky snack this Halloween, though. Here are a few strategies to "trick" host children and their friends into "treating" themselves to healthy and fresh foods, while also allowing au pairs to sample some American classics:
- Monster mouths: Check out this quick and easy recipe. You'll love it too, if you share Americans' affinity for peanut butter!
- Spiders on an Egg: These creepy snacks are fun and tasty! Deviled eggs are a classic American treat, so this is a good opportunity to try them.
- Witches' brooms: Kids and au pairs alike will enjoy this savory treat! If you haven't tried pretzels yet, this is your chance.
How ever you celebrate this Halloween, we wish you a safe and enjoyable time. Take advantage of one of the most fun holidays of the year to create lasting memories with your host family!
Stephanie started her career working for a cultural exchange program that supports English language learning in Chilean public schools. She came to InterExchange's Au Pair USA program in 2013, and now works as the Web Developer.


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Whilst looking for a hair removal device, its not only important to find one that works and that is within your budget, but the most important thing is that it will actually work on you!
This is all dependent on your hair color and your skin color.
We have broken down the hair color variety to categorize us all to ensure we are picking the right machine for our hair color. Please refer below to the hair color you have to find out which are the best machines for you:
For Blonde & Light Hair Colors


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Will travel 25 miles
$35 per hour.
0.0 0 ratings
I am very well qualified in tutoring in the field of sociology. Sociology was my minor during my undergraduate program at Texas Tech. I am very well versed in the terms and various theories behind the subject. Sociology was also a huge part of my graduate school curriculum from 2008 through 2010. I can provide my transcripts along with copies of my course work that vouch for my knowledge of the subject. Iron sharpens iron. This is one of the most important codes in my life. Young and old alike, we have all needed a form of help in our lives. Whether it be learning how to ride a bike, write [more]


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A collection of unique visualizations created with OpenViz in a selection of industries. 4 pages. This selection of OpenViz data visualizations demonstrates the breadth of possibilities when the OpenViz API is applied to a wide range of project design, data analysis and specific user experience requirements. Click here for whitepaper
Turn your Ideas into interactive Insight
Can your data visualization tool do this?
5 Kinds of Business Analysis Techniques Every Executive Should Know Via http://goo.gl/Q17XU Each of these techniques can be implemented programatically or using components within the OpenViz API. If you're a business user thinking about analytics, the options can be dizzying. Where do you begin? Here is a list of 5 business analysis techniques to get you started. Pacing. This type of analysis helps you measure progress against goals. These goals… Read More
Black box software: a problem for science that extends to big data
SUMMARY: Blind trust in black box, or click-and-run, software is a growing problem in science, and the concern extends to big data and high performance computing. by Amanda Alvarez via http://gigaom.com/2013/05/16/black-box-software-a-problem-for-science-that-extends-to-big-data-2/?utm_source=feedly photo: Thinkstock You probably don't need to know how a calculator makes two plus two equal four, or how your favorite smartphone app works, but the way the background software is implemented can make a big difference to the output. Slight… Read More
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I am using watson api and getting a below error :
url_result=visual_recognition.classify(images_url="https://www.ibm.com/ibm/ginni/images/ginni_bio_780x981_v4_03162016.jpg") File "build/bdist.linux-x86_64/egg/watson_developer_cloud/visual_recognition_v3.py", line 156, in classify File "build/bdist.linux-x86_64/egg/watson_developer_cloud/visual_recognition_v3.py", line 124, in _image_call File "build/bdist.linux-x86_64/egg/watson_developer_cloud/watson_developer_cloud_service.py", line 298, in request File "/usr/local/lib/python2.7/site-packages/requests-2.7.0-py2.7.egg/requests/api.py", line 50, in request response = session.request(method=method, url=url, **kwargs) File "/usr/local/lib/python2.7/site-packages/requests-2.7.0-py2.7.egg/requests/sessions.py", line 465, in request resp = self.send(prep, **send_kwargs) File "/usr/local/lib/python2.7/site-packages/requests-2.7.0-py2.7.egg/requests/sessions.py", line 573, in send r = adapter.send(request, **kwargs) File "/usr/local/lib/python2.7/site-packages/requests-2.7.0-py2.7.egg/requests/adapters.py", line 415, in send raise ConnectionError(err, request=request) requests.exceptions.ConnectionError: ('Connection aborted.', error(111, 'Connection refused')) Can you please help me out ?
Answer by @chughts (12979) | Apr 24, 2017 at 07:40 AM
This is a fairly common Python request object error where the request has not made it to the service. Could be because the service is down, but more likely due to a coding or packaging error on your behalf.
Please paste your Python code (without the service credentials) so we can help you further. Your code should look something like the example in the API Documentation (https://www.ibm.com/watson/developercloud/visual-recognition/api/v3/?python#classify_an_image):
import json
from os.path import join, dirname
from os import environ
from watson_developer_cloud import VisualRecognitionV3
visual_recognition = VisualRecognitionV3('2016-05-20', api_key='{api-key}')
print(json.dumps(visual_recognition.classify(images_url=https://www.ibm.com/ibm/ginni/images/ginni_bio_780x981_v4_03162016.jpg), indent=2))
it is giving error :
print(json.dumps(visual_recognition.classify(images_url=https://www.ibm.com/ibm/ginni/images/ginni_bio_780x981_v4_03162016.jpg), indent=2))
Syntax error : Invalid syntax
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text:
Exclusive Exporter of Pressure Guard automatic tire inflation systems
and pivotal edge automatic manholes
Since 1919 Brandes International has been exporting original equipment to truck, bus and trailer manufacturers throughout the world. We specialize in undercarriage componentry for semi-trailers and offer a complete line of equipment and accessories, from axles and suspensions to air brake and electrical components.
Brandes is the exclusive export distributor of PressureGuard™ automatic tire inflation systems and the Latin American distributor of Pivotal Edge™ automatic manholes.
In addition to axles, suspensions, wheels and other undercarriage components we carry a full line of chassis and body materials: aluminum and stainless steel panels, steel beams and crossmembers, aluminum and FRP roof coil, and hardware.
For manufacturers looking to upgrade production facilities we offer sourcing services for tools and equipment - everything from consumables and hand tools to heavy machinery such as press brakes, shears, plasma cutters and welders.
Please let us know how our industry expertise and decades of experience in heavy-duty vehicle manufacturing and parts and equipment distribution can benefit your company.
we proudly represent the following U.S. manufacturers in export markets
Complete line card:
Trailer Axles: Hendrickson, Meritor, IMT
Trailer Suspensions: Hendrickson, Watson & Chalin, Reyco, Ridewell
Wheels & Rims: Walther EMC, Accuride
Landing Legs and 5th Wheels: SAF-Holland
Kingpins and Couplers: SAF-Holland, Buyers Products
ABS Systems: Meritor WABCO
Air brake Components: Sealco, Haldex
Bottom Loading and Overfill: Civacon OPW
Misc. Trailer Parts: Aurora Parts, New Life, BWP-NSI, Globetech Mfg.
Hydraulics: Buyers Products, Permco
Please refer to our individual supplier websites for catalogs, sales literature, downloads, etc. of their respective products.
Other Useful Links
send us a message
Please let us know how we can help your business. Feel free to send us a message through the form below or give us a call at: (216) 689-1000.


