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You can add it to the context May 2013 - 17:50(107752) What are others' experiences in using various secure EDIT: Finally got File ShredderThank youcontain adware or malware!
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Listed to the left are types and locations for many wonderful things to do and places to visit during your stay with us. From fishing and bird watching, museums and other historical places of interest, to restaurants and more...
Restaurants (14 to 20 miles), Shopping (20 miles), Grocery (18 miles), Convenience Store (0.3, 3.0 miles), Medical Facility (20 miles), Kayaking (0.3 miles) Boat Launch (0.3 miles), Bait Camp (0.3, 3.0 miles), Golf (20 miles), Horseback Riding (20 miles).
*NOTE: San Luis Pass toll bridge fee $2.00 each way.
steps away from the beach
Peregrine Townhomes

subset: commoncrawl


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Current Schedule and Class Descriptions
August 2018-May 2019 Program
Note: Gymnasts are required to come to class prepared in leotards, hair tied back securely, no jewelry and ready to work and have fun!
Explore With Me — Parents and their toddlers (Crawling-5 years) enjoy an open gym style class together that will include trampoline, obstacle courses, beams, bars, and more. Pay as you go $5 per child per class. Saturdays 9am-9:45
Preschool Gymnastics — Three and four year olds learn basic gymnastics skills and the social concepts of taking turns, listening, following directions, and sharing. The objective of preschool gymnastics is to heighten body awareness promote social development, and most importantly to have fun!
Recreational Gymnastics — Students are grouped by age and ability. Gymnasts progress levels through a coach's evaluation as key skills are learned on the vault, uneven bars, beam, and floor. A brief evaluation may also be performed at registration to assess your child's appropriate skill level.
Mobility Requirements for Gymnastics
- Beginners — 5-10 years old
- Intermediate — Cartwheel, round-off, backward roll, and backbend on floor. Pullover on bars. Basic walks and jumps on beam.
- Advanced — All Intermediate requirements, backwalkover, and spotted back-handspring on floor. Back hip circle on bars. Handstand on beam.
- Teen/Tween - Ages 10-17 Mixed Levels
Tumbling Classes - A progression of skills, drills, and strength training helps athletes develop new tumbling and acrobatic skills. The in-ground tumble trak, foam landing pit, trampoline, and training mats allow for more repetition and minimal stress on the body which leads to a more accelerated learning pace. This class is ideal for cheerleaders and those interested in cheering.
Mobility Requirements for Tumbling
- Beginners — 5 - 10 years old
- Teen/Tween Beginners - 10-17 years old
- Intermediate —Ages 5+ Round off, Cartwheel, backbend kickover, spotted back-handspring, and front limber.
- Advanced — Ages 5+ All Intermediate requirements and round-off back-handspring.
Boys Gymnastics — Boys train on the parallel bars, vault, floor exercise, pommel horse, rings, and high bar. Gymnasts also work on developing greater flexibility and strength through weekly conditioning exercises.
Teen and Tween Gymnastics — This is a mixed class designed for girls ages 10-17 who are either former competative gymnasts or who are just getting a late start in gymnastics. This class will focus on all four Olympic events as well as flexibility and conditioning.
Teen and Tween Tumbling - This is a beginner tumbling class for girls ages 10-17 who are getting a later start in tumbling. Focus on basic tumbling skills and strength training. This class is ideal for cheerleaders and those interested in cheering. Once skill requirements are met they can move into our Int/Adv Tumbling classes. (see above for mobility requirements)
Pre-Team — Chosen by annual tryouts in late Spring. This is a structured class used to prepare gymnasts for joining our competitive team. Elements from USA Gymnastics routines will be taught along with an introduction to strength conditioning and flexibility.
Delta Explosion Competitive Gymnastics Team — Chosen by annual tryout in late Spring. Delta Explosion team members in levels 1-5 compete USA Gymnastics Junior Olympic Compulsory routines. Levels 6-10 and Xcel athletes compete routines choreographed exclusively for them by our coaching staff. The music, tumbling, and dance elements are chosen with the individual gymnast's personality and skill strengths in mind.


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14720 65 St Nw Nw, Edmonton, Alberta, T5A2E1, Canada
Property Details
|Asking Price:
|Building type:
|Building style:
|Land Size:
|557.28 m2
|Parking Type:
|Detached garage, Oversize
|Amenities Nearby:
|Public Transit, Schools, Shopping
|Heating Type / Fuel:
|Forced air
|Basement / Features / Type:
|Finished / / Full (Finished)
Our Realestate Agents Can Speak following languages:
Wow, totally renovated with European trends a MORTGAGE HELPER. The main floor offers 3 bedrooms, open concept living room, LED pot lights, amazing kitchen with an island, ceiling height white kitchen cabinets stainless steel appliances, modern hood fan. A beautiful main bathroom, master bedroom with 2 pieces ensuite. The basement offers 2 bedrooms, the SECOND KITCHEN, full bathroom, and SECOND living room- a great MORTGAGE HELPER. The double, oversized heated garage, large fenced backyard with a new deck and gazebo. The property is conveniently located close to few schools, public transportation, shopping, few minutes drive to Anthony Henday and Yellowhead. Make this amazing house your home!
Property Features: Lane, No Animal Home, No Smoking Home
Other Structures: Deck


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|Re: general/9753: i dont what it
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[In order for any reply to be added to the PR database, you need] [to include <firstname.lastname@example.com> in the Cc line and make sure the] [subject line starts with the report component and number, with ] [or without any 'Re:' prefixes (such as "general/1098:" or ] ["Re: general/1098:"). If the subject doesn't match this ] [pattern, your message will be misfiled and ignored. The ] ["apbugs" address is not added to the Cc line of messages from ] [the database automatically because of the potential for mail ] [loops. If you do not include this Cc, your reply may be ig- ] [nored unless you are responding to an explicit request from a ] [developer. Reply only with text; DO NOT SEND ATTACHMENTS! ] Synopsis: i dont what it State-Changed-From-To: open-closed State-Changed-By: slive State-Changed-When: Thu Feb 7 12:25:15 PST 2002 State-Changed-Why: Please see: http://www.apache.org/foundation/preFAQ.html
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Michael Clark Proves That (20/10 Vision) Does Exist In The Basketball World
If you don't know Michael Clark then it's about time you get...
NORTH CAROLINA — It's the simplest shot, but the hardest to make. One shot from the same spot. It's known as the free throw, but what makes this 15-foot shot without a defender so difficult to make?
Is it simply mechanics or a mental block? Maybe, we should ask the Memphis Tigers about the psychological pressure of making this easy basket?
Memphis, in fact, were shooting a horrible 59.6% as a team from the free throw line before losing 75-68 in overtime to the Kansas Jayhawks back on April 7 in San Antonio.
The Memphis Tigers, in fact ranked 326th out of 328 Division I schools in free throwing shooting throughout the entire season.
Despite Memphis' obvious weakness, head coach John Calipari downplayed the issue that would later prevent his 38-2 Tigers, which is the most wins in a season by a team in NCAA history, an opportunity to win a national championship.
Ironically, Kansas University's first coach Dr. James Naismith, who has been given credit for inventing the game of basketball, first established the first free throw in 1893. At the time, however one free-throw counted as three points.
Now that's a lot of pressure.
With 1:15 remaining in regulation, Memphis found themselves back at the free throw line, the one shot from the same spot with no defender.
But Chris Douglas-Roberts and Derrick Rose buckled under the pressure by missing four out of five free throws before Kansas's Mario Chalmers drilled a 3-pointer with 2.1 seconds left on the clock sent the game to overtime.
Douglas-Roberts was so frustrated with himself after missing his free throws that he slammed the basketball down on the floor. Luckily, his display of disappointment didn't result in a technical foul.
Maybe, Coach Calipari should have listened to all the critics, and sportswriters who warned him in advance that missed free throws would cost him the championship game.
After Memphis lost to Kansas, I found myself screaming at the television as if I were Temple's retired head coach John Chaney shouting…"Remember this, when I see you, I'm going to kick your a**" This is why they call it March Madness!!!


