text:
SyntEnergheia Project - Electroacoustic music by Maurizio Carrettin
1 CD / Centaur / 2015-02-10Works: Maurizio Carrettin: SyntEnergheia Project, for electronics
Performers: Carrettin, Maurizio
Energheia derives from Greek and means "transformation, change in progress." Italian composer and performer Maurizio Carrettin composed and recorded this far-reaching electro-acoustic project. The com...continue...
Recording information: Personal Studio, Cremona, Italy (2013)....continue...
Matthew Burtner (b.1971): That Which is Bodiless is Reflected in Bodies - music for percussion solo / I-Jen Fang, percussion
1 CD / Centaur / 2014-05-27Works: Matthew Burtner: That Which Is Bodiless Is Reflected in Bodies, for computer-generated sound & Tibetan bowl; Siku Unipkaaq (The Story of Ice), for 2 glockenspiele & computer-generated sound; Carving ...
Performers: Burtner, Matthew; Fang, I Jen
This album features contemporary American works for percussion by Matthew Burtner. Matthew Burtner is an Alaskan-born composer, sound artist and technologist specializing in concert chamber...continue...
Recording information: Rentrub Studios, Charlottesville, Virginia (2010-2013); The University Of Virginia (2010-2013)....continue...
Flute Chamber Works by Michael Kallstrom, Vol. 2 / Alverez, Kelly, Karr, Polk, Speer, Kallstrom, Berry, Lin
1 CD / Centaur / 2013-10-29Works: Michael Kallstrom: In the Clear Blue, for 2 flutes & piano; Silken Kisses Slip Away, for mezzo-soprano, flute & piano; The Music Falls In, for flute & percussion; The Falling Cinders of Time, for flu...
Performers: Alvarez, Heidi; Berry, Mark [percussion]; Kallstrom, Michael; Karr, Kathleen; Kelly, Liza [Mezzo-soprano Vocal]; Lin, Ching-Yi [Violin]; Polk, Kristin; Speer, Donald
This is the second volume of Michael Kallstrom's flute chamber work. They offer varied timbres, interesting orchestrations, thoughtful melodies, bold harmonies, and interesting new cross-rhythms....continue...
Recording information: Van Meter Hall at Western Kentucky University, Bowling (05/2012)....continue...
Music From the Sounds of Earth - Electro-acoustic compositions created entirely from the sounds of the world we live in / Karl Korte, Priscilla Mclean, Charlie Tokarz
1 CD / Centaur / 2013-05-28Works: Karl Korte: Elements, for electronics; Priscilla McLean: Xakaalawe / Flowing, for electronics; The Eye of Spring, for electronics (Symphony of Seasons no 2)
Performers: Korte, Karl; McLean, Priscilla
Recording information: 2005/2012....continue...
Emily Howell: Breathless
1 CD / Centaur / 2013-02-26Works: David Cope: Silver Blood, for electronics; SpaceTime, for electronics; Breathless, for electronics; From the Willows Keep, for electronics; Coming Home, for electronics; Prescience, for electronics
Performers: Howell, Emily [Computer Program]
American Record Guide, September/October 2013
Silver Blood and Space Time share a common reliance on slow-moving pedal tones that are passed to other instruments and shift...continue...
Recording information: Santa Cruz, CA....continue...
CDCM Computer Music Series, Vol. 39: Music from the University of North Texas Center for Experimental Music
1 CD / Centaur / 2013-02-26Works: Larry Austin: Redux, for violin & computer music; David Bithell: Hithering, an interactive environment for trumpet & computer generated sound; Joseph Klein: Zwei Parabeln nach Franz Kafka, for narrat...
Performers: Austin, Larry; Bithell, David; Clark, Thomas; Errante, F. Gerard; Gnage, Patrick; Greer, Jonathan; Klein, Heidi Dietrich [Vocals]; Klein, Joseph; Lamneck, Esther; May, Andrew; McNutt, Elizabeth; Nels...
Conductors: Gibbons, Henry
American Record Guide, September/October 2013
The 39th volume of CDCM's Computer Music Series opens with Larry Austin's tenacious Redux. The solo violin is recorded, processed, and...continue...
Music from Bowling Green / Steve Duke, Burton Beerman, Roger B. Schupp, Craig Hultgren
1 CD / Centaur / 2011-03-01Works: Elainie Lillios: Veiled Resonance, for saxophone & live interactive electroacoustics; Dan Tramte: Gluons, electroacoustic music; Mikel Kuehn: Chiaroscuro, for cello & live interactive electroacoustic...
Performers: Beerman, Burton; Cornelius, Gregory; Duke, Steve; Fusik, James; Heisler, Jeffrey [Saxophone]; Hoose, Shane; Hultgren, Craig; Kuehn, Mikel [Composer]; Lillios, Elainie; Sampen, John; Schupp, Roger; Sh...
This is Volume 38 in Centaur's landmark series of recordings from the Consortium to distribute Computer Music....continue...
Sounding Number
1 CD / Centaur / 2011-02-04Works: Reginald Bain: The Music of the Primes, for electronics; The Butterfly Effect, for electronics; Chaos Game (For Nancarrow), for electronics; God Does Not Play Dice!, for electronics; When Inspiration...
Performers: Bain, Reginald
Recording information: University of South Carolina, Columbia, SC (2009)....continue...
Fusions: Electroacoustic Music
1 CD / Centaur / 2010-06-08Works: David Congo: Fusions, for electronics; Invention, for electronics; Prelude (Spring '96), for electronics
Performers: Congo, David
Fusion, the principal work on this disc started out as a five movement electronic music piece created on Multi track reel to reel tape. The...continue...
Recording information: West Springfield, Massachusetts (06/20/2009-06/22/2009)....continue...
CDCM Computer Music Series Vol 37 - Music from the Timara Studios
1 CD / Centaur / 2009-03-01Works: Olly Wilson: Piece for Piano and Electronic Music sound; Gary Lee Nelson: Jabber; To the Edge; Conrad Cummings: Zephyr's Lesson; Tom Lopez: The Death of the Moth; Edward J. Miller: Seven Sides of a C...
Performers: Cummings, Conrad; Fosnocht, Thomas; Miller, Edward J.; Mizelle, Dary John; Moore, Deborah Sunya; Nelson, Gary Lee; Pincompe, Steuart; Roy, Elise; Takács, Peter; Torrence, Jennifer; Wilson, Olly
Conductors: Weiss, Tim
Ensemble: Oberlin Contemporary Music Ensemble
Virtual Rachmaminov - Music by David Cope with Experiments in Musical Intelligence
1 CD / Centaur / 2008-11-01Works: David Cope: Concerto after Rachmaninoff, for piano & orchestra; Suite after Rachmaninoff, for piano
Performers: David Cope [Composer/Programmer]; Ezerova, Maria; Harris, John Mark; Leikin, Anatole
Conductors: Marshall, John
CDCM Computer Music Series Vol 36 - The Composers in the Computer Age 11
1 CD / Centaur / 2008-11-01Works: Mara Helmuth: No. 7, for gyil & computer; Abandoned Lake in Maine; The Man and the Moon, for accordion & computer music; Smoke, for saxophones, installation & computer music; The Edge of Noise; Mount...
Performers: Bern, Alan; Duncan, Kaylie; Helmuth, Mara; Ke, Ming; Massol, James; O'Neill, Tim; Tu, I-Yin; VanMatre, Rick; Velez, Carlos
Ensemble: NeXT Ens
Mara Helmuth composes for computer and acoustic instruments, often using her own software. She is Associate Professor in Composition and the director of the College-Conservatory...continue...
Colquhoun: Jar of Stones
1 CD / Centaur / 2008-09-01Works: Michael Colquhoun: Duplicity; First Flight; Everybody Knows That Afterwards, for flute & piano; Charanga; Talking Rocks; Three for Two as One; You can't get There from Here; These Days
Performers: Accurso, Bob; Colquhoun, Michael; Edkenrode, Bryan; Metz, Don; Parshall-Vehar, Persis Anne
Ensemble: MAELSTROM
Composer/flutist Michael Colquhoun is currently active as a solo recitalist, as a teacher and composer, and as Adjunct Professor of Music at Canisius College. He...continue...
Santos: Kuu - Hourney to the Jar / Shinjuku Moon
1 CD / Centaur / 2008-04-04Works: Erik Santos: KUU
Performers: Santos, Erik; Shiiki, Toko
Santos is an Associate Professor at the University of Michigan School of Music where he teaches Composition and is the Director of the Electronic Music...continue...
Saxtronic Soundscape - Shapiro, Marinescu, etc / Masek
1 CD / Centaur / 2007-07-05Works: Alex Shapiro: Desert Tide, for soprano saxophone & electronics; Liviu Marinescu: Bach Variations, for alto saxophone & tape; Roger Bourland: Glamour and Eros, for saxophone & electronics; Jane Brockm...
Performers: Bourland, Roger; Brockman, Jane; Bruyn, Keith de; Gontsana, Sandile; Johannes, Shaun; Marinescu, Liviu; Masek, Douglas; Nomtshongwana, Zukiswa; Nqikashe, Luzuko; Plaatjies, Lungiswa; Shapiro, Alex
Internationally renowned performer and teacher of the saxophone, Douglas Masek is sought after by orchestras and concert series to perform concertos and solo recitals on...continue...
CDCM Computer Music Series Vol 35 - Computer Age Vol 10
1 CD / Centaur / 2007-04-01Works: Larry Austin: Ottuplo!, four inter-episodes for real & virtual string quartets; Adagio; RomaDue, for electronic music on tape; Tableaux; "art is self-alteration is Cage is...", for solo contrabass & ...
Performers: Austin, Larry; Blac, Robert; Duke, Stephen; Errante, F. Gerard; Lowenstern, Michael; Martelle, Jacqueline
Russell Riepe: Clarinet Music / Parks Simmons
1 CD / Centaur / 2006-06-04Works: Russell Riepe: Three Studies on Flight, for solo clarinet; Cruzando La Frontera, for clarinet & live electronics; Lacrimosa, for clarinet & piano
Performers: Riepe, Russell; Simmons, Amy Parks
CDCM Computer Music 34 - Composer in the Computer Age Vol 9
1 CD / Centaur / 2006-04-01Works: Russell Pinkston: Music for Margo's World, for electronics; Dervish Dance Suite, for electronics; Memory of Absence, for electronics; All Round Me, for electronics
Performers: Pinkston, Russell
Tremors From A Far Shore - Aikman / Joshua Bell, et al
1 CD / Centaur / 2005-09-01Works: James Whitton Aikman: Sonata for violin & piano no 3; Fantasy for violin & electronics; Sonata for violin & piano no 2; Sonata for violin & piano no 1
Performers: Aikman, Deanna; Aikman, James; Bell, Joshua [Violin]; Brooks, Davis; Kerr, Alexander; Leonard, Lisa; Suzuki, Hidetaro; Suzuki, Zeyda Ruga
Music for Stanford - Morrill: Getz Variations, etc / Getz
1 CD / Centaur / 2005-06-02Works: Dexter Morrill: Getz Variations, for tenor saxophone & tape; Sea Songs, for soprano with radio baton, electronics & tape; Salzburg Variations, for celletto, electronics & tape; Quartet, for violin, v...
Performers: Alcover, Ignacio; Braunlich, Helmut; Chowning, Maureen; Getz, Stan [Sax]; Morrill, Dexter
Eric Lyon: Ex Cathedra
1 CD / Centaur / 2005-02-07Works: Eric Lyon: Sacred Amnesia; Red Dwarfs from Outer Space; Ex Cathedra; Liberation # 1; None of Us Will Ever Be the Same; 1981
Performers: Lyon, Eric
Apparitions and Whimsies / Kapell Loewy, Huang, et al
1 CD / Centaur / 2004-09-01Works: John Heiss: Apparitions for Flute, Piano and Electronics; Whimsies for Flute and Piano; Robert Muczynski: Duos (6) for 2 Flutes, Op. 34; Jindrich Feld: Sonatine américaine for Flute and Piano; T...
Performers: Buyse, Leone; Heiss, Frank; Huang, Yuling; Kapell Loewy, Andrea; Loewy, Susanna
Melbinger: Fleeting Visions
1 CD / Centaur / 2004-03-06Works: Timothy Melbinger: Fleeting Visions; Divertimentrio; Some Things are Dark; Insect Politics; Six Madrigals
Performers: Childs, Andrew; Gall, Susan Hampton; Kirkley, William; Melbinger, Timothy; Thornblade, Sarah; Underhill, Janet; Weigt, Steven
CDCM Computer Music Series Vol 33 - Toys in the Attic
1 CD / Centaur / 2003-03-12Works: James Mobberley: TNT; Caution to the Winds; Paul Rudy: Degrees of Separation; Robert Cooper: Cymbolic; Michael McFerron: Stratum; Daniel Nass: Gitchee Gumme; Mikito Oki: Tribute to Daddy's Bald Head;...
Performers: Black, Robert [doublebass]; Cass, Richard; Casurella, Stephen; Davis, Nathan; McAllister, Timothy
Chafe: Arcology, Salzburg Variations, Remote Control, etc
1 CD / Centaur / 2002-04-01Works: Chris Chafe: Riding the Tiger; Arcology; Pulse, Friction, Blues, End; Salzburg Variations; Remote Control; Sacrifice
Performers: Chafe, Chris
Chris Chafe - Arco Logic
1 CD / Centaur / 2001-10-07Works: Chris Chafe: Transect; Push Pull; Free Motion; Vanishing Point; Backtrace
Performers: Chafe, Chris
CDCM Computer Music Series Vol 30 - Transmigration Music
1 CD / Centaur / 2000-10-01Works: Mark Trayle: Primitive Still Life (With Pairs); Barry Schrader: Beyond; David Behrman: Runthrough; David Rosenboom: On Being Invisible II "Hypatia Speaks to Jefferson in a Dream"; Morton Subotnick: I...
Performers: Ashley, Sam; Buckner, Thomas; DeSario, Teri; Einarsson, Kolbeinn; Kaneshiro, Jason; La Barbara, Joan; McCain, Fawntice; McIlwain, Jeff; Merryfield, Roxanne; Rooney, Sean; Rosenboom, David; Schrader, ...
CDCM Computer Music Series Vol 25 -Montague, Harrison, et al
1 CD / Centaur / 1997-11-14Works: Stephen Montague: Silence - John, Yvar and Tim; Jonty Harrison: Unsound Objects; Michael Matthews: In Emptiness, over Emptiness; Ricardo Dal Farra: Tierra y sol; Frances White: Birdwing
Performers: Cooper, Deirdre; Costes, Therese; Hahn, Tomie; Humphries, Ian; Mead, Philip; Mutter, Charles; Pendlebury, Nic; Sheppard, David
Ensemble: Smith String Quartet
CDCM Computer Music Vol 20 - University of Texas Studios
1 CD / Centaur / 1995-08-12Works: Russell Pinkston: Don't Look Now; Mark Wingate: Ode to the South-Facing Form; Mark Schultz: Eärendil; Howard Fredrics: The Tragedy of the Leaves; Jody Nagel: Gandalf the Grey; Karl Korte: Colloq...
Performers: Dick, Robert; Korte, Karl; Kraber, Karl F.; Nagel, Jody; Schultz, Mark [Vocalist]; Wingate, Mark
Satire is Serious Business - DeFotis, et al / DeFotis, et al
1 CD / Centaur / 1995-05-17Works: William DeFotis: Some of My Best Friends Are Women; How many times had we found ourselves mouthing received opinions, using the language of oppression,; Happy Earth Day; Family Values; Homophobia; e....
Performers: Anderson Williams, Christine; Bennett, Stephen [guitar]; Blewett, Lori; Brooks, William; Brun, Herbert; Chandra, Arun; Curtis, Howard; DeFotis, Constance; DeFotis, William; Enslin, Mark; Fonville, Jo...
Conductors: DeFotis, Constance;
Ensemble: Cincinnati Percussion Group; LaSalle String Quartet; Women's Chorus
CDCM Computer Music Series Vol 17 - Music from Mills College
1 CD / Centaur / 1994-05-01Works: John Bischoff: The Glass Hand; Christopher Brown: Chain Reaction; Tom Erbe: After a Day; Maggi Payne: Resonant Places; Alvin Curran: Animal Behavior
Performers: Brown, Christopher; Gresham-Lancaster, Scot; Ochs, Larry; Winant, William
Ensemble: ROOM
CDCM Computer Music Series Vol 9-musics, metaphors, machines
1 CD / Centaur / 1991-10-01Works: Larry Austin: Beachcombers; Robert Keefe: The Ephemerides; Cindy McTee: Metal Music; James Piekarsky: Dreamfile; Rowell Rogers: Cenotaph; Rodney Waschka II: A noite, porém, rangeu e quebrou; Phi...
Performers: Cage, John; Dmitri, George; Holm, Catherine; Kalve, Martin; Kosugi, Takehisa; McCormick, Robert; Tudor, David
Conductors: Candelaria, Leonard
Ensemble: North Texas University Trumpet Ensemble


