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In my previous posts where I examined the Big Picture I had formulated several principles to underpin my theories. Conjugation principle,Inversion Principle,Uncertainty Principle,Cluster Principle and so on. There is one principle of which I had till now held back. What is Clean Slate principle? In order to explain it let me point out from the night sky.
There are several billions of stars, light of which when added up must make the sky bright. Yet it does not. Supernovae of star sends materials helter-skelter across space creating new stars in its wake. Background radiation of the Big Bang still reaches us. With such persistence cosmic events leave their signature around. This being the case why we see the night still dark as though the light sent forth from stars is blotted out by an unseen hand? The sky, in a manner of speaking has become a clean slate.
Science explains this as due to the nature of universe expanding at a rate that starlight shall not make the night seen as day. The nature of Day is as distinct as Night is the exclusion of light is. Day and Night are distinctly apart. Nature of Truth as distinct from Falsehood is. In short we have to see in the Objective Lessons of Nature, what makes them valid. Nature as a mirror to Truth. Man makes truth of Nature, truth of Experience, and Truth of Action to justify himself. Absolute Value of Truth is not what he can demonstrate. Even so it is in context of Truth.
The Clean Slate Principle refers to Absolute certainties against which every finite value has to come up against. Thus we use our free will to explain the nature of evil. Do we not use sophistry to explain that God as Omniscient Being must have known evil beforehand? If He knows evil He cannot be Good? We weave our own ropes of reason to hang ourselves with.
In the analogy of night sky light supplied by various sources is still rendered as though these were null owing to the expanding sky. Similarly in the run off of march of events supplied by good and evil motives, consciousness of evil on God's part is negated by power and wisdom of God. He is not the conscience keeper of the evil one. Bad motives come from a different source than good motives that a man keeps and acts upon are in keeping with His commandments. So man who suffers like a wrongdoer for the good that he did out of good conscience is in His keeping. Clean Slate principle makes God free from any unfairness or *impartiality(cf.post of 8 May 2010) .
The Clean Slate principle states that we create evil, result of our finite nature. According to Cluster principle evil creates much more: misery is another byproduct. The Clean Slate Principle states that evil resulting from man's free will remains at finite level. Absolute value of Truth is undimmed by finiteness of truth we demonstrate.
God remains inviolate because of this principle.
God as Truth is not made any whit less because of truth as demonstrated by man.
It is in the nature of God, because God is Love, to exercise this principle. Though our sins be as scarlet the Clean Principle can render as white as snow, to use a Biblical expression. This principle is in conformity with conjugation principle.
PS. Day is distinct from Night. Light of the Sun makes Day and Night though littered with stars and visible to us, is still Night. In this connection let me point out some men due to some accidents in their biology may be effeminate or genetically feminine. Has God gone wrong? In His eyes they are as distinct as man from woman is. God looks at the soul that is according to the Clean Slate Principle makes man and woman, distinct and clean. To God there is no confusion as we may have.


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I checked my directx version in the directx diag. It showed me that some of my files are Final Debug, which will run slower. Here is what it said:
Is there anyway i can get the Final Retail for these dlls file. I can't install anything now because it said I have the newest version already, so it won't install anything.Code:Several files (Microsoft.DirectX.Direct3D.dll, Microsoft.DirectX.Direct3DX.dll, Microsoft.DirectX.DirectDraw.dll, etc.) are debug versions, which will run slower than the retail version.

subset: commoncrawl


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Girardi pleasantly surprised by Yanks' early power
TORONTO -- One area the Yankees were supposed to have trouble in this year was the power department.
New York started the season off with key offensive pieces Curtis Granderson, Mark Teixeira, Alex Rodriguez and Derek Jeter on the disabled list. The club also lost outfielder Nick Swisher, Russell Martin and Raul Ibanez to free agency, and it was forced to sign a number of players to short-term deals to fill out its roster.
That missing group of seven accounted for 164 of New York's Major League-leading 245 homers last season, but, so far, the club hasn't shown any lack of power.
New York entered play Saturday with 25 home runs, tops in the American League.
Manager Joe Girardi admitted he didn't necessarily expect his team to be hitting the long ball at the pace it has to start the year.
"A little bit," Girardi said when asked if we surprised with the club's power. "We have guys that have hit a lot of home runs in the past ... but I can't tell you that I thought they would put up the home run numbers that they are doing right now.
"It's a long year, I understand that, but they are hitting them and we're not having to do as much. As long as it continues, we can do what we're doing."
Vernon Wells, Travis Hafner, Kevin Youkilis and Lyle Overbay are among the veterans the Yankees brought in this offseason, and they have combined to hit 13 of the club's 25 homers.


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I know I blogged about this a couple days ago, but it's worth repeating.
Did you know that the average shower length is 8 minutes*? By reducing that to 5 minutes, you can reduce the amount of water you use by nearly one-third, or roughly 10 gallons per day. I'm challenging all of my readers to reduce their shower time to 5 minutes. If you already take a 5 minute shower, perhaps you'll consider cutting back a little bit more? Reducing the length of your shower by just one minute could save you up to 1,825 gallons** of water each year.
I've already had over 60 people commit to reduce their shower time to just 5 minutes for the months of June, July and August in an effort to help conserve water. (Check out the right sidebar to see all of the people who will be having a quickie with me.) I'd love to see that list grow to 100 or even more. Won't you join in too?
Today, May 31, is the last day to be entered into a drawing to win one of five shower timers. Visit the I'm having a Quickie – 5-Minute Shower Challenge post to sign up for the challenge and be entered into the giveaway. Of course, you can enter the challenge at any point during the summer. Feel free to tell your friends too. (You can snag a button on the original post or from my sidebar.) The more, the merrier, and the better for the earth! 🙂
Thank you to everyone who has signed up already and to those of you who've blogged it or added the button to your sidebar.
I will have a check in post at the end of the first week of June (on June 8) so everyone can chime in on how they are doing with the challenge, post helpful tips, share stories, ask for advice, etc. Then I will try to have another check in post every two weeks (on Sundays) so we can encourage each other and maybe even inspire more people to sign up. 🙂
* GreenPrint Denver
** Utah.gov
Have any green tips you've recently learned? Please email them to me and I may include your tip with a link to your site or blog in a future post. 🙂


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nonnative Backpacks
Since its inception in 1999, Tokyo-based label nonnative has amassed an international following for its workwear-inspired, Japanese-crafted menswear offerings. Designer Takayuki Fujii took on the role of creative director two years after he began working with founder Satoshi Saffen, developing a niche brand that is one part rugged outdoors, one part tailored sophistication. As its name suggests, the label does not adhere to the sartorial conventions of any particular place, instead reflecting an array of global design inspiration ranging from American film icons to European landscapes. Classic coats, jackets, and parkas in a muted earth-toned palette employ Gore-Tex and other technical fabrics in their construction, withstanding the elements while integrating seamlessly into any wardrobe. Simple t-shirts, trousers, and knits lay a comfortable foundation while distressed denim, suede sneakers, and shirts enhanced with oversized pockets and modified collars that reinforce the collection's unique yet wearable ethos.
There are currently no products available for nonnative Backpacks.
Please select another designer or sign up below to receive email updates on new product arrivals, special offers and exclusive events.


