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Directors' remuneration report
This report has been prepared on behalf of the Board by the Remuneration Committee (the 'Committee') and has been prepared in accordance with the Large and Medium-sized Companies and Groups (Accounts and Reports) Regulations 2008 (the 'Regulations') issued under the Companies Act 2006 (the 'Act') and describes how the Board has applied the principles relating to directors' remuneration set out in the Combined Code, and complied with the Financial Services Authority Listing Rules.
This report sets out the policy for the year just ended, the forthcoming year, and subject to ongoing review by the Committee, subsequent years. A resolution will be put to the shareholders at the Annual General Meeting on 16 June 2011 asking them to approve this report.
- Since the appointment of Ian Cheshire as Group Chief Executive in January 2008, the Group has performed strongly and made great progress, resulting in Earnings Per Share ('EPS') growth of 93% and similar share price growth. Part of Ian Cheshire's LTIP award made upon appointment, vested in full after the end of the financial year, following the measurement of the Company's Total Shareholder Return ('TSR') performance versus the FTSE 100 in that period, and reflects the recovery of the Group during his tenure. This Total shareholder return – 3 years graph illustrates this performance, and shows the Company's TSR for the three years to 29 January 2011, plotting the value of £100 invested in Kingfisher plc over the last three years compared to the performance of the FTSE100 Index over the same period, placing Kingfisher in the top four performing stocks of the FTSE100 Index in the period. For the purposes of calculating the TSR, the base return index was averaged over each weekday in the one month period from 1 January 2008 to 31 January 2008. The end return was averaged over each weekday in the one month period from 1 January 2011 to 31 January 2011.
- Previously the Committee reported that the executive directors' salaries would be reviewed in January of each year. The Committee reviewed the Group Chief Executive's basic salary and concluded it should remain unchanged at £816,000. The Committee approved an increase for the Group Finance Director in June 2010 of 2.4% to £600,000 in recognition of his contribution to the business. No further increase was awarded in January 2011 and the next review is due in January 2012.
- The Committee reviewed the financial performance measures for the 2010/11 annual bonus award. Despite the continuing challenging global economic climate, the Group produced excellent results in terms of cashflow such that the financial outcomes exceeded the financial targets that had been set. Significant progress also continued with regard to the non-financial measures. Accordingly, both the Group Chief Executive and the Group Finance Director received near maximum bonuses. A third of these bonuses are awarded in the form of deferred shares, which will vest after a three-year holding period contingent on continued employment, and these levels of bonus are commensurate with the level of bonus paid elsewhere in the Group.
- The Committee reviewed the Kingfisher executive remuneration structure for 2011/12, and concluded that three changes are appropriate: (a) the weighting of financial measures under the annual bonus has increased to 60% with the non-financial measures reducing to 40%; (b) executives should receive a single award under the Performance Share Plan ('PSP') of up to 500% of salary in 2011 (instead of three awards of 200% in 2011, 2012 and 2013) with no further awards to continuing executives until 2014, the awards being subject to stretching financial targets and with 50% of any shares which vest being released after three years and 50% after four years. This structure for the awards is felt to be an important incentive to complete the Group's recovery programme over that period. A resolution seeking shareholder approval for an amendment to the rules of the PSP to facilitate this award is included in the Notice of the forthcoming Annual General Meeting; (c) consistent with developments in best practice guidelines the Group's various incentive plans have been amended to give the Committee the ability to claw-back any sums paid to participants in certain circumstances.
- The Company welcomed Andrew Bonfield, Pascal Cagni and Clare Chapman to the Board on 11 February 2010, 17 November 2010 and 2 December 2010 respectively. Details of their terms of appointment and their remuneration can be found later in this report.
The Remuneration Committee
Role and responsibilities
The Committee's primary purpose is to make recommendations to the Board on the Group's framework or broad policy for executive remuneration and its costs. The Board has delegated responsibility to the Committee for determining the remuneration, benefits and contractual arrangements of the Chairman, executive directors, certain senior executives and the Company Secretary, and for overseeing the Group's share-based incentive schemes and bonus schemes. The remuneration of non-executive directors is determined by the Chairman and executive members of the Board.
The Committee recommends and monitors the structure and levels of remuneration of senior managers throughout the Group and for executive directors, ensures that contractual terms on termination, and any payments made are fair to the individual and the Group, ensuring that failure is not rewarded and that the departing manager's duty to mitigate is fully recognised.
The Committee is committed to the principles of accountability and transparency, and to ensuring remuneration arrangements demonstrate a clear link between reward and performance. Operating under delegated authority from and reporting to the Board, its activities are governed by terms of reference which are available from the Company Secretary and can be found on the Company's website www.kingfisher.com.
The Committee comprised the following independent non-executive directors during the financial year to 29 January 2011.
Chairman | John Nelson |
Committee members | Daniel Bernard |
Andrew Bonfield (appointed 17 June 2010) | |
Janis Kong | |
Michael Hepher (retired 17 June 2010) |
The Committee is required by its terms of reference to meet at least twice a year, and has a standing calendar of items within its remit. During the year the Committee met nine times. Committee meetings are attended by the Group Chief Executive (other than when his own remuneration is being discussed) who provides advice that is of material assistance to the Committee. The Group HR Director (from her appointment on 6 April 2010) and the Head of Group Reward also attend Committee meetings and provide material assistance and advice on remuneration policy, and the Group Finance Director attends by invitation on matters relating to the performance measures and targets for the Group's share-based incentive schemes. The Company Secretary generally acts as Secretary to the Committee. No member of the Committee has any personal financial interest (other than as a shareholder), conflicts of interests arising from cross-directorships, or day-to-day involvement in running the business. No person plays a part in any discussion about his or her own remuneration. Details of individual attendance are given in the Corporate Governance section.
In 2010/11 the Committee agreed:
- the performance targets for the financial year and progress against those targets;
- the operation of the long-term incentive plans and policy for executive share scheme awards, including the level of individual grants, performance conditions and measurement and validation of the out-turn of prior year awards;
- the review of basic salaries of the Group Executive;
- the policy for the operation of the all-employee share schemes;
- the award of annual incentives based on the prior year's performance;
and in particular the Committee:
- recommended the 2009/10 Directors' Remuneration Report for approval by the directors;
- following approval by shareholders at the last Annual General Meeting, adopted the rules of the Share Incentive Plan (SIP);
- approved the non-financial KPI measures used to determine part of the Group's annual Kingfisher Incentive Scheme ('KIS') bonus plan for 2010/11;
- approved the establishment of a Company Share Option Plan following HMRC approval; and
- reviewed executive pension policy in the light of legislative changes.
The Committee also has authority to obtain the advice of external independent remuneration consultants and is solely responsible for their appointment, retention and termination, and for approval of the basis of their fees and other terms. In the financial year to 29 January 2011, the following external advisers provided services to the Committee. Unless otherwise stated, the advisers have no other connection with the Group:
Hewitt New Bridge Street ('HNBS') |
Advice on the ongoing operation of employee and executive share plans and executive remuneration generally. |
Allen & Overy LLP |
Legal advice on service and employment contracts and for other employment and remuneration issues in relation to the executive directors. (Allen & Overy LLP also provide advice to the Group on other legal matters.) |
Towers Watson |
Advice on the wider review of remuneration policy and benchmarking on the market competitiveness of remuneration for executives in the UK and overseas. (Towers Watson also provide advice to the Group on pensions and related matters.) |
Remuneration policy
The Group's remuneration strategy is to attract, retain and motivate executives of the highest quality, incentivising them to deliver exceptional performance aligned with the interests of the Company's shareholders and to deliver the Group's business plan. The remuneration strategy continues to ensure that a significant element of executives' remuneration remains 'at risk'.
The key principles of the Group's remuneration policy are to:
- provide executives with a remuneration package that recognises the experience of the individual concerned and the role fulfilled;
- ensure performance-related remuneration constitutes a substantial proportion of the remuneration package;
- encourage a high-performance culture by offering substantial reward only for exceptional performance;
- be competitive in the market in which the Group competes;
- be fair and transparent; and
- ensure remuneration arrangements apply consistently throughout the Group.
The Committee intends to continue this policy and is satisfied that there is an appropriate balance between the fixed and variable elements of pay, as described within this report.
Summary of key elements of executive directors' remuneration
Element of remuneration package | Objective | Policy | Operation |
Base salary |
To help recruit and retain executives. To reflect an individual's role, experience and contribution to the Group. |
Reviewed annually in January each year. Benchmarked against suitable comparator companies. |
Salaries are reviewed against personal performance and Group financial targets and take into account salary increases within the Group. Salary is supplemented with normal benefits available to senior managers including car allowance and medical insurance. |
Annual bonus |
Incentivise executives to achieve/exceed annual financial, strategic and personal objectives. |
Maximum award payable for stretching targets. Two-thirds of bonus payable in cash. One-third of bonus payable in deferred shares to be held for three years before vesting. |
0-200% of annual salary and reflects performance against stretching financial and personal targets. Includes the provision for claw-back of the deferred bonus element. |
Performance Share Plan |
Incentivise executives to achieve superior returns for shareholders. Retention of executives over the performance period of the awards. |
The primary long-term incentive plan for executives. Awards of conditional shares with vesting dependent on stretching performance measures. (Note: shareholder approval being sought for revision of the scheme rules in 2011/12). Aligned to shareholder interests. |
Currently awards made annually of up to 200% of executives' base salary, with vesting after three years based on achievement against targets. The 2011 awards of 500% of annual salary (instead of three awards of 200% in 2011, 2012 and 2013) will be subject to stretching performance targets measuring the three financial years to January 2014 but only 50% of any shares earned will vest then with the balance remaining contingent on continued employment for a further year. No further award will be made until 2014. |
Pension |
Reward sustained contribution. Provide competitive retirement benefits. |
Company contributes to defined benefit/defined contribution schemes. |
Group Chief Executive: A member of the defined benefit arrangement in respect of a notional earnings cap (currently £123,600) and also receives a Company contribution of 30% of salary above that cap into a defined contribution arrangement. Group Finance Director: Receives a Company contribution of 20% of salary into a defined contribution arrangement. |
Share ownership guidelines |
To align interests of executives and shareholders. |
The Group Chief Executive is required to build and maintain a shareholding with a value equivalent to 200% of base salary. The Group Finance Director is required to build and maintain a shareholding with a value equivalent to 100% of base salary. |
Executives are expected to build a shareholding through the vesting of shares under the Group's share-based incentive schemes. Until the requisite holding is achieved, executives are prohibited from selling shares obtained through the Group's incentive plans (except to satisfy tax and NIC liabilities). |
Alignment with shareholder interests
The Committee proactively consults with its largest shareholders and their representative bodies regarding its remuneration policy to ensure that their views are understood and duly taken into account in its deliberations, particularly in relation to changes in Kingfisher share-based incentive scheme arrangements and wider trends in executive remuneration. The interests of shareholders are also considered when structuring remuneration packages. Annual bonus objectives focus on a mixture of financial and non-financial measures to ensure the operational success of the Group, whilst sustained performance is rewarded through incentive measures designed to improve shareholder returns. Short-term rewards are further aligned with shareholders' interests through the compulsory deferral of one-third of annual bonuses into share awards under the Kingfisher Incentive Share Scheme (the 'KIS'). Long-term rewards are similarly aligned with shareholders' interests by the requirement that executives hold a specified percentage of their annual salary in shares of the Company, and that they may not sell shares vesting under these plans until a minimum shareholding has been achieved.
Alignment with Group strategy
The executive directors were incentivised to deliver milestones addressing the Group's strategic plans for 'Delivering Value' to:
- drive up B&Q UK's profit;
- exploit our UK Trade opportunity;
- expand our total French business;
- roll out in Eastern Europe;
- turn around B&Q China;
- grow Group sourcing; and
- reduce working capital.
Please see the Delivering Value section of this report for further information on progress made in achieving the Group's 'Delivering Value' strategy.
Planned future changes
The structure for remuneration for executives for the year 2011/12 was debated by the Committee and remains broadly similar to previous years. However, whereby in 2010/11 50% of the annual bonus was measured against financial targets and 50% against non-financial targets, for the 2011/12 financial year, the split between financial and non-financial measures will be re-balanced so that 60% of the bonus is payable against financial objectives and 40% against non-financial objectives. There is no change to the level of maximum bonus opportunity of 200% of annual salary. Given the achievements on reducing debt and generating cash, the financial target for 2011/12 will focus on profit.
