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Video Premiere: Britney Spears 3 (Director's Cut)
What may be too hot for other sites is just right for us. Here is the director's cut of Britney Spears "3" and no need to thank us.
Just watch it and let me know what you think.-Dr.FB
Comments (3) ( subscribe to comments on this post )
yup i was 2 late! it is already taken offline
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not sure why this is considered Director's cut? What was in there that couldn't have been shown on the old video?


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Morning Juice: News From the South Florida Justice Scene
... new comes out, it gets even weirder. William De Jesus stabbed himself and his 9-year-old son to death, leaving the boy's mother, Deanna Beauchamp, and their other other son wounded with knife wounds. All of this after the couple's children had been taken away for abuse and then given back.
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Worth It
Yes. It can get so hard, but all you need is someone that's worth enough to get through it all with.
I know you are scared. And I know forever scares you. But isn't it all worth it? Isn't the adventure the best part of anything?
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learning to love myself after...a few people trying to ruin things.
I'm pinning for me, no reference to you at all... I knew you'd think that but need to put it out there that it's just for me.. No one else
I love you baby and I'm thinking about you lots tonight. Sending you everything i have to give. You are me dream come true. Can i make you a promise baby?
The caterpillar has to suffer silently in a cocoon in order to become a butterfly. Change is painful in the beginning but worth it in the end. – Jaykaran Sagar thedailyquotes.com
this is my motivation during Cross Country and also telling myself, "Pain? What pain?"
You will never have to question someone's interest if you pay attention to their effort. Effort speaks for it's self just as no effort speaks for it's self. When a person is interested in you they will let it be known. There will either be action or excuses. We are all busy in life but we all make time for what we personally feel is worth the effort and we all make excuses for the things that we don't feel is worth it. ( at least I can be honest and say that I'm guilty) So you can stop…
Pushing for what you want takes energy but is worth it in the end. Is there anything you did when you were a kid that you ended up quitting and now regret? For me it was piano. Now I'm learning how to play again after 12 years and am determined not to quit again. Allow yourself time to rest & take a little break and then go back at it once you re-energize. Rest > quit. /// SNAPCHAT: kellidav by happsters


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August 19 1957 horoscope and zodiac sign meanings.
Here's the full profile of someone born under the August 19 1957 horoscope consisting in some particularities of the associated zodiac signs that is Leo, plus some trademarks in health, love or money and love compatibility status together with some predictions of lucky features and Chinese zodiac interpretation.
Horoscope and zodiac sign meanings
In the introduction of this analysis we have to explain the most relevant characteristics of the zodiac sign linked to this birthday:
- The astrological sign of a person born on August 19 1957 is Leo. This sign is placed between July 23 and August 22.
- The symbol for Leo is Lion.
- As numerology suggests the life path number for people born on 8/19/1957 is 4.
- The polarity of this astrological sign is positive and its representative characteristics are social and vivacious, while it is categorised as a masculine sign.
- The element for Leo is the Fire. The most representative 3 characteristics of someone born under this element are:
- ends up happy and satisfied when working for the world
- constantly searching for the meaning behind any event
- improvement oriented
- The modality linked to Leo is Fixed. The main 3 characteristics of someone born under this modality are:
- has a great willpower
- prefers clear paths, rules and procedures
- dislikes almost every change
- Leo people are most compatible with:
- Gemini
- Sagittarius
- Libra
- Aries
- It is very well known that Leo is least compatible with:
- Scorpio
- Taurus
Birthday characteristics interpretation
As proven by astrology 8/19/1957 is a remarkable day. That's why through 15 simple characteristics picked and analyzed in a subjective manner we try to analyze the profile of someone having this birthday, alltogether proposing a lucky features chart that intends to predict good or bad impacts of the horoscope in life, health or money.
Horoscope personality descriptors chart
Great resemblance!
Completely descriptive!
Very good resemblance!
No resemblance!
Little to few resemblance!
No resemblance!
Little resemblance!
Quite descriptive!
Rarely descriptive!
Completely descriptive!
Some resemblance!
Quite descriptive!
Good description!
Little to few resemblance!
Sometimes descriptive!
Horoscope lucky features chart
Sometimes lucky!
As lucky as it gets!
Good luck!
No luck!
Pretty lucky!
August 19 1957 health astrology
Jaundice which is the yellowish pigmentation of the skin and conjunctiva membranes that is caused by problems of the liver.
Dehydration caused by either not enough ingestion of fluids or by a systemic problem in the body.
Heart failure accompanied by pulmonary edema.
Stroke which represents a cerebrovascular accident (CVA) that can lead to loss of brain function and different kinds of temporary or definitive impairments.
August 19 1957 zodiac animal and other Chinese connotations
The Chinese zodiac manages to surprise many aspects related to the influence of the date of birth on the future evolution of a person. Within this section we explain a few interpretations from this perspective.
Zodiac animal details
- The August 19 1957 zodiac animal is the 鷄 Rooster.
- The element linked with the Rooster symbol is the Yin Fire.
- It is belived that 5, 7 and 8 are lucky numbers for this zodiac animal, while 1, 3 and 9 are considered unlucky.
- Yellow, golden and brown are the lucky colors for this sign, while white green, are considered avoidable colors.
