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I. OBJECTIVE & PURPOSE To clarify the process and procedures for faculty appointments. II. STATEMENT OF POLICY Full and Part-Time Faculty Recruitment and Appointment The University has established the following policy in order to establish an orderly, consistent, and centralized process for the recruitment and appointment of full and part-time faculty and to ensure that all individuals appointed meet the minimum qualifications required of teaching faculty. These policies and procedures will be used in conjunction with the University's online web-based employment application process. This system called OASys (Online Applicant System) will allow all applicants to apply for positions at the University anywhere that there is internet access. Applicants can apply online from any computer or at designated terminals in the Office of Human Resources. They will be able to upload supporting documents, such as a resume, letter of interest, and even unofficial transcripts. OASys will also allow the hiring officials and appropriate office staff (Point of Contact – POC) to complete a recruitment request along with the recruitment plan and view active, pending and historical recruitment requests. The system allows for flow of information among the hiring official, Office of Equal Opportunity Programs (EOP), Office of Human Resources (HR), and the Office of Academic Affairs. OASys contains many other important features that may be used in the recruitment process. These features are identified in the Hiring Manager's Navigation Guide found at http://www.unf.edu/hr/employment/OASys_Training_Resources.aspx
There are four main objectives central to the University's Faculty recruitment and appointment policy: a. to recruit and appoint the best qualified persons in a nondiscriminatory manner with respect to race, color, religion, national origin, gender, age, marital status, veteran's status, sexual orientation, and/or disability; b. to ensure that the criteria used for hiring teaching faculty are job related and meet accreditation requirements regarding faculty credentials; c. to ensure that documentation is on file demonstrating the required qualifications regarding individual faculty criteria; and d. to ensure diversity in areas where underutilization of women and minorities is found. SACS Faculty Credential Requirements: UNF gives primary consideration to the highest earned degree in the discipline. Consideration is also given to an individual's competence, effectiveness, and capacity, including, as appropriate, undergraduate and graduate degrees, related work experiences in the field, professional licensure and certifications, honors and awards, continuous documented excellence in teaching, or other demonstrated competencies and achievements that contribute to effective teaching and student learning outcomes. The following credential guidelines serve to guide the appointment of faculty: a. Faculty teaching baccalaureate courses: a doctorate or master's degree in the teaching discipline or master's degree with a concentration in the teaching discipline (minimum of 18 graduate semester hours in the teaching discipline). b. Faculty teaching graduate and post-baccalaureate course work: an earned doctorate/terminal degree in the teaching discipline or a related discipline. 1. General Recruitment Requirements: All searches must be in compliance with federal and state laws and must yield candidates who meet the minimum requirements set forth above. Search committee chairs and hiring officials should obtain a copy of suggestions for searches and other information from the EOP website and review these before embarking upon the search process. The hiring official must be prepared to document all of the following: • the required minimal credentials expected for a faculty position, • the diversity initiatives utilized in all stages of the hiring process including the selection and appointment of search committee members, • the criteria and qualifications set forth in the OASys recruitment request and recruitment plan, • the venues in which the position is being advertised, and • the individuals involved in the interview process, • the reasons for selection and non-selection of all applicants The hiring official and search committee chair should seek guidance from the Director or Assistant Director of EOP, the Dean, and the Provost for assistance in ensuring a diverse pool of applicants is recruited and that interviewees are exposed to diverse segments of the University. 2. Specific Recruitment Requirements: a. A recruitment request and plan (rr/p) is required in OASys to fill a vacant or new faculty position, unless an exemption from the search has been explicitly granted below, for example, part-time faculty positions, or a waiver of a search has been approved in writing by the President. The recruitment request and plan must be completed in its entirety and shall state the credentials required for the faculty position. b. Download the OASys Navigation Guide for assistance in using OASys.
c. All Hiring Officials (HO) and Point of Contacts (POC) must have an OASys user name. Go to http://www.unfjobs.org/hr . On the left side of the screen you will click on 'create user account' then follow the directions. Human Resources will notify you via email when your OASys user account had been approved. If you forget your password do not sign up for a new OASys user account, please notify HR and they can reset your password for you. If you do not find your POC or HO's name in a drop down menu inside OASys, it is because they have not yet received a user account. Forward them the proceeding directions. Once their user account has been approved, they will be in the drop down menus. d. All applicants must apply online in OASys to be considered an applicant. If they do not apply for positions online in OASys, we cannot consider them an applicant for the position. On March 4, 2004 the Equal Employment Opportunity Commission with the Departments of Labor and Justice and the Office of Personnel Management, published clarification and definition of an "applicant". Please go to http://www.eeoc.gov/press/3-3-04.html to view the complete definition. For an individual to be considered an applicant in the context of the Internet and related electronic data processing technologies, the following must have occurred: - the employer has acted to fill a particular position; - the individual has followed the employer's standard procedures for submitting applications; and - the individual has indicated an interest in the particular position. e. You must complete the recruitment request and plan in OASys at http://www.unfjobs.org/hr. You must complete all of the required fields as noted by the * in the recruitment request. • Job Summary/Responsibilities must contain all the duties and responsibilities of the position. • Required Qualifications must contain all required qualifications. Refer to page 2 for SACS Faculty Credential Requirements. • Preferred Qualifications should contain any additional qualifications that surpass the required qualifications. f. You have the choice of requiring the applicants to upload their documents or requiring the applicants to mail their document. • If you are requiring the applicants to upload their documents check all of the "Documents that must be submitted electronically at the time of application". These are documents that the applicant must upload when applying online in OASys. If the applicant does not upload these required documents, the system holds the applicants status at "incomplete application" and they are an "inactive applicant". Once the applicant has uploaded all of the required documents and received their confirmation number, the system will move the applicant's status to "under review by department" and the department will be able to view them as an "active applicant". The applicant must apply online in OASys and must upload these documents to be considered for the position. • If you are requiring the applicants to mail documents please type the following text in the "Special Instructions" box: You must mail the following materials: (list materials for the applicant to mail: see examples below) (1) current CV (2) Official Transcript (3) Three Letters of Recommendation Application materials should be addressed to: (enter name of Chair) Chair, Search Committee Position Number (enter number here) Department of (enter Department name here) University of North Florida 1 UNF Drive Jacksonville, fl 32224-2665 You may contact (name here) at firstname.lastname@example.com for further information. The applicant must apply online in OASys and must mail these documents to be considered for the position. If you are requiring the applicants to mail their documents then you must make sure that they have completed their one page on-line application as well as mailed you any supporting documentation. If you receive supporting documentation in the mail, it must match up with an on-line application. If you have an on-line application, then you must match it up with supporting documentation that is received in the mail. You can choose to notify those persons who have only completed their on-line application or who have only mailed their supporting documentation to you and let them know that their application is incomplete. Let them know what they still need to do in order to have a complete application. Either they will need to complete the one page on-line application or let them know what documents they need to mail to you. But if you notify one person, you must notify all. g. All outside advertisements must be included in the rr/p and must be approved by EOP before being placed in any outside venue(s). All advertisements must include (at a minimum): The position title, salary, deadline/or initial review date, and the following statement: Applicant must complete a one-page application on-line at http://www.unfjobs.org and must submit all required documents to be considered for this position. UNF is an Equal Opportunity/Equal Access/Affirmative Action Institution. h. An advertisement will be placed in http://www.higheredjobs.com at no cost to you. You must insert the text for that advertisement in the field for the external website(s) or print media. i. All employment ads in the Florida Times-Union are being consolidated. This is intended to reduce advertising costs for individual departments and to give greater impact to the employment ads. The Office of Human Resources and the Office of University Marketing and Publications will coordinate the new ads. Each department will be charged a proportional amount for its ad. Separate requisitions will no longer be needed. The ads will be streamlined and will direct interested job seekers to the University's Web page for more information. Departments may continue to publish separate ads but will pay the full cost of those ads. Questions can be directed to Human Resources at (904) 620-2903 or Marketing and Publications at (904) 620-2140. The deadline for the Sunday issue is noon the Wednesday before. PLEASE BE AWARE: The applicant can only view the information on the recruitment -request starting at the position number and ending with the special instructions. They will not be able to view the advertisements you have typed in your rr/p and other information that follows. j. If you are going to have a search committee you must create a guest user account and password in OASys when you develop your rr/p. This will be used by the search committee chair and search committee members to access the applicant information in OASys. k. OASys does not spell check your work. Click on "view rr/p summary" at the bottom of the page; click on "Printer Friendly Version" in the upper right corner of the page; go to the top of your screen and click on File, then click on send, then click on page by e-mail. Your rr/p is now in an outlook email. Click on tools, then click spell check. Spell check the entire document. You can print a copy of the rr/p and annotate the corrections you need to make on that copy. Close the outlook e-mail. Your OASys screen is still up and you can make any necessary spelling corrections. l. The hiring official shall save the recruitment request and send a 'Printer Friendly Version' via email to their next level supervisor and Dean. To send the 'Printer Friendly Version' via email is very similar to the way you utilized the spell check feature in Outlook. Click on "Printer Friendly Version" in the upper right corner of the rr/p; go to the top of your screen and click on File, then click on send, then click on page by e-mail. Your rr/p is now in an outlook email. Address the email to those persons who need to review the rr/p before it is sent to EOP for their review/consultation/approval. This approval process is done outside of the OASys system. Remember, this process does not forward the rr/p in OASys. m. Hiring Official's (HO) are responsible for ensuring that the rr/p has been reviewed and approved by appropriate personnel. Upon approval of your rr/p from your next level supervisor and Dean go back into OASys and find your rr/p under "view pending'. Forward your rr/p to EOP for review/consultation/approval. This step in OASys will generate an email to EOP letting them know a recruitment request has received the necessary approvals outside of OASys and that it is being forwarded to EOP for review/consultation/approval. n. EOP will review the recruitment request. If corrections are needed EOP will return the recruitment request to the Hiring Official for corrections. This step in OASys will generate an email to the HO and Point of Contact (POC) letting you know a rr/p has been returned for corrections. EOP will send an email via Outlook explaining the corrections that are needed in the rr/p. The HO or POC will make the corrections and return the recruitment request to EOP through OASys. o. Once EOP has completed the review/consultation/approval, EOP will forward the recruitment request to the VP for approval. This step in OASys will generate an email to the Provost/designee letting him/her know that a recruitment request is waiting to be approved by them. The Provost/designee may also return the recruitment request to the HO for corrections. If this happens, the HO will make the required corrections, forward the recruitment request to EOP and EOP will forward it on to the Provost/designee for his/her final approval. p. Once the Provost/designee has approved the recruitment request, he/she will forward the recruitment request to HR for advertisement on OASys at http://www.unfjobs.org/ and Higher Ed Jobs at http://www.higheredjobs.com. The posting of advertisements on other web sites or print media shall be the responsibility of the college or department. Advertisements must conform to the language approved in OASys by EOP. Remember that all employment ads in the Florida Times-Union are being consolidated, as this is intended to reduce advertising costs for individual departments and to give greater impact to the employment ads. Questions can be directed to Human Resources at (904) 620-2903 or Marketing and Publications at (904) 620-2140. The deadline for the Sunday issue is noon the Wednesday before. q. The hiring official is responsible for aggressively recruiting a diverse pool of applicants that meet the required credentials for the position and thus ensuring the University's strong commitment to diversity. A search committee is required for all positions at the Director's level or above and recommended for all other positions. The hiring official is responsible for naming the chair and other members of a search committee. This committee must be comprised of at least 5 members and be appointed with as diverse a composition as practicable. r. OASys will automatically generate an email to EOP on the day following the applicant review date or the application deadline date. If you have a deadline date, OASys will automatically stop accepting applications at 11:59pm on that date. EOP will review the applicant pool and enter their approval in the "Pool Certification" tab in OASys. EOP will generate an email via Outlook to the hiring official letting them know that the applicant pool has been approved. They may now start reviewing the applications. Once applicants to be interviewed are identified, an email must be sent to EOP requesting interview approval of these applicants. EOP must approve the interview pool before applicants are interviewed. If you plan to interview more than one pool, email each pool to EOP (separately) for approval. EOP will review the interview pool and enter their approval in the "Pool Certification" tab in OASys. Upon approval of the interview pool, EOP will generate an email via Outlook to the hiring official/search committee chair informing them that the interview pool has been approved. Search Committees are encouraged to utilize the UNF Search Committee Guidelines set forth later in this policy. s. The Director or Assistant Director of EOP will need to attend the first meeting of the search committee to present the EEO charge. Contact the EOP office at (904) 620-2507 to let them know the date and time of the meeting. t. Once interviews have been completed and a candidate is identified for final consideration, the hiring official must complete a Permission to Extend Offer package (attached). Go to EOP Website to download the package. The Dean is responsible for submitting the package for written approval by the Provost. That documentation should specify the steps taken to recruit women and minorities. The Provost shall ensure that the documentation is complete and must approve the candidate's hire before an offer is made. No offer of a teaching appointment shall be extended to any individual until the Provost grant's written approval. Documentation for faculty will be maintained in the Office of Academic Affairs. The package shall include: • Faculty Documentation Checklist Form (available on the o: drive under mpurvis) • Memo from the Chair of the Search Committee documenting the justification for extending an offer as well as the specific steps taken to recruit women and minorities.