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Prep roundup: Capital girls stun No. 1 GE for state berth
Keke Walker scored 16 points and Khadijah Lee finished with 11 as visiting Capital handed undefeated and defending state champion Greenbrier East its first loss of the season with a 54-45 win in the Class AAA Region 3 girls basketball co-finals Thursday night.
The Cougars (9-14) led 26-23 at halftime and increased the lead to 38-30 by the end of the third quarter. Capital outscored the No. 1 Spartans 16-15 in the fourth quarter to seal the upset and secure a spot in next week's state tournament at the Charleston Civic Center.
After losing in a sectional final game to George Washington last week, a trip to the state tournament seemed doubtful at best for the Cougars.
"Our emotions from Friday to this week have been one extreme to another," Capital coach B.J. Calabrese said via phone interview. "We watched a lot of tape and we felt we had a good game plan coming into it. We came down here two weeks ago and got beat by the 3-ball. We knew we had to get out on the perimeter and limit them to one shot and out."
The Cougars were able to do just that as East finished an anemic 0 for 23 from 3-point range.
Calabrese will have his work cut out for him in trying to get his girls refocused after one of the biggest wins in school history. But Calabrese said his team, which includes seven seniors, will be ready.
"I told them as we were getting on the bus that they're expected to be at school and be there on time because we have work to do," Calabrese said. "This was a real nice win for us and we'll celebrate this one tonight, but [today] at 3:30 we've got to get back to work. We're glad to make it, but we want to have a good showing at the Civic Center."
For Greenbrier East (24-1), Bianca Andre was the only double digit scorer with 17 points and added 12 rebounds and two blocks.
Abbie Vuchan contributed 14 points for the Greyhounds (14-7). Adreana Vance paced Tug Valley (15-9) with 24 points while Hannah Armstrong added 15.
Cody Brown added 14 points for the Skyhawks. Julius Hatcher led all Mingo Central scorers with 20 points while Austin Banks chipped in 15.
For Wyoming East (16-8), Josh Tunstalle scored 17 points while Austin Canada added 16 and Brett Bowling finished with 15.
Wednesday's girls game
Wednesday's boys game


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Book your room at AC Hotel Pisa by Marriott
Get an overview of this hotel4-star suburban hotel near Museo Nazionale di S. Matteo
Situated near the airport, this hotel is 0.6 mi (1 km) from Cisanello Hospital and within 3 mi (5 km) of Leaning Tower and Museo Nazionale di S. Matteo. Pisa Royal Palace and Knight's Square are also within 3 mi (5 km).
Hotel Features
A restaurant, a 24-hour fitness center, and a bar/lounge are available at this hotel. Self parking is free. Other amenities include a coffee shop/café, WiFi in public areas, and a business center.
Room Amenities
All 107 rooms boast deep soaking tubs and offer WiFi and plasma TVs. Minibars, room service, and ceiling fans are among the other amenities available to guests.Would you like to give us feedback? Share it! Opens in a new window
AC Hotel Pisa by MarriottVia Delle Torri, 20 Pisa PI 56124
Hotel Amenities
Hotel Amenities
Dining options at the hotel include a restaurant and a coffee shop/café. A bar/lounge is on site where guests can unwind with a drink. This 4-star property offers access to a business center and meeting rooms.
Public areas are equipped with high-speed wireless Internet access (surcharge). 2 meeting rooms are available. This business-friendly hotel also offers a 24-hour fitness center, a library, and multilingual staff. Complimentary self parking is available on site.
- 24-hour front desk
- Breakfast available (surcharge)
- Business center
- Coffee shop or café
- Free newspapers in lobby
- Concierge services
- Conference space
- Elevator/lift
- 24-hour fitness facilities
- Total number of rooms - 107
- Laundry facilities
- Number of floors - 4
- Meeting rooms 2
- Multilingual staff
- Garden
- Picnic area
- Luggage storage
- Restaurant
- Safe-deposit box at front desk
- Free self parking
- Shopping on site
- Bar/lounge
- Television in common areas
- WiFi (surcharge)
- Library
- Year Built 2005
- Number of meeting rooms - 2
- Number of buildings/towers - 1
- Wedding services
Family Friendly Amenities
- Family Hotel
- Rollaway/extra beds available
- Laundry facilities
Available in all rooms: Wireless internet access ( EUR 8 per day )
Available in some public areas: Wireless internet access ( EUR 10 per 24-hour period )
Free self parking
Room Amenities
- Ceiling fan
- Air conditioning
- Minibar
- Daily housekeeping
- Hair dryer
- Deep soaking bathtub
- Bidet
- Shower/tub combination
- In-room safe
- Desk
- In-room climate control (air conditioning)
- Private bathroom
- Free toiletries
- Room service (limited hours)
- Plasma TV
- Rollaway/extra beds available
- Cribs/infant beds available
- Satellite TV service
- WiFi (surcharge)
Where to Eat
Breakfast is available for a surcharge and served each morning between 7 AM and 10:30 AM.
AC Hotel Pisa by Marriott has a restaurant on site.
Room service (during limited hours) is available.
To make requests for specific accessibility needs, complete the "Special or Accessibility Requests" section of "Trip Preferences" when you book your hotel.
- Accessible bathroom
- In-room accessibility
- Roll-in shower
Hotel Policies
Check-in time ends at 5 AM
Check-in time starts at 3 PM
Check-out time is Noon
Payment types
- Pets stay free
You need to know
Extra-person charges may apply and vary depending on hotel policy.
Government-issued photo identification and a credit card are required at check-in for incidental charges.
Special requests are subject to availability upon check-in and may incur additional charges. Special requests cannot be guaranteed.
Pets allowed (no fees)
- A tax is imposed by the city: EUR 2 per person, per night
Optional extras
- Breakfast fee: EUR 12 per person (approximately)
- Fee for in-room wireless Internet: EUR 8 per day (rates may vary)
- Fee for wireless Internet in public areas: EUR 10 per 24-hour period (rates may vary)
Hotel Name
- AC Hotel Pisa
- AC Hotel Pisa Marriott
- AC Marriott Pisa
- AC Pisa
- AC Pisa Hotel
- AC Pisa Marriott
- Hotel AC Pisa
- Marriott Hotel Pisa
- Marriott Pisa
- Pisa Marriott
- Ac Hotels Pisa
We should mention
Cash transactions at this property cannot exceed EUR 2999.99, due to national regulations. For further details, please contact the property using information in the booking confirmation.

subset: commoncrawl


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|« « Previous: Miley Cyrus Pictures
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Miley Cyrus Nude: From our wallpapers collection download this free wallpaper
Download Miley Cyrus Nude in Original size
Mouse over the image, right click Miley Cyrus Nude and "save link as" to your computer. Then open it on your computer and you can make it your wallpaper on your desktop or your website background. On average our wallpaper size is 1900x1200 pixel.
Our installer takes care of downloading, unpacking and moving the wallpaper to an organized folder, where you can easily manage and select wallpapers. Simply download the installer, run it, and we'll take care of the rest. There is no need to move files around, or browse through your download folder to find old wallpapers.
This entry was posted on Tuesday, October 4th, 2011 at 3:10 pm and is filed under Celebrity, Desktop Wallpapers. You can follow any responses to this entry through the RSS 2.0 feed. You can leave a response, or trackback from your own site.