The Committee is recommending a change to the structure of the long-term incentive scheme and has recommended proposals for changes to the Performance Share Plan ('PSP') awards to be made in 2011. The revised PSP would grant certain executives an award of 500% of their annual base salary with shares vesting subject to suitably stretching earnings per share ('EPS') and Kingfisher Economic Profit ('KEP') targets over the three financial years to January 2014. 50% of any vesting shares would be released to participants in 2014 with the remaining shares held over for release in 2015. This award would replace the 200% annual award with no further awards made under the PSP to those executives participating in the 2011 award until 2014. This is to enable recipients to receive a single award in 2011 in lieu of awards which would otherwise have been made in 2011, 2012 and 2013. This is felt to be both appropriate to incentivise the completion of the recovery programme and in the interests of shareholders (as the single award is smaller than the sum of the individual awards would have been). The awards will be subject to two separate performance targets:
Earnings Per Share ('EPS')
50% of the shares subject to an award will be subject to an EPS condition against the following targets:
Compound annual growth in EPS | Percentage of this part of the award that will vest |
Below 8% | 0% |
8% (Threshold) | 15% |
10% | 50% |
15% (Maximum) | 100% |
The definition of EPS remains unchanged from prior awards and compares the Company's EPS for the final financial year in the performance period (i.e. the year to January 2014) to the EPS for the year to January 2011 (20.5p).
Kingfisher Economic Profit ('KEP')
50% of the shares subject to an award will be subject to a KEP target with the following targets:
Aggregate KEP over the performance period | Percentage of this part of the award that will vest |
Below £229m | 0% |
£229m (Threshold) | 15% |
£257m | 50% |
£386m (Maximum) | 100% |
KEP is defined as consolidated EBIT, lease adjusted – (Capital employed, including capitalised leases, adjusted from pensions x WACC). The exchange rates assumed at the outset will be fixed for the period as will the Company's cost of capital of 6.8%. These targets compare with a KEP for the year to January 2011 of £68.4m. Subsequent Annual Reports will disclose the Company's performance to date against the KEP targets.
The Committee considers these targets to be the most appropriate measures over the next three years, to incentivise the Group's highly respected management team to focus on and deliver against the completion of the Group's recovery programme which requires each of; top-line growth, keen cost control and efficient use of shareholders' capital. The structure of these awards will extend to the senior executive team across the Group (approximately 50 individuals) although the two targets will be re-expressed as divisional ones where relevant. The Committee considers it important to operate a coherent arrangement across the entire leadership team. Senior executives below Board level received a similar one-off award in 2008 on the launch of the recovery programme under Ian Cheshire's leadership, and the Committee believes that was an important contributor to the significant growth in shareholder value over the last three years and that it is appropriate to repeat such an approach as the Company moves into the second phase of that strategy.
In addition, the Committee has recently amended the rules of the PSP, consistent with best practice guidelines, to include provision for claw-back in certain circumstances.
The making of these awards is conditional on shareholders approving the amendment to the rules of the PSP to increase the individual limit at the Annual General Meeting.
During the year, the Committee debated the impact of changes in UK pension legislation reducing the annual allowance for pension contributions. From April 2011, when an executive's pension contributions breach the annual allowance in a tax year, the Company pension contribution will be converted to a cash supplement.
Executive directors' appointments terms & remuneration
Executive directors' service contracts
Provision | Policy |
Contract dates |
Ian Cheshire: 28 January 2008. |
Notice period |
12 months' notice by either the director or the Company. |
Termination payment |
Payment in lieu of notice on a phased basis at a monthly rate of 15% of annual salary in respect of Ian Cheshire, and at a monthly rate of 12% of annual salary in respect of Kevin O'Byrne, for a maximum of 12 months from the termination date1. |
Mitigation |
Lower amounts are payable if the director commences lower-paid employment during the 12-month period following cessation of employment, and payments cease immediately when employment providing the same or higher value remuneration is started. |
Remuneration |
As described in this report. |
Non-cash benefits |
The Company provides a range of additional benefits, including medical insurance, life assurance cover equal to four times base salary, a subsidised staff canteen, a staff discount card, 30 equivalent working days' holiday per year and a company car or cash allowance. |
Expenses |
Reimbursement of reasonably incurred costs in accordance with their duties. |
Sickness or injury |
In line with senior management terms i.e. 100% basic salary for 26 weeks, and 75% thereafter (without benefits). |
Non-compete |
During employment and for 12 months after leaving. |
Overview of executive directors' remuneration
The remuneration package for executive directors consists of the following elements: base salary, annual bonus including the deferred share award under the Kingfisher Incentive Scheme (KIS), the long-term incentive under the PSP, the Sharesave Option Scheme for all-employees (ShareSave), pension contributions and non-cash benefits. The Committee considers that the total remuneration package links corporate and individual performance with an appropriate balance between short and long-term elements, and fixed and variable components.
Table 1 below shows the breakdown of the remuneration package into its main constituent elements and assumes maximum payment of annual bonus and maximum vesting of PSP deferred share awards, the Company's long-term incentive plan.
Table 1
The first chart below gives the proportions of fixed cash, variable cash and deferred shares which make up the executive directors' salary, bonus and long-term incentive opportunity according to achievement of objectives at stretch. Fixed cash comprises base salary, whilst variable cash is the 67% of annual bonus paid in cash, and the share element includes the 33% of bonus deferred into shares, and the PSP. The second chart shows the proportions of base salary, cash and deferred bonus and PSP and indicates the total remuneration 'at risk'.
Remuneration elements split between cash and deferred shares at stretch
Fixed and 'at risk' elements of remuneration at stretch
Note: the fixed elements in the charts above include pensions and benefits. For the purposes of the above, the historic practice of awarding 200% of base salary annually under the PSP is assumed.
The Committee believes that the targets set for the different elements of performance-related remuneration are both appropriate and stretching in the context of the business environment and the challenges with which the Group is faced. The performance-related remuneration constitutes a substantial proportion of the remuneration package, and is 'at risk', being subject to achievement of performance hurdles, deferral periods during which the individual must remain employed, and fluctuations in the market price of shares. The maximum bonus payable under the KIS is made up of 133% of salary in cash and 67% in deferred forfeitable shares, and the maximum vesting under the PSP is currently 200% of salary in deferred forfeitable shares. Accordingly, the maximum awards under the KIS and PSP result in 75% of total remuneration being performance-related.
Components of executive directors' remuneration 2010/11
Details of each individual element of the remuneration package are given below.
Base salary
Executive salaries are reviewed with effect from January each year and are generally set to be competitive, taking into account the prevailing market and economic conditions, affordability, the level of increases awarded to employees generally and the individual's contribution.
In June 2010 the basic salary of Kevin O'Byrne was increased by 2.4% to £600,000. Ian Cheshire proposed that his salary was not reviewed in January 2011 and no further review was applied to Kevin O'Byrne. The base salaries of the executive directors as at 23 March 2011 were £816,000 for Ian Cheshire and £600,000 for Kevin O'Byrne.
Annual bonus
The annual bonus is earned by the achievement of performance targets set by the Committee at the start of each financial year and is delivered under the KIS.
The KIS comprises the Kingfisher Cash Incentive Scheme 2003 ('KIS Cash Scheme') and the Kingfisher Incentive Share Scheme 2003 ('KIS Share Scheme'). Senior executives may receive a performance-related cash bonus under the KIS Cash Scheme, and a contingent share award under the KIS Share Scheme, in the proportions of 67% of the bonuses earned being payable in cash, and 33% in deferred shares. The vesting of the deferred shares are subject to a three-year holding period, with the shares being subject to forfeiture should the executive leave the Group during the holding period as a result of voluntary resignation or dismissal for cause. Participants granted deferred shares under the KIS Share Scheme are entitled to receive a dividend equivalent payment in the form of additional deferred shares, which is equal to the value of dividends that would have been earned over the holding period. These additional shares are conditional upon the original deferred shares vesting. The award of deferred shares is subject to a claw back provision, whereby unvested deferred shares previously granted under the KIS Share Scheme may lapse if the Committee decides the grant of deferred shares was not justified.
Included as an element of a KIS award, individuals now receive a grant under the Company Share Option Plan (CSOP) an HMRC approved plan, which provides tax and NIC advantages for participants and potential NIC savings for Kingfisher at no additional cost for the Group. The CSOP is underpinned by a matching fixed value element of the KIS, however, the value of the total award remains unchanged.
The maximum bonus is considered in the light of market practice for companies of a similar size and industry sector. The maximum bonus payable is 200% of base salary, which remains unchanged from last year.
The executive directors' targets for the 2010/11 bonus were based on both corporate and individual objectives and were structured equally between financial and non-financial measures as in the previous year as set out below.
Measure | Group operating cash flow |
Personal performance |
KPIs |
Weighting at maximum bonus | 50% | 20% | 30% |
The non-financial measures included KPIs of Group sourcing achievement; employee engagement and market share; plus a personal performance element.
The outcomes achieved against each measure are summarised below.
Measure | Ian Cheshire | Kevin O'Byrne | |
Actual bonus earned as a % of annual base salary |
Acutal bonus earned as a % of annual base salary |
Financial objectives | 100 | 100 | |
Non-financial objectives | 67.6 | 67.6 | |
Total | 167.6 | 167.6 |
Further details of the awards under the KIS Cash Scheme and KIS Share Scheme reflecting these outcomes for 2010/11.
Performance Share Plan ('PSP')
The PSP remains the primary long-term share incentive plan for the top senior executives, which allows a maximum annual award not exceeding 200% of base salary or 300% of base salary in exceptional circumstances. The PSP currently runs over a period of three years and has performance hurdles requiring Kingfisher's Total Shareholder Return ('TSR') to exceed median level of TSR measured against the FTSE 100, and adjusted Earnings Per Share ('EPS'). Relative TSR was considered as a valid benchmark as it measures the performance of executives in terms of delivery of shareholder return against that of other businesses. The Committee chose the FTSE 100 as the comparator group because of the general lack of directly quoted home improvement businesses against which to compare the Company's TSR specifically. HNBS independently carries out the relevant TSR calculations for the Committee. This relative measure is coupled with EPS as a driver for absolute performance.
The TSR and EPS performance targets for all PSP awards in 2010/11 are set out in the notes to the PSP awards table.
Shares delivered on the vesting of an award receive a dividend 'roll-up' calculated on the basis of a notional purchase of shares on each relevant ex-dividend date using that day's closing mid-market price. Shares used to satisfy awards under the PSP are normally purchased in the market by the Kingfisher Employee Benefit Trust. As described earlier in this report, the Committee has reviewed the appropriateness of the quantum and performance measures under the PSP during the year and subject to shareholder approval at the Annual General meeting on 16 June 2011, awards in 2011/12 will be made on the basis set out in planned future changes.
Other long-term incentive plans
Apart from the Sharesave Option Scheme and those described above, all other option and incentive arrangements for executive directors have been discontinued, but awards made under these schemes in previous years will vest over time in accordance with the rules governing the various plans. The details are shown in the section entitled Closed incentive plans.
Pension provision
Ian Cheshire is a member of the main defined benefit arrangement, the Kingfisher Pension Scheme, and subject to the scheme cap (currently £123,600). Following his appointment as Group Chief Executive, Ian Cheshire also receives a 30% Company contribution, on his base salary above the pension cap, into defined contribution arrangements. Kevin O'Byrne commenced employment after the defined benefit section had closed to new members and thus is a member of the defined contribution arrangements and receives a Company contribution of 20% of base salary.
Other benefits
Each executive director is entitled to a car or car allowance, an allowance for financial planning, medical insurance, life insurance equivalent to four times salary, a subsidised staff canteen, a staff discount card and 30 equivalent working days' holiday per year.
Outside appointments for executive directors
Subject to the rules governing conflicts of interest, the Company encourages its executive directors to hold non-executive roles outside the Group as it recognises that such roles can broaden experience and knowledge which can benefit the Group. Subject to the Committee's agreement, any fees may be retained by the individual. Kevin O'Byrne is a non-executive director of Land Securities Group plc, and acts as Chairman of their Audit Committee; he is paid £60,000 and £17,500 respectively for fulfilling these roles and retains these fees. In January 2011, Ian Cheshire became a non-executive director of Whitbread plc and was appointed Chairman of their Remuneration Committee; he is paid £55,000 and £10,000 respectively for fulfilling these roles and retains these fees. In January 2011, Ian Cheshire was invited to act as the lead non-executive member of the Department for Work and Pensions Board. He waived his right to the fees payable for this role.
Share ownership guidelines
The Group Chief Executive and Group Finance Director are required to build a shareholding in the Company. The table below details the minimum shareholding required and the date by which that shareholding must be acquired. Shares which have not yet vested under any share-based incentive plans are not taken into account in applying this test.
Executive | Minimum shareholding | Date by which miminum shareholding must be achieved |
Shareholding as at 28 January 2011 (29 January 2010) |
% of basic salary as at 28 January 2011 (29 January 2010)1 |
Ian Cheshire | 200% | 28 January 2013 | 509,794 (410,792) | 160% (131%) |
Kevin O'Byrne | 100% | 1 October 2013 | 133,577 (112,994) | 57% (50%) |
Executive directors' remuneration
The remuneration paid to the executive directors for the 2010/11 financial year is set out in the table below:
£000 | Total remuneration | ||||
Base salary | Total benefits1 | Cash bonus2 | 2010/11 | 2009/10 | |
