text:
This policy can be made available in other languages and formats such as large print and audio on request by emailing firstname.lastname@example.com
What is it?
The pay policy statement sets out the council's approach to pay and reward for senior managers and the lowest paid employees for the financial year 2014-2015.
Its purpose is to provide a clear and transparent policy, which demonstrates accountability and value for money. The policy also meets the council's obligations under the Localism Act 2011 and the Code of Recommended Practice for Local Authorities on Data Transparency.
The pay policy statement sets out the authority's policies for the financial year relating to:
- the remuneration of chief officers
- the remuneration of the lowest-paid employees
- the relationship between the remuneration of chief officers and employees who are not chief officers.
Remuneration for the purposes of this statement includes three elements:
- basic salary
- pension
- any other allowances arising from employment
The term "chief officer" in this instance applies to more posts than the usual council definition, and includes the following senior manager roles:
- Corporate Director
- Associate Director
- Head of Service
- Some specialist roles
The term "lowest paid employees" refers to those employees on the lowest spinal column point (scp) of our grading system. This is scp 5 of grade A, which is currently £13,500 per annum. In October 2015 scp 5 will be removed and scp 6 (£13,614) will be the lowest point of the pay scale.
Go straight to the section:
- Introduction
- Who does it apply to?
- When does it apply?
- What are the main points?
- The level and elements of remuneration for employees
- Remuneration on recruitment
- Increases and additions to remuneration
- The use of performance-related pay
- The use of bonuses
- The approach to the payment of employees on their ceasing to be employed by the authority
- The pension scheme
- Any other allowances arising from employment
- Governance arrangements
- The publication of and access to information relating to remuneration of chief officers
- The relationship between the remuneration of chief officers and employees who are not chief officers
Wiltshire Council is a large and complex organisation providing a wide range of services to the community, with an annual budget of around £315m (2015/16).
In order to deliver these services around 12,406 people work for the council, 4977 of whom work in the council (non-schools), in a variety of diverse roles such as corporate director, social worker, public protection officer and general cleaner.
The council published the Business Plan 2013 – 2017 in September 2013. At the heart of the business plan is the vision to create stronger and more resilient communities, and the four year plan sets out the key actions that will be taken to deliver this. The key priorities are to continue to protect the vulnerable in our communities, boost the local economy and encourage communities to come together and provide support so they can do more for themselves.
This is set against a background of continuing budget cuts from central government whilst there is an increasing service delivery expectation. In order to help meet this expectation work has been progressing with creating the job family approach and improving our staffing structures. All associate directors and heads of service attended workshops on organisational design in the autumn of 2014. As restructures now occur, clear guidelines are in place to ensure that decisions are being made at the right level in the organisation, structures are streamlined and efficient and there is consistency of approach.
The job family approach is currently being developed with the expectation that employees will be moved into role profiles that are generic in describing the level of work applicable during 2015. The job family approach will allow greater clarity of career paths for individuals and will provide greater flexibility of staff which is key to effective service delivery when resources are tight.
The coming year will be challenging with the council having to find innovative ways to deliver services within strict cost parameters. It is now more important than ever to ensure the council have the right people in the right place at the right time to deliver services, and the focus will be on developing our future leaders in order to drive efficiencies and excellence. The annual review of market pay will ensure the council is able to compete in the jobs market for senior roles, and retain the right people in these senior roles.
Who does it apply to?
This pay policy statement applies to all non- schools employees of Wiltshire Council.
When does it apply?
This pay policy statement was originally published in February 2012 and has been updated for the financial year 2014/15. It will be reviewed and updated on an annual basis.
What are the main points?
1. This pay policy statement sets out the pay policies which apply to both the lowest paid and highest paid employees within the council.
2. In many cases the pay policies are the same for all employees. Where there are differences, these have been clearly outlined below.
The level and elements of remuneration for employees
3. In line with good employment practice the majority of jobs within the council have been evaluated using a job evaluation scheme. This is to ensure that jobs are graded fairly and equitably, and that the council complies with the Equal Pay Act.
4. A small number of jobs i.e. Youth and Community workers and Soulbury staff are covered by national salary scales, and therefore the evaluation schemes do not apply.
5. The council uses two job evaluation schemes in order to rank jobs.
Hay job evaluation scheme:
6. The Hay job evaluation scheme is used to evaluate senior manager jobs within the council (currently 85 employees), which include the following roles:
- Associate Director
- Service Director
- Head of Service
- Strategic and technical specialists
7. Each job is assessed by a panel of three Hay trained evaluators. The evaluators consider the job against each Hay element and sub-element and apply the description and points that best fit the job being evaluated. The values awarded are subsequently added together to give a total job score.
8. The Hay Group periodically carry out quality control checks to ensure the consistency of job scores in line with the conventions of the scheme.
9. The job score determines the grade the job. There are six Hay grades each containing a salary range over 4 spinal column points.
10. See the Hay job evaluation scheme Hay job evaluation scheme 47kb , the Hay job evaluation scheme- points to points points to grades 37kb and Hay job evaluation scheme - salary bands salary bands 23kb for further details.
11. The council's policy is to pay the median market rate for the job and aims to ensure that the pay scales for hay posts are sensitive to labour market pressures. Pay scales for Hay graded posts were first implemented in 2002 and are assessed periodically to ensure that they remain competitive. This assessment is conducted using the Hay Group Ltd databank of pay rates for organisations in the public and not for profit sector.
12. From 2015, pay scales will be reviewed on an annual basis using the Hay day databank for the public and not for profit sector and realigned should a pay drift be identified.
Greater London Provincial Council job evaluation (GLPC) scheme:
13. The GLPC job evaluation scheme is used to evaluate the majority of jobs within the council (currently 4547 permanent employees).
14. Each job is assessed by a panel of three trained GLPC evaluators. The evaluators consider each job against a set of factors and award a level per factor. The values of the levels are added together to give a total job score.
15. The job score determines the grade for the job. There are 15 grades, each grade containing between 2 and 4 increments. The GLPC pay grades were first implemented and agreed with the unions as part of the Pay Reform agreement in 2007.
16. See the GLPC evaluation scheme GLPC evaluation scheme 51kb , the GLPC evaluation scheme - points to grades points to grades 22kb , and NJC salary bands salary bands 56kb , for further details.
17. The council aims to ensure that the GLPC scheme is appropriately applied and that there is continuity and consistency in the results. The evaluation process and a sample of the scores are checked externally by job evaluation specialists in the South West Councils organisation.
Remuneration on recruitment
18. The same recruitment policies apply to all employees who take up a new appointment with the council, regardless of grade.
19. The council advertises all posts through the careers website, and may also employ a recruitment agency to provide a shortlist of candidates for senior manager jobs.
20. The council has a market supplement policy which stipulates that if there are recruitment difficulties and it is shown that the council are paying below the market rate for the job, a market supplement may be paid.
21. Market supplements are only payable to a small number of jobs which are evaluated using the GLPC scheme. From 2015 market supplements may also be applicable to a very small number of Hay graded posts where there are proven recruitment and retention difficulties and it is clear that the council is not competitive in the market place. See the list of Pay policy - Market supplements market supplements 21kb for current details.
22. Candidates are normally appointed on the minimum spinal column point of the grade for the post.
23. If a candidate is already being paid above the minimum point of the post they are applying for, the appointment may in some circumstances be on the next increment above their current salary, subject to the maximum of the grade.
24. The recruitment procedure for Corporate and Associate Director posts is undertaken by the Officer Appointments Committee. This committee represents Council for all Corporate and Associate Director appointments. Once an appointment is proposed by the committee, cabinet is required to ratify the decision and salary level within the band before the appointment is confirmed.
25. In line with the requirements of the Localism Act 2011, all chief and senior officer jobs, including those paid over £100,000 per year, are assessed by applying the Hay job evaluation scheme. The job is then allocated the appropriate existing Hay grade and pay band, and a salary offer will only be made within that pay band.
26. Where it is necessary for any newly appointed employee to relocate more than 15 miles in order to take up an appointment the council may make a contribution towards relocation expenses.
Increases and additions to remuneration
27. The council's policy is to apply the nationally negotiated NJC pay award for GLPC graded employees which takes effect from 1st April each year.
28 .Most NJC employees received a pay award of 2.2% in January 2015 along with a non- consolidated variable payment, paid in December 2014, whilst those on the lower spinal points received a higher percentage increase. It has been agreed that the 2.2% pay award will apply until March 2016 as part of a pay deal for financial years 2014/15 and 2015/16.
29. For GLPC graded employees, increments are awarded automatically up to the maximum of the grade unless formal proceedings are taking place under the Improving Work Performance Policy. Increments are paid on the 1st April each year, or six months after the start date (if the starting date is between October and April) and there is no provision for the payment of an increment at any other time.
30. From 2015 no Hay graded officers will receive the JNC pay award but instead an annual review of the pay scales will take place to ensure they are aligned with the market median pay.
31. For Hay graded employees incremental progression through the grade is based on satisfactory performance measured over a 12 month period. Increments are paid on 1st April each year subject to satisfactory performance, and a minimum of 6 months in post at that time. There is no provision for the payment of an increment at any other time.
32. The council also employs a small number of specialist employees covered by Youth and Community and Soulbury salary scales which are also negotiated nationally.
33. The council currently employees a number of public health and police staff who have TUPE'd from other organisations. These staff are subject to protected terms and conditions from their previous employers until a harmonisation exercise takes place.
The use of performance-related pay
34. It is the council's policy that Hay graded employees are subject to a performance appraisal each year. If the performance is measured as satisfactory, an increment may be awarded. If the performance does not meet the required standard an increment may be withheld.
35. For GLPC graded employees, increments are awarded automatically to the maximum of the grade unless formal proceedings are taking place under the Improving Work Performance Policy.
The use of bonuses
36. The council does not offer a bonus or honorarium scheme to any employee.
The approach to the payment of employees on their ceasing to be employed by the authority
37. Employees who leave the council's employment are entitled to payment of their contractual notice, along with any outstanding holiday pay.
38. The council does not make any additional payments to employees whose employment ceases, except in the case of redundancy.
39. All employees, including chief and senior officers, are subject to the same redundancy payments policy which has been agreed by Staffing Policy Committee.
40, There is no discretion to make redundancy payments which do not comply with the policy.
41. If employees choose to volunteer and are accepted for redundancy they are entitled to a payment calculated as follows:
Statutory weeks x normal weekly pay x 2.5, capped at 40 weeks, with a minimum payment of £3000 (pro rata for part time staff).
42. If employees choose not to volunteer for redundancy, and cannot be redeployed, they will leave on compulsory grounds. The payment is calculated as follows:
Statutory weeks x weekly salary (capped at £464), with a cap of 30 weeks pay or 20 years service. There is a minimum payment of £1500 (pro rata for part time staff).
43. If employees are aged 55 or over, and have been a member of the pension scheme for at least 3 months, they are able to receive their pension and lump sum early if their employment is terminated on grounds of redundancy.
44. No augmentation to pension will apply for any employee.
45. If employees are dismissed on redundancy grounds, and receive a voluntary (enhanced) redundancy payment, they may be considered for re-employment to posts within Wiltshire Council after the minimum statutory period of four weeks has elapsed subject to the following conditions:
- The post did not exist or was not foreseeable at the time of the dismissal.
- The vacancy has been advertised in accordance with Wiltshire Council policy and procedures.
- The appointment was made on the basis of the best person for the job with regard to the usual selection procedures.
- The appointment has corporate director approval.
46. These conditions apply for 12 months from the date of the dismissal, after which the employee may be considered for re-employment to any post within Wiltshire Council.
The pension scheme
47. All employees are entitled to join the Local Government Pension Scheme (LGPS).
48. The LGPS is changing in 2014 and the benefits structure is moving from a Final Salary basis to a Career Average Revaluation Earnings (CARE) approach for benefits accruing after this date. Employee contribution bandings are also changing and the new regulations are introducing 9 bandings with rates varying between 5.5 – 12.5% according to the employee's salary.
49. The benefits of the scheme for all members include:
- A tiered ill health retirement package if employees have to leave work at any age due to permanent ill health. This could give employees benefits, paid straight away, and which could be increased if they are unlikely to be capable of gainful employment within 3 years of leaving.
- Early payment of benefits if employees are made redundant or retired on business efficiency grounds at age 55 or over.
- The right to voluntarily retire from age 60, even though the Scheme's normal pension age is 65. Employees can retire from as early as age 55, provided the employer agrees.
- Flexible retirement from age 55 if employees reduce their hours, or move to a less senior position. Provided the employer agrees, employees can draw all of their benefits – helping them ease into their retirement.
50. Further information about the pension scheme can be found on the pensions website
Any other allowances arising from employment
Payment for acting up or additional duties
51. This policy applies only to GLPC graded employes who, on a temporary basis:
- act up – carrying out the full responsibilities and duties of a higher graded post either for some or all of their working hours; or
- carry out some, but not all, duties or responsibilities of a higher graded post for some or all of their working hours; or
- take on additional duties within their role.
52. The policy allows for employees to receive the salary difference between the lower and higher graded job, calculated on a percentage basis if the additional duties are taken on for only part of the working week.
Unsocial hours allowances
53. The council provides an additional allowance, expressed as a percentage of the basic rate, for regularly working late evenings/early mornings/nights/Sundays. These payments are graduated according to the degree of unsocial hours working and range from 10% to 33% in addition to normal hourly rate.
54. Unsocial hours allowances are only payable for GLPC graded jobs, and are not available for senior managers.
Overtime allowances
55. The council has an overtime policy where all employees are entitled to receive additional payment for hours worked in excess of 37 hours. GLPC graded employees are able to claim overtime hours at their normal hourly rate x1.5 for hours worked on a Monday to Saturday, and x 2 for working a Sunday. Hay graded staff are able to claim overtime hours but only in exceptional circumstances and payment is based on the highest spinal point (point 49) of the GLPC pay scale.
Standby and callout allowances
56. The council has a standby and callout policy where all employees receive an allowance should they be on standby out of normal office hours. If employees are called out whilst on standby additional hours or overtime will be paid in accordance with the overtime policy.
Local election duties – Acting Returning Officer
57. The role of Acting Returning Officer is currently being carried out by a nominated corporate director. Fees are paid in line with the guidance stipulated from the Ministry of Justice for the relevant elections.
Governance arrangements
58. The council's policy is to apply the nationally negotiated NJC pay award.
59. The council also relies on national negotiation for some key provisions of employment such as the sickness and maternity schemes.
60. The council negotiates locally on some other conditions of employment, such as pay and grading, travel expenses, overtime payments and unsocial hours allowances.
61. For these local conditions of employment, the council consults and negotiates with the relevant trade unions in order to reach agreement. These conditions and allowances are then referred to Staffing Policy Committee for agreement.
62. The role of Staffing Policy Committee is to determine, monitor and review staffing policies and practices to secure the best use and development of the council's staff. This includes the power to deal with all matters relating to staff terms and conditions.
63. The full remit of the council's Staffing Policy Committee is contained within the constitution.
The publication of and access to information relating to remuneration of chief officers
66. In accordance with the Local Government Transparency Code 2015, the council is committed to publishing the following information relating to senior employees via the council's website:
- Senior employees salaries which are £50,000 and above
- Names of the individuals (to be agreed with each individual)
- A list of their responsibilities
- An organisational chart of the staff structure for the top three tiers of the local authority
67. The senior employees salaries and roles information has been available on our website since 1 April 2012, and is updated on an annual basis.
The relationship between the remuneration of chief officers and employees who are not chief officers.
68. In terms of overall remuneration packages the council's policy is to set different levels of basic pay to reflect the different sizes of jobs, but not to differentiate on other allowances, benefits and payments it makes.
69. The Hutton Review of Fair Pay in the Public Sector recommends a maximum ratio of the highest remunerated post compared with the lowest remunerated post of 1:20
70. The table below shows the relationship between the highest and lowest paid employees:
|Annual FTE Salary
|Highest Paid
|Lowest paid
|£13,500 (rising to £13,614 on 01/10/2015)
|Mean Salary
|Median Salary
71. The council would therefore not expect the remuneration of its highest paid employee to exceed 20 times that of the lowest group of employees. The current ratio is well within the Hutton review guidelines at 1:10.6
NJC – National Joint Council
JNC – Joint Negotiating Committee
GLPC – Greater London Provincial Council
SOULBURY staff - Educational improvement professionals. These staff are drawn from different sources, including senior members of the teaching profession. Their role is to advise local authorities and educational institutions on a wide range of professional, organisational, management, curriculum and related children's services issues, with the overall aim of enhancing the quality of education and related services.
Equal Opportunities
This policy has been Equality Impact Assessed (link to EIA for policy) to identify opportunities to promote equality and mitigate any negative or adverse impacts on particular groups.
This policy has been reviewed by the legal team to ensure compliance with the above legislation and our statutory duties.
Further information
There are a number of related policies and procedures that you should be aware of including:
- Hay job evaluation policy and procedure
- GLPC job evaluation policy and procedure
- Appointments policy and procedure
- Appointments policy and procedure for chief officers
- Market supplements policy and procedure
- Moving home policy and procedure
- Redundancy payments policy
- Starting salaries and incremental progression policy and procedure
- Acting up and additional duties policy and procedure
The policies not published with this report are available from the HR department at Wiltshire Council on request.
|Policy author
|HR Policy and Reward Team – AG
|Policy implemented
|28 February 2012
|Policy last updated
|7 January 2015
Last updated: 27 March 2015


