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Editor's note: Gayle Tzemach Lemmon is a fellow and deputy director of the Women and Foreign Policy Program at the Council on Foreign Relations. She wrote "The Dressmaker of Khair Khana," a book that tells the story of an Afghan girl whose business created jobs and hope during the Taliban years.
(CNN) -- America has endured the exhaustion of a decade of war and the insult of a battered economy. Now many Americans reject all foreign entanglements as expensive, fruitless and, ultimately, futile.
In a recent Pew Research poll, 80% of those answering agreed with the statement, "We should not think so much in international terms but concentrate more on our own national problems and building up our strength and prosperity here at home."
For the first time since Pew began asking the question in 1964, more than half said they believed "the U.S. should mind its own business internationally and let other countries get along the best they can on their own." In the past that figure has topped out around 40%.
Yet even as Americans work to draw the blinds along the nation's borders, the country celebrates the life of former South African President Nelson Mandela, a leader who looked relentlessly outward.
"Our human compassion binds us the one to the other," Mandela is quoted as saying, "not in pity or patronizingly, but as human beings who have learned how to turn our common suffering into hope for the future."
And right now that common suffering is found in abundance in Syria. In 2½ years the conflict has gone from local uprising to sprawling and brutal civil war. The U.S. announced Wednesday it was suspending even nonlethal aid to fighters in northern Syria opposed to the Assad regime as moderates among them lose ground to forces aligned with al-Qaeda.
Cities are said to face starvation, with families said to be turning to eating dogs and anything else that might keep them alive. Winter is nearing and humanitarian agencies are hurrying to ready supplies for the millions of refugees, many of whom fled with only the barest of belongings. As of September, 100,000 Syrian children in Jordan were not in school and the United Nations predicts double that number in Lebanon before year's ends. Water and working toilets are scarce.
The human suffering, in short, is great. But today we are fast-forwarding through these sad stories, keeping our eyes shut and our wallets closed. The charity Mercy Corps raised more funds for the victims of the typhoon in the Philippines in three days than it has in almost three years for the war in Syria. But few have taken to the streets or to Capitol Hill to say that the United States should do more. In fact, the feeling seems to be that the U.S. is doing quite enough.
Already the country is the largest humanitarian donor to Syria. President Barack Obama ran into resistance at even the prospect of armed intervention when he tried to push for "limited" military action earlier this year -- an effort that ended with a deal to collect Syria's chemical weapons. But he made no progress in creating a humanitarian corridor or imposing a ceasefire to help ease the suffering of those trapped amid falling rockets and flying bullets.
Juxtapose this against this past week, when the world has lauded a leader who showed through his actions and his words that human compassion and a shared humanity sat at the very center of the human experience. Mandela pushed us to care about others, to see ourselves in others, especially when circumstances conspired to rob them of their homes, their livelihoods and their dignity.
Indeed, as Obama said at Tuesday's memorial service, "Mandela understood the ties that bind the human spirit. There is a word in South Africa -- Ubuntu -- a word that captures Mandela's greatest gift: his recognition that we are all bound together in ways that are invisible to the eye; that there is a oneness to humanity; that we achieve ourselves by sharing ourselves with others, and caring for those around us."
Certainly helping is complicated, but standing by as more children die and humanitarian catastrophe sweeps the country is a comfortless option. America is tired, but avoiding the world is not a strategy, it is a preference. It will not leave America safer or stronger.
Diplomatic energy dedicated to opening a humanitarian corridor is critical. Former Ambassador Thomas Pickering is among many diplomats who have advanced the idea that America can do more. If the United States can devote days of urgent and focused diplomacy to getting Syria's chemical weapons in safer hands, surely we can try harder -- in concert with key players and powers -- to do the same for Syria's children. And Americans, for their part, can give to organizations that help parents get blankets and water. And helping teenagers to deal with the traumas they have witnessed can ease some of their suffering.
The world celebrates the life of a stoic hero who dared to stand up to injustice -- a man who would not live quietly beneath the easy shade of comfort, but who acted when he saw others suffer as oppression flourished. But we must heed his words as well -- a call to engage with the world, to ensure that those most vulnerable are not invisible, ignored.
"What counts in life is not the mere fact that we have lived," Mandela said. "It is what difference we have made to the lives of others that will determine the significance of the life we lead."
The opinions expressed in this commentary are solely those of Gayle Tzemach Lemmon.
Source: cnn.com