Ian Cheshire | 816.0 | 244.4 | 911.7 | 1,972.1 | 2,112.8 |
Kevin O'Byrne | 595.5 | 145.6 | 670.43 | 1,411.5 | 1,489.9 |
Total | 1,411.5 | 390.0 | 1,582.1 | 3,383.6 | 3,602.7 |
Tabular information relating to directors' interests in shares and executive directors' pension arrangements
Directors' interests in shares of Kingfisher plc
The directors who held office at 29 January 2011 had the following interests in the shares of the Company:
Ordinary shares 29 January 2011 |
Ordinary shares 30 January 2010 |
Daniel Bernard | 113,629 | 111,897 |
Andrew Bonfield | 10,000 | – |
Pascal Cagni | – | – |
Clare Chapman | – | – |
Ian Cheshire | 509,794 | 410,792 |
Anders Dahlvig | 75,000 | 75,000 |
Janis Kong | 24,000 | 24,000 |
John Nelson | 43,750 | 43,750 |
Kevin O'Byrne | 133,577 | 112,994 |
There were no changes in the interests of the directors between 29 January 2011 and 23 March 2011.
KIS Share awards
Awards of contingent shares, in respect of the financial year ended 29 January 2011, are due to be made in April 2011, vesting in April 2014, to Ian Cheshire and Kevin O'Byrne under the KIS Share Scheme to the value of £455,872 and £335,200, respectively, at the average mid-market price over the three dealing days prior to the date of grant in April 2011. As the awards will be made after publication of the accounts for the financial year ended 29 January 2011, the detail will be disclosed in next year's Annual Report.
Once the contingent share award is made in respect of the bonus earned, the only qualifying condition for the award normally to vest is to be in the employment of the Company at the vesting date.
Name | Number of contingent shares at start of year | Number of contingent shares awarded in year | Price per share | Dividend roll-up shares1 | Number of contingent shares exercised in year | Number of contingent shares at end of year | Vesting date | Lapse date |
Ian Cheshire | 54,395 | – | 277.75p | (54,395)2 | – | 11/04/2010 | 11/10/2010 | |
22,027 | – | 126.63p | 518 | – | 22,545 | 21/04/2011 | 21/10/2011 | |
250,285 | – | 164.63p | 5,901 | – | 256,186 | 21/04/2012 | 21/10/2012 | |
– | 247,697 | 216.81p | 5,840 | – | 253,537 | 06/04/2013 | 06/10/2013 | |
Total | 326,707 | 247,697 | 12,259 | (54,395) | 532,268 | |||
Kevin O'Byrne | 63,952 | – | 164.63p | 1,507 | – | 65,459 | 21/04/2012 | 21/10/2012 |
– | 178,032 | 216.81p | 4,197 | – | 182,229 | 06/04/2013 | 06/10/2013 | |
Total | 63,952 | 178,032 | 5,704 | – | 247,688 | |||
Totals | 390,659 | 425,729 | 17,963 | (54,395) | 779,956 |
Performance Share awards
Name | Number of performance shares at start of year | Number of performance shares awarded in year | Date of grant | Price per share when awarded | Dividend roll-up shares1 | Number of performance shares exercised during year | Number of performance shares lapsed during year | Number of performance shares at end of year | Vesting date | Lapse date |
Ian Cheshire | 108,449 | – | 11/04/2007 | 277.00p | – | (48,368)2,3,4 | (60,081) | – | 11/04/20102 | 11/10/2010 |
173,732 | – | 01/10/2007 | 178.10p | 2,810 | (78,737)2,5 | (97,805) | – | 01/10/2010 | 01/04/2011 | |
1,193,4776 | – | 01/02/2008 | 143.60p | 28,142 | – | – | 1,221,619 | 01/02/2011 | 01/08/2011 | |
999,1467 | – | 21/04/2009 | 164.63p | 23,560 | – | – | 1,022,706 | 21/04/2012 | 21/10/2012 | |
– | 663,3608 | 05/05/2010 | 246.02p | 15,642 | – | – | 679,002 | 05/05/2013 | 05/11/2013 | |
Total | 2,474,804 | 663,360 | 70,154 | (127,105) | (157,886) | 2,923,327 | ||||
Kevin O'Byrne | 684,8017 | – | 01/10/2008 | 126.60p | 16,147 | – | – | 700,948 | 01/10/2011 | 01/04/2012 |
684,8017 | – | 01/10/2008 | 126.60p | 16,147 | – | – | 700,948 | 01/02/2012 | 01/08/2012 | |
718,1357 | – | 21/04/2009 | 164.63p | 16,933 | – | – | 735,068 | 21/04/2012 | 21/10/2012 | |
– | 476,7908 | 05/05/2010 | 246.02p | 11,242 | – | – | 488,032 | 05/05/2013 | 05/11/2013 | |
Total | 2,087,737 | 476,790 | 60,469 | – | – | 2,624,996 | ||||
Totals | 4,562,541 | 1,140,150 | 130,623 | (127,105) | (157,886) | 5,548,323 |
- The price used to calculate the dividend roll-up shares was 237.95p, being the market price on 5 May 2010, and 228.35p, being the market price on 6 October 2010.
- The vesting date for this award was accelerated to 25 March 2010 at the discretion of the Committee.
- Subject to the performance condition having been partially met, 44.6% of these awards became exercisable. The remaining shares lapsed on the vesting date.
- The market price on exercise for Ian Cheshire was 225.01p on 26 March 2010. In line with the Group's share ownership guidelines, Ian Cheshire sold sufficient shares to meet his tax liabilities, i.e. 19,882 shares were sold and he retained 28,486 shares.
- The market price on exercise for Ian Cheshire was 234.50p on 1 October 2010. In line with the Group's share ownership guidelines, Ian Cheshire sold sufficient shares to meet his tax liabilities, i.e. 40,257 shares were sold and he retained 38,480 shares.
- Award subject to TSR performance targets only. TSR conditions require the Group's TSR to be at least median plus 1% for 15.625% to vest and upper quintile plus 1% for it all to vest. Intermediate performance vests on a sliding scale basis between these points.
- Award is subject to EPS and TSR conditions (50% of the shares to each). The EPS condition requires EPS at the end of the three-year performance period to be at least 15.9p for 15.625% of that part to vest and 19.6p for all of it to vest. The TSR condition requires the Group's TSR to be at least median plus 1% for 15.625% to vest and upper quintile plus 1% for it all to vest. In both cases, intermediate performance vests on a sliding scale basis.
- Award is subject to EPS and TSR conditions (50% of the shares to each). The EPS condition requires EPS at the end of the three-year performance period to be at least 20p for 15.625% of that part to vest and 23p for all of it to vest. The TSR condition requires the Group's TSR to be at least median plus 1% for 15.625% to vest and upper quintile plus 1% for it all to vest. In both cases, intermediate performance vests on a sliding scale basis.
Award of Matching Shares to Ian Cheshire on 1 February 2008
Type of award1,2 | At start of year | Dividend roll-up shares4 | At end of year | Market price of shares when award made | Qualifying conditions | Vesting date3 | Lapse date |
Matching Shares granted pursuant to Listing Rule 9.4.2 | 1,193,477 | 28,142 | 1,221,619 | 143.6p | EPS | 01/02/2012 | 01/08/2012 |
Sharesave Option Scheme
A UK Sharesave Option Scheme is open to all eligible employees, including executive directors. As is the case with all savings-related share option schemes, there are no performance criteria.
Number of options | ||||||||
At start of year | Granted during year | Exercised during year | Lapsed during year | At end of year | Option price | Date from which exercisable | Lapse date | |
Ian Cheshire | 8,807 | 8,807 | 109.00 | 01/12/2011 | 01/06/2012 | |||
Kevin O'Byrne | 5,263 | 5,263 | 172.40 | 01/12/2012 | 01/06/2013 | |||
Totals | 14,070 | 14,070 |
Closed incentive plans
Executive share options
There are outstanding awards under the Executive Share Option Scheme that may become exercisable or vest at the end of their respective deferral periods. This plan is now closed and no further awards will be made. The full details of the plan can be found in previous Annual Reports. The performance conditions for all awards under this plan have now been met. The last grants under the Executive Share Option Scheme were made on 17 April 2003. The outstanding awards are as follows:
Number of options | ||||||||
At start of year | Exercised during year | Lapsed during year | At end of year | Option price (pence) | Date from which exercisable | Lapse date | ||
Ian Cheshire | 74,346 | – | (74,346) | – | 393.43 | 17/04/2004 | 17/04/2010 | |
69,991 | – | (69,991) | – | 357.18 | 25/09/2004 | 25/09/2010 | ||
126,231 | – | – | 126,231 | 209.93 | 26/09/2004 | 26/09/2011 | ||
91,3501 | – | – | 91,350 | 290.08 | 09/04/2005 | 09/04/2012 | ||
164,144 | – | – | 164,144 | 194.95 | 08/10/2005 | 08/10/2012 | ||
134,538 | – | – | 134,538 | 237.85 | 17/04/2006 | 17/04/2013 | ||
Totals | 660,600 | – | (144,337) | 516,263 |
In the period 1 February 2010 to 28 January 2011, the highest and lowest market price for Kingfisher shares was 271.3p and 198.5p respectively. The market price at close of business on 28 January 2011 was 255.6p.
Dilution limits
Kingfisher share plans comply with recommended guidelines on dilution limits and the Company has always operated within these limits. The current Association of British Insurers ('ABI') guidance on headroom limits provide that overall dilution under all plans should not exceed 10% over a ten year period in relation to the Company's issued share capital, with a further limitation of 5% in any ten year period on executive plans. Assuming none of the extant options lapse and will be exercised and having included all exercised options, the Company has utilised 4.53% of the 10% in ten years and 3.67% of the 5% in ten years in accordance with the ABI guidance on dilution limits.
Directors' pension benefits
Ian Cheshire has an entitlement to part of his pension benefits through the Kingfisher defined benefit pension scheme (subject to the scheme cap) and partly through defined contribution schemes. Kevin O'Byrne only has an entitlement to a defined contribution pension.
The following table shows details required under both Schedule 8 to the Accounting Regulations under the Companies Act 2006 and the Listing Rules as they apply to Kingfisher for the year ended 29 January 2011. In respect of the Companies Act 2006, the details shown represent for the defined benefit section:
- accrued pension benefits at the relevant dates;
- the increase in the amount of accrued pension during this year;
- the transfer value amounts as at 31 January 2010 and 29 January 2011; and
- the increase in transfer value between those dates, net of member contributions paid.
The table below relates only to benefits accrued in the Final Salary section, and excludes any Money Purchase section or AVC benefits.
Accrued pension | Transfer value | Pension cost | |||||||||||
Age | Years of service | Increase in accrued pension £000 pa |
2010/11 £000 pa |
2009/10 £000 pa |
Increase in transfer value £000 (net of director's contributions) | 2010/11 £000 pa |
2009/10 £000 pa |
Increase in accrued pension £000 pa (net of inflation) |
2010/11 £000 pa |
2009/10 £000 pa |
Ian Cheshire1 | 51 | 12 | 2 | 28 | 26 | 103 | 549 | 437 | 2 | 17 | 28 |
- Accrued pensions and transfer values include employer contributions (by way of bonus surrender) made in March 2004 of £15,000.
- The above relates only to benefits accrued in the Final Salary section, and also excludes any Money Purchase section or AVC benefits.
The following table shows the employer contributions made to the defined contribution schemes in relation to service during the financial year to 29 January 2011:
Employer contributions | ||
2010/11 | 2009/10 | |
Ian Cheshire | £207,720 | £203,220 |
Kevin O'Byrne | £119,100 | £115,000 |
Total Shareholder Return
The first graph below shows the progress of the Company since the appointment of Ian Cheshire in January 2008. The graph illustrates the Company's TSR for the three years to 29 January 2011, plotting the value of £100 invested in Kingfisher plc shares over the last three financial years compared to the performance of the FTSE100 Index over the same period.
The Company's TSR for the five years to 29 January 2011 is shown in the second graph below, which plots the value of £100 invested in Kingfisher plc shares over the last five financial years. The other line on the graph shows the performance of the FTSE100 Index over the same period.
The Company chose the FTSE100 Index as an appropriate comparator for this graph because the Company has been a constituent of that index throughout the period and its constituents are used as the comparator group for the PSP.
Total shareholder return – 3 years
Total shareholder return – 5 years
Chairman's & non-executive directors' appointment, terms and fees
Daniel Bernard was appointed Chairman on 3 June 2009, for an initial fixed three-year term, unless terminated earlier in accordance with the Company's Articles of Association, or by either party giving the other not less than six months' prior written notice. His appointment is documented in a letter of appointment and he is required to devote no fewer than two to three days a week to his duties as Chairman. His appointment as Chairman will automatically terminate if he ceases to be a director of the Company. His fee, determined by reference to his time commitment and relevant benchmark data, was set at €450,000 per annum, and is paid to a service company, Provestis, which also receives a monthly contribution of €5,000 towards the cost of running an office in Paris. The fee payable to the Chairman was increased from 1 February 2011 from €450,000 p.a. to €461,250 p.a. an increase of 2.5%.
Service contracts
Non-executive directors are appointed under letters of engagement. Appointments have historically been for an initial period of three years and invitations to act for subsequent three-year terms are subject to a review of performance, and taking account of the need to progressively refresh the Board.
The appointment may be terminated by either party giving the other not less than three months' prior written notice, unless terminated earlier in accordance with the Company's Articles of Association, and the Company has no obligation to pay compensation when their appointment terminates.
Non-executive directors are subject to re-appointment by shareholders at the Annual General Meeting following their appointment, and subsequently at intervals of no more than three years. In advance of the implementation of the UK Corporate Governance Code, the Company has voluntarily adopted the requirement for all directors to submit themselves for re-appointment at each Annual General Meeting, accordingly, all directors will be offering themselves for re-appointment at the Company's Annual General Meeting to be held on 16 June 2011.
The Board determines the fees paid to non-executive directors under a policy which seeks to recognise the time commitment, responsibility and technical skills required to make a valuable contribution to an effective Board. The Board will also review information on fees paid to non-executive directors in similar companies and will review fees for non-executive directors in January each year.
All fees payable to non-executive directors were increased by 2.5% with effect from 1 February 2011. The fee for a non-executive director increased from £55,000 p.a. to £56,375 p.a.; the fee payable to the Chairman of the Audit Committee increased from £17,000 p.a. to £17,425 p.a.; the fee payable to the Chairman of the Remuneration Committee increased from £10,000 to £10,250; and the fee payable to the Deputy Chairman increased from £45,000 p.a. to £46,125 p.a.
Non-executive remuneration
Date of appointment | Expiry of current term | Total length of service at 29 January 2011 or, if earlier, on retirement |
Remuneration 2010/11 |
Remuneration 2009/10 |
Daniel Bernard1 | 24/05/2006 | 03/06/2012 | 4 years 8 months | 384.6 | 329.5 |
Phil Bentley2 | 04/10/2002 | – | 7 years 5 months | 9.4 | 68.3 |
Andrew Bonfield3 | 11/02/2010 | 10/02/2013 | 11 months | 68.0 | – |
Pascal Cagni4 | 17/11/2010 | 16/11/2013 | 2 months | 11.2 | – |
Clare Chapman5 | 02/12/2010 | 01/12/2013 | 1 month | 8.9 | – |
Anders Dahlvig | 16/12/2009 | 15/12/2012 | 1 year 1 month | 55.0 | 6.6 |
Michael Hepher6 | 01/09/1997 | – | 12 years 9 months | 20.9 | 53.3 |
Janis Kong | 08/12/2006 | 07/12/2012 | 4 years 1 month | 55.0 | 53.3 |
John Nelson7 | 11/01/2002 | 10/01/2011 | 9 years | 110.0 | 98.0 |
Total remuneration | 723.0 | 609.0 |
In the independent auditors' report, Deloitte LLP refer to the parts of the Directors' remuneration report that are subject to audit. These comprise the following sections in this report: the disclosures under headings 'Executive directors' remuneration', 'Directors' interests in shares of Kingfisher plc', 'KIS Share awards', 'Performance Share awards', Sharesave Option Scheme', 'Closed incentive plans', 'Directors' pension benefits' and 'Non-executive remuneration'.
For and on behalf of the Committee
John Nelson
Chairman of the Remuneration Committee
23 March 2011