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The Elder Scrolls Online will launch "lag-free" for everyone around the globe, no matter where they live, Bethesda promised today.
That's a bold statement considering that every major MMO title in recent times have faced launch issues. Thousands of players signing in at once on the launch day usually takes a toll on the servers. EA is pretty experienced in this, though in their case, their titles were usually stress tested with only a dozen players I reckon.
Posting on the game's website, Bethesda explained that the game's beta testing has helped them tweak the game's online architecture to let "millions of players from Europe (and beyond)… play on our North American server and experience ESO as it was designed—without latency or lag problems."
The post continued saying that the studio has also added "overflow servers" in case there are more players than expected on day one. That will take off most of the load off the main servers.
"If player demand overwhelms our planned capacity and a queue has to be formed, we will offer waiting players the option to begin playing right away on an overflow server. The overflow server is meant to be a temporary place where you can begin your adventure as you normally would – gain experience, items, achievements, etc. The character you create and everything gained as you temporarily play on an overflow server will transfer back with you when you log in the next time on the main megaserver."
Bethesda has made a really convincing argument. It's possible that it will break the vicious cycle of day one issues with The Elder Scrolls Online. The game launches on PC on April 4 and on Xbox One and PS4 in June. It will feature a paid-subscription model.
Source Elder Scrolls Online


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Fishing lanyards keep fishing lures were they can easily be found: hanging around your neck. Such lanyards do double duty, providing a way to hang sunglasses around your neck as well. A lanyard makes it easy to find sunglasses whenever you need to suddenly put them on or take them off. Fishing line works well to make a lanyard for sunglasses because it's transparent and easy to tie in knots.
Unroll the fishing line to 36 inches and cut it with scissors.
Cut the 36-inch piece of fishing line eight inches from each end, reserving the smaller pieces for the sunglasses. Secure a snap swivel to each end of the remaining fishing line by tying a double knot around the ring. The snap swivels will hold your fishing lures.
Secure each of the 8-inch pieces of fishing line to a swivel snap by tying a double knot around a ring. The pieces will hang from the snap swivels.
Tie the ends of the 8-inch pieces of fishing line to the narrower edge of the sunglasses earpiece, just in front of the tip, by tying a double knot around the earpiece. Because the tip usually is thicker than the earpiece, the fishing lanyard will not come off.
Decorate the lanyard by sliding beads on the fishing line before tying the knots.
Cut the fishing line a few inches longer than needed to make it easier to tie the knots. Trim any excess with scissors. Put as many snap swivels as you would like in the fishing lanyard. Substitute any kind of string for fishing line to create a more substantial look.
Do not cut trim excess fishing line too close to the knots as they may come loose and unravel. Try to leave at least one-fourth inch of fishing line beyond the knot.


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Horrible. This whole ruckus about Shriya Saran is just horrible. This not only offends Hindus and Tamilians, but as a married person, it also stirs err... offends my feelings. Cleavage in all forms and shapes is unacceptable from such obviously careless, shallow (or deep, whichever way you look at it / them) women. I wonder if any of the 'offended parties' gawked at her in the movie 'Sivaji'. I'm sure not.
Unacceptable. Horrible.
Also, read Great Bong's hilarious post on this. Indian Penile Code. Hyuk!


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Catching the Wind
Figures, Paintings
About the work
Inquire about purchasing
- Dimensions
- 9" x 12"
- Technique
- Figures
Recent work
Oil on canvas
Oil on canvas
Vivid Evening in Page
Oil on board. It's hard to believe that this was a real scene, but that's what it looked like up north, Page(Arizona). It reminds me of something you might expect to see in Star Wars or some other science fiction film.
Contacting the artists
I look forward to creating a unique piece of art for you or your family, or answering any questions you might have about me or my art.Get in touch


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High School teammates Craig Kimbrel and Buddy Boshers reunited at Fenway Park this week during a four-game series between the Boston Red Sox and Minnesota Twins.
Before the Red Sox and Twins wrapped up the series Thursday night, Boston's Kimbrel and Minnesota's Boshers caught up with NESN's Tom Caron to talk about the their journey to the major leagues.
To hear the full conversation, check out the video above from "Red Sox Gameday Live," presented by DCU.
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Call for Entry – Macabre & Mysticism
Call for Entry – Macabre & Mysticism
In collaboration with the Red Roots Gallery
Macabre & Mysticism Guest Curator: Corinne May Botz
The Deadline is Sunday, October 16th, 2011
Red Roots Gallery Showcases Emerging Artists
Hosting Exhibitions, Artist Lectures and Guest Critiques
The Gallery is Located on 25 Central Park West in Manhattan
Only Two Days Left to Submit { www.redrootsgallery.com }
Red Roots Gallery seeking photography, video, and installation work that exudes a dark romanticism and aspires to transcend one's earthly experience. Inspired by the works of Edgar Allan Poe, Alfred Hitchock and the film noir genre, the theme speaks to both the light and dark qualities of life. From works of memento mori, mystery and magic to works that communicate to the divine, the dead or otherworldly, we are open to all interpretations of the theme.
CONTACT US VIA EMAIL: email@example.com