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Tina's back...and smashing cars
Tina Fey arrived at Letterman studios in New York to tape an appearance this afternoon presumably to promote the return of 30 Rock next Thursday. As you know, the season is starting late because Tina had a baby in August, her second daughter Penelope.
I wonder if we'll be seeing any magazine covers featuring Tina all like:
I hope no. But that's a really great dress on her.
Tina has been nominated for a Golden Globe even though 30 Rock was left off the ballot for Best TV Comedy. So she'll be sitting in the ballroom at the Beverly Hilton a week Sunday hoping the camera doesn't come to her face as Ricky Gervais is tearing into Alec Baldwin. Or, maybe, secretly, wanting it to.
Not sure why she's smashing up that car. Letterman will let you know tonight.
Richie Buxo/Splash


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Welcome to the City of Casper, Wyoming
Fort Caspar offers a variety of programs and exhibits for children, families and adults. Programs are offered throughout the year. We feature a new temporary exhibit every winter, and we host several traveling exhibits per year.
Click HERE for a Calendar of Events.
Do you want to delete all occurrences of the recurring appointment "Caspar Collins Day 2020", or just this one?
Delete this occurrence.
Delete this series.
<<< Back to the City of Casper


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Standards, Processes and Procedures for Comprehensive Review, Tenure, Post-Tenure Review and Promotion
This policy outlines the standards, processes, and procedures for the comprehensive review, tenure, post-tenure review and promotion of tenure-track faculty members.
Replaces Appendix A of the Laws of the Regents.
Policy Profile
I. Introduction
This Administrative Policy Statement (APS) outlines the process of evaluating a tenure-track faculty member for comprehensive review, tenure, post-tenure review and promotion and suggests effective practices for faculty members preparing for these reviews. During the pre-tenure evaluation period candidates are expected to take advantage of available mentoring and advising programs and to seek advice from their primary unit, department chair, mentors and others regarding their progress toward promotion or tenure. The APS also describes additional responsibilities of the school, department, candidate and committee members, as well as policies governing tenure and promotion processes for librarians.
II. Policy Statement
Every primary unit (described below) and reviewing body or person making recommendations concerning comprehensive review, tenure and promotion shall strictly follow and apply the procedures and standards described herein. Failure to adhere to these procedures and standards may lead to the imposition of sanctions. Questions about proper processes and procedures should be directed to the dean, faculty affairs office, or provost.
III. Standards of Performance for Tenure
Tenure may be awarded only to faculty members with demonstrated meritorious performance in each of the three areas of teaching, research or creative work, and leadership and service to the University and the faculty member's profession, and demonstrated excellence in either teaching or research/creative work. Candidates at the University of Colorado Colorado Springs (UCCS) may also be evaluated on professional practice, in which case they must also demonstrate meritorious performance in that area. Faculty members in health science fields may be required by their respective schools or colleges to demonstrate meritorious performance in clinical activity/clinical care, public health practice, or other professional areas as appropriate. Librarians must demonstrate meritorious performance in librarianship and curators in curatorial activities. In addition, faculty members in the School of Medicine, School of Pharmacy and the Colorado School of Public Health must meet the standards of the School that were approved by the Board of Regents. In the School of Medicine, tenure may be awarded only to faculty members with national and international reputations for academic excellence who are among the best in their field of academic endeavor and who have demonstrated excellence in scholarship, as well as excellence in, and dedication to teaching (as further defined in the rules of the School of Medicine). Public Health may consider in its tenure recommendations public health practice/clinical activity and scholarly activity, as further defined by its bylaws. In the School of Pharmacy, tenure may be awarded only to faculty members who have demonstrated excellence in scholarship and demonstrated excellence in, and dedication to, teaching. Professional/administrative leadership and service and/or clinical activities should be weighed into any decision regarding tenure, but such activities in the absence of significant accomplishments in both teaching and scholarship are not an adequate basis for tenure.
IV. The Tenure and Promotion Review
The primary unit is composed of professional colleagues most directly involved with the candidate and having authority to make recommendations concerning comprehensive review, tenure, and promotion. In schools and colleges with departmental organizations, each department will usually constitute a primary unit. In a school or college without such organization all tenured and tenure-track faculty members have the responsibility for developing the terms of the working structure whereby the primary unit is defined. The primary unit may be a division, or may be the school or college as a whole. In some instances the primary unit may involve faculty from cognate departments or institutes.
The tenure and promotion decisions are based on summary evaluations of a faculty member's cumulative performance. These processes are separate and distinct from the annual merit performance evaluation that begins at the level of the primary unit. In making comprehensive review, tenure, and/or promotion recommendations, all primary units shall evaluate the candidate's performance in the required areas, and shall also take into account other factors that have a material bearing on a comprehensive review, tenure, or promotion recommendation in that unit.1 The program requirements of the unit shall be considered at the time of the comprehensive review, but they may not be considered in recommendations for the award of tenure.
Every candidate for comprehensive review, tenure, and promotion shall consult with and be advised by the chair of the primary unit (or her or his designee) regarding the areas of performance that will be examined, other factors that have a material bearing on the decision, the standards of performance that must be met, and the primary unit criteria that the unit uses in reaching a decision about the candidate's performance.
Joint or Split Appointments: When joint or split appointments are made, the affected faculty member must be informed in writing, prior to the appointment, of:
- The duties and expectations as agreed upon by all primary units involved.
- Which primary unit will be responsible for such personnel recommendations as tenure, reappointment, promotion, and salary.
V. The Dossier
Each candidate for comprehensive review, tenure or promotion, assisted by the head of the primary unit making the recommendation, shall prepare a comprehensive dossier for evaluation. Faculty members should include copies of their published materials, as well as supporting data and electronic communications documenting their professional activities. The School of Medicine has different standards for the dossier and campuses may have requirements in addition to the ones listed below. The primary unit or the dean should provide templates or models of good dossiers to guide candidates in dossier preparation. The dossier submitted by the candidate shall include the following materials:
- A current curriculum vitae.
- Evidence concerning the teaching ability of the candidate, including results of learner evaluations. (See the administrative policy statement "Multiple Means of Teaching Evaluation" for examples of the types of evaluative material that can be used). Each candidate should submit an organized teacher's portfolio that highlights her/his accomplishments in teaching (for example, development of new instructional materials or methods, educational scholarship, receipt of teaching awards or other evidence of success as a teacher, course syllabi, and Faculty Course Questionnaires, which are required). This section may also include evaluations by the candidate's students, colleagues or other qualified individuals who may have observed the candidate's teaching in classroom, laboratory, clinical or other settings. A self-evaluative statement or narrative summary should be provided.
- Documents supporting the candidate's research, scholarly or creative work, clinical activity and professional practice. This section may include articles, book reviews, research data and grants, receipt of awards, electronic communications, unsolicited letters and other evidence of success. A self-evaluative statement or narrative summary should be provided.
- Documents supporting the candidate's leadership and service to the university, profession and community. A self-evaluative statement or narrative summary should be provided.
- Any other information the candidate believes will assure adequate consideration and evaluation during her/his comprehensive review, tenure review, or promotion review.
Documents to be added by the primary unit following receipt of the dossier from the candidate include:
- A copy of the primary unit criteria;
- Previous reappointment, tenure and/or promotion (RTP) letters if required by the campus, primary unit, school/college or library; and/or
- Evaluation letters received from External Reviewers.
VI. Evaluations from External Reviewers
The primary unit requests evaluations in writing by scholars from outside the University and from various locations who are qualified to judge the candidate, using a solicitation letter following the college-approved format. Such outside evaluations are mandatory in cases of recommendations for tenure and promotion. Comprehensive reviews may also include external evaluations, as determined by the campus/college/school/library policy. Selection of external evaluators shall be undertaken by the primary unit; the candidate shall be given the opportunity to suggest possible evaluators and/or indicate specific scholars whom the candidate feels should be excluded from consideration. Primary unit bylaws will describe the process used in the primary unit for the selection of external evaluators. Care must be taken to exclude any evaluators whose evaluations may constitute a conflict of interest, such as a dissertation director. A minimum of three external letters shall be added to the file; however, campuses, schools/colleges/libraries may require a greater number of letters. All letters that are received must be included in the candidate's promotion or tenure dossier. These letters must be treated as confidential; they shall not be shared with the candidate. The primary unit may offer external evaluators a modest stipend for their work. Primary unit letters should include summaries of key comments by evaluators, with all identifiers removed to preserve confidentiality.
VII. Evaluation Criteria
Primary Unit Criteria and Procedures: Each primary unit shall develop specific written criteria and procedures for measuring the performance of candidates in the primary unit that are consistent with the standards herein. These approved criteria, called the "primary unit criteria," shall be subject to periodic review and approval by the dean and provost. All primary unit criteria shall be in writing and shall be included in the candidate's dossier or made available electronically to individuals and committees involved in higher levels of review. They must be used by the primary unit and by all other bodies or persons as part of their evaluation of the candidate. Regent Law 5-B, Regent Policy 5-M, this administrative policy statement, and the primary unit criteria and procedures shall be made available by the head of the primary unit to each faculty member at the time of initial hiring/appointment. The primary unit criteria shall include a description of the level of achievement that warrants the designations "meritorious" and "excellent" performance in teaching, research or creative work, and leadership and service as well as in other applicable evaluation areas. It will also provide a description of the types of evidence that will be used to evaluate the candidate against the performance standards. Examples of criteria to be considered in evaluating teaching, research or creative work, and leadership and service are included in Appendix A.