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Difference between revisions of "E. Tenure/Reappointment/Promotion/Salary"
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[http://www.indiana.edu/~bfc/docs/policies/Principles%20and%20Policies%20on%20Tenure%20and%20Promotion.pdf Tenure ]
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====Nomination and Promotion Procedures====
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== Policies ==
== Policies ==
Policy E-1- Presidential Authority ]
[-Policy E-2- Faculty Tenure]
Policy E-3- -AcademicFreedom]
[-Policy E-4- Tenure for Librarians]
Policy E-5- Criteria for Faculty Tenure ]
[-Policy E-6- Criteria for Faculty Tenure]
Policy E-7- Criteria for Faculty Promotions ]
Policy E-8- Criteria for Librarian Promotion ]
Policy E-9- Policies Governing Reappointment and Non-Reappointment During Probationary Appointment Period ]
[-Policy E-10- Unit Criteria and Procedures for Tenure and Promotion]
Policy E-11- The Commission on Teaching ]
[-Policy E-12- Teaching Evaluation Policy]
[-Policy E-13- Promotion and Tenure Explanatory Documents]
[-Policy E-14- Annual Reviews and Promotion Procedures for Academic Appointees]
[[Policy E-15|Policy E-15- Affirmative Action Implementation Document (Extract)]]
[[Policy E-15|Policy E-15- Affirmative Action Implementation Document (Extract)]]
Policy E-16- Procedures for Faculty Tenure ]
[-Policy E-17- Review of Non-reappointments for Tenure Probationary Faculty and Librarians]
[-Policy E-18- Procedures for Faculty Promotion Recommendations]
Policy E-19- Procedures for Librarian Promotion Recommendations ]
[-Policy E-20- Tenure Advisory Committee]
[[Policy E-21|Policy E-21- Waiver of Right to Access Letters of Evaluation]]
[[Policy E-21|Policy E-21- Waiver of Right to Access Letters of Evaluation]]
Policy E-22- Salary Policy, University ]
[-Policy E-23- Bloomington Campus Salary Policy for Faculty/Librarians]
[[Policy E-24|Policy E-24- Affirmative Action Plan: Salary Policy]]
[[Policy E-24|Policy E-24- Affirmative Action Plan: Salary Policy]]
[-Policy E-25- Salary Issues]
Policy E-26- Extra Compensation ]
Latest revision as of 15:05, 6 January 2017
Principles and Policies on Tenure and Promotion
Statement of Principles
The recruitment, advancement, and retention of an eminent and engaged faculty are among the most important obligations of an institution of higher learning. Accordingly, a primary mission of Indiana University Bloomington is to continually employ, cultivate, and reward faculty for superior accomplishments in various fields and realms of intellectual, artistic, and performative endeavor. To realize these goals, the University is committed to providing high-achieving faculty members and librarians with the incentive structures and career-advancement opportunities necessary to encourage continuous academic excellence. The principles and policies detailed in this document are intended to achieve these ends for the faculty, students, and other constituencies of Indiana University Bloomington, while concurrently securing the operation and interests of the University as an institution wholly invested in the propagation of a reputably credentialed, dynamically productive, and professionally responsible faculty.
Similar to other mutual relationships, the conferral of tenure creates reciprocal rights and obligations on the part of both the University and individual faculty members and librarians. Successful candidates for promotion and tenure are granted the protections of academic freedom and job security. In return, the University requires that tenured personnel remain engaged in enterprises such as meaningful research and creative activity; quality instruction and pedagogical innovation; and noteworthy service to the institution and the larger profession over the entire arc of their academic careers. It is acknowledged that achievements in one of the three performance areas may temporarily eclipse advancement in the others during different phases of the professional life of a faculty member or librarian. However, it is understood that tenure and promotion are predicated on the expectation that a faculty member or librarian consistently satisfies or exceeds standard criteria in all three applicable performance areas at any given time.
At the foundation of the campus's tenure and promotion system is a salient and abiding appreciation for the efficacy of rigorous and continuous peer review of faculty performance and professional conduct. Alongside the principles of collaborative academic citizenship, shared governance, and collegiality, Indiana University Bloomington fully embraces the prominent role of regular faculty scrutiny and evaluation of the work and contributions of other faculty members as hallmarks of professionalization and accountability. Proceeding from the premise that the faculty is the vital core and essential engine of the University and its various intellectual, instructional, and professional functions, this policy recognizes that tenure and promotion processes necessarily begin with and advance through vital stages of peer review that both protect the procedural rights and interests of individual candidates and safeguard the academic quality and foundational mission of Indiana University. In accordance with these principles of professional mutuality, this policy explicitly upholds the right of every candidate for tenure and promotion to be judged by peers in an informed and procedurally grounded manner based upon an impartial and good-faith assessment of the accumulated evidence of the candidate's achievements and professional competence.
Additionally, this policy affirms that every faculty member and librarian is entitled to a tenure and promotion process that is fair, transparent, and consistent with official policies and sanctioned practices. Such candidates are also due an appeals process that is clearly delineated, equitable, and timely. While multiple checks and balances are incorporated into the tenure and promotion system to ensure thorough and judicious evaluations of individual candidacies, these various strata of assessments are not intended to unduly delay or complicate decisions regarding employment or advancement at the University.
Given the broad array of programs, departments, and schools across the Bloomington campus, this policy recognizes that such units should have sufficient purview to create standards for promotion and tenure that are informed by pertinent disciplinary expertise and specialized training, as well as more expansive understandings of research, scholarship, creative activity, and pedagogy that take into account the value of collaborative, cross-unit, and interdisciplinary approaches to the creation and dissemination of knowledge. While it is expected that the tenure and promotion policies of individual departments and schools will conform to the principles and procedures set forth in this document, it is understood that local units will have jurisdiction for establishing evaluative criteria to judge the achievements of faculty members and librarians in the applicable performance areas.
As individual units contemplate, craft, and apply promotion and tenure standards, they should remain mindful of the increasingly interdisciplinary and integrated terrains of intellectual inquiry and pedagogical practice upon which Indiana University operates. It is assumed that disciplinary, specialized, and field-specific expertise and achievement will continue to inform and influence expectations and decisions at all levels of the promotion and tenure process. Nonetheless, programs, departments, and schools are encouraged to recognize and reward high-impact research/creative activity, teaching, and service that transcend and transform conventional disciplinary and unit boundaries—especially when such enterprises create new knowledge, artistic/performative expressions, and/or methodologies and experimentation.
Finally, this policy acknowledges the impact of the incessant and often rapid transformation of the means of transmitting knowledge, publishing research, and exhibiting creative activity in the digital age. It also recognizes that scholarly productions, creative/performative works, and teaching practices can be enhanced by the medium through which they are articulated and disseminated. Such realities of the computer and internet era require a more flexible understanding of how researchers, teachers, artists, and performers interact with and deploy new media to realize scholarly and pedagogical goals, as well as to reach various audiences. All campus units involved in promotion and tenure decisions should undertake active efforts to update their criteria for evaluating scholarship, creative activities, teaching styles, and service engagements that incorporate new media.
Authority and Application of Policy
This policy (hereafter referred to as "Principles and Policies") communicates the professional and institutional values, rank-advancement procedures, and evaluative metrics that guide the promotion and tenure process of Indiana University Bloomington. Departments, schools, and all other units and offices on this campus shall be governed by the Principles and Policies in matters pertaining to the promotion and tenure of faculty members and librarians. This policy updates, clarifies, and elaborates upon the reappointment, tenure, and promotion provisions of the Indiana University Bloomington Academic Guide. Moreover, it replaces the "Tenure and Promotion Statements" of the Bloomington Faculty Council. In any instance in which the Principles and Policies conflict with the Academic Handbook or any other applicable Indiana University standards on promotion and tenure, the system-level statutes of the University shall be superordinate.
This document is not intended as a comprehensive or exhaustive catalogue of promotion and tenure procedures or practices, given the diversity of (inter)disciplinary cultures, programmatic resources, and assessment regimens that characterize the Bloomington academic community. The Office of the Vice Provost for Faculty and Academic Affairs shall provide the interpretative guidance and support necessary for the implementation and operation of the Principles and Policies. Guidelines and other instruments of advisement produced by the Office of the Vice Provost for Faculty and Academic Affairs should be consulted for a fuller rendering of the administrative logistics and procedural details that inform the campus's promotion and tenure process.
Authority to institute additional promotion and tenure procedures and practices not explicitly codified or expressed in this document, the Indiana University Bloomington Academic Guide, the Indiana University Academic Handbook, or the procedural guidelines of the Office of the Vice Provost for Faculty and Academic Affairs shall devolve to the purview and discretion of IUB schools and departments (in that order). Such procedural adjustments and/or enacted "best practices" must be limited in scope and effect and demonstrably necessary to realize the stated principles and ends of this document. In all instances, the Bloomington Faculty Council and the Office of the Vice Provost for Faculty and Academic Affairs shall ensure that such devolved authority is exercised transparently and judiciously by schools and departments, in accordance with the promotion and tenure criteria of Indiana University and in the interest of maintaining the integrity, consistency, and functionality of the campus promotion and tenure process. Proposed substantive changes to school and/or departmental procedures and practices shall be handled through the regular policy review process described below under "Documentation and Distribution of Departmental and School Policies."
Documentation and Distribution of Departmental and School Policies
Every unit (school or department) shall generate a formal statement that specifies the mission of the unit and the unit's perception of the relative importance of research/creative activity, teaching, and service in receiving a favorable endorsement for promotion and tenure. Specific provisions for variations in the ranking of importance should be made for individuals who have formal unit approval of a mission that varies from the general unit's mission. Such provisions should include a statement of the circumstances under which variations from these perceptions may be expected. The types of material accepted by the unit as evidence of research/creative activity, teaching, and service, including a statement concerning the unit's views of the relative strength of each type of evidence, shall be included in the unit document.
The head of each department or the dean of each school—in cooperation with a faculty committee from that department or school—shall describe in writing the procedures used in that department or school to implement the Principles and Policies in arriving at regulations concerning promotion and tenure. These documents must be current and public. Therefore, the unit document must be reviewed by the unit as a whole no less frequently than once every five years. A copy of the relevant departmental or school document(s) must be provided to each faculty member at the time of his or her initial appointment and at the time of any subsequent application for promotion. Upon completing each five-year review, a copy—in both paper form and digital format—of any new or revised document shall be forwarded to the Vice Provost for Faculty and Academic Affairs and, in the case of departments, to the school dean for review and comment. Furthermore, the Vice Provost for Faculty and Academic Affairs shall ensure that the descriptions of each school's procedures and criteria used in implementing the campus and University policies for promotion and tenure decisions are available on the website of the Office of the Vice Provost for Faculty and Academic Affairs.