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Flood leaves P20M worth of damage, 2 dead 463 families displaced
OLONGAPO City: The massive flooding that submerge 16 out of the 17 barangays in the city last August 7 left P20 million worth of estimated damage, killed 2 and displaced some 463 families who were forced to evacuate due to high flood waters.
The Disaster Risk Reduction Management Office of Olongapo City reported some 1,321 individuals were displaced in nine evacuation center in the city the statistic does not include others who did not evacuate or stayed in the evacuation centers.
DRRM reported two fatalities identified as Anthony Ramos, 31, and Rolando Capistrano, 54, who both drowned in the floods on Tuesday.
In Old Cabalan 47 families or 191 persons were evacuated in a covered court, 22 families (85 persons) in Mabayuan Barangay Hall, 40 families (85 persons) in East Bajac Bajac Elementray School, 159 families (443 persons) in Sta. Rita, 25 families (65 persons) in New Ilalim Elementary School, 50 families (100 persons) in New Kababae, 40 families (156 persons) in New Kalalake Highschool, 50 families (100 persons) in Kalaklan, and 30 families (96 persons) in Olongapo City Convention Center.
Some net citizens called the Tuesday's flood as the worst flooding ever in the history of Olongapo.
"Ito na ang pinaka grabeng baha sa gapo," a comment posted on www.subictimes.com page said.
Online help
Subic Times posted real time situational update during Tuesday's flood, including photos and videos.
Many appreciated the updates especially Olongapeno's who were abroad.
Other net citizen also posted updates in their respective area in Subic Times facebook page, other called out for help.
"Social media played a big role during the flood, I think we did good in updating the situation and calling out help to our rescuers via our facebook page," www.subictime.com editor Anthony Bayarong said.
"Most of our post asking for help was picked up by 89.5 Bay FM who was also announcing emergency number, calling out rescuer and directing them to were help was needed." Bayarong added.
Aside from the shout outs net citizens also posted real time photo of their respective situation.
Olongapo City Mayor James Gordon Jr. placed the city under state of calamity flowing the flood.
Clearing operation started Wednesday but heavy rains during the night brought fear to residents as angle deep flood was reported in the Ulo ng Apo rotunda at around 10PM, the flood subsided few hours later.
Relief operation went full blast Thursday by the local government of Olongapo, Subic Bay Metropolitan Authority, NGO, locators inside Subic Bay Freeport and other individuals.-Jlyne Ubiña
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American Whiskey - Rye
Sazerac Straight Rye Whiskey
Rating Information
- Proof66 Rating663 / 798Rabble Rating4.5 / 5.0Price (USD)$27Proof90.0
Rating Description98th Percentile
This score falls in the 98th percentile of all spirits in the Whiskey category and is an example of the very best in its class.
Proof66 Notes
Sazerac rye is made with "the tradition and history of New Orleans dating back to the 1800s. Sazerac Rye Whiskey was used to make the original, first and only branded American Cocktail "The Sazerac."
Named Top American Whiskey in the 2007 San Francisco World Spirits Competition.
One doesn't often think of buffalo in Kentucky but the distillery takes its name from the buffalo path (or "trace") that led to the banks of the Kentucky River in Franklin County. Buffalo Trace Distillery takes pride in the limestone water (being notably free of iron) and good soil conditions for grain. The site has had a working distillery since 1787 but the official Buffalo Trace first began operation in 1857. It obtained one of only four permits offered during Prohibition to maintain production for "medicinal purposes." Today, the distillery sits on a picturesque 119 acres and produces several labels of bourbon.
Buffalo Trace was named Distillery of the Year by the 2008 San Francisco World Spirits Competition. It was named a national historic landmark in 2013.
San Francisco World Spirits Competition
- 2007
- 2008
- 2009
- 2010
- 2011
- 2012
- 2013
- 2014
- 2015
Beverage Testing Institute
- 2009
- 2014
Wine Enthusiast
- 2013
- Liquor Review Category: Rye American Whiskey
- Producer: Buffalo Trace Distillery
- Owner: Sazerac
- Website: http://www.greatbourbon.com
- Origin: Kentucky, United States
- Age: 6
- Price (USD): $27
- Proof: 90.0
Sazerac Rye is an amazing whiskey. Neat, it is my favorite rye to date: smooth, complex, woody, spicy, grassy, with just a hint of the caramel vanilla sweetness you'd get from a good bourbon, all in a perfect proportion with no aspect that becomes harsh or objectionable. The nose and taste are pretty much in line with each other. As a mixer, I've only ever used it in a Manhattan and while its very good, its a hair behind Templeton for that application imo (I might be more sensitive to higher proofs in a Manhattan or Martini because the fact that its chilled makes me drink quickly before the spirit warms up). Neat this is definitely my favorite rye though. In spite of my 5 star rating on Templeton, if Sazerac wasn't so hard to find, it would probably be the only rye I stock. The price is also incredible, as this is $25 and few whiskies I've ever tried will match this neat regardless of price. If I ever see a bottle of the 17 year old version, I will buy it on the spot pretty much regardless of price. My only complaint is that I don't love this over ice, but that's how I feel about most ryes. Easy 5 out of 5 stars, recommended for anyone who likes rye or bourbon for that matter. My only complaint is that I almost never see this in stores near me.
Unique nose with high alcohol, rye, cinnamon and burnt sugar. Neat you get BIG spice. Enters spicy and oaky with a mild sweetness. Fall spices transition to mild vanilla and lingering oak and spice on the finish. A couple cubes turn the sweet up just a notch with a light cocoa note on the finish. Made a great old fashioned. The oak and spice really stand up to the bitters. While not quite as complex as Rittenhouse, it is still a 5 star and I will always pick up a bottle on the rare occasion that I see it.
Believe the hype. It's one of the finest spirits I've ever tasted. Sweet and spicy with a thick body, I get a whole array of cinnamon, clove, nutmeg, vanilla the works from this beauty. Too good to mix and needs no water or ice at all, it's perfect as is and totally smooth without a shade of burn. Not common in stores... if you see it, get it. If it's at the bar, order it. You'll thank me later.
Took your advice...Saw it for the first time ever in store and bought the only two bottles they had. Review to follow in a couple days.
hope you like it, it's definitely hard to come by. the 18 year one is practically nonexistent
Nose hits strong with spices and something sweet. These come across on the palate, with something woody, and teh sweet takes a back note. Longish finish with wood, manly.
My first straight rye whiskey. A little harsh finish, probably due to the only 6 years in barrel? Slight mint. Much cinnamon. Could just be a standard rye.
This has become one of my favorite ryes. Very well balanced with a classic rye kick that is not over-ridden by the oak. Deliciously dangerous on the rocks.
In the top 3 for Rye.
4.3/5, better than I thought it would be! Especially for the price, it's the sweetness and clean quality that is uncharacteristic at this price point. It like what lagavulin is to islay, this is too rye... If that makes any sense. Highly recommend
Dry, lots of rye spice, with a hint of sweetness. Absolutely delicious. Definitely the best rye whiskey, or any whisk(e)y for that matter, I've had so far. Now I need to find one of Sazarac's older whiskeys to try.
Spicy strong nose. Full flavored rye with an oily consistency that lingers on the palate for a long finish.
Served on the rocks, this was an very good sipper. A bit softer than I had anticipated, it still supplied a nice spiced flavor with a pretty clean aftertaste.
Thick body and mouth feel generating warmth wherever it touches. There is a definite sweetness with a spicy sourness underlying it. Unlike many whiskies of it age group it is neither tired or over oaked ( both common but usually separate perils of aging past 12 years (or younger really) Lingering spicy sweet finish with a pleasing if paradoxical dryness.
- 088004139940
- 008800413994
- 082004739940
Related Products
- Redemption 10yr Barrel Proof Rye
Rating: 507
Rabble: 0.0
Price: $185.00
- High West Rendezvous Rye Whiskey
Rating: 528
Rabble: 4.6
Price: $60.00
- Woodford Reserve Rye Whiskey
Rating: 557
Rabble: 4.0
Price: $38.00


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Ultimate Super TeamWatch Full Episode
Premiere Date:September 10, 2014
Creating teams of comic book heroes requires a combination of incredible but unique superpowers. This time Daniel meets four people with totally separate powers…but could they be ultimate team of real life superhumans? Adam Winrich claims to have extraordinary accuracy with a whip and has turned this old-school object into a comic book weapon just like a real life Whiplash! Daniel seeks out Will Trubridge, a free-diver that claims he can dive deeper than anyone else with no mechanical assistance. Is he really a human submarine? Joel King claims he's built a super-powered skateboard, capable of breaking the speed limit… on the freeway. Daniel watches his latest record attempt, where any mistake could be fatal.TVPG
Upcoming Airings:
- no upcoming airings in the next two weeks


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A variety of in-home services such as homemaking, personal care assistance, adult
day programs, meals on wheels, etc, are used to help people remain safely at home.
Income level determines whether the services are free, partially subsidized, or available
at full cost.
Designed to assist caregivers throughout North Central Massachusetts. This program
provides support that will make a difference in successful care at home. A Caregiver
Specialist is available to provide assistance to caregivers including scholarships
for respite, a support group, and printed resources.
A shared living, but home-like environment that offers privacy yet promotes opportunities
for socialization. Residents encouraged to live as independently as possible and yet,
secure in knowing that they are not alone should they need assistance from others.
Community alternative that provides daily care with 24-hour supervision. MHCC is
the first Aging Services Access Point Agency in the state, to offer the Supportive
Housing Program to our elders and disabled adults in the North Worcester County. We
currently offer this program at two sites: Gardner and Fitchburg. The Supportive Housing
Program provides a compassionate and economical solution for those persons who can
no longer manage alone but who wish to remain in a home setting.
Provides training and funding to employ and manage personal care services. Service
received through the PCA program, are Consumer directed and intended to allow for
maximum independence in the home.
Provides information to individuals, not currently home care clients, with information
and assistance regarding community options.
Coach individuals 60+ who are hospitalized and meet with them within 24 hrs post
discharge with the goal of reducing readmissions.
For people 60 and over, living in the community, who find themselves at risk and
in danger through the actions of their caregivers and/or family members. Abuse includes
physical abuse, emotional abuse, and sexual abuse, neglect and financial exploitation
and self neglect.
The contact point for information about or access to elder services and information.
The staff maintains a database of information about community resources and can offer
a wide array of information and resources to serve the aging and care giving population
Volunteers provide companion services to relieve loneliness, shopping assistance,
escort on appointments, respite for caregivers, S.H.I.N.E (Serving Health Information
Needs of Elders) counseling and telephone reassurance.
Designed to help protect elders who may be at risk of losing their independence
due to their inability to pay basic rent, food and utility bills. Trained, insured
volunteers assist with establishing a budget, organizing mail, writing checks, and
balancing the checkbook.
Investigates and resolves the complaints of a citizen. As applied to nursing and
rest homes, the Ombudsman Program visits residents in these facilities to investigate
and resolve complaints by residents of their personal care, their belongings, food
matters, roommate problems or other issues which impact a resident's life in
the facility.
Available on-site at both public and private housing developments to address the
needs of the resident population. Resident Service Coordinators are the frontline
responders to requests for assistance and link to the appropriate resources.
Para ver esta información en el español, haga clic Aquí
MHCC Main Office
680 Mechanic St. Leominster, MA 01453
Phone: 978-537-7411 Toll-Free: 800-734-7312
Fax : 978-537-9843 TTY: 978-514-8841 Email
Elder Abuse Hotline
800 Ageinfo