text:
- Inhabitat – Green Design, Innovation, Architecture, Green Building - http://inhabitat.com -
Suzlon Headquarters in India is a LEED Platinum Living Laboratory
Posted By Bridgette Meinhold On June 9, 2010 @ 1:00 pm In Architecture,Green Building | No Comments
Suzlon [1], the world's third largest manufacturer of wind turbines [2], has more to be proud of than just supplying the world with renewable energy. At the end of April, Suzlon's headquarters in Pune, India [3] were awarded LEED Platinum Certification. Designed by by India-based Christopher Charles Benninger Architects [4] and dubbed "One Earth", Suzlon's headquarters is the largest building in India to achieve Platinum status and it also acts as a living laboratory [5] of sustainable technologies.
One Earth sits on a 10-acre complex, houses around 2,300 employees, and is surrounded by various gardens and courtyards. The headquarters is unlike most glass-covered business complexes in that it features neutral-colored shade screens, large roof overhangs, and thin building profiles that provide more natural light. Landscaped courtyards, reflecting pools and green roofs [7] and terraces also affect the micro climate around the building.
The large corporate headquarters include many sustainable building strategies — and as one might suspect from a wind turbine manufacturer, renewable energy generation plays an important role. Over 150 kW of power is generated on-site, 80% of which comes from micro wind turbines. The other 20% comes from a PV system [8] installed on a shade structure for the main courtyard. Hot water is provided via solar thermal heating, and louvers along with low-e glass help shade the interior. Glass ventilating tubes [9], invented by Benninger, pull in cool air from the basement and push out hot air. Finally non-toxic materials were used extensively throughout the interior and LED lights provides energy efficient lighting for the complex.
As Benninger says [10] about One Earth, "My ambition was to create a great place to work for a great company with a great mission. We have to take sustainability in our stride, as we do sound structural engineering or competent plumbing. What is outstanding about this building is that it enhances the lives of the people who work here, and all of these factors count into the company's performance."
+ Christopher Charles Benninger Architects [4]
+ Suzlon [1]
Photo credits: Christopher Charles Benninger Architects and Suzlon
Thanks for the tip ccbarch!
Article printed from Inhabitat – Green Design, Innovation, Architecture, Green Building: http://inhabitat.com
URL to article: http://inhabitat.com/suzlon-headquarters-in-india-leed-platinum-living-laboratory/
URLs in this post:
[1] Image: http://www.suzlon.com/
[2] wind turbines: http://inhabitat.com/2010/02/10/largest-green-energy-plant-in-the-world-planned-for-india/
[3] headquarters in Pune, India: http://www.csrwire.com/press/press_release/29506-Suzlon-global-headquarters-One-Earth-receives-LEED-Platinum-certification
[4] Christopher Charles Benninger Architects: http://www.ccba.in/
[5] living laboratory: http://www.inhabitat.com/2008/12/18/eco-laboratory-by-weber-thompson/
[6] Image: http://inhabitat.com/2010/06/09/suzlon-headquarters-in-india-leed-platinum-living-laboratory/suzlon-one-earth-headquarters-7/
[7] green roofs: http://inhabitat.com../green-roof/
[8] PV system: http://inhabitat.com../solar-power
[9] ventilating tubes: http://inhabitat.com/2010/05/05/japan-pavilion-is-a-solar-energy-generating-purple-silkworm-island/
[10] says: http://en.wikipedia.org/wiki/Suzlon_One_Earth
Click here to print.
Copyright © 2011 Inhabitat Local - New York. All rights reserved.

