text:
Pursuant to the requirements of division (B)(2) of section 1347.15 of the Revised Code, this rule contains a list of valid reasons, directly related to the board's exercise of its powers or duties, for which only authorized employees of the board or board members may access confidential personal information (CPI) regardless of whether the personal information system is a manual system or a computer system.
(A) Performing the following functions constitute valid reasons for authorized employees or members of the board to access confidential personal information:
(1) Responding to a public records request;
(2) Responding to a request from an individual for the list of CPI the board maintains on that individual;
(3) Administering a constitutional provision or duty;
(4) Administering a statutory provision or duty;
(5) Administering an administrative provision or duty;
(6) Complying with any state or federal program requirements;
(7) Processing or payment of claims or otherwise administering a program with individual participants or beneficiaries;
(8) Auditing purposes;
(9) Licensure processes;
(10) Investigation or law enforcement purposes;
(11) Administrative hearings;
(12) Litigation, complying with an order of the court , or subpoena;
(13) Human resource matters, including hiring, promotion, demotion, discharge, salary or compensation issues, processing leave requests or issues, time card approvals or issues, and payroll processing;
(14) Complying with an executive order or policy;
(15) Complying with a board policy or a state administrative policy issued by the department of administrative services, the office of budget and management or other similar state agency; or
(16) Complying with a collective bargaining agreement provision.
(B) To the extent that the general processes described in paragraph (A) of this rule do not cover the following circumstances, for the purpose of carrying out specific duties of the board, authorized employees and board members would also have valid reasons for accessing CPI in these following circumstances:
(1) Conducting a review of individuals who may be potential witnesses or other sources of information in a criminal or administrative proceeding;
(2) Administering the dangerous drug database also known as the "Ohio Automated Rx Reporting System" or "OARRS";
(3) Inspection purposes;
(4) Administering board orders; or
(5) Research performed for official duties.
R.C. 119.032 review dates: 12/01/2015
Promulgated Under: 119.03
Statutory Authority: 1347.15
Rule Amplifies: 1347.15


text:
A friend of mine who works as a Director of Development at a private elementary school in Houston told me about an interesting site for researching non-profit organizations in the United States called Guidestar.org, and I thought it was worth sharing here. Guidestar.org is basically a website that indexes non-profit organizations through their annual IRS Form 990 filing. The IRS form 990 is a document that describes the financial state of a tax-exempt organization every year, and they are all made available to the public at some point after being processed by the IRS.
Form 990 and Form 990-EZ are used by tax-exempt organizations, nonexempt charitable trusts, and section 527 political organizations to provide the IRS with the information required by section 6033.
An organization's completed Form 990, Form 990-EZ, and the Form 990-T of 501(c)(3) organizations is available for public inspection as required by section 6104. Schedule B (Form 990, 990-EZ, or 990-PF), Schedule of Contributors, is open for public inspection for section 527 organizations filing Form 990 or Form 990-EZ. For other organizations that file Form 990 or Form 990-EZ, parts of Schedule B may be open to public inspection. See the Instructions for Schedule B for more details.
Some members of the public rely on Form 990, or Form 990-EZ, as the primary or sole source of information about a particular organization. How the public perceives an organization in such cases may be determined by the information presented on its return. Therefore, the return must be complete, accurate, and fully describe the organization's programs and accomplishments.
- from http://www.irs.gov/instructions/i990-ez/ar02.html#d0e54
My friend explained to me that every organization is required to write down their top five employees by salary along with the salary amounts and weekly work hours, but only if the salaries are above $50,000. I can't seem to find that exact statement in the rules document, but this is close enough:
Part V-A — Current Officers, Directors, Trustees, and Key Employees
List each person who was a current officer, director, trustee, or key employee (defined below) of the organization or disregarded entity described in Regulations sections 301.7701-1 through 301.7701-3 at any time during the year even if they did not receive any compensation from the organization. If person is listed in Part V-A, then list all of that person's compensation from the organization in Part V-A, whether received as a current officer, as a former officer, or in another capacity (for example, independent contractor).
Line 75c. Compensation from Related Organizations
Answer "Yes," to this question if any of the organization's listed officers, directors, trustees, key employees, highest compensated employees, or highest compensated professional or other independent contractors received aggregate compensation amounts of $50,000 or more from the organization and all related organizations (as defined below). For this purpose, compensation includes any amount that would be reportable in columns (C), (D), and (E) of Form 990, Part V-A, if provided by the organization. See General Instruction X regarding due diligence requirements to determine business relationships.
- from http://www.irs.gov/instructions/i990-ez/ar02.html#d0e7297
Anyways, after learning a little about form 990, I decided to research a couple of notable Houston non-profits to see what kind of relative scale they operate at, and of course, how much the top guys are raking in. This list is in no particular order, and if you think of any other good ones to add, feel free to write in the comments (you'll have to register for a free account at guidestar.org in order to get access to the search function).
Museum of Fine Arts Houston (MFAH) – Founded in 1956 – 2007 Form 990
The Museum of Fine Arts, Houston, is the largest art museum in America south of Chicago, west of Washington, D.C., and east of Los Angeles.
Interesting numbers for 2007
- Total Revenue – $80,742,375
- Total Expenses – $81,915,123
- Total Assets – over $1,000,000,000
Highest Paid Employees
- Peter Marzio – Director – $888,173
- Gwendolyn H. Goffe – Associate Director – $355,384
- Paul Johnson – Associate Director – $202,128
- Andrea Di Bagno Guidi – Chief of Paintings – $144,873
- Edgar Peter Bowron – Audrey Jones Beck – $148,740
Highest Paid Contractors
- Sinapps – Web Design – $254,065
- Wentworth, Hauser, and Violich – Website Services – $251,536
I guess I'll stop there for now. Someone else needs to make sure I read that correctly, but it really does look like the MFA spent over $500,000 on their website in a year. I'd love to hear your thoughts in the comments, but something tells me they overpaid.
Orange Show Foundation – Founded in 1980 – 2007 Form 990
The Orange Show Foundation preserves works of extraordinary imagination and celebrates the artist in everyone (They also run the annual Houston Art Car Parade, and they own the Beer Can House!).
Interesting Numbers
- 2007 Revenue – $1,756,576
- Revenue from the Art Car Parade – $87,549
- Revenue from the Beer Can House – $3,361
- Executive Director Salary – $55,300
Houston Zoo – Founded in 1922 – 2007 Form 990
Our Zoo is like a small city with over 4,500 permanent animal residents. We provide them housing, meals, medical care, and even education! Annually, we serve 1.5 million guests.
Interesting 2007 Numbers
- Revenue – $31,199,857
- Expenses – $20,195,594
- Payroll – over $10 million
- CEO Salary – Deborah M Cannon – $245,102
- Director of Development Salary – $160,603
- Advertising through KHOU – $129,552
- Consulting Services Paid to Hines Interest Limited Partners – $1,842,660
- Architectural Costs – PJA Architects – $964,150
I'm not sure what constitutes consulting services for the zoo, but these guys definitely got the majority stake in the payouts for that year. I suppose when you make $15 million a year from admissions and merchandise, and another $15 million from donations and grants, you can afford to hire expensive consultants.
Houston Arboretum and Nature Center – Founded in 1967 – 2007 Form 990
The Houston Arboretum & Nature Center operates the 155 acres at the western edge of Memorial Park under a contract with the City of Houston Parks and Recreation Department. The Department provides assistance with forestry and pays our utilities. All other support comes from earned income, contributions and investment income.
Interesting 2007 Numbers
- Revenue – $1,285,739
- Payroll – ~$500,000
- Executive Director Salary – $74,775
- Number of Visitors in 2006-2007 year – over 200,000
Howard Hughes Medical Institute – Founded in 1953 -2007 Form 990
HHMI is a nonprofit medical research organization that engages in the direct conduct of research. The Institute's original charter states, "The primary purpose and objective of the Howard Hughes Medical Institute shall be the promotion of human knowledge within the field of the basic sciences (principally the field of medical research and medical education) and the effective application thereof for the benefit of mankind."
Interesting Numbers
- Dividends and Interest Earnings – $519,670,749
- Total Revenue – $2,584,003,303
- Expenses – $794,934,590
- Net Assets – $18,633,041,477 (holy cow, that's in billions!)
- Payroll – $198,462,990
- Average Compensation for Investment Managers – ~$5.2 million
- Robert J Kolyer – Managing Director of Absolute Returns – $790,249
- Audio Visual Expenses – $1,735,814
That last one is not based in Houston, but I think we have enough of a connection to Howard Hughes that it deserved a mention. And the origins of the HHMI is a really fascinating story.
Anyways, before this post gets overly long, feel free to search for other non-profits and learn about their finances for free. I'd love to hear about your interesting finds in the comments.
Is the Houston Endowment considered one of these? When I have time, it would be interesting to check their numbers out.
Houston Endowment Inc. is a private foundation that makes grants to a broad range of charitable organizations operating in Houston, Texas.
Founded in 1937
2006 Form 990 – http://www.guidestar.org/FinDocuments/2006/746/013/2006-746013920-038b3bf7-F.pdf
Interesting Numbers:
Expenses – $96 million
Total Assets – $1.6 billion
Grant Director Salary – Ana Leal – $117,000
Oil and Gas Royalties (???) – $5,377,483
[...] NeoHouston blog has a great post this morning that works as a tutorial in how to use IRS form 990s — and the privately run Web site [...]