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Treatment with CroFab®
How CroFab® is made
CroFab® Crotalidae Polyvalent Immune Fab (Ovine) is manufactured using venom from 4 common types of North American pit vipers that are indigenous to the United States:
Western diamondback rattlesnake
Eastern diamondback rattlesnake
Mojave rattlesnake
Cottonmouth (water moccasin)
These 4 snake venoms were specifically selected based on several criteria:
- Their clinical importance in snakebite cases in the United States
- The wide geographic range of these snakes
- Genetic dissimilarities of the immunizing venoms
- Cross-reactivity with 10 other clinically important North American crotalid snake venoms
Step 1:
Immunogens from each of the 4 North American pit viper venoms* are produced in a laboratory.
Step 2:
Immunogens from each venom are used to immunize separate flocks of sheep to ensure a consistent and uniform product.
- The immunogens are recognized by the ovine immune system as foreign antigens, to which antibodies are produced
Step 3:
- Antibodies are separated and cleaved with papain
- The Fc fragment and undigested immunoglobulin G are separated from the Fab fragments through column affinity purification
- This purification process may reduce hypersensitivity reactions
Step 4:
- To obtain the final antivenom product, the 4 different monospecific antivenoms are mixed and standardized
The resulting product is formulated into the antivenom CroFab®.
*Western diamondback rattlesnake, eastern diamondback rattlesnake, Mojave rattlesnake, and cottonmouth (water moccasin).
Our commitment to ethical practices
BTG is committed to strict adherence to ethical research and development practices. We believe the rights, safety, and well-being of the trial subjects prevail over the interests of science and society. Thus, we respect the safety of clinical research participants and our clinical trials are performed in accordance with the listed directives, regardless of where they are performed. We ensure that all medical care and medical decisions made on the behalf of research participants are the responsibility of a qualified physician. We ensure that all patient data is recorded confidentially and handled and stored in a way that allows accurate reporting, interpretation, and verification according to best practice, including reporting of adverse clinical events.
Our policy is that the use of animals in research will be performed to the highest standard of ethics, adhering to the three guiding principles of reduction, refinement and replacement. All animal studies are performed at external Clinical Research Organizations (CROs) and academic units, and we will only work with external parties that evaluate animal studies using a local ethical review process. In addition, we will only perform animal studies in territories where they are strictly regulated. Alternatives to animal use will always be assessed and in vitro testing performed as an alternative wherever possible.
CroFab® Crotalidae Polyvalent Immune Fab (Ovine) is an antivenin indicated for the management of patients with North American crotalid envenomation. The term crotalid is used to describe the Crotalinae subfamily (formerly known as Crotalidae) of venomous snakes that includes rattlesnakes, copperheads, and cottonmouths/water moccasins. Early use of CroFab® (within 6 hours of snakebite) is advised to prevent clinical deterioration and the occurrence of systemic coagulation abnormalities.
Important Safety Information
The most common adverse events reported in clinical studies were mild or moderate reactions involving the skin and appendages (primarily urticaria, rash, or pruritus), which occurred in 14 out of 42 patients. Three patients experienced a serious adverse event. Two patients had a severe allergic reaction (severe hives and a severe rash and pruritus) following treatment. One patient had a recurrent coagulopathy due to envenomation, which required rehospitalization and additional antivenin administration. In clinical trials, recurrent coagulopathy (the return of a coagulation abnormality after it has been successfully treated with antivenin), characterized by decreased fibrinogen, decreased platelets, and elevated prothrombin time, occurred in approximately half of the patients studied. Recurrent coagulopathy may persist for 1 to 2 weeks or more. Patients who experience coagulopathy due to snakebite should be monitored for recurrent coagulopathy for up to 1 week or longer. One patient discontinued CroFab® therapy due to an allergic reaction. Anaphylaxis and hypersensitivity reactions can occur, and patients should be monitored closely during treatment. Patients with allergies to papain, chymopapain, other papaya extracts, or the pineapple enzyme bromelain may also be at risk for an allergic reaction to CroFab®. CroFab® contains mercury in the form of ethyl mercury from thimerosal. The final product contains up to 30 mcg or approximately 0.03 mg of mercury per vial, which amounts to no more than 0.6 mg of mercury per dose (based on the maximum dose of 18 vials studied in clinical trials of CroFab®).


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|Oracle FAQ
|Your Portal to the Oracle Knowledge Grid
Home -> Community -> Usenet -> comp.databases.theory -> Re: Storing data and code in a Db with LISP-like interface
mAsterdam wrote:
>> I could be wrong, so please demonstate the following in Prolog: >> >> like (john, mary). >> hate (john, bob) >> opposite (like, hate)
And get rid of the space between the predicate name and the opening parenthesis. Received on Sat Apr 29 2006 - 17:14:00 CDT
Original text of this message


text:
Leveraging private money loans for fix and flip projects is the hottest thing going in real estate investing. Loans for fix and flip investments are in high demand for properties in Albuquerque, Rio Rancho and Santa Fe; however, most banks won't approve financing.
Do you have the perfect property in mind for your fix and flip investment but aren't sure how to make the financing work? Here are several tips to get your fix and flip project off the ground and make sure that you've got a profitable exit strategy by leveraging affordable private money loans.
Fix and Flip in New Mexico Can Be a Great Money Maker
Fix and flip projects were all the rage before the housing bubble burst and now that the recovery is in full swing the opportunity to profit from these investments is back. There is more to turning a profit with your fix and flip investment than fixing some drywall or planting flowerbeds. You need access to affordable financing and have a comprehensive exit strategy for flipping the property.
The problem with financing fix and flip projects is that most banks won't touch these properties until after the repairs are made, a catch 22 for most investors. That's where interim financing with a private money loan can get your fix and flip project funded using a bridge loan. This allows you time and capital to get your property up to snuff for a bank loan if you need it or to simply flip the property for a profit.
It goes without saying the less you pay for your bridge loan the more you'll profit when it's time to flip the property. Most hard money lenders want upwards of 12 points and 12 percent (or more) for you to get your hands on a private bridge loan.
You'll find that the people arranging private money loans in Albuquerque and Santa Fe are often shady, unprofessional people that you wouldn't want to meet socially.
There's a Better Way to Finance Your Fix and Flip Real Estate
The problem with financing your fix and flip project with most private money lenders is the fees they overcharge. If you pay 12 points to get your private money loan most of your profit goes down to drain to that shady lender. Remember that one point is one percent of the loan amount and most private money lenders roll their fees into your loan amount.
Here are five tips to help get your fix and flip project funded without having your profits swallowed up by unnecessary points and fees.
- Learn As Much As You Can About Your Local Real Estate Market
- Treat Your Fix & Flip Project Like a Business
- Decide How You're Going to Pay For The Property
- Profiting From Fix and Flip is About Leveraging Relationships
- Develop a Clear Exit Strategy for Flipping Your Property
Talk to realtors and mortgage brokers about your local market and the neighborhoods where you're planning on investing. Property values vary widely from one neighborhood to the next in Santa Fe and Albuquerque so you need to know where the most profitable homes are located.
Flipping real estate for a profit is a time consuming project. Treat it like a business and project a professional image and you'll find that real estate agents, bankers, and contractors are more likely to take you seriously.
You might think that paying cash for the property is the best strategy. You'd be surprised how many moguls like Donald Trump won't risk their own cash in real estate investing. Fix and flip investing is a gamble. Even if you've got the cash to pay for fix and flip real estate in Albuquerque or Santa Fe, leveraging affordable private money loan lowers your risk and won't tie up your cash.
Do you want the inside scoop on the most profitable fix and flip properties in Albuquerque and Rio Rancho? You need to establish a relationship with a good realtor. Want affordable financing to get your fix and flip project off the ground? You need a trustworthy private money lender that won't steal your profits by charging outrageous fees.
There's a handful of private mortgage lenders in Albuquerque and Santa Fe and nearly all of them charge 12 points or more to get a private money loan funded. Paying this much is not only unnecessary but quite frankly it's ridiculous.
If you want to profit from your fix and flip project in New Mexico you need a solid plan with an exit strategy. How are you going to repair the property once you've got it without going over budget? Once the seller accepts your offer and you get the financing in place the real work begins. Do you have an exit strategy for flipping New Mexico real estate? What if you're stuck making payments on a bridge loan in a soft market?
The great thing about securing financing from Private Money Loans New Mexico is that not only can you get affordable financing without paying outrageous fees, Tim will make sure you have a attainable and profitable exit strategy for the property you're flipping. Tim has 20 years' experience financing real estate in Albuquerque, Rio Ranch and Santa Fe. He knows the local market and knows how to make fix and flip profitable.
Remember how profiting with fix and flip investments is all about leveraging relationships? Tim is the private money lender you want in your corner when that dream property comes along.
Do you want to learn more about profiting from fix and flip real estate investing in New Mexico? Contact Tim Wilson to learn how affordable private money loans can get your project funded with a winning exit strategy for your fix and flip investment.


