text:
Alden Ulery is one unique chef. He not only grew up in the original Loaf and Ladle in Exeter, but has worked at most every single restaurant and eatery in Portsmouth, and beyond.
Alden Ulery is one unique chef. He not only grew up in the original Loaf and Ladle in Exeter, but has worked at most every single restaurant and eatery in Portsmouth, and beyond.
Let us call Alden a very local, local chef.
"I grew up cooking," said Ulery. "My mother owned the Loaf and Ladle in Exeter and Stockpot. I was always in the kitchen as a little kid." Alden has a magical smile as he relates his childhood experiences.
"I was in the kitchen at Loaf and Ladle in Exeter, slicing bread," said Ulery. "I know I was thinking I was helping much more than I probably was helping." Yet, despite having a mother and brother in the business, Ulery did really start as a dishwasher and general helper.
"I think it really helps to start as a dishwasher," said Ulery.
"It's the best way to learn portion control and what the people out there are really eating." To give but a small sampling of where else Ulery has worked, let us name The Rosa, Karen's, the Stockpot, Muddy River, the Friendly Toast and more that shall not be named. Ulery even ran the very first Dos Amigos truck.
Ulery left Portsmouth for a bit to sample the outer world and get a taste of a new venue. He was lucky. He worked at the Trellis in Williamsburg, Virginia, beginning low and ending up as a sous chef.
"It was the best experience I could have had," said Ulery. "I learned that high end food can made out of everything. Everything we served was bought local and fresh." It was a smooth ride from being the pantry chef into becoming eh sous chef, with many stops in-between.
Now, Ulery is very happy to be back in Portsmouth and has been the executive chef at the Loaf and Ladle in Portsmouth since it opened.
"I've come back home," said Ulery. "It's just wonderful to be here again and making soups and sandwiches for our new restaurant." All the soups at the Loaf and Ladle are made daily, from scratch. Whatever fresh is on at hand from Golden Harvest, they get, explained Ulery. Seasonal is very important and even more so with soups.
"Our patrons have their favorites," said Ulery, "and the Iberian chicken soup is one of them. Also, the chili and chowder are always on demand." What is the key to a good soup?
"That's easy," said Ulery. "Good ingredients. Not over-seasoning and not throwing in a handful of herbs." Get this, home cooks. Don't over season. Cook your pasta or rice separately and add at the last minute to your soups, said Ulery.
Another tip from Ulery is how to bake rice. Saute some onions in olive oil, then add the rice and water. Bring to a boil, stop. Cover and bake in an oven at 325 degrees for 20 minutes. Perfect rice every time.
Where does Alden Ulery eat when he's not cooking at the Loaf and Ladle?
"Always out. I don't cook for one, myself, at home. Never. I go out... I really love Four and Massimo's," said Ulery. "And, of course, I love the Friendly Toast. The Toast is always consistent and just good food." The secret of a good sandwich?
Ulery smiles.
"The bread, fresh-baked and good bread." The bread from Loaf and Ladle in Portsmouth is delivered every morning from the Loaf and Ladle in Exeter, where it is made every morning, fresh.
Condiments help, too, with a good sandwich.
"Our red onion marmalade is just great on the grilled cheese," said Ulery, "and this is one of our most popular sandwiches. You can't beat it." There are more, many more. The apple chutney chicken sandwich is always a hit. Also, their veggie burger is growing in popularity.
"There are so many people who want to eat vegetarian and our veggie burger is really, really good," said Ulery. "I am happily surprised at how popular this is becoming." Okay, now. How about some tips for the home cook?
"A very sharp knife," said Ulery, not missing a beat. "The sharper the knife the less likely you are to cut yourself. It just makes sense. A dull knife will slip when you slice an onion and you'll be cut." Also, Ulery advises home cooks to never, ever rush. Don't even think about it. If you are making a roux, do take your time. If you rush it, you will burn it and have to start all over again.
While it is not quite kosher to give out to the public a secret restaurant recipe, Ulery did amplify some on their popular Iberian soup. The secret may be in the slow sautéing of the onions, raisins and nuts. Slow cooking and deglazing.
"Deglazing is very important," said Ulery. " this means that when you add the wine to flash heat it releases the seasoning and aroma out of the pan." In their chicken soups, they use a natural proportion of 60 percent white meat to 40 percent dark meat. This works.
Ulery is planning for more broth based soups. Less dependence on beans and lentils and lighter flavors.
Ulery may be a complex and adept, experienced chef, but his mission is simple.
"I like the idea of feeding people," said Ulery. "it's the least I can do." And, one last note on those amazing tattoos Ulery sports on his arms and parts unknown. He took designs and art from produce cartons.
He cut them out, ripped them off. He took them to his own tattoo artist. Now, they are a living part of him.
Check out not only the food, but Ulery's most amazing tattoos, at least those on view. They are not unlike the best of fresh produce. The vibrant colors are astounding, if not lacking in aroma.
Ha! As if they should be.


