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|By Dana Gardner
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|April 1, 2014 11:00 AM EDT
The next BriefingsDirect thought-leader interview focuses on the fascinating subject of preparing for the workforce of the future. It's now clear that we are entering into a very diverse and even unprecedented work environment -- something the world perhaps has never known.
But how do enterprises prepare, and how do they create the means to analyze and manage the transition to very different work environments? BriefingsDirect had an opportunity to learn first-hand at the recent 2014 Ariba LIVE Conference in Las Vegas.
To learn more about hiring and acquiring talent and managing a diverse and socially engaged -- and even more knowledge-driven workforce -- we sat down with Shawn Price, President for Global Cloud and Line of Business at SAP, and the former President of SuccessFactors, now part of SAP. The discussion is moderated by me, Dana Gardner, Principal Analyst at Interarbor Solutions.
Here are some excerpts:
Gardner: Now, this is a really fascinating subject for me, this new diversity and this talent-oriented workforce. But companies must be thinking, how do I reduce risk? How do I think about making this an opportunity rather than a challenge?
Price: Dana, if you think about it, what you have just described is the company that has already started to take steps to make sure that they don't get caught unprepared for the future.
A lot of companies are having to respond to dramatic changes in their operating models, where they're driving revenues against the backdrop of a global economy. And companies are required to deploy flexible workforces that can be engaged and can change with this fast business environment that we're in.
We have a scenario here in the US market, in particular, where every day, 10,000 people turn 65 and that will continue for the next 19 years. So you have an experienced staff that's leaving the workforce. Then, on the front-end, you have a talent shortage. There just are not enough millennials to replace that exodus that's occurring.
The astute companies of the future have mapped this out, have laid a plan, have started to build warm pools of talent, and understand this in everything that they do. They've tied their strategy to their people strategy and acquisition, and they're really managing it for the cultural nuances that the regions that they operate in require, and they're pretty flexible and nimble.
More diversity
Gardner: One of the characteristics, as I understand it, is that there is more of a diversity in the ways in which employees or talent are engaged with a company, many more varieties than the full-time, 40 hours a week, 9-to-5 employee type. This seems to have some upside, but it's different. You don't manage folks in the same way when they're working through these different models.
Price: There's a real movement and emphasis on personal brand. To a degree, you're starting to see free agents in the market. When you look at it on the retention side, planning strategy to the right people, to the right place, and at the right time, with a lot of millennials that are entering the workforce there is a clear six month delineation. That is the greatest risk for your company to lose that talent.
They've come in, they've looked around, and they've decided whether they're actually advancing their personal brand, their knowledge base. It's less about hierarchy and the old models of the past. They're making a call on whether they're actually advancing and learning or it's more tenure based. The way we measure is different as well.
One measurement that's completely different than anything that we've done in the past is your engagement index: How much do you contribute? How much is your content consumed? How engaged are you in the day-to-day?
Gardner: I suppose there's another complicating factor. I've read that by 2020, there will be five different generations working together, and each with a very different set of skills, experiences, expectations, and behaviors. It means that companies can't have a one-size-fits-all approach to this. In fact, they might have to be able to have multiple ways of engaging.
We need start to create a relationship at a much earlier point in order to create these warm pools of talent.
How does that factor into what you're talking about, the workplace of the future. I guess we should talk about the enterprise of the future, and that they need to have a diversified approach, not just a single way to engage?
Price: You're absolutely right. If you look at talent acquisition today, it has shifted. The focus used to be in the past on how do I put as many people as possible through my applicant tracking system, but today it's far more strategic. It's where do I need them and how much do they cost. We need start to create a relationship at a much earlier point in order to create these warm pools of talent.
Second, it's really asking who are my best performers, where are they from, and how do I get more of them? If you have a particularly productive intern program, for example, which college are you drawing talent from that's performing the best in the specific function? So the workforce of the future looks vastly different.
The power of how talent is acquired has shifted subtly as well. It used to be solidly in the hands of the employers, but today it's a two-sided equation. If I'm hiring somebody, I often do interviews over SMS or text, because it's a stream of consciousness. It's not a prefabricated dialogue.
But I also look at their LinkedIn profile, which is how they want the world to see them. I look at their social media profile. And then the most valuable thing to me is the peer references that exist in my network that can validate that that individual is who they're representing themselves to be.
The flip side
But the flip side of that is we have websites that allow the applicant to look into the leadership style. They can connect to their network of people that may have worked for that leader in the past. They can see if the culture that they're espousing is working.
So you have the fundamental shift in how you're attracting, retaining, and working with talent that is completely different from things in the past and the way that we have done it.
What the future will hold is that we'll go to a point where you will carry your composite profile of who you are and that will be made up of both social media external to the company, the LinkedIn profiles, and in some cases, even your performance reviews, where it's appropriate to externalize it. All of that will go in your employee record that will follow you throughout your career. Systems will automatically update that, and so it will be much more consumable.
Smart companies that are innovating are redefining the processes by which they engage. In retail, for example, you have seasonal workforce, and that seasonal workforce typically has to go through the entire recruiting process again if they come back the following year.
We're encumbered in many ways to systems and thinking of the past around some of these talent acquisition processes that are so core to delivering on the strategy.
Maybe I had a good experience year one. If I reapply, now I'm going through the website, now I'm doing verifications. Why can't we re-imagine the on-boarding to be, "Dana, you worked with us last year. You did a terrific job. We'd like to have you back. Is everything the same?" In fact, you can put an application on your smartphone with which you can make sure that the information is accurate, and then turn you on as an employee in the system automatically.
Instead, we're encumbered in many ways to systems and thinking of the past around some of these talent acquisition processes that are so core to delivering on the strategy.
Gardner: Shawn, thinking about the past, I suppose we used to measure things pretty directly -- productivity measurements, top line, bottom line. Is there a new way to measure whether we're doing this correctly, whether we're getting the best workforce and best talent, ramping up to give ourselves the resources we need as organizations to meet our own goals? Should we not think about this in productivity terms? What's the right set of metrics?
Price: It's funny. We will always be top-line and bottom-line driven to some degree, but the measurement isn't necessarily productivity. Maybe it's rethinking processes that can have a material impact. One is this learning management notion, where I was describing engagement. Imagine you are on-boarding to a new company. The most important thing for me as that hiring manager is to get you up to speed and, in your words, productive as quickly as possible.
How did we do that in the past? We put you in a training course or maybe state-of-the-art, an online web-based training course that would run days, if not weeks, on end to try and have you assimilate everything that we needed you to learn.
Moving ahead
The new world, which is not based on that, is trying to move that on-boarding and productivity ahead. The way that we're doing it is we are saying, "We already own all of the subject matter expertise required to on-board somebody. Wouldn't it be cool if, before you even join the company, you could connect by a social network, not one of these isolated ghost towns that stand on their own, but a social network connected to HR or connected to Ariba?"
We could have you engage with somebody doing your same job, so you could ask that person anything you want before you got there -- what should I read, what should I learn, who should I talk to, what's my first week like? That engagement was already occurring.
Then, when you arrive in the company, it would be your compliance learning, and the normal HR functional learning, but you would also take advantage of subject matter expertise.
Today, the way that we learn is not in large chunks of data. Think about YouTube. It's web downloadable, consumable in five minutes on my mobile device. That content that I need in order to be enabled and to thus be productive is available from my coworkers in the form of a five-minute video. Or there's this advent of massive online communities that are producing content. Or I may choose to bring in an expert from outside the company to create content.
The visualization that I have is Khan Academy, where the most complex topics are searchable and digestible via mobile in 15 minutes. That's where we're seeing the shift from just pure top line and bottom line to rethinking what on-boarding and engagement look like, and what does that ultimately do to the acceleration of someone's comprehension? There are many, many examples.