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|Low Vision - Symptoms, Testing and Treatment
|Freedom Eye Technology Ltd http://www.freedom-eye.com | date:2015-01-12 | Source: www.freedom-eye.com
Low Vision - Symptoms, Testing and Treatment
Low vision is the inability of the eyes to perceive normally due to a number of factors. The result is decreased ability to see properly. How can you tell that someone is suffering from low vision? The below signs will help you determine if they have low vision.
・ Such people are unable to recognize objects at a distance. Such objects may be in the form of living things like people, inanimate ones like road signs or moving objects like vehicles
・ Such people have difficulty in differentiating certain colours such as those in the green to blue range.
・ Low vision is not only limited to distant objects but close ones too. People with this condition will have difficulty doing certain things like reading a book or cooking.
Once low vision has been suspected, an expert will carry out certain tests to determine two main things:
1. Refraction testing to assess what glasses will be suitable for your eyes, that is, if at all you will be prescribed any at all.
2. Use of visual field to determine the peripheral vision of the eyes.
Some of these tests are done severally and in particular the refraction ones. This is done to ensure you get just the right lenses for the eyes.
Treatment for low vision
There are a variety of treatment options available for low vision. These include:
・ Devices such as magnifiers are used to make small objects appear larger; you may prescribed close circuit television for peripheral visions among others
・ You may be advised to live in environmentally enhanced areas to improve your vision
・ Even without use of optical devices, you may opt to use large print books and say, talking devices like watches to eliminate the need to peer to check time.
Other available options may include low visual equipment as well as use of therapy.
|Up:Low Vision Magnifiers: Where to Find Them Next:Introducing the Portable Video Magnifiers
|【Print】 【Return】 【Close】


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Jeep Chrysler Dodge RAM & FIAT of Ontario
1202 Auto Center Dr
Directions Ontario, CA 91761
Exterior Color: Electric Orange Tri-Coat Pearlcoat
Interior Color: Steam (White)
Vin Number: 3C3CFFGE5GT155256
Stock: PPA1284
View this 2016 FIAT 500e HB Battery Electric for sale at Jeep Chrysler Dodge of Ontario in Ontario, CA.
* The advertised price does not include sales tax, vehicle registration fees, other fees required by law, finance charges and any documentation charges. A negotiable administration fee, up to $115, may be added to the price of the vehicle.
* Images, prices, and options shown, including vehicle color, trim, options, pricing and other specifications are subject to availability, incentive offerings, current pricing and credit worthiness.


text: Calling herself Jenny, Randi pretends she doesn't know Meg. Marty tells Meg he's thinking of proposing. Lizzie and Pixie are caught with booze but deny all knowledge. Pixie has replied to loads of her men, and they all turn up at the prison at the one time claiming to be her fiance. Lizzie and Pixie try to get Cass to take over as Top Dog but she refuses. Sonia tells Joan about it and she warns them off. Pixie is visited by the reporter, but after meeting her he abandons his story. Lizzie steals some of Ann's brandy to put in Peta's wedding cake. Rosemary goes back home to the country with her old friend Bill. Judy is picked up by the police. Cass attacks Phyllis when her taunting gets too much. Meg tries to warn Randi off, but she says she's going to marry Marty and Meg can't stop it.


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Schick Xteme 3 Razors Sensitive for Men 4 ct, - CVS Drugstore Coupons expired on 01/20/2018
Estimated price from CVS.com. Schick Razors, cartridges, disposables, Edge, Skintimate or Bulldog skin care Extra Bucks promo item. Spend $25 on select items and get $10 Extra Bucks Reward. Limit 1 reward. This item earns $3.60 of the $10 Extra Bucks Reward shown in cash back column. Price is after Extra Bucks Reward and newspaper coupon.
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One decade ago, India was a country of spinners.
A country which had at least 2 spinners in playing 11 if not more.
A country which looked up and tried to emulate the famed trio of spin bowling in the whole world - Bedi, Prasanna and Chandra.
A country where spinning tracks were prepared for playing cricket.
A country which had only one wicket keeper in the team without a back-up.
A country where the leading batsman and Vice Captain had to play a role of a wicket keeper because we could not afford a specialist wicket keeper.
How times change!
Today, Indian team has 2 wicket keepers in the playing 11 . Plus, there is a third wicket keeper (Parthiv Patel) waiting in the wings and scoring centuries for India A.
Today, Indian team has only one place for spinner in the playing 11. Apart from him, there are only 3 names doing the rounds from all over the country - Bhajji, Powar and Piyush Chawla.
For good or bad, the times do change!
Friday, August 3, 2007
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Last Fall Guinness launched a new offering, known as Guinness Blonde: American Lager. At first, this product was a real head-scratcher. Why would Guinness, known for its rich, dark Irish stout try to wedge another blonde lager into an already over-saturated American market, especially at the risk of watering down their traditional product line. The answer turns out to be everything that is wrong with the American beer market.
The first problem is that the American palate is terrible, so in the end we only have ourselves to blame. The international beer community certainly mocks us behind our backs, and now they are doing it with their products. Guinness, which is an Irish company that makes the best-selling stout in the United States (and maybe the world, for all I know) realizes that Joe Sixpack doesn't have the palate to enjoy stout on a regular basis (if at all), so they need to give him something more to his taste. They aren't the first company to do this. In 2014 Strongbow Cider (owned by Heineken) discontinued their traditional dry cider in the U.S. and replaced it with 2 sweeter variants. Yep, that's right, a cider recipe that has worked in the rest of the world since 1962 was too dry for the American palate, so we are now the only ones that can't get it. Instead we get two bastardized versions (Gold Apple and Honey) that are just glorified juice mixes from concentrate that happen to be alcoholic. For the record, original Strongbow dry cider is quite good.
The next reason for the existence of Guinness Blonde is street cred. If you're Guinness, even though you're making a blonde lager that should be more palatable to American drinkers, how do you get them to choose it over the many other options? Well, amongst the mainstream, pedestrian, Macrobeer drinking community, drinking Guinness is often seen as a badge of honor. In a group of friends drinking Bud Light, the one friend that drinks Guinness gets a certain recognition from the pack. You hear comments like, "Wow, you can really drink that stuff?!" and "That beer is so heavy it's like drinking pancake batter, I don't know how you do it!". The dirty little secret is a lot of Macrobeer drinkers secretly wish they enjoyed "better" beer, and they're a little jealous of the friend that drinks Guinness. That's the guy that now drinks Guinness Blonde, because when someone asks him what he drinks he can puff out his chest and say "I'm a Guinness drinker". He thinks this gives him the same type of street cred you get from having a barbed wire tattoo around your bicep or finishing an entire order of atomic hot chicken wings. In reality it's more like the guy that brags about driving a vintage hot rod, but in reality he just has a pimped-out 1988 Buick Century.
The other odd thing about Guinness Blonde is that Guinness already makes and selss a golden lager in the U.S., it's called Harp! It's been around since 1960. Which makes you wonder if Guinness Blonde isn't just a marketing ploy or some type of rebranding, rather than an actual attempt to create a decent new beer. The main difference between Harp and Guinness Blonde is that Harp is an "Irish Lager" and Guinness Blonde is an "American Lager". These distinctions come from the fact that Guinness actually makes Guinness Blonde in the United States, not Ireland (they're probably too embarrassed to let it show its face over there). It's brewed right in Latrobe, PA, the same place they make Rolling Rock. So is Guinness Blonde just Harp Lager that's been given the "Rolling Rock treatment" and is now being sold to Macrobeer-drinking beer snob wannabes? Go taste it and decide for yourself.
**DISCLAIMER: This article is not a reflection on Original Guinness Stout, which is a quality beer and often serves as a gateway beer for many people that evolve from Macrobeer drinkers to craft beer drinkers, but that's another article for another day.