* • Memo from the Chair of the Department confirming that he/she met with the department faculty members to discuss the recommendations of the faculty search committee.* • Permission to Extend Offer Memo (attached) from the Dean* • An official transcript with a raised seal from the institution granting the highest degree. If the highest degree awarded does not reflect preparation in the teaching discipline, then official transcripts are required from all other institutions being used to substantiate formal academic preparation in the teaching discipline. The highest degree must be highlighted. Additionally, for those individuals who possess only a master's degree without a major in the teaching discipline, the graduate semester hours (18 minimum) in the teaching discipline must be highlighted. As an exception to this provision, a copy of a transcript forwarded from a university placement office as part of a placement packet (which would not contain the raised seal) is acceptable, as is a copy of a transcript from a higher education institution outside the United States (i.e., an international transcript). A translated version of the international transcript must be provided at the time the transcript is submitted to the Dean's Office. • A current curriculum vitae • Three professional letters of recommendation from persons that can attest to the faculty member's qualifications to perform instruction in the assigned field of study. Letters must be signed and dated and should not be more than one year old at the time of initial hire. No email or fax copies will be accepted. • Copies of any other correspondence which documents additional credentials for the position. *Not required for part-time faculty members. • Note: Only in rare and exceptional cases will a Justification Form be approved by the Provost for those teaching faculty who are exceptions to SACS minimum qualification requirements. Any file not submitted to the Office of Academic Affairs in accordance with the above requirements will be returned to the Dean's Office and will not be accepted until all appropriate documentation and information is provided. Note: In cases where a part-time faculty member is teaching in a new content area than that previously approved, a new request for approval under paragraph "e" will need to be prepared by the Department Chair for review and approval by the College Dean prior to being forwarded to the Provost. The request should be accompanied by appropriate documentation that attests to the faculty member's qualifications to perform instruction in the new content area. No offer of a teaching appointment shall be extended to any individual until the Provost grants written approval. u. The file will be returned to the Dean's Office. If the candidate accepts the position, the file will be returned to the Office of Academic Affairs along with two letters of offer for signature and a completed Personnel Action Form (PAF). A copy of the PAF should be forwarded to EOP. v. Notify EOP via an Outlook email when a recruitment request is to be closed. Provide the name of the candidate hired. w. The HO must change the status of the applicant in OASys as the search progresses. They may either change an individual status or change multiple statuses. Do not wait until the end of the process. When the status of all of the applicants has been changed, EOP can reflect that a position has been filled. When to use the various status changes: • Under review by department – Reflects that a candidate has applied and is ready for your review. • Not Hired – Those candidates who definitely do not meet the minimum qualifications; if you choose this status be sure and also choose the reason that the candidate was not hired. • Telephone Interview Pending – Those candidates who you would like to interview by telephone. • Campus Interview Pending – Those candidates who you would like to bring to campus for an interview. • Campus Interviewed – Those candidates who were brought to campus for an interview. • Candidate 1, 2 or 3 – Your top three unranked candidates after you have narrowed your list down. • Not Hired – Change all remaining candidates when the job offer has been accepted. Choose the reason that the candidate was not hired. • Offered Job – The candidate who was offered the job and accepted. x. The HO must send letters of notification to all unsuccessful candidates. Contact EOP for a word merge document of candidate's names and addresses from OASys. y. If a recruitment request is to be cancelled, notify EOP via an Outlook email stating the reason for canceling the recruitment request. z. Written records of the recruitment and selection process must be kept by the Office of Human Resources for at least three years. Examples of pertinent information are: • Copies of applications received through OASys • Copies of applicants' support materials • Copy of approved recruitment request and plan • Information on advertising • Recruitment letters • E-mails to all applicants, references, etc. • List of candidates invited for telephone interviews • List of candidates invited for on-campus interviews • Minutes of search committee meetings • Letters of appointment • Letters of rejections • List of candidates and reason for non-selection 3. Exemptions from Recruitment Requirements: The President may waive the requirements for a search as set forth above when it is determined to be in the University's best interests to do so. This is a rare practice. In addition, the following positions are exempt from the recruitment requirements outlined above, however, prior to making an appointment, the Provost is responsible for approving the process by which an individual will be appointed to the position and for ensuring that individuals appointed to a full or part-time teaching position meet the faculty credentials to teach at the appropriate level and that the required documentation is on file. a. Positions to be filled as visiting appointments if the appointment does not extend beyond one year. b. Other Personnel Services (OPS) positions, including part-time faculty positions. c. Positions to be filled via an internal promotion process. The following positions are also exempt from the recruitment requirements outlined above, however, prior to making an appointment, the Provost is responsible for ensuring that individuals appointed to a full or part time teaching position meet the faculty credentials to teach at the appropriate level and that the required documentation is on file. a. Position funded from contracts or grants where the principal investigator and/or other proposed incumbents are specifically identified by name in the contract or grant or positions that were terminated because a contract or grant ended but are reestablished by a subsequent contract or grant. b. Positions to be filled by persons who have been laid off and who have recall rights under rules, policies, or collective bargaining agreements. c. Positions of half time (.5 FTE) or less. d. Positions to be filled on an acting, temporary, or emergency basis for one year or less. When the position is to be filled on a permanent basis it must be advertised unless the President approves a waiver. e. Positions to be filled by an employee who completed in good standing a university educational leave program. f. Positions filled in settlement of litigation, grievance, or arbitration. The following circumstances do not represent bona fide position vacancies and the requirements set forth above are not applicable. a. Academic rank promotions. b. Position rotation. c. The reassignment or demotion of an employee to a different position. d. The reclassification of a filled faculty position if no actual vacancy exists. 4. Waivers of Recruitment Requirements: In rare and special circumstances, a request may be submitted to waive the recruitment requirements for a position. Process for Requesting a Waiver: a. Prepare a memorandum addressed to the President, via the Director of Equal Opportunity Programs. b. Include a strong justification for requesting the waiver of recruitment. c. Indicate the name, position title, position number, and proposed salary of the individual you wish to place in the position. d. Attach an approved position description. e. Attach a current resume of the proposed candidate and three (3) letters of references. The completed packet should be forwarded to the Office of Equal Opportunity Programs for review. A recommendation from EOP will be forwarded to the President for approval. UNF SEARCH COMMITTEE GUIDELINES Creating a Diverse Search Committee: A search committee can be an effective tool in the faculty recruitment and selection process. Because search committees play pivotal roles in diversifying campus faculty, it is important that they include representation from underrepresented groups. Such persons can provide diverse perspectives and access to nontraditional networks and contacts, as well as lending general expertise and credibility to the work of the committee. It is important that committee members from underrepresented groups be of the same general rank or status as other members of the committee and have general familiarity with the position and with the unit doing the hiring. Ideally, such representation can come from within the faculty in the unit; if no one is available, every effort should be made to identify persons from other campus units or from the community or seek advice from the Office of Equal Opportunity Programs (EOP). When forming a search committee, care should be taken in formalizing the charge of the committee. The expressed purpose should be clearly articulated and guidelines should be set forth. Search committees may be simply for advisory purposed or they may be given limited authority such as determining finalists from whom the administrator will make a final selection. Appointing a Search Committee: Along with the chair, the committee members are usually appointed by the hiring official. A good faith effort should be made to appoint women and underrepresented group members to a search committee. Committees should include a minimum of five (5) individuals with an academic background, discipline, and/or level of expertise pertinent to the field. If the unit conducting the search cannot identify a diverse pool of candidates to serve on the committee, it should look externally to the campus for individuals with the expertise and time to serve. An individual who accepts appointment to a search committee cannot become a candidate for the position. Search committee members should not be related by kinship, personal relationships, or be engaged in business ventures with persons who may apply for the vacant position. A committee member having a relationship with a candidate, thus creating or giving the appearance of a conflict of interest should not be a member of the search committee. It is incumbent upon a search committee member to disclose when such a conflict arises. Upon having knowledge of any potential conflict of interest, the committee chair should discuss the matter with the appropriate administrator. Responsibilities of the Search Committee Chair: 1. Consults with the hiring official to review the search process. EOP will review the search process through OASys. If a consultation is needed, contact EOP. 2. Schedules and directs all search committee meetings. 3. Serves as a contact person and sends acknowledgement of applications. 4. Provides user name and password to search committee members for access to application materials. 5. Conducts or assists with reference checks. 6. Serves as liaison between search committee members and candidates 7. Arranges travel accommodations for interviewees, as needed 8. Assesses and discusses with department head/administrator any conflict of interest issues. 9. Sends letters to candidates as needed. 10. Submits a list of recommended candidates to be interviewed to the administrator/department head. 11. Forwards committee's recommendations to hiring official re: recommended candidates' strengths and weaknesses. 12. Maintains minutes of all search committee meeting, including information regarding how applicants were screened. 13. Sends notification letters to all applicants after an employment offer is accepted. 14. Collects all records from committee members and forwards these records to Human Resources (HR) for retention period. Responsibilities of the Committee Members: 1. Attend all meetings scheduled by the chair 2. Review all applications for education, experience, quality, and other relevant criteria 3. Assist in establishing a timetable. 4. Develop a list of questions for reference checks, if requested. 5. Contact references/former employers, when assigned, and report finding to committee. 6. Recommend top candidates to the hiring official. 7. Assistant the chair with travel accommodations and interviewing schedules, as needed. 8. Participate actively in all search phases, interviews, receptions, etc. 9. Forward all records to the chair after the search. Reviewing Applicants: Establishment of clear criteria and process guidelines that outline search procedures and responsibilities of members will limit confusion and facilitate the recruitment and selection process. The search committee should make every effort to include women and underrepresented group members among the person to be interviewed. Before identifying the group, however, the search committee should discuss and come to some consensus about the standards foe evaluating the applications. The committee should make sure that every effort is made to ensure that the process does not unfairly eliminate a disproportionate number of women and underrepresented applicants. Where women and underrepresented group members are not included among the candidates to be interviewed the committee must be prepared to discuss with the hiring official how the qualifications of the candidates recommended exceed those candidates not recommended. Creating a Diverse Qualified Pool of Applicants: Creating a broad, diverse pool of qualified candidates is one of the most important functions of the search process. To be effective, the committee must be creative and aggressive in seeking to identify candidates from diverse groups. The following points should be considered when conducting a search: 1. Care should be taken to identify and utilize those publications and search strategies that will produce a diverse pool of applicants. Relying on "traditional" publications to announce a position will typically result in a traditional pool of applicants. 2. People contacts are the most effective means of generating candidates. Efforts should be made to contact colleagues and other professionals to inform them of the vacancy and to request nominations. Follow-up should be provided with a letter and a position announcement that they can share with others. 3. Forward an announcement, with cover letter, to professional associations serving specific populations (e.g., Women and Minorities in Engineering, Association of Black Psychologists, etc.). Also, recruit in person at national meetings or contact special interest groups for specific information regarding possible candidates. Ask for nominations and follow-up appropriately. 4. Where applicable, send announcements with a cover letter seeking assistance from Historically Black Institutions. Send them to specific departments rather than to the office of the Presidents or Vice President. Ask for nominations and follow-up appropriately. 5. Utilize annual directories of Ph.D. recipients. Contact potential candidates by phone to inform them of the position and follow-up with an announcement and cover letter. If the person contacted is not available or interested, ask for nominations of other potential candidates. 6. Where appropriate, campus based networks should be utilized, such as those available through EOP. Review of Applicants: In reviewing applicants, members of the committee should be sensitive to the following: 1. Biases against individuals from lesser known institutions and organizations. An insistence on considering only candidates with degrees or prior work experience at large, elite institutions may be incompatible with equal opportunity goals. 2. Biases against candidates who are not active participants in mainstream organizations or networks. 3. Devaluing research and scholarship which focuses on areas not considered mainstream. The quality of the research and scholarship should be the main focus as well as an assessment of the potential for future activity. 4. Devaluing candidates whose prior professional experience focused on working with special populations. These assumptions that a positions calls for a narrow or restrictive set of skills that are not transferable are shortsighted. 5. Making a concerted effort to invite women and underrepresented candidates to campus for interviews. Ensure that the process evaluates each applicant fairly. If necessary, request additional references, copies of research articles or other work samples to assist in the evaluation. Consult with EOP if assistance is needed. Memorandum Date: To: Mark Workman Joann Campbell From: Dean (Associate Dean) Re: Permission to Extend Offer Include any additional comments beyond those provided by the chair: Please review immediately the attached documentation and initial below your approval or provide comments if the request cannot be approved. When your review is complete, please send me (or the Associate Dean) an email that the position has been reviewed and the materials may be picked up in AA. Approved Not Approved Mark Workman ______ ______ Joann Campbell ______ ______ *David Fenner ______ ______ *if potentially assigned graduate courses or graduate faculty status Comments if not approved: Attachments: Memo from search committee chair to department chair (recommendation of final candidates and efforts to diversity applicant pool) Memo from Chair to Dean Faculty Documentation Checklist including: Transcript (unofficial acceptable as long as official transcript is received by date of hire) Candidate's letter of application Candidate's vita Candidate's letters of recommendation (no less than 3)


