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Fiesta Online
Fiesta Online Overview
Fiesta Online is another interesting MMORPG published by Outspark. The game has five starting classes, each one of which has two job advancements; one at level 20 and the other at level 60. The game's most notable aspects are its attractive cel-shaded graphics and its solid item crafting system. The game isn't nearly as in-depth as some of the newer free MMORPGs, but Fiesta is still an all-around fun game well worth checking out. The game's five playable classes are:
Fighter- Fighters are the generic 'warrior' archetype in Fiesta. They are extremely capable in melee combat and have the most hit points and armor in the game. They are proficient with both one-handed and two-handed weapons.
Mage – Mages are the traditional offensive spell casting class in Fiesta. They can do a great deal of damage from a distance with their magic, but are extremely vulnerable in melee range. They have low hit points and minimal defensive capabilities.
Cleric - Clerics are experts at supporting party members in combat. They have a variety of healing and buff skills which make them incredibly valuable to a party. They are the weakest class in the game but when they with a group they're extremely useful.
Archer – Archers are deadly with the bow. They are fast and agile which allows them to deal damage rather quickly from a distance, but are vulnerable in melee combat.
Trickster – A dual-wielding class that is capable of dealing large amounts of damage in short bursts. They are melee oriented and have decent HP.
Fiesta Online Screenshots
Fiesta Online Featured Video
Fiesta Online Review
By Jaime Skelton
Launched in 2007 in the United States by Outspark, Fiesta is a classic and well-known free-to-play anime-style MMORPG. Similar in ways to Fly For Fun, Asda Story, Dream of Mirror Online, and Mabinogi, Fiesta's cel-shaded graphics and simple gameplay introduced many players to free-to-play MMOs. After a few years in the MMO market, Fiesta Online is still going strong, and there's a few good reasons why.
Choosing your Path
Like any game, getting started in Fiesta Online requires going through character creation process. At the start of the game, you may choose only one of four classic classes – fighter, cleric, mage, or archer – and your gender. Character customization is extremely limited, offering only the chance to change your face, hair style, and hair color, each with only about three options each. For those concerned about the lack of classes, be reassured – each class becomes stronger with advanced classes at level 20, 60, and 100, the last of which offers a choice between two final specializations. Customization also comes in the ability to choose what extra stats are assigned each level in the "free stat" system.
A Helping Bird
Fiesta's tutorial system is very limited and hands-on. For new players, a helpful NPC will offer a simple tip on picking up the first quests before sending them on their way. Tutorial tips come along instead with a bird-head alert in the upper right of the screen, offering explanations of each crucial game element, from combat and leveling to upgrading items and the mentor system. The alert also serves a dual purpose to let you know when new quests are available, and from whom. While the bird serves as a helper for those new to MMORPGs, many experienced players may find it aggravating, especially as it appears for each new character.
The Classic Grind …
Like many MMORPGs, Fiesta features a quest system to help players level as well as earn useful rewards. However, leveling takes the style of older MMOs, in which grinding is more crucial to gaining experience than questing. In fact, new players will discover this element before level 5; quests are given at a level before they can be reasonably completed by a new player with no assistance. For this reason, many players choose to grind out their early levels and skip quests entirely, as early level rewards are purchasable from vendors.
… and the Value of Friendship
The other option in starting off to the right foot, of course, is to have the help of friends, or at least, the kindness of passing strangers. A mentor-apprentice system exists for high level players to help out lowbies with bonuses for both, which can be one of the most efficient ways for a low level player to earn their experience. High level players may also choose to pass through and offer buffs or free potions and buff scrolls to low level players. Either of these ways can offer a powerful boost to players to make them strong enough to handle higher level mobs without being weak and risking death, or long rests after each enemy's death. The final point to be made of this is that Fiesta is a game geared primarily for group efforts; solo players will struggle often without outside help or long grinds.
Battling for Glory & Profit
Like many classic MMOs, Fiesta utilizes a skill-on-use system, in which players may both auto-attack enemies and input skills used on an action bar, as they choose and are available. Special HP and SP stones are available to use to restore health and spell points, respectively. In between fights, players can also use "Home" to rest in their mini-house (a mushroom on default), and regenerate their stats.
To earn money – used for buying gear and other useful items – players must sell what they find on the enemies they kill. While some "junk" is dropped, most of the items found are useful for the game's crafting system, called Alchemy. Players can learn professions in this system as soon as they are created, and may choose two total professions from five – allowing them to produce enhancement stones, potions, scrolls, or change items into a higher or lower quality.
Kingdom Quests & PvP
There's more to do than grind, quest, and craft in Fiesta, of course. For players who prefer PvE, Kingdom Quests become available every two hours. Designed for players anywhere from level 5 up and separated into level spans, they can be joined individually or with a party. Each quest has its own victory conditions that can be achieved by the players inside within a set time limit. Each player inside will earn a present box if they are successful, and may earn anything from materials, scrolls, and potions to enhanced and rare equipment.
For PvP fans, once reaching level 20, several different zones become available for player versus player battling. Each city has its own battle zone, and several battlefields also become available. Guild wars are also available for those who are socially inclined to join a guild and participate in group PvP. The player versus player experience is only designed for showing off skill, and sometimes earning items and other perks like titles; experience is not rewarded.
Final Verdict: Good
Fiesta is easy to get into, with plenty for players to do in both PvE and PvP. It makes a particularly good introduction to free-to-play MMORPGs, with an active and helpful player base and plenty of regular maintenance from its publisher. What holds Fiesta back mostly is its grinding nature: any player who hates grinding is going to find Fiesta boring or frustrating. If you don't mind a balance between grinding and quests, and enjoy a game that rewards cooperative gameplay, Fiesta has a lot to offer.
Fiesta Online Videos
Fiesta Online Character Creation
Fiesta Online High Level Video
Fiesta Online Official Trailer
Fiesta Online Boss Battle
Fiesta Online Gameplay Footage
Fiesta Online Links
Fiesta Online System Requirements
Minimum Requirements:
OS: Windows XP / Vista / 2000
CPU: 1.6 GHz Pentium 4 or equivalent AMD processor
RAM: 512MB Free
HDD: 3.0 GB Free
Graphics Card: Nvidia GeForce MX or equivalent
Recommended Specifications:
OS: Windows XP / Vista / 2000
CPU: 2.0 GHz Pentium 4 or equivalent AMD processor
RAM: 1GB Free
HDD: 3.0 GB Free
Graphics Card: Nvidia GeForce TI or Radeon 9200
Fiesta Online Articles
- Fiesta Online: Pagel's Invasion Update Now Available - Posted on October 24, 2014
An icy cold has descended upon the bustling world of Fiesta Online. Pagel, the god of avarice, has reached Isya, and has brought with him the biggest update of all time. His insidious plan involves controlling the thoughts of its inhabitants and monsters with his dark powers. He needs to be stopped at all costs!
- The Tempest of Greed Approaches in Fiesta Online with Pagel's Invasion - Posted on October 10, 2014
gamigo presents one of the most comprehensive expansions of all time in Fiesta Online: 'Pagel's Invasion'.
- Fiesta: Worldwide tournament with €10,000 in cash prizes coming soon - Posted on May 22, 2014
The time has finally come: The worldwide Fiesta Tournament will kick off in less than a few hours (5 p.m.). Until June 22nd, all current and future fans of the anime classic Fiesta Online now have the chance to prove their abilities and win fantastic prizes.
- Shotgun News 11/13: STO, World of Warplanes, Fiesta, and More! - Posted on November 13, 2013
A blast of MMO news every day. Today featuring Star Trek Online, World of Warplanes, Fiesta, and more.
- Monster Mayhem Spooks Gamigo's Haunted Halloween - Posted on October 28, 2013
Spooky events lined up for Gamigo's Fiesta Online and King of Kings 3.


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Balance Ball for Weight Loss DVD with Suzanne Deason
Use the ball to boost calorie burn
Our Pilates inspired Balance Ball for Weight Loss DVD with Suzanne Deason jumpstarts your fat-burning chemistry and helps to build lean muscle mass. Go beyond weight loss plans focused on external goals, and get to the heart of what's behind weight gain: something that is out of balance within. Use the ball to engage more muscles, boost calorie burn and sculpt abs, glutes, thighs and upper arms. Recommended props: Balance Ball® and yoga/fitness mat. 50 minutes.
Balance Ball for Weight Loss DVD Includes:
- 15-minute custom workout routines that fit any overbooked schedule
- Get-real eating guide that shows you how to combine everyday foods you love to maximize fat-burning chemistry and banish cravings
Click to view the entire Suzanne Deason DVD collection.
Certified Pilates, yoga and workout instructor Suzanne has created more than 20 best-selling weight loss and fitness programs including Gaiam's 7-time award-winning Yoga and Pilates for Weight Loss DVDs.
Product Q&A
Ask your questions. Share your answers.
How Many Calories Are Burned?
I am trying to keep track of my fitness goals, and I would like to know how many calories on average would be burned if all sections of the video are done back to back.
I can't find the food guide
This is a written guide. Please email us at productspecialist.com if this is missing from your DVD packaging.