Chinese zodiac general characteristics
- There are some special features that are defining this symbol, which can be seen below:
- details oriented person
- inflexible person
- extravagant person
- low self-confident person
- Briefly we present in here some trends that may characterize the love behavior of this sign:
- loyal
- conservative
- capable of any effort in making the other one happy
- protective
- Some affirmations that can best describe the qualities and/or defects related to the social and interpersonal relations of this sign are:
- often perceived as ambitious
- often gets appreciated because of a proven concer
- often gets appreciated because of a proven courage
- right there to help when the case
- Analyzing the influences of this zodiac on the evolution of the career we can say that:
- likes working by procedures
- is adaptable to any environmental changes
- possesses multiple talents and skills
- usually has a succesfull career
Chinese zodiac compatibilities
- A relationship between the Rooster and any of the following signs can be one under good auspices:
- Ox
- Dragon
- Tiger
- There are chances of a normal relationship between the Rooster and these signs:
- Monkey
- Dog
- Snake
- Pig
- Rooster
- Goat
- There is no chance that the Rooster get into a good relationship with:
- Rabbit
- Horse
- Rat
Chinese zodiac career
If we look at its characteristics careers recommended to this zodiac animal are:
- journalist
- book keeper
- public relations officer
- sales officer
Chinese zodiac health
A few things about health that can be said about this symbol are:
- has a good health condition but quite sensitive to stress
- should pay attention not to get exhausted
- should try to improve own sleeping schedule
- should avoid any vicies
Famous people born with the same zodiac animal
These are a few celebrities born in the Rooster year:
- Jessica Alba
- Groucho Marx
- Zhuge Liang
- Diane Sawyer
This date's ephemeris
The ephemeris for this birth date are:
Sidereal time: 21:48:18 UTC
Sun was in Leo at 25° 44'. Moon in Taurus at 29° 32'. Mercury was in Virgo at 22° 18'. Venus in Virgo at 28° 46'. Mars was in Virgo at 06° 49'.
Jupiter in Libra at 02° 13'. Saturn was in Sagittarius at 07° 43'. Uranus in Leo at 08° 28'. Neptun was in Scorpio at 00° 13'. Pluto in Leo at 29° 60'.
Other astrology & horoscope facts
Monday was the day of the week for August 19 1957.
In numerology the soul number for August 19, 1957 is 1.
The celestial longitude interval assigned to Leo is 120° to 150°.


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The contracts, effective as of Oct. 1, will be available to acute and continuum of care members of the Premier healthcare alliance.
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Westland Milk considering China-based subsidiary
Relevant offers
The West Coast's dairy co-operative plans to increase its China export base with a possible subsidiary company and an increased number of employees to add to its Shanghai office.
Westland Milk Products has invested in the milk processing and infant formula powder sectors and exports about $130 million of product a year into China.
There is another $130m of product exported into other Asian countries, and Asia including China together made up about 40 per cent of Westland Milk's sales, chairman Matt O'Regan said.
The co-operative's board had discussed the idea of setting up a China subsidiary company to help establish a broader base and better contacts within that market.
Since Fonterra's powder contamination scare in 2013 there has been an increasing focus from countries like China on quality check processes on food imports.
Asked about a potentially tougher Chinese market O'Regan said "I wouldn't say it's got easier, but we are putting record volumes, as are most New Zealand companies now."
O'Regan said Westland Milk had always taken a serious line in providing "quality" products, working within best practice for the industry.
"We see that we're in a very good position with our quality and food safety record for supplying into China under the new regulations", he said.
"No you don't really have to do anything special, but some companies may be turned off if they don't have the facilities from the gate to the plate, we call it. You need the full [product management] process."
In the South Island Westland Milk has processing facilities in both Hokitika and at Rolleston.
The idea was still in the early stages, O'Regan said, but it should happen within the foreseeable future, most likely 12-18 months.
Potential sites included Beijing or even more likely Shanghai, where the co-operative already had an employee.
Extra staff would be added in China and the subsidiary would help forge relationships in the export market.
"Certainly we will be growing that number with an office . . . It's also a sign of a commitment to a country, something that the Chinese, everybody values actually, when someone commits reasonably seriously to something.
"That's where we come from, and I think it will help us with working through the regulations that may come into place."
Food regulations around the world continued to change, he added.
While Asia made up about 40 per cent of the company's sales, the other 60 per cent went to regions including New Zealand, Australia and the Middle East.
Westland Milk's turnover was $534m for the 2011/12 year, with the company commenting in November that it expected $750m in revenue for the co-operative in the 2013-14 season.
- BusinessDay
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Two French aid workers killed in Madagascar
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PARIS (Reuters) - Two French people working for an environmental organization in Madagascar have been killed, authorities said.
The French foreign ministry, in a statement late on Sunday, said they were killed "in an odious crime" on the small island of Sainte Marie, off the northeast coast of Madagascar.
Radio France International said the bodies of a young man and a young woman, aged 25 and 23, were found early on Sunday about 150 meters from a night club. Both had injuries to the head. They were volunteers for Cetamada, an environmental NGO that works for the protection of marine mammals.
French police will arrive on Monday to help the local police investigation, local authorities said.