In the offer letter sent at the time of initial hiring of a new faculty member, the appropriate unit head or department chairperson shall describe briefly the kinds of professional duties expected of faculty members at Indiana University Bloomington and shall state how the criteria for promotion and tenure are likely to apply in the individual faculty member's case. This letter shall have been approved by the Vice Provost for Faculty and Academic Affairs prior to being sent. For matters of tenure, each faculty member shall be allowed to have his or her case evaluated under either the unit expectations and criteria in existence at the time of his or her initial appointment or the expectations and criteria in effect at the time the dossier is forwarded for consideration for tenure. Both tenure and promotion reviews will be conducted by the unit (department or school) defined as the current tenure home of the candidate, with voting eligibility and other procedures determined by the policies of that unit.
All documents explaining or interpreting promotion and tenure criteria, including letters to referees, are to be regularly reviewed and approved by the faculty of the unit (department or school) in the same manner as the mission and criteria statement itself. Copies of all such texts are to be sent to all faculty in the unit and to the Vice Provost for Faculty and Academic Affairs.
The Tenure-Probationary Period
A tenure-track employee appointed to the faculty or as a librarian for full-time service shall be eligible for tenure after a probationary period. At the time of initial appointment, a probationary period shall be stated. During the probationary period, appointments are usually for a period of one to three years. The total probationary period—or "tenure clock"—typically does not exceed seven years, though various leaves and other approved suspensions of duties may extend the probationary period. All tenure candidates may choose to be reviewed before the end of the probationary period. However, each candidate is allowed only one tenure review that reaches the level of an executive recommendation to the Board of Trustees (except when a grievance results in the Provost's recommendation for another review). Since the acquisition of tenure represents a major change in the status of a faculty member or librarian, the employee to whom tenure is being granted shall be so informed in writing. Attaining tenure automatically entails promotion to the associate rank for professors and librarians, with the exception of those who have previously acquired this rank.
While ultimately contingent upon performance in rank, faculty members and librarians in tenure-track positions are normally expected to be reappointed continuously up to the tenure review. Departments and schools are expected to provide opportunities, resources, guidance, and mentoring to tenure-track faculty members and librarians in order to help them succeed in achieving a record in the applicable performance areas sufficient for tenure.
A faculty member or librarian who has not received a notice of recommendation for non- reappointment may request consideration of the tenure decision at any time after the initial appointment. However, if the tenure decision is negative, the faculty member's or librarian's appointment shall terminate at the end of the academic year following the year in which the negative tenure decision was made. A faculty member or librarian who applies for early tenure should be forewarned that a candidate for tenure should expect only one full review. A faculty member or librarian who requests early tenure shall be immediately notified of any negative recommendation concerning his or her request prior to a final decision by the President. A faculty member or librarian may withdraw his/her request for early tenure at any time prior to a final decision by the President.
In some cases, a department or school may decide that the performance of a faculty member or librarian indicates that a positive tenure decision will be unlikely, and they may choose not to reappoint the candidate for additional probationary years beyond the end of the present contract. This non-reappointment decision should follow from the unit's policies and practices for reviews of tenure-probationary employees, and include a vote by eligible tenured faculty. The Vice Provost for Faculty and Academic Affairs shall be immediately notified of all non-reappointment decisions by departments or schools. Tenure-probationary employees may appeal non-reappointment decisions.
Promotion from Associate to Full Professor
Faculty members in the associate rank may apply for promotion at any time. The application process is similar to that governing promotion from assistant to associate rank. A positive decision results in advancement to full rank (with tenure). A negative decision means that full rank is not achieved; however, associate status and tenure are maintained. An associate professor may apply for full rank multiple times during the course of employment, though such repeated attempts without concomitant meaningful advancements in qualifications are discouraged.
Any faculty member or librarian may submit to the dean of the appropriate school or to the Vice Provost for Faculty and Academic Affairs a recommendation for the promotion of any faculty member or librarian, including that of himself or herself. These recommendations shall be properly documented. It is expected that all such recommendations will be considered in accordance with both the promotion process established by this document and the related procedures of the candidate's home unit.
Promotion and Tenure of Librarians
In addition to being characterized by distinctive performance areas, the promotion and tenure processes for librarians diverge in various ways from those germane to the promotion and tenure of faculty members. These differences affect the preparation of applications, the administrative routing of dossiers, proficiency standards, and the evaluative categories associated with the rank advancement of librarians. For the specific requirements of promotion and tenure for librarians, please refer to the IU Library Faculty Handbook, the Indiana University Academic Handbook, and the Bloomington campus's Academic Guide.
Promotion and Tenure Committees
At the school level, all members of deans' promotion and/or tenure advisory committees shall be issued, at the beginning of each academic year they serve, the relevant campus and University statements of criteria on which they are to judge the dossiers they review. At the campus level, the Vice Provost for Faculty and Academic Affairs shall have the responsibility of appointing advisory committees for both tenure and promotion. These campus-wide committees shall consider all cases and give advice to the Vice Provost for Faculty and Academic Affairs. In the case of the Tenure Advisory Committee, the Bloomington Faculty Council has indicated the composition of the committee and the types of cases to be referred to it. As a matter of administrative practice, the Promotions Advisory Committee is constituted according to the same procedures.
The membership of all committees concerned with promotion and tenure shall be made a matter of public record at the time of their appointment.
Voting Procedures
Untenured faculty members are ineligible to vote on the awarding of tenure in promotion and tenure review committees or unit meetings. As a general practice, faculty members who do not hold the rank being applied for or higher do not vote on the award of that rank in review committees or unit meetings. Except for reconsideration of prior decisions, each faculty member and administrator who participates in the promotion and tenure process votes only once in any particular case. Faculty members are ineligible to vote on promotion or tenure in review committees or unit meetings if they have not been materially engaged with the dossier and related deliberations of the case. All votes should be cast by secret ballot; no proxy voting is allowed. Candidates will be informed promptly of vote tallies and decisions at the department and school levels.
Application for Promotion and Tenure
Promotion and tenure at the University require positive action. Rank advancement is never acquired by default. The first step in the preparation of applications for reappointment, tenure, or promotion consideration is to invite candidates to submit relevant materials. In all cases the candidate will have been advised of the upcoming review. For application materials submitted in electronic format, the candidate is responsible for providing the required materials in a manner that facilitates the process of digital storage, organization, and distribution. Electronic dossiers will be stored on secure University servers for at least the duration of the application process. If, for any reason, a dossier is submitted with physical components, the candidate and the department chair or dean (in non-departmentalized schools) should work cooperatively to compile and organize these materials. Such items shall reside in the possession of an administrator at each level of the process.
The compilers of a dossier should keep in mind that the objective evidence in the dossier is meant to assist in the making of an explicit case for promotion or tenure, going beyond the mere assertion that the candidate has made satisfactory progress. Moreover, the performance area(s) upon which the tenure/promotion case will be predicated must be declared before the compilation of the dossier and clearly announced in the candidate's statement and in correspondence soliciting external reviewers. Candidates and sponsoring units must compile dossiers in accordance with a checklist provided by the Office of the Vice Provost for Faculty and Academic Affairs. Upon completion of the dossier, this checklist should be signed by both the candidate and the department chair or dean (in non-departmentalized schools).
The completed dossier provides the evidence upon which the tenure decision is to be made. If additional information is sought or received during the review of the dossier at any level, the candidate and all previous committees and reviewers must be notified and given the opportunity to respond to the additional information. The information and the responses shall then become part of the dossier. At any time in the review process, candidates may request access to all dossier materials, including external reference letters. Faculty members and administrators who participate in the promotion and tenure process have full access to all materials in the candidate's dossier, as well as assessments at all previous levels of review.
Promotion and tenure dossiers should contain at least six external review letters from qualified and credentialed individuals who are not employed by Indiana University Bloomington. Half of these referees should be derived from a list submitted by the candidate, and the other half should be drawn from a list prepared by the department or school. At the discretion of the unit head, more letters can be requested when explicitly deemed necessary. External reviewers should not have a significant relationship—commercial, personal, familial, or otherwise—with the candidate, which generally precludes the solicitation of thesis advisors, postdoctoral mentors, co-authors, former colleagues, and former classmates. In any event, any such relationship must be clearly disclosed by the reviewer or the candidate. Ideally, reviewers should hold at least the rank that the candidate is applying for, or its equivalent, and be well-recognized and established members of their field(s) employed at peer institutions. Highly qualified individuals at non-peer institutions or relevant non-academic organizations may occasionally be considered as potential reviewers, if suitable justification is provided.
Evaluative Categories
A candidate's proficiency in the performance areas of Research/Creative Activity and Service is rated in accordance with four categories: Excellent, Very Good, Satisfactory, and Unsatisfactory. In assessing competence in Teaching, the categories are: Excellent, Very Good, Effective, and Ineffective.
Tenure, Promotion, and Performance Areas
Candidates for promotion and tenure are required to rate as Excellent in one performance area and at least Satisfactory/Effective in the other two. Candidates are required to choose a single performance area on which to predicate their application for tenure or promotion (although this decision does not rule out the possibility that performance in one or both of the other areas will also be assessed Excellent). Throughout the process, review committees and administrators should keep in mind that the dossier materials (including external letters) were compiled and submitted to make the case for tenure or promotion on the basis of Excellence in the one performance area chosen by the candidate.