text:
Burt's Bees More Moisture Raspberry and Brazil Nut Conditioner [DISCONTINUED]
57 reviews
38% would repurchase
Package Quality: 3.7
Price: $$
Package Quality: 3.7
Price: $$
Not tested on animals
Burt's Bees is a Cruelty-Free Subsidiary.
INGREDIENTSaqua (water, eau), cetearyl alcohol, glycerin, betaine, cetrimonium bromide, sucrose polystearate, sucrose stearate, hydrolyzed vegetable protein,sclerocarya birrea oil, parfum (fragrance), bertholletia excelsa (brazil nut) seed oil, hydrolyzed wheat protein, glucose, hydroxypropyltrimonium honey, polysorbate 60, sodium chloride, glucose oxidase, lactoperoxidase
Age: 19-24
Skin: Normal, Fair-Medium, Neutral
Hair: Blond, Straight, Coarse
Eyes: Brown
Okay, this isn�t quite as bad as the matching shampoo (which I unfortunately also bought) and I do occasionally use it � but I would never buy it again. I love the smell.. but.. It claims to be moisturizing but it�s really not. It�s probably the most drying conditioner I have ever used. As someone who has coarse, abused bleached hair, I desperately need products that are actually as moisturizing as they claim to be.
Age: 56 & Over
Skin: Sensitive, Fair-Medium, Neutral
Hair: Brown, Curly, Fine
Eyes: Green
I love this conditioner!! I am a new devotee of 'Curly Girl' a book by Lorraine Massey, and this conditioner has all the qualities she recommends, and doesn't have the 'cones' which she doesn't recommend. I just bought my second bottle, and gladly paid $10. in a beauty supply store. I love that it's so fluid because it spreads easily through my hair. I pour some on my hands and rub my palms together and then spread it through my hair, top, then bottom, and then sides, and rinse it out for a few seconds. My hair is the best it's been for years now, shiny and healthy and full of Botticelli curls. The ingredients are pure, too. I'm shocked at the bad reviews!!
Age: 19-24
Skin: Combination, Fair, Not Sure
Hair: Black, Other, Other
Eyes: Hazel
This product SUCKS...It's liquidy, has an odd smell, and doesn't condition or moisturize the least bit. It makes no difference whether you put this conditioner in or just skip conditioner all together. This is by far the worst thing I have ever used
Age: 25-29
Skin: Combination, Medium, Not Sure
Hair: Brown, Other, Other
Eyes: Brown
I got this product from Target on clearance for $4,50 which was about 50% off. Very disappointed. This conditioner claims to moisturize but I didn't notice any improvement.
Age: 19-24
Skin: Oily, Medium, Not Sure
Hair: Black, Other, Other
Eyes: Hazel
I used this until I found the conditioner that I was using normally. It's okay but it needs to be thicker. I feel like when I leave it on it kind of doesn't stay on my hair at all. Then when I wash my hair it's like, "Where is the conditioner I just put". It is pretty good and it smells good too. I would probably get again.
Age: 25-29
Skin: Combination, Other, Not Sure
Hair: Brunette, Other, Other
Eyes: Green
I thought it was a coincidence that my hair was flat and icky the last few days (coincides with when I started using this product). I normally have short, curly, soft and fairly shiny hair.
The conditioner does detangle after the job the shampoo does on it, but it doesn't feel very nice otherwise.
I actually really enjoyed the smell. I bought and have used this with the Super Shiny Shampoo. Overall, am not impressed, and, after seeing the reviews for each product, will not continue to use. Back to Regis Olive Oil line!
Age: 36-43
Skin: Very Oily, Medium, Not Sure
Hair: Brunette, Wavy, Medium
Eyes: Brown
Oh I wish i had these reviews with me when I was at Walgreens shopping for new shampoo and conditioner! i bought this for 50% off both the conditioner and shampoo- i tried it this morning and i am for the first time ever, returning both to the store, it is that bad. the conditioner was the opposite of moisturizing, I understand that it is all natural, i love that fact but this is terrible- this helped break up some of the knots caused by the awful shampoo, but not moisturizing enough for a conditioner that is called MORE MOISTURE! the smell does have a plastic aspect to it, not the fresh berry scent you would expect from a natural conditioner with raspberry in it- yuck! this is honestly one of the worst products i have tried, bad enough for me to burn my lunch break on bringing it back to the store for a refund. soo bad. My hair was not soft or easy to comb after i got out of the shower, I lost quite a bit of hair in my comb trying to get the knots out. I would stay away from this, it is that terrible. if i could give this a zero, i would.
Age: 19-24
Skin: Oily, Fair, Cool
Hair: Other, Wavy, Medium
Eyes: Grey
My hair: Long, wavy, easily tangled. I have a very sensitive scalp, that can only tolerate natural products.
The Conditioner: It's too thin to do any good. It also has so much sugar (sugar beet, raspberry, strawberry) that is just tangles my hair. It's not moisturizing like it claims, either. I will give it credit that it's free of harsh chemicals and wax, and doesn't irritate my scalp.
I will not be repurchasing. Burt's Bees Super Shiny Shampoo and Conditioner set is so much better than the Raspberry. Try that line instead.
Ingredients: water, cetrimonium bromide & cetearyl alcohol (coconut oil emulsifier), sucrose ester (natural sugar ester), vegetable protein, wheat protein, betaine (sugar beet), vegetable glycerin, honey, marula oil, glucose (sugar), brazil nut oil, raspberry extract, bergamot oil, orange oil, eucalyptus oil, fennel seed oil, strawberry extract, mandarin petitgrain oil, litsea cubeba oil, vanillin oil, davana oil, polysorbate 60 (sugar emulsifier), fragrance, glucose oxidase & lactoperoxidase (natural preservative).
continued >>
Age: 36-43
Skin: Combination, Other, Not Sure
Hair: Brunette, Other, Other
Eyes: Brown
This was the worst conditioner I've ever used. Actually, I had to throw it away after a few uses because it felt as if it was draining the moisture out of my hair. Normally you feel your hair softened and detangled when you leave the conditioner in for a few minutes, with this it was just the opposite. Had to go back to the common drugstore brand...
Age: 19-24
Skin: Combination, Fair-Medium, Not Sure
Hair: Brunette, Other, Other
Eyes: Brown
This is not the worst conditioner I've used. Just not the best. The scent is reminiscent of Givenchy's perfume Hot Couture, which is kind of yummy. This de-tangles hair well (it has to because the BB MM shampoo does nothing but give you tangles-you can read my review of that). I notice that I have to use WAY more of this formula than any other I've used in the past. Normally a small amount works, but with this I keep having to add more because it doesn't spread through my hair. It doesn't feel like it penetrates. It's not a very rich, moisturizing or conditioning formula but seems to work better than the shampoo. It's nice due to the fact that is is sulfate, paraben, etc free but it needs some work. My hair is more straw-like than I'd want. Instead of using it as a conditioner, I use it instead of shampoo once a week with a moisturizing hair treatment (still haven't found one I really like, though). I rub it right in to my scalp and it is light enough that it won't give me any build up. I doubt I'd buy it again once it's gone though.
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subset: commoncrawl