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Hospitality is the relationship between the guest and the host, or the act or practice of being hospitable. Specifically, this includes the reception and entertainment of guests, visitors, or strangers. Wikipedia
I got the idea for Frienday from my friend, Cassie.
Having friends over for lunch and letting the kids
tear up the house er…socialize.
It was great fun.
- 12 Kids (ages 2-16)
- 3 Mom's
- 2 loaves of bread
- 5 cans of tuna
- 3 bags of chips
- 10 oranges
- multiple red plastic cups with names written in Sharpie
- Memories made
If you know me at all you know this was out of my comfort zone.
I don't do girlfriends well.
I surely don't do them at my house. With their kids. In the middle of the longest.winter.ever. (read they would be inside. All 12 of them)
It was a HUGE success. At least us moms thought so. We fed the kids then kicked them outside in their
socks snow clothes to play.
We chatted. Jumped from one topic to another, never really finishing a thought, yet covering many. We enjoyed the fellowship with other homeschool moms.
Acts 2:42 And they devoted themselves to the apostles' teaching and the fellowship, to the breaking of bread and the prayers.
There is something about sharing a meal with fellow believers. Now, this wasn't a quiet, lets sit and have tea, moment. I mean, there were 12 kids. We were HIGHLY outnumbered.
But we were moms. We 'got it.' It was OK that we were interrupted a gazillion times for potty breaks or help with mittens.
We, as moms, are in this battle together. We are on the front lines while our devoted husbands are out working so we can stay home and homeschool. Sometimes we need reinforcements from others that understand us. That have been where we are.
image by Sisterlisa, on Pix-O-Sphere


text:
"We are living in a state of women's hell" is how the Parliamentary Women's Club described their situation in Poland since the new Physician's Code of Ethics entered into force on May 3, 1992. The new Code prohibits doctors in Poland from performing abortions, even though abortion is legal in Poland. For performing an abortion in violation of the Code of Ethics, a doctor could have his or her license to practice medicine revoked by the Polish Medical Society. Hospitals are now turning women away, forcing them to look elsewhere for abortions, and the cost of abortion by private physicians has reportedly skyrocketed. Many physicians are simply unwilling to risk their livelihood. It is only a matter of time before backroom abortions will begin claiming lives.
Ewa Letowska, the then state commissioner for civil rights in Poland, submitted the Physicians Code of Ethics to the Constitutional Tribunal on January 7, 1992, questioning the validity of the Code on the grounds that it is inconsistent with the law. Tadeusz Zielinski, the current state commissioner for civil rights, has upheld the position taken by his predecessor that the Code is invalid. The Constitutional Tribunal has not yet issued a decision, thereby allowing the current crisis to unfold.
Thousands of Polish doctors have reportedly signed petitions and written letters of protest to the Polish Medical Society over the restrictions on abortion in the Code of Ethics. The Code was approved by a National Conference of Physicians consisting of a few hundred representatives, and the membership of the Polish Medical Society was given no opportunity to review it. To repeal the Code, another National Conference of Physicians would have to be convened, which would require a motion from one-third of the 22 district chambers of the Polish Medical Society. The Warsaw chamber has put forward such a motion.
Please alert the media to this crisis situation in Poland and continue to urge the Polish Medical Society to repeal the new Code of Ethics. Also, please contact the Constitutional Tribunal and request that they take immediate action to strike down the Physician's Code of Ethics on the grounds that it is inconsistent with Polish law. Letters, telex, telegrams and telephone calls should be directed to:
Dr. Tadeusz Chrusciel, President
Polish Medical Society
Naczelna Izba Lekarska
ul. Grojecka 65a
02-094 Warsaw, Poland
Tel: 48-22-22-15-73, 48-22-22-21-54
Fax: 48-26-58-17-01
Mieczyslaw Tyczka, President
Constitutional Tribunal
ul. Wiejska 4/6
Warsaw, Poland
Tel: 48-22-21-65-03
Fax: 48-22-29-49-22


text:
Taco Bell Testing Nacho Cheese Dorito Shells
Because your penis can never be too orange, Taco Bell has been testing a new crunchy taco shell made out of what appears to be a giant Nacho Cheese Dorito (with a couple extra pieces of shredded cheese stuck to the exterior for good measure). Named the 'Doritos Locos Tacos', they're just crazy enough to stab you with diarrhea in the middle of the night despite an important meeting in the morning. YOU GONNA SHIT ORO TONIGHT, GRINGO!
Hit the jump for a video review by one satisfied customer.
Doritos Locos tacos from Taco Bell [grubgrade]
Taco Bell tests shell made of Doritos [sfgate]
Thanks to neolardo, who's holding out for a pizza crust made from a giant chocolate chip cookie. Okay now you're just being high.


text:
Digby & Rose is a design and print studio located in Washington DC, specializing in luxury wedding invitations designed for letterpress and Letterpress (more)
Jensen I Do is a site for printable wedding invitations, announcements and other collateral to help make your wedding uniquely yours. We offer pre-designed (more)
Chic, custom-designed wedding invitations printed on luxury Italian papers. (more)
We specialize in custom-orders, including wedding invitations, programs, place cards, and welcome boards. The link page gives you some ideas what Hoshika's (more)


text:
Peace Corps and City Year Joint Information Session
University of Colorado - Colorado Springs
3:00 to 4:30 p.m.
Theatre, UC 302
Colorado Springs, CO 80918
Serving in the Peace Corps is a great way to immerse yourself in a new culture, learn a new language, and have the experience of a lifetime. Join us at this information session to learn about Volunteer experiences, have your questions answered, and gain tips to guide you through the application process.
About the Peace Corps: Read more or watch a video about what it's like to be a Volunteer including what Volunteers do, where they go, and the many benefits of Peace Corps service. Or apply now to begin your life-defining experience.
Information Session; Universisty of Colorado, Colorado Springs, Theatre, UC 302, 3:00pm 4:30 pm, Tuesday April 23rd,2013.
Youll never know unless you apply, and theres no better time than now. Submit an online application before May 30th 2013 at www.peacecorps.gov/apply to be considered for one of thousands of assignments departing during spring and summer 2013
Stay Connected: Facebook || Twitter || YouTube || Flickr || Tumblr || LinkedIn
For questions about this event contact Lauren Dorosz
If you require a reasonable accommodation when attending a Peace Corps event, please contact the recruiter identified in the "for questions about this event" section of the event listing. Please provide the details of the reasonable accommodation you are requesting.
Last updated Apr 19 2013
Reference #8226


text:
Speaker Raanan Fattal
Affiliation Hebrew University
Host Rick Szeliski
Duration 00:51:22
Date recorded 18 July 2013
I will describe a new method for recovering the blur in motion-blurred images based on statistical irregularities their power spectrum exhibits. This is achieved by a power-law that refines the one traditionally used for describing natural images. The new model better accounts for biases arising from the presence of large and strong edges in the image. In our approach we use this model together with an accurate spectral whitening formula to estimate the power spectrum of the blur. The blur kernel is then recovered using a phase retrieval algorithm with improved convergence and disambiguation capabilities. Unlike many existing methods, the new approach does not perform a maximum a posteriori estimation, which involves repeated reconstructions of the latent image, and hence offers favorable running times.
I will also present a comparison between the new method with state-of-the-art methods and report various advantages, both in terms of efficiency and accuracy.
This is a joint work with Amit Goldstein
Project page (code available):
©2013 Microsoft Corporation. All rights reserved.
By the same speaker
People also watched


