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1. Salary Principles
a. Introduction
The university recognizes the importance of its faculty and the need to invest resources in them to develop and maintain the capacity to achieve its mission. A fundamental purpose of the University of Colorado is the teaching of students; it is faculty members who provide that instruction. The faculty convey the latest information and techniques to students so that our graduates can be locally, nationally, and internationally competitive. A second fundamental purpose of the university is to generate new knowledge. Faculty members define the cutting edge of their fields of knowledge through their research, which also strengthens the education of their students. Faculty members contribute to the university's well-being, mission, and operations through shared governance and leadership and service to the institution and the community. [A glossary of salary terminology is located at the end of this policy.]
b. Principles
(1) Faculty compensation is a major factor in securing the quality of the university's academic programs. Therefore, the salary needs of the faculty will be a high-priority element of budgetary planning each fiscal year. (Note: Compensation in addition to salary is determined at the university level and is described in Regent Policy 11-F Benefits).
- Merit shall be the prevailing factor in all recommended salary increases. Determinations of merit shall be made by a collegial and consultative process within the primary unit using clearly articulated standards of merit and employing existing primary unit (defined in the glossary) guidelines, including peer review.
- Salary increments shall be used to reward merit defined in terms of systematic, comparative evaluations of teaching and learning facilitation, research and creative work, clinical and/or professional practice, where relevant, and leadership and service and outreach. A unit head recommends a salary increment based upon the weights specified in each faculty member's workload assignment.
- Each campus may implement structural adjustments for market, career merit, salary equity, and promotion, as needed, within the guidelines of the salary policy, always basing such adjustments upon the systematic, comparative evaluation of merit. In keeping with the collegial and consultative process of determining merit increases, the general guidelines and rationale for structural adjustments given in a primary unit shall be made known to its faculty early in the process.
- Primary units may choose to evaluate merit over multiple years (up to five years) in order to reflect ongoing achievements in teaching, research, and leadership and service that may not yield measurable results in any given year. This principle of a rolling measure of merit recognizes that some projects require years to come to fruition and that strongly productive years may coincide with years with low salary pools. This approach produces more equitable and accurate results.
(2) Salary pools (defined in the glossary) may differ from campus to campus. The approved range in the salary pools must include both base-building and any non-base building salary adjustments.
- Academic units that have approved alternative faculty compensation plans shall follow the requirements of those plans. Such plans may differ from the details contained in this policy. However, alternative compensation plans shall uphold the basic principle that merit is the prevailing factor in all recommended salary increases.
- Each campus shall develop a plan for allocation of approved salary levels that provides guidelines for implementing these salary principles. Plans must be developed and implemented in consultation with faculty. Plans must also adhere to adopted principles, but may differ in specifics from campus to campus where those differences are appropriate and justified. Campus plans shall address the processes of determining salaries for the faculty and shall be made available to all campus faculty members.
- Faculty members may be awarded non-base building salary based on merit and in accordance with specific criteria and guidelines approved by the campus chancellor. These increases may be awarded for no more than one academic year at a time; however, they may be renewed in subsequent years. Non-base building increases may take the form of fellowships, awards, etc. The use of non-general funds as the source of such compensation is encouraged. Award criteria and source of funding must be approved in advance by the campus chancellor.
- The university has long recognized non-base building salary increases for extra duties authorized in accordance with defined approval processes in Section H, Additional Pay.
(3) An Open Process. There must be ongoing communication regarding standards of performance for merit increases among faculty members and all administrative (chairs, deans, and campus academic affairs office) levels. All annual merit evaluation standards for faculty members shall be developed in consultation with them and incorporated into primary unit criteria. These standards must identify what level of performance meets professional expectations. Also, annual policy decisions to provide competitive increments or to address relative internal salary position shall be made known to faculty members. Each faculty member shall have access to a copy of the evaluations and recommendations, from all administrative levels, regarding his or her review for a merit increase.
Each campus shall have a salary oversight committee composed of faculty members and administrators. The faculty representatives shall be selected by a method that is mutually agreed upon by campus faculty governance and campus administration. The committee shall examine the salary process on the campus and review salary recommendations -- by category rather than by individual case -- to ensure compliance with this policy. It is the responsibility of this committee to assure that peer ratings of merit are, on the whole, the primary determinants of salary adjustments.
Each campus shall have in place a salary grievance process to which faculty members may turn for review of their individual salaries.
2. Salary Policy
a. Salary Adjustments. The resources for salary increases are dependent on: (1) external decisions, e.g., state funding and; (2) system decisions, based on general principles for allocation to the campuses worked out collectively by the chancellors and the president, subject to approval by the Board of Regents; and (3) internal decisions, e.g., each campus's stated goals for compensation based on analysis of the competing demands for resources among campus priorities.
Each campus wishes to compensate its faculty in a manner that explicitly rewards meritorious performance in teaching, research and creative work, clinical and/or professional practice, where relevant, and leadership and service and in a manner that is competitive with its marketplace (as fiscal constraints allow). Accordingly, unit heads should provide separate evaluation scores for: instruction and learning facilitation, research and creative work, clinical and/or professional practice, where relevant, and 3) leadership and service and outreach. The evaluation scores should be weighted according to the individual's agreed-upon workload allocation or as assigned in the prior year.
A range for each campus's salary pool increase or decrease shall be developed by the president and campus chancellors and approved by the Board of Regents each spring as part of the ongoing budget process.
Funds for salaries and annual merit increases derive from several sources, including state appropriations, tuition, grants and contracts, endowments, and faculty practice plans. The award of merit increases depends upon the funds available. Increasingly, faculty activities are becoming a major source of those funds.
Notwithstanding any provision of this policy, the chancellor or the president may designate funds to distribute for salary increases for extraordinary merit, equity, market, promotional, title changes, and additional responsibilities (without a title change).
b. Salary Freezes and Decreases
When the salary pool is inadequate to provide base salary increases for faculty members, the following options are available to the campuses:
- Base salaries may be frozen; or
- Base salaries of faculty members may be decreased as follows:
- simultaneous uniform percentage decreases in the salaries of all faculty members on a campus, or
- simultaneous uniform percentage decreases in the base salaries of a class of faculty members on a campus such as those of a particular rank, or in a particular department/school, institute, center, or in a particular funding source. When base salaries are to be decreased as described in this section, the campus salary oversight committee shall review the criteria for such differential decreases as part of its normal oversight.
c. Relevant Policies
(1) Salary Increases Are Merit Based. Article 11.A.1 of the Laws of the Regents, established that salary increases for faculty members are to be given on the basis of the systematic comparative evaluation of merit, and in consideration of each individual's assigned differentiated workload assignment and total contributions to the university.
Adjustments are based on peer evaluations of a faculty member's record in teaching, research/creative work (clinical and/or professional practice, where relevant) and leadership and service.
(2) Role of Primary Unit, Department Chair, and Dean. Each primary unit develops and makes available to all faculty members a written statement of criteria for salary increase recommendations.
Because of the dean's and the vice chancellor's roles in the annual salary review process, the criteria used by primary units must be developed in consultation with the dean and the provost/vice chancellor for academic affairs.
Recommendations for merit increases are to be determined by the department. In primary units where a salary committee may make the salary increment recommendations, the chair may submit comments to the dean in addition to the recommendations but may not overrule recommendations of the department or of regularly constituted committees of the department. When a school, college, or library is the primary unit, recommendations for merit increases are to be determined by the dean in consultation with school, college, or library faculty (who provide the peer review).
Deans also play an important role in the determination of salary increases. According to the Laws of the Regents [Article 4.A.2 (C)], deans are responsible for "budgetary planning and allocation of funds," including recommendations regarding faculty member salary adjustments. As deans are responsible for the overall intellectual health and vigor of their schools, colleges, or libraries through academic planning and budget decisions, they are responsible for ensuring that allocations of merit-based salary increments to individuals and of unit merit funds to units serve the larger academic purposes of the primary unit. Similarly, the provost/vice chancellor for academic affairs and the chancellor have responsibility for ensuring that the overall allocation of salary adjustments to colleges, schools, and libraries serves to benefit the campus as a whole and that the process of annual salary adjustments conforms to this policy.
Campus merit evaluation processes must carefully balance the need to reward extraordinary performance with the need to reward meritorious performance that is the backbone of the university. Campuses should set goals for salary allocations that embody this principle of fairness.
(3) Merit, Market, and Other Factors. While salary increments are given to reward the performance of meritorious individual faculty members, other legitimate considerations may shape the allocation of resources for salary increases to schools/colleges and units in order to further the goals of the campus as a whole.
(a) While campus allocations to primary units should be made on the basis of merit, highly productive units should be more highly rewarded than less productive units, just as highly productive faculty members should be more highly rewarded than less productive faculty members. In order to identify highly productive units for purposes of unit merit allocations, each campus, in a collegial process involving faculty members and administrators, should develop a process for evaluating the merit of academic units, using criteria that assess the contributions of the unit to the campus's role and mission in the areas of teaching, research and creative work, leadership and service and outreach, and clinical and/or professional practices at appropriate units.
(b) Competitive (market) increments are permitted to units in which there is a significant deviation from the appropriate market reference (as measured by peer group or other relevant indices) and there is evidence that faculty recruitment and retention are adversely affected. These increments may not be given across-the-board to all members of a unit or department, but by rank and discipline, where needed, and always on the basis of merit.
(c) The policy recognizes the balancing concern of relative internal salary position. Care must be taken to ensure that market salary strategies do not lead to the development of basic unfairness in salaries within or across disciplines. Examples of this balancing strategy include but are not limited to special allocations to address structural inequities between and among ranks including:
- allocations to address salary inequities of women, minorities, and other protected classes; and
- allocations to address compression among meritorious faculty members caused by economic factors.
Other legitimate grounds for salary increases include promotion and periodic review of career merit. Salary differences arising from differences in the merit of performance should be expected, and are not grounds for equity adjustments.
d. Implementation. Implementation of adjustments usually is effective the first day of each fiscal year, which is July 1. For individual increases that equal or exceed twice the percentage of the salary pool -- e.g., 7% or above in a 3.5% campus pool -- explanatory notes are expected to accompany the recommendation.
e. Delay in Implementation and/or Mid-Year Salary Adjustment. For fiscal reasons, a chancellor or the president, for system administration, may decide to delay the implementation of approved salary adjustments to a date certain beyond July 1. Subject to board approval, campuses may implement a mid-year salary adjustment process for additional salary adjustments.
f. Salary Increase as a Term of a Retirement Incentive Agreement for Tenure or Tenure-Track Faculty. Notwithstanding any other term or provision of this policy, the chancellors have limited authority to negotiate a salary increase as a part of an approved retirement incentive agreement for a tenure or tenure-track faculty member.
g. Salary Adjustment for an Administrator Returning to a Faculty Position. The faculty salary of an administrator returning to a faculty position shall be determined by the appointing authority in consultation with the dean of the college and the chair of the unit in which the faculty position is rostered. The appropriate salary shall be based upon the faculty member's academic and administrative experience, expertise, standing in the discipline, and duties the faculty member is expected to perform. The faculty member's salary shall be within the salary range of faculty of the same rank in the academic unit and shall be no higher than the highest salary in the academic unit. The president (or the Board of Regents in the case of a president returning to the faculty) may authorize and approve exceptions to this policy only under the most extraordinary circumstances.
h. Additional Pay. It is recognized that in certain instances additional pay is necessary to the mission of the university due to the breadth of the university's instructional and service programs. In limited circumstances employees may be asked to perform additional work integrated throughout their regular assignment, or work that is at a substantially higher level than their current assignment. In some cases the employee cannot be reasonably expected to maintain their current workload within their normal work hours. Additional pay is most appropriate in those cases in which the employee is working on an assignment outside normal duties. Additional work hours do not count as extra service credit toward retirement; however, such earnings are subject to retirement contributions and deductions as applicable under the appropriate retirement plan.
Additional pay to employees providing services, on an overload basis or outside their normal duties, must be determined by the department head and other appropriate administrative officials, and approved according to campus policies and processes. Departments are encouraged to provide release time, when feasible, in lieu of additional pay when an overload assignment is necessary. All recommendations for additional pay must be accompanied by documentation of the nature of the overload assignment and summary of the employees' current responsibilities.
Additional pay from appointments involving two or more departments/units requires approval from all departments/units involved. All recommendations must be submitted in advance to permit time for review and approval. In no case should an employee be paid additional pay that was not pre-approved.
(1) Extra Work Outside of Regular Duties. Additional pay for extra work outside of a full-time faculty member's regular duties may be authorized in writing by the supervisor and dean of the faculty member's primary unit for the following:
- Overload teaching
- Continuing education teaching
- Summer school teaching
- Intersession teaching
- Summer sponsored research, and
- Institutional agreements as per a contract or grant.
(2) Administrative Stipend. A faculty member who has an administrative appointment or compensatory duties outside the scope of the primary position's scope of responsibilities may qualify for an administrative stipend with written approval by the supervisor and dean of the faculty member's primary unit, and as may be required by the chancellor or president. Examples include:
∙ University leadership and service, such as department chair or faculty governance; and
∙ Significant workload increase, leadership, or supervisory responsibility such as Executive MBA stipend.
(3) Fellowships, Grants and Awards. Faculty fellowships and grants, and recognition and achievement awards constitute other forms of additional pay.
Additional Pay
Additional pay is a non-base building increase to salary authorized when an overload assignment is necessary to carry out the responsibilities of the university and the employee's normal workload cannot be adjusted to permit the proposed work to be done as part of their regular duties. Administrative stipend, faculty fellowships and grants, and recognition and achievement awards constitute forms of additional pay.
Administrative Stipend
An administrative stipend is a form of additional pay authorized to be added to annual salary, either monthly or as a single amount, for additional duties or services the employee provides outside the primary position's scope of responsibilities. Administrative stipends are time-specific and shall not continue beyond the termination of the additional administrative duties.
Career Merit
Merit is the constant principle on which salary increases are made, but, because the salary pool varies from year to year, the actual "reward" that a faculty member gains for meritorious performance can vary from year to year. Two faculty members who begin with the same salary and who have equally productive records could find themselves, after 5 or 10 years, with different salaries simply due to variations in the merit pool from one year to the next and the timing of their productivity. Evaluations using career merit allow a unit to remedy any inadvertent discrepancies caused by the vicissitudes of budgets and timing.
The university is committed to equity for minorities and women and has followed a practice of periodic reviews of the salary profiles of these groups compared to others. Each campus also now has a process for reviewing the salary grievances of individual faculty to ensure equitable evaluation of merit.
Market Increments
Market increments are increases in salaries given to departments and/or individuals to match significant competitive changes in the salary available to members of a particular discipline or specialty at comparable institutions. At times, shortages drive up the salaries of specialists in a field; in order to keep valued faculty in these fields and maintain quality at the university, market increments are provided.
Merit is the historical basis for all salary increases at the University of Colorado. Peer evaluation of faculty performance in the areas of teaching, research/creative work, and leadership and service forms the basis for merit increases. Salary adjustments or increases that take into account market, career, equity, or structural factors must be simultaneously based on merit.
Non-Base Building Salary
Non-base building salary, authorized as additional pay, may come in the form of a stipend, fellowship, grant or award. Like other types of salary, it must be granted on the basis of merit. Non-base building salary may be authorized if funds are available and for no more than one year at a time. Recipients may be eligible to receive non-base building salary in subsequent years, but the university is under no obligation to renew the award. The use of non-general funds as the source for such salary is encouraged. Campuses that provide non-base building salary must develop specific guidelines with criteria for such awards. Criteria and sources of funds must be approved in advance by the chancellor. Non-base building salary is one of the university's strategies to increase resources for the faculty.
Primary Unit
Primary unit refers to the unit composed of professional colleagues having authority to make personnel recommendations. In schools, colleges, or libraries with departmental organizations, each department will constitute a primary unit. In a school, college, or library without such organization all tenured and tenure-track faculty members shall have responsibility for developing the terms of their working structure whereby the primary unit is defined.
Salary Adjustments
Salary adjustment refers to either increases or decreases in salaries.
Salary Pool
The term salary pool refers to the maximum average percentage increase in salary approved by the Board of Regents.
Structural Adjustments
Structural adjustments are granted to whole units or categories of faculty when it is determined that the entire structure of salaries is out of alignment. For example, salary compression for senior faculty could lead to the decision to make structural adjustments to the salaries of full professors.
(Former Regent Policy 11-E 401(a) Optional Retirement Plan for Faculty and Unclassified Staff, adopted 8/20/92 was rescinded on 05/19/09 as the provisions have been incorporated into new Regent Policy 11-F. Benefits. As part of the 05/19/09 resolution, the board authorized staff to reformat and renumber the sections contained in Policy 11. This policy is now listed at Policy 11-B.
New Regent Policy 11 regarding Faculty Salary, approved 05/19/09:
- Replaces and incorporates the provisions of Regent Policy 11-F-2 Compensation Principles and Policy for Faculty and Glossary, adopted 8/8/96; rescinded on 05/19/09.
- Replaces and incorporates the provisions of Regent Policy 11-F-2 Addendum to Compensation Principles and Policy for Faculty, adopted 8/12/04; rescinded on 05/19/09.
- Replaces and incorporates the provision of additional pay for extra work contained in Regent Policy 5-D Additional Remuneration For Extra Work, adopted 11/3/05; rescinded on 05/19/09.
- Incorporates the provision for faculty salary computation for a faculty member ending an administrator appointment and returning to a faculty appointment contained in Regent Policy 3-I. Compensation for Administrative Officers Returning to AY Faculty Positions, revised 6/2/04.)
History: Approved 05/19/09; revised 04/29/14