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In kitchens where space is at a premium, the kettle could be brought in from a storeroom when the need arises. From there, it could be moved to where the food is to be served and then back again to the kitchen for cleaning.This saves space in the kitchen and gives the kettle more flexibility in terms of its use, without compromising functionality.
The kettle is available with nominal volumes of 40, 60, 80 or 100 litres and is supplied with a lightweight, tight-closing lid made from stainless steel and hinged on the pillar. As an option the kettle can be delivered with a rotatable lid for easier cleaning of especially larger kettles.
EasyMobile model kettles are supplied as standard with AutoTemp 02e control, which includes electric tilt, heating is infinitely variable with a dial and a cold water cock for filling the kettle with water. The correct amount of water is added to the steam generator automatically, protecting the heating elements against overheating and avoiding unexpected interruptions of the production.
As an option, the kettle can be fitted with the AutoTemp 31 and include electric tilt with TiltBack, digital control and display of the inner kettle temperature, an electronic water flow meter, a clock with an alarm function and WaterLevelAutomatic.
The EasyMobile is mounted on a solid underframe, enabling it to be moved and tilted safely. A handle and rotating castors make handling the kettle easy. This kettle is only available with electric heating. Power and water connections are located on the back of the pillar.
The working height is 950 mm.
All four castors can be rotated. Two wheels are fitted with a rotation brake and two wheels have a direction brake.
EasyMobile: Controls
Datasheet, EasyMobile (pdf)
Explanations of symbols