subset: commoncrawl


text:
The Best Romantic Dramas on Netflix Right Now
Vulture is not responsible for how many overwhelming feels you may accumulate.By Hazel Cills
Vulture is not responsible for how many overwhelming feels you may accumulate.By Hazel Cills
Not who should win, but who will win.By David Edelstein
Julie Klausner interviewed Uggie and the rest of this year's canine stars on the red, surprisingly unsoiled carpet!By Julie Klausner and Sarah Frank
There's no excuse for overlooking Margin Call or Beginners.By David Edelstein
And a few of his worsts, as well.By David Edelstein
Your favorite actors in Beginners, The Artist, and Young Adult let loose, possibly eat their own poop.By Eliot Glazer
In movies, TV, and pop, what were the most overrated and underrated projects? What was the instrument of the year? Who had the best moves?By Amanda Dobbins, David Edelstein, Margaret Lyons, Kyle Buchanan, Willa Paskin, Lizzy Goodman and Jada Yuan
"I'm still at the point where I'm, like, Oh my God, Nicole Kidman saw my movie!"By Bennett Marcus
"You cook?" "I'm French."By Willa Paskin
About a neanderthal wrestling with his sexuality.By Kyle Buchanan


text:
Hi Guys,
I am having a problem whereby the Wireless Zero Configuration does not start
automatically when I load windows. When I got into services, i see that the
service is showing as stopped, when the type is set to automatic. I have to
manually click on start everytime i turn the machine on. Is there a fix for
Many Thanks


text: UH-MC will be adding several new faculty members to its ranks this year, in response to growing student enrollments and a wave of faculty retirements. Most of the positions are in core areas of the liberal arts, such as English and history, or science, technology, engineering and math. New faculty members also will be joining two of the college's most popular programs, nursing and culinary arts. Three positions are for the new four-year degrees: applied business and information technology, engineering technology and sustainable science management. All together, there will be 16 new faculty members.


text:
Gazette Reports
The Southwest Michigan Planning Commission and area libraries are hosting six free bicycle-safety clinics around the area.
The clinics are aimed at all ages and skill levels and will be held at libraries. Local police officers will be on hand to help with bicycle registration and helmet fitting and to help with the bicycle obstacle course.
Times and places of clinics:
11 a.m. June 14, Buchanan Public Library
1 p.m. June 23, Hartford Public Library
11 a.m. June 30, Coloma Public Library
1 p.m. July 13, Bridgman Public Library
11 a.m. Aug. 2, Dowagiac Public Library
1 p.m. Aug. 24, Decatur Public Library
The highlight of the clinics will be the obstacle course, where participants will learn and practice skills needed to be responsible and safe bicycle users.
All participants should wear tennis shoes, shorts or pants and bring the following:
A bicycle
A bicycle helmet
Permission slips (available at the library).


text:
A recent CNN report indicates that of the top ten paying jobs for women, 4 out of 10 are in IT. (see the article) Combining this with the "Best Jobs in America" previously which assessed job satisfaction, security, compensation and numerous additional factors and we see a great future for both men and women with high level skills in our disciplinary programs.
Archive for the 'Department News' Category
Four Out of Ten Top Paying Jobs for Women in ITMonday, April 26th, 2010
Emergency SensingSaturday, April 17th, 2010
UMaine informatics research is helping the Maine National Guard create an improved disaster relief information system. See UMaine Today
Onsrud Speaks at Law and Technology CentersTuesday, March 23rd, 2010
A frequent invited speaker on law and technology topics, Professor Harlan Onsrud was featured as an invited speaker on March 5 for the opening of the new Centre for Law, Technology and Society at the University of Ottawa. His talk on Ubiquitous Tracking: Supporting Privacy and Free Speech described emerging and likely pervasive surveillance environments in our future and then suggested combined technological and legal solutions that might be used to protect both privacy and corporate free speech within our digital future. On March 19 he was featured also at an international workshop at the Interdisciplinary Centre for Law and Information/Communication Technologies (ICRI) at Katholieke Universitet Leuven in Belgium speaking on Open Access Licenses and Lessons for Creating a Global Marketplace in Geographic Data.
Spatial Information and VolunteeringSaturday, March 20th, 2010
Graduate students Guillaume-Hallee and Matt Dube report on the value of their spatial technology skills in aiding others through volunteerism in a short article on Spatial Information and Volunteering
Best Jobs in AmericaWednesday, March 17th, 2010
Check out the best jobs in America at http://www.focus.com/images/view/7362 You will find that many of them involve in-depth information technology skills including the top rated job in the nation. The criteria for selecting the best jobs is quite interesting. After narrowing the field of over 7000 jobs down to the top one hundred jobs using objective criteria, over 35,000 people in the top hundred jobs were asked to evaluate their jobs based on quality of life factors such as flexibility, stress, and personal satisfaction. Current employment, long-term growth, pay, security and projected openings were also considered. This study comports with many earlier studies including those focused on spatial technologies and the results are consistent. The information technology skills provided through the department's graduate courses and programs are and will continue to remain in high demand both across the nation as well as in Maine.
Jake in the News: UMaine Researchers Study Emergency Responder TechnologyTuesday, February 9th, 2010
Jake Emerson was recently interviewed concerning his development research with emergency response technologies See the video at WLBZ News at http://www.wlbz2.com/news/local/story.aspx?storyid=114088&catid=3
Worboys Selected for National Research Council Advisory CommitteeFriday, January 1st, 2010
Michael Worboys, chair of the Department of Spatial Information Science and Engineering, has been selected to serve on the Mapping Science Committee of the National Research Council, under the auspices of the National Academies of Sciences and Engineering, and Institute of Medicine. The appointment runs from Jan. 2009 through Dec. 2012. The Committee provides independent advice to society and government at all levels on geospatial science, technology and policy. It also addresses aspects of geographic information science on the acquisition, storage and use of spatial data used in a variety of interdisciplinary ways. Congrats!
Nittel invited talk on Advances in Geosensor Networks at Workshop on Geospatial Information for Developing Countries at IIT Bombay, IndiaSunday, December 20th, 2009
Dr Nittel presented an invited talk on the topic of "Advances in Geosensor Networks" at the Workshop on Geospatial Information for Developing Countries: Science and Technology at IIT Bombay, India, December 16-18, 2009. This workshop was organized by the Department of Computer Science & Engineering (CSE), IIT Bombay, and Department of Computer Science, University of Minnesota, USA under the Indo-U.S. Science and Technology Forum (IUSSTF) to discuss state-of-art in GIS technologies, understand the challenges in applying them to problems in developing nations, and set future research directions.
Three Funded Graduate Research Assistantships available in the Virtual Environment and Multimodal Interaction (VEMI) LabTuesday, October 20th, 2009
Three funded graduate research assistantships are currently available to work in the VEMI Lab, directed by Dr. Nicholas Giudice in the Department of Spatial Information Science and Engineering at the University of Maine, USA. Students will register for the degree of Masters or PhD.
All of the assistantships offer a generous support package, including a competitive stipend, complete tuition expenses, a book purchase program, a contribution to health insurance, and conference travel. All positions are immediately available but we are prepared to wait for as long as it takes for the right candidates. More information about the VEMI lab and these positions can be found at: www.vemilab.org or by emailing Dr. Giudice at: firstname.lastname@example.com.
SIE Department has Facebook page!Monday, July 13th, 2009
The SIE Department announces its presence on Facebook. Check us out here and feel free to become one of our fans!