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Hotel Imperamare
The Imperamare Hotel, called by its customers charming and cosy, in the vicinity of the magnificent Citara Bay and with a marvellous ocean view and nearby the famous Gardens of Possidon (about 150 mt from the beach by foot, shuttle service to the beach and to the gardens gratis). You are at home in this family run hotel with the hospitality and kindness of the owner family. A restaurant with sea view, sun sets and air conditioning, providing typical Mediterranean cuisine; to the restaurant belongs also two outside panoramic terraces with a snack bar. In the restaurant lunch at 16 Euros and dinner at the price of 20 Euros, 4 courses, is available. Surrounded by mediterranean vegetation is the thermal swimming pool (35-38 C) with hydro-massage, massage cascade, Finnish Sauna, Turkish bath, Kneipp path for your wellness and relaxing time. Sun-equipments in the big garden area are without surcharge. Car park, a playground for children is available, a designer lounge bar, Sat TV room and a library, Internetpoint, free wifi everywhere, heating, Special arrangement with thermal baths, discount for beach umbrellas and deck chairs on the Citara beach. Middle-sized pets allowed. Tennis courts about 400 m away. Distances: Bus stop outside the hotel, but on the main street (25 mt) for easy travel connections with the whole island. Shops, boutiques and bars/clubs nearby. About 900 m from the centre of Forio. Set in calm and pleasant place you will enjoy your stay in this hotel, especially with the new lounge bar.
Rooms with sea view, garden view, balcony or terrace, shower, hairdryer, Tv-Sat, telphone, minibar, heating, air conditioned (on request 8,00 Euros a day).
Hotel offers also on request with surcharge deluxe sea view, balcony rooms with massage shower, colourtherapy, radio, Cd, i pod docking, heating, minibar, A/C, bath gown.
Groups are accepted. We organize trips to Naples, Capri, Pompei, Amalfi, Positano, Sorrento. Spoken Languages: English, French, German, Spanish, Italian, little Russian
please notify LATE arrivals
Availability & RatesTo view availability and prices please select dates and click 'Update Dates'
Hotel Facilities & Policies
- Adaptors
- Air Conditioning
- Airport Transfers
- Bar
- Bicycle hire
- Bicycle parking
- Book Exchange
- Free Breakfast
- Cable TV
- Cafeteria
- Child Friendly
- Children's Play Area
- Concierge
- Cots available
- Credit Cards Accepted
- Currency Exchange
- Direct Dial Telephone
- DVDs
- Express check-in / out
- Telephone/Fax Facilities
- Free Internet Access
- Free Parking
- Free WiFi
- Fridge/Freezer
- Hair Dryers
- Hot Showers
- Hot Tub
- House Keeping
- Internet Access
- Laundry Facilities
- Luggage Storage
- Meals Available
- Meeting Rooms
- Mini Bar
- Nightclub
- Non Smoking
- Outdoor Swimming Pool
- Outdoor Terrace
- Parking
- Pet Friendly
- Postal Service
- Reading Light
- Reception (limited hours)
- Restaurant
- Room service (limited hours)
- Safe Deposit Box
- Sauna
- Shuttle Bus
- Swimming Pool
- Taxes not included
- Tours/Travel Desk
- Towels For Hire
- Wi-Fi
Cancellation PolicyThis property has a 1 day cancellation policy. Failure to cancel within this time will result in a cancellation charge equal to the first night of your stay.
DirectionsShow MapHide Map
By plane or train:
From the airport or from Naples railway station, go to Molo Beverello or Mergellina and take the first ferry or hydrofoil leaving for Ischia, Casamicciola or Forio. Than you have to take the bus numer 1 or CS to Forio, direction Panza, your bus stop is Cuotto Citara,number 73. Now you are nearly in your hotel, go back twenty meters, on the left side is the entrance of your hotel, a little bit hidden but marvellous and quiet.
By car:
From the highway, take the tangential road for Naples, exit at Pozzuoli, via Campana, go to the harbour of Pozzuoli and then take the first ferry leaving for Ischia.
Nearest bus stop is about 25 m from the hotel and it is called Cuotto Citara, number 73.
On request and by payment transfer from Naples airport or station to and from the hotel - Shuttle bus service to the beach is free of charge. We organize trips to Naples, Capri, Pompei, Amalfi, Positano, Sorrento.
Located Near
The famous Citarabeach and the Gardens of Possidon. Not far away from the City center of Forio (about 800 mt by foot), ten minutes with the bus.