In exceptional instances, a candidate may present evidence of balanced strengths that promise excellent overall performance of comparable benefit to the University. Candidates preferring to be judged on the "balanced case" must be rated as Very Good in all three performance areas. As in instances where a candidate has selected a single performance area for tenure or promotion purposes, review committees and administrators should remain aware that dossier materials (including external letters) are collected and submitted to demonstrate the superior achievements of the candidate across performance areas.
If research or other creative activity is the primary criterion for tenure, the faculty member should be discernibly well on the way toward achieving a national and/or international reputation for excellence in research or creative work in his or her field, or across fields and disciplines. In addition, a comprehensive plan of future research of high merit should be evident. Quality of production is considered more important than mere quantity. Significant evidence of scholarly merit may be either a single work or project of considerable importance or a series of studies or projects constituting a general program of worthwhile research or creative/performative output. The candidate should possess a definite continuing program of studies, investigations, or creative works. Candidates for promotion to full professor on the basis of research/creative activity should have achieved a position of national and/or international leadership and prominence in the field(s), with a documented and robust record of achievement and distinction. Again, quantity of research, scholarship, and creative output is less pertinent than quality and impact, though it is expected that research/creative accomplishments since achieving the rank of associate professor will be exemplary enough in character and breadth to justify promotion at a university of top rank.
If teaching is the primary criterion for tenure, the candidate's pedagogical aptitude and instructional impact should be demonstrably superior to that of effective teachers at Indiana University Bloomington and other major institutions. Indicators of such excellence would reasonably include development of instructional/curricular materials, pedagogical publications (e.g., textbooks) and presentations; active engagement with the scholarship of teaching and learning (papers/books about teaching); and participation in national conferences on teaching. Promotion to full professor based on teaching should entail exceptional pedagogical, curricular, and instructional innovations while in rank as an associate professor; new publications that actively and creatively engage the scholarship of teaching and learning; regular participation in workshops, conferences, and invited talks devoted to teaching and pedagogy; mastery over the technologies and methodologies of modern classroom presentation and management; and, wherever feasible, demonstrated ability to direct the studies of advanced students. Moreover, the faculty member seeking full rank should have a national and/or international reputation as a leader in the practice and study of teaching.
If service to the University, profession, state, and/or community is the primary criterion for tenure, distinguished contributions must be evident. The evaluation of the service should be in terms of the effectiveness with which the service is performed and its relation to the general welfare of the University. Candidates seeking promotion to full professor on the basis of excellence in service must provide evidence for national and/or international visibility and stature resulting from service activities (even abundant local committee work is not enough). Such distinguished contributions could be administrative and institutional in nature, or evidenced through superlative work in a (inter)disciplinary endeavor, governmental organization, or some other entity or cause with national and/or international reach and relevance.
Negative Decisions and Appeals Processes
Once the dossier is prepared, the unit will decide upon its recommendation based on the evidence in the dossier. If the decision is negative, the faculty member should be informed so that he or she may request that the dossier be forwarded even though the unit has not made a positive recommendation.
The faculty member or librarian shall be notified as soon as possible of any decision by a department, school, program, division, or library unit not to recommend reappointment or tenure, and the individual shall be notified within stated deadlines of a decision by the University not to reappoint him or her. At the time that a faculty member or librarian is notified of a negative recommendation on reappointment or tenure, he or she shall be provided with a written statement of the "Policies Governing Reappointment and Non-Reappointment During Probationary Period," and the Academic Handbook statement on criteria for tenure, to ensure that he or she is fully informed of his or her rights. The Vice Provost for Faculty and Academic Affairs shall determine reasonable due dates for such appeals and the submission of related materials.
Joint Appointments and Inter-Campus Commitments
In instances of joint or multiple appointments, the head of the home (tenure-granting) unit shall consult with the other relevant unit head(s) to clarify in writing the faculty member's responsibilities in the units involved, as well as specific requirements of the appointment(s) as they relate to promotion and tenure. This letter shall have been approved by the Vice Provost for Faculty and Academic Affairs prior to being sent to the faculty member.
It is the responsibility of each unit of Indiana University to develop appropriate structures and administer the necessary procedures for the implementation of general University tenure policies. In cases of faculty members with professional commitments that involve multiple campuses, relevant units and offices should specify in writing the job responsibilities and the promotion and tenure expectations pertaining to such appointments. Faculty members who teach or are engaged in activities on more than one campus should have their loads adjusted to reflect their assignments.
In accordance with Indiana University policy, the tenure home of each faculty member is specific to the campus unit in which he or she is serving at the time that tenure is attained. As a general rule, only Bloomington-appointed faculty are eligible to vote on promotion and tenure cases involving faculty members seeking promotion and tenure in an IUB unit.
In any case in which the position of a faculty member with tenure has been eliminated or has been removed from the jurisdiction of the University, the University will make every reasonable effort to place the faculty member in a comparable position elsewhere in the University or in another institution.
Tenure Status for Non-Citizens
Only individuals who are U.S. citizens or permanent residents are eligible for appointment to tenured positions. Appointments to positions with tenure that are offered to non-U.S. citizens or permanent residents will be temporarily converted to tenure-probationary appointments until permanent residence in the U.S. has been obtained. At that time, the appointment will be converted back to the tenured position as originally offered.
Authorization to Change Faculty Ranks
The Bloomington Faculty Council must approve changes in the description of faculty positions as defined in the Indiana University Academic Handbook, or the institution of new ranks that would alter the definition of faculty.
Review of Campus Policy
This promotion and tenure policy shall be reviewed every five years, or within a timeframe no longer than the default probationary period of a tenure-track assistant professor (currently seven years). The president of the Bloomington Faculty Council will charge an existing or ad hoc committee with conducting the review. At that time, all amendments, resolutions, and revisions that were approved by the Bloomington Faculty Council during the interim years and that are still considered relevant, appropriate, and necessary will be incorporated into the body and text of a new, revised promotion and tenure document, along with any other warranted changes made at the time of the review.
Each faculty member or librarian will have the option of being considered for tenure under any newly implemented campus policy or under the policy in operation at the time of their initial hiring.
Availability of Previous Policies
Legacies documents, or previous promotion and tenure policies, shall be available upon request, in paper or digital form, from the Office of the Bloomington Faculty Council.
Annual Reviews
An annual review regarding reappointment and tenure prospects must be conducted for each full-time, non-tenured librarian and faculty member. The University Faculty Council approved in 1977 a policy which provides that all assistant and associate professors, and all affiliate, assistant, and associate librarians be given an annual review relative to promotion prospects. (See Policy E-14).
Tenure Track Reviews
No specific date for annual reviews is established. The reviews of tenure-track faculty and librarians may occur at any time during the academic year, although many units find it convenient to conduct the re-appointment reviews before the bulk of their reappointment recommendations are due (March 1). The results of these reviews may best be transmitted orally in the first instance, but for all tenure-track faculty a summary must be recorded in writing. The summary should speak to progress in the three areas of responsibility-teaching, research/creative activities, service. One copy of the written summary is to be given to the candidate and the other copy is to be placed in the unit's files. For the benefit of the candidate and the University, it is recommended that the review state two things in addition to the evaluation per se: first, that the review reflects the evaluation of the unit only, and second, that subsequent evaluations at any level of the University may differ from the evaluation of the unit.
The annual reappointment review shall be conducted each year for all full-time, non-tenured faculty members and librarians regardless of the length of time the person has been on the faculty, whether they have an appointment which exceeds one year, or whether they may be temporarily on leave of absence. Even though the review conducted during a faculty member's first year in residence is probably based on less information than subsequent reviews and may therefore not seem as useful, it is imperative that such a first-year review occur.
Reviews of Tenured Appointees
The procedures are slightly different for annual reviews relative to promotion prospects required for all tenured faculty and librarians below full rank. The fact that a review or discussion has taken place must be confirmed in writing to the appointee and to the Vice Provost for Faculty and Academic Affairs. The appointee may request a written summary of the substance of the review or discussion, or the reviewer may independently decide to provide a written summary. In either event, if the statement is put in writing, copies must be both placed in the file and given to the appointee.
Notice of Reviews
Well in advance (2-4 weeks) of any review, the faculty member must be invited to assemble and submit materials relevant to his or her teaching, research/creative activities, and service.
Notice Requirements for Non-Reappointment
The University adheres to the AUUP statement on the amount of notice faculty members should be accorded if they are not to be reappointed or granted tenure. (See Policy E-2). Faculty members are to be given at least three months' notice during their first year of service (by February 1), six months' notice during their second year of service (by November 15), and twelve months' notice after two or more years of service (by May 1). To accommodate these deadlines, recommendations are due in the Office of the Vice Provost for Faculty and Academic Affairs by the following dates:
1st year . . . . ..January 10 . . . . for 2nd year reappointment
2nd year . . . . October 15 . . . . for 3rd year reappointment
2nd year . . . . March 1 . . . .for 4th year reappointment
3rd-5th year March 1 . . . . for 5th-7th year reappointment
6th year . . . . November 1 . . . for 8th year-tenured status.
Originally these deadlines applied only to faculty members. On 12/3/68 the Faculty Council approved the extension of these requirements to include lecturers and in 2001 the Academic Officers' Committee adopted the extension of these requirements to Academic Specialists. Trustees' action (see Policy E-4), provides that the same requirements shall apply to librarians.
In order to prevent inequities in promotions the Faculty Council in 1952 directed the Dean of the Faculties (now the Vice Provost for Faculty and Academic Affairs) to review all faculty below full rank who have not recently been accorded a formal review for promotion. (See Policy E-18). Accordingly, the Vice Provost for Faculty and Academic Affairs requests information from units about faculty members who have not been recommended for promotion in the last two years and who have been in the following ranks for at least the indicated period of time:
Associate Professor . . . . 7 years
Assistant Professor . . . . 5 years
Lecturer, Research Scientist/Scholar, Clinical Professor . . . . 3 years
Such information may then be taken by the Vice Provost for Faculty and Academic Affairs to the Campus Promotions Advisory Committee for advice.
Resignations by Faculty
The AAUP has also issued a statement concerning a faculty member's obligation "not to resign in order to accept other employment as of the end of the academic year, later than May 15 or 30 days after receiving notification of the terms of his continued employment the following year, whichever date occurs later." The complete AAUP Statement appears in Policy B-15.
Research Ranks
Project Tenure
Although the Board of Trustees in 1956 approved a policy providing for research project tenure, it has been used only rarely. Recommendations for project tenure must be approved by the appropriate academic dean and the Vice Provost for Faculty and Academic Affairs. Because the policy requires termination notice of one year in recommending project tenure, the project director or unit head must provide satisfactory evidence that funding for the possible one-year period is assured within the budget of the recommending unit or from some outside funding source. If project tenure is contemplated, all relevant problems, especially that of providing satisfactory evidence of funding resources, should be discussed with the Vice Provost for Faculty and Academic Affairs. (See Policy A-5).
Recommendations for annual reappointment of Assistant Scholars/Scientists are subject to evaluative review by the chairperson or director, and to the assurance of available funding. Recommendations are reviewed and acted upon by the school dean and the Vice Provost for Faculty and Academic Affairs. If the research mission of the project and its funding resources permit, Associate and Senior Scholars/Scientists should, whenever possible, be appointed for more than one year. Subsequent reappointments go through the same review process as that specified for Assistant Scholar/Scientists.
Notice Requirement
Except for those holding research ranks who have been granted Project Tenure (which provides a one-year notice requirement), the minimum notice of termination is, as with all non-tenure-line appointees, one pay period (currently one month).
Criteria for each of the three ranks (Senior, Associate, Assistant Scientist/Scholar) are roughly equivalent to those set forth in the area of research for members of the faculty. (See Criteria for Faculty Promotions, Policies E-7 and A-5).
Assistant--typically has completed the terminal degree in his or her discipline, in some fields, has at least one year of successful postdoctoral research experience, and is capable of original, independent research or developmental, scholarly work under the direction of a senior faculty member or an Associate of Senior Scientist/Scholar;
Associate--has begun to establish a national reputation through published work, would typically have responsibility for carrying out independently, as principal investigator, projects of his or her own devising, and has normally completed a minimum of three years of postdoctoral research;
Senior--has established a national reputation as a first-class researcher or scholar who has made substantial contributions to her/his discipline.
As with faculty, research and creative endeavors among non-faculty research specialists can include experimental research, theoretical development, creation of artistic works, and development of research tools or methods. Some forms of research, creative, and/or developmental activities may not necessarily result in publications in scholarly journals, but nonetheless may have an impact on future inquiry by introducing new techniques by which research is conducted. For example, certain scientific or scholarly findings and technological developments might be disseminated through presentations made to professional organizations and through consultations with persons engaged in similar development activities at other institutions.
Nomination and Promotion Procedures
The research ranks are represented on and by the Bloomington Faculty Council and have open to them the review mechanisms provided by that body--Faculty Board of Review, Affirmative Action Grievance Procedures, etc. (See Policies D-22 and D-30).
Other Academic Ranks (OAXX, CNXX, IR93, IR92, MDOO)
Initial appointments are made for one calendar year or less; reappointments are normally made on an annual basis. After two years of service, however, reappointments to positions on general fund accounts may be made on a non-limited basis. Reappointment to positions funded by grants or contracts may not exceed one year or the expiration date of the grant if that date is earlier.
Notice Requirement
Appointees on general fund accounts must be given one pay period, i.e., one month's, notice of a decision to terminate them. Appointees on grant accounts are afforded the same amount of notice for termination prior to the end of a grant period. Appointments to the end of the grant period should be assumed to be terminating unless notice of reappointment is given.
Annual Reviews
It is urged that academic appointees be accorded an annual review of their performance, preferably at the time a reappointment recommendation is due.
Review of Negative Recommendations
Review procedures established by the Faculty Council are available to all academic appointees. The Faculty Mediation Committee and the Faculty Board of Review deal with decisions concerning reappointment, salary, conditions of work, etc. (See Section D.) Complaints alleging discrimination of the basis of sex, minority status or age may be reviewed under the Discrimination and Harassment Complaint Procedure. (See Policy D-30).
Salary Budgeting
The administration of Indiana University and of the Bloomington Campus determine general budget guidelines in compliance with the legislative appropriations to the University. These guidelines typically specify such variables as the overall percentage increase to be applied to all continuing positions for academic personnel, the overall percentage increase for the supplies and expenses budget, etc. The advice of the Budgetary Affairs Committee, a standing committee of the Bloomington Faculty Council, is sought at a number of stages in the budgeting process, including development of the overall guidelines. It then becomes the responsibility of the unit head to make recommendations for the specific line-by-line allocations of funds assigned to the unit.
Budgetary Timing/Salaries
Annual budgeting typically begins in the spring. The exact timing of the budgeting process depends in part on the appropriation of funds by the State legislature. Other budgetary information, such as requests for capital expenses, may occur at various times during the year. Summer budgets are established during the preceding fall.
University Salary Policy
A set of eight principles to guide salary decision-making has been drawn up by the University Faculty Council. (See Policy E-22). The principles encourage participation by elected Faculty bodies in salary determination, urge flexibility in responding to local circumstances, and reaffirm the primary of merit among the factors affecting allocation of resources to salaries. (Summer pay for teaching follows as closely as possible the BFC resolution set out in Policy C-4).
Salary-Setting Procedures
Both the University Faculty Council and the Bloomington Faculty Council have approved Salary Policies (see Polices E-22 and E-23), which provide that with faculty involvement each unit shall outline procedures used in initiating and reviewing salary recommendations for academic appointees. The procedure is to be in writing and available to all faculty members. (The Affirmative Action Plan also requires this and provides for an annual equity check; see Policy E-24).
Recommendations coming forward from departments and schools are reviewed in the Provost-Bloomington's office, in the office of the President, and finally by the Board of Trustees. After acceptance of the budget by the Board, salary letters are sent, via deans and chairpersons, to continuing appointees budgeted on general fund monies.
Access to Salaries
The salaries of academic personnel on the Bloomington campus are available at https://fdrs.fms.indiana.edu/cgi-bin/Salary/Salary.pl. In response to a request of the Bloomington Faculty Council for information about Bloomington faculty salaries (see Policy E-25), the Vice Provost for Faculty and Academic Affairs maintains a listing of faculty salaries arranged in cohort groups defined by rank, years in rank, and academic field. This listing is available online. The Office of the Vice Provost for Faculty and Academic Affairs conducts periodic studies of salaries to identify problems of equity and to identify factors operating in the determination of salary levels and distributions.
Salary Minima
The Bloomington Faculty Council accepted the recommendation of its Budgetary Affairs Committee to recommend salary minima for faculty members and librarians. (See Policy E-25). The recommended minima for 2008-09 are:
Lecturer/Affiliate Librarian . . . . . . $35,729.65
Assistant Professor/Assistant Librarian . . . . . $38,430.03
Associate Professor/Associate Librarian . . . . $48,250.52
Professor/Librarian . . . . . . $58,972.42
The Bloomington Faculty Council has indicated that (1) the recommended minima are to be reviewed and/or adjusted annually, and (2) any salaries below the minima are to be justified and an explanation made available to the appointee upon request to the Provost. Bloomington Campus administrators have accepted these recommendations including the provision for exceptions.
Mid-year Salary Increases
The policy of the I.U. Administration, as represented in various memoranda, indicates there is an active discouragement of mid-year salary adjustments for all academic appointees. The Board of Trustees reviews and approves the current operating budget at the beginning of each fiscal year and the assumption is that the budget submitted to them is carefully constructed, error-free, and final. Mid-year salary increases are therefore seen as inconsistent with the commitment to the Board of Trustees. (A post-July 1 annual salary adjustment for an academic appointee whose annual appointment does not coincide with the fiscal year, is, however, appropriate.)
The Bloomington Campus Administration will continue to review carefully mid-year requests and approve them only in cases where the justification is persuasive.
Extra Work
At the request of the Governor of the state of Indiana in 1966, the four state universities agreed to adopt uniform rules governing expenditures of time and extra compensation for faculty members. (See Policy E-26). The general rule is that the total time commitment for all permissible forms of extra work--outside consulting, overload, supplemental projects--is not to exceed an average of one day a week.
Guidelines for approval of extra work assignments and payment mechanisms are discussed on the following pages. The principal points of the policies are:
- 1. Any extra work carried out by an academic appointee must not interfere or conflict with the appointee's regular duties in the home academic unit.
- 2. Extra pay from University funds, whether from the General Fund or contracts and grants, can only be approved under special circumstances, and in no case can exceed 20% of the person's base salary for the period.
- 3. In no case may total salary components from a combination of grant and General Fund accounts exceed 100% of the approved budget rate.
- 4. Extra work assignments should be approved by the home department and school where possible prior to the performance of service.
Proposed extra work assignments should be cleared with the Office of the Vice Provost for Faculty and Academic Affairs prior to firm commitments being made.
Policy E-1- Presidential Authority See university policy
Policy E-3- Academic Freedom See university policy
Policy E-4- Tenure for Librarians
Policy E-5- Criteria for Faculty Tenure See university policy
Policy E-6- Criteria for Faculty Tenure
Policy E-7- Criteria for Faculty Promotions See university policy
Policy E-8- Criteria for Librarian Promotion See university policy
Policy E-9- Policies Governing Reappointment and Non-Reappointment During Probationary Appointment Period See university policy
Policy E-10- Unit Criteria and Procedures for Tenure and Promotion
Policy E-11- The Commission on Teaching See archived document here
Policy E-12- Teaching Evaluation Policy
Policy E-13- Promotion and Tenure Explanatory Documents
Policy E-14- Annual Reviews and Promotion Procedures for Academic Appointees
Policy E-15- Affirmative Action Implementation Document (Extract)
Policy E-16- Procedures for Faculty Tenure See university policy
Policy E-17- Review of Non-reappointments for Tenure Probationary Faculty and Librarians
Policy E-18- Procedures for Faculty Promotion Recommendations
Policy E-19- Procedures for Librarian Promotion Recommendations See university policy
Policy E-20- Tenure Advisory Committee
Policy E-21- Waiver of Right to Access Letters of Evaluation
Policy E-22- Salary Policy, University See university policy
Policy E-23- Bloomington Campus Salary Policy for Faculty/Librarians
Policy E-24- Affirmative Action Plan: Salary Policy
Policy E-26- Extra Compensation See university policy