subset: commoncrawl


text:
Domonic Brown will miss his second consecutive game with a concussion -- he's been placed on the seven-day concussion DL (see story) -- when the Phillies close out a three-game set with the Cardinals at 7:15 p.m.
Charlie Manuel will keep the same lineup he ran out in Wednesday night's 11-3 loss, except for one change: Erik Kratz will start behind the plate in relief of Carlos Ruiz.
The Phillies on Wednesday night registered nine hits but went just 2 for 10 with runners in scoring position.
The Phillies will try to rebound against St. Louis starter Lance Lynn (11-5, 4.15), who dazzled the Phillies on April 20, allowing one hit over seven shutout innings in his best start of the season. Phillies lefties were 0 for 13 that night.
Here's how they'll face Lynn in order:
1. Jimmy Rollins, SS
2. Michael Young, 3B
3. Chase Utley, 2B
4. Delmon Young, RF
5. Darin Ruf, 1B
6. Laynce Nix, LF
7. John Mayberry, Jr., CF
8. Erik Kratz, C
9. Kyle Kendrick, P
For more on tonight's matchup, check out Corey Seidman's pregame notes.


text: Hi Emanuele, if df(x1) is obtained via finite-difference calculations then f(x1) is stored and compared during next call to f / df, and vice versa: if f(x1) is called then the value obtained is stored and compared during next call to f and/or finite-difference df. At least it is intended so, I can take more precise look if you have noticed it doesn't work properly. Regards, D. Emanuele Olivetti wrote: > Dear All and Dmitrey, > > in my code the evaluation of f(x) and df(x) shares many > intermediate steps. I'd like to re-use what is computed > inside f(x) to evaluate df(x) more efficiently, during f(x) > optimization. Then is it _always_ true that, when OpenOpt > evaluates df(x) at a certain x=x^*, f(x) too was previously > evaluated at x=x^*? And in case f(x) was evaluated multiple > times before evaluating df(x), is it true that the last x at > which f(x) was evaluated (before computing df(x=x^*)) > was x=x^*? > > If these assumptions holds (as it seems from preliminary > tests on NLP using ralg), the extra code to take advantage > of this fact is extremely simple. > > Best, > > Emanuele > > P.S.: if the previous assumptions are false in general, I'd > like to know it they are true at least for the NLP case. > > _______________________________________________ > SciPy-user mailing list > firstname.lastname@example.com > http://projects.scipy.org/mailman/listinfo/scipy-user > > > >


text:
Arpit kahan hai? Why don't we get to hear anything from him
P.P.S. Where is arpit? Any update from his side??
Meet did not happen as Arpit backed out because of fever, so only nupur & me were ready for a meet, where is rest of myfosians :sneaky:
Next week, meet on Sunday Arpit, nupur & myself are sure starters :thumbsup:
Sorry to disappoint you all. But I didn't even had a call for GDPI from NITIE:splat:(convert ki baat to door ki )
PS: I mentioned in one of my previous posts also that NITIE was one of my dream college, was hurt badly when didn't saw my name on gdpi list, ab zakhm dobara hare ho gaye.....:splat::drinking:
Infy ka aisa effect pada hai iss balak pe ye ma'am -ma'am kya laga rakha hai har jagah :sneaky:
Just to remind everyone, seems people have forgot they belong to this team.
4. arpit90
I think one member (according to me) we can pardon for not being here is arpit90 because he doesn't have internet access and is slogging hard in Infy.
Puys, Thanks a lot for all your wishes..:D
Rahice bhai,thanks for remembering my b'day and opening this thread..:)
CP ma'am..aapki party delhi aane pe..
Rejected by NITIE at 98.99 was one of my dream college... :
shortlisted by IITD..
right now feeling too bad...:
Any tips for how to prepare for WAT process of IIM's. :)
PS:As rexx had already mentioned, got MDI call.


text:
A lot of people apply for private student loans for a lot of reasons. And most of these loans are ones applied by students who are in college just so they can get through college easily but not unscarred with the debts and brainstorming on how to return the money they borrowed. There are federal loans and private loans. Though applying for a federal loan is usually the best decision, we will have to talk about private loans and why they exist in the first place.
What are Private Student Loans?
Private student loans which are also called alternative loans are loans applied for so they can supplement the federal loans they applied for in the place. Still cannot get what I'm saying? Well, let's say you applied for a federal loan then sadly you have used up the money and already maxed out the allowed credit for that loan. So you take a private loan so you can get extra funds to cover the expenses that your federal loan could not. Private loans are usually offered by private lenders such that are officially recommended by your school financial aid office. You can actually find a lot of applications for private loans on the internet. Private loans are also the only other option for students in college who were not granted federal loans, thus the name alternative loan.
Do I need Private Student Loans?
Well, that depends. If you are the type who spends his or her federal loan or money wisely, then I guess you do not a private loan. But in instances where you have reached the maximum amount allotted in your federal loan or that you actually need extra money to cover some extra expenses in college, then private loans are better than getting money easier by borrowing from loan sharks.
Is there a private student loan consolidation?
Yes, actually there are private student loans consolidations. Well, usually only federal loans can be consolidated but private student loans consolidations can be found almost everywhere now. Take note though that your federal loans cannot be consolidated with private loans. Only federal loans can be consolidated with other federal loans and private loans can only be consolidated with other private loans. Well, maybe you can but it is best if you consolidate loans of the same kinds.
What are Private Student Loans Consolidations?
Just like any student loan consolidation, a private student loan consolidation loan also combines your private student loans so you can manage your loans easier have also have one definite date for paying all your private student loans.
Private student consolidation loans are usually more attractive than those consolidated student loans taken from federal loans because of lower interest rates and better terms on how to paying the loan. Private student loans consolidation can actually give you a breather and can help you save more money than you can with federal loans. Private student loans consolidation can become an extended student loan that is why many apply for this kind of loan.
But do not be too swayed with the attractive terms, private student loan consolidations can actually run or ruin your life for a time being if you are not smart and especially wise. Private student loan consolidations, though having lower better benefits, may have higher interest rates when you are way past your due.
So if you really need to take out private loans and consolidate them, make sure you have a sure one-way plan in paying your debts. Get a part-time job or spend wisely by spending only on what are necessary so you won't have to take more private student loans than you can handle.
Related Articles
College Loans Consolidation
Student Loan Consolidation Rates
Private Student Loans


text:
May 16, 1999
The Workforce Optimas Awards are a celebration of the power of human resources management. Annually, Workforce recognizes HR programs that have made their businesses better. The winners are selected in 10 categories: General Excellence, Competitive Advantage, Financial Impact, Global Outlook, Innovation, Managing Change, Partnership, Quality of Life, Service, and Vision. The winning programs are profiled in the March issue of Workforce magazine with additional information provided at Workforce online.
It is with great pleasure that Workforce celebrates the winners of Optimas Awards 2000:
|General Excellence:
SAS Institute, Inc.
SAS Institute isn't an employer -- it's a provider. Employees don't have to worry about balancing work and life because they're one and the same.
|Competitive Advantage:
Jamba Juice, Inc.
In the come-and-go food industry, Jamba Juice has found recruiting and retention strategies that can squeeze out winners from a dry labor pool.
|Financial Impact:
HR at IBM suffered drastic cutbacks. But the remaining department developed a call center that saved $180 million dollars for ol' Big Blue.
|Global Outlook:
United Nations
A diverse group of professionals bring staff development issues to the top of the United Nations' list of concerns.
Jellyvision was growing so fast, it didn't have time to consider HR -- until employees asked for it Then they used their creative edge to develop HR that is really creative.
|Managing Change:
Bayer Consumer Care Division
The HR team at Bayer's Myerstown, Pennsylvania, production facility initiated a process that helped the plant become more profitable.
Connecticut State Department of Education
Connecticut's Department of Education fought to improve the school environment and bring cooperation to the labor-management relationship.
|Quality of Life:
By providing a culture that supports employees' passions, Patagonia reaps success and, in turn, supports "green" causes worldwide.
QUALCOMM offers a range of online training courses and college degree programs to employees in five states and Israel.
The challenge to GTE HR managers was tantalizing: find a credible way to measure HR's contribution to the business.


text:
Rohit has extensive expertise in the economics of mobile, direct and digital marketing, consumer privacy and the government regulation of markets. A highly visible industry advocate with over 17 years of experience in the internet, digital and mobile spheres, Rohit has been instrumental in the MMA's growth in the region, forging relationships with industry leaders and key stakeholders, and positioning MMA as the authoritative global voice in the mobile marketing and advertising industry.
Prior to taking charge of MMA's APAC activities, Rohit spent 9 years working with Microsoft where he served as the Director of Platform and Mobile Services and contributed to the growth of MMA as a Global and APAC board member. In the past, Rohit has also worked with Bharti-British Telecom ISP services - India and with IPSII, an affiliate of VSNL, the largest internet service provider in India.An enthusiastic evangelist of mobile marketing, Rohit sits on the board of the Digital Advertising Alliance (DAA) and is an Advisor for the Internet and Mobile Marketing Association of the Philippines (IMMAP) and IDBYTE. Rohit also sits on numerous corporate advisory boards of MMA's member companies.