subset: commoncrawl


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End To Innocence, An
7. Conversations On The Road To Minas Tirith
Boromir smiled. "Faramir's alone," he replied. "When he was a child." They set about removing their mounts' tack as he continued. "We'd been sparring," he said, "and Faramir accidentally blacked my eye. He and our father had one of their," he hesitated, "disagreements about the matter." He paused, and Maggie saw the dark look that clouded his features, but it passed quickly. "You know how children are," he said with a small smile. "Faramir decided to run away. I went to call him for supper, and found his things in disarray, so I ran to the stables and discovered his horse gone. I knew he'd be riding west, towards Rohan - there was a daughter of the Mark he'd become friends with, and he'd turned to her before when he felt ill-used by Denethor and estranged from me." He heaved Hanûn's saddle off and lay it gently on the ground, then went on. "I rode after him, of course," he said, "but he'd been gone for some hours by the time I realized he was missing. I rode for two days, and as I was passing by here, he called my name." Boromir chuckled. "If he hadn't heard my horse and looked out to see who came, or if he'd decided I was as much to blame for his misery as our father, I might have ridden all the way to Edoras only to find him still missing."
Maggie smiled. "So what did your father do when you got back?"
He looked away. "Denethor is a good Steward," he said, "but as a father, I might wish him different." Maggie settled Annin's saddle on the ground beside the other, and went to where Boromir stood, brushed his hair back from his forehead. He hesitated, then looked at her out of the corner of his eye. "He punished Faramir," he said softly, "for causing me to be away so long."
Maggie made a small sound. "Lovely," she said. "That must have made you feel great."
"Oh, indeed," he said with a wry smile. "And to worsen matters, he forbade me from seeing Faramir during his punishment, so my younger brother spent a week confined to his room alone. But I did contrive," he said, raising a finger and grinning, "to slip him notes, as well as dessert every night, and to return to him writing paper and his favorite book, which Denethor had confiscated as part of the punishment."
Maggie laughed. "You're a good brother," she said, kissing his cheek.
"Faramir is a good brother," he said, smiling at her and starting to unfasten her corslet. "I only endeavor to be worthy of him." Between them, they got first her armor, and then his, off, putting it with the saddles. He picked up their cloaks and his own sword then, and took her hand, leading her a little way from the horses and drawing her down to the ground beside him. "Faramir wasn't even angry with me," he said, then continued thoughtfully, "He grew into a fine man. I've often wondered whether he would be a better Steward than either our father or I." He took her foot in his lap then, carefully slipped the knife out of the boot sheath and lay it aside, and began pulling off her boot. "But now of course, it won't matter. The king has returned, and if the office even continues to exist, it will not be in its current form. Neither Faramir nor I will have that worry once Aragorn takes the crown." Removing her sock as well and setting it aside with the boot, he took her other foot and repeated the process. "There," he said, giving her feet a pat, then with an innocent gaze, offered his left foot to her, to de-boot. Laughing, she obliged. When they were both barefooted, he took his cloak and threw it over their feet and legs, the fur soft against her skin, then pulled her into his arms and drew her cloak around them both. "We'll have no fire today," he said. "This isn't so safe as the cave. But it's unseasonably warm, and perhaps we might huddle together against what chill there is."
She chuckled. Gazing up at the cliffs that rose above them, she said, "It does feel a little exposed. Is it safe enough?"
"Aye," he said, "it is. There are few wolves around here, nor would they be interested in human prey. And Orcs don't like to travel rocky paths - as long as there are smooth plains or a wide road to trample, that's where they'll be. The wild men too, if the choice is between that and climbing about these foothills. They loathe the openness of the road and plains, but the paths over the rocks and cliffs here are treacherous; I do not think they risk it much. My brother and I were missed here by a small party of them not long before I left for Rivendell. They won't climb up and happen across our little bower, nor are they likely to see the opening from the ground, nor be inclined to investigate it if they did, unless we did something to alert them to our presence."
"Aw," she said, and grinned. "No noise, then? There go all my plans."
He laughed softly, and pressed a finger to her lips. "Ah, but my lady," he said, slipping his hand down her arm to her wrist in a gentle caress, "it serves my plans well." He stroked the skin of arm, and continued in a thoughtful tone, "I believe I might find it enjoyable to stop your mouth, restrain your struggles, and have my way with you...." She smiled and started to speak, but he pressed his hand over her lips and said, "Shhh... fear not. I shall let no harm come to you," his eyes locked on hers, and her heart surged when he kissed her, as it did each time.
He woke her again when the sun was low in the sky, and after a quick meal of waybread and water, they saddled the horses and led them out into the deepening day. They rode all that night, but this time, rather than stopping shortly after sunrise, he pressed them on further, until they reached the watchtower of Nardol. As they approached, Boromir slowed Hanûn to a walk, and said, "The fires have been lit on all the towers between Firien Wood and Minas Tirith, but no men watch from their walls. This bodes ill...."
"What does it mean?" asked Maggie.
He shook his head. "In all likelihood, it means Gondor despairs of aid, and the men who would have watched the road and kept the fires lit have been called back to help in defense of Minas Tirith and Osgiliath. Come," he said. "We'll stay the day here, and ride again at dusk."
His mood was dark, and she didn't try to pull him out of it with jokes or flirting. Instead, after they ate, she leaned against the wall and pulled him to her, between her knees, his back to her and her arms around him, holding him. She sat quietly, watching the fire that called to Gondor's allies for help, and gently stroked his temples, his eyebrows, humming softly, until she felt some of the unease leave him. After a long time, he captured her hand in his and kissed her fingers. "What is that tune?" he asked.
"I don't remember the words anymore," she said. "It's called 'Over the Hills and Far Away'. My dad used to sing it to me when I was little."
He didn't answer, but held her fingers to his lips for a long time. "I do not know what we will find when we reach my home," he said at last. "My father has been...not himself, and Faramir works too hard to please him. Our people lose faith," he said, "and my father looks to me. And I do not know how to win victory from the shadow that oppresses us."
She heard the grief and uncertainty that thickened his voice, and finally, kissing his hair, she said, "You will make it right, Boromir. You, and the people who stand with you. Faramir, Aragorn," she said, "Gandalf, Gimli, Legolas, the Hobbits. It's as motley a crew as I've ever seen," she said with a smile, "but you will make it right. The Ringbearer will succeed, and so will you. I believe that."
"I do not know how to believe," he said softly, "in the face of all I've seen, all I've done."
"What you've done," she said, "is save Merry and Pippin - and no doubt countless others at Helm's Deep - stand by your king, fight for what you believe in. Fight for your people, for the whole world." She pressed her free hand to his chest, hugging him briefly to her. "Aragorn values you," she said. "He sees you for who and what you are, and he wants you with him."
He shook his head. "I was weak," he said. "I failed Frodo, and my king. Will I fail my people as well?"
"No," she said without hesitation. "And anyway, you didn't fail anyone. Maybe you made a mistake, or maybe it was the power of the Ring, but -"
"To which," he said, looking at her, "Aragorn did not succumb, nor Gandalf."
"And Aragorn's not precisely human, is he?" she said, "not quite like other men? a little bit of Elvish in there? somewhat touched by the gods? And Gandalf is - what, like, a thousand years old? Do you think maybe they had an advantage?"
He closed his eyes. "That is no excuse for the wrong I did."
"All right, fine," she replied, "but that doesn't make everything else you've done meaningless, or mean you're not going to do somewhat more good in the world than you've done not good. And anyway," she went on, "who's to say whether what you did wasn't for the best?"
He opened his eyes again and looked at her as though she were speaking a foreign language.
"I'm serious," she said. "Do you really think that the whole bunch of you could have just strolled into Mordor unnoticed? I'd think Aragorn alone would have set off every alarm in the place just stepping foot into it. But Aragorn never would have let Frodo try alone. You'd have all been captured, the world would have ended, and I'd never have met th - I'd never have met you. Or," she finished, "survived my first week in Middle Earth, I think."
He smiled then, and though it was a small smile, she took it as a good sign. "Well, then I suppose not all I have done has been for ill."
She chuckled. "Far from it."
They rose again in the evening, and before they left, Boromir added fuel to the fire that burned in the watchtower. "It may bring no aid," he said as he mounted Hanûn, "but I dislike the thought of it going out." Then they rode, all that night until well past sunrise before stopping at the watchtower of Amon Dîn. But now Boromir was restless, and she could tell he stopped only because the horses needed rest. He wanted to get home, he wanted to reassure himself that Minas Tirith was still there, still held. She ached to reach out to him, to touch him, do something to ease his tension, but he was strung so tight that she wasn't sure a touch would be welcome. Instead, she sat where she was, leaning against a stone wall, and watched him pace. It was some time before he noticed her watching him, and said, "You need rest, my lady."
"So do you, my lord," she replied.
He stopped then, and turned to her, then strode to where she was and dropped down to his knees in front of her. "Do you know what you say?" he asked her, taking her hands in his and gripping them. "Do you know what it means to have a lord? You, from your strange world? I dare say you've never spoken those words before, nor have I but to my father and Théoden." His eyes were bright, his brow furrowed. "Do you understand them, lady? what they imply?"
The intensity of his gaze alarmed her, but she didn't shrink away. "I - I don't know," she said. "Do I?"
"'Tis not merely a polite address," he said. "Oh, it may be, yes, from one to another, diplomatic or cautious, as mine to Théoden, but that is not - that is not the best of it, nor the worst of it." He cupped her cheek in one hand then, his other still gripping hers, and the look he gave her was so fierce and intimate that for a moment she felt afraid. "Do you know what it will mean," he said, "when I call Isildur's heir, 'my lord'?" His fingers tightened on hers, and he said in a raw voice, "'T'will mean I've surrendered to him - surrendered my city, my country, my people to him." Releasing her he rose suddenly to his feet and turned on his heel, facing the fire that still burned in the watchtower. "'T'will mean I've surrendered myself, my will, to the will of another, to the will of my lord," and the last two words he forced through clenched teeth. "Do not mistake me," he said, his back still to her. "This, I will do. It is - it is commanded of me," he said, "by history, by blood, by my own treacherous heart." He half turned again, as though reluctant to face her. "And yet, I would not do this," he said, his voice barely above a whisper. "He is my king by blood. But the blood of my people, spilled in long years when he wandered far from Gondor, never revealing who he is, calls out to me, and - " his voice broke. "Calls out to me, and begs for a king who does not abandon us." He shook his head, putting his hand to his eyes. "Aye, he'll marry the Elf maiden, and his loyalty will not be to Gondor. 'T'will be divided between her and her kin, who raised him, and his own people who need him. And Gondor will suffer for it."
Maggie didn't know what to say, fear gripping her - not of Boromir, but for him. Finally she stood, meaning to go to him, but as she did he faced her fully and stepped back, raising his hand in caution.
"I speak treason, you know," he said, a wry half-smile on his face. "You should not consort with traitors. You'll come to no good end."
Stepping forward she put her hands on his arms. He started to pull away, but she didn't release him. "You speak your heart," she said. "You've said you'll accept him as your king. What kind of - subject, what kind of man would you be if you ignored your own misgivings?"
"A faithful one," he answered.
She shook her head. "Aragorn doesn't need someone to tell him what he wants to hear, or to mouth empty words of hollow patriotism to him," she said. "He needs someone who'll tell him the truth. And the truth is, he did leave Gondor to fend for herself, he did leave your father to be Steward, and you to spend your life training to be Steward after him. It's no wonder you doubt him." She gripped his arms, not quite resisting the urge to shake him. "He needs you," she said, "with your doubts, and your anger, and your fears for Gondor. Because with that," she said, looking into his grey eyes, steely in the shadows, "with that, comes your whole heart. Like mine to you. Give him only your love and loyalty, and keep back your honesty," she said, "and he only has half of you. He needs the whole man." She hesitated, then said gently, "It's not treason to doubt, Boromir. It's treason to lie about it. It's loyalty, it's patriotism, to speak your mind, and your heart, regardless."
Boromir met her gaze for a moment longer, then pulled her suddenly into a fierce embrace, and she held him with all the strength she had, and they stood like that, unspeaking, for a long time.
They slept for only a few hours, rose barely past noon, and set off again. "We'll reach the wall before nightfall, and another hour of riding to the gate," said Boromir as they started, and by evening she saw the massive wall that surrounded Minas Tirith and its lands, looming closer as they rode. In front of her, Boromir suddenly wheeled Hanûn around and rode back. "The glass," he said, "the glass you showed Gimli on the fields of Rohan. Do you have it still?"
She nodded and pulled out the little bag she'd packed before they left for Isengard, found the binoculars and handed them to him. "This end," she said, showing him.
He nodded and put the binoculars to his eyes, scanning the wall. A smile broke across his face like sunlight, and he handed them back to her, saying, "The wall is manned, Maggie - my city stands!" Urging their mounts to a gallop again, they rode hard, and in the distance she could hear horns sound. They reached the wall, their shadows long but nightfall not yet come, and as they approached, a gate in the wall opened and out rode a small company of men. Boromir met them some four hundred yards from the wall, Maggie hanging back. She saw him meet the man at the head of the company, saw them embrace, and then Boromir turned and waved her forward. She urged Annin towards them, and when she reached them Boromir said, "Darkness flows out of Mordor, but the Captains of the Outland ride up the south road this day. If we ride hard, we'll catch the last of them."
"That's a good thing?" Maggie asked, "the Captains of the Outlands?"
Boromir laughed, and at the puzzled glance he got from the leader of the company that had met them, he said, "The lady is from far away; she knows nothing of Gondor but what I've conveyed to her on our short journey. Yes," he said, turning to her, "it is a good thing indeed." Then to the man beside him he said, "My brother, is he in the city?"
The man shook his head. "No, my lord. Captain Faramir is in Ithilien, scouting the movements of the enemy."
Boromir nodded, and some of the light left his face. "Come lady," he said then. "We should reach the Great Gate before nightfall. Ride now - we rest tonight in Minas Tirith."
This is a work of fan fiction, written because the author has an abiding love for the works of J R R Tolkien. The characters, settings, places, and languages used in this work are the property of the Tolkien Estate, Tolkien Enterprises, and possibly New Line Cinema, except for certain original characters who belong to the author of the said work. The author will not receive any money or other remuneration for presenting the work on this archive site. The work is the intellectual property of the author, is available solely for the enjoyment of Henneth Annûn Story Archive readers, and may not be copied or redistributed by any means without the explicit written consent of the author.