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I am Alistair and along with my wife Myra have been gardening in Aberdeen for forty years. I started this website to profile the plants which we have grown in this part of the country. Living in what some see as the frozen north I take pleasure in showing what can be achieved. (Go to my A to Z of our plants) clicking on the plant picture of your choice will take you to where I describe how this plant performed in our garden. Also if you click on the link (Our Garden) you will see a full size picture slideshow of our front and back garden. Thanks for stopping by and any comment you leave will be answered.
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: 02-Aug-2012 09:55 Last Post By: MasterG
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Registered: 15/07/12
NB100 no usb power - how to reset
Posted: 15-Jul-2012 17:59
The NB 100 has 2 usb ports on its right side. I tried plugging in an external cd drive and got a red flagged box from the bottom task bar stating something about device drawing too much power and that the supply would be stopped.
Since then the usb ports 'appear' dead. Nothing I plug in is recognised by the NB100.
It does say in the user manual that if an overload is detected the power to usb ports can be stopped. However, it does not say how to reset the ports ie power to them.
Both the card reader and usb port on the front left are still working.
I have tried updating BIOS to the latest 2.10, setting all bios settings to default using F2 at bootup and have even bought 'Device Driver' to ensure all drivers are up to date.
Can anyone help??? I'm sure there is a simple answer but just can't see it.
Ideally I would like to avoid having to reinstall XP as I don't have the disk and the hard drive doesn't appear to have an XP partition.
Posts: 4,429
Registered: 21/09/09
Re: NB100 no usb power - how to reset
Posted: 16-Jul-2012 12:01
in response to:
In your case I would recommend removing the USB port /controller /hub from device manager.
Just simply go to device manager, expand the USB controller area and delete all the devices which are available in this area.
After new reboot, the system (Win XP in your case) should recognize the USB ports and the driver should be installed again.
Then reboot once again connect an USB device and check if this helps…
Just for info: the USB 2.0 ports provide 500mA… so in some cases the external USB device would not be detected when such device would need more than the usual 500mA. In such case such device should be connected to two USB ports using an Y USB cable or should use an external power source as some USB hubs do.
Posts: 2
Registered: 15/07/12
Re: NB100 no usb power - how to reset
Posted: 02-Aug-2012 00:56
in response to:
Thanks for your reply and sorry it has taken me so long to get back on the forum.
I tried what you said - remove all USBs from the list under device manager. Once restarted XP automatically found the devices and reinstalled them. However the 2 USB ports on the right of the netbook still do not respond even when a simple USB memory stick is plugged in.
Do you think this could be a hardware issue?? The fact I got red warning bubbles on the task bar suggests to me that the ports have simply been shut down as it says they can be in the manual. Just how to reset them??
Very annoying as it is likely to be something simple. Just how to do it.
Any further help would be very mech appreciated.
Posts: 2,864
Registered: 21/09/09
Re: NB100 no usb power - how to reset
Posted: 02-Aug-2012 09:55
in response to:
I found interesting workaround by Microsoft:
USB port may stop working after you remove or insert a USB device
Would recommend checking all the recommendations.
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Jan 03, 2014 - Jan 05, 2014
9000 E 2nd St, Arcadia, OK 73007
Come out and witness bald eagles displaying their grace and beauty during the Arcadia Lake Eagle Watch. Dress ... read more...
Wildlife/Animal Event
Jun 14, 2014
Tilghman Park, Chandler, OK 74834
Spend the afternoon enjoying endless scoops of delicious ice cream at the annual Ice Cream Festival in Chandler. ... read more...
Fairs & Festivals, Food Event
Stroud's Historic Route 66 Wine & Food Festival
Jun 14, 2014
Historic Route 66 in Downtown Stroud, Stroud, OK 74079
Stroud has the distinction and honor of being Oklahoma's Winery and Grape Capital and also has the wonderful advantage ... read more...
Fairs & Festivals, Food Event
Jun 27, 2014 - Jun 28, 2014
Tilghman Park, Chandler, OK 74834
Come to Hog Wild BBQ & Chrome Fest in Chandler for an Oklahoma State Championship barbecue contest, a car and bike ... read more...
Fairs & Festivals, Food Event, Auto/Motorcycle Event
Jul 10, 2014 - Jul 13, 2014
920883 S State Hwy 99, Stroud, OK 74079
Come and experience this annual American Indian event featuring native dancing, singing, dance competitions, arts and ... read more...
American Indian Event
Jul 25, 2014 - Jul 26, 2014
Tilghman Park, Chandler, OK 74834
The annual Chandler Open Rodeo, hosted by the Chandler Round-Up Club, features traditional rodeo events such as bareback ... read more...
Sep 19, 2014 - Sep 21, 2014
343188 E 870 Rd, Chandler, OK 74834
The fourth annual Stone River Music Festival will be held September 19-21 on private land prepared and donated for this ... read more...
Music Event
Oct 25, 2014
Centennial Park, Stroud, OK 74079
Enter your best recipe or be a taste-tester at the Mother Road Chili Cook-Off in downtown Stroud. Participants will cook ... read more...
Food Event
Dec 06, 2014
Main Street, Stroud, OK 74079
Come and enjoy this holiday themed parade along Route 66. The annual Stroud Christmas Parade will feature float ... read more...
Winter Holiday Event