text:
Challenge of Retaining Top Talent:
The Workforce Attrition Crisis
B. Lynn Ware, Ph.D., and Bruce Fern
It is no wonder
that in today's aggressive business environment, the challenge of
sustaining a competitive advantage preoccupies the minds of many
business leaders. Corporate customers and individual consumers have
more providers to choose from than ever before. Furthermore, they
often perceive that what they are purchasing is, for all practical
purposes, a commodity that can be easily obtained from other companies
if need be.
So how does
a corporation distinguish itself in a highly commoditized and competitive
market? Today's businesses are more dependent than ever before on
their top performers to innovate and provide services that differentiate
a company from its fierce competitors. In other words, corporations
are reliant upon their human assets to survive and thrive.
However, with
unemployment now running at less than 6%, many corporations and
government agencies are struggling to find and keep these valued
employees. Changing work force demographics, such as the shrinking
of the most desirable labor pool (25-34 year olds) and the negative
impact downsizing has had on employee loyalty, have led corporate
America to search for answers to recruiting and retaining the strategic
asset of the twenty-first century: talented people.
Retaining top
talent was less of an issue in the past, but the shifting tides
of the unspoken employee/employer contract have created new currents
in the workplace. The old contract asked employees to:
In return, they
would have:
The new contract
is substantially different. It states that employees must now work
harder, doing not only their jobs, but the jobs of their former
co-workers who were "right-sized." In return, job security is extinct,
promotions are scarce, salary increases are modest at best, and
the constant uncertainty of change is almost guaranteed. Is it any
wonder that employee loyalty is on the demise and talented individual
contributors and managers feel less bonded to their organizations?
Because the
increased flow of defecting employees plagued our clients, Integral Talent Systems, Inc., a national consulting and training firm
and Bruce Fern, an expert in the field of retention, engaged in
an aggressive endeavor to tackle the attrition dilemma. As part
of this project, we conducted attrition and retention research with
our clients (1), and substantiated our findings by reviewing industry
practices and the behavioral science literature. We uncovered a
number of critical findings, seven of which are described in this
What does it
cost an organization when a talented employee defects to the competition?
Some of the cost factors are obvious, such as productivity losses
due to a vacant position. However, there are often unseen costs,
like the reduced productivity from the departing employee who
is inevitably distracted during his or her job search and therefore
contributes less during this time period (sometimes called "short-timers
Using conservative
calculations, one technical company in California's Silicon Valley
estimates that it costs them an average of $125,000 when
just one employee leaves. Other companies calculate that attrition
costs them annual productivity losses of 65-75% in the position
the employee departs.
Another of our
clients with a national sales force of hundreds estimates that they
have to scramble to make up for over a million dollars of potentially
lost sales when just one salesperson leaves. To add insult to injury,
this does not even take into consideration the departed employee's
attempts to woo his or her past customers over to his or her new
employer. Multiply these costs by the number of employees who leave
in one year, and the financial impact is dramatic.
Most organizations
do not have a handle on the actual reasons why employees stay, as
well as the actual reasons why they depart. Many organizations attempt
to capture the causes of attrition through exit interviews. Unfortunately,
traditional exit interviews just scratch the surface of the causes
for attrition. They inevitably fail to differentiate between factors
that make the new job attractive to the departing employee, versus
the reasons why the employee was prompted to consider leaving his
or her current job in the first place.
For example,
many employees report "better compensation" as one of their main
reasons for leaving. In many cases, our research revealed that these
same employees were not, in fact, originally dissatisfied with their
compensation. Instead, other reasons prompted them to consider
leaving their current job, such as the absence of professional development
opportunities. However, they often do not report these negative
reasons associated with their old job (possibly from fear
of retribution), but instead report what is attractive in the new
job. Because of this phenomenon, organizational data from typical
exit interviews fails to surface the real causes of an organization's
attrition problems.
This is just
as true when an employee is actively recruited by the competition.
Our work in retention shows that attractive candidates receive calls
from recruiters all the time! What causes the sudden shift that
makes an employee act on a recruiter's call at a particular point
in time? We consistently found in these circumstances that something
deteriorated in their work situations that caused them to take the
current recruiter's call more seriously.
Obviously, when
organizations unknowingly misdiagnose the situation and fail to
surface the most critical factors that contribute to attrition,
their solutions to correct the problem fall short of the mark. The
result is a bad diagnosis leading to improper prescriptions.
Most managers
we interviewed as part of our research in retention lamented the
loss of talented contributors. However, when asked to diagnose the
reasons for an employee's departure, the average manager pointed
to a variety of external organizational factors as the causes of
attrition, failing to take any personal responsibility for
the situation. They typically did not acknowledge any factors within
their control that contributed to the employee's departure.
For example,
managers often attributed attrition problems to such factors as
compensation. Certain factors that are the responsibility of "the
overall corporation" can certainly aggravate attrition if they are
not in order, such as inequitable pay scales or excessively rigid
policies that dilute employee autonomy. However, we discovered that
a large number of factors contributing to employee retention are
within the manager's circle of influence.
Therefore, the
results of any attrition intervention are dependent upon the organization's
ability to provide managers with an awareness of those factors,
as well as tools to help them meet their personal accountability
in retaining top talent.
managers need this guidance more than ever before. Managers' span
of control has been widening in most companies over the past several
years, and the number of times the manager "touches" the
employee is therefore less frequent. Each contact must maximize
any opportunity to influence employee motivation and commitment.
The loss of
key employees, even in small numbers, can be devastating to a company.
(This points to the importance of tracking not just overall attrition
ratios, but also tracking the level of performers leaving.)
we were interested in determining the degree to which managers rank
retention as a high on-going priority. Not surprisingly, we found
that the only time the average manager thinks about retention is
when she or he receives a resignation from an employee. We also
found that most managers predictably attempt to talk departing employees
out of leaving, trying to convince them that they are making a mistake.
However, also
predictably, we found that the vast majority of the time, these
employees leave their resignations on the table, resisting attempts
to persuade them to stay. And, in the infrequent situation when
a manager successfully persuades the employee to remain, he or she
often leaves within six to nine months anyway. (The exception is
when there is a clear salary inequity which is remedied, and the
employee is satisfied with everything else about the work situation.)
Clearly, the
solution lies in tying retention to critical business activities
so that managers do not think about retention after the fact,
when it is too late, but rather see it as integral to business success
and survival. Treating retention as an on-going priority
enables the manager to focus on proactive measures to sustain long
term employee commitment, rather than on reactive attempts to reverse
surprise resignations.
Managers are
well aware of the impact on their function when a valued employee
leaves. However, even managers of customer contact functions, such
as sales or customer service, often fail to demonstrate a sensitivity
to the impact attrition has on customers.
When key employees
leave customer contact functions, customers often experience:
When the relationship
represents a value-added partnership, the change in account managers
or service providers can set the relationship back months and give
competitors a weighty advantage. This is especially true if the
transition to new account personnel is not well managed. At a certain
point, regular changes in account personnel can send a message of
organizational instability and create the impression that the organization
does not care about the account relationship.
In the case
of development or support functions, we also found a general lack
of awareness on the manager's part of the negative impact the departing
employee has on internal customers. The departure of a top performing
employee can therefore have a "ripple effect" on the organization
and its clients that creates problems for months.
It is true that
some level of attrition is unavoidable. In fact, a certain degree
of attrition is desirable in order to compensate for poor hiring
decisions. However, human resource and senior line managers often
question whether they can really increase their retention ratios.
The answer is
definitively yes, with evidence to support it. In one of
our client organizations, the attrition rate for one of their divisions
in 1995 prior to our intervention was 18.5%, with 25% attrition
in one of the most critical occupation groups. After working with
us in 1996 and making retention a priority for every manager, the
attrition rate dropped to 11.7% overall and 15% in the critical
One might predict
that other factors contributed to this outcome. In fact, it should
be noted that there were actually reductions in employee
compensation during this time, which should have increased attrition.
Nevertheless, we still saw an increase in retention rates.
Another of our
clients asked that we conduct a retention risk analysis and intervention
in a critical technical division because the organization feared
that attrition would rise in the near future. Two interesting findings
emerged from our research with this group. The first was that this
division was already following a number of the retention prescriptions
we provide our clients (one of the few divisions in the entire company
to do so). More striking, however, was the fact that as a result
of following these prescriptions, this group's retention rates were
over 10% higher than the rest of the company's, thus validating
the efficacy of our model.
Another company
in the Northwest began with an attrition rate of 17%. After following
the same prescriptions (2), they reduced their attrition rate to
3%, bringing their retention rate up to 97%. As the evidence suggests,
attrition is not an unbeatable foe. Instead, it is a challenge that
can be overcome with the right strategies and tools.
The scenario
in many organizations is the same. Someone, such as a senior line
manager or HR professional who is tied to the business, raises the
red flag of attrition, recognizing its potentially devastating impact
on the company's strategic position. Then, someone scrambles to
pull some sort of training or tools together which focuses on only
a few (but not all) of the factors that are required to reduce attrition.
The result is the organization experiences mediocre results, or
no results at all.
This multi-factored
retention solution is like the story of the blind men and the elephant.
Never having seen an elephant, three blind men were brought over
to a young elephant to let them experience it. Each man touched
a part of the elephant. The first one touched a leg and said, "Now
I understand. An elephant is like a tree trunk." The second man
touched the tail and said, "No. You are wrong. An elephant is like
a snake." The third man touched an ear and said, "You are both quite
mistaken. An elephant is like the leaf of a big palm tree."
If any of the
men wanted to control the elephant, they would have found themselves
incapable of doing so, because their understanding of the elephant
was only partial. This is also true of many organizations that try
to tackle only one factor of the attrition dilemma.
One piece of
anecdotal evidence comes from a report made by one of the nation's
leading financial services companies. In an attempt to stem the
outflow of critical managers and individual contributors, they contracted
with a reputable training firm with whom they had worked successfully
in the past. While the firm admitted they were not experts in employee
retention, they nevertheless conducted sessions for senior managers,
hoping to help their client to deal effectively with the problem.
but also predictably, the firm addressed only a fragment of the
retention solution. The kick-back from the managers was strong,
since they intuitively sensed this was only a partial solution and
it would not effectively address their issues. Therefore, one litmus
test for a retention solution is to assess its scope and depth.
Any solution that is unidimensional is bound to fail.
Our research
surfaced six dimensions that are most critical to influencing retention.
These dimensions must be infused into three major components that
must be in place and aligned for an organization to achieve world
class retention:
Our research
consistently validated the reality that the manager plays a significant
role in influencing the employee's commitment level and retention.
There are a number of manager retention practices which increase
the probability that an employee will remain committed to an organization
over time.
These retention
practices represent the manager's actual behaviors on the job. This
often has little to do with the amount of classroom training they
have received. Furthermore, the best retention practices are not
the same as the standard menu for good organizational management.
Most organizations ask their managers to place productivity as the
highest priority, underscored by pressures to fulfill "our obligations
to our investors."
Good retention
practices focus not only on what the employee is contributing to
the company, but also focus on how the manager can create a climate
so that the employee is retained and committed on a long term basis.
While enlightened leaders balance the needs of the organization
with the needs of the employee, the truth is that these leaders
are rare. Though managers play a very crucial role in retention,
they do not control all of the factors that can affect attrition.
Therefore, the second component represents the organization's responsibility
in the retention equation.
There are a
number of organizational systems and processes that influence retention.
Some of them are evident, such as equity of pay scales. Other systems
are less obvious, and their impact on retention is often unrecognized.
For example, there is evidence that an organization's recruiting
systems and processes can significantly impact retention ratios.
These systems support the Manager Retention Practices, but they
also increase the likelihood that employees are committed on a long
term basis and are performing at their best.
Closely linked
to the other components, this component ensures that retention becomes
an on-going priority. Many organizations do not even know what their
attrition rates are. And those that do often lack enough data to
pinpoint where the problem is most severe, or to uncover the specific
causes of attrition.
For example,
those organizations that measure attrition sometimes do not track
it by length of service. The tenure patterns of the departing employees
can reveal valuable information concerning the potential causes
for attrition. Additionally, many organizations do not track attrition
by occupational group other than by "manager" or "non-manager."
This simple segmentation is often a crude one that does not provide
the organization the refined information it needs.
goes hand in hand with accountability. Organizations must hold their
managers personally accountable for retention. Likewise, they must
hold their corporate staff accountable for developing, maintaining,
and upgrading their retention systems. When retention is relegated
the status of being a "HR issue," it often falls to the bottom of
the priority list for managers. When it becomes one of their business
goals, it takes on a new perspective.
One example
comes from one of the world's top hardware manufacturers. In a recent
meeting, the new director of the telephone technical support group
presented the following four new business goals to his management
team. The first three were:
The fourth goal
was to retain employees! After some discussion, the entire management
team observed that they would not achieve the other goals if they
could not achieve their retention goals. In another division of
the same company, the senior managers' personal bonuses are calculated
on the basis of their success at retaining their best people. When
managers are held accountable in this fashion, it ensures that the
motivation to examine and enhance their personal retention practices
is ever present.
enough, organizational experts predicted that mergers and downsizing
would result in employees who felt lucky to have a job and who would,
of course, stay. This may be true for employees in the lower tiers
of performance. However, top talented employees recognize they represent
a valued organizational asset. When their loyalty deteriorates,
the tendency to switch organizations increases.
The average
costs of replacing today's defecting work force are eating away
at the profitability of even the healthiest organizations. Even
when the bottom line remains intact, the loss of just a handful
of key employees who have a special expertise or who maintain valued
customer relationships can shake an organization to its roots. In
this age of high stakes and unpredictable market and organizational
changes, organizations must educate their managers and create an
environment where today's top talent can thrive. The alternative
is unacceptable.
1997 Integral Talent Systems, Inc. All Rights Reserved.
Because of the sensitive nature of any organization's attrition
problems, we have not identified our clients or other organizations
by name in this document when citing examples of their retention
problems or solutions.
This was not one of our clients, but rather a company we discovered
during our retention research.