Many times social networks are established as standalone entities and they become ghost towns after a while.
Gardner: Are you saying that companies need to start to become more open and social and create content and the media and mechanism, so that they can be in a sense part of this community? And how far along are companies in actually doing that?
Price: Many times social networks are established as standalone entities and they become ghost towns after a while. You kind of lose interest because they lack content and context.
When you attach it to an actual application, you can publish dynamically to that community, and you can search and see, for example, what was the number one search content today, this week, this month.
Increasingly, I'm starting to see things on people's resumes like their engagement index, which says, "I was the number one producer of content for my company that was consumed by the social network." You're seeing stack rankings of that nature and form.
Cloud strategy
Social will become, and has become, an enormous component of our cloud strategy. In fact, today, we sit with more than 12 million subscribers on our social platform.
We have a large hotel chain that is actually using it to manage contract labor and part-time labor, because they want the engagement. They want the connection, but they want to be able to connect differently to them than the employee who is a full-time employee. And this hotel chain has over 170,000 contractors in their communities, and they're grabbing information and all the expectations.
The other part of social, of course, is the mobile side of it. Our networks and our access to vast amounts of skills that would have in the past been hidden are now available to peruse, almost like a skills catalog within your own organization. You'll find things that you didn't even realize you had in pockets of the globe. People's skills that you wouldn't necessarily have on file even are now apparent through that dialogue.
Most companies are going through this transformation in HR because of the macro trends we've been describing. What they're ultimately trying to figure out is how do I create a strategy? How do I build a set of applications that allows me to execute against that strategy and measure whether I'm performing? And how do I drive cost out of it?
For many companies, they visualize this at the top line and the strategic level, but they also visualize it as a process, and they think of that process as recruit to retire. We believe that you can start anywhere, but you're going to end up with this process that's interconnected.
Maybe your starting point is recruiting, because you have a lack of talent or you're opening or you're expanding. Maybe you have a learning management on compliance, or maybe you have performance and goals where you're actually measuring the progress. You can start with any application and interconnect it over time.
We have actually completed the entire portfolio of applications end to end in the market. Think about Ariba's connection with HR, which seems like a funny thing to say. On the Ariba Network today, we have 1.5 million connected companies. We're adding one every three seconds. Imagine in that supply chain, in that labor pool, what would be available to you if you were to publish a job requisition, for example.
So we look at it as recruit to retire. Where the world is going though is our cloud applications. Today, we manage in excess of 35 million subscribers, the byproduct of people working with us like that is two-fold. One, they tell us very quickly what they like and don't like, which allows us to innovate very quickly. But the other side that you raised is the predictive side.
Predictive analysis
HR is really wide open right now for predictive analytics, and the only way you get there is by having scale of people using your system. Today, for example, we have built 2,000 key performance indicators (KPIs) and benchmarks to be able to tell us things like, what is my management bench strength, today, 30 day, six months, and a year from now? Who is ready and who is going to be ready, because of course that's dependency to your strategy?
Or what's the voluntary turnover rate? We talked about five generations in the workforce. For experienced workers, what's my voluntary turnover rate versus the millennial workforce?
Where we're getting to is really being able to correlate multiple indexes to give us a predictive view of what's going to happen. And that's pretty exciting. That's a pretty big breakthrough that we've seen.
Gardner: If I understand you correctly, Shawn, we're talking about being able to analyze what's going on inside your company across many aspects of the business to better know what your requirements are going to be vis-à-vis talent and in human resources. But you're also analyzing externally something like the Ariba Network and/or social environments so that you can then, if you can't hire, you can procure, or perhaps the boundaries between them are shifting as we get into more services procurement and we automate.
The community component of this is really fascinating -- contributing best practices in new ways.
But the key here, I think, is the analytics. We need to analyze better what we're doing and how we are doing it, but we also need to analyze what's going on externally. Sometimes, that's difficult without a third party, a partner, or a platform. How do you advise companies to be able to do this sort of comprehensive analytics capability?
Price: It's a great point. We have analytics on a particular application. So if you want to instrument learning, that exists. There is analytics that cross the recruit-to-retire spectrum.
But then you hit on a really good point. How am I in category, in mining for retention for this cost of worker, or how am I for recruitment and retention ratio relative to a 100 other minds? You're absolutely right. You can do it within an app, across an app, and using the power of the 35 million subscribers look at patterns that exist within an industry or a best practice.
The community component of this is really fascinating -- contributing best practices in new ways to look at things and new indexes that companies build and publish to the cloud so our communities can consume those new ways of looking at a particular process is an exciting time. The byproducts are 2,000 KPIs that you subscribe to, to not only give you what is best in category in your industry.
Gardner: Are there some examples of being able to create campaigns that start to pull this together? It seems to have an impact across many parts of the business. We need to think about change. We need to put in the technology. We need to think more social, engage people in different ways, and think about sourcing of talent in different ways.
We're at a state in the market and the technology today where it's really a matter of imagination more than anything else.
Is there any precedent that you can point to of a campaign of some sort that has begun to make the shift? Perhaps there's a methodology that we can look at.
Price: We're at a state in the market and the technology today where it's really a matter of imagination more than anything else.
If you take retail, they have always had a historic problem of getting the right amount of talent, in the right place, at the right time, as seasonal as they are. They may have two weeks of hyper growth and they may have a great season or a bad season, but if they're slow, they can't hire enough talent.
So retail has re-imagined hiring. Of course it doesn't fit all, but in some large global multinational chains, they found that the actual people that shop in their locations is the same demographic of people that work in their locations.
So they said if we can build a smartphone app that would allow you to apply while you are in the store, and the manager in the store at that time can see your resume or your LinkedIn profile, we can put you together and collapse this formal hiring process of weeks into potentially hours. This is just a complete re-imagination of recruiting. They collapsed all of their hiring from weeks to days.
We're seeing this across all areas of the business, the ability to transform and visualize data. Where did I get that last recruit from that was so exceptional, and what is the profile of that individual? Talent doesn't necessarily look like we think it looks from the past. Talent comes in every gender, every diversity, and from every corner of the globe. So what patterns do we have in our workforce that we want to replicate? The impact isn't just productivity, as we described. It's the engagement and contribution.
Creating a connection
Then, if you think about some of the other areas, you just follow this example. If I'm joining a company as a new sales rep, that application should be smart enough to look within my company for people who have worked with me before, create a connection over social and say, do you want to go for coffee, congratulations.
Maybe it goes out and sources over the Ariba Network for all of my laptop, my mobile, everything that I need. And if it's really smart, it takes all of my contacts and pushes it into my customer cloud, because I will have been selling to the same people over and over. That's an example of a process that will run across four legs of the application stack. We've never been at a more exciting time -- ever.
Gardner: When you were speaking, you reminded me of the mantra several years ago in customer relationship management (CRM) of know your customer well, know them end-to-end. It now sounds as if we need to apply that to the employee.
The informed companies of the future will know their workforces better than anyone.
Price: Absolutely. If you don't, and you don't really have the engagement level, you'll probably have a talent shortage, because you're not measured hierarchically any more. You're not measured on the old traditional way. It's about what you get in your personal brand. The informed companies of the future will know their workforces better than anyone and know how to replicate and scale them up or down at will and on-board them instantaneously.
Gardner: Perhaps the corporation of the future isn't a single brand, but an amalgamation of many thousands of brands for all the people contributing to their common goals?
Price: Absolutely.
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Wu-Tang Clan
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subset: commoncrawl