subset: commoncrawl


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grizzly wrote:i might have to come if michelle really wants to show grizzly - i don't have a clue about show
it's a little hot for griz in june
but if i do go i hope they bring more weight!
dogcrazyjen wrote:Is there a web site for this show?
dogcrazyjen wrote:What venue is it?
Magnolia618 wrote:I'll be bringing Trey so that he can try on his "new" harness!!!
What day should I be there, Karen?
If you do a temporary listing on him you can do the pull.
Magnolia618 wrote:If you do a temporary listing on him you can do the pull.
Oh, I'd love to, but I dont think there is any way he will/can be ready by then. He's only about a year old.
one year old is perfect age to start a dog.
mnp13 wrote:uh....
we need whatever Connor needs to pull UKC. He's neutered.
you tell me.
Users browsing this forum: No registered users


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By Michael Roddy
VENICE (Reuters) - Sandra Bullock put in a call to the astronauts on the International Space Station for tips on how to play her latest role in space drama "Gravity", but America's "Miss Congeniality" says she will never give up playing comic roles.
"I will do comedy until the day I die: inappropriate comedy, funny comedy, gender-bending, twisting comedy, whatever comedy is out there," Bullock said on Thursday in an interview with Reuters Television.
"Even a bad TV show - if that's where I have got to go at the end I will go there if it's comedy," she said the day after "Gravity", in which she co-stars with George Clooney, got its world premiere at the Venice film event.
Bullock and Clooney reportedly were not Mexican director Alfonso Cuaron's first choices for the roles of space scientist Ryan Stone and her country music-loving mission commander Matt Kowalsky, but Bullock went at the part with a vengeance.
One of the ways she prepared, she told a news conference on Wednesday, was by putting in a call to the astronauts on the International Space Station. She left a message and, she said with a hint of surprise in her voice, they called back.
"I was asking silly questions, 'Where do you go to the bathroom?' and in the end I got a viewpoint of these people who we've idolized, these astronauts," Bullock said.
"And the viewpoint is that they care about life, our life and what we're doing with it so much - that's why they're up there. But I was really honored that they would call me back, and you know they are normal people who do extraordinary things."
Bullock said she has suffered setbacks but sees them as a learning experience.
"I've handled adversity and I'm sure there's a lot more to come," Bullock said.
"I haven't always acted or reacted in a way that made me proud but I didn't make that same mistake twice and I think that's what I love about adversity is that it always reminds me of what's really valuable in life."
She said her performance in Mexican director Alfonso Cuaron's "Gravity", which required that she spend time in an LED-lighted box to help produce the film's stunning special effects, had been demanding physically and mentally.
"It wasn't a walk in the park for anyone involved, especially Alfonso," Bullock said.
"I mean the immense pressure that he was under, technicians were under, no one knew if this would work until the day I got into the first contraption.
"Even then they didn't know if it would work technically or if the actor in the contraption could pull it off, it was a great unknown every single day because we were all in the same boat.
"Everyone was in it together. There was no one-upmanship on this film."
(Additional reporting by Mike Davidson; editing by Andrew Roche)