(Reporting by Geert De Clercq; Editing by Dominic Evans)
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Maximizing the Benefits of Face-to-Face Interviews
- Magnus Francis
- 1 years ago
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1 CHAPTER 2 Maximizing the Benefits of Face-to-Face Interviews The term selection suggests that the individuals who make decisions have the tools they need to gather material to make informed choices. The interview comes second only to the employment application in terms of being the most commonly used way to evaluate applicants (Schmidt & Rader, 1999). In making the actual hiring decision, business organizations use interviews the vast majority of the time (Delaney, 1954; Dessler, 1997). More specific to educators purposes, school administrators use interviews at least 85 percent of the time (Emley & Ebmeier, 1997). School district personnel use various types of interview formats, including telephone, face-to-face, and online interviews. Pros and cons of these formats are addressed in Figure 2.1. This chapter emphasizes the ways and means of conducting reliable and valid face-to-face interviews. Given the importance of the employment interview in the teacher hiring process, we consider the following issues: The history of the employment interview The advantages and disadvantages of interviews Influences on interview outcomes Differentiating factors for success Improving teacher selection through better interviewing The History of the Employment Interview In 1884, an English newspaper reported, Interviewing is an instance of the division of labour.... The interviewee supplies the matter, the interviewer 20
2 M AXIMIZING THE B ENEFITS OF FACE- TO-FACE I NTERVIEWS FIGURE 2.1 Employment Interview Formats Interview Format Purpose Description Advantages(s) Disadvantage(s) Computer/Online Screening Can be designed to eliminate unqualified applicants, assess computer skills, and record reaction time/response to stimulus Collects information and stores it in a database for searches; saves time and money Is biased against individuals who are not adept with a computer or information technology Impromptu Face to Face Screening Occurs at job fairs, recruitment parties, and in short interviews with a gatekeeper who decides if the candidate is viable Reduces the interview load on administrators Has a first impression bias; is of short duration Telephone Screening Designed to eliminate unqualified applicants Group Interview Selection Pairs several interviewers with several job candidates Collects information on skills; saves time and money Views interaction; collects input and ratings from several interviewers Relies on the judgment of one person May not allow interviewers to get to know one single candidate well Panel/Committee Selection Occurs with two or more interviewers asking job-related questions, often in a structured interview format Lets those who will be working with the candidate know what the individual has to offer; lessens Equal Employment Opportunity Commission exposure Is affected by candidate s comfort level and the skill of the interviewer(s) Proficiency Selection Checks the candidate s ability to perform tasks such as speaking a foreign language or teaching a sample lesson Sample performance demonstrates what may occur on the job There may be no correlation between showing a skill and using it in a classroom* Structured Selection Questions take a variety of formats (experience-based, situational, informational); in general, all questions are asked of each candidate in either a one-on-one or panel setup Encourages active listening by interviewer(s); is more predictive of job performance when valid questions are used Does not give much feedback to the candidate; depending on the format, follow-up questions may not work *If performance is evaluated with actual students, this bias is not an issue. 21
3 The Teacher Quality Index the form (cited in Edenborough, 1999, p. 16). Interviewing has evolved as a way to get more information about an applicant than the basic information revealed on the job application. It is the most readily available way of taking account, not merely of the facts of the candidate s career, but of those attitudes, interests... that may be supremely important for his subsequent success in the work for which he is being considered (Anstey & Mercer, 1956, p. 7). Researchers have been conducting studies for over a century to determine best practices for interviewing (see Figure 2.2). The studies have dissected the various factors that influence an interview, such as legal issues, predictor variables, protocol, structure and questioning. Meta-analysis studies began to emerge near the end of the 20th century. The current research on interviewing shows a trend toward refining the interview process to make it a more valid and reliable tool that is less susceptible to personal interpretation and bias. FIGURE 2.2 Developments in Interviewing 1920s 1940s 1960s 1970s 1980s 1990s Focus on discerning good applicants from bad Interviews used to match soldiers with jobs Studies found that using interviews was more reliable than random assignment to positions Investigation into the role of the interviewer Exploration of the sources of bias Scrutiny of interview structures Comparison of question formats Further development of computerassisted interview technologies Created using information from Eder & Harris,
4 M AXIMIZING THE B ENEFITS OF FACE- TO-FACE I NTERVIEWS The Advantages and Disadvantages of Interviews Do interviews always work? The definitive answer: yes and no! Interviews can be and have proven to be an excellent tool for decision makers to use in the hiring process. However, unless developed along solid, researchbased design principles and then implemented with fidelity, the interview is no general prescription for success. Thus, it might be prudent to consider the inherent pros and cons of the interview, as outlined in Figure 2.3. Educators are adept at recognizing potential and adapting ideas to better serve students. The TQI interview protocol we will detail later was developed from research conducted in other fields. FIGURE 2.3 Advantages and Disadvantages of Interviewing Advantages May produce in-depth data not obtainable from an application Provides a forum for asking questions that require lengthy responses Is flexible and adaptable (with certain parameters) to the situation May result in more accurate and honest responses because the interviewer can ask for clarification Allows for probing with follow-up questions to incomplete or unclear responses Provides an opportunity to hear how an applicant communicates Offers interviewers a glimpse of how an applicant interacts with others Gives an applicant a forum to ask questions Lets an applicant feel out the organization by meeting representatives of the school (e.g., members of the interview team) during the interview Disadvantages Is expensive in terms of personnel hours Is time consuming when compared to a review of applications or testing data Involves fewer candidates being reviewed compared with other screening devices (e.g., applications) Requires a variety of communication and interpersonal skills Is subject to bias: An applicant s response may be positively or negatively affected by a personal reaction to the interviewer An interviewer s first impression may be influenced by an applicant s appearance or initial interaction 23