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Dec 6, 2012 8:36 AM
Katy Cruisers Gold 99 "President's Day Challenge 2013"- February 15-17
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Katy Cruisers Gold 99 presents "President's Day Challenge 2013"
February 15th – 17th
All games played at:
Paul Rushing Park
9114 Katy Hockley Rd
Katy, TX 77493
Cost- $150.00
Divisions- 8U – 16U
4GG- 2 pools into a double elimination bracket
Team Trophies 1st-3rd
Individuals- 1st-2nd
Pool Games- 60 minutes- Drop Dead
Bracket Games- 60 minutes- Finish the inning
PAP- $20 per team (1 Umpire)
Pool Games- 60 minutes- Drop Dead
Bracket Games- 70 minutes- Finish the inning
PAP- $30 per team (2 Umpires)
No Gate Fee, Team coolers welcome
No BBQ Pits or Fires
Great Concession and Food
For additional information or to sign-up:
Ed Brown 832-344-6676
Jeremy Meyer 832-545-1565
Katy Cruisers Gold '99 Team Website
Katy Cruisers Gold '99 Facebook Site
"President's Day Challenge Tournament !!!!
Come out and have fun Feb 15-17-2013 @ Paul rushing Park
Come and Have Fun !!!!!
Online Golf Tee Times with Last Minute Tee Time Deals & Discounts
Cool Running is the complete online resource for runners.
Find your favorite campground from the best campgrounds listing!
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Progressive — A community to share stories related to the growing Modern Political and Social Progressive Movement.
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already have an account and just want to login?
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Global interest in the emerging entrepreneurial economies of Latin America has been on the rise. It is where Endeavor began—launching in Chile and Argentina in 1997—and more recently, the region's vibrant cultures have led the likes of Geeks on a Plane and the Global Entrepreneurship Congress to take a closer look. This spring we report back from a few economies in the region.
I first visited the Meltwater Entrepreneurial School of Technology in Ghana when it first opened in 2008. It was impressive then and it has continued to impress since—helping incubate promising tech startups throughout the country. Five years later, it is part of a growing entrepreneurial ecosystem in Accra that is laying the foundation for future growth. In our final commentary on Africa, we hear from Alicia Robb, senior fellow at the Kauffman Foundation, who has just returned from Ghana about her thoughts on the progress being made.
Botswana is among Africa's richest countries and the continent's oldest functioning post-colonial, multi-party democracy. It has low taxes and a stable government that has been ranked as Africa's least corrupt. But it needs entrepreneurs.
While most favor bottom-up, entrepreneur-led efforts to develop robust entrepreneurial ecosystems, in Africa especially, what the government does actually matters a great deal. In the third of four posts this month on Africa, I look at Rwanda and find a country where smart government engagement has created a favorable climate for entrepreneurs.
When I asked Mbwana Alliy last month why he founded the Savannah Fund in Nairobi, he had a simple answer—it is East Africa's technology hub. As part of PDE's look at Africa I began last week, we focus today on Kenya.
Chatter about the promise of Africa is not new. Outside economists have been reminding us about relatively high GDP growth rates; China conspiracy theorists keep us informed about who is buying up the continent's natural resources; and global aid agencies are constantly rewriting their strategies. What is new is the rise of a new generation of Africans that is actually making things happen.
The nurturing of new and young firms has so far not been given much attention in prominent global gatherings. International government meetings have mostly concentrated on passive SME policy and others like the World Economic Forum have treated entrepreneurs as a side ring at the circus. The maturing of the Global Entrepreneurship Congress (GEC) to fill this gap is thus a welcome development.
Last Friday, the Global Entrepreneurship Congress adjourned in Rio de Janeiro, ending a week of intense sessions that engaged over two thousand people from 130 countries in discussions around building stronger entrepreneurship ecosystems back home. While the Congress included Global Entrepreneurship Week host country delegations, investors and entrepreneurs, it opened last Monday with a new session for policymakers and researchers. The experiment was a success and ended with a commitment by organizers to make government policy a mainstay of the annual Congress in the future.
The greater availability of data on entrepreneurship is one of the main drivers behind the rush to build better startup ecosystems around the world. By revealing weak areas in a country's entrepreneurship ecosystem and enabling cross-country benchmarking, more data is yielding important insights for better economic and regulatory policymaking.
This week, President Obama will turn his focus from budget sequestration to immigration. A new Kauffman Foundation report released last week argues that making 75,000 Startup Visas available for current holders of H-1B and F-1 visas who start companies could create as much as 1.6 million U.S. jobs in the next 10 years. Will Washington act or, if they cannot agree, throw the baby out with the bath water?
The Policy Dialogue on Entrepreneurship brings to light various policies and initiatives to advance innovation and drive economic growth.
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Hudson Woven Pencil Pleat Lined Curtains, Natural, 66 x 90 Inch
Part of the Curtina range, these Hudson Woven Pencil Pleat Lined Curtains are a design of beauty and stunning quality and will surely transform your living space. Professionally manufactured with an attention to detail, only the finest polyester material was used in the creation of these stunning curtains. Finished in a bold and vibrant colour, with a modern dobby square design.
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some postcode exceptions apply. delivery, returns and refunds