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text:
I'm a Research Professor and Head of the Biosciences Group of the University of Michigan Transportation Research Institute. I conduct research in a variety of areas relating to anthropometry and biomechanics, including vehicle ergonomics and vehicle occupant crash protection. I'm also a Research Professor in the Center for Ergonomics in Industrial and Operations Engineering, where I am Director of the Human Motion Simulation Laboratory. The HUMOSIM Lab develops movement simulation algorithms and ergonomics analysis tools for use with commercial human modeling software.
Follow the links at the right for more information about my research and see these highlights of recent projects.
Scopus Public Profile (ID: 7401800235)
University of Michigan Researchers
Other affiliations:
Associate Editor, Traffic Injury Prevention
International Research Council on the Biomechanics of Injury
Anthropometric data on children are scarce, and anthropometric data on toddlers and infants are even more rare. My colleagues and I just wrapped up a preliminary analysis of an unprecedented dataset of 3D whole-body laser scans of toddlers ages 12 to 36 months. Using methods we previously applied to children ages 3 to 11, we developed a statistical body shape model parameterized on torso length (erect sitting height for children who could assume that posture, recumbent length for the younger ones) and body mass. The resulting model was used to generate a set of boundary manikins based on increments of body weight. These tools will be useful for child restraint design, in particular for ensuring that harness strap heights accommodate nearly all children within the weight ranges by which restraints are specified.
My colleagues in the Biosciences Group and I are heavily involved with other researchers across the country in a program to develop a new anthropomorphic test device (ATD or dummy) for underbody blast testing. The Army currently uses the Hybrid-III ATD, which was developed for frontal crash testing in automobiles. Our group is conducting vertical impact testing using our droptower to develop the basic biomechanical performance targets for the ATD. We have also had primary responsibility for developing the anthropometric specifications for the ATD. The image to the right is an early prototype concept originally developed by Humanetics and brought to fruition by DTS. Among our contributions to this design are the design of the overall body shape and joint locations, head contour, pelvis shape, design posture, and foot contour. This is the first ATD in which the anthropometric specification is based on a statistical analysis of whole-body shape data. It follows a long tradition at UMTRI of the development of anthropomorphic human surrogates for safety applications.
My colleagues and I attended the Stapp Car Crash Conference in New Orleans this month. During the sessions, we received an award for the best paper at the previous years' conference. Dr. Lauren Zaseck was the lead author on the paper, which was the first to look closely at the side-impact response and tolerance of older and female PMHS. Because these populations are greater risk of serious injury, test procedures, ATDs, and injury criteria need to take their needs into account.
AutoBeatDaily has a nice piece on recent work we did with ZF TRW aimed at improving occupant protection in rear seats. My colleagues Jingwen Hu, Steve Peterson and I were interviewed about the collaboration between ZF TRW and UMTRI on this NHTSA-funded project. The overall goal of the effort was to develop optimized restraint systems for occupants of various sizes in second-row, outboard seating positions. The best-performing system included a unique, self-configuring airbag design that provides good head protection for occupants with a wide range of body size. Future work will consider the effects of alternative and adaptable belt and seat geometries.
The BBC did a great piece on our work over the past few years to improve accommodation and safety for soldiers in vehicles. This work was funded by TARDEC through the Automotive Research Center. This effort has involved a large number of U-M and TARDEC collaborators. The dataset from the Seated Soldier Study is now the primary information the Army uses in determining the posture, shape, and space claim for soldiers in vehicles. This work for the Army is part of wide ranging research program in the Biosciences group to quantify how people sit in vehicles, as well as how they get in and out and move around in them. We have pioneered the use of 3D human surface measurement and modeling in this domain and are increasingly using markerless technology, such as Microsoft Kinect, to measure motion as well as posture.
I presented a short communication at the IRCOBI annual conference in Lyon, France. A substantial part of our current research focuses on measuring and modeling body shape. Many of our applications relate to automobile crash safety. Using whole body scan data, we analyzed the contour of the lower abdomen in the area where the lap portion of a three-point belt is routed. We found that the length of this contour is strongly associated with body mass index (BMI), which is a useful surrogate for adiposity. Age had a small effect, but gender was unimportant. This research is consistent with our previously published work showing that high BMI is associated with relatively poor lap belt fit. That is, high-BMI individuals tend to place the belt higher and more forward relative to the pelvis. The current study confirms that the effect can be largely accounted for by lower abdomen protrusion, a finding that is not unexpected, but is now quantitatively demonstrated. We have previously published human simulation studies demonstrating the consequences of high BMI for drivers, which are consistent with our analysis of field crash data. We are currently underway with studies to evaluate the effectiveness of advanced belt systems and other countermeasures to improve restraint performance for the 1/3 of U.S. adults who are obese.
Locating body surface landmarks on whole-body scan data is usually a time-consuming manual process. Manual digitizing is the "gold standard", producing higher accuracy and precision than automated methods, but for some applications a rapid, fully automated procedure is desireable, even if accuracy is lower. I presented a brief paper at the IEA conference in Melbourne, Australia, this month examining the precision of a purely statistical method for predicting landmark and joint locations. The method is based on a statistical body shape model that incorporates landmarks and joints. The results showed that the predictions for torso joints are surprisingly precise when scan data is fitted using a rapid optimization process. The most important near-term application is the estimation of a kinematic linkage for avatars created from Kinect scan data.
The Biosciences Group is conducting a broad range of research for the U.S. Army, including a large-scale study focused on improving protection for soldiers in vehicle crash and rollover events. At the 2015 GVSETS meeting, my colleague Dr. Jingwen Hu presented an overview of outcomes from a sled-test series comparing the performance of alternative belt restraint systems in frontal impact. This is the first study to examine the influence of restraint system configuration across a range of body size, taking into account the effects of body armor and body borne gear. This work was recognized with a "best paper" award, one of only 2 out of 53 peer-reviewed papers to receive this honor.
My colleagues Dr. Daniel Park and Dr. Jangwoon Park presented some recent work at the Applied Human Factors and Ergonomics (AHFE) annual meeting in Las Vegas. Dr. J. Park presented a new method for estimating pelvis position and orientation in automobile seats. This perennially challenging problem is more difficult in individuals with high BMI, and the new methods enable adjustments to account for larger flesh margins. Dr. Daniel Park presented methods for mapping a statistical body shape model generated on one manikin mesh to another mesh. This method allows us to apply our model outcomes much more broadly. In particular, we can rapidly generate a CATIA manikin automatically from Kinect scan data.
Analyses of crash data in the field have shown that obese occupants are at higher risk in frontal crashes than occupants of normal weight. Improving protection for obese occupants requires an understanding of how these occupants interact with restraint systems. At the 2015 ESV Conference in Gothenberg, Sweden, my colleague Jingwen Hu presented a simulation study aimed at understanding how obese occupants interact with belts in frontal impact. This work is based on a new paradigm in parametric human modeling that allows rapid, accurate morphing of complex finite element models to represent individuals with a wide range of size and shape. This study validated a set of obese occupant models using post-mortem human subject data from testing conducted at the University of Virginia.
Wang et al. (2015), A Simulation Study on the Efficacy of Advanced Belt Restraints to Mitigate the Effects of Obesity for Rear-Seat Occupant Protection in Frontal Crashes Traffic Injury Prevention, 16:S75-S83, doi:10.1080/15389588.2015.1010722
Daniel Park and I have just published the first parametric body shape model for children. The model is based on laser scans of 137 children ages 3-11 in a standing posture. We used a custom template fitting approach followed by standard PCA+regression methods to create a statistical body shape model parameterized by stature, BMI, and the ratio of sitting height to stature. This model is now available online at childshape.org. As far as we know, this is the first data-based body shape model to be made available for free online. The online versions allows for downloads of a mesh surface (STL) file along with body landmark and joint locations and a set of standard anthropometric dimensions. We expect to be putting many more models online in the next year as we published more of our body shape studies. Please contact me if you have questions about using the model in your research.
Park and Reed (2015), "Parametric Body Shape Model of Standing Children Ages 3 to 11 Years." Ergonomics, doi:10.1080/00140139.2015.1033480
The UMTRI Biosciences Group was featured in an article in Mechanical Engineering, the monthly magazine of ASME. The work of my colleague Dr. Jingwen Hu and his students on parametric human body modeling for restraint system optimization was highlighted. The article touches on a range of activities now underway in our greoup, including whole-body scanning and body shape modeling, finite-element modeling of highly detailed human anatomy, and restraint system optimization.
My collaborator Matt Parkinson, his student Brian Pagano, and I have just published the first updated assessment of U.S. child anthroometry in a generation. During the 1970s, UMTRI researchers led by Jerry Snyder conducted two large-scale studies of child body dimensions, measuring thousands of children across the country. Since that time, children in the U.S. at each age have gotten considerably heavier, with greater differences at older ages. Dr. Parkinson and I have previously published statistical methods for adjusting a detailed dataset to match a population for which only overall body dimensions, such as stature and weight, are known. We applied a similar methodology to update the detailed dimensions in the Snyder 1977 study based on recent stature and body weight data from the U.S. National Health and Nutrition Examination Survey. This update will be valuable for anyone who creates products or environments for children in the U.S. including child restraints, furniture, and clothing. Ultimately, a new, comprehensive study of U.S. child anthropometry is needed. Contact me for an article reprint.
The final report for the Seated Soldier Study conducted by UMTRI for the US Army TARDEC is now available. The report describes the methods and results from detailed measurements of 315 soldiers at three Army posts. A detailed posture analysis was conducted for both driver and squad seating conditions. Posture-prediction models based on UMTRI's Cascade methodology are presented for both environments. The models take into account the effects of body armor and body borne gear. Whole-body laser scanning was conducted to characterize body shape with and without PPE and gear. Analysis of this rich dataset will be underway for some time. Already, we are working on accommodation models for driver and squad condition, new vehicle packaging paradigms, and methods for optimizing seat design based on these findings and data. Three-dimensional body shape modeling using a subset of data from the Seated Soldier Study was used to develop anthropometric specifications for the midsize-male WIAMan ATD. If you have additional ideas on how these data could be used to improve the design of vehicles, seats, and protective equipment for soldiers, please contact me.
Building on recent work on body shape modeling and using Kinect as a body scanner, I presented a paper at the 2014 HFES conference in Chicago on work with Siemens on generating subject-specific Jack models. In May, we presented work at the 2014 DHM conference on the implementation in Jack of standing male and female statistical body shape models (SBSM). For some applications, it is useful to create a Jack manikin of a particular individual, for example, a subject in a laboratory study. Normally we would take a set of a dozen or so standard anthropometric measures and type them into Jack to scale a custom figure. That figure will have roughly the right size, but often the shape is quite unlike the individual. In the current work, we find the set of principal component scores in our male or female shape model that produces the body shape most closely matching the data from a snapshot taken with the Kinect sensor.We then pass those PC scores to Jack to obtain a figure with very similar size and shape. The paper shows quantitative comparisons for four women scanned with the Kinect system. In future work, we'll apply the new Kinect 2 sensor, which promises greater accuracy, and relax the current restrictions on scanning posture.
I presented a short communication at the 2014 IRCOBI conference in Berlin this month addressing driver knee locations. In modern vehicles, the underside of the instrument panel is designed to absorb energy in frontal impacts by exerting controlled force on the driver's knees. The knee bolster is an important component of the restraint system, sharing load with the steering wheel airbag and three-point belt. In recent work, we showed that the lap portion of the belt fits considerably more loosely for most people than for crash dummies. A loose belt means that the occupant will translate further forward before belt force builds up, potentially changing the load sharing between the belt and knee bolster. The starting knee location at the time of the crash is one critical determinant of load sharing. We used data from 100 men and women with a wide range of body size who sat in a laboratory vehicle mockup in 9 different vehicle configurations spanning the range from sports cars to SUVs. We used regression analysis to model the location of the forward-most margin of the patella (kneecap) as a function of vehicle and driver variables. As expected, the vehicle configuration had a strong effect, but we also found that taller drivers' knees are more rearward, on average. These results are useful for understanding the distribution of drivers' knee locations in any particular vehicle and could be used to conduct parametric studies of load sharing for a range of frontal impact conditions.
I presented an update of our virtual seat fit assessment work at the 8th Annual Automotive Seating Innovators Summit in Detroit. This collaboration builds on work my colleague Jingwen Hu presented at the SAE Congress in 2013. The critical insight behind this work is that rigorous dimensional assessments of seats requires evaluation with hundreds or even thousands of people. Since it's not remotely practical to do that with physical prototypes, virtual seat fit evaluations with synthesized populations of sitters is the only way to conduct an accurate dimensional analysis considering all geometric aspects of the seat sitter interaction, rather than just a few standard anthropometric dimensions. The previous work used 3D body shape models based on CAESAR. The work now underway will apply body shape models based on UMTRI data gathered in a number of studies.
The Automotive Research Center at the University of Michigan held its Annual Review this month, celebrating 20 years of research in modeling and simulation of ground vehicles. I presented an overview of some of our activities in Thrust Area II, Human-Centered Modeling in Simulation. Among other projects, we are studying the effects of body armor and body borne gear on seated reach difficulty and capability; developing new statistical tools for vehicle interior layout based on soldier posture data; and conducting sled tests and finite-element simulations to optimize belt restraints and airbags for tactical vehicles.
My colleague Daniel Park presented a paper at the 3rd International Digital Human Modeling Symposium on our work with using Kinect sensors for body scanning.
Our technique uses only two Kinect sensors and requires only about 12 seconds to obtain a subject-specific avatar. The key innovation is a rapid application of a statistical body shape model based on body scan data. The method is demonstrated using children between ages 3 and 11.
Prof. Matt Parkinson of The Pennsylvania State University presented some joint work on human modeling at the 3rd International Digital Human Modeling Symposium.
The paper reports a collaboration with Siemens to implement a statistical body shape model based on scan data in the Jack human modeling software. To our knowledge, this is the first time a widely used commercial ergonomics tool has included a high-resolution body shape model based on a statistical analysis of scan data.
This paper won an Applied Research Award at the conference.
I was fortunate to have the opportunity to present an overview of our research on tactical vehicle occupant protection at the U.S. Military Academy at West Point. LTC Bruce Floersheim, Director of the Center for Innovation and Engineering, hosted my visit.
The research I presented was funded by TARDEC through the Automotive Research Center at the University of Michigan. The ARC is a U.S. Army Center of Excellence in modeling and simulation of ground vehicles.
I gave a briefing at the U.S. Army Tank-Automotive Research, Development, and Engineering Center this month on our Seated Soldier Study. In close collaboration with the Army, and with assistance from Anthrotech, we measured the seated postures and body shapes of over 300 soldiers. This study is the first we are aware of to document in detail the effects of body armor and body-borne gear on supported seated postures. Major outcomes of this work include new posture-prediction models for drivers and squad members in military vehicles. In addition to posture measurements, over 8200 whole-body surface scans were obtained using a laser scanner, documenting male and female body shape in up to 20 postures. Along with our related work on civilian vehicle occupants, this study provides the first large-scale data on body shapes in supported seated postures. We have used the data to generate statistical models of body shape for use in a wide range of engineering applications.
The Seated Soldier Study was funded by TARDEC through the Automotive Research Center at the University of Michigan. The ARC is a U.S. Army Center of Excellence in modeling and simulation of ground vehicles.
©2016 Matthew P. Reed and The University of Michigan