5 The Teacher Quality Index Influences on Interview Outcomes The purpose of the employment interview is to exchange information so that the interviewer can determine if a candidate is a good fit for a given position. Yet many factors complicate this rather straightforward purpose. For example, the applicant may be nervous. The interviewer might have conducted several interviews before meeting the applicant and may be tired or already have a favorite in mind. First impressions may cloud the interviewer s judgment. For all these reasons and more, the validity (i.e., appropriateness) and reliability (i.e., consistency) of interview-based selection decisions may be highly variable due to influences of several factors. Accountability. If interviewers are held accountable for how they conduct interviews, then their recall of details relating to the applicant is better than if interviewers are accountable only for the outcome of the interview (Brtek & Motowidlo, 2002). Halo Effect. Interviewers may be influenced by the strength of a previous response to a question when assessing a subsequent question. Using a rating strategy reduces the halo effect by focusing the interviewer on each question (Kiker & Motowidlo, 1998). Interviewer Training. When interviewers receive training on how to collect job-related information during an interview, they are more effective (Stevens, 1998). Note Taking. When interviewers voluntarily take notes, their recall of interview-related information is better than if they cannot take notes (Burnett, Fan, Motowidlo, & DeGroot, 1998; Macan & Dipboye, 1994; Middendorf & Macan, 2002). Personal Interactions. Interviewees may use soft tactics such as ingratiation to make a positive connection with interviewers (Ellis, West, Ryan, & DeShon, 2002; McFarland, Ryan, & Kriska, 2002). Question Format. The way an interview question is phrased influences the type of information that is gathered. Prompts asking candidates about hypothetical situations result in more consistent ratings than ones asking about opinions or facts (Maurer & Fay, 1988). However, experiencebased questions, which ask about actual performance, are more predictive 24
6 M AXIMIZING THE B ENEFITS OF FACE- TO-FACE I NTERVIEWS of future job performance than situational questions (Huffcutt, Weekley, Wiesner, DeGroot, & Jones, 2001; Pulakos & Schmitt, 1995; Schmidt & Rader, 1999). Scoring Method. The use of a scoring mechanism (e.g., rankings, rubrics) is likely to reduce errors in the interview process (Pulakos, Schmitt, Whitney, & Smith, 1996). Rating scales may reduce bias and enhance interviewers consistency of judgments about candidates responses (Campion, Palmer, & Campion, 1997). Structure. A highly structured interview emphasizes job-related constructs, while a less structured interview is better at gathering information about the interviewee as a person (Huffcutt, Conway, Roth, & Stone, 2001). Generally, the structured interview is more valid than its unstructured counterpart (McDaniel, Whetzel, Schmidt, & Maurer, 1994). Differentiating Factors for Success In designing a teacher-selection interview protocol, specific consideration should be given to the properties of the interview that research has shown to have greater value. Structured interviews, question format, and rating scales are three mechanisms that enhance the likelihood of an interviewer getting the necessary information and evaluating it to make the best hiring decision. Structured Interviews As noted, there are two main types of selection interviews: unstructured and structured. Unstructured interviews tend to emphasize background credentials, personality, and general mental ability. Structured interviews consist of questions related to applied mental skills, direct job knowledge, applied social skills, and organizational fit. They tend to be better predictors of on-the-job success than unstructured interviews (Huffcutt, Conway, Roth, & Stone, 2001). Common issues that can be considered for structured interviews in education include the teacher s relationship with students, colleagues, and 25
7 The Teacher Quality Index parents; knowledge of instructional techniques and their applications; and general background information (Pawlas, 1995). To increase the validity of the structured interview, all questions should be based on job-related criteria, have anchored rating scales, and use multiple trained interviewers (Campion et al., 1997; Castetter, 1996). This standardized format helps ensure that each candidate responds to the same set of questions and is rated in a common fashion. Question Format There is both an art and a science to interview questioning. The way a prompt is phrased predetermines the type of response that will be given. Figure 2.4 presents three question formats, their purposes, and a sample prompt. Which format do you think would be best for getting information about an applicant? FIGURE 2.4 Types of Interview Questions Question Type Description Sample Prompt Informational Candidates are prompted to elaborate on application or résumé information or to recount what they know (e.g., facts, readings) What makes a positive and productive classroom climate? Situational Candidates are prompted to explain how they would handle certain hypothetical situations School is starting in a week, and you have just received your class list. Another teacher tells you that you have several challenging students assigned to your class. What would you do to ensure that you will foster a positive and productive classroom climate? Experience-Based Candidates are prompted to discuss past performance in a specific case Share with me what you do to foster a positive and productive classroom climate. 26