text: What do a cigar box, a stack of old CDs, and a bunch of shopping bags have in common? They are all scrapbooks-yes, scrapbooks. In Creative Albums, my first book in the Yes, It's a Scrapbook! series, I share 25 "out of the box" ways to capture your most meaningful memories. And best of all, you can finish most albums in an afternoon or over a weekend. Each project includes: # Clear, how-to instructions # Fold-out pages with step-by-step photos # Color photos of album covers and inside pages # Complete list of supplies and tools needed # Durable PVC cover # Book beautifully designed by Cathy Zielske


text:
Jamaica Bay and the Rockaways
It's My Park Minute: Rockaway Beach Tennis
A sport debuts at Rockaway Beach for the opening of 2011 beach season.
Produced by Adrian Sas
Directions to Jamaica Bay and the Rockaways
Know Before You Go
Seba Playground
Seba Playground will be closed to reconstruct the current Seba Tot Lot into a playground for children of all ages. The new design will enlarge the toddler area by adding a custom spray shower, seating, and two new tot play units. Additional play spaces will also be added for 5 to 12 year olds, and will include a large accessible play unit, a second spray shower and seating area. These two play areas will be joined by 15 additional swings for both age groups. The site will also feature an accessible drinking fountain, attractive plantings, and a bicycle rack.
Jamaica Bay and the Rockaways Weather
- De Blasio Administration Launches Community Parks Initiative To Build More Inclusive And Equitable Park System
- More Than 30,000 New Yorkers Celebrate The Outdoors At Tenth Anniversary Of Adventures NYC
- Kids Week Brooklyn: All About Bugs
- Kids Week Brooklyn: Birding for Kids
- Kids Week Brooklyn: Outdoor Skills for Kids
- Kids Week Brooklyn: Eco Scavenger Hunt
- Build a Bird Feeder
- Barbecuing Areas
- Baseball Fields
- Basketball Courts
- Bathrooms
- Beaches
- Bicycling and Greenways
- Bocce Courts
- Cricket Fields
- Dog-friendly Areas
- Eateries
- Fitness Equipment
- Football Fields
- Golf Courses
- Handball Courts
- Hiking Trails
- Kayak/Canoe Launch Sites
- Marinas
- Model Aircraft Fields
- Nature Centers
- Paddleboat Rentals
- Playgrounds
- Roller Hockey
- Skate Parks
- Soccer Fields
- Spray Showers
- Tennis Courts
- Volleyball Courts
- Wi-Fi Hot Spots
Know when to go:
View upcoming athletic area usage in
Bayswater Park
Beach 9 Playground
Canarsie Park
Idlewild Park
Marine Park
McGuire Fields
Rockaway Beach and Boardwalk
Rockaway Beach Boardwalk
Rockaway Community Park
Spring Creek Park


text:
So I was talking to Rick H. today about maple binding. He is applying binding to this headstock and he was telling me how matching the color of the maple is crucial.
The headstock in question
Notice the piece of maple on the left is much redder than the piece on the right.
Interesting insight. I still remember watching the YouTube video of him doing binding. Awesome stuff.
Plank Owner
Maple, rosewood and maple. Sign me up
Stack o'color samples
Killer grain
Sweet Azz fretboard
Eeny, meeny, miney, mo
Let's swim to the moon
Uh huh!
Your neck of the woods
Art house shot
Tectonic plates
Cigars and brandy
Blue Bayou
I dig a french bikini on hawaii island dolls by a palm tree in the sand
Last edited by Shawn@PRS; 04-12-2013 at 08:24 AM.
There's some Charcoal Cherry Burst action going on this week. Very nice.
That fretboard is insane. So are the rear body shots.
Thanks Shawn.
Plank Owner
As usual awesome pics there Shawn. Love the killer grain shot.
I am not a luthier but i am in my own workshop.
For me one of the best things about this thread is just when I think I've seen it all another round of Shawn's pics comes and again I am blown away by what can be done in the great state of Maryland. Thanks for the inspiration and I can't wait to see the number 4341!
As always Shawn, FREAKIN AMAZING!! This thread continues to be the highlight of my week. I Love seeing the creativity that you are lucky enough to be surrounded by on a daily basis. Thanks again for a peek inside!!
I have the good fortune of being surrounded by extremely talented co-workers
Is that aqua violet glow on that HB with the bird inlay on the heel? It's amazing!!!!
All week long I love my PRS instruments, then Friday comes, and my wonderful guitars seem just plain.
At least you give me plenty to dream about.
Thank you, Shawn. Awesome stuff as always.
Ummmm....I just hit the underside of my desk with both hands on the keyboard....
Cigars and brandy
- Dane
He had a voice that could make a wolverine purr and suits so fine they made Sinatra look like a hobo.
Thank you Shawn for sharing! Yet another reason I look forward to Fridays!
My Gear
Wow. This might be the best week, yet! Thanks, Shawn.