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MADRID (AP) — More than 300 directors of some 140 health centers in Madrid resigned from their posts Tuesday to protest plans to partly privatize the region's public health service.
The regional government of the Spanish capital plans to outsource the management of six of 20 large public hospitals in its territory and 27 of a total of 270 health centers. It argues it must do so to fix the region's finances and secure health services.
On Monday, thousands of medical workers marched through Madrid to protest the plans and other budget cuts.
Health care and education are currently administered by Spain's 17 semi-autonomous regions rather than the central government. Most of the regions, however, are struggling financially with high debt and an economic recession. Hit badly by a real estate crash in 2008, the national unemployment rate has soared above 26 percent.
Meanwhile, the Spanish Treasury said it planned to borrow €230 billion ($300 billion) in 2013— down from €250 billion last year — and expects to pay lower interest rates than those that battered the country in 2012.
Spain's borrowing costs have dropped sharply from unsustainable highs last year after the European Central Bank pledged to help countries such as Spain by buying up their short-term bonds. The interest rate on Spain's 10-year bond — an indicator of investor appetite — hit a high of 7.54 percent in July but is now trading at 5.05 percent.
The Treasury said net borrowing, after existing loans are refinanced, would be €71 billion. Spain faces its first test of market sentiment of 2013 on Thursday when it seeks to raise up to €5 billion in bonds.


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In 1962, Doc Watson and some of his musician neighbors set out from their home in the Blue Ridge Mountains on the journey of a lifetime, to perform at the Ash Grove folk club in Los Angeles.
"I remember the first trip we did," Watson said in a 2008 interview. "We borrowed a little station wagon from the late Clarence Ashley's son and drove to California and back, and I remember thinking, 'Lord, what a big old country this is.' I was a mountaineer, just a country boy. I'd never been nowhere like that before."
An earlier version of this obituary reported Watson's date of birth as March 2, 1923. He was born March 3, 1923....


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(Adds background)
LONDON, May 14 (Reuters) - A British teenage cancer sufferer who raised more than 3 million pounds ($5 million) for charity after his fund-raising campaign went viral on social media has died, his family said on Wednesday.
Stephen Sutton, 19, died in his sleep on Wednesday morning, his mother Jane said on Facebook.
Sutton, who was first diagnosed with bowel cancer four years ago, raised the money for the Teenage Cancer Trust charity and won the support of numerous celebrities and politicians, including Prime Minister David Cameron.
"My heart is bursting with pride but breaking with pain for my courageous, selfless, inspirational son who passed away peacefully in his sleep," Jane Sutton wrote to her son's 900,000 followers on Facebook.
Sutton originally set a 10,000-pound fund-raising target after being told his cancer was terminal in 2012. However he received over 100,000 public donations and raised his target to 1 million pounds after a final "goodbye" message he posted on Facebook went viral."It's a final thumbs up from me," the teenager wrote alongside what he thought was a last picture of himself in a hospital bed.
"I've done well to blag things as well as I have up till now, but unfortunately I think this is just one hurdle too far."
News of Sutton's plight quickly spread and celebrities including British actor and comedian Stephen Fry and music mogul Simon Cowell gave their support.
Cameron wrote on Twitter: "I am deeply saddened to hear that Stephen Sutton has died. His spirit, bravery and fundraising for cancer research were all an inspiration."
Sutton was discharged from hospital at the beginning of May after his health improved but his family said on Tuesday that his condition had deteriorated and he was struggling to breathe.
Speaking about the money he had raised, he once told the BBC: "I don't actually do what I do for recognition. I love nice comments but I do what I do because I find the best way to help myself is to help others.
"I'm proud of the feeling I get just by raising all this money," he added. (Reporting by Jack Stubbs; editing by Stephen Addison)


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Welcome to DCCADV's Resource Center! Here you will find a number of organizations and publications to help you learn more about domestic violence and community resources.
DC Domestic Violence Community Resources »
This page will connect you to domestic violence related resources and service organizations. Many of the organizations listed provide services to victims of domestic violence including emergency shelter, 24-hour crisis hotlines, food, clothing, transportation, legal assistance, counseling, community education and more! We invite you to learn more about our organization and the organizations that are part of our network. The page covers resources and organizations in DC, Virginia and Maryland. To access our community resource directory click here.
Publications »
DCCADV produces a number of excellent publications available free of charge. This page will connect you to domestic violence awareness materials, our newsletter and other important resources. Click here to learn more about DCCADV's publications.
Domestic Violence Fact Sheets »
Get the facts about domestic violence. Learn more about survivor needs, challenges and services. This page offers resources that shed light on the devastating impact of domestic violence. Click here to access DCCADV's domestic violence fact sheets.
Statistics »
Here you can learn more about the prevalence of domestic violence in the District of Columbia. This page lists current statistics from the Metropolitan Police Department, the Domestic Violence Intake Centers, Centers for Disease Control and Prevention, the Family Violence Prevention Fund, and the U.S. Department of Justice. Click here to access DCCADV's domestic violence statistics page.
Training and Outreach Resources
- Visit to DVIC (PDF)
- Protection Order Brochure (PDF)
- DCCADV Predominant Aggressor (PDF)
- Criminal Process (PDF)
- DC DV Laws Guide (PDF)
- Call to 911 (PDF)
- Contempt of Process (PDF)


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While Apple quietly goes about its business today, Samsung has revealed the date its enhanced, higher-specced version of the Galaxy Ace is to reach UK shores - and it's tomorrow, 17 March.
A variety of network providers will be offering the handset, at various price plans, including Vodafone, and Simon Stanford, UK vice president of the company's UK & IRE Telecommunications & Networks Division labels the phone as a mid-range device.
"We've had a positive response to the Galaxy Ace Plus since announcing it earlier this year and are looking forward to offering fans of the much-loved Galaxy Ace an alternative device," he said. "As with all smartphones in our Galaxy range, the Galaxy Ace Plus is stylishly designed and packed full of features making it a great mid-range phone for our customers."
The Plus designation means that this latest handset offers a boosted 1GHz processor, 3.65-inch screen and is Gingerbread (Android 2.3) from the box.
The rest is the same as before; 5-megapixel camera on the rear, USB 2.0, Bluetooth v3.0, Wi-Fi, 512MB of RAM, 3GB on board storage and a microSD card slot to expand it by up to an extra 32GB.
All of the usual Samsung software and TouchWiz tomfoolery are also present.