subset: commoncrawl


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Abraham Lincoln: Vampire Hunter (UK - BD)
Chris takes a slightly belated look at the Fox release of this recent feature film...
Spurred on by his desire to avenge the gruesome death of his mother, this white-knuckle adventure follows Lincoln as he is thrust into an epic fight against vicious creatures threatening the future of the United States. Aided by the mysterious Henry Sturges (Dominic Cooper; The Duchess, Captain America) in his quest to rid the country of the undead, and in particular their diabolical leader Adam (Rufus Sewell; The Illusionist, The Tourist), Lincoln risks his presidency, his family and his life to protect America from an uprising of blood-thirsty vampires. (Taken from the PR.)
Abraham Lincoln: Vampire Hunter arrives on BD with a very attractive 2.40:1 widescreen transfer (1080/24p AVC) that's among the best I've seen in recent times. The palette is highly stylised, alternating between warm, bleached out sequences that appear intended to convey the sepia tones of an old photograph and cold, steely blue nights. However, there are a few sequences where a more natural scheme prevails and these looks particularly impressive. Detail is very strong throughout, particularly in close-ups, which reveal every pore in characters' faces and stitch in their clothing. From what I can tell some or all of the film was shot digitally and as you'd expect the image is just about as unblemished as is reasonable to expect. There are no particularly obvious compression issues, or indeed artefacts of any nature, resulting in a presentation that's actually quite dull to critique. After all, there are only so many ways to say 'it looks great' before redundancy sets in. With that in mind, I'll move on.
The disc's visuals are impressive, but the DTS-HD Master Audio 7.1 soundtrack is even better. The sound design is incredibly aggressive right from the outset, with every channel used to bring Abe's world to life. Be it the subtle ambient effects of the Springfield countryside, horses stampeding across the open plains, or the hellish screams of the vampires, there's always something going on in this mix. Directionality is precise, pans are slick and fidelity is excellent, which makes for what one might call an 'immersive' soundtrack. The LFE channel also has much to do, reinforcing the action scenes with the sort of uncommonly potent bass that rattles you to your very core. Dialogue is well prioritised amongst the rest of the elements, never once becoming overwhelmed even during the most raucous of moments. Granted it's probably not the most finessed track you'll ever hear, but if it's balls-to-the-wall action you're after you'll be using this to demo your system.
It won't win any awards for excellence in the field of supplemental material, but Fox has seen fit to cram more than you might expect into this package.
- The Great Calamity Graphic Novel: An animated short that runs in parallel with the events of the film
- The Making of Abraham Lincoln: Vampire Hunter: At over an hour in length this is a surprisingly thorough making of documentary by today's standards
- Audio Commentary with Writer Seth Grahame-Smith: The author/screenwriter delivers a surprisingly informative feature-length chat track
- 'Powerless' Music Video by Linkin Park: Yes, you guessed it, this is a music video
- Theatrical Trailer: The film's trailer is available in HD
- Digital Copy: It wasn't included with the check disc, but I'm told that retail versions include a portable version of the film
This marked my second viewing of Abraham Lincoln: Vampire Hunter and I can't say it did much to change my earlier opinion. As far as high-concept movies go Abe's premise is intriguing, but unfortunately the end result is fairly uninspired, dare I say boring. The first half of the film is better than the second half, even managing to pack in a couple of memorable set-pieces, but once Lincoln ascends to the presidency things go off the boil and never really recover despite a last-ditch attempt to inject some pace. It doesn't help that a lot of the action is of the digital variety, with the vampires lacking the physical weight of more traditional movie monsters, and the overreliance on slow motion and gimmicky 3D effects grows tiresome (particularly when viewed in 2D). Still, I've spent worse times in front of the TV and I concede that others might find more here to enjoy than I did. At least the principal cast deliver reasonably strong performances, particularly Benjamin Walker as Lincoln. Technically I can't really fault it; if you enjoyed the film you will almost certainly be very happy with what is a fantastic audio-visual presentation, ably supported by a deceptively thorough look at the film's production.
* Note: The images below are taken from the Blu-ray release and resized for the page. Full-resolution captures are available by clicking individual images, but due to .jpg compression they are not necessarily representative of the quality of the transfer.
Review by Chris Gould
Seymour Cat Member Join Date: April 2006 Location: United Kingdom Posts: 109
"unfortunately the end result is fairly uninspired, dare I say boring."
Much like the book then.
Much like the book then.
Gabe Powers Editor Join Date: September 2004 Location: United States Posts: 4,721
I was shocked by how boring it was. How do you make THAT boring?
Chris Gould Editor Join Date: May 2001 Location: United Kingdom Posts: 7,171
I know. Should have been a really camp, over-the-top action film, but it just falls flat.
Suitable only for persons of 15 years and over
Disc Details
Release Date: 22nd October 2012
Discs: 1
Disc Type: Blu-ray Disc
RCE: No
Video: 1080p
Aspect: 2.40:1
Anamorphic: No
Colour: Yes
Audio: DTS-HD Master Audio 7.1 English, DTS 5.1 French, DTS 5.1 Castillian, DTS 5.1 German, DTS 5.1 Italian, DTS 5.1 Russian, Dolby Digital 5.1 Portuguese, Dolby Digital 5.1 Spanish, Audio Description 5.1 English
Subtitles: Arabic, Castillian, Chinese, Dutch, English SDH, Finnish, French, German, Italian, Norwegian, Portuguese, Russian, Spanish, Swedish, Turkish,
Extras: Audio Commentary, Making of, Animated Graphic Novel, Music Video, Trailer, Digital Copy
Easter Egg: No
Feature Details
Director: Timur Bekmambetov
Cast: Benjamin Walker, Dominic Cooper, Anthony Mackie, Mary Elizabeth Winstead, Rufus Sewell, Marton Csokas, Jimmi Simpson
Length: 105 minutes
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Ancient Americas Grain Salad
A healthy salad that tastes good. Grains that are good for you, along with some crunchy carrots and a honey-lemon dressing, blend well in this delightful salad.
1⁄4 cup honey
1 cup lemon juice
3 tbsp. lemon zest
3⁄4 cup grapeseed oil
1 1/2 lb. quinoa
3⁄4 lb. amaranth
1 1/2 qt. water
3⁄4 lb. carrots, peeled
2 cups California ripe olives, wedged
1⁄4 cup chives, snipped
1⁄4 cup fresh dill
48 lettuce-leaf cups
- In a bowl, whisk together honey, lemon juice, zest and grapeseed oil. Season and reserve.
- Rinse quinoa with cold water for several minutes and drain. In a saucepan over medium heat, toast quinoa and amaranth, 2-3 min. Add water and bring to a boil; cover and simmer 10 min. or until quinoa has popped. Cool.
- Shave carrots into 2-in. strips and immerse in ice water until carrots curl. Drain.
In a bowl, gently combine grains with carrots, olives, chives, dill and reserved vinaigrette. Spoon into lettuce cups and serve.


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Main Site - :: Why Won't God Heal Amputees? ::
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A conviction for blasphemy is punishable by death in Pakistan.…Angry Muslim protesters held rallies demanding she be punished.…The girl's plight is likely to reignite debate about growing religious intolerance in Muslim-majority Pakistan, where strict anti-blasphemy laws make defaming Islam or the Prophet Mohammed, or desecrating the Koran, a capital offence.
I think I should be allowed to kill anyone who insults Harry Potter. I love Harry Potter.
A Pakistani imam has been remanded in custody, accused of planting pages of the Koran among burnt pages in the bag of a Christian girl held for blasphemy.The girl was detained two weeks ago near the capital Islamabad after an angry mob demanded she be punished.Prosecutors say Imam Khalid Chishti will himself face charges of blasphemy.The girl, named as Rimsha, is said to be about 14 and to have learning difficulties.Imam Khalid Chishti allegedly told a witness, after tampering with the girl's bag, that this was a "way of getting rid of Christians", a prosecutor said.
I totally don't get extremism. I dripped jelly on my bible.
Quote from: LoriPinkAngel on September 03, 2012, 01:22:02 AMI totally don't get extremism. I dripped jelly on my bible. It isn't extremism, per se, that makes people fetishize a book. At least, I don't think so. I think it is human nature and goes back to simple idolatry. People naturally want to have a tangible sacred thingy. In islamic places, because they cannot have images or statues of Mo, they make the koran the fetish object. In Sikhism, they call their holy book the "Living Guru" and treat it better than they do most family members. In the US, many of us - often former military people - act as if the flag were the country itself. It is all crazyness and comes from our reptillian brains. I think anyone who fetishizes anything should be prohibited from reproducing.
Man, this is very sad.This is the kind of thing religious people close their eyes to.I hope mankind will really love and help each other some day and drop the religion crap.
Jewistan, a name proposed by Professor Francis Boyle as a replacement name for the state of Israel
In the same report, an imam is quoted as saying, "If Christians complain that they are discriminated against, those complaints should be looked into, but at the same time, the followers of other religions must also respect Islam the way we respect other religions." The self-righteous hypocrisy of some religious believers really disgusts me.
"If you can't explain it simply, you don't understand it well enough. " A. Einstein


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Russian Music
Russia is a large and extremely culturally diverse country, with dozens of ethnic groups, each with their own forms of music. During the period of Soviet domination, music was highly scrutinized and kept within certain boundaries of content and innovation. After the fall of the USSR, western-style rock and pop music became the most popular musical forms in Russia. Some native artists broke through.
Russia has a long history of classical music innovation. The first important Russian composer was Mikhail Glinka (1804-1857), who added religious and folk elements to classical compositions.
Russian Rock.
In the 1910s romances (in exotic Russian, Caucasian, Gypsy and Italian styles) became very popular. The greatest and most popular singers of romances usually sang in operas at the same time. The most popular was Fyodor Shalyapin. Singers usually composed music and wrote the lyrics, such as Alexander Vertinsky, Konstantin Sokolsky, Pyotr Leshchenko. Musically and structurally based on romances are the bard songs (starting in the 60's) and the criminal songs. The bard genre can be compared to the American folk-revival movement of the 60's, closer to poetry than music. Artists like Bulat Okudzhava, Alexander Galich and Vladimir Vysotskiy all wrote their own songs, and the recordings were distributed underground.
Many underground rock bands arose during late 1970s: Mashina Vremeni, Aquarium, Autograph, Center.
During Perestroika rock music became mainstream. Popular bands of that time include Kino, Alisa, Aria, DDT, Nautilus Pompilius, Sektor Gaza, Grazhdanskaya Oborona, Secret.
DDT, Aria and Alisa are still active today and are very popular with the modern youth.
The quantity of music projects in modern Russia is enormous.
Middle 90's showed decline for Russian rock due to economic problems, changes in mentality and mass media reorientation. Still, there are many popular rock bands including, Mumiy Troll, Pilot, Zemfira, Splean and many still-functioning 80's bands such as Mashina Vremeni, Akvarium, DDT, Grazhdanskaya Oborona, Alisa, Piknik.
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Zoopark (CD+booklet "Music for Film", DVD)$ 55.80
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Jewish Music of the 20th Century$ 22.10
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"Golden Ring" The best Russian Folk Songs$ 7.70
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Vassily Andreev "Russian Balalaika"$ 14.00
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Higher home prices are making for slightly happier consumers, a trend that is helping holiday sales and other consumer-driven parts of the economy, while business sits on the sidelines, worrying about the "fiscal cliff."
That trend should be apparent in the S&P/Case-Shiller home price data for September, released at 9 a.m. ET Tuesday. It is expected to show an annual return of three percent in the 20-city index. Consumer confidence for November is released at 10 a.m., and it is also expected to rise, but the question is how much was it impacted by Super Storm Sandy or anxieties about the election or fiscal cliff.
(Read More: Consumer Sentiment Positive Ahead of Black Friday Shopping)
"I've been somewhat surprised at how healthy consumer confidence has been over the last few months because the fundamental indicators haven't been fantastic," said Stephen Stanley, chief economist at Pierpont Securities. "It's not like the economy accelerated rapidly. I do think better housing is helping."
Economists expect confidence to rise to 73 from 72.2 but Stanley is more optimistic, expecting a jump to 78.
"The house price data has looked pretty good. If anything the pace of gains might taper off a little bit heading towards the latter part of the year but it definitely feels like we've turned the corner there," Stanley said. "That's a pretty big positive and at least one of the reasons consumer confidence has done better in the last couple months…history suggests that consumer confidence tends to go up in the November of election years."
The economy is facing tricky cross-currents. The housing recovery and the improved state of the consumer are vulnerable and dependent on Congress and President Barack Obama coming to an agreement on the fiscal cliff. The cliff is the expiration of dozens of tax breaks and the onset of automatic federal spending cuts that will occur starting Jan. 1 if Congress does not take action.
(Read More: Yes, Housing Starts Surge, but Rentals Are the Drivers)
"Home price is the biggest wealth effect out there. We're finally seeing a reversal of what got us into this mess. But we still don't have escape velocity, and there's nothing normal about it," said Diane Swonk, chief economist at Mesirow Financial. She said there are signs the trend is picking up and should continue, unless consumers are jolted by the fiscal cliff.
Swonk said consumers have gone a long way to clean up their personal balance sheets. At 3 p.m. Tuesday, the New York Fed releases the third quarter report on household debt and credit. "We've gotten back down to debt loads that are 2003 levels, which are not low relative to history but they are relative to that run up in housing," she said.
So far, the consumer has showed a willingness to spend and holiday sales over the four day Thanksgiving weekend were up 12.8 percent, according to the National Retail Federation. The White House Monday warned that the cliff could slow GDP by 1.4 percent and limit holiday spending. It also said consumer confidence is at risk if middle-class tax cuts are not extended with a "minimum of political drama."
"We really are at a critical turning point," Swonk said. Business spending has slowed and some of the manufacturing slowdown should show up in a decline in Tuesday's durable goods orders, reported at 8:30 a.m. She expects to see fourth quarter GDP slow to about 1.9 percent from her forecast of a revised 3 percent for the third quarter.
"Measures of uncertainty in general tend to impact business decisions affecting investment and hiring to a greater extent than consumers," said Barclays economist Peter Newland.
The consumer is not a strong enough engine to turn the tide of the negative effects of the fiscal cliff, which Swonk and Newland both expect will result in about $200 billion fiscal drag next year. If Congress does not act, the drag would be $500 billion or greater.
(Read More: Full Coverage of the Fiscal Cliff)
"I think next year could be pretty good if we get past the cliff," said Swonk, adding that China's economy shows signs of turning and Europe is starting to get it debt problems under control. Late Monday, a deal was reached by euro zone officials on Greece's aid disbursement, and that should help calm market concerns.
Economists also say the impact of Super Storm Sandy has also added to the uncertainty. While ultimately Sandy might become a slight positive for the economy, it has slowed growth in the fourth quarter.
"You have a slow start to repairs and rebuilds," said Swonk, adding ultimately $100 billion to more than $200 billion could be spent in insurance money, federal FEMA funds and from homeowners' savings to rebuild the damaged housing and businesses, mostly in New York and New Jersey.
The real toll of Sandy has yet to be seen, with business disruption also a factor, given the blackouts and flooding in Manhattan, disruptions in transportation and damage to energy infrastructure. US Airways, for instance, said Tuesday that Sandy cost it $15 million in earnings.
(Read More: Superstorm Sandy Floods Gold Vault in Manhattan)
Some of the spending to rebuild from Sandy should show up as a positive by the first quarter. Swonk now expects first quarter GDP of 1.4 percent.
"If we go off the cliff, we're in a recession. It could be negative two or 2.3 percent," she said.
The positive is if the cliff is avoided and Congress strikes a "grand bargain," of revenue hikes and spending cuts, the economy could get a lift from confidence. "The fact households have gotten their balance sheets in shape, and businesses have been sitting on their hands for the better part of six months now and the longer that goes on the more pent up activity there is waiting to be unleashed," Stanley said.
But economists also worry the hit from the reversal of the 2 percent payroll tax cut could be an immediate hit to the economy since it affects all taxpayers. That tax break is seen as one that neither political party supports retaining.
There is still a deep divide when it comes to raising taxes on the wealthy. Newland said that group is more able to smooth out the effects of a tax hike, and the least likely to change spending patterns.
Follow Patti Domm on Twitter: @pattidomm
Questions? Comments? Email us at email@example.com