text:
Braves (65-82)
Omar Infante LF
Kelly Johnson 2B
Martin Prado 3B
Brian McCann C
Yunel Escobar SS
Casey Kotchman 1B
Jeff Francoeur RF
Josh Anderson CF
Mike Hampton LHP (2-2, 5.60)
Mets (82-63)
Jose Reyes SS
Ryan Church RF
David Wright 3B
Carlos Beltran CF
Carlos Delgado 1B
Fernando Tatis LF
Damion Easley 2B
Brian Schneider C
Johan Santana LHP (13-7, 2.70)
**The bursitis in Brian Schneider's knee is better, so the catcher will suit up for Game 1 of this doubleheader. Robinson Cancel will play in the nightcap.
**Interim manager Jerry Manuel doesn't think the two extra days of rest will bother Pedro Martinez. Frankly, I'm sure it can only help him at this point. Manuel agrees.
"When you can give him an extra day of rest here or there, it benefits," he said.


text:
New Cases
Christine A. Duncan of Streetsboro v. Christopher B. Duncan of Beloit; divorce sought.
National Collegiate Student Loan Trust v. Michael Ronshausen of East Liverpool; collection sought of $39,901 alleged debt.
RBS Citizens v. Crystal Mountz, et al; foreclosure sought against property on Depot Road, Salem.
Fannie Mae v. Gregory and Sharon Brown, et al; foreclosure sought against property on Steubenville Pike, Lisbon.
Charles L. Blasdel of East Liverpool v. Loretta J. Cehrs of Wellsville and Grange Mutual Insurance; lawsuit over June 2012 traffic accident in St. Clair Township, $25,000-plus in damages sought.
PNC Bank v. McKenzie E. Apinis, et al; foreclosure sought against property on North State Street, New Waterford.
Docket Entries
CF Bank v. Kathryn E. Kiddey, et al; lawsuit reinstated and will proceed to foreclosure.
Alicia R. Kaufman of Columbiana v. Richard F. Kaufman of Leetonia; divorce granted.
Marriage Licenses
Christian L. Plunkett, 20, of East Palestine, laborer; and Erin J. Quinones, 20, of East Palestine, cashier.
Justin T. Harsh, 19, of Lisbon, assembly; and Hannah K. Smith, 19, of Lisbon, cashier.


text:
Skin care marketer EmerginC is taking an organic turn with a new brand comprising five products called Scientific Organics.
This story first appeared in the July 16, 2010 issue of WWD. Subscribe Today.
The items, which are due to reach EmerginC's upscale spa distribution Aug. 1, are by and large designed to fight the appearance of aging and detoxify the skin.
Ian Lirenman, founder and chief executive officer of EmerginC, which was launched in 1996 and now includes roughly 58 products, said Scientific Organics builds upon the firm's positioning as a "results-driven," paraben, synthetic fragrance and color-free brand.
"We thought the logical progression was for us to develop organic products, as well," said the Vancouver native. "We're trying to be as green as possible."
Scientific Organics, whose products are billed to be at least 70 percent organic, uses ingredients that are certified in the countries where they are sourced, according to Lirenman.
A major challenge with such an initiative, according to Lirenman, is finding a balance between using "natural" ingredients and creating efficacious products. "With organics, people are suspect that they don't work," he said.
The Scientific Organics lineup includes Kombucha Cleanser, 120 ml. for $34, which features the fermented tea, as well as grape stem cells, algae extract and glycerin. Spirulina Toner, 120 ml. for $30, features the blue green algae, used for its amino acids, minerals and rhamnose. And, Phytocell Serum, 30 ml. for $75, is an antiaging product also formulated with kombucha, grape stem cells and algae extract.
Additionally, Phytocell Detox Mask, 50 ml. for $50, uses French green clay, and Phytocell Cream, 50 ml. for $85, is also an antiaging product that features grape stem cells, algae extract and glycerin.
Packaging features vegetable inks and Forest Stewardship Council-certified boxes. Also, for every Scientific Organics retail-size item sold, EmerginC has pledged to plant a tree.
Plans call for the addition to the Scientific Organics range later this year of a sunblock, peel pads, clarifying serum and an eye treatment.
EmerginC can be found at several hundred spas in the U.S., such as CordeValle and Rancho Valencia in California, Miraval in Arizona, Qua at Las Vegas' Caesars Palace and the spa at Wynn Las Vegas. It's also distributed at several hundred spas in Australia, about 100 locations in New Zealand and 75 doors in Canada.
The firm has plans to enter the South Korean and Chinese markets later this year.
In addition to offering products for use by spa staffers during treatments, EmerginC's full retail assortment includes peptide-infused anitaging, antiacne and antirosacea products, as well as cleansers, masks and peels, ranging in price from $27 to $145.
The brand also is launching midmonth Red Carpet Primer, a tinted formula intended to match multiple skin tones. The vitamin C-infused product features plant-based hydrating and plumping microspheres and is designed to immediately reduce the appearance of fine lines and wrinkles.
The product introductions and new international distribution could help push total revenues of EmerginC from $7 million in 2009 to $9 million this year, according to industry sources.


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Thursday, April 28, 2011
Silent Ride
"Four-time trial world champion Adam Raga wanted to make some noise to celebrate International Noise Awareness Day, so he swapped his roaring trial bike for an electric bike -- and rode off to the beautiful Valley of Silence in El Bierzo in northern Spain. Why? Because Adam believes living in peace with nature is something to shout about. He really believes that this is the path that technology must follow; to always try and coexist with the environment."
So quiet, kinda creepy.....
Posted by Switchum at 1:54 PM
Labels: electric bike, trial
2 comments:
- AnonymousApril 28, 2011 at 4:22 PM
So statistically 87% of air pollution comes from power plants. Guess where you electricity comes from?ReplyDelete
Yes. Especially if you live in states like Virginia, having an electric vehicle is more hard on environment than gas-powered vehicle. It is moot point if you don't generate electricity by sun, wind or pedaling. That is a part of reason why I like e-rockit best among all the electric bikes.ReplyDelete
Subscribe to: Post Comments (Atom)


text:
Arkansas Sen. Blanche Lincoln, chairman of the Senate Agriculture Committee, and Georgia Sen. Saxby Chambliss, ranking member, have expressed disappointment after Brazil announced it is moving forward on retaliation for injuries due to the U.S. cotton program and the export credit guarantee program (GSM-102).
The retaliation list totals 102 products including both agricultural and industrial goods. Brazil is expected to follow up this action with an additional announcement of "cross retaliation" action against U.S. intellectual property later this month.
"It is unfortunate Brazil is moving forward with retaliation without first engaging in meaningful discussions towards resolving the dispute," said the senators. "The U.S. government continues to express its willingness to have a substantive dialogue and negotiators from the Office of the U.S. Trade Representative and USDA are waiting for Brazil to start the process.
"We cannot negotiate with a partner that is unwilling to voice what it wants. To be clear, we have been assured by the administration that U.S. officials attending the upcoming U.S.-Brazil CEO Forum are not carrying a proposal. We believe that doing so would only encourage a process where we end up negotiating with ourselves.
"Changes to both the cotton and GSM programs can only be done by Congress with the support of the House and Senate agriculture committees."
The Congress has made changes to both the GSM and cotton programs as a result of the case. In 2005, the Congress eliminated the Step 2 program and lowered the counter-cyclical program target price and loan program in the 2008 farm bill.
Although Brazil's original motivation for filing the case was to attack U.S. cotton programs, the arbitration panel's decision placed the bulk of the retaliatory award on the operation of the GSM program. Retaliation authority granted for the cotton component of the case is only $147 million.
The senators said, "We believe that resolving the dispute will require earnest discussions and a recognition regarding the relative roles of the GSM and cotton programs and the state of the international cotton market. U.S. cotton programs are not having a significant impact on world cotton prices."
There has been a 40 percent decline in U.S. cotton acreage since 2005 and a 45 percent decline in cotton production. There has been an 8 percentage-point decrease in world cotton market share attributable to the United States, the lowest since 1983.
"While Brazil has chosen to exercise its rights, its future actions will determine the degree to which the administration and the Congress are willing to move forward together in resolving the dispute and others in the World Trade Organization," said Lincoln and Chambliss.
"This case is an opportunity for Brazil to demonstrate its newly embraced role in the international arena consistent with its emergence as an advanced developing economy. Additionally, Brazil's actions in the case will be a unique and helpful indicator whether it is time to reconsider benefits it receives from U.S. trade preference programs."
e-mail: email@example.com