Early Tenure – The standards of performance that apply to faculty members on the seven-year tenure clock apply to faculty members who come up for early tenure. They must have a record of achievement in teaching, research or creative work, levels of review clinical activity, and leadership and service that is equal to the record expected of a faculty member coming up in the seventh year. Additional criteria or higher standards cannot be applied to candidates for early tenure. Department chairs and mentors have a responsibility to counsel tenure-track faculty on the wisdom of coming up for early promotion or tenure. An unsuccessful candidate for early tenure may reapply within the existing tenure clock.
VIII. Levels of Review
At each level, the committees will vote on the teaching, research/creative work, and leadership and service (and, where indicated in primary unit criteria, the clinical activity, public health practice or professional practice) of the candidate as "not meritorious," "meritorious," or "excellent." The committee will then vote on whether to recommend promotion or tenure, and will forward the result of all votes, together with the dossier, to the next level.2 Committee members at every level shall maintain the confidentiality of the deliberations.
The First-Level Review is at the college, library, or school level; it includes review by the primary unit and the chair, the dean's review committee and the dean.
The Primary Unit Evaluation Committee is the group within the primary unit responsible for initially reviewing the qualifications of candidates for comprehensive review, tenure, and/or promotion. In a small primary unit, all members of the unit may constitute such a committee. Only members of the primary unit holding tenure may vote on decisions relating to tenure. No individual may participate in more than one stage of the review process. Participation includes being present for any discussion of the review or providing information or opinions to any individuals who will be discussing the candidate's application.
The Primary Unit Evaluation Committee's recommendation includes:
- A description and evaluation of the candidate's scholarly and creative work, research, teaching, clinical activity, professional practice, public health practice, and leadership and service to the University or the community, as required by primary unit criteria;
- A statement describing the procedures followed and actions taken by the unit making the recommendation, including the reasons for the recommendation and any dissenting statements from the recommendation (this statement must include the results of any vote taken);
- Salient points of the external reviewers' analyses, with care taken to maintain confidentiality;
- If required by the individual school, college or library, the findings of the comprehensive review.
The Dean's Advisory or Review Committee aids in the evaluation of recommendations forwarded by the Primary Unit Evaluation Committee. Where it is not possible for the review committee to consist of faculty members other than those in the primary unit, the dean will form a review committee that will include faculty from other schools or colleges. The dean shall determine whether the committee will be elected or appointed.
Should either the Review Committee or the dean disagree with the recommendation of the primary unit, the dean shall communicate the nature of this disagreement with the head of the primary unit. The primary unit shall then reconsider its original recommendation and return its reconsidered judgment to the dean for her/his consideration and that of the review committee. The recommendation of the dean, the results of the votes of the primary unit and the review committee, and the comprehensive dossier on the candidate shall be forwarded together to the provost. Where differences of opinion between the primary unit, the review committee, and/or the dean have occurred and have not been resolved, each party in the disagreement shall submit a brief statement outlining the areas of disagreement and the reasons for its recommendation in that context.
The Second-Level Review is at the campus level; it includes review by the vice chancellor for academic affairs' advisory committee, the vice chancellor for academic affairs, hereafter referred to as the "provost," and the chancellor. However, at the Anschutz Medical Campus, promotions without dissenting votes from the first-level review are not subject to a second-level review except for the approval of the provost/vice chancellor for academic affairs and chancellor.
- The provost on each campus shall have an advisory committee of faculty members to assist her/him in the review of recommendations submitted by the dean. The provost shall determine whether the committee will be elected or appointed, and the committee will participate fully with the provost in the review of the recommendation from the first level. If the provost disagrees with the recommendation from the first-level review, he/she shall transmit to the dean of the school or college the nature of the disagreement. The dean and the review committee shall then reconsider their recommendation and return their reconsidered judgment(s) to the provost. At her/his discretion, the dean may seek additional input from the primary unit as part of this reconsideration. The provost shall make her/his final recommendation regarding tenure to the chancellor, who, if he/she agrees, forwards positive recommendations to the president of the University after the completion of this process. When the chancellor's determination concerning reappointment or the award of tenure is negative, that decision is final unless the faculty member seeks a third-level review.
- If the provost finds significant procedural errors that may have affected the outcome of the case, he/she may return the case to the primary unit and other levels of the campus review to repeat the process. The provost may, at her/his discretion, appoint a responsible party to oversee the process to ensure procedural integrity and fairness to the candidate. If it is determined that the repetition of the process will carry forward into the next academic year, the provost may extend the contract of the candidate by one year. The re-evaluation process shall focus on the record as it existed at the time of the first review.
- A candidate for comprehensive review, promotion and/or tenure shall be informed of the final determination of the chancellor in writing as expeditiously as possible. All positive recommendations for tenure shall be forwarded to the president. Decisions not to recommend tenure are not forwarded from the campus.
The Third-Level Review is at the presidential level; it refers either (1) to the review by the president of a positive recommendation for tenure or (2) to an appeal of a negative decision for comprehensive review or tenure by a candidate. Promotion decisions are completed at the second level of review and are not eligible for third-level review. If flawed by procedural errors, promotion decisions may be appealed to the Faculty Senate Committee on Promotion and Tenure.
- All positive recommendations for tenure shall be forwarded to the president for review and approval prior to submission to the Board of Regents. The role of the President's Office in faculty personnel decisions is to ensure that appropriate and established procedures are followed, and that University standards for tenure and promotion are upheld at each campus. The primary responsibility for making personnel decisions rests with the Chancellors.
- In the case of a negative decision on tenure by the chancellor, the faculty member, within ten working days of receipt of written notice of denial for tenure from the chancellor, may request review by the president. The president may review, at the initiation of a faculty member, a negative decision of the campus chancellor regarding tenure. This request for review shall be made only on the grounds that the review contained either (1) procedural errors of sufficient magnitude that they may have affected the outcome, (2) substantive errors (such as a biased summary of student comments) of sufficient magnitude that they may have affected the outcome, or (3) prima facie evidence of discrimination, or some combination of these grounds. The president reviews the request and determines whether there are grounds for a third-level review. If there are grounds, the president shall convene a system-wide advisory committee of tenured faculty members chosen in consultation with faculty council to review the case. The advisory committee shall be provided with a complete dossier on each candidate referred to it by the president. After completing its review, the advisory committee will make its recommendation to the president.
- After considering the advisory committee's recommendation, and if he/she disagrees with a recommendation for tenure submitted by the chancellor, the president shall transmit to him or her the nature of the disagreement. The chancellor shall then reconsider her/his recommendation and return her/his reconsidered judgment to the president. The president shall make her/his final determination whether to deny tenure or to recommend tenure to the Board of Regents only upon completion of this process.
The Board of Regents makes the final decision on the award of tenure (including for outside hires with tenure). Only the Board has the power either to award tenure or to rescind a tenured appointment.
IX. Comprehensive Review
Each tenure-track faculty member below the rank of associate professor and faculty members in the Law School hired at the rank of associate professor shall be evaluated in a comprehensive manner, as outlined in the primary unit documents, at least once during the tenure probationary period (at the School of Medicine, School of Pharmacy and the Colorado School of Public Health, at least once during the promotion probationary period), apart from the review for promotion or the award of tenure. (Regent Laws Article 5.B.6.B.1) The comprehensive review is a critical appraisal designed to identify a candidate's strengths and weaknesses in sufficient time to allow promising candidates to improve their records before the evaluation for tenure. The review may include evaluation by external reviewers, as determined by the campus/school/college/library policy. Candidates for reappointment may receive specific advice about aspects of their performance that need improvement, although non-reappointment is also a possible result of the comprehensive review. If a candidate is not reappointed, he or she may request a third-level review, as described above. If not reappointed because of the outcome of the comprehensive review, he/she will have a terminal year before her/his appointment ends
X. Promotion
All candidates for promotion to associate professor and professor must meet the University's standards of performance as approved by the Board of Regents:
- Associate professors should have the terminal degree appropriate to their field or its equivalent, considerable successful teaching experience, and increasing accomplishment in research, scholarship/creative activity or clinical service/professional practice, as articulated in the primary unit criteria.
- Professors should have the terminal degree appropriate to their field or its equivalent, and (A) a record that, taken as a whole, is judged to be excellent; (B) a record of significant contribution to both graduate and undergraduate education, unless individual or departmental circumstances can be shown to require a stronger emphasis, or singular focus, on one or the other; and (C) a record, since receiving tenure or promotion to associate professor, that indicates substantial, significant, and continued growth, development, and accomplishment in teaching, research, scholarship or creative work, leadership and service, and other applicable areas.