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It's turning out to be a bumpier road than expected for high-profile iPad game Infinity Blade: Dungeons.
The game, which was previewed onstage by Epic Games as part of Apple's debut of the third-generation iPad last year, now faces further delay following the closure of Impossible Studios, the team put in charge of the project.
Epic today said that it's closing the 6-month-old studio and laying off its team, a move that means another delay for the unreleased game.
"When former members of Big Huge Games approached Epic last year, we saw the opportunity to help a great group of people while putting them to work on a project that needed a team," Epic Games founder Tim Sweeney said in a post. "It was a bold initiative and the Impossible folks made a gallant effort, but ultimately it wasn't working out for Epic."
Impossible Studios was mostly made up of staff from Big Huge Games, which was shut down last year when 38 Studios went bankrupt.
Back in October, Epic said Dungeons had been delayed while Impossible reworked the focus of the game, which is part of the Infinity Blade universe -- Epic's highly successful venture on iOS.
The title was demoed onstage to show off the graphical prowess of Apple's third-generation iPad, which quadrupled the number of pixels from the previous generation machine and added a quad-core graphics processor. At the time, Epic said simply that it was "coming soon." Apple proceeded to release a fourth-generation model just months later at its iPad Mini event last October, which further updated the device's graphics capabilities and other internal components.
Sweeney said the employees that the company is letting go will be given three months of severance, as well as the option to keep the Impossible Studios name and logo.
(via Gamespot)
Apple - USE TAG
reading•iPad game 'Infinity Blade: Dungeons' delayed again
Dec 15•The iPhone XS Max behemoth shown from every angle
Dec 15•The 15 best 2018 phones to give as gifts
Dec 15•iPhone XS, XS Max and XR: 27 tips and tricks to master Apple's latest phones
Dec 15•Best iPhone 8 and iPhone 8 Plus cases
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Gun legislation forum in Black Rock
BRIDGEPORT -- A week before hundreds of people descend on Hartford for yet another discussion on gun control, local and state officials will brief the Bridgeport community on the proposals submitted so far.
The gun violence prevention forum, organized by state Rep. Auden Grogins, D-Bridgeport, will be held Thursday at 7 p.m. at the Black Rock Branch Library, 2705 Fairfield Ave.
"My constituency has a lot of concerns about gun violence in the city, rightly so," Grogins said, "so this is like a legislative update. People need to know what is going on."
Among the speakers at the forum will be state Rep. Gerald Fox III, Judiciary Committee chairman; Bridgeport Police Chief Joseph Gaudett; Michael Lawlor, Gov. Dannel P. Malloy's undersecretary for criminal justice, policy and planning; and Bridgeport Police Sgt. Paul Grech of the School Resource Officer unit.
The forum is one of many held throughout the state recently in anticipation of next week's March for Change.
Hundreds of people, wearing green and white in honor of Sandy Hook Elementary School where 26 people were shot and killed, are expected to board buses to Hartford on Valentine's Day to speak in favor of universal background checks, bans on high-capacity magazines, and other proposals.
The idea for the march was born at a kitchen table in Fairfield on Dec. 14, the day of the Newtown massacre.
"The two of us, like so many, were outraged and angry and sad," Nancy Lefkowitz said. "And we said what can we do about this?"
Lefkowitz and Meg Staunton said the tragedy left them heartbroken, hence the decision to stage the rally on Valentine's Day, exactly two months after the shooting. The women said the issue was magnified by the rising death tolls in neighboring Bridgeport and other cities in Connecticut.
"We call ourselves the passion behind the politics," said Staunton, noting that it wasn't hard to drum up support. In fact, leaders from across the state joined their cause, and now, bus transportation to Hartford will be provided from more than a dozen towns.
Councilwoman Susan Brannelly, D-130, said the community needs to be aware of the legislation and be proactive in supporting changes to state law, especially in cities such as Bridgeport, which deal with constant shootings and gun-related deaths.
"We deal with this every day and we have an opportunity here where there is hyper-awareness of this -- not only on a state level, but on a national level," she said.
The City Council on Monday unanimously backed a resolution supporting proposed gun control legislation, including universal background checks and an expanded ban on assault weapons.
Ron Pinciaro, executive director of Connecticut Against Gun Violence, said some of the measures proposed are aimed specifically at the prevention of urban gun violence, including legislation that would require owners to register guns and renew those registrations annually.
"We want to make sure the legal purchaser is still in possession of that gun (each year)," Pinciaro said.
Other legislation would ban large capacity ammunition magazines and restrict gun sales to one per month. The latter would "get at the traffickers who are buying them in bulk," Pinciaro said.
More InformationIf you go
What: Gun legislation forum
When: Thursday at 7 p.m.
Where: Black Rock Branch Library, 2705 Fairfield Ave.


text: My now 3 wk old was in the NICU for 1 wk. I pumped the entire time and brought him my milk. I've since worked with him to try to bf. I've purchased a nipple shield which seems to work, but he will NOT take my breast if I slip the shield off and try to get him to latch. This was all fine for now, however, I've been having trouble keeping my milk supply up to his needs, I think due to an augmentation I had done 4 years ago. Has anyone on here had an augmentation and still had success bfing? I want to keep my milk as long as possible before I need to think about doing mainly formula...any suggestions on this? I've tried a lot of things and am willing to try anything to keep up my baby's health; all tips are appreciated!