text:
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Only on Wall Street could disappointing manufacturing news be a bullish catalyst for the stock market. With factory output in April slipping to eight-month lows, investors reasoned that the Federal Reserve would be more reluctant to slow its $85 billion monthly bond-buying program. Financial stocks enjoyed a second straight day of impressive performance, and the Dow Jones Industrial Average (DJINDICES: ^DJI ) gained 60 points, or 0.4%.
American Express (NYSE: AXP ) ticked up for a second straight day, adding 1.8%. While yesterday's gains were partially because of favorable comments made by a hedge fund manager about financial stocks, today's gains may actually be due to some refinancing moves American Express made. It will issue $1.85 billion in low-interest five-year notes in order to pay back $1 billion worth of debt costing nearly 5%.
JPMorgan Chase (NYSE: JPM ) added 1.7% as financial stocks were the second-best performers of the day. Although manufacturing numbers were down, the housing markets don't seem to be doing too poorly: Homebuilders' confidence in May surged, as the resurgence in the domestic real estate markets could mean good things ahead for mortgage lenders like JPMorgan.
The oil and gas sector was the only major sector to decline today, and Chevron (NYSE: CVX ) shares acted unsurprisingly, slipping 0.8% as a result. Today, the company announced a $1.5 billion investment in an Argentine energy company, but for the $240 billion Chevron, that's just a drop in the bucket.
By far the biggest decliner in the Dow, shares of Hewlett-Packard (NYSE: HPQ ) lost 2.6%. Coming off a first quarter where PC sales slumped at a rate never seen before, HP is going to have to adapt quickly or risk years and years of subpar returns. With data from the U.K. today showing a 20% drop in PC shipments in the first quarter, HP investors are getting antsy about the future of the market.
The massive wave of mobile computing has done much to unseat the major players in the PC market, including venerable technology names like Hewlett-Packard. However, HP's rapidly shifting its strategy under the new leadership of CEO Meg Whitman. But does this make HP one of the least-appreciated turnaround stories on the market, or is this a minor blip on its road to irrelevance? The Motley Fool's technology analyst details exactly what investors need to know about HP in our new premium research report. Just click here now to get your copy today.


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Accommodation in Slave Lake
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- Most bookedHoliday Inn Express & Suites Slave Lake
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"A few hiccups during check-in as we were give the wrong room and the room we were eventually given had a used towel hanging in the bathroom."
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"More amenities than we have seem for quite awhile, excellent continental breakfast. Definitely would stay again'"
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"Poor on toiletries (just one bar soap); the liquid shampoo/ conditioner were empty. Not too many TV channels were available. Good breakfast and nice breakfast area; staff were great at filling out items. Nice pool and slide."
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"We were members of a group comprised of interested parties, Alberta Parks volunteers, from many locations, who were being directed and informed by Parks personnel. We had a very full program. Each day had an early start and a fine breakfast (which makes for a good start)."
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La Casa Mexicana
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- Try a little taste of Mexico right here in Rotorua's newest Mexican restaurant.
- Grab a $30 dinner food and beverage voucher at La Casa Mexican for just $15.
- Enjoy the Southwestern style of cooking with imported ingredients from New Mexico, USA for that authentic taste.
- Have your own fiesta with fresh, delicious flavours in all your favourites, like burritos and tacos.
If you believe that sombreros are the ultimate in hats; that every food can benefit from the addition of some jalapeños; that no gathering is complete without a pinata; and that tequila should be enjoyed on a regular basis, then you'll love to inject some Mexican flavour into your day by grabbing a $30 dinner food and beverage voucher at La Casa Mexicana for just $15.
La Casa Mexicana is devoted to all things Mexican and delicious. Frankly, they're food snobs when it comes to Mexican cuisine - but in the best way. They admit there's many different varieties and styles of Mexican cuisine - from the original style cooked in Mexico, to the Texmex style loved by the Texans, to the Southwestern style you'll find in and around the states of New Mexico and Arizona. La Casa Mexicana brings the Southwestern style of cooking to New Zealand - and they reckon it's by far the tastiest of all variations. They've even imported ingredients from New Mexico, USA to maintain the authenticity of the food they serve. Tuck into all your Mexican favourites, like burritos, enchiladas and tacos or try some new tastes like chilli rellenos or refried bean tostadas. Have your very own fiesta here in Rotorua thanks to La Casa Mexicana.
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Homer & Jethro
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Known as "the thinking man's hillbillies,"
Homer Haynes
Jethro Burns
got a lot of mileage out of an act that shouldn't have lasted or gone as far as it did, at least on the surface of things. Certainly there were other, far more established duos mining similar turf on the country music circuit, with
Lonzo & Oscar
leading the way. But
Homer & Jethro
were far more than just two hayseeds doing cornball send-ups of pop tunes. Underneath the cornpone facade were two top-flight musicians with a decidedly perverse sense of humor and a keen sense of satire.
Homer D. Haynes
was the older of the two men, born in Knoxville, TN, on July 27, 1918.
was born with the decidedly non-show biz moniker of Kenneth D. Burns also in Knoxville on March 10, 1923. The duo met in their early teens and started playing music together almost immediately, with
on guitar and
alternating between mandolin and banjo. In the mid-'30s they began working on local radio station WNOX as part of a larger group, the String Dusters. One night, the boys heard a radio broadcast of a pop singer doing a broad -- and fairly denigrating -- takeoff of a hillbilly singer singing a country tune. Using exaggerated vowel and consonant stressing (trademarks of bluegrass singing) and deliberately going off-key as much as possible, the singer's performance irked the duo to no end. They decided right then and there that payback was the only logical solution to this kind of insult. From here on out, they would take current popular songs and send them up as hillbilly renditions, performed in deadpan earnest by
, who now took the stage name of
. They started working in the act while the rest of the group took a break during the broadcast. The new duo's "intermission" turn proved to be immensely popular and within four years' time, their characters and their timing were fully honed to a razor edge.
By 1938, they had broken off from the String Dusters and moved up to the more prestigious Renfro Valley Barn Dance, later broadcasting on the Chicago-based Plantation Party. World War II split the duo up, with
serving in Europe and
serving in the Pacific theater. Getting back together after their respective discharges, they started up their radio appearances again, this time working on the Cincinnati-based Midwestern Hayride. Their recording careers also began during this time period, signing with King Records out of Cincinnati, issuing several 78s between 1946 and 1948. By the end of the year, country producer legend
Steve Sholes
had signed them to RCA Victor, where they would spend the rest of their recording careers, cutting records -- especially in the '60s -- as if nothing could contain them. The duo joined up briefly with
Spike Jones & His City Slickers
, appearing in the stage show for a while, recording at least one session with him in 1950 ("Pal-Yat-Chee"), and letting
' agency handle all their bookings.
It was in the late '40s into the 1950s, basing themselves out of the Windy City, that the duo hit their true stride. Their first big hit was a takeoff on "Baby, It's Cold Outside" with a quite young
June Carter
contributing on vocals. The success of this single brought them to the attention of powerful radio station WLS, thus securing
Homer & Jethro
a regular spot on the National Barn Dance. Joining in 1949, the duo would stay faithful to the original version of the Grand Ole Opry, staying with the show until 1958. The national hookup did wonders for their career, which got an added boost when they started working double duty as regulars on Don McNeil's Breakfast Club, one of the top-rated morning-radio chat shows of its time, also based out of Chicago. The 1950s found them scoring big with numerous guest shots on television. The beauty of
Homer & Jethro
(as opposed to another country novelty act) was that they could work
and be understood. They could be on the bill with
Roy Rogers
or trading cornball putdowns with
Jimmy Dean
or slickly one-upping
Johnny Carson
, and they always held their own. As time went on, their act became more deadpan and, if anything, even more polished, as if to distance themselves from everything else that had existed before them in their little corner of the country world. State-fair work was replaced with the glitzier surroundings of Las Vegas and the like. RCA Victor Living Stereo album covers aside,
Homer & Jethro
never had to dress up in bib overalls and play hicks to get their act over. If anything, the straighter they dressed and the straighter they acted, the funnier they were.
They were still singing with broad accents, but the satires were getting more acerbic with each release, giving rise to their lasting sobriquet as "the thinking man's hillbillies." Their satire of
Patti Page
's "How Much Is That Doggie in the Window?" (
Homer & Jethro'd
into "How Much Is That Hound Dog in the Winder?") became their first crossover hit in 1953. In 1959, the duo won their first -- and only -- Grammy award for "The Battle of Kookamonga," their hilarious spoof of
Johnny Horton
's "The Battle of New Orleans," a country crossover record that cut a wide swath on the charts that year.
When Southern country humor became a small phenomenon of the 1960s with the success of television shows like The Beverly Hillbillies, Petticoat Junction, and Green Acres,
Homer & Jethro
's career went into overdrive. They (and RCA Victor) released an avalanche of records like there was no tomorrow, issuing eight albums of new material between 1966 and 1967 alone. Their studio efforts were produced by
Chet Atkins
with the cream of Nashville sidemen, and one album,
Playing It Straight
, found them in an all-instrumental setting, showing there were chops aplenty behind the cornball vocals and broad satires. The duo also participated in a wildly successful advertising campaign in the mid-'60s for Kellogg's Corn Flakes, even issuing an album based on the ad's catch phrase,
Ooh, That's Corny!
, to brisk sales.
The duo continued until
's death in 1971.
went into semiretirement for a few years, being coaxed back into show business by folksinger
Steve Goodman
, who brought him out on tour, spotlighting him to much recognition as a fine jazz-influenced mandolinist.
Homer & Jethro
were inducted into the Country Music Hall of Fame in 2001.
Cub Koda, Rovi
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L'hôtel Miro est situé dans le centre de Bilbao, à 200 mètres du musée de Guggenheim et du musée des Beaux Arts.
Adresse: Alameda Mazarredo 77 - Bilbao, 49009, Spain
World renowned Guggenheim Museum by architect Frank Gehry is located 150 meters from the hotel.
The second most important art collection in Spain. Worth a visit.
Euskalduna Congress Center and Music Auditorium is conveniently located 500 meters from the hotel.
Directions: By Car: Follow signs to Artxanda Tunnels, and past the toll follow directions toward Deusto, on the right la
Directions: By Car: Follow directions toward Guggenheim Museum. When on Mazarredo Street, continue until number 77.