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- I'm Betty fucking Crocker! \m/ #zombies #zombiecookies http://t.co/EkGjFvlOzo about 16 hours ago
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- @DemonOwenGarth No, I'm still pretty deep in the Minecraft k-hole. I have a copy of The Evil Within, though. Have you played it? 10:29:37 AM November 27, 2014 in reply to DemonOwenGarth
- Instead of boycotting Black Friday, why not take advantage of savings on some rad independent art? Check out @jasonedmiston and @ChadSavage 10:23:18 AM November 27, 2014
- @6ftplus So why pick a sale? Why not boxing day? Or boycott Christmas gifts? 10:04:38 AM November 27, 2014 in reply to 6ftplus
Recent Posts
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- Rue Morgue Magazine The printed authority on horror and culture.
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- Speakeasy Tattoo My sleeve was done by the talented Lizzie Renaud at Speakeasy Tattoo
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- The Mortuary Forums Community forums on all things horror
- TheoFantastique John Morehead's fascinating blog about theological inquiry to horror, fantasy and all things fantastical!


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Box Breaks»
Box (or is it a Pack) Break: 2010 Topps WWE Retail Jumbo Pack Box (0)
I don't know if you'd call it a box or a pack, but here's a small break from the new 2010 Topps WWE (if you're not into a video break, there's a text version below, along with lots of pictures). My apologies for the poor quality. For those who didn't make it through the video […]
Fun Stuff»
Stalin's Floating Head (0)
The floating head has long been a part of the hobby for a long time. It conveys a sense of cheesy fun amongst athletes, often drawing attention to vintage hair cuts and other dated grooming strategies. Imagine my excitement upon landing this today: Yup, Josef Stalin's floating head. The card hails from a 1934 tobacco […]
Ghost Whisperer: Seasons One and Two Autographs Gallery (Inkworks, Unreleased) (0)
Prior to going out of business, Inkworks was scheduled to bring Ghost Whisperer to cardboard. When the manufacturer went under, Breygent quickly picked up the license. However a handful of Inkworks autographs, including Jennifer Love Hewitt, have surfaced.
Eureka: Seasons 1 & 2 Preview (Rittenhouse Archives, 2011) (0)
Eureka: Seasons 1 & 2 is scheduled for a September release from Rittenhouse Archives. Each six-card premium pack includes two autographs and one relic card.
Pack Breaks»
Random Pack Break: 2011 Topps Series One Baseball Rack Pack (0)
Apparently the sled dogs finally brought a little 2011 Topps Series One Baseball north of the border in single pack form. My local card shop was useless in my quest, telling me for three straight weeks that they'd be in by the end of the week. I gave up completely when I spotted the new […]