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I hate it when people say Vettel only won it because of the car, the 2010 season was an epic one and if am correct the title was fought between Webber, Alonso and Lewis but Lewis fell away after either Singapore or Japanese GP due to DNF and Gearbox failure. it was Webber and Alonso who were neck and neck, Vettel snatched victory from the jaw of the Lions mouth in the Middle East. The following year he blew everyone away, back in 1994 Schumacher scraped a win, the following year he blew everyone away, people like Jackie Stewart said back then he cant do it in another car so he moved. Vettel has a driving style that's unique, he could drive on the racing line from beginning to end at high speed without moving out of it, unless if he wants to overtake. Alonso following Petrov around for more 30 laps Vettel would have put the his championship on the line and risk everything to pass Petrov.


text:
January 13, 2012
For Immediate Release:
Kansas City, Mo. – The Calvary Warriors men's basketball team lost 61-73 Friday night to Faith Baptist Bible College of Ankeny, Iowa.
"Overall, I'm rather dissapointed about tonight's game," said Warriors coach John Krchmar. "We started slow, and they jumped out with a lead. I thought it would be closer for longer of the game. They had us down 20 for awhile in the second half and we fought back."
The Warriors were down 24-38 at half time.
One of the highlights for the Warriors was shooting 81 percent from the free throw line.
"They're just a well-coached team," Krchmar said of Faith Baptist. "They are led by a lot of seniors and juniors, and they'll just wear you down. They're physical, they're big, and that's the challenge that we face."
"The biggest problems we had tonight is that we gave up 14 rebound and 17 turnovers," he said.
Senior forward Dan Terrell (Alta Vista, Kan.) led the Warriors with 21 points and sophomore forward Eric Daniels (Lee's Summit, Mo.) followed with 18 points.
Calvary (2-6) will play Ozark Christian on Tuesday, Jan. 17, at home. Tipoff is at 7:30 p.m.
For additional information, contact: Jeanette Regier, Calvary Bible College Athletic Director, (816) 322-0110, Ext. 1209.


text:
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text:
Re: skewers
- From: "Pete C." <aux3.DOH.4@xxxxxxxx>
- Date: Wed, 10 May 2006 21:56:44 GMT
hrbrickerNOSPAM@xxxxxx wrote:
On 10-May-2006, " BOB" <abc@xxxxxxxx> wrote:
Mark and Gloria Hagwood wrote:
:: We occasionally like skewered foods, such as shrimp or
:: scallops, cooked on our grill. As most of you know, it's
:: difficult turning skewers of about anything, since the meat
:: tends to rotate on the skewers as you turn the. A neighbor
:: showed me some skewers he bought, and I thought I'd pass the
:: tip on to you all. The skewers he showed me are "Iranian
:: Kabob" skewers. They are flat, like flexible swords and
:: about 22" long. Mine have wood riveted handles with blades
:: approximately 1/2" wide. Wider blades are also available,
:: but tend to cut too wide a swath.
:: To make mine work better with scallops, which tend to split,
:: I actually sharpened the point so that it cuts the meat more
:: easily.
:: Now, here's the problem: I'll be darned if I can find a URL
:: for anybody that sells them. If I could, I'd post it here
:: for you. I got mine at an Iranian grocery store here in Las
:: Vegas, but don't remember even the "brand name" on the
:: package. If anyone can find a URL for these kabob swords,
:: they'd be doing us all a favor if they'd post it.
:: Mark
I just use two of the bamboo skewers, side by side for each skewer of
food. I know, it uses twice as many skewers, but these things are
What BOB said. After you double skewer food with skinny little skewers,
you can handle them easily with tongs. They are then a little raft of food
with no tendency to rotate on the skewers. Bay scallops might present
a problem, but sea scallops perform admirably. Shrimp and chicken
tenders do really well also. While the blade/sword style skewer might
have merit, I personally wouldn't fool with it.
Brick(Found a motor, can't get it started)
Considering that the blade type skewer is the standard throughout
essentially the entire middle eastern kabob world I think it has more
than passing merit. Not sure why it's so hard to find in the US though.
Pete C.
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text:
Captain Dan & the Scurvy Crew – Sea Monsters – YouTube
Another masterpiece from Captain Dan and the Scurvy Crew! I almost felt sad for Leviathan on this one (such big eyes) but then I forgot all about it when the kitty went ballistic. Great stuff
Another masterpiece from Captain Dan and the Scurvy Crew! I almost felt sad for Leviathan on this one (such big eyes) but then I forgot all about it when the kitty went ballistic. Great stuff
Alestorm has a long history of pushing the limits of awesome beyond what conventional science had previously deemed possible, and they do so once again with this new music video:
Henry Martin and the Pirates inc. have seen fit to tout the benefits of Island Federal Credit Union – in musical prose, no less. Check it out and then get ready to transfer your life's savings to a more piratey banking alternative!
It's been a while since we've heard anything from Auregan – the fetching-yet-tough-as-nails French siren that makes tricorns look fashionable. But she recently released her single 1798 (available on iTunes) along with a music video:
One video, four different flavors of our piratey French songstress – one of which appears to be undead. I don't speak Frenchy, so I can only guess at the meaning of the lyrics – I assume they're about me, and I'm quite flattered.
Just in time for Talk Like a Pirate Day, Captain Dan and his Scurvy Crew have unleashed a brand new piece of awesome our way!
Captain Dan & the Scurvy Crew – Rap Like a Pirate – YouTube.
Sorry, but when I saw this I squealed
like a schoolgirl like a boss.
From their new album "No Stars" comes this music video of the song "Captain Flint" (see a pattern here?) It's only a guess, but I'm going to assume that the young pirate starring in this video is the offspring of one or more of the band members. Hey, if Will Smith can do it, why not Ben Gunn?
Dark, creepy silhouette puppets singing about death – and it even stars Murray, the talking skull (I assume that's him, anyways!)
I haven't had a chance to listen to his album yet, but methinks Tom Mason just might be one to keep an eye on…
The fact that entertainment geared at kids under 10 always makes me feel awkward notwithstanding, there is no effort more noble than getting younkers into the pirate spirit at an early age. Jake and the Never Land Pirates premieres today:
Looks fun enough, although I feel like this show was written by videogame designers – the floating islands, the view from the ship's bow dodging islands… methinks a Jake and the Never Land Pirates Game is surely right around the corner. (more…)


text:
Need 30 articles 400 words minimum. $90 For aonefreelancer ONLY. Topic – Wine Reviews for Blogs. I will give list of wines for review or url to products. Looking for QUALITY well written articles in English… (Budget: $90 USD, Jobs: Articles)
Comments Off on aonefreelancer Only – w3 by Rev6v7
aonefreelancer Only – w3 by Rev6v7
99 total views, 1 today


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re: "But there are things going on that are beyond a lot of people's understanding"
yeah, like how we've allowed the blatant and out of control greed displayed on wall street to trickle down and infect those on main street. this is what happens when bernie madoff is the only one put in jail. there was enough to warrant building a NEW WING on to Butner Federal.


text:
Christmas presents
Christmas presents
Dec 25 2010, 02:03 PM
Post #1
Group: Members
Posts: 64
Joined: 1-September 05
From: Birmingham, UK
Member No.: 23,844
Just curious, what did you all get?
Anything awesome?
Dec 28 2010, 09:19 PM
Post #2
doesn't play well with others...
Group: Staff
Posts: 2,316
Joined: 28-March 08
From: michigan...
Member No.: 38,893
XBL Gamertag: your mother...
PSN Name: artistadam
Xfire Identity: i said your mother!!
i don't how women do it but holy shit can they put on the pounds after eating a salad... give a women a fish and she'll eat for a day... teach a women how to fish and she'll become fat somehow off of fish... the best indicator for being a possible fatty down the road is by looking at the size of their upper arms... if they hold their arm straight and you see a cone effect, back away... the top of that cone is what the rest of the body could look like with a little bit of laziness... it's also how you can spot a former fatty...
or maybe it's just me, but this method works...
wow, it's amazing how easy it is to get off-topic nowadays... this place needs some more action...
This post has been edited by bOnEs: Dec 28 2010, 09:20 PM
Oh, good one. The "you're on the internet so you must have no life" insult isn't moronic or unoriginal at all. You must, without a doubt, be a very important member of society, not at all a waste of the already barely valuable gift of life.
As is the case for everyone who takes issue with people who make them sad on the internet, you are one of two kinds of people:
You are exactly what you claim I am, and that is a lonely, pathetic basement dweller. You life is spent eating eight pounds of junk food per day, masturbating to anything you find online that's even remotely feminine, and wishing you had good looks and social skills. You continue to live with your mother until she dies of a combination of lung cancer and liver failure brought on by the chain-smoking and heavy drinking she used to cope with what a failure you are. Your mother mercifully dead and free of the living embodiment of failure she regretfully thrust from her loins, the bills start to pile up and you, unemployed and unable to pay these bills (of course), lose the house and everything in it. Somehow even more of a failure than you already were, you wander from place to place eating out of dumpsters and sleeping in your own filth until you finally die of AIDS, which you contracted from a diseased whore you scrounged up enough money to pay for, so you could finally lose your virginity while at the same time pretending that your mother was back in your life.
You are the type who was an athlete in high school, who was genetically doomed to be an idiot but managed to finish school and even get a college scholarship because you were so good at a worthless children's game. You went off to college with a suitcase full of polo shirts and condoms, the polo shirts, because you're a douche, and the condoms to prevent you from impregnating the dim-witted young college girls whom you could never touch without the aid of Rohypnol, a drug you refer to as "roofies" because you can neither spell or pronounce Rohypnol. You scrape by with borderline D's for the next four years, and leave the campus to go out into the real world where your realize you're not intelligent or talented enough to do anything of value with your life. Misery and minimum wage ensues for thirty years, then you blow your brains out, and your corpse, alone and forgotten, is not discovered until the smell of rotting flesh seeps under your door and your bodily fluids finally soak through the floor of your studio apartment and into the room below you. Your body is cremated, the ashes scraped into a garbage bin because there was no one in your life who valued you enough to pay for a casket, funeral, or burial plot.
You're undoubtedly one of the two, otherwise you would have better things to do than complain about the theme of a forum that doesn't care about anything you have to say.
|Lo-Fi Version
|Time is now: 26th May 2016 - 04:53 AM