text:
Innovation is our lifeblood. Our capacity to innovate, year on year, is key to our competitive edge. It is our strong tradition of innovation that helps us to continually deliver value to our customers.
We are embedding a culture of innovation across the business. We are looking to all our people for ideas that improve how we work and how we are organised, as well as the technology we develop and the products and services we provide.
We know that to drive innovation we must create the right environment; curious, challening, unafraid of failure, open-minded and able to change with pace.
We have around 15,500 professional engineers worldwide who can apply their intellect and experience to improving the performance of our products. In 2014 we recruited 254 graduates into Engineering and Manufacturing Engineering Early Career Development Programmes.
Our 150 strong Rolls-Royce Engineering Fellowship applies world-class leadership of technical expertise to our most complex challenges. The annual Sir Henry Royce Awards celebrate excellence in innovation, along with other innovation awards across the Group.
We also have a global network of 31 University Technology Centres, engaging over 700 academics in fundamental research into cutting edge technologies.
We manage our business for the long term. We envision technology acquisition and innovation ahead of customer need, over 20 year horizons.
This ongiong commitment is essential to create the intellectual property needed to meet the future requirements of our customers.
Vision 5
Near term technologies that we have under control and are embedding in products.
Vision 10
Leading edge, validated technologies for application in the medium term. Most of these are at demonstration level today and will feature in the next generation of products.
Vision 20
Emerging, or as yet unknown, technologies which may be applied across our product range in both Aerospace and Land & Sea.
Our competitive advantage is found in the research laboratory right through to the way we leverage and coordinate our powerful global engineering and manufacturing community.
Our 15,000 engineers, internal resources and supply chain commercialise the science and technology that we create, deploying it to our competitive advantage.
Colin Smith Director – Engineering and Technology
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text:
This whole thing about Twinkie's has gotten me thinking… The mind games we play with ourselves about food is absolutely crazy. And, to tell the truth, is likely one of the main reasons why it's an obsession for so many…. Read More ›
Wonder Bread
My Dad: The "I'll Have an Egg" Generation
Senior Prom 1976! Here is how it would go: Sometime in the 1960's… Dad: I think I'll have an egg. Mom: Okay, how would you like it? Dad: Fried, over easy…no, soft boil it with toast. Do we have Italian… Read More ›