8 M AXIMIZING THE B ENEFITS OF FACE- TO-FACE I NTERVIEWS The informational question format asks applicants to tell the interviewer what they know, not specifically what they do. The situational question format provides all candidates with the same starting point and lets them determine the outcome. However, research has shown that responses to situational questions often relate more to job knowledge than to performance (Conway & Peneno, 1999). The experience-based question requires that applicants tell what they actually can do or have done. So what question format is best in an interview? The short answer is that experience-based questions tend to be best (see, for example, Huffcutt et al., 2001), and situational questions are better than informational questions (Maurer & Fay, 1988). If you want to know about future performance, ask what the person has done in the past. Pulakos and Schmitt (1995) considered the predictive validity of experience-based and situational structured interviews with a sample of 216 government employees who had at least three years of work experience and a college degree. The authors trained interviewers to conduct both kinds of interviews in a panel setup with randomly assigned candidates. When the panel s composite rating was compared to the candidate s supervisor s performance rating, only the experience-based interview correlated with actual job performance. Thus, experience-based interviewing was the better predictor of job performance. In applying this research to teacher selection, one would surmise that experience-based questions would do a better job than other question formats at soliciting information about past performance in the classroom. This makes sense for experienced teachers, but what about novices with limited classroom experience? Would situational questions level the playing field by giving everyone a common baseline? A team of researchers investigated whether a relationship existed between interview ratings and supervisors performance ratings of trainees who had not yet assumed their job responsibilities. In the interviews, trainees were asked a series of questions that were phrased using either a situational or an experienced-based format. The researchers found that interview ratings for the group in which trainees were asked about their experiences significantly correlated with the performance ratings, whereas the ratings for the group asked situational 27
9 The Teacher Quality Index questions did not (Huffcutt et al., 2001). The interviewees were more effective at conveying information about their performance when given an experience-based question than when they were given a hypothetical situation even when they were novices. The experience-based question format may challenge interviewees. As part of the interviewer s introduction to the interviewee, it may be helpful to share the interview format in advance of the interview. Let the interviewee know the interviewer wants to learn about how the interviewee has performed in the past. For individuals new to the teaching profession or returning after an extended hiatus, the interviewer might prompt the interviewees to give examples from other situations. In the case of the sample experiencebased question in Figure 2.4 ( Share with me what you do to foster a positive and productive classroom climate. ), a newly minted teacher might discuss how he created a positive environment for an incoming fraternity pledge class. A career switcher might explain how she got to know each of her employees and empowered them to have ownership in the office environment. A returning teacher might relate an example of volunteer work. Rating Scales The use of a scoring guide grounds interviewers so that they use the same criteria to evaluate responses. As we well know, one person s excellent may be another person s good. Using a common scale with behavioral examples can enhance consistency. A well-developed scoring guide specifies points for good, average, and poor answers (Eder & Harris, 1999). The use of such a scale is assumed to enhance reliability by reducing subjectivity (Campion et al., 1997). Improving Teacher Selection Through Better Interviewing Despite longstanding criticism of interviews validity, they remain the second most commonly used tool for teacher hiring. Research has found that interviews are vital to establishing an organizational match between the 28
10 M AXIMIZING THE B ENEFITS OF FACE- TO-FACE I NTERVIEWS candidates knowledge, skills, and abilities and the culture and needs of the school system (Eder & Harris, 1999). It seems obvious, then, that interviewers (e.g., administrators, teachers, parents, personnel directors) must be trained to conduct more effective interviews and make the best selections. Questions Administrators need to consider what they want in a teacher and ask interview questions that will gather information to help them judge whether the interviewee possesses those qualities. In one study, the actual questions asked by middle school principals (N = 7) in a school district were analyzed by tape recording teacher employment interviews (with the permission of the parties involved) to determine the content and type of questions being asked of teacher applicants (Perkins, 1998). A significant number of the questions (43 percent) elicited responses of factual knowledge. A followup questionnaire found that the principals questions and what the principals said they were looking for did not always align. Each principal asked about credentials, instruction, and classroom management, yet noticeably absent were questions about instructional planning, assessment, and the teacher as a person, all qualities relevant to effective teaching. Accountability for Interview Decisions A procedure for assessing applicants responses to interview questions offers the potential for improving teacher hiring decisions. When schools and classrooms are scrutinized for what makes powerful learning experiences, significant effect sizes are found on a variety of items ranging from the curriculum to the building but what makes the greatest impact is the teacher. In practice, teacher job descriptions often focus on the knowledge and skills of the profession, which are easier to evaluate than other attributes of effective teachers. A face-to-face interview provides a forum for school personnel to assess the interviewee s disposition, which is more difficult to discern from a résumé and application (Delaney, 1954; Eder & Harris, 1999). However, the interview is susceptible to errors; for example, 29