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Appleby renews its support for Bermuda's annual half marathon
Appleby and the organisers of the Bermuda Day Half Marathon (the committee) have announced a further five-year commitment to sponsor one of Bermuda's most popular cultural and sporting events — the half marathon held on 24 May every year.
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Business is booming in the Isle of Man, a small jurisdiction that thinks big


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One day Matthew came over to my house to get in my sauna because he was really sick. I gave him a big glass of alkaline water. Later, I accidentally got myself a drink with that same glass. Oops! I got my ACS out and sprayed it five times in my mouth. I did that again the next morning. I never got ill.
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Jon Jay.
Jon Jay.
"All I can tell them is pick a good one and sock it." --BABE RUTH
Having better players makes "the right time" or "the big hit" happen a lot more often. PLUS PLUS
Otis Nixon was an league average CF from 1989-1993, and had a streak of nine straight seasons of an OBP over .330, 7 of which were .348 or higher. That's the value of speed. You can still be very valuable even if you don't put up a godd OPS.
I would be very happy if Hamilton put together a career like that as a Red. The Reds would win many division titles if he did.
"Man, the pitch looks fast, even in slow motion." Thom Brennaman on Chapman's fastball.
The answer, if Nixon is the comp, is clearly no and I think Billy would come close to reaching his max if he could become the 30 something Otis Nixon (his absolute max is still probably Willie Wilson IMO and that would be great if he could become that). Curtis Goodwin is the name that keeps coming to mind as a more likely outcome. Most players don't reach their max. Maybe Hamilton will be better than that (hope so), but probably not in 2014. His .308 AAA OBP says he probably needs another year in AAA. If he's ready sooner, great, but if the Reds plan on him as the starting CF in 2014 that is akin to punting the 2014 season IMO.
BTW, Nixon had a .403 OBP as a minor leaguer. That is about 50 points higher than Hamilton's career OBP in the minors and Nixon's first AAA season was more than 100 OBP points higher than Billy's .308 this year. It still took Nixon 6 seasons or so before that translated to a decent OBP/starting role in the big leagues.
Last edited by mth123; 09-02-2013 at 06:10 AM.
"All I can tell them is pick a good one and sock it." --BABE RUTH
Having better players makes "the right time" or "the big hit" happen a lot more often. PLUS PLUS
remdog (09-02-2013)
2. Curtis Goodwin was never good. Never in the minors, never in the majors. There is nothing that Goodwin did that Hamilton isn't already better at.
But regardless, the point is that there are a plethora of players who have been successful major leaguers with speed as their main weapons and very little power. There have been more with that skillset who didn't amount to much, but that's true of every player with specific skillsets, even the so called "five tool players."
You're right that the key is that Hamilton needs to be able to get on base. But that's the key to every prospect position player. If Hamilton can't get on base at a decent rate, he will never be a solid MLB starter. Duh! Take away Miguel Cabrera's ability to get on base, and he's probably not even making a major league roster. Pointing out that Hamilton needs to have a decent OBP to succeed is like pointing out that ice cream needs to be cold. It's true, but a waste of time.
"Man, the pitch looks fast, even in slow motion." Thom Brennaman on Chapman's fastball.
I think that Billy Hamilton will start Opening Day in CF in 2014 and that's how it should be. A lot of posters are down on Billy's OBP in AAA this year and his yearly stats of .256/.306/.651 don't scream confidence I know. However, before this year he never had a full season with lower than a .340 OBP or .278 BA. The fact that he hit 30 points higher over the second half of year shows improvement and adjusting to the better competition.
There's a lot of player comparisons to Hamilton that I don't think are fair at this point. He's got world class speed, has shown the ability to adjust seamlessly from SS to CF, has several years of showing adaptability and being receptive to instruction. Those are traits not of journeymen like Taveras, Patterson, Stubbs, etc. These are elements of a future successful big leaguer. FWIW, I think he'll be a hybrid of Vince Coleman & Michael Bourn; a player I'm fully happy to roll with next year.
I think a lot of hamiltons value will not only be in his numbers, but what he does for the numbers of other players. This season I've seen votto pitched around with balls outside or in the dirt it's crazy. If Hamilton is on first base and this happens he could easily end up on second or third with obviously the best hitter in the league at the plate. Plus votto and any other reds hitter will probably see more fastballs with billy in base just because if his speed alone. This could lead to way more hits and offense.
I don't expect Hamilton to come up and instantly be a world beater, but give the dude a shot in center. It seems like a lot of people are writing him off before we even see him in the bigs. Good center fielders are expensive. Use the money to replace choos offensive production at another spot (it'd be cheaper than in center) and give billy a chance to showcase his speed. If he doesn't workout get one of the marginal names that get mentioned here all the time at the 2014 deadline.
Generally regarded as the greatest leadoff hitter ever, Rickey Henderson thrilled baseball fans for a quarter century by stealing a major league-record 1,406 bases. Along the way, his feats on the base paths fueled the stereotype that speed is the leadoff mans defining tool. But it wasnt his base stealing that made him so effective in the leadoff spot; rather, it was his ability to get on base to begin with.The Book lays out the most efficient strategy for the top of the lineup: a teams three best hitters should bat in the Nos. 1, 2 and 4 spots, with the No. 1 hitter emphasizing walks and on-base percentage and the No. 4 hitter emphasizing slugging percentage. If anything, base stealing should be one of the least relevant skills for the leadoff hitter because the hitters behind him are generally the best on the team meaning they do not need to rely on small-ball tactics to move runners into scoring position.
Here, the statement is that speed in a lead off hitter isn't that important because the hitters coming up behind him are the most proficient on the team.
We've seen, however, that this kind of text book analysis doesn't necessarily translate. Every team doesn't have great middle of the order hitters. And even very good ones can leave a bunch of runners on base.
On the Reds this year we've seen a plethora of men left on base in key situations. and so many baserunning errors. Sometimes, that extra speed, that stolen base, that successful extra base, would make a difference.
The Reds need better team speed, not only Hamilton. But he would be a big first step. The key with Hamilton will be teaching him to use his speed by hitting grounders, slapping the ball, drawing walks, making contact. He will not have to be a great hitter if he can master these skills.
Last edited by Kc61; 09-02-2013 at 10:26 AM.
Speed also translate into more ground covered in the outfield. Choo has improved in center as the year has gone in but he really is a corner outfielder playing center. Hamilton has prototypical CF speed and beyond. I don't expect billy to be choo. That's unrealistic, but I expect his skillet to help the reds. Sure I'd love to see a huge OBP out of him, but people act like speed is a useless tool. It pays dividends defensively in saving runs and on the bath paths when he does get on. To want to replace choos production straight up with another center fielder in my eyes us short sided as well and not looking at the bigger picture. Baseball is a team game. The goal should be to increase the teams overall productivity at the right cost especially in a mid market like the Cincinnati. Centerfields, good ones anyway, are costly in the open market. Lets take CF LF 3b and SS on the reds this year. Choo/the platoon in left/Frazier/cozart. Honestly the only player out of that bunch that has been consistently productive is choo, and while he has decent on base skills vs lefties he hits, as in bat to ball, poorly against them. If the reds can find a way to replace choos production at third short or in left field, they should do so and go with Hamilton in center. Hamilton/ludwick/an upgrade at third/and cozart, in my mind anyway, be an improvement in production over this year.
This tells us nothing about whether team speed and SBs help an offense. All it tells us is that you can score a lot of runs without steals, which is obvious. Yes, you can have a good offense without steals.
Ask the Cards, Reds, Braves and DBacks if they wish they had more team speed and SB ability.
When Hamilton gets on base, I think it's clear that having him on second instead of first, will result in significantly more runs. Phillips and Votto aren't power guys, and Votto is the only one of the first five with above average on base skills.
The theory that Junkhead quotes, was originally written during the steroid era, when teams had plenty of big bats to plug up and down the lineup. Not so much these days for most teams, including the Reds.
"Man, the pitch looks fast, even in slow motion." Thom Brennaman on Chapman's fastball.
Curtis Goodwin?
Do you guys mean Tom Goodwin?
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I think you forgot to tell us why? The other subsystems being more advanced isn't really a reason, IMO.
Phoronix: A Call For Deprecating The Linux Frame-Buffer FBDEV
A call was made during the Linux Plumbers Conference on Wednesday to deprecate the Linux kernel FBDEV support...
I think you forgot to tell us why? The other subsystems being more advanced isn't really a reason, IMO.
I hope he will propose working alternatives for us unfortunate enough to have computers with poulsbo graphics.
What is it with these lately... No, the DRM FB emulation is not even close to par to the actual fb drivers. v4l doesn't even attempt to support fbdev api.
Either might be a better API on its own, but programs aren't going to port themselves. There are these things called "existing usage", "backwards compatiblity", etc etc which all this calls to deprecate something lately seem to not to have heard of.
*all these
Editing still broken...
Fbdev is a public ABI between the kernel and the user space. That stuff is the most difficult (by the rules) stuff to change or drop in the world of Linux. That means, that if the decision was made today to drop fbdev completely, it will then take at least several years, before the first signs of actual removal in the code base could be done. Those are simply the kernel rules. You cannot break existing user space.
Just like what Delgarde said above.