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An ADR method with one or more persons hearing a dispute and rendering a binding decision. An agreement to arbitrate disputes can be made before or after a specific dispute arises. Since the parties can agree to the rules of arbitration (e.g., selecting qualified arbitrators with knowledge of the issues), they can save costs as compared to litigation.
See Federal Arbitration Act, Alternative dispute resolution, Alternative dispute resolution service, and Mediation.
Definition from Nolo's Plain-English Law Dictionary
An out-of-court procedure for resolving disputes in which one or more people -- the arbitrator(s) -- hear evidence and make a decision. Arbitration is like a trial in some ways, but typically proceeds much more quickly and with less formality.
Definition provided by Nolo's Plain-English Law Dictionary.
August 19, 2010, 5:11 pm


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free overnight shipping on all orders $100 +
Elegant clutch style handbag featuring a patent leather feel, pale gold hardware and delicate chain strap. The All in One can be worn as a shoulder or crossbody bag for day or hands-free function, as well as a clutch for evening wear. Removable chain strap (drop length: 55 cm) Flat front lock closure 3 Interior compartments Interior zip compartment divider ID slot Mirror 2 x slip pouch with 8 credit card slots 9.5" x 6.5" x 1.5" 23 cm x 16.5 cm x 4 cm 100% Calf Leather. Made in Italy.


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Glad I took a 3 hour internet blackout. That finale was tits!
loved that he said he did all for himself cause he liked it and felt alive. reminds me of that talking bad episode when adam scott talks about the flashback when theyre looking at the house and walt has all this confidence that obviously dissipated and went away throughout his marriage and his go nowhere teaching job. by the time he turns 50 his wife is giving him a disinterested bday hand job while shes on the fucking computer.
we all know if todd had lived he would have murdered a couple more kids...dude's creepy as fuuuuuck.


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FULL RESOLUTION - 1200x750
News » Published 5 weeks ago
Is this Yvonne Strahovski the Actor?
Share your thoughts on this image?
Related Celebrity: Actor - Yvonne Strahovski
18 November 2013
Yvonne Strahovski has become a geek favourite over the years and she says she has now embraced it
6 September 2013
Our top 10 list of video games being made into movies has now reached number 4
6 August 2013
Yvonne Strahovski has opened up about her character for the movie I, Frankenstein


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Lovers + Friends
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Tissot Pole Position Award - MotoGP Phillip Island, Australia 10.19.2013 And the winner of the Tissot pole position award at Australian Motorcycle Grand Prix is Jorge Lorenzo who clocked 1'27.899 - to win his 3rd career pole position. More
Nicky Hayden meets the Grid Girls ahead of Tissot Australian Motorcycle Grand Prix 2013 10.17.2013 Excitement is building in Melbourne for the 2013 Tissot Australian Motorcycle Grand Prix. Tissot Ambassador Nicky Hayden met the grid girls this week, as well as event ambassador Helena Vestergaard and said he was looking forward to a fast race this weekend at the Phillip Island Circuit. More