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Lloyds Banking Group Plc. sold a chain of unprofitable Halifax real estate agencies to LSL Property Services Plc. for $1.60. Lloyds also said it might cut as many as 460 jobs. The sale "follows a strategic review undertaken by the group which concluded that an estate agency operation is no longer integral to its business model," Lloyds said.
View Full Article in:Bloomberg
Published in Brief:


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Getting results with social media is as easy as 1-2-3…
1. Improved Retention
2. Amplified Digital Word of Mouth
3. New Patient Acquisition
The local search environment is granular, your practice needs:
1. Consistent Business Profile Info
2. Controlled Local Digital Footprint
3. Widespread Connectivity
"Regarding pace of change, we believe more users will likely connect to the Internet via mobile devices than desktop PCs within 5 years."
– Morgan Stanley
We're Getting 3-4 Calls a Week
Digital Dental Marketing ROI
Google My Business Updates Their App Yesterday Google announced their newly updated Google My Business App. According to their blog post… Running a successful small business is about finding and connecting with the right customers. Business owners are...Learn More
Apple Launches "Maps Connect" Self-Service Local Listings Portal Apple "Maps Connect" is a new self-service tool designed to get your local business data directly into Apple Maps. For most dentists your practice info will most likely already be...Learn More
Dentist to Dentist Referrals in the Digital Age Gone are the days of a patient leaving your dental office with a paper referral only to never show up at the referred dentist's office. That outdated methodology represents a huge waste of time and resources...Learn More
Take a look at our proven dental practice social, local, & mobile solutions.


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Episode 2, Season 2
Riley dates a guy Ben thinks is married. Bonnie tries to help Danny delete a voicemail message he...
Episode 13, Season 3
When Joe and Ryder sell Mel's old belongings, they inadvertently sell a very personal item of hers...
Episode 16, Season 5
A routine estate sale lands Melinda in the center of dark forces battling for the soul of a little...
Episode 17, Season 5
When comic book artist Damon Weaver begins drawing his own run-ins with ghosts before they happen...
Check out what's coming soon to ABC Spark, including all new episodes of your favourite shows including The Fosters, Switched at Birth, Chasing Life, Young & Hungry, and Mystery Girls!
13 Nights of Halloween Schedule
Melissa & Joey Halloween Episode Coming Soon
Baby Daddy Halloween Episode Coming Soon
Switched at Birth Renewed For a Fourth Season
10 Photos
Ben and Riley try to transition from friendship to being a couple, which results in a hugely embarrassing moment for Riley...
11 Photos
Joe rushes home to tell Mel that he has feelings for her after their romantic night together in New Jersey.
The family faces the realization that Callie has run away. Mariana and Jesus spend as much time as possible with Lexi...
8 Photos
Check out these behind the scenes photos on the set of the ABC Spark original digital special Rise!


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Based on 1 review
Help make it easier for other Avvo users to choose the right lawyer by sharing your experience with this attorney. It's fast, simple, and safe.
Lawyers: Use the Peer Endorsements section to provide input about other attorneys.
This attorney is a hard-working professional who respects his clients and listens to them because he truly cares. Attorney O'Malley has been a smart choice for me because he is proficient in law, has a successful career with 30 + yrs.of experience and is well thought of within the legal community.


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You could invest in a commercial digital signage solution such as the OneLAN NetTopBox which one or two of us here use it (indie springs to mind). It is quite expensive but will offer everything you're after + more.
You could also do it in one box just by adding a freeview tuner to the PC that runs the presentations; and use something like Windows' Scheduled Tasks to change over apps.


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Search results for term:prefixes = is a word part that is added to the beginning or a word. it changes the meaning of the base word. examples dis not disappear, re again rebuild, un not untie1,144 Definitions Found Sort by Relevant or Most Recent
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Mumbai, Feb 17: Gold prices advanced at the bullion market here today on good stockist as well as investment buying amid better jewellery off-take on the back of higher global cues. Silver also gained on speculative demand following firm industrial off-take.
Standard gold of 99.5 per cent rose by Rs 55 to close at Rs 27,930 per 10 grams from Wednesday's closing level of Rs 27,875. Pure gold of 99.9 per cent purity also went up by Rs 60 to finish at Rs 28,060 per 10 grams as compared to Rs 28,000 previously.
Silver ready (.999 fineness) climbed by Rs 85 per kg to conclude at Rs 56,185 from Rs 56,100 previously.
In New York, gold edged up on bargain hunting amidst higher US macroeconomic data which eased the metals safe-haven appeal. Gold for April delivery moved up 30 cents to USD 1,728.40 an ounce on the Comex division of the NYMEX later yesterday. While silver for March contract lost 4 cents to USD 33.37 an ounce.