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Summary Report for:
11-9199.07 - Security Managers
Direct an organization's security functions, including physical security and safety of employees, facilities, and assets.
Sample of reported job titles: Corporate Physical Security Supervisor; Corporate Security Manager; Director Security Management; Director, Corporate Security; Manager, Security and Safety; Manager, Security Infrastructure and Enterprise Services; Manager, Security Services and Safety System Support; Security Director; Security Manager
Tasks | Tools & Technology | Knowledge | Skills | Abilities | Work Activities | Work Context | Job Zone | Education | Credentials | Interests | Work Styles | Work Values | Wages & Employment | Job Openings
- Create or implement security standards, policies, and procedures.
- Identify, investigate, or resolve security breaches.
- Respond to medical emergencies, bomb threats, fire alarms, or intrusion alarms, following emergency response procedures.
- Monitor and ensure a sound, ethical environment.
- Plan, direct, or coordinate security activities to safeguard company assets, employees, guests, or others on company property.
- Develop, implement, manage, or evaluate policies and methods to protect personnel against harassment, threats, or violence.
- Develop, conduct, support, or assist in governmental reviews, internal corporate evaluations, or assessments of the overall effectiveness of facility and personnel security processes.
- Train subordinate security professionals or other organization members in security rules and procedures.
- Assess risks to mitigate potential consequences of incidents and develop a plan to respond to incidents.
- Communicate security status, updates, and actual or potential problems, using established protocols.
Tools & Technology
Tools used in this occupation:
|Alarm systems — Fire alarm systems; Security alarm systems
|Security or access control systems — Keyless entry systems; Physical access control systems
|Teleconference equipment — Teleconferencing equipment
|Video monitors — Video surveillance systems
|Videoconferencing systems — Videoconferencing equipment
Technology used in this occupation:
|Data base user interface and query software — Data entry software; Microsoft Access
|Facilities management software — Alarm system software; Maintenance management software; Physical access management software
|Project management software — FieldSoft AIMSonScene; Incident command system ICS software
|Spreadsheet software — Microsoft Excel
|Word processing software — Corel WordPerfect software; Microsoft Word
|Public Safety and Security — Knowledge of relevant equipment, policies, procedures, and strategies to promote effective local, state, or national security operations for the protection of people, data, property, and institutions.
|Customer and Personal Service — Knowledge of principles and processes for providing customer and personal services. This includes customer needs assessment, meeting quality standards for services, and evaluation of customer satisfaction.
|Administration and Management — Knowledge of business and management principles involved in strategic planning, resource allocation, human resources modeling, leadership technique, production methods, and coordination of people and resources.
|English Language — Knowledge of the structure and content of the English language including the meaning and spelling of words, rules of composition, and grammar.
|Education and Training — Knowledge of principles and methods for curriculum and training design, teaching and instruction for individuals and groups, and the measurement of training effects.
|Law and Government — Knowledge of laws, legal codes, court procedures, precedents, government regulations, executive orders, agency rules, and the democratic political process.
|Personnel and Human Resources — Knowledge of principles and procedures for personnel recruitment, selection, training, compensation and benefits, labor relations and negotiation, and personnel information systems.
|Psychology — Knowledge of human behavior and performance; individual differences in ability, personality, and interests; learning and motivation; psychological research methods; and the assessment and treatment of behavioral and affective disorders.
|Computers and Electronics — Knowledge of circuit boards, processors, chips, electronic equipment, and computer hardware and software, including applications and programming.
|Communications and Media — Knowledge of media production, communication, and dissemination techniques and methods. This includes alternative ways to inform and entertain via written, oral, and visual media.
|Critical Thinking — Using logic and reasoning to identify the strengths and weaknesses of alternative solutions, conclusions or approaches to problems.
|Reading Comprehension — Understanding written sentences and paragraphs in work related documents.
|Speaking — Talking to others to convey information effectively.
|Active Listening — Giving full attention to what other people are saying, taking time to understand the points being made, asking questions as appropriate, and not interrupting at inappropriate times.
|Judgment and Decision Making — Considering the relative costs and benefits of potential actions to choose the most appropriate one.
|Writing — Communicating effectively in writing as appropriate for the needs of the audience.
|Complex Problem Solving — Identifying complex problems and reviewing related information to develop and evaluate options and implement solutions.
|Monitoring — Monitoring/Assessing performance of yourself, other individuals, or organizations to make improvements or take corrective action.
|Social Perceptiveness — Being aware of others' reactions and understanding why they react as they do.
|Systems Analysis — Determining how a system should work and how changes in conditions, operations, and the environment will affect outcomes.
|Oral Comprehension — The ability to listen to and understand information and ideas presented through spoken words and sentences.
|Oral Expression — The ability to communicate information and ideas in speaking so others will understand.
|Problem Sensitivity — The ability to tell when something is wrong or is likely to go wrong. It does not involve solving the problem, only recognizing there is a problem.
|Deductive Reasoning — The ability to apply general rules to specific problems to produce answers that make sense.
|Inductive Reasoning — The ability to combine pieces of information to form general rules or conclusions (includes finding a relationship among seemingly unrelated events).
|Speech Recognition — The ability to identify and understand the speech of another person.
|Written Comprehension — The ability to read and understand information and ideas presented in writing.
|Written Expression — The ability to communicate information and ideas in writing so others will understand.
|Speech Clarity — The ability to speak clearly so others can understand you.
|Near Vision — The ability to see details at close range (within a few feet of the observer).
Work Activities
|Communicating with Supervisors, Peers, or Subordinates — Providing information to supervisors, co-workers, and subordinates by telephone, in written form, e-mail, or in person.
|Getting Information — Observing, receiving, and otherwise obtaining information from all relevant sources.
|Establishing and Maintaining Interpersonal Relationships — Developing constructive and cooperative working relationships with others, and maintaining them over time.
|Making Decisions and Solving Problems — Analyzing information and evaluating results to choose the best solution and solve problems.
|Resolving Conflicts and Negotiating with Others — Handling complaints, settling disputes, and resolving grievances and conflicts, or otherwise negotiating with others.
|Coordinating the Work and Activities of Others — Getting members of a group to work together to accomplish tasks.
|Coaching and Developing Others — Identifying the developmental needs of others and coaching, mentoring, or otherwise helping others to improve their knowledge or skills.
|Communicating with Persons Outside Organization — Communicating with people outside the organization, representing the organization to customers, the public, government, and other external sources. This information can be exchanged in person, in writing, or by telephone or e-mail.
|Developing and Building Teams — Encouraging and building mutual trust, respect, and cooperation among team members.
|Evaluating Information to Determine Compliance with Standards — Using relevant information and individual judgment to determine whether events or processes comply with laws, regulations, or standards.
Work Context
|Electronic Mail — 100% responded "Every day."
|Telephone — 95% responded "Every day."
|Indoors, Environmentally Controlled — 89% responded "Every day."
|Face-to-Face Discussions — 75% responded "Every day."
|Contact With Others — 70% responded "Constant contact with others."
|Frequency of Decision Making — 80% responded "Every day."
|Responsible for Others' Health and Safety — 79% responded "Very high responsibility."
|Work With Work Group or Team — 60% responded "Very important."
|Impact of Decisions on Co-workers or Company Results — 45% responded "Very important results."
|Freedom to Make Decisions — 50% responded "A lot of freedom."
Job Zone
|Job Zone Four: Considerable Preparation Needed
|Most of these occupations require a four-year bachelor's degree, but some do not.
|Related Experience
|A considerable amount of work-related skill, knowledge, or experience is needed for these occupations. For example, an accountant must complete four years of college and work for several years in accounting to be considered qualified.
|Job Training
|Employees in these occupations usually need several years of work-related experience, on-the-job training, and/or vocational training.
|Job Zone Examples
|Many of these occupations involve coordinating, supervising, managing, or training others. Examples include accountants, sales managers, database administrators, teachers, chemists, art directors, and cost estimators.
|SVP Range
|(7.0 to < 8.0)
Percentage of Respondents
|Education Level Required
|Bachelor's degree
|Associate's degree
|Master's degree
Interest code: EC
|Enterprising — Enterprising occupations frequently involve starting up and carrying out projects. These occupations can involve leading people and making many decisions. Sometimes they require risk taking and often deal with business.
|Conventional — Conventional occupations frequently involve following set procedures and routines. These occupations can include working with data and details more than with ideas. Usually there is a clear line of authority to follow.
Work Styles
|Integrity — Job requires being honest and ethical.
|Self Control — Job requires maintaining composure, keeping emotions in check, controlling anger, and avoiding aggressive behavior, even in very difficult situations.
|Stress Tolerance — Job requires accepting criticism and dealing calmly and effectively with high stress situations.
|Dependability — Job requires being reliable, responsible, and dependable, and fulfilling obligations.
|Leadership — Job requires a willingness to lead, take charge, and offer opinions and direction.
|Attention to Detail — Job requires being careful about detail and thorough in completing work tasks.
|Initiative — Job requires a willingness to take on responsibilities and challenges.
|Adaptability/Flexibility — Job requires being open to change (positive or negative) and to considerable variety in the workplace.
|Cooperation — Job requires being pleasant with others on the job and displaying a good-natured, cooperative attitude.
|Persistence — Job requires persistence in the face of obstacles.
Work Values
|Achievement — Occupations that satisfy this work value are results oriented and allow employees to use their strongest abilities, giving them a feeling of accomplishment. Corresponding needs are Ability Utilization and Achievement.
|Working Conditions — Occupations that satisfy this work value offer job security and good working conditions. Corresponding needs are Activity, Compensation, Independence, Security, Variety and Working Conditions.
|Relationships — Occupations that satisfy this work value allow employees to provide service to others and work with co-workers in a friendly non-competitive environment. Corresponding needs are Co-workers, Moral Values and Social Service.
Wages & Employment Trends
Median wages data collected from Managers, All Other.
Employment data collected from Managers, All Other.
Industry data collected from Managers, All Other.
|Median wages (2014)
|$50.51 hourly, $105,060 annual
|State wages
|Employment (2012)
|898,000 employees
|Projected growth (2012-2022)
|Slower than average (3% to 7%)
|Projected job openings (2012-2022)
|State trends
|Top industries (2012)
Source: Bureau of Labor Statistics 2014 wage data and 2012-2022 employment projections . "Projected growth" represents the estimated change in total employment over the projections period (2012-2022). "Projected job openings" represent openings due to growth and replacement.