text:
Snooki promotes her new line of tanning products at Beach Bum Tanning in Saddle Brook, NJ.
Nothing motivates a woman to lose weight like an unexpected pair of cankles.
Though getting pregnant was ultimately the best thing to ever happen to Nicole Polizzi, the former self-proclaimed meatball had a difficult time adjusting to the physical changes that go hand in hand with having a baby (remember how self-conscious she felt on the beach in Cancun?). So, immediately after giving birth to her beautiful son, Lorenzo, Snooki was off to the
races elliptical. In the latest issue of Us Weekly, the "Jersey Shore" icon models her svelte figure, and shares how she lost 42 pounds in only six months. "You just need to get your ass to the gym and eat healthy!" the guidette says of the simplicity of diet and exercise. Hear that, all you juice cleanse and colonic devotees? No intestinal detox necessary.
That's not to say bouncing back from pregnancy body is an easy task. While the first 20 pounds came off just from breastfeeding, she tells the magazine, Snooks started working out four days a week about six weeks after giving birth, and signed up for a 1300-calories-per-day meal delivery service. To put that in perspective, one bag of cheese puffs (a Honey Boo Boo favorite) can pack as much as 1269 calories.
"I lost it for me," MTV's celebrity baby correspondent says of her motivation, "but I also wanted Jionni to know I can be hot as a mom." Mission accomplished.
+ Tell us what you think of Snooki's weight loss, and check out her first Celebaby Report.
Dig Remote Control? Follow us on Twitter, like, now.
Photo: Splash News, Us Weekly


text:
I have been training on a LifeCycle 9500hr for about the last five months.
I usually ride for two hours 5-6 days a week at a time average 36mph (don't know how that relates to the road) and when I do check the watts it's up around 275....
I want to go to a road bike and am wondering if anyone has any suggestions. I am 5'9 weigh in at 156 so I am in pretty decent shape. Money isn't too much of a issue.
Watched the tour this year and I have been looking at the Trek line, but have no idea of what to get?
Does used make sense?
Also does anyone know of any riding clubs in Virginia I live about an hour south of DC.


text:
Jonathan Ellis L'10 was named one of four Bristow Fellows for 2011-2012.
The Bristow is among the most prestigious government fellowships in the country, perhaps only second to Supreme Court clerkships.
Bristol Fellows work in the Office of the Solicitor General. They help draft briefs in opposition to certiorari filed against the government in the Supreme Court and prepare recommendations to the solicitor general regarding authorization of government appeals in the lower courts. The Fellows also assist staff lawyers in preparing petitions for certiorari and briefs on the merits in Supreme Court cases, work on special projects, and assist the solicitor general and other lawyers in the office in the preparation of oral arguments in the Supreme Court.


text:
Live c-section on the Today Show
Thanks to ICANtweets I learned that the Today Show aired a live Cesarean section from Beth Israel Deaconess Medical Center in Boston as part of the "Today Goes Inside the OR" series. A healthy 10 pound baby boy was born via scheduled c-section to Carrie and Josh Johnson. According the The Today Show's Dr. Nancy Snyderman, they elected a c-section because babies "run big" in the parents' families and Carrie was "past her due date." Dr. Snyderman adds, "And those are two indications that a Cesarean section is a lot safer than having a vaginal delivery." A lot safer? Really? You might want to weighRead More →


text: Home- Offices and Services- Dean of the College- Hazing Prevention- What You Should Know Menu Menu What You Should Know Hazing is a violation of Colgate University policy and New York State Law. Hazing takes various forms, typically involving physical risks or mental distress through, for example, humiliating, intimidating, or demeaning treatment. Hazing occurs not just in fraternity and sorority organizations, but athletic teams, performance groups, and other student organizations as well. Groups that haze often view it as positive or necessary. Groups that haze can achieve the positive outcomes they seek from hazing through non-hazing means. There are resources on this site to get help if you or a friend is a victim of hazing. Colgate is taking steps to prevent hazing. Colgate's Anti-Hazing Initiatives In the effort to prevent hazing practices on campus, Colgate brought together faculty, staff, students, and alumni to form an ad hoc task force on constructive new member and Anti-Hazing Initiatives. The task force was charged with developing initiatives to prevent hazing practices on campus. Initiatives that came from this task force have resulted in a Fraternity and Sorority Life Summit, in which current and alumni members of fraternity and sorority organizations participated in discussions on hazing practices within their organizations, and on how to end "traditions" that may cross the line. In addition, a reporting and response protocol for potential hazing was created; as well as the creation of educational resources such as this website, and an in-person training program for first responders. Adapted from hazing.cornell.edu Offices and Services Accounting and Control Campus Safety Commencement Communications Office Counseling Center Dean of the College Administrative Advising University Standards and Student Conduct Academic Awards Academic Honor Code Communicating an Incident or Concern Sexual Assault Prevention Bias, Harassment, and Sexual Misconduct Resources Hazing Prevention Message to Students Myths About Hazing Examples of Hazing Do You Need Help? Report Hazing Pressure to Drink Alcohol Policies and Laws What You Should Know Constructive Team Building Ideas Staff Dean of Faculty/Provost Document Services Environmental Health and Safety Equity and Diversity Facilities (B&G) Finance and Administration Grants Information Health Sciences Advising Health Services Information Technology Institutional Planning and Research International Student Services Libraries Mail Services Purchasing Registrar Treasurer's Office RELATED LINKS Wellness WELLNESS INSTITUTE Promoting the holistic development of the Colgate community. Bookstore BOOKSTORE Textbooks, gifts, and Colgate attire! Career Services CAREER SERVICES Staff members and alumni helps students explore careers. More Resources MORE RESOURCES - Get Involved - Student Handbook - Dean of the College - Counseling - Bias, harassment, sexual misconduct


text: The hills are alive in Oregon Pinot Noir Wine Country. The vines are growing about 3 inches long currently. We will begin to take off any multiple shoots, buds, and suckers this weekend and begin our protective organic spray program. Everything is so green. We still have water puddles in the vineyard. It is very wet and still not too warm. It got down to 37 degrees last night. So the vines are growing slow right now. We bottled the 2008 Pinot Noirs last week; Natasha, Jordan, and Barrel Select. As has been suggested, this is possibly the best Pinot Noir vintage in many years, if not ever. In Youngberg Hill's case, I believe we can safely say this is the finest wine we have ever made (although the 2009 is looking pretty close). The landscape on the Hill continues to blossom. The herb garden is beginning to flower and we have all sorts of flowers blooming. Every color of the rainbow. Speaking of rainbows, we have seen several the last couple of days as rain clouds and showers are interupted by sun and vise versa.