text:
Matching: think X
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100 years of IBM in 100 seconds
RichardSwain Tags: ibm video cloud #ibm100 think 100_years_of_ibm_in_100_s... watson history bigdata centennial punchcard fractals 11,883 Views
If you haven't heard (get from under that rock) IBM is turning 100 this year and the company is having an awesome time celebrating our longevity. From technical advances, the Apollo program to blazing trails through race and gender equality, IBM has and IS...
from Blog: IBM NAS Storage
why think?
kellypuffs Tags: think ibm 1 Comment 3,174 Views
Very pleased to see Rooney making a cameo appearance.
from Blog: Notes from Rational Support


text:
Pronunciation: /ruːtɪnˈtuːtɪn/
Definition of rootin'-tootin' in English:
adjectiveinformal, chiefly North American
Brashly or boisterously enthusiastic: a rootin'-tootin' Wild West show
More example sentences
- This rootin'-tootin' Texan seems like a regular Joe.
- This time, they have real rootin'-tootin' experts saying so on the record.
Late 19th century: reduplication of rooting in the sense 'inquisitive', an early dialect sense of the compound.
Definition of rootin'-tootin' in:
- US English dictionary
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text: We absolutely loved our family stay in this lovely little house. There is everything you need for a perfect base at the Côte d'Azur. Situated in the middle of the most beautiful village right in the heart of the Côte d'Azur we relaxed and cooled down in this welcoming, cosy and stylish maison after a sunbathing day at the beach... more


text:
Luxury Cape Cod on Low Bank Sandy Beach, faces SW
From $595 / night
Description from the owner
Description from the owner
Bedrooms: 5/
Bathrooms: 4/
Sleeps: 12/
Type: House
Whidbey Beach Retreat is one of the most spacious and luxurious beach homes on Whidbey Island. With the Olympic Mountains as a backdrop, and a sandy beach right in front of the house, the location is stunning. Views to the south include a perfectly pink Mt Rainier with the alpenglow of sunset.
- A luxurious beachfront Cape Cod with over 3500 sqft of immaculate detail for comfortable and stylish beach living
- Low bank sandy beach with bulkhead and nice concrete steps down to the beach.
- West side of South Whidbey Island. Property faces south for all day sun, including spectacular sunrises and sunsets
- TWO master ensuite bedrooms ...Read more
About the owner
About the owner
Nancy Ritzenthaler
Nancy Ritzenthaler
- Response rate : 90%
- Response time: A few hours
- Calendar updated: today
Overall rating:
Additional Location Information
Whidbey Beach Retreat is at the southern end of Whidbey Island, on the west side. Westside Whidbey Island real estate is more valuable because you can enjoy the sunsets and the Olympic Mountains. Our sandy beachfront is rare on the island as well, as much of the island's coastline is rocky or pebbly. This is one of the best locations on the island.
Outdoor amenities include:
Beachside Lawn
Heavy teak table with 8 outdoor teak chairs, and separate round wood table with 4 chairs
Covered patio for all weather use and sun protection Olympic Hotsprings jetted hot tub with Ozonator and cover lifter
Kenmore Elite large barbeque with side burner, plumbed directly to main house propane tank (Consumer Reports #1 rated)
Beachside firepit, bring your own firewood or purchase at Country Store 5 min away
2 Teak Chaise Lounges and teak side table
3 sturdy white Adirondack rocker chairs
There is room for 3-4 cars at the property, but no more than that please.
No weddings or groups of partiers. This is a quiet residential neighborhood.
More About This Location
Beach or lakeside relaxation, Lake nearby, Waterfront
Getting There
Nearest airport: Seatac airport, 30 miles
Nearest ferry port: Clinton
Car is recommended