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There are free rpg's and there are open source rpg's. And then there is EABA.
EABA is the result of a lot of thought, hard work and grueling playtesting. We wanted to make a system that was realistic, heroic, fast, flexible and all the other buzzwords you've come to expect. It's got plenty of original ideas, but we're also not afraid to borrow from some of the best games ... [click here for more]
EABA v2 is a technological and to some extent conceptual evolution of the first edition of EABA (or EABA v1). EABA is the self-mocking acronym for the End All Be All role-playing system, a universal system designed to work with any genre, level... [click here for more]
Nine hundred and thirty-five years ago, the Aeth attacked Earth. They abducted millions of humans. Not just humans, though. The Aeth arrived with a ship bigger than Earth and took entire chunks of the planet with them, setting them down like sod on the surface of their worldship. They never communicated with us, made no demands, they just did it, and then their worldship slowl... [click here for more]
A fragile peace. A decade ago, the United Worlds and Vorn were at war. Just as we never knew why they attacked, we never knew why they withdrew from U.W. space, but given the losses suffered, we were glad they did.The Vorn remain a weight on the minds of U.W. military planners, but life goes on for everyone else. From the domes covering the frozen wastes of Tawhirimatea to the lush jungl... [click here for more]
Ythrek is a resource-poor Renaissance world with magic, honor and a very harsh climate based on several overlapping cycles that go from searing to freezing as the decades pass. It has been eight hundred years since the Cataclysm that nearly tore the world asunder. So few survived that even the nature of the disaster is unknown. But, from the accounts of the Spirits and the survivors, and... [click here for more]
What if there were secret forces influencing our lives? Aliens operating behind the scenes, genetic supermen manipulating our politics, ancient secret societies seeking alliances with forces beyond time and space, mad scientists bending the fabric of reality. What if everyone believed that some of these were true, but no one could prove any of it?
CORP... [click here for more]
The information won.
Perhaps for the best, for humanity was well on the way to destroying itself with technological advances that came faster than our ability to integrate them into a stable society.
The Net still rules, keeping humanity from destroying itself, while searching for the means to restore our sel... [click here for more]
Black Death is the game of plagues for 2 to 6 players. Each player is a different strain of disease in 14th century Europe, and whoever racks up the highest body count wins. It is a game of conquest and strategy, just a different sort of conquest than your average wargame.
Black Death is not your normal download. It is a high quality board game that you assemble yours... [click here for more]
3G3 is technically sophisticated weapon design supplement for virtually any role-playing game. You can design weapons of any type at any Tech Level where they are possible (not just historically available), and then convert that design to the role-playing game you prefer most. 3G3 lets you design conventional firearms, lasers, particle beams, railguns or gauss weapons, mele... [click here for more]
Sex, Drugs and Rock & Roll A 29-card expansion set. This set of cards is based on the theme of sex, drugs and rock & roll, and can add to the basic deck, or be substituted in to replace cards you would rather not play with.
Supersized profanity A 29-card expansion set. This set of cards is well...stuff that didn't fit in the main game and may be over the... [click here for more]
Alien Zombie Tentacle Apocalypse. You don't have to outrun the monsters, you just have to outrun the other players. Everyone takes on the role of two or more B-movie archetypes, trying (futilely) to escape the apocalypse. Using their native abilities, gear and event cards, no one wants to be at the back of the pack when the "Die Horribly" phase arrives. Yeah, they are ... [click here for more]
Alien Zombie Tentacle Apocalypse expansion. A simple pack of two new characters so you can have up to seven players, plus seventeen new gear, events and hybrid monsters (alien zombies, zombie tentacles, tentacled aliens). If you want to add some new cards to your AZTA mix, it's just a buck.
In the late 21st century, practical nanotech became a reality. Then it mutated and got loose. Or it was stolen and used as a weapon. No one is really sure, since by the time it was brought under control virtually all of Earth's infrastructure had been destroyed.
That was five generations ago. Humanity still survives, the crippled biosphere supported... [click here for more]
This is a version of EABA specifically formatted for the iPad, and works best with the GoodReader app available from iTunes. In addition to full bookmarks and hyperlinks, a navigation bar has been added to the bottom of each page. It's the way a pdf rpg ought to be.
If you have EABA already and have picked up an iPad, you can get this version for only $2! If... [click here for more]
Characters for Verne. An automated character generator for Verne. Answer a set of questions about your character, and it will describe the best nationality and profession that matches the Victorian cultural stereotypes you picked. Then, it will generate a complete character for you in a matter of seconds, optimizing skills, attribute and points while giving you a selection ... [click here for more]
Maps for Verne. A set of nearly 20 high-resolution maps of world cities and locations, as seen in the Victorian Era. From railway maps of the United States to Constantinople under the Ottoman Empire, with the centerpiece being a 50 square mile map of London at a resolution suitable for printing at any size, annotated, interactive and designed for use with any form-compatible pdf r... [click here for more]
Men of steel in the age of steam. Victorian science fiction and steampunk for EABA. Battle dirigibles, Cavorite, steamtroops, dinosaurs, Martians, Selenites, mad scientists, clacking Babbage engines, the works. Verne starts off with the historical Victorian Era and then merges it with the fiction of Jules Verne, H.G.Wells, Edgar Rice Burroughs and others to create a seamles... [click here for more]
This is a version of Ythrek formatted specifically for the iPad, and optimized for use with the GoodReader app, available on iTunes. It has full hyperlinks and bookmarking, and an added navigation bar for quickly moving between chapters. If you already have Ythrek, you can get this version for $1. If you have not seen Ythrek or EABA, read on:
... [click here for more]
End of Days Expansion One is 20 extra cards to add or substitute into End of Days, adding new rocket modules, military and espionage cards to spice things up a little or let you stack the deck towards more of one card type to match your group's playing style.
A 20-card expansion set for Footsteps, for adding a 6th player, plus new Regions, Events and Clans for the game. This expansion includes both English and Arabic versions of the cards.
The Prophet (may the peace and blessings of Allah be upon him) has died, and now someone must take on the role of Khalifa, leading the faith. Can you unite the squabbling clans, pummel the Persians, beat back the Byzantines and unite the Arabian Peninsula? More importantly, can you do it in spite of the other players? Footsteps is a card game for 3-5 players, where each player is ... [click here for more]


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text:
Denver developer acquires Golden Buff site
Last Updated: 19:04 October 11, 2013
Broker Clint Folsom, who represented the Boeve family, the longtime owners of the property, declined to disclose the sale price, deferring to Shames Makovsky. Officials for Shames Makovsky could not be immediately reached late Friday afternoon.
The site is one of two properties at the northwest corner of the intersection slated for a major redevelopment project along with the former Eads Newsstand building that is owned by local developer Lou DellaCava.
Developer Scott Pedersen of Boulder-based Pedersen Development Co., last winter received approval from the city to demolish the Golden Buff and Eads and construct a pair of new hotels as well as a 35,000-square-foot building for offices, retail and restaurants.
Represented by Gibbons-White broker Michael-Ryan McCarty, Pedersen had a contract to purchase the Golden Buff property, and he had brought on Shames Makovsky as a partner in the redevelopment. Pedersen said Friday that he recently sold the development rights, entitlements and purchase agreement for an undisclosed sum to Shames Makovsky.
"It just made the most sense for both groups," said Pedersen, who is also the developer spearheading the Depot Square development just east of the intersection of 30th and Pearl streets. "It's hard to have two guys driving the bus at the same time. It was in both groups' best interest to have one of us moving forward with it. We worked out an acceptable arrangement, and I think everybody's happy."
At the time that he'd received approval for the Golden Buff project from the city's planning board, Pedersen said the development was on track to begin by late summer, and that it would take about 18 months to complete. However, the project has not yet begun.
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The 2013 Boulder Earth Conference was he ...
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Utilities Watch - Here is an archive of stories on the city of Boulder's efforts to determine if it will form its own utility and part ways with it current power supplier Xcel Energy Inc. The stories were first published in the Boulder County Business Report.


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NATURE, television's longest-running weekly natural history series, has won more than 200 honors from the television industry, parent groups, the international wildlife film community and environmental organizations, including the only award ever given to a television program by the Sierra Club.
Parrot ConfidentialGreat Zebra ExodusThe Private Life of DeerThe Mystery of EelsWhat Plants Talk AboutCold Warriors: Wolves and BuffaloAn Original DUCKumentaryAnimal Odd CouplesMagic of the Snowy OwlSiberian Tiger QuestCracking the Koala CodeThe White LionsRiver of No ReturnRaccoon NationFortress of the BearsKangaroo MobMy Life as a TurkeyJungle EagleRadioactive Wolves
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With the absence of Steven Foster in the lineup, Ingomar did not skip a beat, defeating West Union, 63-33, on Saturday.
"He got a scratch right under his eye and was told not to play for the next week," coach Norris Ashley said. "The doctors do not want sweat or anything causing an infection."
Stepping up for the Falcons was Henry Foster, who scored a game-high 24 points. Ingomar held a 10-point lead after the first quarter, and expanded that lead to 16 at the half.
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» Volos 2010-2011 : Results
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Two men have been arrested on suspicion of inciting racial hatred following comments made on Twitter after the Tottenham Hotspur v West Ham match on 6 October.
09:55 » SkySports.comJimmy Callacher appears to have played his last game for Glentoran, with Linfield favourites to sign the player.
09:16 » BBC SportTony Pulis believes Marouane Chamakh can be the man to fire Crystal Palace to safety in the Premier League.
09:05 » SkySports.comSam Allardyce does not expect West Ham United winger Stewart Downing to be out for ten weeks and insists it will be another fortnight before Andy Carroll makes his comeback.
08:29 » SkySports.comManchester United midfielder Tom Cleverley has conceded some of his performances have been 'average' this season.
08:24 » SkySports.comTottenham boss Andre Villas-Boas says striker Roberto Soldado has had 'a major boost of confidence' after scoring a hat-trick as Spurs beat Anzhi Makhachkala 4-1 in the Europa League.
08:14 » BBC SportNewcastle boss Alan Pardew has warned any suitors of Papiss Cisse it will take a big fee to land him in January.
07:55 » SkySports.comArsenal's Mikel Arteta has laid into the fixture scheduling as his team prepare for Saturday's showdown with Manchester City.
07:52 » SkySports.comCraig Bellamy hopes his experience of the Premier League will help Cardiff City maintain their top-flight status this season.
07:23 » BBC Sport