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Regional Science Centre
, Bhopal
Besides the indoor galleries, Science Centre is having a
unique Science Park spread on a lush green land of 3 acres, which contains more
than 60 nos. of interactive fun-filled working exhibits.
Visitors while playing with them learn various scientific principles.
HOMEFacilitiesDisclaimerRTIMembershipGENERAL INFOPrivacy PolicyContact UsSite MapFeedback


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9 Designers to Discover at Design Miami/ 2014
Artsy Editorial
Signature: Stamp on the Underside
Jonathan Muecke reinterprets common designs to call attention to their individual qualities, definitions, and purposes. Born in Cody, Wyoming, Muecke received a degree in architecture from Iowa State University, followed by an internship with Herzog & de Meuron in Basel, Switzerland. Now working from his studio in Minneapolis, Minnesota, Muecke confronts and reflects on common forms to inspire the viewer to question the objects' universal meaning. "There's something about them that makes perfect sense and something about them that doesn't make any sense at all" he has said of his objects, which include Mass (2011)—an empty, cavernous black vessel coated with coal slag—and Frame (2011)—an enigmatic, three-dimensional construction of polished stainless steel.
American, b. 1983, Cody, Wyoming, based in Minneapolis, Minnesota
9 Designers to Discover at Design Miami/ 2014
Artsy Editorial
Design Miami/ Questionnaire
Artsy Editorial
Design 101 at Design Miami/
Artsy Collecting


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A series of fibreglass yachts ranging from 85 to 115 feet, with new plans to increase the size to over 155 feet. A true fleet able to satisfy the most demanding Owners, in terms of both style and substance.
Quiet, functional and easy to manage boats for a simply unique yachting experience: once on-board you will feel an immediate sense of well-being combined with class and maximum comfort.
A new way to experience the sea, with Innovation and Ethical values to the fore. Because sailing is a privilege that should be experienced without ostentations, rushing or any kind of waste. To enjoy the sea whilst respecting Nature and the economic value of every single action. A real commitment made of style and substance. A project that has become a new point of reference for the sector in just a few years. This is our "ecological dream", which takes place in three different key steps: starting from theECOTHINK philosophy to ECOTECHinnovations, up to a new onboard experience, ECOLIVING.


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Picton, New Zealand is a cute little town. It's also an important port that connects New Zealand's South Island to Wellington, and the North Island. And more importantly for cruisers, it's the gateway to both the renowned Marlborough wine region and the beautiful Queen Charlotte Sound. I've been through Picton a few times over the years but this was the first time I've ever really spent time in the town itself.
The Azamara Quest docked right in Picton, just steps from the center of town so I was able to walk around the little town center set on a bustling harbor. I even got a haircut in town from a lovely woman who was convinced the pizza in New Zealand is better than the pizza in New York…let's just say we agreed to disagree! Picton, New Zealand itself is only home to about 4,000 people but it is an important gateway to both islands of New Zealand.
After spending some time in town, I took a small cruise boat around the Queen Charlotte Sound. I love taking small boats and cruising around little islands and islets because you usually see some cool wildlife, neat houses, and great views. Unfortunately, the weather did not cooperate so the views were not that great. Instead, we focused on checking out the environmentally friendly houses and jetties that dot the coastline.
After the cruise, our tour group hopped on a bus to visit some of the beautiful wineries in Marlborough. The Marlborough region of New Zealand and its 150 wineries produce over 43 billion liters of wine each year and is particularly known for its chardonnay.
Picton, New Zealand is a very small place but a great jumping-off point for exploring New Zealand. If you find yourself here, take a half-day to explore the town - you won't be disappointed. Azamara has three upcoming voyages calling on Picton - see them here.
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Boulder County Libertarian Party chairman Ralph Shnelvar said Saturday that he's decided against filing a formal complaint or lawsuit against Boulder County Clerk Hillary Hall's refusal to have county election judges loudly call out the names of voters casting ballots at county polling places.
Shnelvar had contended, in a Friday email to deputy Boulder County attorney David Hughes, that Hall has been violating state law by not having election judges "clearly and audibly announce the name" of each voter who's filled out a ballot, "in a loud and distinct tone of voice."
Hughes said Friday that the law is inconsistent, in that the Legislature eliminated a similar requirement for announcing the names of people voting on voting machines. He said Boulder County is consistent with the practice elsewhere in the state, since the Colorado Secretary of State's office told this county's officials that a majority of the state's county clerks don't have their election judges call out the names of voters filling out paper ballots or using voting machines.
Shnelvar wrote the Times-Call in a Saturday e-mail to the that he's concluded that "the law is a mess." He said any lawsuit that attempted to force Hall to have election judges call out polling-place voters' names "would, in my opinion, fail."