XI. Post-Tenure Review
The purposes of post-tenure review (PTR) are: (1) to facilitate continued faculty development, consistent with the academic needs and goals of the University and the most effective use of institutional resources; and (2) to ensure professional accountability by a regular, comprehensive evaluation of every tenured faculty member's performance. Each campus has developed procedures for appropriate peer evaluation during PTR and for appeals of the PTR evaluation. College or department level PTR procedures must conform to the campus procedures and this administrative policy statement. The PTR evaluation shall be conducted by appropriate faculty peers within the campus, either the primary unit faculty or the faculty of the appropriate college personnel review committee. This committee shall be called the post-tenure review committee. Other units may be consulted as appropriate.
The post-tenure review process begins at tenure with the first PTR occurring five years after the faculty member is continuously tenured and recurs at five year intervals unless interrupted by promotion review. Promotion serves to re-start the PTR clock. Faculty undergoing PTR shall not, in that year, serve on the PTR evaluation committee.
The primary unit's written standards for reappointment, tenure, and promotion describe the nature and measures of achievement in teaching, research/creative work, clinical activity, and leadership and service within the discipline that shall be employed in PTR evaluations. The written standards of primary units shall include guidelines/descriptions of "meeting expectations," the standard of acceptable professional performance. In a Regular Five-Year Review, the Post-Tenure Review committee examines the five previous annual performance evaluation reports, including the FCQs, peer review of teaching, and, if desired, other types of teaching evaluation, the curriculum vitae, and, if available, the faculty member's Professional Plan(s) from that PTR cycle and the forthcoming cycle. (See Appendix B for more information about the Professional Plan)
The PTR committee shall provide an overall evaluation of the faculty member's performance as either outstanding, exceeding expectations, meeting expectations, or below expectations in teaching, research/creative work, clinical activity, and leadership and service, and shall provide a narrative explanation of that evaluation. The PTR committee shall write a brief report stating whether the candidate is meeting expectations or not. The report is an opportunity to evaluate the faculty member's contributions over the past 5 years to the unit, the university, the community (where relevant) and the profession. The report shall summarize the unit's findings regarding the faculty member's adherence to the department's/primary unit's standards and conclusions about his/her productivity and contributions to the University in teaching, research/creative work, and leadership and service, and when appropriate, clinical work or professional practice. A copy of this report will be given to the faculty member by the department chair or dean, depending on whether the PTR is undertaken by the primary unit or school/college. A copy of the PTR report will be placed in the faculty member's personnel file. The reports will be forwarded to the dean, who will provide a summary report and copies of the individual reports to the provost on the results of all the post-tenure reviews in the college/school. Annually, the provosts will provide a summary report on post-tenure review to the System Office of Academic Affairs, who will forward the campus summary reports to the president and the Board of Regents.
Faculty members who have achieved summary evaluations of "meeting expectations" or better on their annual merit evaluations (see the administrative policy statement "Performance Ratings for Faculty") since the last PTR (or since receiving tenure if this is their first PTR) shall undergo Regular Review. Faculty members who receive a summary evaluation of "below expectations" at any time during a five-year PTR cycle must undertake a Performance Improvement Agreement (See APS on Performance Ratings for Faculty for more information on the Performance Improvement Agreement and Extensive Review).
Faculty members who fail to participate in any aspect of the post tenure review process, as required, may be subject to sanctions for insubordination and dereliction of duty.
XII. The Candidates Prerogatives
A candidate shall be entitled to submit any material or information that he/she believes will be helpful in evaluating her/his comprehensive review, promotion and/or tenure at the first-, second-, and third-level review stages. Materials provided at a higher level of the review stage shall also be provided to all other bodies reviewing the candidate, and they may respond as they deem appropriate.
Each faculty member shall have access to all performance evaluation documents in her/his own files. These documents shall include statements prepared by primary unit evaluation committees, by department or division chairs, or by administrative officers, but shall not include letters of recommendation solicited from outside the primary unit, which are to be treated as confidential. Each faculty member shall be informed orally and in writing by the head of the primary unit of the results of evaluations of the faculty member's performance.
If a candidate so requests, in a confidential conversation, the provost or her/his representative shall advise the candidate of the reasons that contributed to a recommendation not to grant tenure or promote. After the final decision, a candidate for reappointment, promotion or tenure shall be entitled to file a grievance with the Faculty Senate's Privilege and Tenure Committee within the allowable time frame (see Regent Policy 5-H) if the candidate believes that the procedures described herein have not been observed at any stage of the recommending or review process. While procedural errors per se may entitle the candidate to proper reconsideration as herein provided, such errors may not be used as the justification for personnel recommendations not otherwise justified on the basis of performance. Nor shall the Privilege and Tenure Committee substitute its judgment about an individual's merit for that of other committees and administrators. The committee shall promptly report any procedural deficiencies to the provost of the campus where the faculty member works.
A candidate who is denied tenure will have a terminal year before his/her appointment ends.
XIII. Tenure and Promotion Policies Specific to Library Faculty Members
Librarians play a unique role in advancing the University's educational mission. This APS reaffirms the status of all librarians as members of the faculty, while recognizing the diverse nature of faculty appointments for librarians throughout the University of Colorado system, where library faculty members may be tenured or tenure track, non-tenure-track promotion eligible, or non-tenure track.
Librarians on University of Colorado campuses where library faculty are eligible for tenure-track appointments and who are appointed or promoted to the rank of assistant professor will be on the tenure track, and the tenure probationary period will begin when they achieve that rank. Evaluation procedures and standards of performance for reappointment, tenure, and promotion for library faculty members are the same as those for other faculty members. The criteria for librarians will include activities in the teaching and/or practice of librarianship. Primary unit criteria, as described above, articulate the requirements for tenure and promotion.
XIV. Related Policies, Procedures, Forms, Guidelines and Other Resources
- Administrative Policy Statements (APS) and Other Policies
- Regent Policy 5 M
- University APS: Justification for Appointment with Tenure Outside Hire with Tenure
- University APS: Mentoring for Tenure-Track and Tenure-Eligible Faculty
- University APS: Multiple Means of Teaching Evaluation
- University APS: Performance Ratings for Faculty
XV. History
- Original policy effective July 1, 2007
- Revised January 1, 2011
- Non-substantive revision on May 1, 2011
- The term "service" was replaced with the term "leadership and service" to reflect a change in Regent laws and policies, effective April 30, 2014.
- Revised July 1, 2014
- Non-substantive revision on October 19, 2016
XVI. Key Words
Appendix A: Examples of Appropriate Criteria for Faculty Evaluation
- Evaluations of teaching effectiveness by students, graduate trainees or other learners
- Teaching awards and other outstanding accomplishments in instruction
- Peer evaluation of teaching
- Alumni evaluation
- Quality of Doctoral dissertation and Master's thesis supervision
- Student advising and mentoring
- Innovations in teaching
- Clinical supervision
- Participation in teaching
- Performance of students, graduate trainees or other learners in higher-level courses or levels of training
- Performance of learners on Standard Professional Examinations
- Preparation of course materials
- Teaching scholarship (for example, external grant funding or published research related to teaching).
- Publications, including peer-reviewed manuscripts, books, book chapters, monographs and electronic publications
- Other products of scholarship as broadly defined, including the scholarship of discovery, education, application or integration in which the candidate is a lead investigator.
- Recognition by other scholars of research and publications
- Creative work (performance, poetry, drama, competitions, paintings)
- Grants and contracts (sponsored research)
- Unsponsored research
- Professional reputation (both inside and outside the University)
- Evidence of capacity for future achievements
- University committees and administrative leadership and service
- Leadership and service to profession and discipline (state, national, international level)
- Consultation and public leadership and service
- Skill and devotion in the care of patients
Appendix B: The Professional Plan
The professional plan is a highly recommended individually prepared blueprint that aids in evaluating performance, during both annual review and post-tenure review. Academic units or schools/colleges may require faculty members to prepare and maintain a professional plan after their award of tenure.
The professional plan communicates the faculty member's teaching, research/creative work, and leadership and service goals and explains how these goals support the needs of the primary unit and the college/school. Projections made in the plan, when compared to the faculty member's progress and achievements, can provide one basis for evaluating the faculty member's professional performance. If the Plan calls for a distribution of effort different from the primary unit's standard assignment, a differentiated workload agreement should be included.
At the time of annual merit evaluation and during post-tenure review (or extensive review), the primary unit evaluation committee may review the professional plan (and any revisions or updates to the plan) and compare its goals to the actual achievements of the faculty member to date.
- 1. Information with "material bearing," such as formal disciplinary action, should only be included if it affects whether or not the candidate meets the primary unit criteria for teaching, research/creative work, clinical activity or leadership and service.
- 2. The School of Medicine's (SOM) procedures differ in many respects from those described in this APS. Faculty members in that School should consult the School's policy on tenure and promotion, available at http://www.ucdenver.edu/academics/colleges/medicalschool/facultyAffairs/... This is also true for the Colorado School of Public Health and the School of Pharmacy: that School's Bylaws, Polices, Procedures, and Guidelines provide such information.