text:
updated 7/8/11
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How do I stop stranger from touching my newborn?
I had a lot of stranger who tuched my son(2yrs) now that I have a daughter it seems more what to stop me in a store ans touch/look at her. I'm not comfortable with people touching me never the less my children. Should I wear a Don't Touch sign.
Posted: 01/20/2012 by ccbj1202
Mom Answers
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It horrible when people do this, when my daughter was newborn a lady who knows her daddy came up to the pram, touched a huge cold sore on her lip with her finger, saying "I wont try and kiss her, I've got this..." then went to touch her face with the same finger!! I had to grab her hand out of the way, and she was at a loss as to what was wrong. I found saying she was sleeping or trying to go off to sleep helpful when people wanted to touch her when she was in her pram, or if she was in her car seat, making sure she had the wind shield or rain/sun cover on.posted 01/20/2013 by chandleyle
cover the carseat.i assume you take her into the store in her seat. especaiily sinces its winter. buy a car seat cover AND throw a blanket over the handle of the seat it always worked for me! oh and giving people the "STANK EYE" when you see them coming is also effective! lolposted 01/20/2012 by crazy_bout_my_son
New babies are such an exciting time, and it's in our human nature to feel as if we should somehow be involved with this precious life, regardless of if it has anything to do with ours. You should have a "look, but don't touch!" policy when it comes to your daughter. If you see people lunging forward to rub her hair or something, calmly explain to them that you do not appreciate other people putting their hands on your children. :) Good luck!posted 01/20/2012 by Kacye2012
Answer this question