text:
Bardo: Boatright's basketball background didn't disqualify him as a potential football leader
The Wichita State football guessing game is an entertaining topic revved to max speed since the university started talking about the sport in December.
What does university president John Bardo want? Does he love football? Where's the money? What will the helmets look like?
Last week, Bardo named Darron Boatright director of athletics, removing the interim label from his title.
What does that move mean for football?
Boatright, 41, isn't what's known as a "football guy."
He worked on the basketball staffs at Murray State and Alabama. He oversaw other sports and worked in fund-raising at Murray State and Alabama at Birmingham. While at Murray State from 2005-08, he worked with football game operations, fund-raising and sales.
"I don't see him being a basketball guy as being a detriment at all — he fully gets it," Bardo said Tuesday during an interview updating the study of football and conference affiliation. "My sense of Darron is he understands why I'm worried about it. He understands the business model we're trying to walk through. He has enough national contacts to be able to keep us in play."
Boatright, who came to WSU in 2010, started his career in football-heavy environments.
"Spending nine years living in Tuscaloosa, Ala., exposed me to football quite a bit," he said. "I don't necessarily think you need a football guy to lead a football program, no more than you need a basketball guy to lead a basketball program. What you need is someone with strong vision and strong leadership ability. Someone that wants to jump in and support any program you have."
Bardo handed Boatright a lead role on the study of the department's future in December. Bardo said Boatright's plan and organization impressed him.
Just as important, Boatright worked through men's basketball coach Gregg Marshall's outburst and suspension in Canada, the suspension and resignation of men's tennis coach Brad Louderback and the resignation of pitching coach Brent Kemnitz.
Want to gain the confidence of your boss? Keep those scenarios from growing into full-blown nightmares.
"He handled a number of really difficult things this year and he handled them well," Bardo said. "In sports, it's 80-percent emotion, so you're all out there and he handled things extremely well."
With those experiences over the past nine months, Bardo made a move that also provided stability. He didn't want more turnover in the department as it is evaluating major changes.
"We've got enough going on at the university I'm not going to be the guy that does that — it's going to have to come from the athletic director," Bardo said. "I believe in promoting from within if you have a person who's capable of doing the work."
Paul Suellentrop: 316-269-6760, @paulsuellentrop