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STOP PRESS - NEW evohome now available.
The evotouch Thermostat Pack contains an evotouch controller and a BDR91 receiver.Designed to convert a system with single zone pipework into a multi zone system. A multi zone system allows rooms in use to be kept at a comfortable temperature whilst the unused areas remain at a reduced temperature. Resulting in optimal comfort combined with maximum energy saving.Fits directly onto any heating only system or system with a combi boiler. It can be converted to control a stored hot water system (see evohome Sundial pack).Ideal for domestic or small commercial properties that require zoning. Suitable for radiator and underfloor heating. Compatible with standard, combi or OpenTherm boilers.For very large properties, link up to four evotouches together to control up to 32 zones. Add an unlimited number of Honeywell wireless radiator thermostats to control them (see catalogue page evohome Zoning Pack).


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Get a Professional Look for FREE.
At Netfirms, our mission is to help people get their ideas online. We have a great legacy of simplifying internet presence for our users and with our newly launched Ready-to-go Websites, we are taking it to a whole new level. Now, within 5 minutes, you can bring your domain name alive with a fully functional website you can call your own. Or you can modernize the design and the functionality of your web site that you built years ago.
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DIESEL KID STORE NAGOYA TAKASHIMAYA is the perfect expression of the brand's alternative to luxury positioning.
Diesel store in Aich is a cornerstone of the brand's retail strategy expressing the Diesel Brand DNA through excellent display of Diesel's pillars of denim in Aich, leather and military elements.
DIESEL KID STORE NAGOYA TAKASHIMAYA staff are ready to assist you and give you an unforgettable shopping experience.


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Small market fan... always hoping, but never expecting.
Small market fan... always hoping, but never expecting.
I had issues when I was young as well. I imagine that all of us might have in one way or another. However, it is simply amazing to me how many of these athletic stars show no responsibility or even worse no maturity. Are they to believe that they are above the law? Are they to believe there are no consequences to their actions? Are they to believe they are Gods?
They have a life that a lot of us dream about and aspire for. Why do so many wad it up and throw it in a trash can? Pitiful.
...and this one belongs to the Reds.
RedFanAlways1966 (06-25-2013)
Razor Shines (06-25-2013)
Chip R (06-25-2013)
Hernandez was taken away in handcuffs this morning.
And released by the Patriots. https://twitter.com/Patriots/status/349894951775125504
"Reality tells us there are no guarantees. Except that some day Jon Lester will be on that list of 100-game winners." - Peter Gammons
Board Moderators may, at their discretion and judgment, delete and/or edit any messages that violate any of the following guidelines: 1. Explicit references to alleged illegal or unlawful acts. 2. Graphic sexual descriptions. 3. Racial or ethnic slurs. 4. Use of edgy language (including masked profanity). 5. Direct personal attacks, flames, fights, trolling, baiting, name-calling, general nuisance, excessive player criticism or anything along those lines. 6. Posting spam. 7. Each person may have only one user account. It is fine to be critical here - that's what this board is for. But let's not beat a subject or a player to death, please.


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By now, you've probably seen one of the three new "Mac vs. PC" ads targeting Windows 7. No judgments up front: what did you think? Funny as always? Tired? Novel?
Up top is my favorite of the three ads that are being run, titled "Broken Promises." Ribbing aside, it actually filled me with an odd nostalgia.
The reaction to the ad spots thus far has been — as it usually is — divided between seeing Apple as thoughtful or smug. As for the target itself, Windows 7 has even garnered support from some of its predecessor's harshest critics. Whether or not Microsoft can manage to make Windows 7 a critical success remains to be seen — it just launched yesterday, after all.
You don't have to wait to judge these Apple commercials, though. So what is it: is Apple's unarguably successful campaign still doing it for you, or do you — in John "PC" Hodgman's own words — want to go to another commercial?