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DOMA Fallout Leads To Litigation On Same-Sex Marriage Benefits
Milford resident Gerald Passaro was one of 13 plaintiffs in a federal lawsuit in Connecticut that challenged the federal Defense of Marriage Act. In 2012, U.S. District Judge Vanessa Bryant struck down a portion of the law that barred same-sex couples from receiving federal benefits, and the case was combine with a New York challenge that ultimately resulted in the U.S. Supreme Court ruling a key provision of DOMA unconstitutional.
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Mixers are extremely helpful but can also be extremely heavy. They can also take up much needed space if left out on the counter making it necessary to lift and put away the mixer only to have to lift it back out again later.
The Heavy-Duty Mixer Lift from Rev-a-Shelf allows you to easily raise your mixer (holds up to 60lbs) out of its cabinet to counter-top level. This gives you easy access to your mixer in seconds without having to lift such a heavy appliance. To lift your mixer gently pull it up and fix it into position by sliding the lock back. When you are ready to put your mixer away all you need to do is pull the lock out and gently slide the mixer back into the cabinet.
Rev-a-Shelf's heavy-duty mixer features built-in shock dampers which allow for a smooth movement when going up or down. This lift also features an adjustable spring tension mechanism which helps ease the effort of lifting or lowering the mixer. The mixer lift can be adjusted to several different weight capacities: 0-20lbs, 20-30lbs and 30-60lbs.
Cabinet Requirements
- Cabinet Depth: 24" Minimum
- Cabinet Height: Full height with no drawer
- To help determine the width of your shelf install the mounting plates and then measure the distance between them minus 1-1/4"
- Cabinet Frame Opening: 12-1/2" Minimum
- Shelf Size: ¾" thick x 20-1/2" length Minimum
Mixer Limitations
- Weight: 60lb Maximum
- Height: 17-9/16" Maximum
Tech Spec
|Manufacturer Part Number
|Weight (lbs)
|Organization Style
|Base Cabinet Organizers
Technical Details:
What's included:
One Heavy-Duty Mixer Lift
Technical Downloads:
Customer Reviews
17 Review(s)View All
We had this unit installed in...Posted January 22, 2013
I am quite pleased with the...Posted November 29, 2011
The mixer lift is heavy duty,...Posted July 25, 2011
Customer Reviews
17 Review(s)