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Friday, 6 December 2013
8 comments:
Photography, as a powerful medium of expression and communications, offers an infinite variety of perception, interpretation and execution.
clipping pathPhotography is a way of feeling, of touching, of loving. What you have caught on film is captured forever... it remembers little things, long after you have forgotten everything. clipping path service
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Sponsored by: Brakes Plus
Feb 13, 2011 8:17 AM by Andy Koen
At least eight people were injured Saturday in Lakewood when the elderly driver of a Jeep crashed into a cell phone store.
Police say Larry Faulkner, 75, crossed from one side of the street to the other, driving through the median and hitting another car as before he drove into the store front.
Emergency workers say Falkner may have had some sort of medical problem. Three people were treated at the scene but five others, including the driver and a customer inside the store were transported to area hospitals with more serious injuries.
4 months ago


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Predator Black Overhead Mask
Predator Adult Costume
The hunt for a killer Halloween costume ends with this officially licensed Predator adult costume, complete with realistic detail and authentic character mask - time to get dangerous!
Black Anti Gas Mask
Be ready for the riots and tear gas when you decide to wear this Black Anti Gas Mask. Create your costume around this haunting mask -- add your own back story and head for the houses with the best candy.
Black Metallic Skull Mask
People will turn and run when they see you coming on Halloween wearing this Black Metallic Skull Mask. Black shiny mask features elastic straps for a comfortable fit.
Venetian Chrome Black Mask
Your onlookers won't know whether to laugh or cry when they see you in this Venetian Chrome Black Mask. Black mask features an extra long nose, so you can give your own story as to how it came to be!
Black Masquerade Mask
You'll be ready for the ball when you decide to wear this Black Masquerade Mask. Have a blast at the party in this awesome face mask while everyone tries to figure out your true identity!
Harlequin Black Mask
Play coy this Halloween in this Harlequin Black Mask. Showcase your eyes – the windows to your soul – in this plastic fabric- covered costume mask which features an elastic strap. The perfect identity-concealing touch for the vixen in a Sexy Hooded Adult Robe, available separately.
Black Medieval Mask
Take over the night on Halloween when you wear this Black Medieval Mask. This disguise feature black glitter design around the eyes.
Black Metal Lace Mask
You'll be ready for the masquerade when you wear this exquisite Black Metal Lace Mask. Intricately detailed disguise features a thin strap for a secure fit around your head.
Festive Black Party Mask
Celebrate with wild abandon when you disguise yourself with this festive black carnival party mask embellished with feathers.
Black Invisible Ghoul Mask
While ghouls and monsters are truly frightening, even more scary is what's left to the imagination. Imagine the shock of beholding a frightful creature with no face - then make it real with this awesome black Invisible Ghoul mask. Dementors beware!
Black Bat Half Mask
The Black bat half mask is a dynamic addition to a superhero or supernatural costume - very sleek and starkly spooky!
Realistic Black Ape Mask
Chimpanzees, gorillas, humans and orangutans are collectively known as great apes.Call it what you will, this Black Ape Mask will take you to the top of the Empire State building, to the Planet of the Apes or back to thebeginning of your family tree. Authentic, realistic and highly detailed.
Red and Black Skull Mask
You'll be one scary, two-faced skeleton when you wear the Red and Black Skull Mask. This 100% plastic mask features one half in a crimson red, and the other is solid black.
Black and Gold Masquerade Mask
Attend the ball in style when you wear the Black and Gold Masquerade Mask. This elegant face mask features lace and feather details that will make you stand out from the crowd.
Black Bird Feather Sequin Mask
Mystify and allure in the Black Bird Feather Sequin Mask. This mask is perfect for any Halloween party, and features a purple mask with lace overlay and feathered details.
Bio Zombie Black Gas Mask
Maybe you're a zombie or maybe you survived a tsunami and work on the reactors - whatever character you create this antiqued silver Bio Hazard Gas Mask will add authenticity to your costume. Plus, if you just want and easy costume, pull on a hoodie and the mask and call it done!
Black Catsuit With Mask Adult Womens Costume
Cats look better in pleather. That includes you when you wear this Black Catsuit With Mask Adult Women's Costume complete with faux leather, full coverage zip up jumpsuit with masquerade style cat mask.
Karneval Style Silver and Black Mask
Step out in style when you sport the black and silver Karneval mask - so elegant, so sophisticated!
Black and Red Feather Carnival Mask
Party with style when you create or complete your costume with this black and red Carnival feather-trimmed mask.
Pink and Black Burlesque Half Mask
Get ready for a masquerade party or Halloween ball when you conceal your identity with this ornate pink and black Burlesque half mask.
Angry Birds Black Angry Bird Mask
All of the Angry Birds have their own unique personality - the black bird is known for emotion. Have an emotionally satisfying Halloween in this officially licensed Angry Birds black Angry Bird mask and stop King Pig.
Deadpool Mask
Top off your mercenary costume with the officially licensed Marvel Deadpool Mask. This red and black character mask features see-through white eye holes and it's also breathable.
Strain Mask
…2 fanged vampire the officially licensed Strain Mask will make you the ultimate vamp this Halloween. Infect everyone around you when you wear this gory and gruesome mask, that looks right out of The Strain. Features creepy wrinkled design, pointed ears, blood splatters and a formidable black nose.