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Scenes from the well-loved musical, now playing at the Minskoff Theatre.March 18, 2010
As the shaman Rafiki, Tshidi Manye kicks off The Lion King with the signature song "Circle of Life." Hear how the South African actress prepares before each show and how the role is a connection to her culture.November 12, 2012
It was a special night at The Phantom of the Opera when Andrew Lloyd Webber and more were on hand to see Norm Lewis become the first African-American actor to play the title role on Broadway.May 14, 2014
Melody Yang, one of the stars of off-Broadway's Gazillion Bubble Show, explains how the show transports audiences and the fun ways kids interact with the bubbles.August 13, 2013
The Tony-winning musical The Lion King celebrated 15 years on Broadway with a triumphant performance and lavish celebration. Hear from the award-winning creators and current cast about why The Lion King is unlike any other show on Broadway.November 19, 2012
Broadway.com watch Courtney Reed turn into a Disney princess for her role in the hit Broadway adaptation of Aladdin.August 11, 2014
Josh Kaufman has won The Voice and now he'll be winning the hearts and minds of Pippin fans in his Broadway debut. Take a listen to some songs from the show and hear how rehearsals are going in this Broadway.com exclusive.October 27, 2014
Tony Danza, Rob McClure, Brynn O'Malley and the whole Honeymoon in Vegas team welcomed the press for a sneak peek at rehearsals of the new musical comedy.October 28, 2014
"Dancing Queen" from the smash hit Broadway musical "Mamma Mia!"January 25, 2010
If/Then leading man James Snyder talks about his popular Broadway.com video blog, his comeback career and his dreams of passing on his Star Wars obsession to his son.October 24, 2014
In the final Lion King character study video, South African actor Andile Gumbi brings us behind the scenes as he transforms into the "energetic" Simba. Find out what similarities Prince Simba has to an African warrior.November 13, 2012


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@MISC{Arya93approximatenearest, author = {Sunil Arya and David M. Mount}, title = {Approximate Nearest Neighbor Queries in Fixed Dimensions}, year = {1993}}
Given a set of n points in d-dimensional Euclidean space, S ae E d , and a query point q 2 E d , we wish to determine the nearest neighbor of q, that is, the point of S whose Euclidean distance to q is minimum. The goal is to preprocess the point set S, such that queries can be answered as efficiently as possible. We assume that the dimension d is a constant independent of n. Although reasonably good solutions to this problem exist when d is small, as d increases the performance of these algorithms degrades rapidly. We present a randomized algorithm for approximate nearest neighbor searching. Given any set of n points S ae E d , and a constant ffl ? 0, we produce a data structure, such that given any query point, a point of S will be reported whose distance from the query point is at most a factor of (1 + ffl) from that of the true nearest neighbor. Our algorithm runs in O(log 3 n) expected time and requires O(n log n) space. The data structure can be built in O(n 2 ) expe...
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|Spring Football Capsules
|Written by Admin
|Thursday, 05 March 2009 17:25
Connecticut (8-5)
Practice Starts: March 17.
Spring Game: April 18.
All eyes on: UConn is revamping an offense that relied heavily on the nation's leading rusher, Donald Brown, in 2008. With Brown off to the NFL, the battle at tailback will likely come down to senior Andre Dixon, who ran for 828 yards two years ago, and sophomore Jordan Todman, who ran for 296 as a freshman. Junior Zach Frazier, a transfer from Notre Dame, and sophomore Cody Endres will compete to start at quarterback under new offensive coordinator Joe Moorhead, who has promised to open up an offense that threw for only 1,816 yards last season.
Cincinnati (11-3)
Practice starts: March 31.
Spring game: April 25.
eturns for his senior year, providing stability on offense.
Louisville (5-7)
Practice starts: March 8.
Spring game: April 17.
All eyes on: Coach Steve Kragthorpe. Louisville is 11-13 in the two years since Kragthorpe took over for Bobby Petrino. He received a major vote of confidence from athletic director Tom Jurich after the season, and Kragthorpe has revamped his staff for the second straight year. On the field the Cardinals have major holes to fill at quarterback and along the offensive and defensive lines. The quarterback job is wide open after the departure of Hunter Cantwell and the transfer of Matt Simms, with junior college transfer Adam Froman and junior Tyler Wolfe the leading candidates.
Rutgers (8-5)
Practice starts: March 10.
Spring game: April 18.
All eyes on: The Scarlet Knights have to replace QB Mike Teel. Domenic Natale, DC Jefferson and Steve Shimko will compete for the job in the spring, but the one to watch out for is freshman Tom Savage, who was considered one of the best quarterback recruits in the country.
Pittsburgh (9-4)
Practice starts: March 19.
Spring game: April 11.
eason stats eclipsed those of Tony Dorsett, and there's no heir apparent in place. Stull faltered down the stretch even as Pitt went 4-1 before its miserably played 3-0 loss to Oregon State in the Sun Bowl. It should be noted that Cal's offense slipped statistically during Cignetti's only season running the unit.
South Florida (8-5)
Practice starts: March 10.
Spring game: April 11.
All eyes on: Coach Jim Leavitt lost three assistants from last season, including offensive coordinator Greg Gregory and defensive coordinator Wally Burnham, who left for South Alabama and Iowa State. Receivers coach Mike Canales was promoted to offensive coordinator and former Cincinnati assistant Joe Tresey is the new defensive coordinator. How that impacts QB Matt Grothe, who figures to break Pat White's Big East's career total offense record in USF's season opener, and DE George Selvie, an All-American as a sophomore but slowed by injuries in 2008, remains to be seen.
Syracuse (3-9)
Practice starts: March 23.
Spring game: April 18.
All eyes on: First-year coach Doug Marrone. He inherits a program that has not had a winning season since 2001. The Orange went 10-47 in four seasons under Greg Robinson. Marrone, a former Syracuse player, signed one quarterback, Charley Loeb, and has five players vying to be the starter. Standout defensive tackle Arthur Jones sustained a torn left pectoral muscle while lifting weights in February and was scheduled to have surgery in early March.
West Virginia (9-4)
Practice starts: March 24.
Spring game: April 18.
All eyes on: The post-Pat White era begins. The quarterback job will be Jarrett Brown's to lose. White's younger brother, redshirt freshman Coley, will get work this spring as Brown's backup. Freshman WR Logan Heastie, who graduated from high school in Virginia in December, could get extensive practice time with leading receiver Jock Sanders suspended indefinitely after a drunken driving arrest and converted QB Bradley Starks recuperating from shoulder surgery.