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That was exactly the dilemma Bayer Corp. faced when it merged three businesses into one, five years ago. It had three separate ways of evaluating people and jobs among the three companies, and it quickly needed to align the three into one consistent process. What resulted was a revamped job-evaluation system that encapsulates the firm's new vision, mission and goals. The new way of valuing work was designed to align with the competencies required for successful performance in an emerging new culture.
A new corporate identity leads to reevaluating roles.
On January 1, 1992, what used to be known as three separate operating companies-Mobay Chemical Corp. (a chemical producer), Miles Inc. (a health-care organization) and Agfa (an imaging company) -- merged together as one organization with three divisions now known as Bayer Corp., the largest subsidiary of the Bayer Group AG, based in Leverkusen, Germany. With a new identity and a desire to capture the lead in the global marketplace, Bayer's senior managers realized they needed to create a deeper identity for the Pittsburgh-based organization.
To achieve the firm's new goals, Bayer's senior-executive team thought it best to start at the beginning by developing a common vision and a new set of values to help bond these far-flung operations and diverse workforces together. Next, Bayer senior managers flattened management structures, so the firm could become more responsive to changing markets, and updated how they defined and processed work in the new organization. In addition, the company needed people in roles that move laterally across functional and international boundaries. Employees in this new organization had to be fast and flexible in diverse environments that often are characterized by uncertainty and risk. Bayer's leaders knew early on that if they wanted to get employees focused on new values such as customer loyalty, quality and productivity, those values would have to be reflected in the processes the company used to assess each job's expected and actual contribution to the organization.
Senior managers set out to make the message clear: Whether one's a chemist, an engineer, a manufacturing technician or a salesperson, the key to a successful career at Bayer is to embrace the company's new values. To drive this message home, the company began to change the way it defines-and eventually compensates -- the role each individual plays in the organization.
Valuing work in a new way.
Bayer's managers recognized that although jobs are static, roles change according to the task at hand. They wanted to measure and reward the specific, yet highly variable talents people need to succeed in these roles. Because leaders in the new organization were interested in valuing flexible, team-oriented behavior, the job-evaluation system needed to explicitly recognize those qualities.
"What we were trying to do was figure out how to keep the job-evaluation methodology and process simple, building on what was working before but making the appropriate changes to reflect the new organization values," says James Bowers, vice president and managing director of The Hay Group, a worldwide HR management consulting firm based in Philadelphia that had been consulting with Bayer on job-evaluation systems and other HR management topics such as competencies for some time.
The transition to a new compensation process was a challenge that one specific group at Bayer took ownership of -- and led from the beginning.
A task force evaluates the old system.
According to Bowers, the biggest business challenge in revamping the job-evaluation system was laid down by Helge Wehmeier, Bayer Corp.'s CEO. He said, "Whatever you do, I want the work-valuing process you come up with to be responsive to what we're doing as a business, and I don't want it to increase costs." It was a big challenge, but one managers had to face not only to move the company toward its new goals, but also to help shape the company's future direction and success.
With the CEO's mandate in mind, company executives assembled an executive task force which they called the Job Advisory Committee made up of Bayer Corp.'s 14 senior vice presidents in September 1994. John Schulz, Bayer's vice president of benefits, compensation, EEO, HRIS, International and Policies, chaired the group's activities. It was the task of these executives, over the next 18 months, to understand the Bayer culture and its link with job evaluation, and then to revamp the system as needed.
Previous to the three companies merging, both Agfa and Miles had used what's known as the Hay Guide Chart-Profile Method -- a point-based, job-evaluation system -- as their job-evaluation methodology. Miles had used this chart-profile method since 1971, and Agfa had used it since the late '80s. It was also the system on which the two companies had based their benchmarks for compensation decisions. However, the third company that had joined with Agfa and Miles -- Mobay -- had never used an empirical job-evaluation system; its method for assessing the value of jobs was much less formal. The goal was to get all three companies operating on the same system, one that was aligned with the "vision, values and beliefs" of Bayer Corp. This goal was set so that managers, supervisors and employees could count on fairness in job value assessment and so that employees could move from one unit to another without having to get used to a new system each time. "Miles and Agfa had used this [system] for years, but there was a growing feeling that what they were doing wasn't necessarily aligned with the direction the organization was going culturally and strategically," Bowers says.
As a consultant and partner, Bowers was involved in the executive task-force meetings from the beginning. "There were a lot of opinions about what the issues were, but less clarity about what to do about them," says Bowers. He suggested the group decide what was working with the current job-evaluation methodology and processes, what wasn't working and how to bring the system in line with the company's new goals. The first step was to conduct a diagnostic on the company's work culture. Because one of Bayer's key competencies as an organization is research, this approach was readily embraced and produced consensus views on past, current and desired future culture.
Moving from a hierarchical culture to a process culture.
What the diagnostic testing discovered was that the old job-appraisal system wasn't that bad in terms of evaluating jobs and work, but there were some key aspects that needed to change. "[The newly created company was] about two years old when this project happened, and there was still a sense that certain things were being done the way the chemicals group [had done them] and some things [were being done] the way the health-care division [had done them]," explains Bill Sproule, a member of Bayer's central compensation group, who was also involved in the project.
The task force decided that on average, the old system was working 80 percent of the time. It decided to zero in on the 20 percent that wasn't working so well. "It seemed like the issues were more in perception and methodology than in process. [Those who rated the old system] actually liked the committee job-evaluation process," says Bowers. "They liked the participatory, cross-functional aspects of the process. But there were concerns that the methodology (the job-evaluation factors and definitions) was too oriented toward functional and hierarchical values, which is what [Bayer managers] were trying to move away from."
Bayer's leadership was de-emphasizing functional culture values (characterized by an emphasis on jobs rather than on roles) and instituting a strong trend toward increasing process-culture values, time-based values, customer-based values and network values. (See the end of this article for information on obtaining further clarification on what these terms mean.) Clearly, it was time to tackle what wasn't working.
Fixing the 20 percent that wasn't working.
"What we were trying to do was dramatically improve the methodology and process while not disrupting the 80 percent of what the company was doing that was perceived to be working," says Bowers. A majority of jobs were properly graded. For the 20 percent that was perceived as not working, there were some valid issues and misperceptions. For example, some employees and managers thought their old evaluation process recognized and rewarded people for having degrees and credentials as opposed to how those degrees and credentials were applied to jobs. This thinking was a misperception because there was nothing in the old system that actually valued degrees or credentials per se.
Another problem was the misperception that jobs with substantial employee or budgetary responsibility got more credit than those that didn't. Although this was the perception, there was nothing in the evaluation process that said if you have a certain number of people under your supervision you get this many points. But that misperception was widely held within the Bayer culture, and it was clearly viewed as an inappropriate measure that focused on inputs more than outputs.
Still another misperception was that an employee couldn't get closer than two pay grades to the person to whom he or she reported. "That was a hierarchical value and not one that recognized the value of roles," says Bowers.
The task at hand was how to address the misperceptions that existed, and still account for all the new positions and responsibilities throughout the new organization that had been created through reengineering and downsizing.
The task force decided it could do one of four things:
- Keep the current job-evaluation methodology but change the definitions to be more culturally appropriate, and do a better job of communicating its overall strengths.
- Redesign the factors and definitions of the factors, building more of the future values into the current system (based on the company's mission, values and belief statements), but maintain the existing work-valuing architecture (how points map into existing grades).
- Start clean and design a new work-measurement system with different factors, weights and metrics that wouldn't necessarily integrate into existing grades.
- Develop a new pay-delivery mechanism, employing concepts such as broadbanding and pay-for-competencies.
After evaluating the options, the team decided on the second approach, redesign. In fact, after extensive review and analysis, the task force concluded that most jobs were properly graded and paid under the current methodology. The challenge was to build a bridge between proven time-tested values and future goals.
Bayer's task force decided that a more contemporary Hay Guide Chart-Profile Method was the best tool to ensure a consistent approach to work valuing across a wide range of positions. But now the charts would need to do more. To reflect the need for flexibility in the way the firm defines work, Bayer wanted to explicitly recognize a wider range of values. The team knew the words in the charts would have to help send the message that what people create is more important than what they "own," and that the important jobs aren't always those that appear impressive. The roles people play to help Bayer achieve its objectives -- as summarized in its vision statement -- had to become the key determiners of value. Competency concepts were required to align with strategic goals and performance-management processes.
After the initial work-value methodology redesign effort, which reflected new values and competencies, the company's compensation team embarked on an evaluation of a core set of 175 jobs it had evaluated once before during a benchmarking study with Hay. "We had a benchmark between how we had previously evaluated jobs and how these same jobs were evaluated using the new methodology. We compared the differences so we could see the effects of the test and what kind of jobs were affected," says Schulz.
The company went through three rounds of testing on the system. Bayer's internal compensation group tested it first. In this first pass, Bayer found it had raised the bar too high. This resulted in downgrades for a number of jobs. As a result, the factor definitions were toned down a bit. In the second round of testing with cross-divisional HR generalists, the fine-tuned methodology worked better. Then the company further fine-tuned the methodology on the third pass, after it went through testing by the executive task force/job-evaluation group.
Says Bowers: "It was the calibration that was the major challenge to make sure that it represented an increase in performance expectations to get to a certain grade, while not resulting in wholesale downgrades. But one of the ways the task-force members dealt with it is they said, 'We're not going to go back and reevaluate all the jobs. We're going to map them to the pre-existing system and assume that those evaluations are correct unless somebody brings up a job for reevaluation because he or she thinks the job was inappropriately graded under the old system.'"
The task force decided not to change the jobs that hadn't changed during the reengineering efforts but changed the evaluation process for the jobs that had changed, such as team leader, order-fulfillment clerk and supply-chain manager -- positions that represented new work processes in the organization that hadn't existed in quite the same way before the company reconfigured.
It was interesting that the first tests showed the task force had set the bar so high that some of the jobs couldn't measure up to their old grades. Descriptions of job factors incorporated expectations that were beyond pre-existing standards. For example, a job that required a strong sense of achievement or commitment to customer-service satisfaction or that required leading change processes, might not measure up to the same level under the new system. "So what we ended up doing was softening some of those factors, essentially lowering the bar so that it didn't cause a massive downgrading in jobs, because we got maybe a little too aggressive during the first pass," says Bowers. The company couldn't afford to change the rules so drastically that employees would be viewed as competent today and then incompetent tomorrow. Yet, it clearly needed to push employees toward achieving the company's new goals and values.
Setting criteria for the new system.
Change couldn't come at the expense of those important aspects of the work-value methodology that needed to be preserved. Above all, the system would have to remain fair and unbiased-based on objective, measurable criteria. Like its predecessor, the new tool had to be easy to explain and legally defensible. Finally, it had to continue to add value, empowering line managers to define the expected contribution of each role to the enterprise.
The task force determined the new system would have to meet the following criteria:
- Be compatible with Bayer Corp.'s vision, values and beliefs.
- Decrease the emphasis on hierarchy, head counts and budgets.
- Value individual capability requirements.
- Reflect team contribution.
- Be flexible in recognizing differences in culture across businesses.
- Be clearly perceived as responsive to today's reality of how work is accomplished.
- Increase emphasis on customer service, teamwork, performance improvement, mpowered work processes and the changing work environment.
- Enhance the positive aspects of the current method.
- Retain enough compatibility with the current method so a complete reevaluation of jobs companywide wouldn't be necessary.
- Add value and links between work contribution and company success without additional cost to Bayer (no wholesale upgrading of jobs).
Without a common vision, reaching consensus on a new work-valuing method may have proved impossible because of the differences in jobs among the companies. Manufacturing people might think job-evaluation plans overemphasize academic credentials and depth vs. breadth of knowledge such as cross-functional experience. On the other hand, researchers who typically have lower budgets and smaller staffs, might criticize a method for being too "bucks and bodies" oriented. By turning the focus away from these functional values and toward dimensions more reflective of Bayer's vision and values, the task force realized two benefits: quicker consensus among people with differing perspectives and a reduced emphasis on traditional job-related factors, especially those aligned with hierarchical values. The new method would place more emphasis on expected behaviors and outcomes instead of inputs and credentials.
Key lessons learned.
Bayer's senior managers learned early on that organizational change must be accomplished through people. Leaders have to consistently and frequently send the right messages and reinforce the right behaviors if they're going to achieve the desired results. Attaining this outcome requires that people understand the current values and culture and that leaders clearly define what the new expectations will be. As a business tool, work-value measurement brings these expectations into sharper focus.
Perhaps the best indication that Bayer has moved in the right direction is the unanimous support from stakeholders -- namely, the people who use the system. "We actually have one pay system throughout Bayer now, and the job-evaluation system is fundamentally level across the organization," says Schulz. "We're all using the same yardstick, if you will, to measure the size of jobs that meet the [needs of the] modern-day organization."
But the success of the revised system wouldn't have been possible without the early buy-in and participation of Bayer's senior staff. "What's important about the process is involvement [from everyone]," says Schulz. "The HR people don't own job evaluation. Our line managers own it-and they own it in teams in their own sites and in their own divisions -- so we don't have great arguments internally about job levels and relationships because our own line managers resolve these issues."
From the redesign process, Bayer managers learned they couldn't just take a canned approach -- a job-appraisal process from a consultant -- without tweaking it in a way that made sense for their organization. These days, companies need to have a balance between using internal and external information to design their human resources tools-they can't be designed without some outside input, but neither can new systems be installed in a vacuum. It must be a process of evaluating company needs against the benchmark of the business community at large. "The question these days is, 'What do you lead with?'" says Bowers. Do you lead with more of an internal view of what a job's worth to the company and then validate that with external references, or do you lead with external references and then make a holistic judgment to modify the job level based on internal factors? "I think every company should have a balanced approach, which considers work value from both an internal and external perspective," says Bowers.
In the end, achieving a balance between people and jobs and between a company and its goals is always a challenging feat. The trick is to try to nail it down with the right tools that make sense for the organization in a global business environment.
Workforce, May 1997, Vol. 76, No. 5, pp. 38-49.