11 The Teacher Quality Index effective communicators may appear stronger in an interview where questions isolate specific items, whereas in a classroom, knowledge, skills, and dispositions work in combination. Conversely, an outstanding teacher may seem nervous in an interview and lack the confidence that is predominant in his or her work with students. Therefore, an interview protocol must be sensitive to these concerns and help interviewers triangulate a variety of sources of information to make an informed judgment. Making the Interview Process Better School districts human resource departments are under continual pressure to provide school administrators with a pool of qualified teacher candidates. No Child Left Behind simplifies the process of identifying highly qualified teachers: it s primarily a matter of looking at certification. Therefore, the challenge for HR departments is not searching for highly qualified teachers, but rather enhancing the likelihood that they are screening for and selecting highly effective teachers. The literature on teacher effectiveness and interviewing provides the basis for the Teacher Quality Index interview protocol, which is designed to support interviewers in distinguishing promising teachers from those with less potential to be effective. The TQI protocol asks teacher applicants about their past performance, and the interviewer or interview team uses an anchored rubric to evaluate responses. Figure 2.5 illustrates the alignment of some sample TQI prompts to the qualities of effective teachers. What is important to note is the distribution of prompts across the range of qualities of effective teachers. It is not an equal distribution; the quality associated with instructional delivery is more heavily weighted. One key feature of the TQI protocol that is different from many published sets of interview question sets is its emphasis on instruction. Classroom management, planning, assessment, and personal characteristics also influence what occurs in the classroom; these factors are represented by multiple questions. Further information on TQI prompts and the interview formats is presented in Chapter 4. 30
12 M AXIMIZING THE B ENEFITS OF FACE- TO-FACE I NTERVIEWS FIGURE 2.5 TQI Prompt Alignment with the Qualities of Effective Teachers Sample TQI Prompt Personal Characteristics Classroom Management Planning for Instruction Instructional Delivery Assessment 1. What do you find most rewarding about teaching? 2. Tell me what you do with students during the first few weeks you are working with them to establish a positive classroom environment. 3. Share with me your long- and short-term planning process for instruction. 4. Describe how you engage students in their learning. 5. Share with me a time you had difficulty with a particular student s behavior and what you did to address it. 6. Explain your grading system to me. 7. Think about an instructional unit you have taught. Tell me why you selected particular instructional strategies to teach the curriculum. 8. Tell me how your assessments accommodate students learning needs. 9. Give me an example of how you establish and maintain rapport with your students. 10. Describe how you promote high expectations for student achievement. 11. How does your use of instructional time demonstrate that learning is students primary purpose? 12. How do you use technology as part of your instruction? 13. Pick a topic in your subject area that is often difficult for students to understand. Tell me what the topic is and how you explain it to students, and share with me directions for an activity you do to help further students understanding of that topic. 14. Think about a lesson that did not meet your expectations, despite planning and preparation. Tell me what you considered when planning to readdress the topic with your students and describe how you altered your approach. 31
Evaluating Professional Development: A Framework for Adult Education
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text:
Now that I think about it, I have another most hated character:
God, mainly in the Old Testament.
Now that I think about it, I have another most hated character:
God, mainly in the Old Testament.
Does he want a pillow for his head?
I also despise Dexter. There. I said it. Now all the Ender and Dexter people can join together and stone me. LOLZ
eNFJ 4w3 sx/so 468 tritype
Neutral Good
EII-Fi subtype, Ethical/Empath, Delta/Beta
RLUEI, Choleric/Melancholic
AIS Holland code
Researcher: VDI-P
I LOVE Gaius Baltar. That is all.
Something Witty
I don't understand his appeal at all. Whether in the show as a messiah character or outside the series. Why do you like him?
@MacGuffin...you stay out of this!
As an aside, I met the actor at a concert of Bear McCreary's music in LA, and he was super-cool and charming. But I had liked the character way before that.
Something Witty
I also think the actor played the character well and Gaius was a central plot driver, the way Ben Linus was on Lost. I thought the actor playing Ben Linus also an excellent job (supposedly he was meant to be a temporary character but the producers loved the way the actor played the role) but I disliked the character in the series.
Gaius is ENTP and hilarious. I'd totally throw him out an airlock and then tell stories about him the rest of my life.
I cannot stand:
the dad in Family Guy - I am so highly irritated by him that I can't watch a single episode. It's just not worth the agitation it causes me.
one of the stupid lead characters in the 'Farscape' series... the american cowboy dude who's the horrible actor and plays a bit of a buffoon - he irritates me to no end so I again cannot stomach waching the series
Jar Jar Binks
There's a definite theme here... insufferable male characters..
I honestly can't think of anyone else right now. Those are the main sorts that trigger me. I usually find the more nefarious sorts of characters interesting, at least. And I've read a LOT of books, but for the life of me I can't think of any characters that I have really hated - enough to make an impression, at least. Since I don't have any lasting impressions.
"...On and on and on and on he strode, far out over the sands, singing wildly to the sea, crying to greet the advent of the life that had cried to him." - James Joyce
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Whether you're looking for professional or manual work, a full or part time role, there could be an opportunity for you here. Top tips for using lentilsBefore you take your lentils out of the water make sure you taste test them first to double check that they're cooked the whole way through. Following it is another splendid image of a group of cadets at West Point, then a great image of a table tennis table and a mural at First Baptist Church, Bemidji, Minnesota.
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New hope for critically ill babies as test diagnoses genetic diseases in days instead of weeks
- Doctors at Children's Mercy Hospital in Kansas sequenced genetic code of four newborns
- Super-quick genetic test reveals DNA variations that point to around 3,500 rare diseases
- The test is projected to cost £8,300. Doctors pointed out that intensive care units can cost £5,000 a night to run
Critically ill babies could be diagnosed with genetic diseases in just days rather than weeks, thanks to a new rapid gene unravelling machine.