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Three U.S. Beach Volleyball Teams Still Playing
B.J. Hoeptner Evans
Manager, Communications
Phone: (719) 228-6800
E-Mail: firstname.lastname@example.com
USAV Facebook - @USA_Volleyball - @USAV Beach
COLORADO SPRINGS, Colo. (March 30, 2013) – Three U.S. beach volleyball teams will compete on Easter Sunday at the NORCECA Beach Circuit event in Boca Chica, Dominican Republic.
The two U.S. women's beach volleyball teams of Jennifer Fopma (Bellflower, Calif.) and Brooke Sweat (Fort Myers, Fla.) along with Brittany Hochevar (Fowler, Colo.) and Summer Ross (San Diego, Calif.) remained undefeated at the end of play on Saturday and advanced to Sunday's quarterfinals. On the men's side, the USA-A team of Brad Keenan (Westminster, Calif.) and John Mayer (Thousand Oaks, Calif.) has advanced to the semifinals.
The women's USA-A team of Fopma and Sweat won Pool B on Saturday with victories over the Dominican Republic-A team of Diana Peguero and Nairobi Agramonte (21-15, 21-8 in 35 minutes) and Mexico's Marta Revuelta and Bibiana Candela (14-21, 21-14, 15-12 in 50 minutes).
Fopma and Sweat will play Gina Flores and Martha Euceda of Honduras in Sunday's quarterfinals.
The women's USA-B team of Hochevar and Ross won Pool A with a 4-0 record after beating the Dominican Republic-C team of Magen Bolton and Pamela Jaime by forfeit and Guatemala's María José Orellana and Lourdes Ramírez (21-18, 21-16 in 38 minutes) on Saturday.
Hochevar and Ross will face Peguero and Agramonte in Sunday's quarterfinals.
In the men's bracket, Keenan and Mayer opened the day by winning their second pool play match by forfeit over Julian Bissette and Joseph Clercent of St. Lucia. The advanced to the quarterfinals where they defeated the Puerto Rico-A team of Roberto Rodriguez and Erik Haddock, 21-16, 21-12 in 30 minutes.
Keenan and Mayer will play the Canada-A team of Chaim Schalk and Benjamin Saxton in Sunday's semifinals. The Canada-B team of Christian Redman and Maceij Zbyszewski will play Mexico's Lombardo Ontiveros and Juan Virgen in the other semifinal.
The USA-B team of Avery Drost (Hawthorne, Calif.) and Will Montgomery (Santa Barbara, Calif.) were eliminated from the competition on Saturday after losing to Schalk and Saxton in the quarterfinals, 21-18, 21-19 in 36 minutes. The U.S. team advanced from Pool D in second place with a 2-1 record after defeating the Puerto Rico-B team of Victor Rivera and Hector Soto in their final pool play match, 23-21, 21-18 in 43 minutes.
For more information about the NORCECA Beach Circuit, visit NORCECA.net.


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Sean Oakley necesitaba un nuevo diseño de página web y lanzó un concurso de diseño en 99designs.
Un ganador ha sido elegido entre 49 diseños de 9 diseñadores freelance.
Take7 is a travel benefits program in which employees make a monthly contribution and in turn get access to vacation condos and resorts all across north america and the caribbean. We're an energetic company who love to travel ourselves.
There are two main target audiences: hr professionals and employees/travelers.
The HR Professionals are who we target from a b2b sales perspective. Not unlike other employee benefits programs, we sell to HR professionals to get them to allow us access into their companies to sell the program to their employees directly. (Think healthcare, insurance, etc.) Thus, the site needs to be very clean and professional looking.
On the other side, we want to get employees excited about the travel and vacation nature of the program, and how innovative it is.
The other important part is that members and employees do all their booking of vacations online. So we are going to be servicing clients online, and UI and usability are very important aspects of the overall design.
The challenge is to have a colorful and fun (vacation & travel) design that is simultaneously clean and professional (catering to the business and HR side of the program.)
What we're looking for is a design for three pages of the site: home, the search page and the property page. Obviously the overall site design will be the same for all three pages, but what I'm really interested in is how you all think the property and search pages should best be laid out.
The homepage is a image rotator with several callout boxes for marketing promos.
I've attached a mockup for all three pages...but please do not feel restricted by the search results or the property mockups. I'm really interested in seeing if anyone has better layout ideas for these.
The search results page is just that, a results page for property/vacation searches.
The property page is, well, exactly that, the page with details about each property.
These are all very important pages for the site. The homepage is a huge marketing arm aimed primarily at hr professionals and business owners. While the other two pages are more service oriented and focused on our clients.
I've also attached a PDF of our logo. The logo is primarily green, with some brown on the back of the calendar. This is a recently designed logo, and we don't necessarily have a 2nd color in the branding other than the bit of brown...so have at it and see what other colors you think work best with the green.
Requirements: 3 layered PSD files so that we can slice into HTML/CSS.
Thank you in advance.


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Ajmaline blocks INa and IKr without eliciting differences between Brugada syndrome patient and control human pluripotent stem cell-derived cardiac clusters.
The class Ia anti-arrhythmic drug ajmaline is used clinically to unmask latent type I ECG in Brugada syndrome (BrS) patients, although its mode of action is poorly characterised. Our aims were to identify ajmaline's mode ...


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Instinct Edge II
High aspect ratio 5-line flat kite with One-Pump and 7 struts >> This is the Ozone high performer, designed to let you rip fast and send you into orbit!
Aerodynamic Leading edge scuff pads = Light therefore keeping weight off the leading edge which is very important for better performing kites
Narrow optimally designed diameter leading edge tube and struts = strong structure and less parasitic drag as kite cuts through the air.
New Tip Shape for a faster turn and to also give a more constant pressure throughout the D-Power range
Direct Line to Kite feel no pulleys in Kite or bar
2:1 depower trim strap which gives each model a constant feel from normal trim to full depower using the smooth clamcleat Trimmer Strap. For 08 3-way rings made in highest grade 316 Stainless
New 08 Stopper ball for the safety flag out line so that the bar does not shoot up the lines to far when emergency final safety release is activated. (span width of kite)
One-Pump on all 3 models Light II Sport II Edge II
The Worlds finest material selection = No compromise, giving you peace of mind in buying into a quality manufactured product that will last.
Unique bladder construction with double layer sections in wear areas = No failures
Leading industry service and support, if you have a problem we will deal with it
The Instinct 08 Models are a dream to re-launch, just turn the bar fully to one side and the kite rolls over onto its tip. The rider can either re-launch immediately with the kite downwind and de-powered or allow the kite to work its way to the edge of the wind window, either way the all three models (Light II, Sport II, Edge II) provide a stress free re-launch.
All of the 2008 Instincts feature the patented One Pump inflation system, regarded as the most durable and reliable single point inflation system on the market. We wont bother trying to disrespect the original creators by calling it some over hyped name we would instead just like to thank Slingshot for bringing the finest (simplest system to the industry).
For the 08 models we have the neoprene socks secured both ends to make it far easier to use whilst improving the protection of the kites sail when rolled up. (2007 were only secured one end)
A large dump valve releases air pressure quickly allowing you to pack down as fast as you set up.
Continuous smooth radius wingtip perfected in shape to increase turning speed and aid re-launch yet perfected in size to ensure the kite is balanced to stop any stall possibilities.
Cleanly designed bag with large volume so its easy to pack in your kite
Board carrier on the back held on by the side compression straps
New internal bar pocket to separate and protect your kite from the bar
External pocket for keys, spares and tools
Extra inner bag to protect your kite. The inner bag is very useful for example if you are travelling with a boardbag you do not always wish to take the main kite bag. But your kite still needs protection so thats where the separate inner bag made from a robust yet lightweight material helps protect your kite and keep it neat and secure.Links:


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Retirement Planning
Did you know that a person retiring at age 65 spends an average of 18 years in retirement? Experts estimate that you'll need 70-80% of your pre-retirement incomelower earners will need 90 percent or moreto maintain your standard of living when you stop working. This is based on the assumption that you'll cut out many of your current expenses, like commuting costs, when you retire.
When you use savings bonds during retirement, you can:
- Avoid dipping into your retirement accounts early by using your bonds instead.
- Defer paying taxes on the interest that your bonds earn until you redeem them.
- Cash bonds when you retire and report the tax-deferred interest as income at that time (when you might be in a lower income tax bracket).
- Savings bonds are backed by the full faith and credit of the United States government.
Use our Estimation Calculators to help you plan ahead.
If you don't know which savings bond is best for your needs, visit our I and EE Savings Bond comparison page.
Making Your Retirement Planning Easier with TreasuryDirect.
TreasuryDirect makes it easy for you to plan and manage your retirement savings electronically. You can:
- Purchase any amount starting from $25 to $10,000 per savings bonds series in penny increments.
- View your account online 24 hours a day, 7 days a week.
- Deposit the funds into your designated checking or savings account when you redeem your bonds.


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David Chokachi (born David Al-Chokhachy, January 16, 1968 in Plymouth, Massachusetts) is an American television actor. He was born to a Turkish-born Iraqi father and Finnish mother.
He attended Tabor Academy, an elite boarding prep school in Marion, Massachusetts. He graduated from Bates College in Lewiston, Maine with a degree in political science.
Chokachi began his acting career in 1995 on Baywatch as "Cody Madison", eventually replacing David Charvet as a main cast member. In 1999, he left Baywatch and took up the role of Jake McCartney in the TV series Witchblade, which lasted until 2002. Following that, he appeared in various TV series and made-for-TV movies. He appeared on the The N channel on the 2006 TV show Beyond The Break as a main character. He can currently be seen on VH1's Confessions of a Teen Idol, a reality show in which former teen idols attempt to revitalize their careers.


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Cyclone-USA introduces a completely new electric bicycle motor kit with more power
and more range than any other bicycle motor kit on the market today. The unique brushless DC motor
features an integrated planetary gearbox that significantly multiplies the motor torque.
The result is fantastic climbing and cruising power from a small, efficient motor.
Using the standard battery pack, the Cyclone motor system can achieve 30 miles without pedaling and
40-50 miles with very moderate pedaling.
The Cyclone system is the first electric bike motor kit to work with the bike's rear deraileur to take
full advantage of your bike's gearing system. The kit can be installed on bikes with 6 to 8
speed rear cassettes. The result is a motorized bike with great low gear power and a comfortable
high-end cruising speed.
The motor kit is available with either a 360 watt or 500 watt motor. It comes complete with a universal mounting bracket and all parts necessary to
convert most standard or folding bikes to e-bikes with just a few hours effort. The links
above will provide all the information you need to get a Cyclone Motor Kit working on
your e-bike project.


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Product Description:
CHL group Co., Limited, is professional leading manufacturer and exporter of ENAMEL TABLEWARE PRODUCTS in China with more than 15 years. OUR ENAMEL TABLEWARE INCLUDES ENAMEL MUG, ENAMEL BOWL, ENAMEL PLATE, ENAMEL TRAY, ENAMEL PICNIC SERIESE, ENAMEL KETTLE, ENAMEL CASSEROLE, ENAMEL COOKWARE SET, ENAMEL SAUCE PAN, ENAMEL FRY PAN, ENAMEL NON-STICK SERIES, ENAMEL STORAGE BOWL, ENAMEL COFFEE WARMER, ENAMEL WASH BASIN AND ETC. We have various designs available for customer's selection. In addition, we have strong capability to customize any design, shape and size as per specific requirements. OEM and ODM orders are cordial welcome.
For more detailed specifications, please refer to the table as below.
|Item Name:
|380ml decal printing customized outcoor enamel cup with rolled edge
|0.35mm cast iron plate with enameled coating
|Size (cm):
|5cm, 6cm, 7cm, 8cm, 9cm, 10cm, 12cm sizecan be customized
|Rolled rim and stainless steel rim
|Logo Printing:
|Available, could be customized as per artworks provided by customer
|Printing Method:
|Custom,CMYK decalprinting
|bulk packing, white box, color box,Customized
|Sample Cost:
|Free of charge for the existed samples
|LFGB, FDA, Food Grade, Ca Prop 65
|Delivery Time:
|Usually 20-25 days, depending on the order quantity
For more designs, please visit our official website as below:
Packing & Delivery
|Our Capability & What CHL Group Delivers
|CHL has strong capability to deliver various packing methods to our customers in order to fulfill with
their personalized requirements. The usual packing is bulk packing, assorted packing, individual clear
polybag packing, gift box packing, blister card packing, clamshell blister packing, shrink wrap packing
and etc. OEM and ODM are acceptable
|Payment Methods:
|Trade Assurance, T/T, Escrow Service, Western Union, MoneyGram, Paypal, Credit Card, L/C, D/A,
D/P (conditional accept), Alipay and etc
|Payment Terms:
|Could be negotiated as per the specific inquiry and order
|Trade Terms:
|CHL accepts all the trade terms listed in the Incoterms 2000, including EXW, FOB, FCA, FAS, CFR,
CIF, CPT, CIP, DAF, DES, DEQ, DDU and DDP
|Shipping Insurance:
|CHL could cover all risk insurance for the shipment as per customer's request. In this way, our customers
needn't to worry about the uncertainty of shipment. We have established the strategic partnership with
famous insurance company in China with more favorable insurance rates
|By cooperating with worldwide famous forwarders and couriers, we could use their powerful and integrated
networks to ensure the on-time & successful delivery to our customers located in any corner of the world.
DHL, UPS, FedEx are our strategic partners for door to door delivery with very competitive rates in the market
|CHL delivers all kinds of shipping ways, including sea shipment, air shipment, sea/air shipment, door to door
courier shipment, land shipment and train shipment. We will recommend the best cost performance solutions
to our customers for consideration and decision
Our Company:
Company Profile:
CHL GROUP CO., LTD, hereinafter to be referred as CHL GROUP, is the leading manufacturer and exporter in China with more than 12 years' experience. We have established cosolidated business relationships with more than 1000 firms all over the world with good reputation and feedback for our service and products. Europe, North America, Australia and New Zealand, East Asia, Southeast Asia and South America are our main target markets.
CHL GROUP owns four subsidiary companies and factories as below:
- CHL Industrial Development Co., Limited. hereinafter to be referred as CHL Industrial
- CHL Enamelware Co., Limited,
- CHL Commodity Co., Limited,
- CHL Toy Co., Limited.
With the development of CHL Industrial, we have four joint-venture factories located in Hangzhou, Ningbo, Jinhua and Quzhou city for production base with more than 12,000 square meters of gross floor area and approx. 550 employees as well as a wholly owned trading company with an energetic and professional sales team as an integration sales platform to be in charge of all our group's exporting inquiries/sales/orders. Due to the powerful sourcing capability and network we have, besides the products we manufacture, we can also provide our comprehensive, one-stop product & service solutions to help our global customers to shorten and simplify the sourcing & buy process in China. Actually we develop more
than 100 new products for our client yearly.
Organization Chart for CHL Group:
Brief Introduction for Our Subsidiary Corporations:
Our Contacts:
CHL Group Co., Ltd highly values the self-innovation capability, professional client service, quality products, social responsibility and etc. Our advantages mainly include nine aspects to distinguish from our competitors in the market, that's Quick Response, Competitive Price, Quality & Service, Our Innovation, Social Responsibility, Safety & Eco-friendly, Global Reach, Passion for Design and Solid Strength. For more details, please refer to the below image.
We are confident to provide our quick & professional service, competitive price, quality and innovated products and on-time delivery to our valuable clients with satisfaction.
Our Service:
√ Self-Manufactured Products Offer
We own three affliated factories and four joint-venture factories as production base, so we could deliver our own-made products to our customers with good quality control and more favorable price in the market.
√ Comprehensive Product Solutions
Under the CHL Group, CHL Industrial owns its trading company with strong sourcing capability. Besides the products we manufacture ourselves, by using our powerful network and rich experience, we can also provide our comprehensive, one-stop product & service solutions to help our global customers to shorten and simplify the sourcing & buy process in China.
√ New Product Development Service
We have in-house engineers, designers and R&D staff to work with customers to develop the new products every years. Actually we develop more than 100 new products for our customers yearly.
√ Certifications & Test Reports Service
We could conduct and arrange the certifications and test reports on behalf of our customers. We have well cooperated third party labs to work with, like SGS, TUV, ITS, BV and etc. In this way, customers could pay less money to have the products to be tested in China with fast track.
√ Third-Party Inspection Service
As per customer's request, we could conduct and arrange the third-party inspection for the order/goods before delivery. We have long-term cooperated accredited inspection companies with favorable inspection fee. Besides, if customers want to arrange the inspection by themselves, it is also acceptable, and we could also offer our contacts of inspection company for customer consideration.
√ Lowest Cost of Door to Door Courier Service
DHL, UPS, FedEx are our strategic partner for the door to door courier service. We could get the best rates for the courier freights in the market. In this way, our Customers only need to pay less money to enjoy the fast and convenient delivery method.
√ Professional and Prompt Service
In order to have a fast track for the inquiries or orders, we will reply our customer's inquiry & questions within 24 hours after receipt of request. All of our sales will always check emails regularly and work till night to avoid the influence of different time zone.
1. What's the standard procedures of ordering?
[Answer]: standard procedures of Ordering are as below,
a. Customer to send the inquiry with brief/detailed requirements to CHL
b. CHL to provide the professional detailed quotation to customers
c. Customers to confirm the price, delivery time, artwork, payment terms and etc
d. CHL to send the pro-forma invoice to customers for payment purpose
e. Customer to arrange the sample & printing mold cost or deposit to CHL
f. CHL to produce the pre-production sample as per customer's specific requirements
g. CHL to provide the photos of pre-production sample or send the real samples to customers for approval
h. Customers to confirm the pre-production samples and the offical order
i. CHL to start the mass production after getting customer's approval for pre-production sample
j. CHL to send the clear images of mass production and mass production samples to customer for reference
k. Customers to conduct the QC inspection before goods delivery to forwarder's warehouse
l. Customer to arrange the balance to CHL if inspection result is within the AQL (Acceptable Quality Level)
m. CHL to arrange the goods delivery and book the shipping space with forwarder
n. Forwarder to arrange the Customs clearance in China and load to vessel
CHL Standard Procedures of Ordering