text:
Thermaltake SpinQ Review
Reviewed by: gotdamojo06
Reviewed on: December 4, 2008
Price: $59.99
Are you in the overclocking scene? Maybe you are just an average computer user that has found the need to upgrade your cooling solution for what ever reason. Well when you are overclocking your processor, everyone knows that the biggest concern/problem we face is the amount of heat the processor is producing and how to keep it in check and running cool. The most popular way is by using a heatsink/fan setup. This is where Thermaltake comes into the picture with the release of their SpinQ CPU cooler, you are going to be able to slap on your CPU socket to keep your processor's temperature down. The Thermaltake SpinQ CPU Cooler has a new different design from any other cooler that I have seen which is making me very anxious and excited to test it and see how it is going to be able to compare to the other proven coolers out on the market.
Closer Look:
The packaging for the Thermaltake SpinQ CPU Cooler is a very simplistic and elegant looking package, as it is colored and brilliant white cooler with a black top and bottom. The top of the packaging for the SpinQ is where you are going to find the Thermaltake logo with the "Cool all your life" slogan under it. Next to this is where you are going to be able to find the SpinQ slogan, which reads "Spin Your World Quiet Down Your PC" making you think that the cooler is going to be able to run very silently along with add a new design to the CPU Cooling scene. The lower portion of the front is where you are going to find the SpinQ logo along with a smaller picture of the cooler to give you a nice visual of the SpinQ. The back of the packaging is where you are going to be able to find the main features of the Thermaltake SpinQ cooler along with a few different pictures detailing the different features of the unit. On one of the sides is where you are going to find all of the specifications of the SpinQ that you would ever need to refer to along with the different compatibility options to make sure your setup is covered.
The Thermaltake SpinQ cooler was packaged in a clear molded piece of plastic to keep the cooler safe from any damages that may occur during the shpping process resulting in bent/broken fins or heatpipes. There is also a small white cardboard box that is included in the packaging. This is where you are going to find all of the documentation along with all the accessories for installing the cooler.
The little white accessory box is again where you are going to find all the accessories that you are going to need to install your cooler to your motherboard/socket type of choice. There is a white Installation guide to help you figure out how and which mounting hardware to install to the SpinQ if you are unsure or need detailed help with the process. The green sheet of paper has a Thermaltake Key 3 Spirit case badge attached for you to place on your case if you wish and describes the Key 3 Spirit commitment to Thermaltake customers; which is basically that you are going to purchase the most quality products you can. There are two pieces to the Socket 775 mounting hardware with 4 small screws to secure them to the base of the cooler; while of the AMD sockets, there is only one piece. Thermaltake has also included a little bit of thermal paste if you are out or have not bought any.
After taking a look at the packaging for the Thermaltake SpinQ and seeing what it comes packed with, I am ready to take a nice close and detailed look at the cooler itself.
Closer Look:
When you take the first look at the Thermaltake SpinQ CPU Cooler, you are going to notice a few things that stick out from other coolers on the market. The first thing that I noticed was the fact that the fins of the cooler have been arranged in a cylinder shape. The second major thing that I had noticed is the fact that the fins have been twisted to give them a spiral, hence the name, design to them to spin the air as it passes through the cooler. Again I noticed the placement of the fan is different than it usually is in most heatsink/fan setups that are out on the market as the fan is located inside of the cylinder of fins. This is going to allow the fan to suck in air from one side and blow it out in all 360° of the cooler's fin array. There are six heatpipes that are attached at the base and go all the way up to the fin array and pierce through in six evenly spaced apart places in the array.
The fan that Thermaltake installed on their SpinQ CPU Cooler is a TT-8085A Thermaltake fan that is rated at 12V and can spin anywhere from 1000~1600RPM while operating at 19~28dBA. The fan has two different sets of wires coming off of it; one is the three pin power wire that connects to the fan header on the motherboard while the other is the inline fan speed controller. The design of the fan is unlike any other that I have seen before as it takes on the shape of the cooler and fits nice and snugly inside of the fin array.
The base of the Thermaltake SpinQ CPU Cooler is made up of both Copper and Aluminum as well as having a mirror coating. The mirror coating is to make sure that there is no imperfections in the surface and making sure that it is as smooth as it possibly can be, assuring the best contact between the IHS of the processor and the heatsink. There are six heatpipes that all come out of the thin base of the SpinQ that are spaced very close together to improve the heat transfer between the IHS and the heatpipes. The Socket LGA775 mounting hardware's installation is very simple as you just screw the clips down with four screws.
The last part of the cooler that I want to take a nice close look at is how the fins are designed and positioned. Taking a look at the inside of the cooler where the fan is placed, you can see that the edges of the 50 fins are placed very closely together, almost creating a smooth and flat surface that allows the air to be squeezed through. Taking a look at the outside of the fin array, you are able to see how the spiral effect Thermaltake decided to use looks. The fins have a spiral twist to them that have smaller fins connecting them, increasing the surface area, allowing more heat to be dissipated from the processor.
After taking a detailed look at the Thermaltake SpinQ, I am ready to see exactly what this cooler is going to be able to do and see how it will compare to the other coolers on the market.
Socket Type
Intel: LGA775
Heatsink Material
Aluminum Fins + Copper & Aluminum Base
Heatsink Dimensions
121.63 x 90 x 151.85 mm
Heatsink Heatpipes
6 & 6mm diameter
Fan Dimensions
80 x 85 mm
Fan Speed
1000-1600RPM (10% Varrance)
Fan Bearing Type
Fan Noise Level
19~28 dBA
Fan connector
3 pin
Fan Color
Total Weight
- Stylish Apperarance:
- Clasic Cylinder Heatsink and Spiral Aluminum Fins
- Optimized Structure
- 6 Copper Heatpipes
- 80mm Blow Fan
- 19 dBA Low Noise Performance
- VR Fan Control
- Smart Airflow Design
- Also Cooling Down Surrounding Components
- 360 Degree Heat Dissipation
All information provided by Thermaltake
To properly test the Thermaltake SpinQ, I will be monitoring the highest temperature of the processor at Idle (little to no CPU usage), and at full load (100% CPU usage). My idle test will be done by running the computer for thirty minutes and recording the maximum temperature during that time. I will be using OCCT:PK to simulate a full load. I will run a torture test for 30 minutes with the mixed (CPU and RAM) mode turned on, and gather the maximum temperature during this time. The temperature monitoring software that I will be using is Real Temp 2.60, as it reads all four cores, documents the maximum temperature for a period until you reset it, and most importantly, it reads the 45nm processor's temperatures correctly. I will be taking the four highest temperatures that were produced during the test, and report the average of the four cores. The stock test will be done using all of the stock settings for the Q9450 @ 2666MHz. During the overclocked tests, I will be using 410MHz FSB with an 8x multiplier to give me 3280MHz overclocked speed, with a vCore of 1.34v. All of the temperatures are measured in degrees Celsius. All testing with the Thermaltake SpinQ will be done at "High" fan speed settings.
Testing Setup:
- Processor: Intel Core2 Quad Q9450 (Stock & 3.2GHz)
- Motherboard: Gigabyte GA-X48-DQ6
- Memory: Mushkin Redline XP2 8000 2 x 2 GB 5-5-5-12
- Video Card: Sapphire HD4850
- Power Supply: Mushkin 800w Modular Power Supply
- Hard Drive: Seagate 1TB SATA
- Optical Drive: Lite-on DVD-RW
- Case: Cooler Master Cosmos S
- OS: Windows Vista Ultimate
- Ambient Temperature: 26° Celsius
Comparison Heatsinks:
NOTE: Some of the listed heatsinks were originally tested using an E6600; I recently re-tested and gathered new data after the switch from the E6600 to the Q9450. The new temperatures are represented in the graphs below.
- Heatsink: Thermaltake SpinQ
- Heatsink: OCZ Gladiator MAX
- Heatsink: Cooler Master GeminII S
- Heatsink: Cooler Master V8
- Heatsink: Sunbeam Core-Contact Freezer
- Heatsink: ASUS Triton 78
- Heatsink: Scythe Ninja 2
- Heatsink: ASUS Triton 85
- Heatsink: Scythe Shuriken 120
- Heatsink: Thermalright Ultra 120 Extreme
- Heatsink: Stock Intel C2D 45nm HSF
As you can tell from the graphs, the Thermaltake SpinQ CPU Cooler was able to hang in with the other coolers during the Stock testing, only being beaten out by the GeminII, TRUE, and the V8. When the voltages increased and the frequency increased, the SpinQ lost some ground and ended up getting similar results as the Triton78 from ASUS.
The Thermaltake SpinQ CPU Cooler is a great looking cooler that took a different layout and design and put it to work on cooling some of the hottest processors out there right now. The performance of the Thermaltake SpinQ at stock speeds and voltages was killer, it was able to keep up and obtain similar results as the Thermalright Ultra 120 Extreme and the Cooler Master V8, two proven coolers on the current market. However, when the Q9450 was overclocked and the voltages were increased, the SpinQ was unable to scale with the same results, it was unable to keep up with the increase in heat load. I was impressed with the design of the cooler, it boasts 6 thick heatpipes and 50 twisted fins, making it stand out in a line up and great at stock settings. The Multi-platform design of the cooler adds value to it as it will be able to be used on any LGA775 motherboard, as well as being able to be used on the Socket 754, 939, AM2, and AM2+ motherboards, allowing for upgrades and keeping your cooler for the upgrade. I was not very impressed by the mounting hardware though, I have never been a fan of the pressure clips as I do not feel they allow for a very tight connection between the IHS of the processor and the base of the cooler, I would have liked to see some sort of backing plate and screw/bolt action for the mounting. The price of the cooler is a little higher than I would pay for a cooler.
Overall, if you are looking for a great looking cooler that takes advantage of a creative design, I would suggest picking this cooler up. Maybe you're building a new computer and you need a new cooling device for your processor because you bought it OEM, I would suggest the Thermaltake SpinQ if you are going to be running your processor at stock speeds and voltages. If you are increasing the frequency and voltages of your processor, you would be able to get a better cooler, but nothing that looks anything like this. For a heavy overclocker looking for the best of the best, this cooler falls just short of that. I would still recommend this cooler to anyone who is looking for an upgrade from their stock cooler.
- Performance (Stock)
- Overall Design
- 6 heatpipes
- Multi platform Design
- Copper Base and Heatpipes.
- 50 twisted Fins
- Performance (Overclocked)
- Mounting Hardware
- Price


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Youth Ministry, FT Employee
St. Michael the Archangel Catholic Church (Glen Allen, VA)
St. Michael Catholic Church, a dynamic parish formed in the spirit of Vatican II, located in Glen Allen, Virginia (a growing suburban area outside Richmond), is seeking an energetic, full time Coordinator of Life Teen Ministry to direct an established Life Teen program which serves our youth from grades 9 through 12. Our parish of approximately 2700 families (many with young children and teens) wishes to expand and strengthen ministry outreach to our high school youth through the development of an active youth ministry program, which will offer retreat experiences, youth mission trips, social activities, weekend worship, and outreach (service) opportunities. The Coordinator of Life Teen Ministry will also supervise the Part-time Coordinator of the EDGE Grade 6-8 Ministry and the Confirmation coordinator.
Ideal candidate will possess a bachelor's degree in religious studies, theology, or a related field and 3-5 years of previous experience in working in youth ministry.
To Apply:
Forward a cover letter and resume with 3 references to Pat Mundy, Director of Faith Formation, St. Michael the Archangel Catholic Church, 4491 Springfield Rd., Glen Allen, VA 23060. Email [email protected] (0)
Incoming search terms:
- st michael glen allen youth ministry
- st michael life teen band name olympia
- St Michaels Catholic church richmond


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Dems pay more than $42,000 to settle campaign finance violations
The New Jersey Democratic Party has paid more than $42,000 to settle allegations that it improperly spent hundreds of thousands of dollars on a series of controversial robocalls meant to pull support from Chris Christie in his campaign against former … Continue reading
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Posted in Albio Sires, Bill Pascrell, Chris Smith, Cory Booker, Donald Payne, Frank Lautenberg, Frank LoBiondo, Frank Pallone, General, Gun control, Jon Runyan, Leonard Lance, NJ in Congress, Rob Andrews, Rodney Frelinghuysen, Rush Holt, Scott Garrett, Steve Rothman, Washington Tagged bill pascrell, concealed weapons, Frank Lautenberg, gun permits, handguns, New Jersey Association of Rifle and Pistol Clubs, New Jersey Democrats, rush holt, Scott Bach, Steve Rohtman