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LN204 - Tastefully furnished 1BR with Studio
Apartment, St Leonards
Confirmation within 24hr
Average $195 per night {{quote.pricing.message}} Total {{quote.pricing.price | format:'currency':'short'}} for
Atchison St
3 Month minimum rental applies.
Functional study nook
Secure parking
Modern furnishings
Modern security apartment in the heart of St Leonard's. The apartment has been tastefully furnished to provide comfort and convenience. Features bedroom with built in robes and queen bed, study with single bed and robe, open plan living/dining and balcony. Security parking included.
Located opposite St Leonard's forum with trains, buses, restaurants, cafes and supermarket all at your doorstep. Moments away is Willoughby road in Crows Nest packed with eateries from all parts of the world.
Property Features -
Sleeps 3
1 bedroom + study
1 bathroom
1 x Queen Bed
1 x Single bed
Fully prepared with linen and towels
LCD Digital TV
WIFI / Internet- unlimited
Fully Equipped Internal laundry
Hair Dryer
Air Conditioning - Living Area Only
Security Parking
Level 11
Property Code: LN204
A complimentary welcome pack includes a number of single use items to get you started including tea, coffee, sugar, milk, snacks, soap, laundry and dishwashing supplies.
This fully furnished property includes quality amenities and every convenience to ensure you enjoy a comfortable 'home away from home'.
All linen is included in the rental rate. Serviced cleaning is available on request and a departure cleaning charge applies to all bookings.
Strictly no subletting without prior written approval from The Apartment Service.
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Feel free to send a message to the owner/manager if you have any specific needs, or if you require additional information before you can commit to a booking request.
Select request booking to access the quote calculator and to check availability.
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Meanwhile I attended a recent all-hands with the division VP, he stated that we desperately need to be able to hire foreign talent via H1B so we can remain competitive. An amendment was introduced into the immigration bill that might help put the brakes on this.
"US companies that lay off large numbers of workers shouldn't be allowed to hire workers with H1B visas if they're planning a large layoff that will reduce their total number of US workers." http://tinyurl.com/ynu4db
Can you sue IBM for age discrimination and win enough in damages to pay for the lawsuit? Maybe...
Did you sign the covenant not to sue in order to collect severence pay? If so, then you could be liable for IBM's attorneys' fees as well as your own if you attempt to sue IBM -- while IBM's waiver was held to be unenforceable in a federal court in May, 2005, IBM revised it shortly after that, so you were offered a more iron-clad agreement.
Are you prepared to have your name and reputation dragged through the mud? IBM's attorneys are masters at the art of portraying any employees who sue IBM as pond scum -- to win a discrimination suit, all they have to do is demonstrate that there was at least one non-discriminatory business reason for laying you off, and one of their favored ways of doing that is to find every speck you have on your employment record and embelish it. Needless to say, it is not a pleasant experience. )-;
Are you prepared to spend years waiting for the outcome while your case progresses through federal court? Mike Saville, an IBMer in Utah, filed an age discrimination lawsuit against IBM back in 1998; IBM just won the final appeal this year, so it took 9 years to go through the courts before Mike's final loss. IBM has spare cash to invest in legal expenses, so they will not be in any hurry to settle. Be aware that information about current lawsuits is public information -- any employer you apply to for a new job will be able to find out that you are in the process of suing your former IBM, and that could factor into their decision of whether or not to hire you. As a policy, IBM does not give references, good or bad, for former employees, but they will let anyone who calls to verify that you were an employee know about a lawsuit, so factor that into your decision...
One on-going lawsuit you may have heard of is Syverson v IBM; it is a collective action age discrimination lawsuit that was filed against IBM several years ago. Anyone who IBM laid off between July 7, 2001 and May 4, 2005 is eligible to join if they were over 40 at the time. The attorneys in this case are footing the bill (in hopes of getting 25% of any settlement) and there are enough class members that each individual member is relatively anonymous. More information is available at: http://www.ibm-age-discrimination-litigation.com/
If you do want to proceed with an age discrimination lawsuit, your first step should be filing a charge against IBM with the EEOC. There is a relatively short time frame for doing that -- you lose your right to sue if you don't file within 90 to 365 days of the discriminatory action (the time varies by state, but whereever you are, the clock is ticking!) There is no legal fee for doing that, and the form is relatively easy to fill out. Use class language in the charge (I, and 'others similarly situated', was released from IBM because of my age...) so that if you do file a lawsuit, or if the EEOC decides to do so on your behalf, others can join you even if they didn't file their own EEOC charges -- the attorney fees become more affordable if you can spread them over mulitple plaintiffs! Information on how to file an EEOC charge and locate the office nearest you for filing is available at: http://www.eeoc.gov/
Next, you should find a lawyer in your state who specializes in employment law. Some states have much stronger discrimination laws than the federal ADEA law, so it is important to find someone familiar with your state laws. The first exploratory visit should be free, but make sure of that when you set up the office visit -- otherwise, you risk getting billed for a discussion before you decided what you wanted to do. A good place to start locating an attorney in your state is: http://www.findlaw.com/
By the way, if someone reading this thinks they are being discriminated against in the current or next round of lay-offs, the two steps I just listed should be done BEFORE you sign the covenant not to sue to collect your severance pay -- your chances of winning a lawsuit will be much higher if you leave the severence pay on the table, so you need to visit with an attorney to fully explore your rights and your chances fairly quickly; you risk getting nothing in exchange for a possibly higher payout far down the road...
Hope that helps! Janet Krueger, Rochester, MN
Note: Legal information provided over the web without details about individual circumstances is worth exactly what you are paying for it. I am a licensed attorney, but I specialize in criminal defense work, NOT employment law!
It is true that people with college degrees make more money than people without degrees. The gap has narrowed somewhat in recent years, which is disturbing. But the earning power of college graduates still far outpaces that of less-educated workers.
The bad news, though, is that a college degree does not ensure a bigger share of the economic pie for many graduates. In recent decades, Mr. Levy and Mr. Temin show, only college-educated women have seen their compensation grow in line with economywide gains in productivity. The earnings of male college graduates have failed to keep pace with productivity gains.
Instead, an outsized share of productivity growth, which expands the nation's total income, is going to Americans at the top of the income scale. In 2005, the latest year with available data, the top 1 percent of Americans — whose average annual income was $1.1 million — took in 21.8 percent of the nation's income, their largest share since 1929.
By the time companies initiate conversations with older workers about what they can do to get those employees to stay, it's often too late, said Bruce Monte, director of retirement plans at PepsiCo, during a presentation at the WorldatWork Total Rewards Conference this month in Orlando, Florida.
These employees already have a date in mind and have discussed their plans with friends and family, he said.
A May 17 report in the local press that two U.S. senators posted letters on their Web sites questioning nine India-based IT outsourcing firms about their heavy and possibly illegal use of H-1B visas riled numerous Indian executives. The letters suggest that India-based companies are skirting U.S. immigration laws while facilitating the outsourcing of American jobs to other countries
Key to these efforts is Randy MacDonald, IBM's senior vice president of human resources. MacDonald came to IBM in 2000 after a 17-year stint at telecommunications company GTE (now Verizon Communications). Under MacDonald's leadership, Big Blue has continued its tradition of establishing HR standards. Aside from the leadership steps, IBM has done such things as experiment with training in virtual world Second Life and set up a database of tech consultants' skills, availability and billing rates.
Some of IBM's workforce decisions in recent years have been controversial, especially cutting thousands of jobs in the U.S. and Europe while expanding offshore. And last year, IBM announced it was freezing its pension plans for U.S. workers, offering a generous 401(k) plan instead.
MacDonald, 58, defends IBM's shift away from lifelong employment and defined-benefit pensions for U.S. workers with the hard-nosed language of a businessperson. "Sometimes taking tough action is ultimately in the best interests of the country," he says. Yet this son of a union local president is keenly aware of the importance of honesty and integrity in relations with employees and the broader public. [...]
But MacDonald, who reports directly to IBM chief executive Sam Palmisano, doesn't have much time to bask in praise or worry about criticism. Among other duties, MacDonald is in the midst of a $100 million project dubbed the Workforce Management Initiative. Announced in late 2006, the multiyear project is designed to catalog the talents of all 350,000 IBMers and help them upgrade their skills for the future.
MacDonald says he sleeps "like a baby" at night. But he's putting in 75-hour workweeks. "I want to deliver," MacDonald says. "This is a competitive company with a competitive culture. We like to win. And we like to do things right." [...]
MacDonald: We have seen marked improvement in our employee satisfaction index, which measures three or four specific things. Job challenge and job opportunity are two examples. In both cases, our index in the last couple of years has gone up by an amount that is statistically significant.
They just issued an absurd opinion that totally convolutes common sense in cases of pay discrimination against women. Lilly Ledbetter had worked for Goodyear Tire for 20 years. Late in her career, she learned that men doing the same work she did had been getting far higher pay raises over the years, leaving her salary some 40 percent lower than theirs.
Her 1998 lawsuit was backed by the government's anti-discrimination agency... until Bush came along. Last year, when Ledbetter's case reached the Supremes, the Bushites disavowed the agency and filed a brief on the side of the corporate discriminator. And now, Bush's two corporate-biased judges have – Big Surprise – embraced his and Goodyear's view of the case.
Alito wrote in the 5-4 opinion that the discrimination was irrelevant because, technically, employees must file a pay complaint within 180 days of having their salaries set. This bit of judicial activism completely overturns decades of federal policy and precedent.
More importantly, it's a ridiculous atttempt by Alito, Roberts, and gang to overturn reality. The corporate workplace is shrouded in secrecy and is hostile to anyone asking questions – so no one's going to know within 180 days that discrimination is afoot. What Bush's judges have done – on behalf of powerful corporations – is effectively to negate the federal law prohibiting workplace discrimination.