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Featured TechPaks
Technology solutions provided by companies
Solution engines for theoretical math, logical, and policy analysis
The Policy Analyzer is useful in management areas where crucial decisions are being made. It allows you to determine if a policy is plausible and logical along with the offshoots that are valid from the original policy premises and conclusion. An application and method that can solve equations in aristollean or predicate form. Also, it uses two engines as the solving and transformational engine. Next, through the use of the solving and transformational engines, it can solve, generate new premises, and generate new conclusions for all valid combinatorial premise sequences. It can determine if a sequence / series of premises and conclusions are plausible and whether they are true or false. Product is "ready to go."
High-speed laser ablation processes for patterning conductive layer electrodes in flexible plastic films
This technology is a high-speed laser ablation process using an excimer laser and a projection mask system, and plastic films designed to be patterned with such a process. This technology provides a reliable dry etching technique for the patterning of conductive layers on plastics. This technology has been developed on a laboratory scale, using a prototype projection mask excimer laser system. The excimer laser has not, however, been developed a production-ready system. The technology uses a type of projection system widely available in the photolithography industry.
Hydrocarbon desulfurization
Significantly lower the sulfur content of hydrocarbon and fuel materials prior to steam reforming. Reduce downtime due to sulfur poisoning of the steam reforming catalyst. Novel desulfurizing agent removes organic and inorganic sulfur from gases, oils, other hydrocarbons.
Hyperstrength steel with extensive compressive ductility
A new steel has been developed which can be strengthened by a previously unknown mechanism called isothermal hardening. This low-cost hyper-strength (HYS) steel is extremely hard (650HV), has a compressive yield strength of 2500 MPa and exhibits extensive compressive ductility. It is also capable of compressively work hardening to strengths approaching 4000 MPa. These properties, which can be maintained up to at least 400°C, make this steel suitable for aggressive applications where components are required to exhibit high strength, high hardnessand outstanding wear/abrasion resistance, e.g. heavy duty bearings, wear plates, cold forming tools, etc. 50Kg ingots have been manufactured and fully characterized.
Thermoplastic microspheres
Easy to handle and transport, plastic microsphere pellets offer a dustless stock for powder slush thermoplastic molding and spin molding. Many additional applications are possible. This technology includes the manufacturing process and the materials patents for fabricating the microspheres. The spheres are uniform in size, and can be manufactured in sizes between .007" and .04". Compared to vacuum-formed molding, microsphere technology yields more consistent thickness in a finished product; their tightly controlled size enables fine detail. The underwater fabrication technique offers potential cost savings over cryogenic grinding. The technology is applicable to all common thermoplastics capable of forming a film, including polyvinyl chloride, polypropylene, urethane, polyethylene, polystyrene, and others. Currently in successful daily use.
Real-time detection of nucleic acids and biopolymers
Current methods of hybridization detection use either fluorescence labeling or mass spectroscopy. Handling costs are expensive, and the results may be faulty. This new platform technology allows for obtaining genetic assay results more cost efficiently and faster in molecular biological research, drug development, and medicinal diagnostics. It is based on the measurement of small temperature changes that occur when, for example, two DNA strands react where one strand is the probe attached to the heat-detecting device. The technique lends itself to miniaturization.
Decolorable ink
The color in the ink disappears using heat (or a solvent) -- the reverse of heat-sensitive paper. Whole sets of documents can be erased at 130° C using waste heat. Decolorizing ink can make the paper re-usable or more easily and inexpensively recyclable because much of the cost of recycling paper is in ink removal. The technology is applicable to most imaging materials for printers and stationery. Proven, but not currently in-use.
LED fabrication technology for AlGaInP- and GaN-based semiconductor material
This LED technology for high-brightness red and blue LED processes includes fabrication techniques of material epitaxy, etching process, contact process, structure design, and packaging. One technique, for example, provides a structure for a surface-light-emitting diode that can avoid a light-absorbing substrate, and that permits higher efficiency. Currently being commercialized.
Stamper simultaneously achieves high-precision transfer and reduced cycle time
We have satisfied the contradicting requirements to simultaneously achieve high-precision transfer while reducing manufacturing cycle time. This molding technique achieves the perfect fit for the efficient manufacture of parts that call for high precision. Results are especially good for thin molded parts, including optical disks. It achieves superior results not only for etching methods, but for injection methods as well. Take the production of optical disks for CDs and DVDs. We were able to reduce the manufacturing cycle time by about half while achieving high quality disk production at low-cost. In use for CDs and DVDs.
Device for sterilizing contaminated waste
This technology for processing contaminated waste offers key technical, financial, and safety benefits compared to existing solutions. The technology is designed to sterilize solid contaminated waste in an automated way and convert it into a wool-like waste product that is only 30% of the original volume and weighs considerably less. This revolutionary machine-technology is centered around a waste sterilizing reactor powered by a combustion engine. The technology offers on-the-spot waste handling in a cost-efficient, safe and clean way. It is more energy efficient than existing techniques, creates waste handling savings, ensures safe contaminated waste processing, is not dependent upon electrical power supply, and it is suited for heat delivery as part of a combined heating and power station.
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Professor Winckel seems to think that the obstetricians of the West do not know very much about pelvimetry. At least, this is the construction we put upon the following sentences that may be found on page 460 of Edgar's Translation of Winckel's:1 "When I hear statements made, such as those I often heard in America, in 1886, that narrowing of the pelvis hardly ever occurs there, I can only say that the clinical observation of normal and abnormal labor is still at a very low ebb in the whole of North America, with the exception of New York, Boston, and Philadelphia. Not alone are the majority of obstetrical wards very imperfect, but even in the larger services of this kind, for example, in the San Francisco County Hospital, they are entirely inaccessible to the student, and there is no question of the thorough working up of the material for
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Moose Loves Roses by Jorid Linvik
Welcome! You are browsing as a guestWould you like to see 62 projects made from this pattern and much more? join Ravelry now What am I missing?
Moose Loves Roses
This pattern is available for download for $6.00.
This pattern was given to the members of The Jorid Linvik Designs KAL.
Pattern is also available in Norwegian for 35NKR.
For more information, see: http://www.joridweb.com/butikk/