text:
Seth Leibsohn, who, when he isn't busy as a Claremont Institute fellow, produces William J. Bennett's popular radio show, "Morning in America," tells The Beltway Beat that to the best of his knowledge it all began with a 10-year-old girl from Montana.
Shelby Dangerfield painted her right index finger purple in January and promoted the idea to her friends in Billings - "in solidarity with the people of Iraq who braved much worse than the Montana winter to have their fingers painted purple as they voted in their first free elections," Leibsohn explains.
Recently, a caller to Bennett's radio show suggested that as many Americans as possible paint their right index fingers purple this week to show support for Iraqis as they return to the polls for crucial parliamentary elections.
The radio host, who was education secretary under President Reagan, not only ran with the idea, he posted it on National Review's blog. From there, former House Speaker Newt Gingrich, the Foundation for the Defense of Democracies, and Americans for Victory Over Terrorism (a project Bennett heads for Claremont), all jumped on board and launched purplefingerforfreedom.org - as Bennett paraphrased William Shakespeare, to give the "whole idea a habitation and a name."
"Bennett wrote an open letter to store owners and managers nationwide asking them to put purple ink at their checkout counters for their customers, and National Review Online picked that letter up and published it - as did many in the blogosphere," Leibsohn said Monday. Soon, the Fox News Channel endorsed the purple-finger campaign.
"A Miami artist who listens to Bennett's show sent her painting of Arab women voting with their purple fingers to the site, as did a fireman and his child from Jacksonville, and so many other Americans.
"While we can't say how many Americans will be painting their fingers purple this week, we can say that a child, the Internet and radio can still be the most powerful forces in the culture, perhaps even in politics," says Leibsohn, adding the Washington Times to the mix Monday.
We're not kin, but thanks to the many readers who forwarded to this columnist a recent London Sunday Telegraph piece about Roger McCaslin and the AK-47 he carries for protection.
John McCaslin is a contributing columnist on Townhall.com and author of Inside The Beltway: Offbeat Stories, Scoops, and Shenanigans from around the Nation's Capital .
Be the first to read John McCaslin's column. Sign up today and receive Townhall.com delivered each morning to your inbox.
Rush Limbaugh defends Rubio's debate answer: He's absolutely right that Obama knows what he's doing | Allahpundit
Time for Team Hillary to break out the gender card for young liberal women who prefer Sanders | Allahpundit


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Clean, quiet, recently remodeled. Good value! Friendly and helpful staff, easy reservations. Good, strong Wi-fi. Comfortable beds, nice size television. Would definately return if needed a motel in the area again. Did not use pool, but it looked large and well-maintained.
Phone Number:
Location: United States > Ohio > Lancaster
Free High Speed Internet ( WiFi ) Free Parking Swimming Pool Wheelchair access
Ranked #3 of 5 Hotels in Lancaster
Price Range (Based on Average Rates):
Hotel Class:2 star — Baymont Inn & Suites Lancaster 2*
Number of rooms: 60
- Reservation Options:
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text:
The Nephew's Speech
by Amalah
I'm a preschool teacher and an aunt to a child with a very bad stutter, but his mother is in denial. What do I do?
When Daddy's Been Drinking, Part Two
by Amalah
I came home to find my baby in a dark room crying his eyes out…and my husband passed out drunk. What now? What's next?
On Having The "Internet Talk" With Your Kids
by Amalah
Is talking about the Internet the new Sex Talk? I think about this a lot already, ESPECIALLY as a parent who blogs and uses an array of social networks and shares quite a bit about my life online.
The Last Time
by Chris Jordan
The lasts are hard for me to deal with. Mostly because when they are happening we don't know that they are the last. We have no reason to mark the occassion as special or set it aside as being different than any other day. We are just going on like it is a regular day. It is only in retrospect, in looking back, that the event has any importance.
Cooking With Your Young Kids
by Amalah
Not for, WITH! How to safely inspire your kids to get cooking in the kitchen.
Take Pictures that Really Capture Your Kids
by Rachel Meeks
You can do a better job of capturing your child in a photo than the school photographer, I promise, even if you don't have training or a fancy camera.


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It's important to dress for the job you want, which is why most supermodels begin their careers as mannequins. Get clothed for success with this Groupon.
$29 for $60 Worth of Boutique Apparel
A wide variety of options are available, ranging from fab'rik sequin mini skirts ($58) and Tulle lace pencil skirts ($62) to fab'rik's exclusive White Collection cary dresses ($58+).
fab'rik Vinings
At fab'rik Vinings' boutique, shoppers benefit from monthly store events and shipments bearing new styles arriving on a daily basis. Tops, dresses, and bottoms from fab'rik's brands such as the exclusive White Collection fit into any casual or trendy setting. In addition, clothes from designers such as Hudson, Blank, and Tulle sprout from the shop's racks, gifting shoppers with individualized looks. Staff stylists are always on hand to aid customers in finding an outfit for any occasion—even offering individualized Personal Stylist appointments. They can suggest dress-and-shoe combos for a night on the town or comfortable top-and-jean sets to wear before being cryogenically frozen. The shop also provides private parties and goes easy on budgets by keeping most of its items under $100.
90% of 115 customers recommend
"Staff is friendly and helpful."
"First time at this particular location and instantly fell in love! The staff was so friendly and helpful. I will definitely be back soon!"
"Wonderful boutique! New items in constantly and the staff is friendly and supportive! This boutique has unique pieces that are both classy and trendy."
4500 West Village Place
Smyrna, GA 30080
+17704320014Get Directions


text:
Originally posted by octotom
reply to post by briantaylor
*sigh*...okay, not many people would get in line to have their genes diddled with so that they would go from theist to atheist.
No, I haven't been to a KFC lately. The closest one to me is in Berlin, which is four hours away. I wouldn't touch the stuff anyhow.
Originally posted by the illuminator
if religion is genetic. how do you explain born again christians? living there life then all of a sudden OMG JESUS SAVED ME
Originally posted by Aeons
Analysing WHY this trait is advantageous....now that has possibilities.


text: Perfectly Placed Lincoln and Skyfall Posters By You're Doing It Wrong Lincoln had it coming. more »Lincoln had it coming. (via: http://eoporto.tumblr.com/image/34257280664) « less Published October 25, 2012 48k views More Info » Full Credits You're Doing It Wrong Uploader Stats & Data 1,601 Funny Votes 311 Die Votes 48,322 Views Published: October 25, 2012 Categories: Funny Pictures Fails Keywords: lincoln lincoln poster lincoln poster fail lincoln poster skyfall lincoln poster fail lincoln skyfall poster fail lincoln subway poster james bond 007 Browse Related Comments 70+ more View All ▶ You're Doing It Wrong Vaguely Related Pics & Words Vaguely Related Videos Advertisement Advertisement


text:
Documents tabled in Parliament this week show that the federal government has experienced more than 3,000 data and privacy breaches in the past 10 years, affecting more than 725,350 Canadians, Postmedia News reports. Less than 13 percent of those breaches were reported, prompting NDP critic Charlie Angus to say, "As a standard, we should involve the privacy commissioner when Canadians' privacy is breached," noting that there may have been circumstances when Canadians were put at risk and not informed.
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text:
looks more like killing floor
A Parody of Left4Dead, mainly as were indie developers also working towards degree's and thought working on a project together would help us learn how things work. The game is free.
looks more like killing floor
@Jack5500 true true
needs moar firepower lezz zombies
A preview of the latest features:
Music by Lanny Watson - Facebook.com
Giant 3d Bunny - Jo Fripp - Facebook.com
Rampant Studios - Rampantstudios.co.uk
Apologies for the slow-downs in this video, it's mainly caused by the video recorder. I'm also working on a preloading script for the game so it runs faster!


text:
The Usability and User Experience (UUX) special interest group of the STC is
putting together a progression proposal for next year's conference. The
topic is Testing Documentation Usability. We are inviting STC members and
UUX members specifically to present during this progression.
(A progression is a 90 minute session in which up to 10 tables are personed
by a topic presenter. Attendees spend 25 minutes at up to 3 tables during
the 90 minutes and get a brief presentation, a chance to ask questions, and
hand-outs with additional information or resources. Presenters must be
conference registrees.)
Unfortunately, we have a short time-frame (we need the list of speakers and
their topics October 20), but if any of you are in STC and want to do a
table topic, the details are below. You can reply to me or to
davidjdick2000 at yahoo.com. Chauncey is dealing with a family emergency, so we
request you only cc him.
Mary Deaton
UUX Manager
The progression moderators are Chauncey Wilson and David Dick
Some of the methods we are proposing for this progression include:
. Diary studies
. Q-sorting
. Card-based workflow diagrams
. Persona or perspective-based inspections
. Teach-back
What are the benefits of these lesser-known methods? Let's look at a few
. Diary studies complement other methods by adding a longitudinal aspect
missing from many traditional usability methods.
. A common activity for usability practitioners is prioritization of the
problems, tasks, or features. Prioritization is often a critical aspect of
our feedback and Q-sorting is a simple approach for more credible feedback.
Q-sorting is a forced choice approach that clearly discriminates low from
medium, from high priority items.
. A technique that you might call card-based workflow diagrams can provide
information on the efficiency of workflows and the pain points that users
encounter using simple materials like rolls of paper, markers, and sticky
notes of various colors.
. Teach-back is a method where someone is asked to teach another participant
how to perform a task and then the participant is asked to teach someone
else or to teach back to an expert.
This progression will provide the basic procedures, strengths and
weaknesses, and tips for using each of these complementary methods. You have
25 minutes for each of 3 presentations during the 90 minutes time period.
If you would like to join us in hosting a topic, please provide the
following information:
. Title of your topic - the topic must be specifically for use in testing
documentation, regardless of the medium used for delivery.
. List of sources cited
. Bio for each speaker, specifically stating how you are qualified to
address the topic of the proposal.