This is why it is essential to begin evaluating judicial appointees not merely on social issues, but especially on how they'll treat workers, consumers, the environment, and others abused by corporate power.
While women accounted for almost 60 percent of the U.S. labor force in 2004, according to the U.S Bureau of Labor Statistics, in the same period they accounted for 32 percent of the IT work force. Furthermore, according to a 2005 ITAA (Information Technology Association of America) study, women who leave the IT workplace are less likely than their male counterparts to return.
The perks mean free stuff for a crowd that could afford to pay its own way. After all, the median 2006 total pay for the CEOs at 386 Standard & Poor's 500 companies analyzed by The Associated Press was $8.3 million.
In 2006, the group's total amount of "other compensation" was $169.2 million. Besides all the cushy perks - which are considered taxable income by the government - many companies picked up the tab for those costs, too.
Bottom line: IBM pays below average salaries and wants to keep it that way for as long as they can.
Someone I know who works in HR says that the general attitude is that IBM pays a fair salary and if you think you can get more money somewhere else, you are welcome to leave. Everyone can be replaced with someone who will work for less.
Of the 386 Standard & Poor's 500 CEOs whose companies reported under the Securities and Exchange Commission's expanded disclosure requirements this year, salary accounted for only 9.5 percent of total pay. For the 11 CEOs in the group who earned more than $30 million, salary was just 2.7 percent of total pay.
After all the resource actions of late, the increased workload, the loss of innovative drive among my colleagues, the lack of good leadership and certainly the freezing of the pension after December, I've decided to retire at the end of November, assuming I don't get RA'ed before then. I certainly don't trust the leadership and figure they've got or found a way to screw those of us who stay beyond 2007 of our DB plan benefits. I am a second choicer and already know about the massive theft of benefits we 2nd choicers suffered in 1999. [...]
If I am not RA'ed, and the time comes (which is very shortly although I just read the old 6 month advance notice for retirement is now 60 days) to retire, why can't I just give notice, hand in my badge, only sign the Fidelity related papers and just walk away? I went through the steps to retirement recently and they are now asking us to sign "Covenants Not To Sue" and "Statement of Understanding" as well as other documents unrelated to the disbursement of my pension. Why sign them? Is there anything the company can do to stop my retirement payments or otherwise penalize me if I refuse to sign? Could they force my retirement payments to be held back until age 65? Why do I need to sign any of my rights away if I'm not going to be given any severance package, retirement bridge, etc.?
Your pension and the FHA are protected be federal ERISA law (even though the FHA never vests, and can be eliminated by IBM at any time, it CANNOT be withheld from specific employees for reasons not covered in the summary plan document filed with the DOL).
There is also absolutely no reason you have to give IBM a full 60 days notice before leaving, although it might be 60 days or more before your pension kicks in.
You *DO* have to fill out the pension paperwork and turn that in, unless you're willing to wait until you turn age 65 to collect benefits.
If adopted, the proposal could fundamentally alter how more than 160 million Americans get their health and retirement coverage, allowing employers a more arms-length approach to offering benefits. [...]
"This is middle ground between a total individualized system, which we don't think works, and single payer, which we also don't think works," says Mark Ugoretz, president of the ERISA Industry Committee, which drew up the proposal. "It retains the employer commitment and influence and offers universal coverage for all Americans." About 115 large employers are members of the committee named for the Employee Retirement Income Security Act.
But some consumer advocates see the proposal as an acknowledgment that employers want out. "This is the final death knell for employer-based health insurance, when big employers say they don't want to manage the benefits," says Jamie Court of the Los Angeles-based Foundation for Taxpayer and Consumer Rights. "If they don't want to manage the benefits, we should expand Medicare to cover everyone."
We hope you are enjoying your well deserved retirement from IBM. We are reaching out to you again to continue our focus on recruiting retired IBM employees who may have an interest in working as a temporary/supplemental employee. We are interested in learning more about you and your interest in returning to IBM.
There are three types of opportunities that we are recruiting for; on-call (maximum 999 hours per year), part-time (20-32 hours per week) and full-time.
On-call supplemental positions provide a great deal of flexibility based on the needs of the business as well as the amount of time you desire to work. Hours can vary from none to 40 hours in a week as well as from week to week. Flexibility also exists to only work during specific months of the year should that be desirable. There are a variety of positions currently available and employment is not guaranteed and hiring decisions are made on a competitive basis. There are many types of positions we are currently hiring for nationwide:
If you are interested in being considered for one of these supplemental positions, please apply via the IBM external employment website a http://www.ibm.com/employment/us Select the option to "submit your resume". When submitting your resume, on the second screen (or step), there will be a section that asks "How did you hear about us?" Please select "Other", then "Other [Please Explain Below]" and then type "Current IBM Retiree" in the box provided. On the Search IBM Jobs page, under Job Type, please select Full Time Temporary/Supplemental and Part Time Temporary/Supplemental.
Cisco Systems Inc. has struggled with the attrition of workers at outsourcing firms in India, Israel and China that develop software for the firm, said Jan Roberts, Cisco's senior director of its central engineering tools & services group.
Cisco first used outsourcing firms to supplement teams in the U.S., she said, but found that the attrition rate was "terrible." After that, she said, Cisco sent core projects overseas, so that developers at outsourcing firms "don't feel like we are giving them work we don't want to do." Since then, she said the attrition rate has been cut significantly.
The company now is struggling to ensure that its intellectual property is protected in projects sent to outsourcing firms in China, Roberts added. Cisco is working to create an automated process of separating key pieces to ensure it is not sent overseas, she said.
The U.S. is near the bottom, with the average wage earner able to count on a government-mandated pension for just 52.4% of what he got (after taxes) in his working days--and higher-income workers even less. But the picture at the other end of the scale (dominated by Continental Europe) is misleading. Most of these governments haven't put aside money for pensions. As the ranks of retirees grow and workforces do not, countries will have to either renege on commitments or tax the hides off future workers. [...]
In the Netherlands--"the globe's No. 1 pensions country," says influential retirement-plan consultant Keith Ambachtsheer--the average retiree can count on a pension equal to 96.8% of his working income. Ample money is set aside to fund pensions, and it is invested prudently but not timidly. Companies contribute to employees' accounts but aren't stuck with profit-killing obligations if their business shrinks or the stock market tanks.
"It was causing her some pain," Ms. Hatcher said. "And then, of course, it was a Friday night. Overnight the whole thing blew up and it turned out to be an abscess."
Where to get a dentist on a Saturday?
Luckily, Ms. Hatcher's best friend is married to a dentist who was more than happy to open up his office that Saturday. But he needed an assistant. Ms. Hatcher volunteered.
She digressed: "I hate the dentist... . Just my whole life, you know. It's the worst. I would do anything to get out of going to the dentist. Really. Anything."
But Ms. Hatcher stood there like a trouper as the dentist examined her daughter's tooth. "He sees it is an abscess, and he has to do surgery," she said. "So you, I'm trying to — I hate it. I'm squeamish. I'm going to throw up, and then I'm trying to pull it together...
"So he does the Novocaine and gives her a little of the gas. She is perfectly fine, because she's going, 'I love the dentist. I want to come here every day.' And then, of course, I'm thinking, 'Can I take a tank of that home? Because that is really what I need.' "
And so on. The story, of course, had a happy ending. Ms. Hatcher's daughter was fine. Mr. Letterman got to tell a raunchy dentist joke. The audience was amused, and Ms. Hatcher eventually exited to a robust round of applause.
I was particularly interested in the segment because just a few hours earlier I had filed a column for the next day's paper about health care for children. The column included the story of Deamonte Driver, a homeless 12-year-old from Prince George's County, Md., who also had an abscessed tooth.
Now, if I had been in Ms. Hatcher's position, I would have done exactly as she did. I would have knocked down doors if necessary to get help for a child in distress. So this is no criticism of her. It's an illustration of the kind of stunning differences in fortune that can face youngsters living at opposite ends of America's vast economic divide.
Deamonte needed his tooth pulled, a procedure that was estimated to cost $80. But his mother, Alyce Driver, had no health insurance for her children. She believes their Medicaid coverage lapsed early this year because of a bureaucratic foul-up, perhaps because paperwork was mailed to a homeless shelter after they had left. In any event, it would have been difficult for Ms. Driver to find an oral surgeon willing to treat a Medicaid patient.
Untreated, the pain in Deamonte's tooth grew worse. He was taken to a hospital emergency room, where he was given medication for pain and sinusitis and sent home.
What started as a toothache now became a nightmare. Bacteria from the abscess had spread to Deamonte's brain. The child was in agony, and on Feb. 25 he died.
There's a presidential election under way, but this sort of thing is not a big part of the campaign. American children are dying because of a lack of access to health care, and we're worried about Mitt Romney's religion and asking candidates to raise their hands to show whether they believe in evolution. I'm starting to believe in time travel because there's no doubt this nation is moving backward.
Twenty years later, the newly installed Clinton administration made health care reform a priority. Insurance premiums had risen by more than 3,000 percent since the Carter administration; clearly, something had to be done before health care bankrupted the American economy. But a multimillion dollar campaign, including shamefully deceptive TV ads, was launched by the insurance industry, and the Clinton reform initiative not only failed but was replaced by a reform that not only further empowered insurance companies but reduced medical services and physician salaries while increasing out of pocket expenses to the insured!