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Egypt's new constitution "prepares the way for an Islamic caliphate," according to the acting leader of Coptic Catholics, who is among three bishops to condemn the document as a fundamental attack on human rights.
Bishop Kyrillos William, Administrator of the Coptic Catholic Patriarchate of Alexandria
Bishop Kyrillos William, Administrator of the Coptic Catholic Patriarchate of Alexandria
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CAIRO, EGYPT( Catholic Online) – The history of Christianity in Egypt dates back to the visit of the Holy Family of Jesus, Mary and Joseph to that land. (Matt. 2) It predates any claimed Islamic history in that land. To the Christians who live in that historic land, the history of the Christian Church is the history of Egypt.
The Evangelist Mark brought the Gospel of Jesus Christ to Egypt in 61 A.D. and planted the Church there, deep in the soil of that land of martyrs and saints. Egypt has a proud, long, unbroken and vital Christian heritage. We must pray for, stand with, and defend Christians in Egypt as hostility toward the Christian faith grows under the Morsi regime.
The majority of Christians in Egypt are Coptic Orthodox. The very word "Copt" comes from an early Greek name for Egypt. Christianity and Egypt have a long and holy history. In addition, there is a strong, ancient and devout community of Coptic Catholic Christians. The relationship between the two Churches is strong – and growing stronger under the persecution which they face together.
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Seeds of distrust spur GMO labeling bills
It was 10 years ago this past April that rules for the mandatory labeling of foods containing genetically modified organisms came into effect for all member countries of the European Union.
Beat Späth, director of Green Biotechnology at EuropaBio says he's not sure there is anything for the U.S. to learn from the European model. "We don't have a position or any efforts from outside to change the policy in Europe, but it may not be an ideal system for the U.S.," Späth says. "If there is a decision to go for some kind of GMO labeling in the U.S., the details will determine the impact."
Food safety was one of the primary reasons why mandatory labeling was introduced in the EU. Späth says many Europeans had lost trust in the food industry following the BSE or mad cow disease crisis in the late 1990s and early 2000s, and felt public institutions hadn't done enough to protect them.
"In the past few years, there's been an awful lot of unjustified criticism of the European Food Safety Authority," Späth says. "It looks like trust has been reduced in the past few years. GMOs are really one of the scapegoats. A lot of people are worried despite the fact our food has never been safer, and that's been proven over and over — GMOs in particular."


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About This FirmAt Wanger Jones Helsley PC, we bring excellence and expertise to the practice of law. We also bring to every case something just as important: passion. We're still excited about the law, yet experienced enough to provide sound representation. Big enough to represent some of America's best known companies, yet small enough to provide individual attention and significant savings from our Central California office. Aggressive, responsive, professional and affordable... no wonder Wanger Jones Helsley PC has achieved Martindale Hubbell's (the respected national lawyers directory) highest rating for legal ability and ethical standards.
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By Stephen J. Thomas
SYDNEY, Australia, April 5. THE Aussies have lost their second high profile coach in a matter of weeks with the news that British-born Barry Prime will leave Australia to take up the position of National Performance Director for Swim Ireland. This follows the resignation of Australian Institute of Sport (AIS) head coach Pierre La Fontaine in March to return to his homeland to take up a similar position in Canada.
Prime moved from the UK to Australia in early 1993 to take up a position as senior coach at the AIS in Canberra, only to depart at the end of last year as the longest serving coach in the history of Australia's premier swimming institute.
The 50-year-old represented England at the Munich Olympics and spent part of his twenty-five year coaching career in Birmingham. Prime guided five British swimmers to Olympic representation between 1984-88-92, including world record-holder Nick Gillingham. During his time in Australia he coached six Aussies to Olympic representation, namely Linley Frame, Scott Miller, Phil Rogers, Regan Harrison, Adam Pine and Francis Adcock.
Since departing the AIS, Prime had been assisting Denis Cotterell on the Gold Coast in recent months.
"I am very pleased to accept the position of National Performance Director for Swim Ireland. I am looking forward to working with Swim Ireland and the swimming community, the government through the Irish and Northern Ireland Sports Council's and the media and private enterprise to ensure that swimming in Ireland improves its world standing," he told SwimInfo. "This has the potential to be a very exciting period for swimming in Ireland. I am coming into this position with a can-do attitude. This will require a team approach and commitment to ensure that success is the outcome for the young people representing Ireland in the pool."
Always known for his good sense of humour, Prime said he will be looking forward to the improved weather in the forthcoming summer in Dublin after the last few months working outdoors on Queensland's Gold Coast. He leaves Australia early next month to take up the position.