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Smallville: Check your parental baggage at the door
We think this is the fastest Smallville has ever moved. No seriously. With this being the final season, gone are the weeks of prolonged waiting for the right words to be said. Now it's full speed ahead trying to tie up loose ends and unanswered questions. We go from Clark coming out of the closet one week, Lois and Clark consummating the relationship the other, and Clark meeting the parents last week. This week we're at the "Lois and Clark move in together" part, with a dose of nostalgia thrown in for good measure.
Lois comes across a series of VHS tapes that her mother pre-recorded during her five weeks in the hospital before she died. Teri Hatcher, aka Lois's mom, gives her sage advice from the grave (don't let my absence in your life influence your life) and Lois has a good cry in the process. The problem here is that this Hallmark moment sends Lois on a trek all her own to bridge the divide between Clark and Jor-El. Because, according to Lois, she and Smallville can't move on with their relationship until he resolves his daddy issues. That's right. It's not enough that Clark resolved his concerns with his adoptive father, now he needs to do it with his biological papa. As Watson to Clark's Sherlock Holmes (her words people), Lois wants to create a thaw in the Cold War between Clark and his dad. So of course that means heading to the Fortress of Solitude on her own to confront a virtual, nonexistent father figure. And she finds the key to the supercave in seconds flat. Great. Lex, Tess, and countless others have looked for the key, but Lois finds it in moments. The Scooby mojo is strong in this one.
So Lois gets to the Fortress of Solitude and has a one-on-one with Jor-El, telling him his absence is hindering Clark's potential as a hero. Jor-El is not hearing any of that. Lois must be taught a lesson and is zapped with a blue beam. It's not until Clark comes to her rescue that she is released and Clark sees the virtual voicemail his folks left for him before they sent him away from Krypton. Mom and Dad El admit they sent him to Earth with all their knowledge, and none of their ego or regrets. Here's the moment we all have been waiting for, Jor-El admits he's never lost faith in him, even among all the trials he put him through. Both 'rents tell Clark they are confident that he will become Earth's greatest savior. How did Clark not see this message before now? This sounds a lot like the message he would have heard in his tiny spaceship as a baby. I guess we're not supposed to think about that.
Instead we're supposed to be focused on the backstory of Tess Mercer. Come to find out she's really Lutessa Lena Luthor (alliteration much?) Yes, folks, Tess is the bastard child of Lionel and sister to Lex (which is a little odd, because didn't she try to date Lex at one point? Correct me if I'm wrong, fair readers). In any case, Tess is having nightmares of being tortured while in a home for children. She tries to run away, but keeps being pulled back in. Tess thinks it's all just a dream, until she wakes up to find a music box in the mansion, playing a familiar tune from her night visions. It's a birthday gift from the matron of the orphanage in which Tess was raised, a sort of calling card sent to call Tess home to the St. Louise Orphanage to fulfill her destiny as an integral part of a sleeper cell led by Granny Goodness. Yes, Granny is an old-school freak who gets her jollies from wiping out the memories of her wards in a painful way. She warps their past, so she can mold their future as leaders and tough-as-nails powerful women. Granny holds these children hostage for brainwashing purposes thanks to her telekinetic powers. Young choir members of the orphanage eventually grow up to be Amazon warriors who fight with meteor rock weapons. It's like "Misery" meets Wonder Woman's twisted sisters who are dressed like Lara Croft meets Mad Max with a Freddy Krueger glove. (There are no original ideas out there, people…)
Anywho, Tess discovers she's Goodness's favorite. And as such, she will be the most valuable, powerful soldier who will help her team, whether she wants to or not. Which team we're not privy to yet, but at least now we don't have to wonder why Tess is so messed up. She never had a chance with a childhood like this. Meanwhile, in the basement, Clark is being tortured by Granny pants herself. She lays hands on him and threatens to take away his memories, but Clark breaks free and saves Tess from a hanging death. All in a day's work. Come to find out Granny Goodness is a part of an unholy trinity serving Darksied--Granny clears their minds, another breaks their spirits and still another minion binds their bodies. Between Checkmate, The Darkness, young Lex 2.0, Tess discovering she's a Luthor, Rick Flag tagging superheroes, Chloe gone and Green Arrow on the lam, I don't know what problem is more pressing. But I guess we'll find that out before it all comes to an end. Maybe next week at this rate! Either way, we now know that Clark will be popping the question soon, so we're getting closer to Valhalla. Did I predict it, or did I predict it? Can't wait!


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Energy CoursesHelp
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World Energy Systems part of Cutting Edge:Energy:Energy Courses
Anne Hall, Emory University
This is an idea for an interdisciplinary course examining energy systems, sustainability via multiple learning methods, including lecture, discussions, computer-based geospatial analysis, case studies, and field ...
Environmental Security part of Cutting Edge:Energy:Energy Courses
Marie Johnson, United States Military Academy
This course explores the link between the environment and national security. It specifically focuses on four key drivers: food, water, infectious disease and energy. If a state cannot secure enough food and water ...
Energy in the Human Environment (GEOS 370) part of Cutting Edge:Energy:Energy Courses
Cristina Archer, California State University-Chico
Coverage of scientific concepts needed to understand energy and its environmental interactions at the local, regional, national, and global scales; in-depth examination of alternative energy sources and their ...
Geoscience and Global Concerns part of Cutting Edge:Energy:Energy Courses
Glenn Richard, SUNY at Stony Brook
An exploration of how technologically-based problems facing the United States and the world relate to the Earth system, including the lithosphere, hydrosphere, and atmosphere. The set of issues include such ...
Energy and the Environment part of Cutting Edge:Energy:Energy Courses
Chris Sinton, Ithaca College
This course is designed to help students understand the earth energy system and the potential impact of human activity. Students are asked to gather and analyze data regarding energy generation, efficiency, and ...
Environmental Economics and Policy part of QuIRK:Courses
Aaron Swoboda, Carleton College
This course explores the economic and political institutions affecting the environment. We will use the tools of economics to analyze several contemporary environmental policy issues ranging from climate change, ...
Conservation of Natural Resources part of Cutting Edge:Develop Program-Wide Abilities:Complex Systems:Courses
Jeff Wilson, University of Texas at Brownsville, The
This course utilizes current literature seminar-style discussions and integrates the virtual world software SECOND LIFE into some of the content/presentations.
Sustainable and Fossil Energy: Options and Consequences part of Cutting Edge:Topics:Energy:Energy Courses
This course will combine lectures, field trips and laboratory exercises to explore the science, technology, and policy implications of sustainable and fossil energy options. The course will be taught in Wyoming and ...
Energy and Your State part of Cutting Edge:Topics:Energy:Energy Courses
Sid Halsor, Wilkes Community College
This is an idea for a course that provides a framework to examine the historical and contemporary uses of traditional and alternative energy sources in your state. The focus provides a more geologic context on ...


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Peter Mueller will be in the Avalanche lineup tonight — albeit on the fourth line.
Mueller, one of the team's most skilled forwards, will take Chuck Kobasew's spot in the lineup when the Avs host the last-place Columbus Blue Jackets at the Pepsi Center. Mueller will skate with Cody McLeod and Jay McClement.
The Avs can move into sole possession of eighth place in the Western Conference with two points tonight.
"I'm there wherever the coach puts me. I want to play," said Mueller, who returned from an injured torso in the Avs' victory over Anaheim Monday night. "I'm just going to try and make the most of the opportunity I'm given."
Kobasew suffered a back injury at Wednesday's practice, and is considered out on a day-to-day basis, coach Joe Sacco said.
Mueller lost his spot on the upper lines following his injury and the emergence of newcomer Steve Downie, who has seven points in his first four games with the Avs since coming from Tampa Bay.
"But he'll be on one of our power-play units and I expect good things from Peter," Sacco said.
The Avs will see the debut of their latest newcomer, Jamie McGinn, who will skate at left wing on a line with Mark Olver and David Jones.
"Much like with Downie, we're looking for energy from Jamie McGinn," Sacco said. "We're looking for a strong physical player and to really create havoc on the forecheck, to use his size and be abrasive, hard to play against."
Sacco said McGinn will see some time on the penalty-killing units as well. The Avs lost two forwards — Daniel Winnik and TJ Galiardi — who often played on the PK.
Adrian Dater: 303-954-1360 or email@example.com


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San Diego Rep. Juan Vargas, D-San Diego, announced plans Monday to introduce a bill in Congress that would strengthen laws against child sex trafficking.
The Child Protection Act of 2012, or Hazel's Law, would remove a requirement that prosecutors have to demonstrate that an accused sex trafficker knew that the victim was a minor.
"It's nearly an impossible feat," Vargas said Monday at a news conference held outside the Hall of Justice in downtown San Diego.
He said the law would prevent child sex traffickers from getting lighter sentences because their knowledge of the victim's age could not be proved in court.
The bill, co-authored by Rep. Doug LaMalfa, R-Richvale, will be introduced Tuesday. Vargas is a Democrat, and his district includes the southern portion of San Diego County, Imperial County and all of the California's border with Mexico.
A woman identified as Hazel C., 20, appeared with Vargas at the news conference. The bill is named for her; she was 17 when she was abducted in January 2010 and held for nine months by a man who forced her and others to earn $1,000 a day.
Authorities at the news conference did not reveal the defendant's name. Hazel said her abductor was sentenced in December 2011 to 30 months in federal prison.
"I know first hand that slavery is not dead here in America," she told a gathering of reporters outside the courthouse Monday. She said one of the difficulties in the case involving her captor was proving that he knew she was a minor. She called the bill "an amazing step in the right direction."