Now, as the presidential election season is heating up, candidates are presenting their plans for how to fix a health care delivery system that is so sick there is a reasonable question as whether to take the patient into the emergency room or just head straight to the graveyard. Interestingly, in 2007, no one seems willing to talk about a universal health care program that cuts insurance companies out of the system. Insurance and pharmaceutical companies have become so powerful that no politician who has even the slightest hope for winning an election will dare to challenge them. Our democracy is not "for sale" because it has already been purchased, and the owners are the for-profit corporations in the health care field. There are three lobbyists for every elected official in Washington, D.C. representing the pharmaceutical companies, which is why any legislation addressing medical services or prescription meds is written by and for insurance and pharmaceutical companies, not the elderly, the ill or the poor. [...]
From a perspective of sheer greed, we should provide universal health care so that we can export products rather than jobs. It makes no sense to just demonize the insurance industry because for-profit companies have no motivation for self-regulation. For them, the sky is not the limit. They are interested in patients in the same way that fleas are interested in dogs; that's just the way capitalism works. For the sake of our country's economic future and for the sake of our very souls, we must make basic health care available to everyone and at a cost that allows people to still earn a living wage. We must regulate the insurance industry until such time that we can do what every other developed nation in the world has already done: make it unnecessary.
On the Democratic side, many of the candidates are proposing to subsidize private insurance purchases for the uninsured. Most likely, this would actually wind up bringing the insurance companies billions in new income, while in some cases failing to serve the neediest individuals. As Steffie Woolhandler, the Harvard doctor who has compiled voluminous data on the structure of the industry points out, tax credits, medical savings plans, and other subsidies are next to meaningless to people without jobs or money. What good is an income tax credit if you don't have an income? And why, for that matter, is universal health insurance presented as such a bright shining promise, when, more and more, people who do have insurance continually have to jump through hoops to get the coverage they pay for?
The numbers of U.S. workers enrolled in such plans through their jobs (excluding dependents and those in firms with fewer than three workers) grew only slightly, to 2.7 million in 2006 from 2.4 million in 2005, according to the Kaiser Family Foundation. Most do it because either their companies give them no choice or the premiums are the cheapest. Enrollment is growing faster on the individual market and among sole proprietors, but that may be because the plans are often the only affordable option. [...]
One reason for the frustration is the uphill battle many consumers describe in trying to shop for their health care. Six years ago, Howard Katz, an industrial-design research consultant in rural eastern Pennsylvania, bought a family health plan with a savings account and a deductible that is now $5,650. But getting specific price information on which to base purchase decisions for MRIs, doctor visits and blood work has been difficult, he says. And the money in the health savings account gets spent; only once has enough remained to roll over to the next year. Now, he says, he has rejoined a company as an employee after working on his own, and one of the perks is regaining traditional health coverage. "Now I don't have to act like a medical examiner anymore," he says.
Endicott, N.Y. -- In response to job cuts, job shifting to low cost countries and declining working conditions at IBM Corp., employee representatives, IBM union officials, IBM Works Council representatives and members of the International Labor Federations will hold an emergency meeting in Paris.
This historic meeting will be attended by IBM employee representatives from 12 countries. The meeting is being sponsored by IBM Workers International Solidarity (IWIS), the CFDT -- Confederation Francaise Democratique du Travail -- and the CGT -- Confederation Generale du Travail..
Lee Conrad, National Coordinator of the Alliance@IBM, a local of the Communications Workers of America, AFL-CIO, said, "IBM workers in many countries are facing a serious decline in working conditions, job security and salary. IBM Corporate management is aggressively reshaping the company to the detriment of employees and customers. There is also a serious concern for employees with collective bargaining agreements that IBM will use job shifting to low cost countries as a hammer to demand concessions. If that happens all employees suffer."
IWIS Coordinator Jean-Claude Vilespy said, "This meeting is a unique opportunity for IBM unionists to get together to discuss how we can best meet this crisis and develop action plans to protect the interests of our members and employees at IBM."
Other issues of concern that will be discussed are:
In the weekly LEAN status meetings, upper management is advised that yes there are problems, but we are overcoming them and that LEAN is working. You know, as well as the rest of us, that LEAN is NOT WORKING at ALL, execept to the point of its true intent! I know that you are in the same boat [yes, the sinking ship!] and that your future depends on the successfull implementation of LEAN. I can tell in my conversations with you, that you know this, but there is nothing you can do. Your solution to this back log is to work more overtime.
I feel like a sheep, herded into the corral and slowly being proded to the slaughter house gate. Why would I or anyone else work more overtime? I/we should work 60/70 hours weeks, just so you can justify to upper management that, yes LEAN is working. What's in it for me? A little more time on the job? I don't get paid for any overtime hours! IBM bills the customer for my overtime. What does the customer get in return? Nothing! But, as usual, IBM turns a profit.
Whatever happened to the IBM Values we used to live and respect? Where are truth and integrity today? You tell us we can not miss target dates, change them if you must. Do whatever it takes to get the work done and on time. As long as line management continues to white wash LEAN to upper management, the LEAN initiative will continue on. Therefore my days are truly numbered. It is just a matter of time.
Why would you expect me/us to sacrifice our families and our health in a frutile attempt to bail you out of this neverending mess, that we had now part in creating? I for one do not intend to work one more minute of overtime, than I did pre-LEAN, except in an emergency "outage" condition. I guess I still feel I owe that to my customers (not sure why though?). Again, I ask, "where are the IBM Values of yesterday? Where is the Truth? Where is the Integrity? Where are the Ethics?" Gone with yesterday's employees? Sincerely, -BOHICA-
Organization and unionization at a minimum puts some resistance and accountability in their path and will slow the train down. Publicity on this web site has already caused them to slow the process of elimination. In the mean time, cease and desist in providing adequate knowledge transfer. Do not train your replacements. Let them sink or swim on their own merit. The exec's will make it a condition of employment to prop these folks up, so play the game. But don't pass the requisite knowledge. It's time to push back.
Only by uniting can we make a stand and interject a little sanity into our current situation. Third Level support, you should join us too!! Without us, the evil empire will suffer a serious setback. Despite the little spirit initiatives orchestrated by a bunch of mindless (or clueless) minions, Miller, Cropper, and Diggleman do not care about you! Loyalty is a two-way street. -Organizer-
Alliance reply: There is no way for us to know whether IBM's customers are monitoring our comments sections, unless they tell us. Most posts we receive, are "anonymous", or without email addresses. We get plenty of flames, suggested violence, vulgarity, etc. that we will not post, for obvious reasons. If any of IBM's customers identified themselves as such; we would post their comments under the same scrutiny we use for everyone else. We do not advocate disparagement of IBM's business. Our advocacy is about organizing toward a union contract to represent non-management employees. We believe a union contract can only make IBM a better company.
I responded to his statement very nicely and politely by giving him my verbal notice of retirement on July 30, when I take a position with a competitor. After overcoming the shock of my statement, he asked me if I was upset, I responded that I was feeling ill and going home for the rest of the week to recuperate. Maybe I'll see the doctor on Friday if I feel like it so he can say I'm better and fit to go back to work on Monday. I'm going to love playing hooky and taking it easy for the next 45 days.
Second line called my house and my wife answered, telling him I was ill and sleeping. He asked about my leaving IBM, she told him she was very happy with my decision. When asked what I plan to do next after retirement by the second line, my wife said she had no idea what it would be, but it would certainly something that is better than IBM. "1" performance rating, 93% utilization and just starting a mega buck engagement that now is in jeopardy with lots of contract penalty clauses. Screw them. -Making it Painful for the Boss-
So what are folks that are PBC "1", "2+" and "2" performers who are grossly and obscenely underpaid to do? I say unionize and get fairness!!! If not, then I guess they should all quit this cornhole that calls itself an American corporation cause IBM isn't fair in regards to pay practices. The person that wrote that article on "pay, performance, merit, retention" on this website (if you haven't read it: READ IT NOW): You are 1000% correct in your observations! Even with this IBM so called change in pay philosophy, guess what? it isn't any change at all! By and large: IBM UNDERPAYS and PRACTICES PAY DISCRIMINATION TECHNIQUES to most of it's employees. -MBA and TCA @#$%-
Vault's IBM Business Consulting Services message board is a popular hangout for IBM BCS employees, including many employees acquired from PwC. A few sample posts follow:
There was client resistance due to suspect service levels when wages were 25 cents on the dollar. Service quality will experience a significant drag to begin with as the swarm of new recruits has moved left in the talent distribution curve. The hope is that a rise in the composite experience levels of the country's workforce will rise to more than compensate for the increase in wages, but over the last ten years of this, I haven't seen it. There are certain skill and profile gaps that are intractable and insurmountable. From the article:
"Smaller time zone differences, strong language skills and a sharper understanding of their clients needs, have added to the appeal of Romania, the Czech Republic and Hungary". Hmmn….where have I heard that before?!
If they want to continue on to the next level, they will need to wipe out the residue of many centuries of having a rigid and inflexible approach to human interaction, make English the official language, and change their vaunted engineering schools to teach business, philosophy, and the social sciences. Of these three requirements, the latter is the only one that has a chance, but that just won't be enough to get the job done.
This site is designed to allow IBM Employees to communicate and share methods of protecting their rights through the establishment of an IBM Employees Labor Union. Section 8(a)(1) of the National Labor Relations Act states it is a violation for Employers to spy on union gatherings, or pretend to spy. For the purpose of the National Labor Relations Act, notice is given that this site and all of its content, messages, communications, or other content is considered to be a union gathering.