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Butler -- SHE WAS SO CUTE!
Article posted October 30, 2008 at 12:30 PM GMT-8 • comment (2) • Reads 8179
Butler -- Im BACK
Article posted November 22, 2008 at 08:19 PM GMT-8 • comment (1) • Reads 1705
Annabel Green -- my favorite hoildays
Article posted October 30, 2008 at 08:41 PM GMT-8 • comment (2) • Reads 1563
Those are my top 3 favorite holidays. What are yours?
Pichu -- choice writing
Article posted November 3, 2008 at 01:56 PM GMT-8 • comment • Reads 1496
... So where was I o ya so when I was geting my rasengan ready I noticed that how could master kakashi be on the dark side I mean we've been throu alot like the time when we battled zabuza together or when he taught sauske chidori so when I was about to strike I purpusly missed then nedji came in and started to dance then I realized that it was all guenn jutsue then I woke up with shikamaru kiba and ten ten standing over me so I socked them and they went flying.
SmileyBone -- Maniak
Article posted December 11, 2008 at 12:28 PM GMT-8 • comment • Reads 1616
It all started with that day, that day when I got my powers. It just was like a flash of light or a sound from a animal.But it wasn't right. It was a powerful energy sourse with emence power. Emence power that I could control if I get struck by it. When I got struck I held on for dear life then after a while it stopped. It was like I was in a tornado for a week then stopping to a halt. After a week or so I started fighting crime and evil. Then one day another energy sourse came. I didn't want my powers to be gone forever so I didn't bother about it. But then just as I got to my house the news just went on. I didn't belive what I saw. A blazing ball of light filled the room. I could not belive my mind on what I saw. TO BE CONTINUED. . . You wouldn't want to miss part 2 The battle!
Michael Jordan -- choice writing oct. 30
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on the day before haloween, somehow i got to get out of school. so that same day i went to walmart to go and get some candy for haloween.
ShadowKing -- biking2
Article posted November 4, 2008 at 01:54 PM GMT-8 • comment • Reads 1613


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I recommend this hotel. On Metro line that makes the sites convenient. Great breakfast. Checkin person had an attitude but perhaps this comes with being in Rome. Only negative thing--no wifi. I would stay here again."
Despite the negative reviews regarding location, the Hotel is conveniently next to a Light Rail stop, a bus stop, a grocery store, dining, and many bar options. This is a great spot to remove yourself from the tourist district, experience the 'real' Rome, meet the locals, and stay in luxury for a good price. You may arrive via Taxi; I paid 15 euro. For public transit, you're looking for the 'Ponte Casilino' stop. Bus 81 will get there and also hits tourist locations along the route to/from Termini, although it is usually packed and not ideal with luggage. The very convenient Roma-Giardinetti Light Rail line directly connects Termini to the Ponte Casilino stop outside the Hotel in 5-10 mins. The Light Rail stop at Termini is hidden, be sure to search Roma Laziali in Google Maps prior to trying to find it. You must walk SE about 300-yds along platform 24 (Leonardo Express), find the 'hidden' 25+ platforms, go downstairs and exit the station. There is a grocer on the left, prior to station exit. Exit, turn left, and behold: the Roma-Giardinetti Line. Don't forget to get your ticket at a news stand or tobacco store (standard bus/metro ticket), and be sure to grab some groceries to stock the hotel minibar fridge."
With Spanish Steps on left hand side of the building, the small cosy hotel is very convenience to travelers. Only 5 mins walk to Spagna metro station, with splendid tearooms nextdoor or next to spanish steps, also nice restaurants one block behind, as well as carrefour express just a couple blocks behind. The breakfast is great, nice view from roof restaurant. Strong hot water shower, warm room if visit during cold weather. Only it doesn't provide slippers or free wifi, other than that, everything is great."
The hotel was very nice, as was the staff. It is located a bit far from all of the excitement, but if you don't mind a good walk then that is ok. The breakfast was a bit expensive but the closet cafe was about two "blocks" away and a pedestrian bridge away. The give you a free water taxi to see a murano glass shop in Murano, but then you have to find your own way back since we made a large purchase they gave us a free water taxi ride back to Venice."
Great hotel with very clean room. Excellent quality of service, amazing breakfast in a very nice inside court. Helpful staff. Good air conditioning. We would recommend to stay there, would go back again."
great place around the corner from the train station. lovely old abbey, pretty rooms, good breakast, wonderful friendly staff, reasonable rates. If you don't want to haul your luggage thru the streets of Venice this is the place for you. Have fun!"
The hotel is very nice place in excellent location. We arrived in middle of the marathon so getting through the crowds was a bit of trouble. The rooms are a bit small but in Florence it is expected. The location is outstanding as you can walk to everything. Service was great at breakfast with nice selection. Bed comfort was a "10 ". So great bed, clean room , nice bathroom would stay there again and recommend it."
Good location. Quiet zone. But this means no taxi access. Not a long walk to anywhere you need to get too. No lift- and 2 big flights of steps- no big luggage! Very Big room. Very good breakfast. Friendly assistance. Good wifi. Only 5 rooms so peaceful. Only limited times staff are there so not 24 hr experience. Good rates except weekend at double the price."
Deluxe garden-view room was spacious,well-appointed and quiet. Front-desk staff very helpful with restaurant suggestions and last-minute dinner reservations. "David" short walk away - walked to all must-sees. Cab ride from train station useful with luggage as sidewalks narrow and uneven."
The hotel was very handy to the Doumo and comfortable. the staff were helpful and the breakfast oustanding. I would reccomend it for someone visiting Milan. It is also just 100 metres from a metro station. It is modern has no particular character as a venue but it performs the function of providing good reasonably priced (in expensive Milan)."
Excellent value with buffet breakfast included. Difficulty finding the hotel even with the assistance of sat nav. Street name had to be reversed to suit sat nav. and the map on Hotels.com showed the hotel on the opposite side of the autostrade. Hotel very close to autostrade but no traffic noise, with window closed (and air conditioning on)."
Simone at the front desk was quite fluent in English and exceptionally friendly and helpful (his local restaurant recommendations were spot on for quality, fun, and affordability). The breakfast was delicious-- we even had fresh blueberries to go with our yogurt! The nearby gelateria, Pixy, was a great treat and the close by supermarket a godsend. Location was quiet and convenient-- a mere 15 minutes by taxi to the Linate Airport and an easy tram ride to the Duomo at the heart of town."
Experience history first hand on a Pompeii holiday and imagine how life was lived 2,000 years ago....
Street fairs, nativity scenes and festivities dot the calendar on winter holidays in Rome. Book a Rome...
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A spring holiday in Florence means rejuvenating, mild days ambling through Renaissance gardens, fresh...
It's impossible to see every monument or painting on a short break in Florence. Get the best impression...


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Lightweight, durable and versatile, Kahtoola MICROspikes provide functional traction for snowy and icy streets or improved performance for winter trail running and icy backcountry hiking.
Named for a Tibetan word that means "directly", Kahtoola is dedicated to getting runners and hikers where they are going quickly and efficiently. Based in Flagstaff, Arizona, Kahtoola builds innovative snowshoes and traction systems.
Backcountry Edge is proud to be an authorized Kahtoola dealer.
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Amazon has the SiliconDust HDHomeRun Network-based Dual Digital HDTV Tuner, Black (HDHR3-US) for $60 with free shipping. Ethernet-attached dual digital tuners turn your networked computers into DVRs.
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Sometimes it happens, that you get more followers a day, than usual. If this ever happened to you, you may wonder, if you have been included in a shared circle by someone famous on Google+. But how can you find out?
Try this form and insert your 21-digit Google+ Id into the search field and we lookup which circles you are in. This only works, if we have the shared circle already in our database.
152 members +0 0 comments John Ward 2012-11-04 13:53:51.328000This is my circle for fans of Comics. If you'd like to be added, first add the circle and leave a comment. |
482 members +25 17 comments 12 shares Peter Edenist 2012-09-23 09:12:22Scifi New Circle (Circle #2)Weekend Special!!!! I opened this circle once my main Science Fiction circles overflowed with over 500 people! It has awesome people such as + | #weekendproject #sciencefictiontelevision #scifichannel #circleplus #sharedpubliccircles #publiccirclesproject #publicsharedcircles #circlesharing #sharingmeansthankyou #reshareday | ||
450 members +17 15 comments 8 shares Peter Edenist 2012-08-16 05:30:48SCIFI New CircleThis has grown exponentially with new people in here all the time. People have been very supportive and shared and reshared this circle. Thank you for the generosity of your heart! I appreciate it. Please comment if you want an add into the circle. Reshare to support my work! Thanks to one and all in ... |
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422 members +17 2 comments 4 shares Peter Edenist 2012-07-27 15:35:58Some new people and some old, the NEW SCIFI Circle already had 421 people!AMAZING!!!! Thanks so much all of the people who participated in this project. Why am I so excited???? They are new people to get your Geek on! Woot!!! Unexpected bonus really! Add and reshare to support my SF circles - Pretty please with ... |
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Hats Off! to Katherine Van Dis, whose short story "Our Lady of Sorrows" was the recipient of the Spring 2013 Orlando Prize for Short Fiction. This contest is sponsored by the A Room of Her Own Foundation and winners will be published in the Los Angeles Review.