text:
Kruger Impala by LucieOnWatch
©2010-2016 LucieOn
very striking. good color
beautiful colors!
This is wonderful!
Love the colors in this! Just beautiful.
Incredible *A*
Wow… you use such bold colors, and they work so beautifully. The details in the fur are amazing.
Thanks I don't know, they doesn't seem particularly bold to me, especially since they are all kind of ochre-orange-red, so they don't have a chance to clash or anything... But they have very warm feeling to them (which was intended) But I'm very glad you like it!
Lucky commissioner, I bet he'll love the painting even more in person
It looks beautiful with those colours
Thank you, I'm glad you like it! The colours were very beautiful on the reference photo, I just try to make them justice.
o____o wow. i never could have imagined water color could create this! that fur is so realistic! how did you do it??
The thumbnail does not do this justice. Very beautiful work!
Thank you - I'm glad you like it
Very beautiful! You rock
Beautiful!! What lovely blue-black eyes! Very striking.
Vždycky když vidím tvoje perfektní akvarelové malby, dostanu chuť taky něco namalovat. Tahle technika se mi líbí asi nejvíc z těch co jsem vyzkoušela, ale oproti tobě se mám ještě hodně co učit
Děkuju, mně se akvarel taky líbí nejvíc, protože se nerada patlám s pastovitýma barvama S trochou tréninku budeš za chvíli mnohem lepší
Awesome! I admire the way you've made the fur!
This is so lovely, you did such a great job on the fur here!
Thank you very much! I like the fur here too, but I didn't do anything unusual, just my regular fur-painting technique
Amazing colours. And such beautiful eyes...
Amazing lovely colors.
Now those are some impressive watercolor skills!


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Loves Travel Stop > Loves Travel Stop Locations in North Dakota
Loves Travel Stop, I-29, Exit 62, I-29 / 32nd Avenue South, Fargo ND
353 103 parking spaces - showers - Subway - McDonalds - ATM - Internet - Bulk DEF - Pegasus Transflo - weigh scales - tire service - TripPak (15:00) (TS)
701-281-0761View MapNavigationStreetView
Loves Travel Stop, Hwy 2, Exit 42nd St, Located at US 2 and 57th St NW (County 6), Williston ND
474 115 truck parking spaces - 5 showers - Chesters - ATM - Internet - Bulk DEF - Pegasus Transflo - CAT scales - RV Dump Station - tire service - Fuelman (TS)
701-572-3578View MapNavigationStreetView
|Indie Truck Stops
|CAT Scales
|AM Best
|Flying J Travel Plazas
|Thermo King
|Loves Travel Stops
|Utility Dealers
|Pacific Pride Commercial
|Truck Dealers
|Petro Center
|Truck Wash
|Pilot Travel Centers
|Tank Wash
|TA Travel Centers
|Weigh Station Scales
For those that can't do apps, this is by request and is a indexed PDF file. Look up a city and find all of the Truck Stops with map links. Download it and take it with you. $6.97 Truck Stop PDF.


text:
Tags: outdoors, amateur, blowjob, hardcore, , blondes, cunnilingus, outdoor
Categories: Amateur, Hairy
Submited: 3 years old
Views: 11112
Copyright © 2006 - 2016 DeviantClip.com - All Rights Reserved.
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Section 2257
Hairy blonde gets her pussy licked outdoors - Hairy blonde gets her pussy licked outdoors


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#x-Wolf-Paws-x has chosen to feature your piece. This has been placed in our featured folder at this time.
this is epic
woah! nice!
He looks great! I love the thickness of the jaw. >w<
i'm in love with this character
beautiful head shot
beautiful head shot
Somethines not right about it...
But i love it!! :3!
But i love it!! :3!
Yeah, he's fairly hard, because his bone structure is a mix of wolf and bear, and he has a very flat profile. BUT yes, perhaps his eyes are slightly off, and his jaw a bit crooked?
Anyways, Thank you!
Anyways, Thank you!
Haha yeah i think it was the jaw that was making me cringe but thats all i see xD!
And np it is very stunning :3!
And np it is very stunning :3!
Everything from the glassiness of the eyes and details of the teeth and mouth are really impressive on the rough texture. I think this is my favourite wolf to date.
More like this!
More like this!
its so wonderful
O.O. Scary but good!


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According to howard, charley armey, who (like ziggy) has been working without a contract, may be leaving the rams on or about june 1. Rumour has him going to the giants to take over as gm when arcosi retires. Report is that mccutcheon will take over for him as gm.
While this should not come as a surprise to anyone, if true, lets look at the potential implications. First, I believe it further solidifies martz's spot in the organization. Clearly, shaw still runs the team, however, martz would be left as not just the final decision maker on personnel issues, but also the lead guy in that area. Ziggy is basically a cap manager and contract negotiator (assuming he stays which is not a given either). Charley is way, way too good at what he does to be a powerless gm, really a glorified director of scouting. Frankly, i thought he was going to leave sooner after we denied him permission to talk to the falcons when that job was available.
I will always consider armey as one of the great all time rams execs. He was a key component in bringing us the title and this great run over the last several years. Like don klosterman before him, he was the guy that helped put us in a position to win. Of course, he had a lot of help, but i think that there is no denying that he was a very meaningful part of both the team and the organization.
We spend a good deal of time on this board talking about rams that left/got away that we would like to have back. While there is no salary cap that affects executives, sometimes its hard to have more than one captain of a ship and given Martz final say on player personnel decisions, this appears to be the best move for both charley and the organization. Only time will tell whether we left the right or the wrong guy in charge.
If i was a giants fan and armey took that job i would be thrilled to death. He will help make them a winner for sure.
ramming speed to all and a BIG ramming speed to mr. armey
general counsel


text:
Set aside the date for our 25th running,
April 30th & May 1st, 2016
Practice Day is on Saturday April 30th, along with qualifing time trials.
Quadripede Racing is a Sunday only Race, no trials on Saturday
Handcar Derby starts with practice & time trials Saturday April 30th!
Finals May 1st, 2016!
Your team will need to pump for a time trial time and must receive mandatory safety orientations on Saturday April 30th.
Bring your complete team to the race site at your assigned time
(be early and expect to be there for at least an hour on Saturday)
Official Racing Handcar is supplied for all event time trials & racing
Folsom Handcar Derby Competition Information
Tentative Sunday Race Day Finals Schedule May 1st
9:00am Pushers Contest,
Opening Ceremonies to follow pushers contest,
Handcar Racing Finals,
Quadripede Racing Finals, and
Awards Ceremony at completion of events
The race site is located at East Bidwell Street at Broadstone Parkway
in front of the Broadstone Marketplace.
Folsom is located 20 minutes east of Sacramento
and 90 minutes from South Lake Tahoe.
Original Website Design by Pacific Blue Design
Content by FEDSHRA Members


text:
|This document may not represent best practices for current development, links to downloads and other resources may no longer be valid. Current recommended version can be found here. ArchiveDisclaimer
Windows Presentation Foundation in Visual Studio
.NET Framework 3.5
Visual Studio 2008 and later provides support for creating Windows Presentation Foundation (WPF) controls and applications. Visual Studio also provides support for extending the WPF Designer.


text:
Large explosions rock an ammunition depot in Russia's Samara Region, where over 13 million shells are stored. The police have started evacuation of the nearby communities.
Multiple artillery shells keep exploding at an ammunition depot near the city of Chapaevsk, a local police spokesman told RIA.
Originally posted by JakiusFogg
reply to post by Wrabbit2000
Oh come on, even in the US OSHA (OSHA being ONLY a US entity) is not responsible for storage of military hardware. And only a fool would believe they are lax with their safety precautions.
even in Russia 13 million shells is 13 MILLION shells!
if only 1% of then is depleted uranium!edit on 18/6/2013 by JakiusFogg because: (no reason given)
Originally posted by khimbar
Russia Ammo Store Destroyed
Russia blast: Multiple explosions rock arsenal storing 13mln shells


text:
By: Nate Scott | January 30, 2014 8:23 am Follow @aNateScott
The latest in quarterback fashion: The jersey tucked into track pants. #sbsmg #sb48 #broncos #oldmanpeyton
A photo posted by Lindsay Jones (@lindsayhjones) on
In anticipation of this Sunday's Super Bowl, in which Peyton Manning will lead the Denver Broncos against the Seattle Seahawks in the biggest American sporting event of the year, Manning has officially embraced Dad Life and is now just tucking his jersey straight into his sweatpants.
in other news, peyton's dressed like he's gotta go to the school and embarrass his kids. pic.twitter.com/BjZcrJUhUr
— Bomani Jones (@bomani_jones) January 30, 2014
Looking good, Peyton!
Denver, Denver Broncos, Fashion, Peyton Manning, Super Bowl, Super Bowl 2014, NFL