Doctors at Children's Mercy Hospital in Kansas sequenced the entire genetic code of four gravely ill newborns and identified genetic diseases in three of them in just 50 hours. This was quick enough to help them
make vital treatment decisions.
Genetic sequencing involves analysing 3.2 billion chemical 'bases' or 'letters' that make up the human genetic code.
Four gravely ill newborns had their entire genetic code sequenced in 50 hours at Children's Mercy Hospital in Kansas
50 hours to diagnosis: How the process works
It can reveal DNA variations that point to around 3,500 rare diseases. Many of these conditions are fatal but around 500 have treatments available.
Up til now the process was viewed by medics as too slow and expensive to pursue.
Study author, Dr Stephen Kingsmore: 'It is now feasible to decode an entire genome and provide interim results back to the physician in two days.'
The study tested two software programs developed at Children's Mercy that were used in conjunction with a high-speed gene sequencer from Illumina called HiSeq 2500, which can sequence an entire genome in about 25 hours.
The company helped pay for the study and company researchers took part in it.
Next-generation gene sequencing machines have driven down the cost of whole genome sequencing, but making practical use of the data has been more challenging, largely because of the time it takes to analyse all of the data.
Dr Stephen Kingsmore led the study into the new ultra-fast genetic testing
As many as a third of babies admitted
to a neonatal intensive care unit in the United States have some form
of genetic disease. Treatments are currently available for more than 500
diseases, but identifying them quickly has been a problem.
genetic testing on newborns using conventional methods takes four to
six weeks, long enough that the infant has either died or been sent
'Up until now, they have really had to practice medicine blindfolded,' Dr Kingsmore said.
Neil Miller, director of informatics at Children's Mercy, said the
software programs help doctors identify which genes to test, and analyze
the data quickly.
of these programs, called SSAGA, allows doctors to order this test based
on the child's symptoms, without having to know in advance which genes
to test for.
The software only maps genes associated with the child's symptoms. SSAGA does this for nearly 600 diseases, but the team is expanding this to include all 3,500 known disease genes, Miller told the briefing.
The team developed a second software program called Runes that helps determine which of the suspected genes was most likely to be the cause of the child's illness.
In the study, the team tested the system on four seriously ill babies whose conditions were suspected of having a genetic cause. One of the boys was found to have a heart defect that the team discovered is also shared by his six-year-old brother. The infant underwent heart surgery and has survived. While two of the other three babies were diagnosed with rare conditions they sadly all passed away.
How the cost of decoding genomes has dramatically fallen since 2008
Dr Carol Saunders,who helped interpret the study results said the study could give parents more information
about the cause of their child's illness and allow them to make
decisions about what kinds of treatments they wanted to pursue.
The test is projected to cost £8,300 ($13,500), but the team believes that may be worth it given the high cost of care in a neonatal intensive care unit, which runs roughly £5,000 ($8,000) per night.
The next move is to broaden the test to include 100 or more babies to determine the benefits, costs and potential problems linked with the testing.
Because the Illumina machine was not available in the United States, the team had to discount the time it took to ship the blood samples to Britain, where the actual sequencing was done.
But Kingsmore said the hospital expects to receive its own HiSeq 2500 machine next month. Eventually, the hospital hopes to have its testing validated, so the researchers can do genetic testing on newborns in hospitals across the United States.
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Thread: Am I asking too much?
11-09-2006, 01:35 AM #1Newbie
- Join Date
- Oct 2006
- Posts
- 23
Am I asking too much?
What I need:
P4 2.8 / AMD 3200+ or similar power processor
1G ram
40GB 7200 rpm drive (min)... 60-80GB would be better)
No control panel needed
Free, timely reboots when required.
100mbs port
At least 5 useable IPs
Bare minimum or zero management ok.
I only need 100GB max bandwidth, so would be vastly under utilizing most that offer 1000GB + per month...
Good mix of quality tier1 bandwidth - savvis, at&t, telia etc.
Central DC (chicago, dallas etc - equinix preferred.)
What I can pay:
$70-$80 / month
A couple of places have come close, but cannot provide all that I require.
Is it possible or not?
Please don't bother with replies that say "if you increase your budget to $90 a month, blah blah blah", as I can't do that.
11-09-2006, 01:57 AM #2Web Hosting Master
- Join Date
- Mar 2005
- Posts
- 1,072
Your budget suits a celeron with 512 RAM better.
I do believe your expectations are too high for ~$75 a month, so unless you can increase your budget you'll either have to settle for worse service or compromise on server specifications.
11-09-2006, 02:11 AM #3Hey, whats your uptime ?
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- Tokyo / Japan
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Does it have to be US ?__--- Nils Valentin ---
☆★☆ Speedtest One: Tokyo / Japan ☆★☆ / Feedback
☆★☆ Speedtest Two: Tokyo / Japan ☆★☆ / Feedback
11-09-2006, 04:37 AM #4Web Hosting Evangelist
- Join Date
- Nov 2003
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- Rovaniemi
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- 483
I have to agree with Jeff, your expectations are a little too high.