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Migi Nail Art™ (C5899)
All the beauty of airbrushing sans the nail salon! This nail polish set includes eight combo brush/pens in the hottest fashion colors to create a bunch of looks and designs. Apply your base color and then use the pen tip to decorate and embellish your fingers and toes… just like the pros. Also comes with a cleaning pin, plus a booklet full of tips and tricks for creating the most enviable looks.
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Say, that was a nice snow we had Monday. It looks like spring is just around the corner. A nice spring snow that melted right away, some crocus are blooming, the days are longer, and Daylight Savings Time is this Sunday morning at 2 a.m., turn your clocks forward one hour. Yes, spring is sprung.
When the trailer home burned last week, we wondered if it had smoke detectors? I haven't heard, but that is one thing we must all purchase; a smoke detector as well as a carbon monoxide detector. The cost is around $30 for both. Go to Clark's Hardware today, and be safe. We read where James of the trailer needs clothing (Pants size 30" x 32", shirts size large, and shoes size 10)) and household goods. Help him out. Leave stuff at the firehouse, as he lost everything in that fire!
Slow the Dance
Let your soul purpose be your sole purpose.
Let your arms float on the air
all around
Greeting the universe with the
cosmic sound
Let your knees bend
one by one
Sink into the earth
only to rise again.
Slow the dance
keep the energy high
You'll make the right steps
For there are no mistakes
When you heart beats pure
essence of life
Slow the dance
Let the universe in.
By: Carol Pranschke
March 13, 1927 – February 21, 2013
Ronald D. "Ron" Morton, age 85, of Lyons, passed away in Ft. Collins on February 21. He was born March 13, 1927 in Loveland, to Clarence and Martha (Bell) Morton. Ron served in the U.S. Navy during WWII, he married Georgia Michel in 1948, and she preceded him in death in 1982. Ron married Joanne Ritter in 1984, and she preceded him in death in 2011.
After some hard times, the Lyons Golden Gang has had a bit of four-leaf-clover luck over the winter months. Three large donations came their way: from the Town of Lyons, from the organizers of the Holiday Craft Bazaar, and from the Lyons Polar Bear Club.
The chilly water and brisk temperatures did not deter those frisky Polar Bears from jumping into the St. Vrain River at Black Bear Hole last month. Lyons local Harry Kellogg again contacted Vance French about donating all the funds raised to the Lyons Meals on Wheels (MOW)
Read more: Multiple Activities For SeniorsIt's the time of year for the lagging New Year's fitness resolution. You may be looking for a way to get back on track with your fitness goal. Maybe a fitness class or a personal trainer is the way to jump start the resolutions back on track, but what should you be looking for in that trainer or class?
Read more: What Should You Be Looking For?Lyons artist Tyler Voorhees will be the featured artist at The Stone Cup beginning this Friday, March 1. His show will hang for two months, through the end of April.
From his humble beginnings in rural South Dakota, Voorhees has always been drawn to the art of storytelling. With his paintings, and the characters that inhabit them, he seeks to spin a visual yarn by drawing the viewer in with the composition, and holding their attention with the details. His mixed media paintings depict jobs now forgotten by the majority of Americans, made obsolete by advancements in technology (which are also hidden in the paintings). These occupations existed a mere century ago, yet they have fallen to the wayside in the collective memory of our society.
From the earliest recorded history, midwives have been attending women in birth. In fact the etymology of the very word "midwife" comes from Middle English and means "with women." Before the 1600s almost all babies in the world were born into the hands of the community midwife. Even in 1910, fifty-percent of the babies born in this country were attended by midwives. However, by 1935 this number had dropped to around ten-percent. The male dominated medical profession pressured states to pass laws against midwifery, restricting the practice of obstetrics to doctors. Unable to become doctors, since universities would not accept women, nursing was left as the only opportunity available to women in the medical field.
In the 1940s almost all births took place in hospitals and midwives in this country were an endangered species; dwindling except in small rural areas where "granny" midwives served families. By the 1950s the medical community practiced for their convenience, under the guise of safety for the mother and child, with assembly line deliveries of babies born to heavily anesthetized women.
Cultural changes took place in the 1960s that led to questioning of authority figures, including the medical community. The idea that anesthetic was not only unneeded but a hazard, along with the powerful feminist movement, led to a resurgence of natural birth and with it, midwives. Due to the laws set in place during the early part of the century, there were many legal obstacles to overcome. These were compounded by resistance from physicians, and their unwillingness to provide medical back-up for home births. In the late 1970s, these issues led traditional midwives to create state and national organizations, which approached legislatures to gain legitimacy through licensure.
In 1982 the Midwives' Alliance of North America (MANA) was created. Today MANA is on the forefront of midwifery issues in this country and internationally. This member-run organization covers topics ranging from the values and ethics of birth, to the decriminalization of midwifery and national health policy. In 1989 a program called the North American Registry of Midwives (NARM) formed to serve as a "tool to determine whether entry level knowledge has been achieved." This offers a legally defensible, national standard for certification. Midwives credentialed by NARM are called Certified Professional Midwives.
In 1993, the practice of direct-entry midwifery became legal here in the state of Colorado. This success was spearheaded by the Colorado Midwives Association with other grassroots groups and created a registration process considered equal to licensure. The Colorado Department of Regulatory Agencies sets and maintains the guidelines for practice. The legal stature of traditional midwifery and the rules and regulations surrounding it are part of an evolving process. Incremental change is bringing midwives scope of practice in Colorado to one more in line with that of the other states maintaining laws that regulate midwifery. Colorado is among twenty-five other states with an avenue for midwives to legally provide proven safe care to low risk women and their families.
Part II of this article: Home Birth In Colorado – Safety and Statistics, will be published in two weeks.
Janelle Boyington, RM, CPM is a midwife providing homebirths, well-woman care and lactation services; seeing clients at Stillwater Healing Arts Clinic, here in Lyons.


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Ivory with Sherpa Trim Oversized Anywhere Chair
No longer available
- Overview
Generously sized, this comfy chair is just the right place for kids to read or relax. It's detailed with a stylish creamy sherpa trim and fits in well in any room.
- 32" wide x 26" deep x 24.5" high
- Insert is made in the USA with recyclable foam containing up to 30% soy-based materials.
- Slipcover is crafted of cotton with polyester sherpa.
- Chair is lightweight and has a handle for easy toting from room to room.
- Slipcover removes for easy cleaning.
- Replacement slipcovers are available for purchase below.
- Catalog / Internet only.
- Slipcover is imported.
- Dimensions & Care
- Overall: 32" wide x 26" deep x 24.5" high
- Seat: 19" wide x 19" deep x 10" high
- Weight: 13 pounds
- Oversized Chair fits most elementary school kids.
- To clean, remove interior components.
- Wash slipcover in cold water by itself.
- Do not use bleach.
- Spot clean with damp white cloth, blot to remove excess water.
- Air dry.
- Do not wash or dry clean.
- Shipping Info
Please allow 5-7 business days for delivery. Delivery estimate includes monogrammed and gift-wrapped items.
To confirm delivery time frames in your area, please call 800.993.4923.


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The Banality of the Manti Te'o Hoax
Deception is part of every relationship, online and off. More »
Peter Ludlow is a professor of philosophy at Northwestern University. He writes on a broad range of topics, including conceptual issues in virtual worlds and the nature of computer-mediated communication.
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A modern humanist sans serif typeface. The proportions of each character have a strong lateral dynamic that makes it ideal for on screen uses. Also consistent stroke contrast is used throughout each weight to maintain an optical balance.
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