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The Pride Chennai is located in the centre of this ancient city and offers sumptuous accommodation, a variety of dining options, two banqueting halls, a range of meeting spaces, business centre, health club, swimming pool and much more.
All the spacious, modern rooms feature a wealth of amenities, including satellite TV, direct-dial telephone, electronic safe, tea and coffee making facilities, comfortable beds and luxury bathrooms.
Choose from Indian and international specialities in the three restaurants, and enjoy a range of delicious cocktails in Fuel, the trendy hotel bar.
...Be the first to upload a guest photo...
These weather conditions are supplied to help you match temperature and rainfall possibilities around Pride Hotel Chennai against your chosen travel dates. Please remember that this chart is based on averages.
18kms away from ANNA International Airport
Four meeting and events rooms can be used for functions of all sizes. There is a business centre with computers, printers and faxes for guest use.
Comfortable rooms, excellent dining establishments, meeting rooms and lots of fitness options – The Pride, Chennai serves both the business and the leisure traveller impeccably.
Business amenities
Booking Support:
UK: 020 7380 3658 US: +1888 222 8859 Int: +1 972 894 1182 E: Send an Email
Meeting and Incentive Groups:
T: +44 (0) 20 7380 8557 E: firstname.lastname@example.com


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Econlib Resources
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COMMENTS (2 to date)
richard writes:
could you explain why buying a preferred security in this instance is preferable to buying the stock itself? Posted September 1, 2009 9:08 PM
DBT writes:
The main reason that the government would want preferred stock over common is the event of a bankruptcy (which is arguably plausible for Freddie). During liquidation, preferred shareholders get all of their money back before common shareholders get a dime. Additionally, the purchase of common stock at market value would not have offered significant capital to the corporation, which was the goal of TARP. Posted September 2, 2009 9:15 AM
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Wichita Grand Opera review: Passion and power in 'Otello' voices
Wichita Grand Opera opened its eleventh season on Saturday evening with a performance of Guiseppi Verdi's "Otello" in the Century II Concert Hall. This large-scale opera, produced in the classic tradition, is a great work with which to begin a season. An English translation of the libretto above the stage allowed the audience to follow the subtleties of the plot, and lavish costumes enhanced the production.
The opera opens on a quay with the cast looking seaward in fear that Otello's ship is in danger. Use of lighting effects here made the staging seem two dimensional, rather than heighten a sense of realism. The power of the music alone easily sets the scene. The chorus sang well here, as they did throughout the evening.
Martin Illiev as Otello, the governor of Cyprus, captured all the gravitas and drama of the title role, but his powerful voice was not always well centered. He communicated the torment of his character's doubt strongly. Zvetelina Vassileva, as Desdemona, portrayed Otello's tragically abiding wife. Her voice had a glowing passion to it and she delivered the emotion of her role beautifully.
Otello and Desdemona are ripped asunder by the dark and conniving Iago, played with energy and polish by Michael Nansel. Nansel's voice is well proven on the Century II stage and this production gave the audience another opportunity to appreciate his talent. Dustin Peterson as Otello's captain, Cassio, sang with a clear, projecting tone and dispatched his earnest role strongly. Michael Morrow as Roderigo and Charles Turley as Montano did their parts justice. Sarah Kraus' Emilia, Iago's wife and Desdemona's lady in waiting, was engaging and believable; her voice is powerful and attractive.
The orchestra, well lead by Martin Mazik, suffered occasional pitch discrepancies in their rendering of this demanding score. Mazik maintained excellent coordination of all forces involved.
Wichita Grand Opera will continue its season with operatic productions in Wichita, Salina and McPherson, and by hosting the Russian National Ballet Theater.
Join the Discussion
The Wichita Eagle is pleased to provide this opportunity to share information, experiences and observations about what's in the news. Some of the comments may be reprinted elsewhere on the site or in the newspaper. We encourage lively, open debate on the issues of the day, and ask that you refrain from profanity, hate speech, personal comments and remarks that are off point. Thank you for taking the time to offer your thoughts.


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there werent a whole lot of mods going on, but it was good to meet everyone and shoot the shit
convoy heading to seans house
ben building boxes in his bed that will house an air compressor, battery, speakers, amps, etc...
yup... thats a bottle opener on the switch panel
air compressor in the bed cubby
brave to just start drilling into the bed
replacing damaged bumper. how the hell did you only manage to damage JUST the bumper?
it was a pain in the ass to take off
came off with a thud and a throw
new bumper back on
installing lights
various pics of the trucks....
some were jealous of this logo
seans truck
this truck has the toytec ultimate lift on it. this is the lift i want to get on my truck, but i cannot decide on 32's or 33's (where did you have this lift installed? i know i asked, but i forgot )
the tires on this truck look great in person


text: Nutmeg edit this page Edit source History Discuss0 38,266pages on this wiki Revision as of 19:32, November 29, 2010 by SulfBot (Talk | contribs) (diff) ← Older revision | Latest revision (diff) | Newer revision → (diff) Nutmeg was the seed of a tree found on Earth and used, grated, as a spice. Captain Picard of the USS Enterprise-D had a recipe for steamed milk with nutmeg, which he shared with Doctor Crusher. (TNG: "Cause and Effect") External linkEdit Nutmeg at Wikipedia Categories: Earth plants Earth herbs and spices


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Per 2 oz. of meat, this heart-healthy product is certified by the American Heart Association®, meeting their requirements for heart-healthy foods. It bears the distinctive American Heart Association® Heart-Check mark on the front label.
All Natural* Roasted Turkey Breast
*No artificial ingredients, minimally processed
• Humanely Raised†
• No MSG Added
• No Nitrate or Nitrite Added††
• No Preservatives
• Raised Without the Use of Antibiotics or Hormones†††
• Vegetarian Grain Fed
An all natural turkey breast that is oven roasted to perfection with sea salt and organic sugar. Preservative free, gluten free and certified heart-healthy. Cut into thick slices (like a cutlet) and serve on a hearty wheat roll with lettuce and a spread of all natural cranberry sauce and mayo.
Health Features
Feingold® Food List
This product qualifies for inclusion on the Feingold® Association food list for persons on food sensitive diets.
Nutritional Information
Calories | Total Fat | Cholest | Sodium | Protein | ||||
60 | 1g | 30mg | 330 mg | 13g |
Nutrition Facts
Serving Size Serv Size 2 oz (56g)
Serving Per Container Varied
Amount Per Serving
Calories 60 | Calories from Fat 10 |
% Daily Value*
Total Fat 1g | 1% |
Saturated Fat 0g | 0% |
Trans Fat 0g | |
Monounsaturated Fat 0g | |
Polyunsaturated Fat 0g | |
Cholesterol 30mg | 9% |
Sodium 330mg | 14% |
Potassium 150mg | 4% |
Total Carbohydrate 1g | 0% |
Dietary Fiber 0g | 0% |
Sugars 0g | |
Protein 13g | 26% |
Vitamin A 0% | Vitamin C 0% |
Calcium 0% | Iron 2% |
*Percent Daily Values are based on a 2,000
calorie diet.
†Animals humanely raised with shelter, resting areas, sufficient space, and the ability to engage in natural behaviors.
††Turkey breasts contain naturally occurring nitrates in sea salt.
†††Raised without the use of antibiotics, hormones, growth promotants or animal by-products. Vegetarian grain fed. Federal regulations prohibit the use of hormones in poultry.
Please note that the Heart-Check Food Certification does not apply to recipes or information reached through links to other information unless expressly stated. For more information, see the American Heart Association® nutrition requirements here.