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posts: 2
i need two different dresses
first being my graduation dress
we're going out on a boat afterwards
so i need a casual flirty fun dress to wear under my cap and gown and on the boat
secondly i need a dress to wear to our dinner dance
we're going out on a boat..again.
so it should be causal but cute/ funky
i trust you guys
posts: 1
What's your budget for both dresses? Is hot hot/cold/moderate where you are?posted almost 8 years ago
posts: 2
i live in connecticut so in june it's pretty nice
as for the budget, i'm flexable
my parents are willing to spend whatever
posts: 0
Then flip through look books until your fingers bleed…that's what I'd do if my parents gave me an unlimited budgetposted over 7 years ago
posts: 25
I'm graduating from high school this may. I found this dress, but wanna know if its too informal?
what do you think?
posts: 134
do something cute from betsey johnson. If that is too expensive try something by language or ella moss.
They always have nice flowey pieces.
otherwise there is a white knee length nautical looking skirt from banana its almost like a fan and it would be so cute for boating!
posts: 502
how about this for under your cap and gown:
graduation ceremony I thought light colors because I remember my gown was light blue and kind of sheer
since you are going on a boat afterwards I was thinking something cute with a bit of a nautical theme to it:
blue and white stripe strapless with bow belt or
navy and white polka dot dress
Hope this helps.
posted almost 2 years ago
Chictopia sellers carry fashion forward products and ensure great customer experience. Click here if you are interested in selling your merchandise on Chictopia.
posts: 56
Congratulation! Check out LAST NIGHT - they carry a curated selection of cute party and day dresses that are affordable and have free shipping in the US or $9 worldwide =)posted almost 2 years ago


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See other Guatemala City properties
Hotel Bed & Breakfast Mi Casa
5ª Avenida A, 13-51 Zona 9, Guatemala City, Guatemala, Distance from city centre: 3.8km
Real Reviews
Real reviews from fellow travellers
These are trusted reviews from guests who have actually stayed here. We hope you find them helpful.
Note: we only give a property a rating once it has received a minimum of 3 reviews.


text:
Lives in CT, United States
Joined on Nov 3, 2006
About me:
Canon Rebel 350--not using because
|Total: 1, showing: 1 – 1
On article Leica launches M9-P professionally targeted rangefinder (100 comments in total)
In reply to:
jmmgarza: This beautiful camera is another piece of jewelry for the rich and decadent. Precious few will see service in journalism. I would love to have one.
I loved my M6 in the film days, it is a beautiful piece of equipment,
but I know Nikon and Canon will always be around for parts and service ,will Leica? I loved the built quality and the ease of taking it around, but each lense is a large finacial commitment
I will stick with my Canon , it still not cheap but takes great pics,
and Canon service is great as well as Nikon
|Total: 1, showing: 1 – 1


text:
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Return to Injuries & Player Updates
Moderator: Baseball Moderators
rjwock07 wrote:The bottom line don't lie...espn reports that Strasberg will go number one overall and his agent Scot Boris expects a 6 year $50 million . Much like Stafford's salary in the NFL, is this too much for an unproven rookie?
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text:
These results include the continued erosion of our freedoms of religion, speech, and conscience (churches and Christian leaders, don't imagine for a moment that these issues will not be forced on you in the near future); more and more gay activist curricula in our children's schools; the very real potential for the further redefining of marriage (note well that the same media that has been celebrating homosexuality for the last couple of decades is now celebrating polygamy – the newest show is My Five Wives – and polyamory); and even challenges to basic gender distinctions.
Almost 20 years ago, gay journalist Andrew Sullivan wrote, "If nothing else were done at all and gay marriage were legalized, ninety percent of the political work necessary to achieve gay and lesbian equality will have been achieved. It's ultimately the only reform that matters."
And Senator Rand Paul wants us simply to "agree to disagree" on this?
Yet Paul adds insult to injury by the vocabulary he uses, speaking of wanting "to find a place for young people and others who don't want to be festooned by" issues like traditional marriage. Festooned by "traditional marriage"? (For the record, I prefer to call this natural, organic marriage, which it is.) Is the Republican Party also festooned by issues like standing against abortion?
According to the Merriam-Webster Dictionary, "to festoon" means "to cover or decorate (something) with many small objects, pieces of paper, etc.," as in, "We festooned the halls with leaves and white lights," just like one festoons (or, adorns) a Christmas tree with cute little trinkets, maybe with an angel on the top.
And that is how Paul sees the issue of redefining marriage, one of the greatest and most momentous moral, social, and spiritual issues of our time (or, really, any time)? (My debate at the University of Central Florida with Prof. Eric Smaw underscores this clearly, as does the recent book by Robert P. George, Sherif Girgis, and Ryan T. Anderson.)
The fact that Paul could utter these words at all is cause for deep concern. (I'm quite sure that he is not simply "festooning" his expected presidential campaign with rhetoric like this; he surely means what he is saying.)
The fact that he is presently at or near the top of the Republican heap is downright scary.
Bush mocks Rubio and his fans: Stop whining that it's "unfair" that you're being attacked by another candidate's Super PAC | Allahpundit


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Strasburg, Colorado
|Strasburg, Colorado
|Census-designated place
Location in Arapahoe County and the state of Colorado
|Coordinates: 39°44′10″N 104°19′43″W / 39.73611°N 104.32861°WCoordinates: 39°44′10″N 104°19′43″W / 39.73611°N 104.32861°W
|United States
|Adams County[1]
Arapahoe County
|• Total
|20.82 sq mi (53.93 km2)
|• Land
|20.80 sq mi (53.86 km2)
|• Water
|0.02 sq mi (0.06 km2)
|5,381 ft (1,640 m)
|Population (2010)
|• Total
|• Density
|118/sq mi (45.4/km2)
|Time zone
|Mountain (MST) (UTC-7)
|• Summer (DST)
|ZIP code[2]
|Area code(s)
|303 and 720
|FIPS code
|GNIS feature ID
Strasburg is a census-designated place (CDP) in Adams and Arapahoe counties in the U.S. state of Colorado. The population was 2,447 at the 2010 census,[3] up from 1,402 at the 2000 census.[4] The Strasburg Post Office has the ZIP Code 80136.[2]
Strasburg was the location of the "joining of the rails", the actual last link in the coast-to-coast railroad network in the United States, completed in August 1870 with the completion at Strasburg of the Denver extension of the Kansas Pacific Railway (even after the 1869 Golden spike event in Utah that signalled the completion of the first transcontinental railroad, passengers of the Union Pacific portion of that line were required to disembark to cross the Missouri River by boat until 1873-ferry crossings were considered part of a rail line in that era and ferries used were typically owned by the railroad). Strasburg (previously known as Comanche Crossing) was renamed that year in honor of an official of the Kansas Pacific (Kansas Pacific is not one of the railroads however that was involved in the Transcontinental Rail Road, only the Central Pacific and Union Pacific). The Comanche Crossing Museum commemorates the 1870 "joining of the rails". However, the Transcontinental Rail Road was an entirely separate project, involving only the CPRR and UPRR with no involvement of any other railroad including the Kansas Pacific Rail Road.
Strasburg is located at 39°44′10″N 104°19′43″W / 39.73611°N 104.32861°W (39.736047, -104.328494).[5] According to the United States Census Bureau, the CDP has a total area of 20.82 square miles (53.93 km2), of which 20.80 square miles (53.86 km2) is land and 0.023 square miles (0.06 km2), or 0.12%, is water.[3]
As of the census[4] of 2000, there were 1,402 people, 503 households, and 393 families residing in the CDP. The population density was 181.1 people per square mile (69.9/km²). There were 532 housing units at an average density of 68.7 per square mile (26.5/km²). The racial makeup of the CDP was 95.44% White, 1.28% African American, 0.57% Native American, 0.21% Asian, 0.07% Pacific Islander, 0.71% from other races, and 1.71% from two or more races. Hispanic or Latino of any race were 2.85% of the population.
There were 503 households out of which 39.8% had children under the age of 18 living with them, 68.0% were married couples living together, 7.2% had a female householder with no husband present, and 21.7% were non-families. 18.1% of all households were made up of individuals and 7.6% had someone living alone who was 65 years of age or older. The average household size was 2.76 and the average family size was 3.14.
In the CDP the population was spread out with 29.7% under the age of 18, 5.7% from 18 to 24, 29.2% from 25 to 44, 25.0% from 45 to 64, and 10.4% who were 65 years of age or older. The median age was 36 years. For every 100 females there were 100.0 males. For every 100 females age 18 and over, there were 93.7 males.
The median income for a household in the CDP was $53,558, and the median income for a family was $61,157. Males had a median income of $42,097 versus $25,862 for females. The per capita income for the CDP was $19,546. About 3.1% of families and 6.4% of the population were below the poverty line, including 6.7% of those under age 18 and 11.7% of those age 65 or over.
See also[edit]
- ^ a b "US Board on Geographic Names". United States Geological Survey. 2007-10-25. Retrieved 2008-01-31.
- ^ a b "ZIP Code Lookup" (JavaScript/HTML). United States Postal Service. December 14, 2006. Retrieved December 14, 2006.
- ^ a b "Geographic Identifiers: 2010 Demographic Profile Data (G001): Strasburg CDP, Colorado". U.S. Census Bureau, American Factfinder. Retrieved May 1, 2013.
- ^ a b "American FactFinder". United States Census Bureau. Retrieved 2008-01-31.
- ^ "US Gazetteer files: 2010, 2000, and 1990". United States Census Bureau. 2011-02-12. Retrieved 2011-04-23.