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|MLB Career Stats
|7th in AL
|1st in AL
|1st in AL
|3rd in AL
|21st in AL
|11th in AL
|1st in AL
|6th in AL
|July 29, 2014
|RHP Matt Guerrier elected free agency.
|July 24, 2014
|Minnesota Twins designated RHP Matt Guerrier for assignment.
|May 8, 2014
|Minnesota Twins selected the contract of RHP Matt Guerrier from Rochester Red Wings.
|April 23, 2014
|RHP Matt Guerrier assigned to Rochester Red Wings from New Britain Rock Cats.
|April 14, 2014
|RHP Matt Guerrier assigned to New Britain Rock Cats from Rochester Red Wings.
|March 31, 2014
|RHP Matt Guerrier assigned to Rochester Red Wings.
|March 25, 2014
|Minnesota Twins signed free agent RHP Matt Guerrier to a minor league contract.
|March 24, 2014
|Minnesota Twins released RHP Matt Guerrier.
|January 29, 2014
|Minnesota Twins signed free agent RHP Matt Guerrier to a minor league contract and invited him to spring training.
|October 31, 2013
|Chicago Cubs activated RHP Matt Guerrier from the 60-day disabled list.
|August 8, 2013
|Chicago Cubs placed RHP Matt Guerrier on the 60-day disabled list. Sore right elbow.
|July 3, 2013
|Chicago Cubs activated RHP Matt Guerrier.
|July 2, 2013
|Chicago Cubs traded RHP Carlos Marmol to Los Angeles Dodgers for RHP Matt Guerrier.
|June 30, 2013
|Los Angeles Dodgers designated Matt Guerrier for assignment.
|August 30, 2012
|Matt Guerrier roster status changed by Los Angeles Dodgers.
|August 30, 2012
|Los Angeles Dodgers activated RHP Matt Guerrier from the 60-day disabled list.
|August 16, 2012
|sent RHP Matt Guerrier on a rehab assignment to Rancho Cucamonga Quakes.
|June 4, 2012
|Los Angeles Dodgers transferred RHP Matt Guerrier from the 15-day disabled list to the 60-day disabled list.
|April 24, 2012
|Los Angeles Dodgers placed RHP Matt Guerrier on the 15-day disabled list retroactive to April 19, 2012. right-elbow tendinitis
|September 5, 2011
|Los Angeles Dodgers activated RHP Matt Guerrier from the paternity list.
|December 16, 2010
|Los Angeles Dodgers signed free agent Matt Guerrier.
|November 7, 2010
|RHP Matt Guerrier elected free agency.
Matthew Olson Guerrier (pronounced gur-REAR)...wife Dejie (Thompson)...daughter Ava Grayce (7/31/08) and son Jack (9/1/11)...1996 graduate of Shaker Heights (OH) High School...attended Kent State University...led team in strikeouts (103) and innings pitched (88.2 IP) in 1999.2013
Started season with Los Angeles-NL, his third on their Opening Day roster...Made 500th career appearance May 25 vs. St. Louis, pitching 0.1 inning…Was designated for release or assignment, outrighted off Dodgers roster and traded to Chicago-NL July 2, in exchange for right-handed pitcher Carlos Marmol…Placed on 60-day disabled list August 8 with right elbow sprain, ending his season...had surgery to repair flexor mass in right arm during August…Posted a 2.13 ERA (12.2 IP, 3 ER) with five holds in final 15 games July 4-August 7…Allowed just three home runs on the season, one coming in final 39 games (34.1 IP) since April 29.2012 Appeared in just 16 games due to injury in his second season with Los Angeles...missed 119 games from April 19-Aug. 30 with right elbow tendinitis. Limited opposing hitters to a .174 batting average (8-for-46), including a .074 mark against right-handers (2-for-27). Allowed just three hits in nine games at Dodger Stadium (3-for-25, .120). Held opponents with runners in scoring position to a .143 batting average (1-for-7). 2011 Reached the 70-games pitched plateau for fifth consecutive season in 2011, going 4-3 with one save and a 4.07 ERA in a team-high 70 appearances...also led the club's relief corps with 66.1 innings...Recorded his only save of the season and just the sixth rescue of his career on May 17 vs. Milwaukee...Overall, limited opposing hitters to a .233 batting average with a .301 on-base percentage and .332 slugging percentage...left-handers batted just .204 (21-for-103) against him...Made his Dodger debut on April 1 and proceeded to open the season with nine straight scoreless outings (10.2 IP)...Earned his first Dodger victory on April 21 after 2.0 scoreless innings against the Braves...Had his best month of the season in July, posting a 2.16 ERA (2 ER/8.1 IP) and holding batters to a .194 average over nine appearances...Struck out a season-high three batters in 1.0 inning of work on July 25 vs. Colorado and in 1.0 inning against Houston on Aug. 12...Limited the opposition to a .211 batting average after the All-Star break...The first batter hit just .238 (15-for-63) against him on the season...When reaching two strikes, batters hit just .155 (18-for-116) off him...Opened his Dodger career with nine consecutive scoreless appearances (10.2 IP) from April 1-21...In only plate appearance of the season, drew a bases-loaded walk at Pittsburgh on May 10 for his first career RBI. 2010 Went 5-7 with a 3.17 ERA in 74 relief appearances with the Twins ... ranked third in the American League with 74 appearances and ranked eighth among AL relievers with 71.0 innings ... appeared in 70-plus games and 70.0-plus innings for the fourth consecutive season...56 of his 74 appearances were scoreless ... Did not allow an earned run in his first eight appearances (8.1 IP)...posted a 0.73 ERA (1 ER/12.1 IP) in 11 April appearances ... Earned his first victory, June 4 at Oakland, tossing 2.0 shutout innings of relief ... Picked up his first save of the season and fifth of his career, pitching 0.1 inning on June 8 vs. Kansas City ... Set a season high with four strikeouts, June 19 at Philadelphia, fanning four of the six batters he faced (2.0 IP) ... also struck out four on Sept. 29 at Kansas City ... Lost three consecutive appearances from July 1-3, allowing six runs in 2.0 total innings during the stretch ... Allowed just one home run in his first 35 appearances (36.0 IP) from April 6-June 28 ... Posted a 2.03 ERA (3 ER/13.1 IP) in 12 June appearances ... Was tied for sixth in the AL in appearances during the first half with 41, which tied for second among right-handers ... Won his second game of the season, Aug. 4 at Tampa Bay with 2.0 scoreless innings ... picked up his third win on Aug. 31 vs. Detroit with 0.1 inning of relief and won his fourth on Sept. 11 at Cleveland with 1.0 inning of relief ... Started the season 13th on the Twins' All-Time list in games pitched and finished in fifth place with 393 games, passing Al Worthington (327), J.C. Romero (327), Bert Blyleven (348), Mike Trombley (365) LaTroy Hawkins (366), Jim Perry (376), Brad Radke (378) and Juan Rincon (386)...tied Juan Rincon on Sept. 15 at Chicago (AL) for fifth on the list and moved into sole possession of fifth, Sept. 16 at Chicago (AL) ... Allowed just two earned runs in his final 15 appearances (13.0 IP) for an ERA of 1.38 during that time ... Tossed 1.2 scoreless innings over two ALDS appearances against the Yankees. 2009 Earned his first win, April 17 vs. Los Angeles (AL)...did not allow a run in seven straight appearances (9.0 ip), April 22-May 7...did not walk a batter in seven consecutive appearances (5.2 ip), May 4-14...did not allow a run in 14 straight appearances (10.1 ip), collecting two wins, May 26-June 23...had seven consecutive scoreless appearances, June 26-July 10 (6.0 ip)...finished June with a record of 2-0, 0.87 (10.1 ip, 1 er) in 14 appearances...finished the first-half with a record of 4-0, 2.41 (41.0 ip, 11 er) in 44 games (T-1st in American League)...went 4-0, 0.33 (27.1 ip, 1 er) in 30 games from May 25-July 29...did not allow a run in 14 consecutive appearances (10.1 ip), May 25-June 23 and again from June 28-July 29 (15.2 ip)...earned fourth career save and first of the season, August 22 at Kansas City...appeared in 78 games, the most among any American League pitcher...his 2.36 ERA was the seventh-lowest in the American League (minimum of 60.0 ip). 2008 Tied season-high 3.2 innings and season-high three strikeouts, April 17 vs. Tampa Bay...career-high three-game win-streak, April 20-June 2...did not allow a run in six appearances (7.2 ip), April 25-May 9...tossed 2.0 innings of scoreless relief in earning fifth career win (first of season), May 4 vs. Detroit...did not allow a run in 11 of 12 appearances, going 1-0, 0.71 (12.2 ip, 1 er) with one save, May 15-June 7...was 1-0, 0.00 (7.2 ip) with one save in eight appearances, May 23-June 7...recorded third career save, May 27 at Kansas City...sixth career win (second of season) with 1.2 innings of scoreless relief, June 2 vs. New York (AL)...did not allow a run in 11 of 12 appearances, going 1-1, 1.54 (11.2 ip, 2 er), June 10-July 6...tossed 2.0 scoreless innings and earned his fifth win of the season, July 10 at Detroit...earned his sixth win, July 27 at Cleveland...did not allow a run in five straight appearances from August 21-30, allowing just one hit during the span (5.1 innings)...stranded 29 of 37 inherited runners and first-batters-faced in relief were 15-for-69 (.217)...his 76 appearances tied him for the most in the American League with Francisco Rodriguez (LAA). 2007 Did not allow a run in first six appearances (9.1 ip), April 4-18...was 1-0, 0.00 (10.1 ip) in six appearances, May 13-25...recorded second career win with 1.2 innings of scoreless relief, May 25 vs. Toronto...tied season-high 2.1 innings, May 30 vs. Chicago (AL)...had 14.0 inning scoreless streak, covering 10 appearances, May 30-June 24...did not allow a run in 10 appearances (11.2 ip), June 27-July 19...second career save, August 23 at Baltimore...did not allow a run in eight appearances (6.2 ip), September 9-23...tied season-high three strikeouts, September 17 vs. Texas...had .220 batting-average-against with lefthanders batting .264 (37-for-140) with six homers and righthanders batting .187 (34-for-182) with three homers...stranded 31 of 45 (69%) inherited runners and first-batters-faced in relief were 16-for-69 (.232) with 14 strikeouts...pitched 2.0-or-more innings 14 times...set career-highs in games (73), innings (88.0), strikeouts (68) and wins (two)...tied for seventh in American League in games. 2006 Did not allow an earned run in eight appearances, going 0-0, 0.00 (16.2 ip), April 28-May 20...season-high 3.2 innings, May 14 vs. Chicago (AL)...disabled with fracture in right thumb, June 9...began rehab assignment at New Britain, July 20...returned from rehab assignment, July 31...reinstated from disabled list, August 1...did not allow a run in six appearances, going 0-0, 0.00 (8.0 ip), August 10-25...pitched 4.0 innings and struck out two out of the bullpen September 7 vs. Detroit...made his first and only start September 12 vs. Oakland...allowed three runs on four hits in 4.0 innings...recorded his first career save September 17 at Cleveland as he pitched 3.0 scoreless innings...tossed a season-high 4.1 innings, September 30 vs. Chicago (AL)...posted a 3.03 ERA over 19 appearances on the road...stranded 8 of 17 (47%) inherited runners and first-batters-faced in relief were 9-for-35 (.257). 2005 Did not allow a run in 5 of 7 appearances, going 0-0, 2.84 (12.2 ip, 4 er), April 8-May 9 . . . career-high 5 strikeouts, April 21 vs. Kansas City . . . did now allow a run in 4 appearances (6.0 ip), May 21-June 16 . . . did not allow a run in 11 appearances (18.1 ip), July 19-August 16 . . . career-high 5.0 innings, September 24 at Chicago . . . had .259 batting-average-against with lefthanders batting .279 (29-104) with 1 homer and righthanders batting .247 (42-170) with 5 homers . . . stranded 15 of 20 (75%) inherited runners and first-batters-faced in relief were 10-40 (.250). 2004 Began season at Rochester . . . was 1-0, 1.59 (17.0 ip, 3 er) in 3 starts, April 8-19 . . . pitched 6-plus innings in 11 consecutive starts, April 14-June 6 . . . . Twins' Minor League Pitcher of the Month for April, going 1-1, 1.96 (23.0 ip, 5 er) with 18 strikeouts in 4 starts . . . recalled June 15 . . . made major league debut, June 17 at Montreal . . . made first career relief appearance, June 22 at Boston . . . tied career-high 4.0 innings, June 26 vs. Milwaukee . . . optioned June 29 . . . was 1-0, 1.37 (26.1 ip, 4 er) in 4 starts, July 22-August 7 . . . recalled August 10 . . . optioned August 17 . . . recalled September 1 . . . career-high 4 strikeouts, September 5 vs. Kansas City. 2003 Disabled with tendinitis in right shoulder, April 3-24 . . . season-high 3-game win-streak, going 3-0, 1.59 (22.2 ip, 4 er) in 3 starts, June 13-23 . . . season-high 8.0 innings, June 23 at Colorado Springs . . . tied season-high 9 strikeouts, July 10 vs. Tucson . . . disabled with tendinitis in right shoulder, July 18-August 11 . . . pitched 6-plus innings in 9 of 19 starts . . . claimed off waivers from Pittsburgh, November 20. 2002 Acquired by Pittsburgh from Chicago (AL) in exchange for pitcher Damaso Marte and infielder Edwin Yan, March 27 . . . pitched 6-plus innings in 6 consecutive starts, going 2-3, 2.70 (40.0 ip, 12 er), April 29-May 25 . . . tossed 3-hit shutout, May 25 at Colorado Springs . . . pitched 6-plus innings in 5 consecutive starts, June 4-25 . . . season-high 8.0 innings and 9 strikeouts, July 19 vs. Calgary . . .disabled with right biceps tendinitis, July 30-August 10 . . . was 2-1, 2.25 (32.0 ip, 8 er) in 5 starts, July 29-August 30 . . . pitched 6-plus innings in 18 of 26 starts . . . was second on club and fifth in organization in strikeouts. 2001 Led all minor leaguers with 18 victories while splitting the season between Class AAA Charlotte (7-1) and Class AA Birmingham (11-3)...18 wins were the most in the minor leagues since 1999 when Anaheim farmhand Doug Bridges also won 18...combined to go 18-4 with a 3.30 ERA (66 ER/180.0 IP), four complete games and 118 strikeouts his first season as a starter...prior to the season, his first 78 career appearances had come in relief...was tabbed by Baseball America as the No. 4 Prospect in the organization and a Second-Team Minor-League All-Star...was also listed by the same publication as the No. 13 Prospect and as having the Best Breaking Pitch in the Southern League...led the organization in wins and winning percentage (.818) and ranked among the leaders in IP (T1st, 180.0), complete games (2nd, four), shutouts (T2nd, one), games started (T3rd, 27), ERA (3.30) and strikeouts (118)...made 18 quality starts...issued 2.5 walks per 9.0 IP (50 BB)...began the season with Birmingham where he was named to the SL midseason All-Star Team...went 2.0 scoreless IP with three strikeouts in the game...won final seven decisions with the Barons...tossed a complete-game, four-hit shutout on 6/15 vs. Mobile...was promoted to Charlotte on 7/5...led Knights with three complete games despite making only 12 starts...posted a complete-game victory in his debut on 7/6 vs. Durham...won his final four decisions , posting a 3.38 ERA (13 ER/34.2 IP)...named International League Pitcher of the Week for 8/20-26...tossed a complete-game three-hitter on 8/23 vs. Richmond...pitched for Mesa in the Arizona Fall League, going 0-2 with a 3.60 ERA in seven games (six starts). 2000 Combined to go 3-4 with a 1.86 ERA (12 ER/58.0 IP) between Class A Winston-Salem and Class AA Birmingham...tied for second in the Carolina League with 19 saves and was fourth with 51 points...led the organization in saves (26) and games finished (47) and ranked third in appearances (53)...limited opponents to a .199 (42-211) average...averaged 8.4 strikeouts per 9.0 IP (54 SO)...was promoted to Birmingham on 6/29...did not allow an earned run in 14 of last 15 outings. 1999 Was cited by Baseball America as making the Best Debut from the White Sox 1999 draft class...spent the majority of the season at Advanced Rookie Bristol but also appeared in four games (two saves) at Winston-Salem...combined to go 5-0 with a 1.55 ERA (5 ER/29.0 IP)...finished among the short-season leaders in strikeouts per 9.0 IP (8th, 12.97) and saves (T13th, 10)...ranked fourth in the organization in saves (12) and sixth in games finished (23)...threw 14.0 scoreless IP with 21 strikeouts in 10 relief appearances from 6/18-7/21.