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Schalk New Financial VP
Top HeadlinesDate: March 19, 2007
Contact: firstname.lastname@example.com
Phone: 269-471-3322
The Andrews University Board of Trustees has appointed Lawrence Schalk the new vice president for financial administration. Schalk is replacing Edward Wines.
Schalk is not new to the role of serving as a chief financial officer, coming to Andrews with years of experience at several institutions, including Adventist Health Resources, Hinsdale, Ill.; Harding Hospital, Worthington, Ohio; and most recently, Florida Hospital Fish Memorial, part of the Adventist Health System.
Schalk holds both a BS in accounting and an MBA from Andrews University and is a Certified Public Accountant. He serves as treasurer for Florida Memorial Health Network in Orange City, Fl., and is a fellow of the Healthcare Financial Management Association. He has also published two articles in Healthcare Financial Management.
Why work at Andrews? "I am a double graduate, have children and family who attended, have been an adjunct professor and a former Board member, a member of the President's Council and PACID, and have a deep interest and commitment to [Andrews University]," Schalk responded, listing his many connections to the school.
As for goals, Schalk hopes to "become acquainted and friends with all constituents and meet the goals of the Board [of Trustees] and staff. "
Schalk's official starting date is slated for Tuesday, March 27.


text:
4:00 pm
4:30 pm
Journal NULL
5:00 pm
Little Manila: Filipinos In California's Heartland The "Little Manilla" section of Stockton, Calif., filled with chop-suey houses, gambling dens and dance halls, served as the de facto hometown for displaced Filipinos at the turn of the 20th century. In its heyday, this lively area contained the largest population of Filipinos outside of the Philippines. D
5:30 pm
American Masters "Hollywood Chinese" From the first Chinese-American film in 1916 to Ang Lee's Brokeback Mountain, this production examines the contributions and portrayals of Chinese people in the industry. Often humorous, sometimes maddening but inspiring, film clips and storytellers - Wayne Wang, Joan Chen, Nancy Kwan, Amy Tan - weave a rich tapestry and complex history.G
7:00 pm
Anna May Wong: In Her Own Words Anna May Wong knew she wanted to be a movie star from the time she was a young girl and, by 17, she became one. A third generation Chinese American, she went on to make dozens of films in Hollywood and Europe. She was one of the few actors to successfully transition from silent to sound cinema, co-starring with Marlene Dietrich, Anthony Quinn and Douglas Fairbanks along the way. D
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PBS NewsHour NULL
9:00 pm
Nightly Business Report Tonight on Nightly Business Report - The NASDAQ's long road back to a 12-year high. Which stocks are driving the gains and are there reasons to buy unloved old tech? And, do you remember what happened three years ago today? Hint - it rattled Wall Street and investors. D
9:30 pm
Journal NULL
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Charlie Rose NULL
11:00 pm
Frontline "Top Secret America - 9/11 to the Boston Bombings" Former Idahoan and FRONTLINE Producer Michael Kirk - "Bush's War," "The Torture Question," and "Cheney's Law" - teams up with Pulitzer Prize-winning journalist Dana Priest, to examine the secret side of America's "war on terror." From the creation of black site prisons abroad and super-secret facilities in America, to targeted killings and covert wars, and the creation of a multibillion-dollar terrorism-industrial complex, the film asks how a decade fighting terrorism has reshaped America.G


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Democratic Mayoral hopeful Christine Quinn has called for a TV ad which attacks her campaign to be pulled from the air, as she claims it's factually incorrect.
The 30-second ad, which is scheduled to run for three weeks, was funded by political committee NYC Is Not For Sale, which is made up of numerous left-leaning labor groups including NYCLASS, an animal rights group dedicated to banning the horse and carriage industry in New York City.
"She wants you to think that she's a progressive," a male narrator says, smoke swirling over an empty table and chairs, "but on the issues New Yorkers care most about, she is always on the wrong side — on living wage, her flip-flop on paid sick leave and term limits. All that's clear as the smoke lifts is her political ambition."
The group held a press conference on the steps of City Hall on Tuesday to denounce Quinn's mayoral bid.
The New York Times reports the group have pledged more than $1 million to the campaign and spent $250,000 for the initial advertising.
In response to the ad, Quinn released a statement decrying NYC Is Not for Sale as "a SuperPAC made up of special interests," conducting "an all-out effort to undermine New York City's public campaign finance system."
"I don't care who the ad is about, I don't care who the ad is from," Quinn told reporters on Tuesday.
"We have no place for this kind of independent public expenditure in New York City."
Quinn's campaign attorney, Jerry Goldfeder, also disputed the ad's claims in a letter to Time Warner.
"Although opponents of a candidate often resort to fanciful broadsides, facts must not be fabricated or distorted," Goldfeder wrote.
He added: "Your station need not air the subject ad. If you choose to do so, however your station bears responsibility for its content."
Watch the ad below:


text: Hipshot Tremolo Technology means a full floating Bass Tremolo which stays in tune! Push your no wobble whammy arm down for deep bass swoons and growls! Pull back for bright poppy riffs! Gently rock back and forth feeling your tremolo's smooth, precise action for expressive singing bass vibratos. Computer machined from solid brass for incredible sustain and tone. Available in chrome, black and gold finishes. Comes with mounting hardware and instructions. Router templates are also available.


text:
B & B Sport Aviation, based in Cambridge, Maryland, has joined the distribution network of Paradise Aircraft.
"As a successful aircraft dealer, we understand the value that consumers place on a warranty and how that factory support makes it easy for us to keep customers happy," said Ted Bryant, owner of B & B Sport Aviation. "We're very excited about taking delivery of our first Paradise P1 aircraft. The P1 first captured our attention at the Sebring Expo. After looking at other light sport aircraft, we quickly realized that the P1 simply has no equal in its class. The cockpit is neat and organized with no exposed wires or cables. The panel layout is akin to a much larger aircraft. The leather seats with embroidered logo are classy and the exterior finish is amazing."
Each Paradise P1 aircraft is backed by a two-year/200-hour warranty with an inventory of parts readily available in the United States.
For more information: ParadiseAircraft.us


text:
Stop by the Belmar Information Center at 408 S. Teller St. for parking info, directories, strollers and more. Here you are . . . off you go.
Parking: Belmar offers over 4,000 FREE spaces of parking in conveniently located garages and surface lots. Belmar's QuickStop kiosks offer over 250 on-street spaces for just 75¢ per hour. Parking fees collected support Belmar's public amenities and cultural programs. Call 303-742-1520 for more information.
Information Center: For gift cards, complimentary wheelchairs and strollers or information regarding stores, restaurants, handicap access, and transportation including bus schedules or taxis, visit the Information Center located at 408 S. Teller St., adjacent to Century Theatres or call 303-742-1520.
Events powered by 5 Star Talent & Entertainment


text:
Wonderful Abstract Design by EDDA Fr?hlich / EDDArt | This psychedelic FRACTAL in OIL BATIK style will makes you happy and brings joyful energy in your life. SPREAD YOUR GOOD MOOD! | You miss other colors with this design? Feel free to contact me: email@example.com I will do it for you! HAVE FUN & BE HAPPYPerfect as house warming gifts, our heat-resistant rubber coasters are durable and will be the perfect compliment for your drinks. Backed with an under-layer neoprene rubber to prevent it from slipping, this practical drinks accessory is great for both home and office use. Machine washable. Measures 3.5" x 3.5".
If you order more than 50 pcs items (can be combined), please click here to contact us for whole price quotation, please include the SKU# and the quantity you want for each of them. For order less than 50 pcs, please order directly from our website.


text:
Oracle® Fusion
Procurement Implementation Guide
11g Release 1 (11.1.3)
Part Number E20383-03
This chapter contains the following:
Click to Dial: Top Tasks
Click to Dial is a feature of the customer contact process. Phone communication to customers and employees is initiated with a click of the mouse, leveraging your customer contact information and the application context. The Click to Dial feature uses Oracle WebLogic Communication Services, OWLCS, to enable communications. Applications that provide the Click to Dial functionality do so primarily through contextual actions in the application.
Additionally, Click to Dial utilizes Oracle Fusion Interactions as an optional transaction logging feature that will track information about the call such as the customer, call participants, a timestamp noting the start time of the call, the direction of the communication, in or outbound, and the resolution code.
Click to Dial integrates with your telephony environment and must be manually enabled in your deployment. This topic highlights what is required to set up the Click to Dial feature and to implement logging of the calls made using the Click to Dial feature.
Terms used in setting up these communications
PSTN: Public switched telephone network is the network of the world's public circuit-switched telephone networks.
SIP: Session initiation protocol, an open signaling protocol standard that is used to set up phone calls
TPCC: Third Party Call Control enables an application to control the telephone network to set up calls automatically.
OWLCS: Oracle WebLogic Communication Services. Offers the TPCC service to Fusion applications and sets up the calls via SIP integration with the telephony network.
The set up task list Define WebLogic Communication Services Configuration delineates five tasks required for the correct configuration and implementation of Click to Dial. There is an optional task, separate from the set up task list, required for implementing Interaction logging.
Information about implementing Click to Dial can be found in the Oracle Fusion Applications Administrator's Guide. Detailed information about configuring and maintaining WebLogic Communication Services is found in the Oracle WebLogic Communication Services Administrator's Guide


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posted by Thom Holwerda on Mon 16th Sep 2013 21:44 UTC
Gabe Newell, the co-founder and managing director of Valve, said today that Linux is the future of gaming despite the minuscule share of the market it has today.
That seems hard to believe, given that Newell acknowledged Linux gaming generally accounts for less than one percent of the market by any measure including players, player minutes, and revenue. But Valve is going to do its best to make sure Linux becomes the future of gaming by extending its Steam distribution platform to hardware designed for living rooms.
"Half-Life 3 - SteamBox/Linux exclusive". There, chicken and egg problem solved.


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Great Notch NJ Real Estate & Homes For Sale
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text:
Hey I've got an excellent idea! Who wants to illustrate Eraon and Eldest with MOCS? We can plan here and I'll start the official thread when we have everything planned.
Our main objective is to stick to the books. I think we could use either the brown male hairpiece or the blonde one. Or we could use black "Obi Wan episode 2 hair." I always envisioned Eragon's hair to be black. Brom could be a Dumbledore set of hair pieces. Any ideas on Saphira welcome. Any more ideas?