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Dan Seitz
Professional writer for Uproxx.com, GammaSquad.com, Guyspeak.com, Guyism.com, Zug.com, and innumerable other sites. He writes the Internet, basically.
Halloween is coming up, and we all know what that means: Christmas stuff starts showing up in stores any minute now. Also, on Halloween weekend, we'll be going to lots of haunted houses, haunted garages, haunted mazes, haunted cul-de-sacs and haunted, well, anything you can stick a light-up ghost on
Thanksgiving is a wonderful holiday for dogs. Lots of human food, lots of stuffed, sleepy people, and lots of attention. But sometimes you have to work to get your treat, and Sloopy the Chihuahua is no exception
Here's the Saturday-after-Thanksgiving tradition: a smartphone video of a Black Friday riot. This is in Moultrie, GA, and the swarms of people are grabbing cheap pay-as-you-go smartphones. But it's not the only shame to be happening, as the clip you've seen elsewhere isn't legit.
We could offer an explanation of this. But we really don't have one, and do you really need one? It's just an adorable Corgi puppy and an equally adorable kitten snuggling, and arguing in their sleep over who gets the most pillow
In the wake of the closing of Hostess, many are worried that they won't be able to get Twinkies, and driving the prices of the snack cakes up to absurd degrees on eBay.
Good thing the recipe is easy to find, if you're not made of money.
We've all had that problem of not knowing exactly where our mouse pointer is. So the Pointer Pointer recruits some people from the Internet to find it for you.
Do you like milk? Like, do you really like milk? Holly Lindley, a British nine-year-old, really likes milk. Good thing too, because she's got to drink six pints of it a day to survive.
There's a lot of argument over this anonymous clip. Not about the guy doing a forward flip right over the person about to tackle him: That's obviously a display of athleticism. No, some people think it was "staged" and others argue it happened spontaneously
This is Aero. He went to the vet for treatment, which he recovered handily. But in the meantime, this is what he sounds like when he's expressing displeasure under sedation. The results sound eerily similar to Chewbacca:
So that's how they did it!
If you're going to cook and eat a squirrel, for some inexplicable reason, we can stake with confidence that a blowtorch is not the way to go about doing it.
We feel really bad for Donna, the woman in this clip, because she seems an exceptionally nice lady. She's well-spoken and polite, just... hazy on a few concept. Donna called into a North Dakota morning show because she couldn't get anybody to pay attention to her problem. Which essentially boils down to misunderstanding who a specific sign is aimed at.
If you get motion sick, you're probably looking for any form of relief. And a source of it is coming from an unlikely place: NASA.


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Hemorrhoidectomy(Hemorrhoid Removal)Pronounced: HEM-roy-DEK-tuh-mee
Daus Mahnke, MD DefinitionA hemorrhoidectomy is an operation to remove hemorrhoids. Hemorrhoids are swollen veins located in or around the anus and rectum. Hemorrhoids can cause discomfort, pain, or bleeding.
Reasons for Procedure TOPHemorrhoidectomy is used to treat painful, swollen hemorrhoids. The procedure is most often done for the following reasons:
Possible Complications TOPProblems from the procedure are rare, but all procedures have some risk. Your doctor will review potential problems, like:
Before your procedure, talk to your doctor about ways to manage factors that may increase your risk of complications such as:
Other factors that may increase your risk of complications include:
What to Expect TOPPrior to ProcedureYour doctor may do the following:
Leading up to the procedure:
AnesthesiaYour surgery will be done using either:
Discuss these options with your doctor before the day of your surgery. Description of the Procedure TOPAn anoscope will be inserted into your anus. The doctor will be able to see the hemorrhoids through the scope. An incision will be made around each hemorrhoid. The swollen vein inside the hemorrhoid will be tied off so that it does not bleed. The hemorrhoid will then be removed. The wounds will either be stitched closed or left open to heal. There are other variations of this procedure. Ask your doctor to describe which procedure will be used. Immediately After Procedure TOPYou will be monitored in a recovery area for a few hours. How Long Will It Take? TOPAbout 1-2 hours How Much Will It Hurt? TOPYou should not feel pain during the procedure. After the procedure, you might have pain in the area. Ask your doctor about medication to help with the pain. Post-procedure Care TOPDuring your stay, the hospital staff will take steps to reduce your chance of infection such as:
There are also steps you can take to reduce your chances of infection such as:
Be sure to follow your doctor's instructions, which may include:
Complete recovery will take 2-3 weeks. If your hemorrhoids come back, let your doctor know. Call Your Doctor TOPCall your doctor if any of the following occurs:
If you think you have an emergency, call for medical help right away. RESOURCES:American Gastroenterological Association http://www.gastro.org American Society of Colon and Rectal Surgeons http://www.fascrs.org CANADIAN RESOURCES:The Canadian Association of Gastroenterology http://www.cag-acg.org The College of Family Physicians of Canada http://www.cfpc.ca References:Hemorrhoids. EBSCO DynaMed website. Available at: ...(Click grey area to select URL) Updated March 21, 2013. Accessed May 23, 2013. Living with hemorrhoids. American Gastroenterological Association website. Available at: ...(Click grey area to select URL) Published April 25, 2010. Accessed May 23, 2013. 6/2/2011 DynaMed's Systematic Literature Surveillance ...(Click grey area to select URL) Mills E, Eyawo O, Lockhart I, Kelly S, Wu P, Ebbert JO. Smoking cessation reduces postoperative complications: a systematic review and meta-analysis.Am J Med. 2011;124(2):144-154.e8. Last reviewed May 2013 by Marcin Chwistek, MD; Brian Randall, MD Last Updated: 1/24/2014 | |


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Royal Asscher Diamond Company
This article does not cite any references or sources. (June 2010) |
The Royal Asscher Diamond Company (Dutch: Koninklijke Asscher Diamant Maatschappij) was founded in 1854 by the Asscher family. The company is responsible for cutting some of the most famous diamonds in the world. Its headquarters still stand at its original location Tolstraat 127 in Amsterdam, the Netherlands. The company also has regional headquarters in New York City (Royal Asscher of America) and Tokyo (Royal Asscher of Japan).
Royal Asscher is still owned by the Asscher family, a renowned diamond dynasty with a 157 year old legacy. The Asscher Diamond Company, made famous at the turn of the 20th century by Joseph and Abraham Asscher, became the Royal Asscher Diamond Company in 1980 when it was bestowed with the honor of a Royal Prefix from Queen Juliana of the Netherlands in recognition of the company's stature both in the Netherlands and across the world. In 2011 Queen Beatrix perpetuated the Royal Prefix for another 25 years.
The establishment of the company[edit]
In 1854 Joseph Isaac Asscher, a known artisan in the diamond industry, established the I.J Asscher diamond company, named for his son Isaac Joseph Asscher, who followed in his father's footsteps and entered the diamond industry. He passed down his expertise to his two sons, Joseph and Abraham, who become two of the 20th century's most prodigious diamond experts. Under Joseph and Abraham, the company is known as the Asscher Diamond Company.
The Asscher Cut[edit]
In 1902 Joseph Asscher upheld his father's reputation for skill and innovation by designing the original Asscher cut. This emblematic cut was the first signature cut to be patented. The Asscher Diamond Company held its exclusive patent until the Second World War and saw strong sales internationally.
The Excelsior diamond[edit]
In 1903, at 997 carats (199.4 g), the Excelsior diamond was the largest diamond ever found. The gem required expert handling to be properly carved: inclusions within the rough diamond prevented it from being polished as a single stone. Abraham Asscher was charged with cleaving the Excelsior; to minimize flaws, he carved the stone into ten diamonds which were primarily sold to anonymous purchasers. Rumor and myth abound regarding the location of the diamonds.
The Excelsior diamond was the focal point of the 2003 Victoria's Secret Fantasy Bra valued that time to be around $13 million dollors with a jeweled panty for additional amount nearing $1 million dollors.
The Cullinan diamond[edit]
In 1905 the Cullinan diamond was discovered. At 3,106 carats (621.2 g) it was a legendary find, and achieved instant renown across the globe. The diamond was presented to King Edward VII, and he invited the Asscher brothers to London to discuss cleaving the diamond. It was decided that Joseph Asscher would cleave the Cullinan into three parts, necessitated by inclusions within the rough diamond. Nine large stones were cut from it, the largest being the 530.20 carats (106.040 g) Cullinan I.
In February 1908 a notable audience gathered to watch Joseph Asscher cleave the huge stone. In order to yield large, beautiful diamonds he needed to hit the Cullinan in exactly the right place. On his first strike his blade broke, while the stone remained intact. He dismissed all present and set to work creating larger, stronger tools.
The following week, armed with new tools, Joseph resumed his work, allowing no one but the notary public in the cutting room. Urban legend recounts that Joseph fainted after striking the Cullinan diamond with a tremendous blow. He later commented that the adrenaline surging through him the moment the stone split was so strong all he could think to do was to examine the stone and check his workmanship over and over again before rushing to the next room to share the good news. Later, the Cullinan diamonds were polished, ready to take pride of place in Great Britain's Crown Jewels.
World War II[edit]
During the Second World War's battle of the Netherlands the Nazis entered the Asscher Diamond Company's Amsterdam headquarters and seized its diamonds. The Asscher family's members are Jewish, and were thus subsequently deported from the Netherlands and interned in concentration camps, along with nearly all of the company's polishers. During the war the patent on the original Asscher cut expired. With no one to renew the patent, other companies started to utilize the Asscher cut, leading to market confusion about the origin of many Asscher cut diamonds. Some companies chose to call their Asscher cut diamonds square-emerald cuts instead. Many of these diamonds were cut for yield and did not necessarily follow Joseph Asscher's original proportion calculations for the Asscher cut, which specified parameters for the diamond's crown height, table size, and facet alignment.
After the war[edit]
In 1945 the war ended; only ten Asscher family members and fifteen of the five hundred polishers survived the Holocaust. There was no company to return to: although Amsterdam was once the world's diamond polishing capital, the diamond industry there was wiped out. Antwerp subsequently emerged as a major diamond polishing center.
In 1946 Joop and Louis Asscher were invited to utilize their expertise and start a new company in New York. However, they chose to remain in their home of Amsterdam and to rebuild the Asscher Diamond Company.
Royal title[edit]
In 1980 Her Majesty Queen Juliana of the Netherlands granted the Asscher Diamond Company a royal title in tribute to the leading, century-old role the company and Asscher family held in the diamond industry. With this honor, the Asscher Diamond Company became the Royal Asscher Diamond Company.
Royal Asscher Cut[edit]
Edward and Joop, Louis Asscher's sons, continued the family legacy and researched the possibility of enhancing Joseph Asscher's original Asscher cut. They took the design and proportion calculations and used computer modeling and simulation to look at how light would perform within the diamond if certain adjustments were made during the cutting and polishing process.
Almost 100 years after Joseph patented the original Asscher cut, Edward and Joop introduced the Royal Asscher cut in 2001 (named for the company from which it hails). The Royal Asscher cut has an extra break on the diamond's pavilion, giving the diamond 74 facets, compared to the original Asscher's 58 facets. It is known for superior light performance when compared to other step cut diamonds (in 2009 the AGS Laboratories launched an independent light performance grading certificate for the Royal Asscher cut). The Asscher family secured an international design patent so the Royal Asscher cut could not be legally imitated; Royal Asscher is also trademarked and the company owns exclusive rights to the name. To further guarantee authenticity each diamond is laser inscribed with the Royal Asscher logo and an identification number belonging to a single diamond only. The number is logged with the Royal Asscher Diamond Company in Amsterdam and a Royal Asscher certificate accompanies the diamond.
The fifth and sixth generations of the Asscher family are at the helm of an international company. The reigning president is Edward Asscher, co-creator of the Royal Asscher cut. His daughter Lita Asscher is President of Royal Asscher of America, and his son Mike Asscher is in charge of the development of the Far East business.
In 2011 Royal Asscher opened a number of boutiques in China.
The Golden Book[edit]
The company keeps a 'Golden Book' of visitors, who have included Emperor Hirohito of Japan, Queen Elizabeth II of the United Kingdom, and Queen Juliana and Prince Bernhard of the Netherlands. Royal Asscher gems are often seen at red-carpet events.
Popular culture[edit]
The Royal Asscher cut was featured in Sex and the City.