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Evan Gattis kept up an amazing rookie season with his first grand slam, B.J. Upton and Ramiro Pena also homered, and the Atlanta Braves finished off a sweep of the woeful Minnesota Twins 8-3 Wednesday.
The Braves stretched their winning streak to six games and made things easy for Paul Maholm (6-4), who allowed an unearned run in 7 1-3 innings.
Gattis struck less than 24 hours after his two-out, pinch-homer in the ninth allowed the Braves to pull out a 5-4 win over the Twins in extra innings. Swinging on a 3-0 pitch with the bases loaded in the fourth, he launched an opposite-field drive just inside the right-field pole.
Vance Worley (1-5) gave up eight runs in 3 2-3 innings in the Twins' eighth straight loss.


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|Assessing is a division of the Finance Department that provides assessment of real and personal property for all taxable properties in the City. The primary function of Assessing is to assure fair and equitable assessments based on the estimated market values as of January 1 each year.
The 2017 Board of Review has adjourned.
Revaluation Cycle
A three year revaluation cycle is used in the City of Eau Claire. The next revaluation is tentatively scheduled for the 2018 assessment year. The revaluation process includes a review of the property records, an analysis of recent comparable sales, and a determination of new assessed values for all properties. Assessed values are typically based on recent arms-length sales of similar properties.
|As part of the assessment process, we periodically revise and update the property records. We use the information contained in the records as a basis for the annual assessment and triennial citywide revaluations. The records also serve as a resource for other city departments as well as the public.
Over the next several years, we will be visiting all properties in the city to update the property records. Most of the records were last revised during the three-year period from 1998 through 2000. All property owners will be contacted by letter and asked to schedule a time for the assessor to view the interior of their home. For additional information, please contact our office, or refer to the Frequently Asked Questions.