text: Shawn Michaels, Townsquare Media [ Info, Fun For Seniors By Shawn Michaels July 23, 2014 Get details on a great day for seniors! Read More|Comment Category: Articles, Audio, Community, Health, Hometown Happenings, Lifestyle, Ocean County Breakfast Show, Parenting Tags: meridian generic Send to a friend! Share on Facebook Share on Twitter Pin it! Reddit This! Share on Tumblr!


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I am looking for any information on Jno. A. Glenn. He was born Sep. 20 1868 and died April 27 1916 possibly in MO. He married Harriett Lillian Sumner December 23, 1907 in Sevier County, Arkansas. His middle name was Alexander. I know very little about him and any information would be appreciated. My e-mail address is firstname.lastname@example.com. Thanks
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It's a man-eat-man world out there (literally)—who will be the last one standing? Here, from worst to best, a breakdown of... more >
Spring 2007
Marc by Marc Jacobs
September 12, 2006
Location: New York
Designer: Marc Jacobs
Owned By: LVMH
Founded: 2001, New York
History: After gaining fame (and, on occasion, infamy) as a women's designer, Marc Jacobs unveiled his first men's collection in 1994. Three years later, he was named creative director of Louis Vuitton, and in 2001 he launched Marc by Marc Jacobs, a more irreverent diffusion line that caters to a slightly younger customer by mashing up military, collegiate, and Pop art influences.
The Look: Pantone-enhanced prep
- Your Daily Eye Queue: Karl Lagerfeld Directs Pharrell, 10 Ways to Be a Standout Gentleman, and More...
- Dress Like a Boss With Patriot's Owner Robert Kraft's Limited-Edition Nikes
- Fall's Best Coats Under $400: The Not-Navy Peacoat
- What to Wear Today: 11.24.14
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Food + Travel
- David Chang's Kitchen: Don't Get All "Fresh" with Me
- David Chang's Kitchen: Your Idea of Bologna is Total Baloney
- Chart: The Family Tree of Bourbon Whiskey
- Recipe: Semi-Summer Salad - Chef Jeff Taibe of Oak + Almond
- The Great Franco-Italian Pasta Experiment
- How to Pick from an Overpriced Restaurant Wine List


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Welcome to the Bethany Presbyterian Church website. We are very excited that you have joined us. We strive to worship, serve, and enjoy Jesus Christ together as a family of faith.
Meet Pastor Blackie
Rev. Blackie was born in 1957 in Los Angeles, CA. By 1960 his family had moved to Plum Borough, PA (about 22 miles North East of Pittsburgh) where he lived until he went to college.
If you need to contact Pastor Blackie he can be reached by phone at 570-253-6316 or by e-mail at email@example.com.
Bethany Presbyterian Church is now going to make available a written copy of Rev. Blackie's sermons on our website. To read Rev. Blackie's sermon from Sunday, November 23, click on The Duty of Thankfulness. If you would like to read some Rev. Blackie's other sermons click on
Bethany Presbyerian Church is proud to announce that we are having our annual living nativity "Journey Through Bethlehem" again this year. The event will be held on Saturday, December 6th and Sunday, December 7th. For additional details click on
A copy of the November December newsletter is now available online. To read a copy of the newsletter or past newsletters click on
We have a WEEKLY BIBLE STUDY twice a week which is open to everyone. For information click on There will be no Bible Study for Tuesday, November 25th and Wednesday, November 26th due to the Thanksgiving Holiday.
We have an ADULT SUNDAY SCHOOL class that meets once a month. For more information click on Adult Sunday School Class has been postponed until January 11, 2015 due to the holiday season.
We also have a SUNDAY SCHOOL program that is held every Sunday. For more information, click on
See what events are going on>>>>
November 26, 2014
About Bethany Presbyterian
Come to the About Us section to meet Rev. Bill Blackie, learn about our church's history, and find out what we're all about!
Join Us!
If you're curious about what a warm and welcoming community of believers is like, then you should come to the Join Us section to find out how you can get involved.
About the Presbyterian Church
Find out more about the Presbyterian Church (U.S.A.) on our About Presbyterians page.
Members Login