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Summary Report for:
25-2023.00 - Career/Technical Education Teachers, Middle School
Teach occupational, career and technical, or vocational subjects in public or private schools at the middle, intermediate, or junior high level, which falls between elementary and senior high school as defined by applicable laws and regulations.
Sample of reported job titles: Business Education Teacher, Business Teacher, Computer Teacher, Computer Technology Teacher, Family and Consumer Sciences Teacher (FACS Teacher), Industrial Arts Teacher, Industrial Technology Teacher, Teacher, Technology Education Teacher, Technology Teacher
Tasks | Tools & Technology | Knowledge | Skills | Abilities | Work Activities | Work Context | Job Zone | Education | Credentials | Interests | Work Styles | Work Values | Related Occupations | Wages & Employment | Job Openings | Additional Information
- Instruct and monitor students in the use and care of equipment and materials to prevent injuries and damage.
- Establish and enforce rules for behavior and procedures for maintaining order among students.
- Adapt teaching methods and instructional materials to meet students' varying needs and interests.
- Instruct students individually and in groups, using various teaching methods, such as lectures, discussions, and demonstrations.
- Prepare materials and classrooms for class activities.
- Maintain accurate and complete student records as required by laws, district policies, and administrative regulations.
- Enforce all administration policies and rules governing students.
- Establish clear objectives for all lessons, units, and projects and communicate those objectives to students.
- Use computers, audio-visual aids, and other equipment and materials to supplement presentations.
- Confer with parents or guardians, other teachers, counselors, and administrators to resolve students' behavioral and academic problems.
Tools & Technology
Tools used in this occupation:
|Microphones — Handheld microphones; Wireless microphones
|Multimedia projectors — Computer projectors; Multimedia projection equipment
|Portable data input terminals — Interactive whiteboard controllers; Student response systems
|Scientific calculator — Digital calculators; Scientific calculators
|Televisions — Liquid crystal display LCD televisions; Television monitors
Technology used in this occupation:
|Computer based training software — Blackboard Learn; Desire2Learn; Learning management system LMS software; Sakai CLE *
|Electronic mail software — Email software; Microsoft Outlook
|Information retrieval or search software — DOC Cop *; iParadigms Turnitin
|Spreadsheet software — Microsoft Excel
|Word processing software — Collaborative editing software; Google Docs *; Microsoft Word
* Software developed by a government agency and/or distributed as freeware or shareware.
|Education and Training — Knowledge of principles and methods for curriculum and training design, teaching and instruction for individuals and groups, and the measurement of training effects.
|English Language — Knowledge of the structure and content of the English language including the meaning and spelling of words, rules of composition, and grammar.
|Computers and Electronics — Knowledge of circuit boards, processors, chips, electronic equipment, and computer hardware and software, including applications and programming.
|Psychology — Knowledge of human behavior and performance; individual differences in ability, personality, and interests; learning and motivation; psychological research methods; and the assessment and treatment of behavioral and affective disorders.
|Mathematics — Knowledge of arithmetic, algebra, geometry, calculus, statistics, and their applications.
|Administration and Management — Knowledge of business and management principles involved in strategic planning, resource allocation, human resources modeling, leadership technique, production methods, and coordination of people and resources.
|Customer and Personal Service — Knowledge of principles and processes for providing customer and personal services. This includes customer needs assessment, meeting quality standards for services, and evaluation of customer satisfaction.
|Clerical — Knowledge of administrative and clerical procedures and systems such as word processing, managing files and records, stenography and transcription, designing forms, and other office procedures and terminology.
|Instructing — Teaching others how to do something.
|Reading Comprehension — Understanding written sentences and paragraphs in work related documents.
|Speaking — Talking to others to convey information effectively.
|Active Listening — Giving full attention to what other people are saying, taking time to understand the points being made, asking questions as appropriate, and not interrupting at inappropriate times.
|Critical Thinking — Using logic and reasoning to identify the strengths and weaknesses of alternative solutions, conclusions or approaches to problems.
|Learning Strategies — Selecting and using training/instructional methods and procedures appropriate for the situation when learning or teaching new things.
|Monitoring — Monitoring/Assessing performance of yourself, other individuals, or organizations to make improvements or take corrective action.
|Social Perceptiveness — Being aware of others' reactions and understanding why they react as they do.
|Writing — Communicating effectively in writing as appropriate for the needs of the audience.
|Active Learning — Understanding the implications of new information for both current and future problem-solving and decision-making.
|Oral Comprehension — The ability to listen to and understand information and ideas presented through spoken words and sentences.
|Oral Expression — The ability to communicate information and ideas in speaking so others will understand.
|Written Comprehension — The ability to read and understand information and ideas presented in writing.
|Deductive Reasoning — The ability to apply general rules to specific problems to produce answers that make sense.
|Problem Sensitivity — The ability to tell when something is wrong or is likely to go wrong. It does not involve solving the problem, only recognizing there is a problem.
|Speech Clarity — The ability to speak clearly so others can understand you.
|Written Expression — The ability to communicate information and ideas in writing so others will understand.
|Near Vision — The ability to see details at close range (within a few feet of the observer).
|Speech Recognition — The ability to identify and understand the speech of another person.
|Inductive Reasoning — The ability to combine pieces of information to form general rules or conclusions (includes finding a relationship among seemingly unrelated events).
Work Activities
|Interacting With Computers — Using computers and computer systems (including hardware and software) to program, write software, set up functions, enter data, or process information.
|Training and Teaching Others — Identifying the educational needs of others, developing formal educational or training programs or classes, and teaching or instructing others.
|Organizing, Planning, and Prioritizing Work — Developing specific goals and plans to prioritize, organize, and accomplish your work.
|Updating and Using Relevant Knowledge — Keeping up-to-date technically and applying new knowledge to your job.
|Coaching and Developing Others — Identifying the developmental needs of others and coaching, mentoring, or otherwise helping others to improve their knowledge or skills.
|Making Decisions and Solving Problems — Analyzing information and evaluating results to choose the best solution and solve problems.
|Communicating with Supervisors, Peers, or Subordinates — Providing information to supervisors, co-workers, and subordinates by telephone, in written form, e-mail, or in person.
|Getting Information — Observing, receiving, and otherwise obtaining information from all relevant sources.
|Developing Objectives and Strategies — Establishing long-range objectives and specifying the strategies and actions to achieve them.
|Establishing and Maintaining Interpersonal Relationships — Developing constructive and cooperative working relationships with others, and maintaining them over time.
Work Context
|Electronic Mail — 92% responded "Every day."
|Face-to-Face Discussions — 81% responded "Every day."
|Contact With Others — 71% responded "Constant contact with others."
|Public Speaking — 83% responded "Every day."
|Physical Proximity — 51% responded "Very close (near touching)."
|Coordinate or Lead Others — 61% responded "Extremely important."
|Work With Work Group or Team — 48% responded "Extremely important."
|Deal With External Customers — 52% responded "Extremely important."
|Responsible for Others' Health and Safety — 61% responded "Very high responsibility."
|Freedom to Make Decisions — 45% responded "A lot of freedom."
Job Zone
|Job Zone Four: Considerable Preparation Needed
|Most of these occupations require a four-year bachelor's degree, but some do not.
|Related Experience
|A considerable amount of work-related skill, knowledge, or experience is needed for these occupations. For example, an accountant must complete four years of college and work for several years in accounting to be considered qualified.
|Job Training
|Employees in these occupations usually need several years of work-related experience, on-the-job training, and/or vocational training.
|Job Zone Examples
|Many of these occupations involve coordinating, supervising, managing, or training others. Examples include accountants, sales managers, database administrators, teachers, chemists, art directors, and cost estimators.
|SVP Range
|(7.0 to < 8.0)
Percentage of Respondents
|Education Level Required
|Bachelor's degree
|Master's degree
|Post-baccalaureate certificate
Interest code: SAC
|Social — Social occupations frequently involve working with, communicating with, and teaching people. These occupations often involve helping or providing service to others.
|Artistic — Artistic occupations frequently involve working with forms, designs and patterns. They often require self-expression and the work can be done without following a clear set of rules.
|Conventional — Conventional occupations frequently involve following set procedures and routines. These occupations can include working with data and details more than with ideas. Usually there is a clear line of authority to follow.
|Investigative — Investigative occupations frequently involve working with ideas, and require an extensive amount of thinking. These occupations can involve searching for facts and figuring out problems mentally.
Work Styles
|Dependability — Job requires being reliable, responsible, and dependable, and fulfilling obligations.
|Integrity — Job requires being honest and ethical.
|Self Control — Job requires maintaining composure, keeping emotions in check, controlling anger, and avoiding aggressive behavior, even in very difficult situations.
|Stress Tolerance — Job requires accepting criticism and dealing calmly and effectively with high stress situations.
|Adaptability/Flexibility — Job requires being open to change (positive or negative) and to considerable variety in the workplace.
|Cooperation — Job requires being pleasant with others on the job and displaying a good-natured, cooperative attitude.
|Attention to Detail — Job requires being careful about detail and thorough in completing work tasks.
|Initiative — Job requires a willingness to take on responsibilities and challenges.
|Leadership — Job requires a willingness to lead, take charge, and offer opinions and direction.
|Concern for Others — Job requires being sensitive to others' needs and feelings and being understanding and helpful on the job.
Work Values
|Relationships — Occupations that satisfy this work value allow employees to provide service to others and work with co-workers in a friendly non-competitive environment. Corresponding needs are Co-workers, Moral Values and Social Service.
|Achievement — Occupations that satisfy this work value are results oriented and allow employees to use their strongest abilities, giving them a feeling of accomplishment. Corresponding needs are Ability Utilization and Achievement.
|Independence — Occupations that satisfy this work value allow employees to work on their own and make decisions. Corresponding needs are Creativity, Responsibility and Autonomy.
Related Occupations
|Training and Development Specialists Green
|Elementary School Teachers, Except Special Education
|Middle School Teachers, Except Special and Career/Technical Education
|Secondary School Teachers, Except Special and Career/Technical Education Bright Outlook
|Career/Technical Education Teachers, Secondary School
|Adult Basic and Secondary Education and Literacy Teachers and Instructors
|First-Line Supervisors of Personal Service Workers
|Recreation Workers
|Residential Advisors
Wages & Employment Trends
|Median wages (2014)
|$54,090 annual
|State wages
|Employment (2012)
|18,000 employees
|Projected growth (2012-2022)
|Slower than average (3% to 7%)
|Projected job openings (2012-2022)
|State trends
|Top industries (2012)
Source: Bureau of Labor Statistics 2014 wage data and 2012-2022 employment projections . "Projected growth" represents the estimated change in total employment over the projections period (2012-2022). "Projected job openings" represent openings due to growth and replacement.
Job Openings on the Web
Sources of Additional Information
Disclaimer: Sources are listed to provide additional information on related jobs, specialties, and/or industries. Links to non-DOL Internet sites are provided for your convenience and do not constitute an endorsement.
- Career and Technical Education Teachers . Bureau of Labor Statistics, U.S. Department of Labor. Occupational Outlook Handbook, 2014-15 Edition.


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|Lowest Recommended Age:
|Middle School
|MPAA Rating:
|Rated PG-13 for intense sequences of sci-fi violence and action, and brief strong language
|Movie Release Date:
|July 11, 2014
|DVD Release Date:
|December 1, 2014
All hail Caesar! The intelligence-enhanced ape from Rise of the Planet of the Apes takes center stage in this sequel, which begins ten years after the last film. The virus we saw infecting the human population has now wiped out […]


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Revision Date:Oct 29, 2007
Publication Date:Dec 15, 2006
Discipline:Business & Government Relations
Source:Harvard Business School
Product number:
English Hardcopy Black & White
Also Available in:
|English Hardcopy Black & White
$ 6.93
Brazil's national agricultural research corporation, Embrapa, has developed an integrated crop and livestock production system that will allow farmers and ranchers to intensify production and improve profitability. Broad adoption of the technology would provide the country with greater agricultural production, a major source of exports, without the need to convert additional areas of the Cerrado or Amazon to farmland. However, producers have been slow to adopt it due to the initial costs of the system and the fact that many of the benefits are beyond the farm gate. Embrapa's director of technology transfer must develop a plan to encourage adoption.
learning objective:
To illustrate the complexities of technology adoption when the technology includes benefits for both the adopter and society (externalities). To consider how a country should manage its agricultural policies and natural resources in a way to balance growth in agricultural production with the loss of virgin land and biodiversity.
subjects covered:
Environmental protection; Globalization; Natural resources; Organizational behavior; Small & medium-sized enterprises; Strategy
- Geographic: Brazil
- Industry: Agribusiness
- Industry: Public administration
- Company Employee Count: 8,600
- Company Revenue: $600 million revenues
- Event Year Begin: 2006
- Event Year End: 2006


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by 1vinnie » 31 Dec 2011, 00:17
by Tessa78 » 31 Dec 2011, 01:06
by 1vinnie » 31 Dec 2011, 01:07
by georgecombey » 04 Jan 2012, 17:00
1vinnie wrote:I have 5 messages in my Outbox back to 2010. I guess they never sent. How do I get them to send? Anyone know? I have gotten one message to send that i sent to myself but the others have jsut sat in my box for over a year now. When I check sent messages there is only one there.
Thanks Vince
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text:
Hi members! Wishing you a very nice day, please let us discuss here some male hair transplants and how they treat different types of hair losses in men. Male hair transplants are generally performed to treat missing hairlines and baldness in man, am I right?
Male hair transplant include
- Beard hair transplant
- Beard reconstruction
- Mustache hair transplant
- Mustache reconstruction
- Eyebrows hair transplant
- Eyebrows reconstruction
- Eyelashes hair transplant
- Eydlashes reconstruction
- Male Pattern Baldness hair transplant
- Font hairline setting
- Hair transplant to treat hair thinning
- Hair transplant to treat bald spot
- Hair tansplant to treat traction alopecia in men
- Hair tansplant to treat alopecia in men
- Scar hair transplant in men etc.
Hair Transplant India
yes because they have open hairs on that way the hair is loss a large numbers........
I think a hair transplant is just too traumatic and causes too much bodily stress
Hair restoration surgery is the ONLY permanent solution to hair loss---IF the pateint is a proper candidate.
Hair Transplant in Dubai
Hi Friends, i am Dr Santosh Katekari CEO of ADHI INDIA, i have 9 Years of experience in Hair transplant.
I agree with Aesthetic answer FUE Hair transplant Technique is permanent solution.
ADHI INDIA is leading Hair Transplant Center in India for Men and Women. Now ADHI INDIA is located across in India. We provide hair transplant in Best cost.
And what are the side effects of all please?
FUE Hair Transplant has no side effect after surgery.
Hair Transplant in Dubai
Ah ok thank you!
jane ...
Viewing this video almost all clear all suspicion
What are the side effects?