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http://usngbjobs.teamworkonline.com/tea ... fm?i=52058
Internships: Administration/General Management
Lacrosse Magazine Intern - US Lacrosse (Baltimore, MD)
US Lacrosse, the national governing body of lacrosse, announces an opening for a part- time Lacrosse Magazine Intern in Baltimore, Maryland starting mid to late February 2013 working 15-20 hours per week (Tues-Thurs and Sat) for college credit. If you're looking for a dynamic atmosphere surrounded by supportive, fun and passionate co-workers, then US Lacrosse is the place to be.
About US Lacrosse
US Lacrosse, a 501(c) (3) nonprofit association is the national governing body of lacrosse. The organization has nearly 400,000 individual members within 64 regional chapters throughout the country and employs a national staff of more than 75 at its Baltimore headquarters. US Lacrosse provides a leadership role in virtually every aspect of the sport throughout the United States, and offers numerous programs and services to its national membership and more than one million lacrosse enthusiasts throughout the country.
General Description
Baltimore-based Lacrosse Magazine seeks editorial interns to assist with online coverage of the 2013 spring season and in production of a monthly publication that reaches 400,000-plus members of US Lacrosse.
Specific Duties and Responsibilities
- Write blogs, game previews, features and cover games for LaxMagazine.com.
- Assist in back-end production — such as posting scores, recaps and related links.
- Participate in and contribute to editorial staff brainstorming and budgeting meetings.
- Conduct interviews and write features for Lacrosse Magazine.
Qualified candidates should be journalism and/or communications majors looking for hands-on experience and clips in a dynamic environment. Knowledge of lacrosse preferred, as is experience working in a content management system and with social media. Please include resume and samples of published work. Candidates in the Baltimore area are preferred, but remote applicants will also be considered.
Note: When you apply for this job online, you will be required to answer the following questions:
1. Y/N Are you a journalism or communications major?
2. Y/N Do you have experience working in a content managment system?
3. Y/N Are you familiar with the game of Lacrosse?
4. Y/N Do you have any experience conducting interviews?
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Last night's Emmy awards left a lot of genre fans feeling disappointed: Lost was snubbed left and right, along with True Blood and a few others. But there were also some amazing geek shout-outs.
Strangely enough, one of the highlights of the night, besides Ricky Gervais handing out beer to the front row, was Stephen Colbert's Human Centipede name-check. While accepting his nomination for writing team on the Stephen Colbert Report, the comedian claimed his writing team was "the greatest staff in the world. These people think together, they move together, they act as if they're one living creature. Or they soon will — once I make them a human centipede." A collective shriek was heard round the nation when Moms everywhere googled "Human Centipede." Well played, sir.
But besides a few jokes, genre entertainment as a whole was largely snubbed. Lost and True Blood walked home empty-handed. Lost showrunner Damon Lindelof tweeted
But all was not, erm, lost. Some beloved geek shows did win some much-deserved praise. First and foremost, Bryan Cranston and Aaron Paul both received Emmy honors for their roles in the science-heavy, meth-lab drama Breaking Bad. Plus Jim Parsons surprised us all by taking home the Emmy for for best actor in a comedy series for Big Bang Theory.
Our favorite Daily Show correspondent and PC guy, John Hodgman, was also in attendance, deadpanning his way through all the nominee announcements. And Jimmy Fallon performed a Lost song as Green Day's lead singer Billie Joe Armstrong. It was... OK?
Perhaps the best bit of news didn't come from this particular awards show, but a few days earlier on August 22nd. Star Wars: Uncut won the award for Outstanding Achievement in Interactive Media. The crowdsourced production remade Star Wars: A New Hope from a large collection of 15 seconds of fan made clips. Here's a little preview of the end result.
Star Wars: Uncut Trailer from Casey Pugh on Vimeo.
Other genre winners at the Aug. 22nd announcements included Robot Chicken's Full-Assed Christmas Special for Short-Format Animated Program and FlashForward, for Outstanding Stunt Coordination.
Sound off — was Lost robbed? If not for supporting actor then maybe for best original score? And are we the only ones still pissed off that John Noble of Fringe was snubbed?


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One of the most ambitious decks of cards in Ellusionist history, we set out to create the most unique deck of playing cards ever created.
The tuck box of the Infinity deck overflows with a richness of design that US Playing card originally said, "Cannot be accomplished."
The card case box has multi level embossing AND debossing to strategically create depressions in the face so your fingers can graze over depressions falling into infinity.
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