I have no doubt there are quite a few hosts who can offer what you ask, but it remains to be seen whether the server will be reliable, and I would say reliability is the whole point of getting a dedicated box in the first place.
If $80 really is your maximum budget then I would suggest to go for a slightly lower server spec.
What exactly will it be used for anyway?█ IceBlueHost | Premium Quality Hosting Solutions
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11-09-2006, 05:17 AM #5Disabled
- Join Date
- Sep 2006
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- 158
fattym, I strongly doubt you'll find the dedicated server with the specs you want for max 80$ IMO. But do search in Google maybe you'll find something suitable but not reliable.
11-09-2006, 05:41 AM #6Junior Guru Wannabe
- Join Date
- Jun 2006
- Location
- Mexico
- Posts
- 78
You can get a server with those specifications (actually abit higher) for $85.00 per month at server4sale in the layeredtech datacenter.
* Intel P4 2.8 Ghz
* 80 GB Drive
* 8IP's (Private Vlan; 5 Usable)
* Easy Managed
Free Setup
$85 /month
11-09-2006, 11:56 AM #7Newbie
- Join Date
- Oct 2006
- Posts
- 23
Yes, LT are about the closest I can find, but it's an extra $10 a month for a 100mbps port, which rubs a bit.
ManageMyBox were close, apart from their DC is in California and their bandwidth providers are not tier1.
The server will be used to host a handful of sites, one of which really could do with a fair bit of power and ram.
I was really wondering if there are any hosts who would consider a discount for my low bandwidth usage. I'd just feel a bit "cheated" when most offer 1000s of gigs and my average per month is about 30G.
I currently have a VPS, but its perfomance is not satisfactory.
11-09-2006, 12:07 PM #8Web Hosting Master
- Join Date
- Dec 2005
- Posts
- 1,270
why not try managemybox.com i have a server with them and they have been great to me.
• Powerful Pentium 4 2.8 GHz
• 1024MB DDR RAM and 120GB Hard Drive
• 1500GB Standard Bandwidth
• 100Mbps port and 10 IP Addresses
• Powered by CentOS or Fedora
only $79 and you get full managed. But you don't have to use it.
11-09-2006, 12:09 PM #9Junior Guru
- Join Date
- Jan 2006
- Location
- Scotland
- Posts
- 214
What about servstra ?
This is within budget but the specs may not be what you are looking for...
http://servstra.com/servers/amd-1.html█████Deltrum Web Hosting - Business Grade Hosting Solutions
█████Shared & Reseller Hosting, Virtual Private Servers & Dedicated Servers
█████High Quality Apache Servers with cPanel and Daily Off-Site Backups
█████w: deltrumweb.com e: [email protected] t: 0845 054 7512
11-09-2006, 12:10 PM #10Aspiring Evangelist
- Join Date
- Oct 2006
- Location
- Tipton, IN
- Posts
- 417
Sorry, you may be better suited for a HIGH-END VPS solution.
11-09-2006, 12:22 PM #11Newbie
why not try managemybox.com
- Join Date
- Oct 2006
- Posts
- 23
What about servstra ?
Sorry, you may be better suited for a HIGH-END VPS solution.
11-09-2006, 12:32 PM #12Community Guide
- Join Date
- Nov 2005
- Location
- Minneapolis, MN
- Posts
- 1,648
Colostore might have a "bargain basement" box that fits your needs?Eric Spaeth
Enterprise Network Engineer :: Hosting Hobbyist :: Master of Procrastination
"The really cool thing about facts is they remain true regardless of who states them."
11-09-2006, 12:33 PM #13Aspiring Evangelist
Originally Posted by fattym
- Join Date
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- Tipton, IN
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- 417
11-09-2006, 02:41 PM #14Newbie
- Join Date
- Oct 2006
- Posts
- 23
colo is too much hassle at this particular point in time. Maybe something to consider for the future, though.
11-09-2006, 03:15 PM #15Aspiring Evangelist
- Join Date
- Feb 2005
- Location
- Norway
- Posts
- 391
I got a server at Ezzi.net at $59/mo which is a amd64 athlon 3200+, 512mb ram, 40gb ide, 2400gb (1200 in/out) (though, got upgrade from sempron3100 because of delivery delay. They offer one-time-fee ram upgrades, so you could have 1.5gb ram server at $59/mo for a one-time fee of $75. Reboots are also free. So, guess its fully possible to get something around that price.. email sales there and ask if you can get a quote for server with only 100gb bw, maybe you'll get it even cheaper? You just need to look around a lil more I guess..gl =)
- sorry if I misread something. And btw. the DC is in NY I think, nice ping to EU =)
Last edited by UrlGuy; 11-09-2006 at 03:19 PM.


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Explora Lim, Sol Nasce e outros!
Watching the sunrise from up above #myviewfromabove #hellolondon by kellynnnnn
"VIAJE DEL SOL" by lilith1521 ❤ liked on Polyvore featuring Alice + Olivia, 3.1 Phillip Lim, Sisley, Equipment, Magid, Paul & Joe, Kate Spade and Fujifilm
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Bow Lake Clouds by Michael T. Lim - Photo 84538783 / 500px


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