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Cadet Thermostats
Westside Wholesale offers modern and qualitative Cadet Thermostats. The company was founded in 1957, and since then manufactures one of the best home appliances. In developing new products Cadet works with architects, builders, consumers and well-known companies to make a unique product that will satisfy the most demanding clients' needs.
Cadet thermostats can be used with 120V, 208V or 240 Volt. The temperature is easily seen at the screen heating power indicator. Some models are equipped with a small screen, other have large and legible LCD ones. All the models provide soundless operation. There are also temperature lock limits minimum and maximum set points, for example 40?F to 86?F (5?C to 30?C). Innovative electronic control in a non-programmable thermostat minimizes temperature swings to ±0.5?C / 0.9?F. Some models such as the TH110-DP-P programmable electronic thermostat can save up to 28% on the heating bill. All models provide a constant comfort with temperature sensing and control.
There is also inbuilt series which are called the BTF. It is created to change the detachable baseboard end plate and it can be easily set. In also can be switched to 17 amps.
Another serie is the EBKN which is made for controlling an EBHN or EBHA heaters. It is to be installed on the same place as the supply power is routed to. The C600 Series Thermostat combines high efficiency and optimizing power costs. It has a higher sensitivity to temperature changing because of the ventilation on all sides. It has an elegant ivory standard color which looks attractive.
Unusual design has an item called the Round. It is constructed for tighter temperature control. Apart looking good, it is easy to use, and it provides enough comfort.
Cadet Thermostats that are sold in Westside Wholesale have proved its durability and quality. There is a warranty for each model. Cadet thermostats' series offer a diversity of units to choose the appropriate for every house.
Cadet Thermostat, Single Pole Digital Electronic Programmable Thermostat - White
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Cadet Digital Thermostat, 16A Double Pole Heat Only Non-Programmable Rectangular Wall Mount - White
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How to Select
How to select a thermostat
Installing a thermostat in your house helps you control the energy usage of all electric devices and also save money spent on electricity bills. When selecting a thermostat, you should consider many factors and characteristics that will help you create a more comfortable environment in your home.
The first thing you need to consider when selecting a thermostat is the type of your heating or cooling system. The most common types of heating systems operate on natural gas, oil or electricity. You need to make sure the thermostat that you are about to purchase is compatible with the system and the devices installed in your home.
The types of thermostats that exist today can be categorized according to the operation method they provide. Here are the most common types:
- Manual or mechanical thermostats. These are the oldest thermostats that exist. This type is perfect for people who are always present at home and can adjust the temperature of the device whenever they need or want. If you are leaving home frequently, you might want to select a different type of thermostat that will control the system when you are not around.
- Learning thermostats. These are the modern types of programmable thermostats that can learn and adjust their operation mode as you use them. What it means is that you do not have to actually program them, since they will select a perfect operating mode after a few manual adjustments. Learning thermostats can do such things as turn the devices off when you leave the house and turn them back on when you come back, adjust the operation to a more energy efficient mode and even provide you with monthly energy reports.
- Remote energy management thermostats. Such a type allows you to program, adjust and monitor your thermostats via a smartphone or computer. This is really helpful if you want to always know what is going on with the heating or cooling system of your house. In addition to that, you can select a special energy efficient operating mode for the entire heating system of your house by clicking a few buttons.
- Programmable thermostats. This thermostat type can be programmed to automatically adjust the desired temperature during different time of the day. For example, you might want your room to be warmer at night and cooler by noon and this is exactly what a programmable thermostat will do for you.
- Non-programmable thermostat. This type of thermostats provides manual operation and differs from the manual devices only by a display that shows the exact temperature in the room. That way, the information that appears on a display lets you know what adjustments to make.
When you know what thermostat type you want, selecting a perfect option for your home only takes minutes.


text:
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The story begins in a touring opera where the domineering star is hated by all. The lesser actors try to give him a bad time by posing as ghosts. Their antics attract the attention of a real ghost who comes to make fun of them. Stage old hand Sing soon discovers the mischievous ghost met a violent death. Sing promises to find his remains and bury him. Unwittingly, they buried the wrong bones which belong to a vicious ghost. The vicious ghost comes out often and leaves a trail of violence. Sing aided by the good ghost, trying every means but no use. Luckily the mighty ghost killer comes in the nick of time to destroy the vicious ghost. The good ghost at last reported to have become a human baby in his brand new life.
Click here to list more Lam Ching Ying's DVD titles


text:
Chinese Chicken Parcels
Chinese Chicken Parcels
Chinese Chicken Parcels – easy and healthy chicken with soy sauce, ginger and garlic. Wrap the chicken with aluminum foil, bake and serve with rice.
Originally posted in April 22, 2013. Updated with new photos.
On lazy days when I don't want to fire up my wok and make a traditional Chinese stir-fry or wok cooking, I always make use of my oven to prepare easy and breezy meals. One of my favorite things to make is Chinese chicken parcels, marinated and wrapped with aluminum foil and baked in the oven.
The end results are always so tempting and mouthwatering: the aroma as soon as you unwrap the foil, the juicy and tender chicken meat, and the exotic smell of the star anise. Fresh off the oven and after the parcels cool off, I usually shred the chicken into pieces, and eat with fresh steamed rice. The juice from the chicken parcel is so good with rice, and the chicken makes every mouthful of the rice oh-so-yummy. As I am writing this post, the thought of the chicken parcel is enough to set my stomach rumbling.
If you are not familiar with star anise, it's a spice shaped like a star, with a flavor that closely resemble anise. It's a very important spice in many Chinese recipes, and you can get them easily in any spice aisle now. Make sure that you buy the whole star anise, and not the star anise powder, as they are commonly used in whole instead of powder form. If you think the aroma of the star anise is a little overwhelming for your taste, feel free to cut down the quantity used. Have fun cooking this Chinese chicken parcels recipe and enjoy the meal!
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19 comments... read them below or add one
Wow!! the dish looks very light like a salad. I may found silly but always confused with the different soya sauces available in the market. Which soya sauce should i opt for this recipe, light, dark or regular soya sauce?
Use light soy sauce.
How can I register in order to print out your recipes?
Do you cook the chicken in the marinade, or discard it?
I made your Hoisin Chicken the other night for grand kids — we all loved it!
I made these for dinner but added sime baby shitakes there are no leftovers. The kids loved them :-)
Susan Ann Borden Wow, you were really fast. Glad that the kids love the recipe.
Hi There,
I love all ur dishes and this is looking so good with all the lovely pictures and write up as well.
Have a wonderful week ahead. Thanks for sharing awesome recipes.
Best Regards, Sonia !!!
I made this last night with basa fillets and scallops — fantastic!!! Thanks for another great recipe. :)
Your Rasa Malaysia menu looking very alluring…to taste the foods
Hi there, I love your website and most of the dishes. Just make this dish 2 days ago and thanks to the suggestion from Jena as well, I make it with my favourite fish Mangrove Jack and it taste fantastic! Thank you for sharing your recipe.
I would love to make this, but I can't get whole star anise. I do have the powdered form. Is it possible to substitute a small amount of powder for the whole? Obviously it won't be as delicious, but I have all the other ingredients :-)
When I 1st saw this recipe, I thought 'Mehh, can't be that nice' but I was so wrong. Was curious enough to try it out and the chicken turned out really yummy & juicy! Yet so easy :-)
Pingback:Which red chilies to use in recipe? - City-Data Forum
This is the first recipe that I've tried on Rasa Malaysia. Very tasty! I did not find the whole star anise to overpower the rest of the ingredients.
Bee, first of all thank you for sharing these wonderful recipes. I was wondering whether this dish could be used as a freezer meal. Would that be possible to freeze the parcels to bake at a later date?
Actually, I would find very helpful if there were some info on how to freeze some (if not all) of your recipes. They are all so good and it would be nice to stock up the freezer for when there is no time to cook from scratch. Thank you again.