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In this mini-workshop, Kenn Burrows will explore the four stages of the creative process, the neurobiological basis for resistance to novelty, and selected mind-body practices that support mindful engagement and integrative (vs. polarized) thinking--as the foundation for meaningful, innovative living. We will explore the creative nature of "mindful" living within seven pro-creative practices and selected experiential exercises.
• valuing paradox and complementarity
• relaxation, meditation and contemplative practices
- Four Aspects of Relaxation
- Focusing: self-listening
• embodiment/somatic practices to align with body-based intelligence
- Attitude Breathing: heart-centered practice
• engaging crisis/loss as a rite of passage
• strength-based learning and human virtues
- Opening to the "Good"
• using art/artistic expression for truth, beauty and healing
• relationship, community and co-creation
- Co-Creative Play
Kenn Burrows taught Creativity in Art and Science, for seven years at the Academy of Art, San Francisco, developing his passion for ritualizing the creative process. He later used this knowledge as a business consultant in "Creative Problem-Solving" and "Stress Management" training for over a decade. He continues this work at SF State where he currently teaches Holistic Health Studies and directs the Holistic Health Learning Center--a unique interdisciplinary library and community action center integrating personal, social, and environmental aspects of health.
Próximas Clases
- Gentle Mind and Body Yoga
- Domingo 23 de Noviembre de 2014Visitacion Valley, Visitacion Valley: Sala de Reuniones
- Healthier Living Workshop
- Domingo 23 de Noviembre de 2014Western Addition, Western Addition: Sala de Reuniones
- Brain Fitness
- Lunes 24 de Noviembre de 2014Biblioteca Central, Sala Latino/Hispana A & B
Exposiciones Actuales
- Heal! Veterans & Their Service Dogs
- Hasta Jueves 8 de Enero de 2015Biblioteca Central, Centro de Negocios/Ciencia & Tecnología


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Hotel Beaumont
No availability found through our partners. Please contact the business directly or check some of our recommended alternatives.
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TravelPod Member ReviewsHotel Beaumont Maastricht
Beautiful old facade, ultra modern interior. Most comfortable beds ever.
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Travel Blogs from Maastricht
On to belgium!
Left for belgium this morning. Just entered the french speaking country and I read about some caves in liege, belgium that I will try to find. And then onto brussels.. an intereting thing in europe is all the public bathrooms cost money to use... here are some pictures of the roads. The sign that looks like a ghost busters sign means theres no speed ...
... evening. We ended up being stranded in a town in the middle of Nowhere, Germany and ended up staying the night in an odd little inn. We got up early the next morning to catch a 6:30am train and were back on our way. After a full 24 hours of traveling, we finally reached our hostel and were able to check in to our rooms at long last. It was a total fluke of a stop and although we never intended to, we added a pin in our map somewhere in northern Germany.
A celebration of Aussie driving talent in Spa!
We actually set an ALARM this morning for the first time in a long time. Yesterday we'd sighted a good place to watch the F1 race from and decided we'd get to the track early for prime position.
6:45 and Andy is up... In line with all the other men in line for a shower. I slowly rise, pack a bag for the day, down to the bathrooms to get ready and we're on our way up to the campsite shuttle bus. Around 7:40 we head to the circuit, dropped about 1.5km to ...
Start your engines!!
... had a long chat with him. Post race, met several Aussies (From Brisbane, Melbourne and Adelaide) and celebrated for a while before joining the traffic chaos. Took more than three times as long as it should have to get back to Malmedy. Needed the police escort the Red Bull convoy got! Back about 7.30pm. Overall, great day, fantastic result and memories that will last a ...
A final German brewery on the way to the GP
... we sat out front with them chatting and having a few drinks - sheltering under a tree when a few drops of rain threatened.
Cooking dinner as we chatted, steaks and some herb potato chips fried in the pan, it was nice to be social. I know Andy enjoyed the company of some guys after 7 weeks of only his wife!
As the night got colder we retreated to out tent for a good night sleep before the excitement of F1 ...