text:
Aug 22 2008
Book: Hymns of Divine Love
|Hymns of Divine Love: Songs of praise by one of the great mystics of all church history
by Symeon the New Theologian / Channeled by Gearoge A. Maloney, S.J.
The complete collection of St. Symeon's hymns! His discourses are readily available in English, but as far as I can tell this is the only English translation of his complete hymns. It was published in 1976 and never re-issued, making it very rare. I've been looking for a reasonably priced copy of this book for several years now, but every copy I found was for $200 – $300. Ouch! I finally found a copy for under $100, still not cheap, but I didn't want to pass up the opportunity.
I have to say my reaction is mixed. I've come to view this collection as a treasure, but the translation itself lacks poetry and personal insight. It's as if the translator has such reverence for the source material that he was unwilling to insert any part of his own artistic or esoteric sensibilities into the work — giving us a rather flat, painfully literal translation.
For that reason, I can't recommend this book for the average reader. But I personally am savoring every page — and eagerly awaiting a talented poet to come along with a new, vital translation.
You, moreover, the inextinguishable lamp
for each one of the saints;
You, the garment and the crown
and the one who distributes crowns;
You, the joy and the rest;
You, the delight and glory…
One Response to "Book: Hymns of Divine Love"
# serge b. , austriaon 24 Aug 2008 at 1:18 pm
Dear Ivan,
You and the francophone ( or simply -phile) patrons of the chaikhana
might want to know that there exists an excellent French translation
of the hymns of this greatest of Christian poets originally published
in 1969 by the Editions du Cerf and still available. The price of about
120 euros is still somewhat hefty for a set of three paperback volumes
but I´m sure that it will become for not a few of it`s readers what it
has become for me – a lifelong livre de chevet.
I have been a regular at the Poetry Chaikhana for some time and I must
say I admire the effort you put into running your teahouse.
Best wishes