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LocationJacksonville, FL
1577 Wells Rd
Orange Park, FL 32073
New 2018 Coachmen RV Clipper Ultra-Lite 17FQS
This Coachmen Clipper Ultra-Lite has just what you need to enjoy a little time in the great outdoors! Model 17FQS offers you a single slide for added interior space, and a rear bath layout, plus more!
Step inside and notice the front queen bed with overhead cabinet space for all of your things.
The slide along the roadside creates added walking around space which makes it easy to cook up meals and snacks, or just simply spend a little down time inside without stepping on each other.
The kitchen area is equipped with a two burner range, single sink, and a refrigerator beneath the counter area. There is also storage space for your dishes and some food items in the overhead cabinets.
You will appreciate the rear bath layout that features a 24" x 36" shower, toilet, and vanity with sink. There is also a corner cabinet for towels, and a medicine cabinet above the sink, plus so much more!
Like most: Dear Steve, Thank you for being our salesperson. I am very happy that we are getting a new camper. I am also happy that we chose General RV Center as our main RV store. Without General RV Center, we would of never found "the perfect camper". I found out that we are going to Indiana! I will write it down! We will see Amish people! I just wanted to say Thank You. From, Jennifer - Art from Fenton, MI
You Save: $4,961
Sale Price: $13,999
Stock# 170747
|21 ft 4 in
|Ext Width
|7 ft 4 in
|Ext Height
|9 ft 8 in
|Int Height
|6 ft 4 in
|Hitch Weight
|370 lbs
|Gross Weight
|3685 lbs
|Dry Weight
|3322 lbs
|Fresh Water Capacity
|33 gals
|Grey Water Capacity
|25 gals
|Black Water Capacity
|25 gals
|Tire Size
|Furnace BTU
|20000 btu
|Available Beds
|Refrigerator Type
|Cooktop Burners
|Shower Size
|24" x 36" in
|Number of Awnings
|LP Tank Capacity
|20 lbs.
|Water Heater Capacity
|6 gal.
|Water Heater Type
|DSI Gas
|13500 btu
|Awning Info
|Axle Count
|Number of LP Tanks
At Coachmen you will find a rich history of commitment from our Team Members. This commitment extends to our owners and in the pride we have for our brand. The close relationship that we share with our owners and our dealers is a quality that others have been trying to mimic over our 50 year history. Our goals and principles remain well in focus.
Coachmen RV products have been on North American roads and in North American campgrounds since 1964.
With over five decades of building Recreational Vehicles and over 600,000 RVs built and sold we know how to design and build a reliable RV with exceptional value, dependable design, practical innovation and the comforts and features you desire.
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text: D. Trump takes office; the UK, the ECB and China stay the course Macro Highlights - 1/25/2017 China met its 2016 GDP growth target at the cost of increased debt levels. The next question mark is how D. Trump intends to handle China-US trade relations. UK financial institutions should lose the EU financial services passport, while an accelerating Eurozone inflation should not lead the ECB to change course. In the United States, expectations were high in the run-up to D. Trump's inauguration speech. Many investors came away from it with an equally strong sense of disappointment. This is reflected in the subsequent decline in the dollar and in 10-year Treasury yields. The speech provided little insight into the new president's priorities, but it did show that D. Trump has not changed his guiding line since he was elected on 8 November 2016. He came off as assertive, delivering a strong pitch for his policy agenda and emphasising that every action he takes will be aimed at bolstering GDP growth and creating jobs in his country. In recent weeks, D. Trump's policy agenda got a boost from two other factors: His choice of cabinet members appears to be consistent with the positions he staked out during the campaign. The people he chose for a number of key posts in his administration are fuelling the hopes of those Americans who favour deregulation in the financial and oil industries, a restriction on illegal immigration and job creation in the US manufacturing sector. That said, only two appointees were confirmed by the Senate on D. Trump's first day in office (versus seven on B. Obama's first day): J. Mattis, as Secretary of Defense, and J. Kelly, as Secretary of Homeland Security. These two individuals have met with the least resistance in the Senate committees so far. His message was reinforced by his first executive order, targeting Obamacare. The order does not repeal B. Obama's health insurance law, but it does introduce flexibility in how it is applied, giving Federal agencies the ability to grant more exemptions. In reality, the order may be more symbolic than anything, but it shows how determined D. Trump is to act quickly and pragmatically. This same pragmatism is apparent in his plans to meet with the president of Mexico and the prime minister of Canada in order to renegotiate the North American Free Trade Agreement. We sense that investors' expectations are still too high, and this could weigh further on both the dollar and short-term interest rates. We expect GDP growth to accelerate, but our forecast is below the consensus estimate: 1. despite its recent slide, the dollar has risen since the summer of 2016, and this could hurt US exports in the first half of 2017, 2. higher interest rates could also prevent residential investment from expanding too quickly early in the year. In China, Q4 GDP growth reached 6.8%. This puts the full-year figure at 6.7%, which is in line with the official target. This slightly stronger growth rate is a result of government stimulus measures, which also served to exacerbate the country's economic imbalances. Unbridled lending in China has pushed debt to 264% of GDP, versus 247% at the end of 2015. Beijing has now turned its attention to the United States and is awaiting details on D. Trump's plans for China-US trade relations. The uncertainty generated by a tough protectionist stance in the United States would make it harder for China to resolve its structural imbalances. China's reliance on exports declined from 37% of GDP in 2006 to 22% in 2015. But international trade is still a key piece of the puzzle for China. Any disruption by Uncle Sam on that front – through tariffs or damaging taxes (e.g. a border adjustment tax) – would probably cause the country to miss its official GDP growth target. It could also lead to reprisals from China, which could go so far as to devalue the yuan. UK Prime Minister T. May clarified her government's priorities as she positions the country to leave the European Union (EU). She stated that her main objective is to regain control over her country's borders with the EU, and she noted that the UK would no longer fall under the jurisdiction of the European Court of Justice. She acknowledged that, accordingly, the UK could not remain a member of the EU's single market once it has left the Union. The UK could also leave the customs union, which would allow it to negotiate trade deals with non-EU countries. These statements are in line with T. May's stance in October. The prime minister attempted to soften her tone by showing support for a transition period and saying that the outcome of negotiations with the EU would be submitted to the British parliament. This does not change the fact that the UK government has opted for a hard exit, with little room for negotiations with the EU. Analysis and implications: T. May made clear her desire for new free trade deals with the EU. But that won't happen without the support of European countries. The UK's departure from the single market makes it more likely that UK financial institutions will lose the financial services passport and that clearing houses will have to move to the Euro zone, as we expected. On 24 January, Britain's Supreme Court will announce its decision on whether the government needs parliamentary approval to trigger Article 50 of the Lisbon Treaty. This is crucial. If parliament must have its say, then T. May may not be able to kick off the negotiations in March 2017 as announced. We still believe that the question marks surrounding the terms of the UK's departure from the EU will continue to weigh on the pound over the next few months. We are maintaining our end-2017 GBP/USD forecast of 1.15. Turning to the Euro zone, as we expected, the European Central Bank (ECB) left its monetary policy unchanged at its 19 January meeting. At the post-meeting press conference, M. Draghi defended the ECB's monetary policy despite the recent rise in Euro zone inflation (year-on-year inflation rose from 0.6% in November to 1.1% in December). He argued that there was no "convincing upward trend" in core inflation (0.9% in December). He also confirmed that there was no significant disagreement within the Governing Council, pointing out that all members thought that the December decision to extend quantitative easing was the right move at the right time. He mentioned that this move "succeeded in preserving the very favourable financing conditions". Analysis and implications: M. Draghi's emphasis on the low level of core inflation should limit upward pressure on Euro zone yields. He is basically implying that the ECB has no plans to reduce its monthly asset purchases to below EUR 60 billion between April and December 2017 despite an ongoing increase in total inflation. We still expect the ECB to adhere to its asset-purchase programme throughout 2017. In our view, the size of the monthly purchases will not be reduced before 2018. M. Draghi's comment that the December decision preserved "very favourable financing conditions" showed that one of the ECB's goals was to disconnect European rates from US rates. We are maintaining our 2017 forecast for the 10-year Bund yield at an average of 0.34%. Access to the full Macro Highlights is reserved for subscribers. Subscribe free to Macro Highlights! Suscribe


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Pope Benedict XIII
- Pietro Francesco Orsini
Dominican. Bishop of Manfredonia, Italy. Bishop of Cesena. Bishop of Benevento. Cardinal in 1672. Pope. A disciplinarian, instituting numerous reforms, and requiring absolute opposition to Jansenism. He lacked firmness in international matters, settling the controversy between the kings of Naples, Savoy, and Portugal in an indecisive manner. His reputation suffered through misplaced trust in Cardinal Coscia.
Additional Information
- Pope Saint Gregory VII
- Saint Agnes of Montepulciano
- Saint Aloysius Gonzaga
- Saint Boris of Kiev
- Saint Francis Solano
- Saint Gleb
- Saint James of the Marches
- Saint John Nepomucene
- Saint John of the Cross
- Saint Margaret of Cortona
- Saint Peregrine Laziosi
- Saint Serapion of Algiers
- Saint Turibius of Mogroveio
- Blessed Bernardine of Feltre
- Blessed John del Prado
- Saint Fidelis of Sigmaringen
- Saint Hyacintha of Mariscotti
- Saint Peter Fourier
- Saint Siard
- Saint Vincent de Paul
- "Pope Benedict XIII". CatholicSaints.Info. 24 May 2017. Web. 26 September 2018. <>