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How Do You Measure Success On A Worship Team?
By Jon Nicol
How does a worship team measure success? What does winning look like?
For some worship teams I've led, we asked, "Did we avoid a train wreck?" If the answer was yes, that Sunday landed in the "win" column.
Avoiding a mid-song meltdown is a good thing. But once you move past mere musical survival, what does success look like?
Some would say excellence.
Unfortunately, measuring excellence for the worship team is subjective:
- Did I worship well?
- Did I do a good job inviting and encouraging others to worship well?
- Did I have musical and technical…awesomeness?
Measuring our success is tough. But measuring our failure? That's easy:
- My head was stuck in my music stand the entire set.
- She closed her eyes the whole time and ignored the congregation.
- He botched two transitions.
- You fumbled the words on that verse.
- I came in late on that bridge.
It's tough to improve when you're chasing some vague notion of "excellence" with no tangible milestones to gauge progress. And, "Try not to suck," is not an excellence-inspiring goal.
But think about this: If I'm trying to lose weight, what's my measure of success?
The numbers on the scale.
The fit of my fat pants.
The number of my chins.
Now, if I'm serious about losing weight, those can't be the only things I measure. Those are known as "lag measures." They show up after I've done the work. I can't stand on the scale and will it to read my college-freshman-year weight.
What determines the scale numbers are other numbers:
The kettlebells I swing.
The amount of water I drink.
The carbs I consume.
And the late night snacks I avoid or devour.
Those numbers, in goal setting terms, are called "lead measures." Lead measures are what you can influence and predict.
If I hork down two Big Macs and a strawberry milkshake several times a week, that's predictive behavior of a severe muffin top.
So what if, instead of just relying on our typical post-service excellence-analysis, worship team members and leaders started measuring the behavior that produces excellent worship leadership on the platform.
I'd like to suggest the behavior we start to measure is engagement.
Here at WorshipTeamCoach.com and at WorshipWorkshop.com, we teach that worship team members need to engage in seven critical commitment areas. (Get a free PDF with these 7 Critical Commitments.) >>
But there are three engagement/commitment areas that we can hone in on which will both predict and influence successful platform leadership:
1. Engaging with God.
If this area of commitment and engagement isn't happening, forget about it. Everything else is in vain.
I've had too many seasons where I looked good on the Sunday stage but wasn't worshiping God off-platform. Jesus had some choice words for people like me (Matthew 23).
Remember this: Our platform worship will never exceed our private worship.
2. Engaging the congregation.
Lead worshipers, just like the Old Testament priests, have a dual role of worshiping God and serving the people. Too many worship team leaders and members on the platform close themselves off physically and relationally from the congregation they're supposed to be leading.
3. Engaging with the music.
Engaging with the music involves everything from learning and practicing it (before rehearsal, please), rehearsing it as a team, and then playing/singing/mixing it on Sunday.
So as I close up this article here, let me give you a few "lead measures" for successful worship in each of these engagement areas. As a team, talk about how you can work at these and hold each other accountable to these lead measures, as well as others that you come up with.
Engaging with God:
- A daily practice of creating space to worship God and allowing Him work in me.
- Worship with the same enthusiasm on the Sundays I'm off the platform as I do on.
- Practice community and accountability with a few trusted friends.
- Intentionally create space the night before services to prepare spiritually.
Engaging the congregation:
- Prepare my music to the point where I can be free to express worship (and engage something other than my music stand).
- Intentionally practice good platform presence during rehearsals and run-throughs.
- Watch videos of previous services to assess my platform presence.
- As a team, plan out how each song should "look."
- Spend time getting to know and love the people of the church that I'm leading.
Engaging with the music:
- Listen to the music…a lot.
- Learn my songs before rehearsal.
- Arrive at rehearsals and soundchecks before the posted start time.
- Listen to and interact musically with the other vocalists or band members.
- Spend that extra time between rehearsal and the service to internalize the songs.
So just imagine if your team got intentional about measuring these things. Not only will it transform your worship ministry, but probably your entire church.
I'd call that a win.
This article first appeared in the January 2018 Issue of Worship Musician Magazine. Check out more "better by Sunday" articles from [WM].
Free Worship Team Training Class
Develop your team in all seven commitment areas—intentionally (and easily).
Sign up today for the free, on-demand video class. These seven, short teaching videos come with discussion guides and team member handouts.
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