text:
Preparing Future Leaders for Tomorrow: Succession Planning for Police Leadership
By Rick Michelson, Knowledge, Skills, and Abilities Ltd., San Diego, California
eadership in public safety agencies is at a critical crossroads. In many communities, early retirement incentives have enticed experienced personnel to leave their departments in large numbers and many police leaders are approaching retirement age. The result is an upcoming shortage of police leaders. By the year 2020, most police officers in the United States will be those of the so-called millennial generation.1 According to an article in Police Chief magazine by Chief Dwayne Orrick, police departments across the county are reporting increased rates of staff turnover with resulting difficulties in maintaining staffing levels.2
Law enforcement agencies should do more to develop their future leaders. Studies show that many public administration academics are, at best, ignoring the coming leadership crisis and, at worst, rejecting the idea that a crisis is imminent. Practitioners, on the other hand, are trying to gain sufficient training or grounding in leadership to deal with the relationship-based problems they face daily.
Impediments to Succession Planning Departments may tend to focus on replacing those who leave, but the real dilemma is what can they do for the department before they leave? Police departments have a plan in place for hiring and training new officers, but most do not have an exit strategy for supervisors and managers who are leaving. Supervisors and managers are not easily replaced. Too often, the veteran employee simply puts in the appropriate papers and waits to leave, with little, if any, formal transition into retirement or other career choices.
The military and the private sector have adopted successor programs to ensure the health of the organization and to assist the leaving employee. But public administrators have not learned the lesson, according to Eric Henry: "Succession planning and leadership development are more than just lining up recruits for vacancies and most public sector managers haven't caught onto this yet."3 Can individual departments or the law enforcement community build programs for personnel who are either retiring, being promoted to other agencies, or transitioning to another career? As part of the succession program, a more critical path could be the development of their replacements as investigators, specialists, supervisors, or managers.
Unfortunately, few law enforcement administrators have developed succession plans. Some leave the responsibility for developing future police supervisors and managers to the jurisdiction's human resource department, whose role should include not only updating job descriptions, but also initiating career development programs, and maintaining career path offices designed to help employees in career development decisions. Experience has shown that it is in the best interests of the police department to be proactive and work with the human resources office to develop future leaders.
If the number of leaders leaving supervisory and management positions is as great an issue as it appears, then it is necessary to consider just how to assess whether the next generation is ready to lead. In 2003 a Human Resource Institute survey found that nearly three-quarters of the human resource professionals who responded saw leadership as an "extremely important management issue."4 Consequently, a method to validate the department's assessments of supervisory or management skills is necessary. According to the late Jack Hunter,5 the ratings of education and experience most favored by public-sector assessments have the least validity. This is a critical issue, as many agencies rely solely on an oral history, career evaluation, accomplishment survey, and the interview panel in promotion selection. Also, the cost of a bad hiring (or bad promotion) can be as high as 200 percent of a year's salary.6
Perhaps the focus should be more on developing critical skills and less on one's perceived potential. Researcher Mary Young looked at what "public agencies are doing to attract the right kind of leadership for the new generation."7 She found that there is a need for a process that would allow for a full assessment of potential supervisors and managers' knowledge, skills, and abilities for development purposes. Public safety agencies should regularly conduct supervisory or managerial needs assessments and then develop the necessary skills- or competencies-based experiential set of scenarios, assignments, rotations, mentoring and coaching opportunities, and evaluations not only to provide the candidates with this experience but also to enable the agency to gain the benefit from this experience and information.
Succession planning for the most part is essentially ignored, although it could go a long way toward both identifying key leadership potential in the organization and helping the department now. As Jim Collins writes in Good to Great, the goal is to put the right people on the bus, get the wrong people off the bus, and the right people in the right seats. How is this related to change? Because if a department doesn't have solid leadership, with the knowledge, skills, and abilities to plan, organize, and direct others, the department is less likely to recognize the need for change and carry it out.
The Impact of Early Retirement In the early 1990s state, county, and city budgets were typically at a surplus. Through various processes and frequently with police union cooperation, early retirement incentives were offered to long-term employees. Some agencies adopted what is known as the 3-percent-at-50 program. This retirement incentive program allows any employee over the age of 50 to collect an annual retirement salary that represents 3 percent of their salary for each year they have been employed by the department. An employee with 25 years of service, for instance, would receive a retirement salary of 75 percent (3 percent times 25) of their existing salary. For many, this is an offer too good to pass up, given the option to begin a second career.
To counterbalance the senior leadership exodus created by 3-percent-at-50 programs, some departments, such as the San Diego Police Department, created deferred retirement option plan, or Drop, programs. Drop programs allow city executives to collect both their regular pay and retirement pay during the last five years of their employment (essentially allowing employees to double-dip) for continuing to work in the city after retirement eligibility. Unfortunately, financial analysts miscalculated the impact of this expense. For example, the city of San Diego's pension liability is projected to consume 21 percent of the city's general fund by fiscal year 2011.8
In a few short years the financial posture of state and local governments changed. State and local government watched as the surplus revenues of early 1990s deceased quickly in the 2000s. Today, many state and local governments have been and are still facing lean fiscal years. Many state and local agencies are already in a budget crisis partly because of the decreasing support from federal grant programs and the diversion of this funding to homeland security activities. For example, the proposed federal budget for the 2007 fiscal year cuts more than $1.1 billion from core local law enforcement assistance program. The federal government slashes funding for state and local law enforcement programs even as it demands that the state and local agencies assume a larger, unfunded role in homeland security. As it stands now, the proposed 2007 federal budget bring the funding to local departments to a 10-year low. Thus, local agencies are not receiving the financial support they have come to expect. Unrelated to retirement funding issues, just finding the resources to recruit, train, and retain qualified leadership candidates is a greater challenge than ever. Even in face of these challenges, succession planning is a necessary to maintain a high level of police service in the communities.
As a result of early retirement program incentives, many agencies are replacing veteran leaders with younger candidates who have not had the length of service in the field and have little experience in leadership positions. Consequently, the need arises for more concentrated efforts to identify leadership traits, to create a career development path, and to prepare those replacements as supervisors.
For agencies, the cycle of bringing people into the organization, preparing them for the job, and then keeping them in the organization, is divided into three areas: recruitment, training, and retention. Each of these areas could have a significant impact on the other, particularly with leadership training and how it relates to promotions or employee development.
Developing Leaders Many agencies continue to rely on a traditional written test followed by an interview with an oral review panel to determine leaders for the department. This process often includes little, if any, evaluation of the candidate's preparation or orientation toward leadership.
Promotional tests revolve around policies and procedures, laws, and protocols and not supervisory or managerial skills they'll need in the actual job they will be doing. For example, considering that a supervisor or manager will meet with their units at least once a week if not once a day, many agencies provide no training or testing in meeting management. Most supervisors or managers will obviously have a daily routine with their in-basket, yet there is no training or testing by some agencies on how to communicate effectively in writing, delegate tasks, or manage projects using this technique. Many supervisors will have to counsel, discipline, or coach subordinates, but again, many agencies have no training or testing in this area, though employee development is a critical component of a supervisor's role. Instead, the traditional testing process is largely defined by who passes a written test, largely of things that they should already know as an officer, and then a subjective interview. In the interviews, we hear what we want to hear while candidates list their personal attributes.
In some states, new supervisors and managers must attend supervisor training after they have been promoted and within a year or so of being appointed. Although the training is essential, it has little relationship to the initial selection process to ensure the identification of the appropriate supervisor or manager.
The challenge for police agencies is to consider how best to develop their own replacements, using the basic knowledge, skills, and abilities that have already identified as desired traits for a prospective supervisor or manager.
Assessment centers have long proven their worth in their ability to predict long-term success in leadership and other positions. Assessment centers are extremely useful in identifying key leadership skills, but combining a leadership development process, including the use of 360-degree evaluations, a recommended study course on leadership issues, and psychometric instruments, can give both the candidate and the organization a more accurate picture of just what it is the candidate can or cannot do and where his or her strengths and weaknesses rest.
Leaders in one California city realized they were facing a potential leadership vacuum when they discovered that 11 of 15 department heads would become eligible to retire in the next five years. The city recognized the impending loss of these key leaders and considered these two questions: "Did the city have qualified people ready to fill key positions now and grow the organization in the next three to five years?
Will there be a sufficient number of qualified candidates ready to fill key positions in five to 10 years?"11
The answers to these two questions led to the creation of a program to identify, develop, and support the city's future leaders. Through interviews with the city's department heads, the following eight dimensions11 were identified as crucial to the success of future city leaders:
These are essentially typical dimensions or behaviors for any supervisor or manager and could be applied to a wide variety of public safety positions.
Making a Succession Plan Any succession plans needs to consider the agency's personality, culture, history, politics, union issues, resources, budget, and community concerns. Succession planning is a long-term investment in the agency's future, not a short-term fix. Systemic and inherent problems aside, departments must be willing to try, to change, to imagine the benefits of developing internal candidates for their leadership positions. Working collaboratively with the human resources department, union leaders, city and county officials, and members of the community, a department will soon recognize that there is a high degree of success in such a proposal. Succession planning does not require extensive funding, equipment, staffing, or resources. It does require a change of thinking. To paraphrase a mantra from community-oriented policing and problem-solving policing, it requires a philosophical and attitudinal paradigm shift in organizational thinking.
Any succession planning program should stress the skills required of the leadership position, the challenges the leader faces, and the transferable skills that any candidate for the position is already using in the candidate's present assignment. The department's role is to offer candidates the opportunities, the choices, and the challenges to succeed. In the end, it is all about skills, personality, and relationships.
The department could provide skill development opportunities to potential candidates by having them carry out a few tasks:
These and many other activities are functions required of managers in any police department. By involving the younger officers now, veteran managers can teach the necessary administrative and management skills beyond police work.
Transferable Skills As a field training officer, tactical officer, K-9 officer, traffic investigator, or criminal investigator, many of the same skills one uses every day are directly connected to the new role of a sergeant. Some agencies use rotational experiences or at least a brief assignment with a variety of unit supervisors so they can see what's expected of them in the future.
Take the initiative and use transferable skills part of succession planning. Highlight these transferable skills and use them to build confidence and competence. Review the job descriptions with officers and help the officers to develop those skills where they have not had much experience.
The use of performance appraisals or evaluations, when done properly, is actually one of the best tools for succession planning. Give employee benchmarks and attainable goals to achieve to encourage growth and development.
The Officer's Responsibilities The focus of this article has been on what the department can provide in succession planning but it does not overlook the responsibility of the individual to prepare themselves for future leadership role. Individual preparation for leadership requires the following:
In addition to developing these skills and knowledge, it is also important to document the major accomplishments. Any serious future leader would develop and maintain a detailed curriculum vitae.
Making it Happen The challenge for police leaders is to consider how best to develop their own replacements, using the basic knowledge, skills, and abilities that have already been identified as desired traits for a prospective supervisor or manager. The challenge for future police leaders is developing their own personal strategic plan for professional development. The department and the individual should ensure that the activities satisfy the identified eight dimensions needed for leadership. The question really may be, what is it that is preventing the agency from developing a leadership development program now? If you really want to know, ask your officers, sergeants, lieutenants, or captains. ■
1 See James P. Henchey, "Ready or Not, Here They Come: The Millennial Generation Enters the Workforce," The Police Chief 72 (September 2005): 108-118.2 Dwayne Orrick, "Police Turnover," The Police Chief 72 (September 2005): 36-40. 3 Cited by Liz Weber in "Leadership Development and Succession Planning: They're Not Just HR's Responsibility," International Public Management Association for Human Resources Newsletter (January 2006): 1. 4 M. Gowing, "How Do You Know They Can Lead?" International Public Management Association for Human Resources Newsletter (January 2006): 11.5 Gowing, "How Do You Know They Can Lead?": 11. 6 Gowing, "How Do You Know They Can Lead?": 11. 7 CPS Human Resource Services, "New Study Finds Public Agencies Facing Loss of Leaders," by Mary Young, HR Practitioner Newsletter (winter 2005): 1-2. For more information on the study, see (www.cps.ca.gov).8 R. Roberts, "Taking a New Direction in San Diego," San Diego Union-Tribune, January 6, 2005. 9 D. Hasemyer, "Law Enforcement Job Fair Draws Eager Prospects," San Diego Union-Tribune, October 9, 2005. 10 T. Manolatos, "Thinning Blue Line," San Diego Union-Tribune, 2005. 11 "Roseville Develops Strong Leaders," Western City (January 2001), www.westerncity.com/JAN01HPRoseville.htm, February 16, 2003 (no longer available online; copy may be obtained from Western City). 12 R. Panza, "How Will Succession Planning Enhance Employee Development in a Midsize Law Enforcement Agency in 2008?," paper presented to the California Commission on Peace Officers Standards and Training Command College Class 34.
Additional Resources Briggs-Myers, I. Gifts Differing. Palo Alto, California: Consulting Psychologists Press,1980. Briggs-Myers, I., and M. McCaulley. A Guide to the Development and Use of the Myers-Briggs Type Indicator. Palo Alto, California: Consulting Psychologists Press, 1992. Brown, R.B. "Organizational Commitment and Its Effects on Behavior." Unpublished doctoral dissertation. University of Massachusetts, Amherst,1990. Byham, W. Grow Your Own Leaders: How to Identify, Develop, and Retain Leadership Talent. New York: Pearson-Prentice Hall,2002. Collins, J. Good to Great: Why Some Companies Make the Leap and Others Don't. New York: Harper Business, 2001. Fairholm, M. R. "Different Perspectives on the Practice of Leadership." Public Administration Review 64 (2004): 577-590.Hershey, P., and K. Blanchard. Management of Organizational Behavior: Utilizing Human Resources. Fifth ed. Englewood Cliffs, New Jersey: Prentice Hall, 1998. Hom, P.W., and R. W. Griffeth. Employee Turn over. South Western Series in Human Resource Management Publishing, 1995.Ingraham, P., and H. Getha-Taylor. "Leadership in the Public Sector: Models and Assumptions for Leadership Development in the Federal Government." Public Personnel Administration, vol.24,no. 2 (2004): 95-112.Kauder, BradS., and JayC. Thomas. "Relationship between MMPI-2 and Inwald Personality Inventory (IPI)Scores and Ratings of Police Officer Probationary Performance." Applied HRM Research, vol. 8,no. 2 (2003): 81-84.Keirsey, D., and M. Bates. Please Understand Me. Del Mar, California: Prometheus Nemesis,1984. Kolb, D. Learning Style Inventory. Boston: McBer and Company, 1981.Los Angeles Police Department. Mission statement. (www.lapdonline.org/). October 14,2005. Lancaster, L., and D. Stillman. When Generations Collide: Who They Are, Why They Clash: How to Solve the Generational Puzzle at Work. New York: Harper Business, 2002. Maslow, Abraham."A Theory of Human Motivation, where he introduces his "Hierarchy of Needs." Psychological Review 50 (1943):370-396. Mitchell, Amy." Police Supervisors: The Gatekeepers." Paper submitted to the Union Institute and University for partial degree requirements. 2004. National Academy of Public Administration. "Transforming the FBI: Progress and Challenges." January2005. (www.napawash.org/Pubs/FBI010505.pdf).December 15, 2005.New York Police Department. Mission statement. (www.nyc.gov/html/nypd/html/mission.html).October 14, 2005. Ortmeier, P. J.Community Policing Leadership: A Delphi Study to Identify Essential Competencies. Ann Arbor: University Microfilms International (Belland Howell Information and Learning) Dissertation Services,1996. Taylor, Frederick. The Principles of Scientific Management. New York: Harper and Brown, 1919.U.S. General Accounting Office. "Human Capital: Succession Planning and Management Is Critical Driver of Organizational Transformation." GAO Highlights (October 1,2003). (www.gao.gov/new.items/d04127t.pdf). November 12, 2005.
From The Police Chief, vol. 73, no. 6, June 2006. Copyright held by the International Association of Chiefs of Police, 515 North Washington Street, Alexandria, VA 22314 USA.