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Norwegian research praises Oslo's maritime prowess
- Wednesday 09 May 2012, 17:07
- Finance
LONDON retains its place as the world's third most important shipping centre, according to yet more research from another set of economists.Norway's Menon Business Economics was asked to rate 12 cities noted for their maritime expertise according to four categories: shipowners and shipping...
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text:
Look back in hunger: Britain's silent, scandalous epidemic
Evidence is mounting that thousands of children in the UK are not getting enough food to eat – and that, as financial hardship spreads, their numbers are increasing rapidly
Charlie Cooper
Charlie Cooper is Health Reporter for the Independent
Friday 06 April 2012
Chris is 10. He and his brother are so malnourished that their skins are pale and they have rings under their eyes. Their older brothers have such an unhealthy diet that they have lost their adult teeth. They live in the sixth-richest city in the world – London. The boys are just four among thousands of Britain's hungry children – victims of a "silent epidemic" of malnutrition in the capital and beyond.
Kids Company, which supports 17,000 children in London, has reported a dramatic increase in the number of children coming to its walk-in centres not in search of shelter or safety, but food. The situation is mirrored around the country. In Barnsley, child-support charities are working with parents who struggle to keep cupboards stocked with such staples as milk, bread and pasta. In Bristol, a youth project has gone from offering a place for teenagers to go for advice and support, to a place they go for a basic meal.
FareShare, a charity that redistributes surplus supermarket food, says soup kitchens, hostels and community groups are struggling to meet demand from parents and young people "desperate" for handouts. Since October, 42 per cent of the groups it works with have faced rising demand for food.
Kids Company, founded in 1996 to provide practical, emotional and educational support to London's most vulnerable children, has seen young people reduced to shoplifting, stealing from bins and eating raw meat. Every week, 70 new children visit the charity looking for support and a meal, compared with 30 a week last year.
Many hungry children are from immigrant families whose parents are not eligible to work or claim benefits. But working parents and those on state handouts are also struggling as the cost of living soars and the job market remains stagnant. "We are seeing effectively responsible parents who are just not managing to have food in the house," said Kids Company's founder, Camila Batmanghelidjh. "Children don't have a public voice so they can't tell us."
The problem is perhaps most visible in schools. Kids Company cites five inner London schools where staff say between 70 and 80 per cent of pupils are affected by food insecurity – not always having food at home, nor knowing where the next meal is coming from.
But it is not just in the capital. A poll conducted in February by Netmums, the largest web forum for parents, found that one in five mothers was regularly missing a meal so her children could eat.
Meanwhile, evidence from Trussell Trust, which supports food banks that give meals to 120,000 people nationwide, also suggests that the problem is growing. Its executive chairman, Chris Mould, said there had been a "huge increase" in demand in recent months – and among the hungry were 36,000 children. Even though the service is expanding, the charity is discovering more and more people in food poverty, who increasingly rely on the charity sector. "What we have seen suggests there are thousands of people in this country going hungry – making hard choices between, fuel, warmth, transport and food," he said. "The pressure falls hardest on mothers and children."
For those on the front line, the problem is clear. "It's all down to money," said Charlotte Williams, who runs Station House, a community group providing childcare services in Thurnscoe, near Barnsley. "We are in a perfect storm. Working parents are having their hours cut and many are losing their jobs. Even where incomes are steady, the cost of living – gas, water, clothes – has gone up to the point that people are having to squeeze their food budget to afford other basics. Next week it will get even worse when working tax credits are cut.
"This week we gave out fresh fruit, and parents said this was great – that they hadn't had it for some time.
"Barnsley is a proud place, parents don't want to admit they can't afford food, but when you see their reaction when we have something we can give away, you can tell immediately what the situation is at home. It's the first thing children ask about when they come in the door – do you have any food?"
The School Food Trust, which advises the Government about children's nutrition, said that for "far too many children" a free school lunch was their only proper meal of the day. "Teachers often report children coming to school too hungry to learn, and fears about whether they will eat at all when they get home from school in the evening," a spokeswoman said.
At the same time as demand at front-line food charities is rising, funding for them is running out. In a survey last year, FareShare found that one in three of its client charities had fallen prey to Government funding cuts; two-thirds were cutting food budgets to stay afloat.
The problem of child food poverty is the worst it has been, even in the experience of seasoned youth workers such as Ms Batmanghelidjh.
"A lot of agencies who could help are short of funding and they are having to gatekeep more or refer more," she said. "I have been at street level 21 years, and lack of food in the last year-and-a-half has become a much more widespread problem than we have seen before. I know of a collective of parents who are shoplifting just to feed their kids."
This week, Kids Company is launching its "Plate Pledge" to help tackle food insecurity, hunger and malnutrition among children. To support the appeal, visit www.kidscoplatepledge.org
Additional reporting by Aaron Lee, Olivia Lee and Raziye Akkoc
Case studies: Starving children
Kids Company has shared the stories of some of London's hungry. Names have been changed and because young children find it hard to articulate their experience, two young adults were asked to recall what it is like to be young, scared and starving.
Chris, 10: "The only food the children were given was cheap, fried, processed food"
Chris and his brother showed signs of extreme malnourishment with pale skin and dark rings under their eyes. His two elder brothers had lost their four adult front teeth and his two-year-old brother was losing his baby teeth prematurely.
His alcoholic father left his mother two years ago. When case workers first visited Chris's home, the only food the children were given was cheap, fried, processed food. The children have very low confidence and were bullied at school.
Chris's key worker now picks him up from school every day and eats a healthy supper with him in one of Kids Company's centres. Now, he loses his temper less.
Amy, 20: "I was so hungry I would even chip bits of brick off the wall and eat those"
"When I was little I was very thin and was very embarrassed about it. I had developed a tummy ache which attached itself to eating and stress, which I believe was something I inherited from my mother's stress around not having enough food.
"I would wake up starving in the night but there would be no more food. When I went to people's houses their parents would make as much food as possible for me and more for me to take home.
"At my best friend's house I would fill up on dog biscuits in between meals. I would wait at my garden fence and ask passers-by for sweets or food. I would even chip bits of brick off the wall and eat those. When I lived on my own and on the streets I would spend days walking around London, hoping to be able to find or steal some food. I would look in every bin and on every bit of the floor."
Joe, 20: "I could hardly eat – my stomach was so shrunken, my ribs were sticking out"
"I was nine when I was first arrested for stealing from a supermarket. I was trying to get baby formula for my sister. When I first came to Kids Company, I could hardly eat anything – my stomach was so shrunken, my ribs were sticking out.
"It took about eight months for me to eat what I should be eating. But I got to have a full meal every day. Coming here made me so happy because I was a lot less stressed. I had stability for the first time. I was able to learn better. I was able to do a lot of things better because I wasn't tired all the time."
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1993 Toyota Supra : 7.770 @ 184.000
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1994 Toyota Supra NA-T: 7.778 @ 176.380
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1997 Toyota Supra Turbo: 9.194 @ 154.630
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©2014 DragTimes - Disclaimer


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Programming Principles and Tools
The Programming Principles and Tools group devises formal techniques and models for understanding programs, programming abstractions and languages, and develops related implementation technology.
Programming Principles and Tools is part of Microsoft Research Cambridge. Our work can be grouped into four themes:
|Programming principles
We develop new ways to write, structure and reason about programs running in various environments. This includes advanced type and module systems, logics, and semantic models.
We contribute to the Haskell and F# programming languages. We have a strong interest in the Coq theorem prover. We build world-class verification tools as well as tools for modelling various biological systems.
|Constructive security
We work on various security and privacy issues surrounding programming, applications and systems. [more]
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- The Programming Principles and Tools group is always looking for Interns and Post-docs. We are also interested to hear from outstanding researchers and especially recent PhDs. For further information please contact Andy Gordon or any member of the team.
Contact Us
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