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Fergie Officially Changes Her Name — She's Even More Fergalicious Now!
Stacy Ann Ferguson is dead — long live Fergie Duhamel! The 38-year-old pop star, best known as Fergie, requested a name change in July had it approved by a judge today, August 16, as TMZ reports. Her new moniker reflects both her stage name and her marriage to Safe Haven actor Josh Duhamel. In case you were wondering what she's up to these days, the "Glamorous" singer is reportedly working on a seventh album with her group, The Black Eyed Peas. Oh yeah, and she's pregnant with a son, her first child with Josh. As is tradition for anyone changing his or her name in the state of California, she ran a notice about the identity switch in a local newspaper for four weeks. We're just glad Fergie didn't follow the example of two of her fellow Peas, will.i.am and aple.de.ap, and change her name to fe.rg.ie.


text:
Type: Sub-task
Status: Open
Priority: Major
Resolution: Unresolved
Affects Version/s: None
Fix Version/s: None
Component/s: security
Audit: Important actions taken by subjects should be logged for accountability, a chronological record which enables the full reconstruction and examination of a sequence of events, e.g. schema changes or data mutations. Logging activity should be protected from all subjects except for a restricted set with administrative privilege, perhaps to only a single super-user.
Support dynamic scaling transparently and support multi-tenant. Acquire enough detail and support streamline auditing in time. Should be configurable on a per-table basis to avoid this overhead where it is not wanted.
Consider logging audit trails to an HBase table (bigtable type schemas are natural for this) and also external options with Java library support - syslog, etc., or maybe commons-logging is sufficient and punt to administrator to set up appropriate commons-logging/log4j configurations for their needs.
Consider integration with Scribe (http://developers.facebook.com/scribe/) or Chukwa (http://wiki.apache.org/hadoop/Chukwa).
- Session information (Required)
- Client, server, When, How, Where.
- Command information (Required)
- Command detail and intent
- Command result and why
- Data event (input and output interested data, depends on predefined policy)
- Metadata, data detail, session identity and command identity, data direction, etc.
- Command Counts (optional)
- Execution duration
- Response/request data amount
- Resource usage
- Node status
- Node resource counts
- Session status
- Abnormal events (Required)
Field | Original Value | New Value |
Fix Version/s | 0.22.0 [ 12314223 ] |
Component/s | security [ 12314192 ] |
Fix Version/s | 0.92.0 [ 12314223 ] |
Assignee | Andrew Purtell [ apurtell ] |


text:
Escape Route from North Klondike Couloir | [ Sizes: Orig | Large | Med | Small | Thumb ] | |||
Should conditions warrant an escape from the snow climbing in North Klondike Couloir (for example, I had an ice axe but no crampons and couldn't make the final very steep stretch without them), this section on the right side of the couloir near its upper end holds many Class 3 options. In the middle of the couloir, where it is also narrowest and quite steep at times, the escape options are Class 5. I exited above this point, maybe about 50 vertical feet below the cornices. Snowy Range, WY-- July 2007 | Image Data
Image ID: 320531 Hits: 1080 Lat/Lon: 41.36100°N / 106.318°W Object Title: Escape Route from North Klondike Couloir Image Type(s): Rock Climbing, Alpine Climbing |


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Mary Washington vs. Hampden-sydney
February 20, 2010
Scoring | |
Dan Coats | (2, 2) |
Mark Bowler | (1, 2) |
Harry Snyder | (2, 0) |
Ryan Motyka | (1, 0) |
Brian Meaney | (1, 0) |
Brian Deal | (0, 1) |
Paul Tunick | (0, 1) |
Saves | |
Matt Prin | 14 (0.560) |
Current Record | |
Mary Washington | 0-2 |
go to Mary Washington page |
Scoring | |
Carter Mavromatis | (2, 3) |
Kevin Coats | (4, 0) |
Cole Hawthorne | (1, 2) |
Kyle Jett | (1, 1) |
Peter Foley | (0, 1) |
Ben Clarke | (0, 1) |
Andrew O'shea | (1, 0) |
Ryan Martin | (1, 0) |
Nate Cundy | (1, 0) |
Saves | |
Mark Bagby | 14 (0.667) |
Current Record | |
Hampden-sydney | 1-0 |
go to Hampden-sydney page |
The Game Story: | |||||
HAMPDEN-SYDNEY, VA (February 20, 2010)� The Hampden-Sydney lacrosse team opened up their 2010 season with an 11-7 win over the Eagles of the University of Mary Washington on Saturday at Hellmuth-Pritzlaff Field. Seven different players scored for the Tigers, led by senior attack Kevin Coats (Charlottesville, VA/Albemarle) who scored 4 goals. The Tigers got on the scoreboard just 30 seconds into the game when senior midfielder Kyle Jett (Suffolk, VA/Nansemond Suffolk) scored an unassisted goal. Mary Washington got onto the board 4 minutes later when Brian Meaney found the back of the net. Hampden-Sydney responded just 30 seconds later when Coats scored his first goal on an assist from sophomore Carter Mavromatis (Virginia Beach, VA/Cape Henry). The Eagles responded with a goal of their own a minute later, before both teams buckled down on defense and shut each other out for the remainder of the period. Mary Washington took their only lead of the game 4 minutes into the second quarter on a man-up opportunity, but the Tigers responded just 14 seconds later when freshman Ryan Martin (Midlothian, VA/Cosby) notched his first career goal to knot the score at 3. Neither team was able to score again until junior Cole Hawthorne (Richmond, VA/Collegiate) found the back of the twine with just 14 seconds left to give the Tigers a 4-3 halftime lead. Hampden-Sydney came out with guns blazing in the third quarter, scoring three straight goals in the first three and a half minutes. Coats scored two while Mavromatis scored the other during the spurt. The two teams traded goals over the next five minutes, each scoring two during the stretch. Coats punctuated the big third quarter for the Tigers on a goal with a minute and a half left off of a nice assist from Jett to make the score 10-5. Mary Washington got off to a quick start in the fourth quarter with a goal just 35 seconds into the frame, but the Tigers responded a few minutes later when senior Andrew O'Shea (Richmond, VA/Collegiate) scored on an assist from Hawthorne. The Hampden-Sydney defense buckled down over the rest of the quarter, allowing only one more goal to punctuate their solid day. Senior goalie Mark Bagby (Boston, MA/Marshfield) was solid between the pipes all day, stopping 14 shots. On the day, the Tigers outshot Mary Washington 39 to 31, while the Eagles collected 40 ground balls to the Tigers' 37. In addition to Coats' four goals, Mavromatis had a solid game with three assists to go along with two goals and six ground balls. Hawthorne also picked up five ground balls to go along with his goal and two assists. With the win, Hampden-Sydney improves to 1-0 overall. The Tigers will next take to the field next Saturday, October 27th as they host Gettysburg College at 1:00. |


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World Cup- June 22nd: France vs. South Africa
World Cup- June 22nd: France vs. South Africa |
Man- since the French team imploded at practice today I'm super tempted to bet S. Africa for a send out win for the home fans.
25k on Bafana Bafana to grant their home fans a sweet lasting memory on the Cup even failing to advance and send the imploding French home to point fingers and blame everyone for what has happened to this team.
I'd really like to see all of that happen too. :) |
ya 10k on S. Africa. I wouldn't be super suprised with the way the France has began to devour themselves.
Oh man, I can't watch this anymore. Gourcuff is off... and its 0-1. Can't get any worse than this..
On the bright side - I'm glad Cisse got a chance to play and I hope he scores! Edit. 0:2. Just turned off the TV - see you in 2 years, France, hope you will work things out. |
put a cheeky 2.5k on them. |
lmao, and here we see the idiocy of Domenech - you change Malouda and Gignac (who, btw, is a striker, not a midfielder like Malouda)?? Is it really that hard to put a striker on field, like, let's say - Henry?
This is almost as stupid as in the 2008 EC, when he put a defensmen in the strikers position. |
SA only need to score 1 more and they qualify for the next round (depending on the other score in the group)
All times are GMT -4. The time now is 04:47 AM. |
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Daily Freebie #50: Vector Label
Show Summary | Posted by andra04 1125 days ago | Category: Graphic Design
Another day, another freebie for you to download and enjoy! This time, I've prepared a really cool vector label with golden gradients. Here's a cool tip: download it, use it and extract the gradients from it, you can use them later in your own artwork.
Tweet This | Share to Facebook | Discuss | Bury