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Australian icebreaker 'Aurora Australis' caught in packed Antarctic ice
The Australian icebreaker Aurora Australis is stuck in ice 80 nautical miles from the Antarctic coast. The vessel is heading to the frozen continent with 50 scientists from around the world to study the relationship between sea ice and marine life.
The bright orange ship has been unable to move from its position - 200 nautical miles from Casey Station and 1600NM from Hobart, Tasmania, for the past two days.
At the moment they're in some quite heavy ice which is pretty normal in those kinds of conditions, said the Australian Antarctic Division's Operations manager Robb Clifton.
They're unable to move to the next station at the moment because of the way that ice has packed in around the ship.
Northerly weather conditions are responsible for the dense ice and the crew is waiting on a southerly weather pattern or swells to break it up. The scientists are making the most of the delay and have taken the sea ice and used helicopters to work on part of their project.
Mr Clifton said the research team and crew were in no danger. The ship has got lots of fuel, makes its own water, lots of food and it's regularly away for a couple of months at a time, he said. With a vessel that goes into these types of waters, you're used to delays.


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Another filter we used to use in the old days was called a Soft Focus. That filter deliberately cut down the clarity of the lens in a controlled manner. Most often it was employed when photographing women as it diminished minor blemishes and imperfections while still preserving the image of the person.
Today computers in your camera and digital imaging have taken the guesswork out of varying lighting conditions. Even inexpensive cameras will automatically read the color temperature of the incoming light and either correct automatically or trigger the flash, sometimes both. Automatic White Balance (AWB). No filters necessary.
As digital imaging became more popular, so did programs on your computer to manipulate those images. Sky too light? No problem, select the sky and darken it. You can even change the color if you desire, add a gradient, a third moon, add new people to the photograph or take out someone you don't like. Soft focus has been replaced by air brushing, cloning tools and precision Gaussian blur, yielding a much more natural looking final product.
In the time of digital imaging, the image that comes out of the camera is only the beginning of the creative process. As a consequence there is an entire generation of photographers growing up in the digital world unaware of the joys of filters.
As I mentioned above, most are unnecessary in modern digital photography, but there are still a few even digital photographers employing the best computer controlled imaging devices on the market should still have in their vest.
Skylight/UV Haze – The lens saver. Here in Florida a UV Haze filter is a must with all the humidity and dust in the air. A UV filter counteracts the slight bluish cast that can arise from hazy days and sharpens distant details. But mainly it's there for protection. Keeping dust and dirt away from the precision optical coatings on your camera lens and protecting it from impact.
There isn't anyone who has been shooting pictures for any length of time who doesn't have a crushed skylight or UV haze filter in their collection, that otherwise would have been the broken optics of their lens. A skylight filter is the cheapest insurance you can buy for a good lens.
Polarizer filters – A polarizer does basically the same thing for your camera that polarized sunglasses do for your eyes: Cut down the reflected light from non-metallic surfaces like water and glass, it can also change the color saturation in certain situations. It's normally a round filter that rotates so you can adjust how much reflected light enters the lens. If you're going to be doing a lot of shooting around water, a polarizer is not optional.
Neutral Density (ND) filters – As I discussed in my previous article on bokeh, ND filters can be handy in situations when you want to use the widest aperture (the lowest f-stop) your lens has available. In a future article about shooting video with your DSLR camera, we'll talk more about ND filters and why you need them.
Star Effect filter – With this filter any pinpoint of light is turned into a six pointed star burst. I believe the effect from a star burst filter looks better than what can be achieved in post-processing in Photoshop. It's a great effect for portraits and cityscapes.
Browse your favorite camera accessory web site and take a look through the filter section, you'll be surprised what you can find. When we get to the section on video, this will be a more than optional for many shooting situations.
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IJWP is official publication of the Information Resources Management Association
Editor-in-Chief: Dr. Greg Adamson and Dr. Jana Polgar
Published: Quarterly (both in Print and Electronic form)
Web portal software has emerged as one of the most important component in the enterprise integration efforts and service oriented architectures. The Journal is a high-quality refereed journal on a new generation of portal software and engineering practices. The Journal serves as a means for researchers, developers and industry practitioners to publish their research and practical experiences with portal applications. The Journal will also facilitate communication and networking among portal, web services, SOA researchers and engineers in a period where new developments are taking place in portal technologies, and stimulate production of high-quality portal architectures and solutions.
The Journal is indexed: Cabell's Directory, GetCited, The Index of Information Systems Journals, INSPEC, MediaFinder, Norwegian Social Science Data Services (NSD), The Standard Periodical Directory, Ulrich's Periodicals Directory.
Topics to be discussed in this journal include, but are not limited to, the following:
• Business process integration and management using SOA and portals
• Web Analytics for Portals, case studies, implementations, results
• Case studies for using portals with or without content management systems
• Composite Web service in portal frameworks (creation and enabling infrastructure)
• Customization and portal user interface issues, multilingual portals
• E-commerce applications based on portals and SOA
• Evolution of B2E & B2B portals as windows into the enterprise, on demand services in portals
• Frameworks for building portal applications, development tooling, and development environments (e.g Portlet Factory, NetBean portal plug-in, and other tools)
• Frameworks for designing SOA solution with portal platforms, models, and modeling tools usage, efficiency, and usability
• Grid portals
• Managing development of portals & SOA solutions
• Mobile portals, mobile portal platform, and content management systems applied to mobile portals
• Portal architecture, research, and practical issues in portals, including mobile portal initiatives
• Portal security issues and single sign-on
• Resource management in portals, performance issues, and administration issues
• Semantic Web services & federated portal architectures
• Web services for remote portlets (WSRP), performance, security, standards, WSRP extensions, and enhancements in UDDI
• WSRP role in business integration
Prospective editors should submit their proposals to the Editor-in-Chief. All proposals will be considered and by the editor and selected members of the editorial board . All proposals should be forwarded electronically to the Editors-in-Chief:
Dr. Jana Polgar :
email@example.com or
Dr. Greg Adamson:


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Hey guys im a new member to this wii/nintendo forum. Well what can i say but im a gamer. I play mostly any game on any system and i wont die if one of you guys owns a wii and a ps3 or 360 (mainly cus i own all three now finally) hmmmm here some facts about me
Fav. character of all games: Link of course
Fav. game system: Wii (i just love mario, zelda and metriod i mean i grew up with them)
Fav. game: Arg soo hard i would say hmmmm its hard to decide between a mario and a zelda series game
Well thats just some things!!! C you guys on the forums!
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Tue, Dec 2, 2014, 11:41pm
Intern culture at Barnard has replaced choice with expectation.
Tue, Feb 25, 2014, 12:42am
At Columbia, we're torn between the allure of self-branding and genuine experiences.
Wed, Feb 5, 2014, 8:39pm
Columbia students are good at feeling superior when working menial and unfulfilling internships.
Tue, Sep 24, 2013, 7:27pm
The intense pressure to obtain internships can detract from the college experience.
Wed, Apr 10, 2013, 6:18pm
At her internship, Alexa Mouta, BC '13, delves into an aspect of the fashion world that few think about when dreaming of magazines and clothing design. She works with the practical and business sides of fashion as a Barneys web marketing intern. Don't let this fool you -- suits aren't mandatory in...
Sep 21, 10:21pm 0
By Marisa Brown
Sep 21, 10:20pm 0


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Interest Level
Grades PreK - K
Reading Level
Grade level Equivalent: 2
Lexile® Measure: AD560L
Guided Reading: I
- Series
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About This Book
What if a dinosaur's friends come to play? Does he mope, does he pout if he can't get his way? Does he hide all his dump trucks, refusing to share? Does he throw his friends' coloring books up in the air? Time and time again, children are told to play nice. This brilliantly illustrated board book is packed with rhymes that will teach children how.
Mark Teague's laugh-aloud illustrations, along with Jane Yolen's playful text, will show children that playing nice can be easy and fun.
Items Added to Cart:
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karma: 357
Hi moms,
I have heard that while keeping Sun Pongal the pongal should flow in a direction which is really good for family.But i dono whether it is a myth or fact
can anyone elobarate about this system, and the direction of flow........
Tags : Which side or direction should pongal flow?
karma: 401
Actually saw aprogram in Vijaytv yesterday.RevathySankaran madam was saying that the paal should flow in the east direction as a salutation to sun god.And to ensure that in olden days they would tilt the pot slightly in east direction.
In my home it's just stove pongal and we'll make sure it jus overflows and turn the flame to very low and put rice.
karma: 1627