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Forgotten Ally: China's World War II, 1937-1945
Houghton Mifflin Harcourt, Sep 10, 2013 - History - 464 pages
An Economist Book of the Year
A Financial Times Book of the Year
"A book that has long cried out to be written." — Observer (UK), Books of the Year
In 1937, two years before Hitler invaded Poland, Chinese troops clashed with Japanese occupiers in the first battle of World War II. Joining with the United States, the Soviet Union, and Great Britain, China became the fourth great ally in a devastating struggle for its very survival.
Prizewinning historian Rana Mitter unfurls China's drama of invasion, resistance, slaughter, and political intrigue as never before. Based on groundbreaking research, this gripping narrative focuses on a handful of unforgettable characters, including Chiang Kai-shek, Mao Zedong, and Chiang's American chief of staff, "Vinegar Joe" Stilwell. Mitter also recounts the sacrifice and resilience of everyday Chinese people through the horrors of bombings, famines, and the infamous Rape of Nanking.
More than any other twentieth-century event, World War II was crucial in shaping China's worldview, making Forgotten Ally both a definitive work of history and an indispensable guide to today's China and its relationship with the West.
"In the manner of David McCullough, [Mitter] creates a complex history that is urgently alive." — Kirkus Reviews
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Review: Forgotten Ally: China's World War II, 1937-1945User Review - Goodreads
This book provides an overview of China's role in WWII, and to the extent that readers are unfamiliar with that history, it is a useful corrective. But its true aims lie deeper: it is unapologetically ... Read full review
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Review: Forgotten Ally: China's World War II, 1937-1945User Review - Goodreads
Relatively quick overview of China's war with Japan and civil war/alliance. What a complicated period! This book helps put things in perspective and helps understand modern China that may be more ... Read full review
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Article Date: 6/1/2004
Office Space
How to figure out how big to go when
you're planning your office space.
By Jerry Hayes, O.D.
Deciding on office space is like buying a
big-screen TV -- it's human nature to want something a lot larger than you
really need. While a nice, big office may appeal to your ego and impress your
patients, the trick is to match size and cost with your current and projected
needs. Here's how you do it.
your situation
First consider dollar
production, or sales, per square foot. Calculate this by dividing the square
footage of your office into your annual gross collected income.
For example, a practice grossing $500,000 in
1,500 square feet of office space produces $333 for every square foot each year.
According to the O.D.s we surveyed in the Hayes Practice Index, mid-range
practices (those grossing between $400,000 and $700,000 annually) have an
average revenue of $314 per square foot.
of course, a good practice needs room to grow. I'd say you're in good shape if
you're generating more than $200 per square foot and growing. If you're doing
less than half the average ($156 per square foot and revenues not growing fast),
then you're probably wasting money. Which begs the question, "How much
should you spend on office space?"
how much to spend
It's my opinion that
O.D.s should invest between 5% and 8% of practice revenues on what I call
occupancy costs (rent, insurance, taxes, yard work and janitorial services). So
if you have a practice that's grossing $500,000, then you shouldn't spend more
than 8% (or $40,000) each year on everything it costs to occupy your office.
good news is that most of your occupancy costs are fixed, so you'll enjoy
economies of scale as your practice revenues grow. For example, $40,000 is 8% of
$500,000 but only 6% of $666,000. This trend will last until you hit a point
where you have to move into a bigger office and start the investment cycle over
What if you own?
docs boast that they have almost no occupancy expenses because they own their
building and it's totally paid for. While your net is certainly going to appear
higher if you have no rent, I think this is the wrong way to look at the
situation. I prefer that doctors mentally separate the ownership of a building
from the ownership of a practice and view themselves as their own landlord.
because your office building represents a personally owned asset. If you charge
yourself little or no rent, then you're basically giving that asset to the
practice. The opportunity cost of that gift is equal to whatever you could get
for that building in the open market.
example, if the fair market value of that space is $24,000 each year, then
you're in effect subsidizing your practice by that much. I think it's better to
have your practice pay rent to you, just as it would if you rented space in the
mall. Because that will lower your profits, you must then adjust your fees
upward so that your net percent is still where you want it.
the numbers
Consider more than just raw
costs when analyzing your occupancy expenses. Spending any more than 8% of your
gross on occupancy costs is generally too much. Producing anything less than
$200 per square foot per year means that you have too much space and/or not
enough revenue.
A frequent writer and speaker on practice
management issues, Dr. Hayes is the founder and director of Hayes
Consulting. You can reach him at (800) 588-9636 or email@example.com.
Optometric Management, Issue: June 2004


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Friday, June 06, 2014
Some of the '94 heroes reflect on that Cup win and the chances the current Rangers' squad has
All the players participated in the same momentous event as a million and a half delirious Rangers' fans packed the Canyon of Heroes in lower Manhattan for the victory parade. Yet, all the players have a different personal memory.
For Adam Graves, it was riding to the parade on a Metro North train with hundreds of cheering, singing fans, swapping stories. For Brian Leetch, it was a disbelief and fixation on just how loud the crowd roar along the parade route really was. For history buff Jeff Beukeboom, it was traveling the same path that the hero World War II soldiers had in their victory parade. For Stephane Matteau, it was the rush that followed as he and his bride-to-be left town to get married. For Glenn Healy, it's the overhead picture of the parade taken from a helicopter that he passes every day at his home and thinks, "Wow." And for Ed Olczyk, it was getting to be the best father ever.
"June 17, 1994, that was my son's fifth birthday," Olczyk said. "He thanked me for everybody coming to his birthday party."
The 1994 Rangers – until this season's squad the last Rangers' team to play for the Cup – erased generations of fan heartache by winning the franchise's first Cup since 1940.
"I'm reminded of it a lot," Leetch said. "It meant a lot to a lot of people. I'm proud to be part of that history."
They were lovable winners despite being the overwhelming favorite to win the Cup that season, capturing the hearts of many a non-hockey fan through their playoff run.
"We had superstars back then," Matteau said. "We had players on our team that had won four or five Stanley Cups – [Esa] Tikkanen, [Mark] Messier, [Glenn] Anderson. We had an MVP in Leetch on defense. We were supposed to win the Stanley Cup. This year, it's a shock, a surprise. But it's a nice surprise."
Follow me on Twitter at twitter.com/AGrossRecord
Follow the Record Sports Staff at twitter.com/TheRecordSports


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Many teachers need a little help to get classroom supplies, including books. If you are a teacher with a need for some books for your classroom, you should look into grants for this purpose. Book grants for teachers allow you to get all the reading material you need for your classroom. In order to get what you need, you have to find the appropriate grants and apply for them. Since you will not necessarily qualify for every grant you apply for, you should fill out numerous applications to have the best chance of getting the books you need. Learn the basics of book grants, and then find out how to get at least one.
Why Do Book Grants Exist?
The majority of school districts have cut funding to schools, which means there is a need for classroom supplies. Most classrooms, especially in elementary schools, are equipped with lots of books (http://books.google.com/) to encourage students to read. Many teachers even read to students daily, which can promote a love of books early on. In addition, most teachers encourage students to read on their own, such as during recess or lunch. To continue promoting this good habit, teachers need an abundance of books for their classroom.
To that end, some teachers end up using their own money to supply books to their students. However, teacher salaries are not known for being high, which means teachers may experience some financial strain when buying books for their classroom. The good news is that even if your district no longer provides enough funds for books for your classroom, you may not have to pay out of pocket to get them. Book grants for teachers may be just what you need.
How Can You Qualify for Grants?
If book grants interest you, it is time to start looking for some. If your school district does not provide this information to you, do not worry because you can find grant opportunities online by yourself. If you do an Internet search for book grants, you should see a lot of organizations that offer this kind of help to schools.
Some organizations exist solely to provide grants of all types to teachers, while others specialize in just book grants. In either case, when you apply, you will be offered a certain amount of money to use on books for your classroom. You may be issued a check, but most organizations send you a list of books they have that you can choose from so that you can immediately buy books. Grants range from hundreds to thousands of dollars, but you are encouraged to apply for grants of all sizes since you can always combine a few of them to get lots of books.
Since there is a lot of competition among teachers to get grants, you will not necessarily be chosen just by virtue of filling out a form. Instead, you can expect to have to show that your classroom needs books more than most classrooms do. You should also be prepared to provide simple information about your school, such as the name, address, and programs related to reading.
Most organizations providing book grants want to know that they are making a big impact, so you are encouraged to mention how many students the free books would be helping. You should also provide information about reading clubs or programs at your school since grant providers are usually interested in these facts.
Once you are done providing the basic information, you will likely have to answer some more in-depth questions. For example, you may be asked how you try to encourage kids to read, or you might be requested to provide information on how exactly the books will be used in your classroom. You may also have to write an essay on a literacy-related subject.
In the end, grant providers will likely make a decision based on your need for books, as well as your essay or in-depth answers to questions. Keep in mind that there are lots of deserving schools that need book grants, so you may not get any right away. However, if you keep applying for book grants for teachers, you should eventually get a few for your classroom.


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I would use the same name but different IP and mailing address. Bank account will be different too. Will this work? Or will Paypal suspend the account again because I will be using the same name?
I would use the same name but different IP and mailing address. Bank account will be different too. Will this work? Or will Paypal suspend the account again because I will be using the same name?
i don't think, if it's only the name is the same that would be a problem
let's think about that a bit, if your name is john smith and you make something stupid which causes your paypal account get banned, all the other john smith's account will be banned and/or a john smith never ever can open an account?! i don't think so
but on the other hand if you have a very special name, it can be a problem i guess
just follow the precautions what you should before open a new account and you'll be fine
i guess you ask this because you would like to use that paypal account with your bank account which is on your own name of course, that's why you'd like to open it once again with your own name
in that case, i've just discovered something (after the 180 days holding period was over in an old paypal account of mine and i was allowed to withdraw the funds): paypal let you edit the first name before you make a withdrawal to your bank account (because if it's not exactly the same what is on your bank account, they cannot do the withdrawal and the funds will be reverted to your paypal account minus the fee )
so i've just saying this, if it's the case, you can open the new account with your real last name and any first name of your choice, because you can edit it later
Last edited by HoNeYBiRD; 07-08-2010 at 02:24 PM.
yeh just change 2 letters on the name for example:
John > Jonn
Marie > Merie
This member has been permanently banned from BHW.
I got banned about a year ago - I simply opened a basic bank account and then set up another account with paypal!
A year later and im still running with them under my new account, the only thing that was different was the bank account !
Dont change your name or anything because when the day somes and they want you to scan a drivers licence, or bank statement your going to be screwed - plus that is fraud!
Just change your bank/get a new account and then dont do anything that you did that got you banned in the first place
you have to delete your cookies and flash cookies as well, b4 you open a new account, as the track you via these methods