text:
Activity Feed
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"Yeah I guess" "Since I've stayed in this cave for 10 years I guess I need fresh air"
"10 years! Wow…"
I lead him back to the camp. "Everyone, meet Joe."
Originally posted by Fogfun:"10 years! Wow…" I lead him back to the camp. "Everyone, meet Joe."
"what the hell?""I rememer some of you went on a trip with me to get back to the mainland. We got there, Alice and David hooked up and we decided to come back, we ended up here in the freaking past"(lol LOST plot steal)
[I thought so. To make things even cooler:]
I go scavenging a bit. I find a soccer ball. It is a Wilson brand. Their is a bloody handmark on it. "Wilsonnnnn!"(I get this alllll the time at school.)
I explore the forest.
I take the berries and run over to where Wilson is heading. He arrives at the camp! He also talks about some guy… I somewhat recoginize him. Wilson walks away.
[you can't recognize joe he came from the past and changed it so that he never got on the plane.]
[I have a strange deja vu but no memories, just a weird feeling.] I search for more berries.
I go mining.
Originally posted by Fogfun:I go mining.
you find a box
Originally posted by kilozombie:[I have a strange deja vu but no memories, just a weird feeling.] I search for more berries.
you find some blueberries
I take these berries to where Wilson walked. I give the blueberries to him so he doesn't get hungry while mining.
I open the box.
befriend eagle with more fish.
Originally posted by Fogfun:I open the box.
locked box
Originally posted by hero122:befriend eagle with more fish.
eagle will eat any fish you try to befriend
ENDING GAME colonize 2 will be on realrps


text:
Calpwr Services
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Repair Service The disciplines that allow Calpwr to provide World Class Solutions in the Energy Industry also allow us to offer Central Plant repair services that are clean concise and cost effective. Here are just a few of the services we can perform.
Pump Repair / Rebuild Switchgear Maintenance / Repair Piping and Valve Repair Controls modifications Fuel Treatment Repair Generator Maintenance / Repair / Rebuild Boiler Repair / Rebuild Chiller Repair / Rebuild Cooling Tower Repair / Rebuild Motor Repair / Rebuild Hydraulic Systems Maintenance / Repairs / Rebuild
Energy Efficiency Auditing and Retrofit Calpwr engineers have real world experience in power generation, thermal recovery, system installation, operations and maintenance. We understand energy supply and demand principles. We assist our clients in identifying efficiency upgrades that have extraordinary ROI and in some cases may be subsidized through government or utility programs. Our expert energy analysis identifies opportunities for cost savings throughout your facilities. The results of the audit provide you a opportunity to develop a strong fiscally sound goals that will support your companies energy conservation objectives
Operations & Maintenance Calpwr is committed to providing both scheduled maintenance and repair service support for all of our installed equipment- ensuring reliable operation of your critical generation and central plant equipment throughout it's life. These services range from off-site monitoring of systems performance to dedicated 24/7 on site plant operations. All service personnel are trained for the repair and maintenance of the installed equipment and receive regular service and warranty bulletins as well as regular training updates from the manufacturers to ensure that service and repair is done quickly and correctly.
Miscellaneous Services Calpwr offers practically everything for successful plant operations. Give us a call to see what we can do for you.


text:
About This Video
A clip/trailer of The Children of Huang Shi
Tags : The Children of Huang ShiType : Movie Trailer
Views : 1598
This Movie Info
The Children of Huang Shi
Release Date :
May 23, 2008 LimitedStudio :
Sony Pictures ClassicsDirector :
Roger SpottiswoodeStarring :
Jonathan Rhys-Meyers, Chow Yun-Fat, Michelle Yeoh, Radha MitchellBased on real events, "The Children of Huang Shi" is a sweeping but intimate story set against war-torn China in the 1930's. The film centers on a young English journalist (Jonathan Rhys-Meyers), an American nurse (Radha Mitchell) and the leader of a Chinese partisan group (Chow Yun-Fat) who meet in desperate and unexpected circumstances. Together they rescue 60 orphaned children, leading them on an extraordinary journey across hundreds of miles of treacherous terrain, through snow-covered mountains and an unforgiving desert. Along the way they discover the true meaning of love, responsibility and courage.


text:
Type: | Trad, 2 pitches, 120' |
Consensus: | YDS: 5.6 French: 4c Ewbanks: 14 UIAA: V ZA: 12 British: S 4b [details] |
FA: | Larry Day, Tom Seibert, 1974 |
Season: | All |
Page Views: | 3,046 |
Submitted By: | Chris Chaney on Aug 29, 2006 |
Comments on Diamond in the Crack | Add Comment |
Show which comments —
By James Beissel From: Boulder, CO Nov 1, 2006 |
You can run P1&2 together without much drag if you are comfortable running it out a little and using long runners. |
By Mark Cushman From: Cumming, GA Jun 4, 2007 |
It's also possible to walk-off this route by scrambling down towards the Copperhead route from the top - no need to rappel. |
By Matt Thorum From: Urbana, IL Jun 14, 2009 |
There is now a well extended and equalized webbing rappel anchor at the top of the route so you can easily rappel back down to the base with a 60m rope and pull the rope with no trouble. Thanks to whomever set this up. |
By Doug Hemken Administrator Nov 4, 2009 |
In the late 70s we used to hike out to this spot from Chimney Top road. It was considered a real test of your "Gorge sense" to be able to thread your way across the ridges to find it! |
By Casey the "Renaissance Man" Jul 11, 2012 |
Great line, best 5.6 in the Red. The bottom is a little dirty sometimes. New anchors now with extended chains so you can rap off without getting your rope stuck. Also you can put a .75 cam in the back of the wide part at the start of the 2nd pitch. |
By Kevin Wagner From: Cincinnati, Ohio Apr 30, 2013 |
Careful! There is a wasp nest in the summit register container. |
By David Tennant From: Westminster, CO Aug 5, 2013 |
The added anchors were perfect to repel the entire route with just one 60m rope. Ran into the guys that bolted it which was also pretty cool. There's a registry on top too. Need at minimum a #4 or I used #5 bd c4 size for the start of second pitch or else it's super sketchy because it took a good 20ft above the belay ledge to place anything smaller. Although higher there were some nice nut placements. |
By Doug Hemken Administrator Aug 6, 2013 |
Gotta say, I'm sad to hear that convenience anchors have shown up in such an out-of-the-way place. |


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Ethel Newton is the Secretary of Graces Palace Assisted Living Inc. and inactive roles in two additional companies .
Graces Palace Assisted Living Inc. filed as a Domestic for Profit Corporation in the State of Florida filed on Monday, February 21, 2011. This corporation is approximately four years old according to documents filed with Florida Department of State.
Ethel Newton is connected to other officers through these corporate roles. One of the top connections is Enice Newton .
Ethel's past corporate interests include the President of Covenant Blessing Ministries Inc. and the Director of World Harvest Eagle Ministry Inc. .
Key roles for Ethel Newton |
Graces Palace Assisted Living Inc.
Secretary, President
Active |
Covenant Blessing Ministries Inc.
President, CEO, Chairman
Inactive |
World Harvest Eagle Ministry Inc.
Director, Secretary
Inactive |


text:
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LIVE from the NYPL: Javier Marías & Paul Holdengräber
December 3, 2009
Program Locations:
Admired by Bolaño, Ashbery, Sebald, and Coetzee, Javier Marías is widely considered one of Spain's greatest living writers. Poison, Shadow, and Farewell brings to a close Marías's three-part novel Your Face Tomorrow.
With its heightened tensions between meditations and noir narrative, Poison, Shadow, and Farewell takes Jacques Deza back to Madrid to both spy on and try to protect his own family, and into new depths of love and loss.


text:
July 20th, 2011 at 11:09 am
CNN Celebrates Its Mobile & Digital Dominance
Or at least reaches around to pat itself on the back a little. CNN president Jim Walton sent the following message to
[Read-More]July 10th, 2011 at 10:38 am
Derek Jeter's Quest for 3,000 Hits a Home Run for YES with Season-High Ratings
YES scored season high ratings for its local coverage of Saturday's New York Yankees 5-4 win over the Tampa Bay Rays where
[Read-More]July 6th, 2011 at 12:28 pm
HLN Draws 5.2 Million Viewers at Peak of Casey Anthony Verdict
HLN has best hour in its history.
[Read-More]July 6th, 2011 at 10:25 am
CNN Announces Fall Schedule with Erin Burnett, Without Eliot Spitzer ('In the Arena' Canceled)
via press release: For Release: July 6, 2011 CNN ANNOUNCES NEW EVENING LINEUP Schedule Showcases Erin Burnett, Anderson Cooper and
[Read-More]July 5th, 2011 at 1:37 pm
CNN.com Live Video Hits 1 Million Users for Casey Anthony Verdict
via press notes: During the 2-3p hour for the verdict in the Casey Anthony trial, users tuned to CNN.com for Live video
[Read-More]July 5th, 2011 at 10:27 am
Keith Olbermann's Ratings on Current Drop in Week 2, Still Way Bigger Than Current's Tiny Pre-Olbermann Average
Ratings for Countdown with Keith Olbermann fell to an average of a 93,000 viewers in the advertising-targets adults 25-54 demo, and 253,000
[Read-More]June 30th, 2011 at 12:22 pm
FOX News Channel to Debut 5pm Ensemble Opinion Program 'The Five" July 11; Replaces Glenn Beck through the Summer
via press release: FOX NEWS CHANNEL TO DEBUT 5PM ENSEMBLE OPINION PROGRAM ON JULY 11 "The Five" to Replace Glenn Beck Through
[Read-More]June 30th, 2011 at 8:32 am
MSNBC Grabs Spotlight on Glenn Beck's Last Day
Halperin suspended.


text:
Al Pacino, Jeremy Renner And Julianne Moore Join Music Drama ImagineBy Eric Eisenberg 2012-10-23 14:39:25 comments
When trying to find a cast for your movie it's hard to do better than landing Jeremy Renner, Julianne Moore and Al Pacino in one big grab, but that's exactly what director Dan Fogelman has managed to do for his next project, the music drama Imagine.
The casting news was reported by Deadline, and adds that Fogelman, who wrote last year's Crazy, Stupid, Love, also wrote the script for this new title. Pacino will be playing an aging rock star who has managed to keep his career going through the years, "still packing arenas and living a decadent life with a girlfriend way too yong for him." This changes completely, however, when he finds a long-lost letter that John Lennon wrote to him when he was 19. Unhappy with the way he's been living his life, he works to rediscover what brought him to music in the first place, reconnect with his son (who will be played by Renner). Moore will play a manager at the New Jersey hotel that the main character stays in. The film will be Fogelman's directorial debut, and apparently it was always meant to be that way. In a statement about the project the established screenwriter said, "Every writer has 'that one project' the one they feel so strongly about that they cant bear to turn it over to anyone else. For me, that project is Imagine. It was a career highlight simply to get a script of mine into Al Pacinos hands. To have him read it, and then want to star in it its five steps past career highlight. And now, to have Julianne Moore and Jeremy join the fray its beyond my wildest dreams. Ive been hiding in my house for the past few weeks out of fear that someone would pinch me. We are going to make a very special film here." Fogelman's prevous credits include Cars, Fred Claus, Bolt, and Tangled. His latest work, The Guilt Trip, will be out this December. Back to top