text: Our mouse femoral vein catheters have a 1Fr polyurethane tip segment that transitions to 3Fr polyurethane that is specially extruded for a perfect fit with 22ga mouse Vascular Access Buttons™. Features and lengths vary to suit surgical preferences. Minimum order quantity is 5 pieces. See the table below for detailed specification sheet.

subset: commoncrawl


text:
Andy: We need to make sure everyone is standing on the same deck. So a point of revision is necessary.
They should all have a briefing on where we are at and how we got there, and that will include the Mind map and the website.
Somewhere early in the piece we need to offer them an opportunity to say your missing this and this etc.
An issue is when do we introduce the first provocateur.
Ross: for those of you who were there and those of you who weren't this is where we got to 18 months ago. Can you now offer information into this process on how the world has changed over 18mths? I don't think that would take too much time.
Hugh: disagrees and thinks it could take a whole half-day workshop to do that, just collecting all those ideas. Not saying its bad.
Ross: agrees but thinks it wouldn't take too much to set it up at the workshop and then take say 2 hrs collecting feedback
Hugh: we may need to do this offline through a website.
So may need to be done before the workshop.
Andy: can do a briefing paper beforehand and they will all have access too the website
Hugh: we are probably not going to be able to cover all the issues on the mind map, as we've got them at present. So we need to work out a way of reducing them.
Ross: There's already a drama in that because we can say "heres what it looked like 18 mths ago. These are the key issues.. These seem to be well in foreground. And these ones seem to be in the background. And then there'd be 2 hrs of saying hey look how this ones come right up. Look how that ones fallen away.
AM: I think that approach you are talking about needs methodology and a really good facilitator. I'm thinking about what we got before where we had people sitting around with obviously a lot to say, but it doesn't come out unless our methods are thought out about the way we want it to. (We all discuss the needs for a facilitor who has the tools/strategy to do this)
Hugh mentions Oliver in Business who can do this sort of thing.
Hugh: One other key thing we've got to do is to pull out what's hot and what's not. And we need to remember we are going out 10years. So the facilitator needs this level of discernment in feeding responses.
Hugh: Should we talk to Christine about it or Ross Dawson?
Ross: says he would be happy to ride shotgun with someone.
Outcome for 1st workshop is getting the issues revised.
Philip: raises the question of how provocateurs fit into the process?
Hugh: responds that you would want to have some of them is the issues workshop as well.
Philip: responds that the original idea was that they would be specialists.
Andy: we have the possibility of the 2hr session where we get everyone on the same deck. We've been through the issues. Broadly speaking the issues on the paper are right or they are not. Now before we go any further we want to bounce your minds outside. Heres Joe or whoever.
Hugh: I like that idea.
Ross: And you say " Joe you've got 30 minutes"
Hugh: The "Starbursts"
Andy: "You've got 30 minutes, you're not asked to sit here and argue a case"
Philip: you could have the faux naive person, or the person who just sees the world in a different methodological way".
Andy: and that's where I think Joe would be interesting because he looks at businesses entirely outside the businesses.
Where there might be issues in areas the management are not taking them in.
Mark is discussed but as someone who has a fixed vision of the future and is not necessarily a thinker.
Hugh: In truth that s how a lot of futurists are, which is why you need a variety of these people.
Andy: and we have to be careful we don't lead our participants down a path into thinking they are getting into the business of "predicting". And that's Marls thing. But you'd let him in for ½ hr same as Joe and then you'd say, you're out of here.
Hugh: Once you start smattering starbursts in there you start to head towards a 2-day workshop.
Andy: What I'm suggesting is we do one at the first forum, 1 at the second and maybe we do 1 at the third just to keep pushing peoples ideas around.
Hugh: I like the idea of 2 so that we have almost opposite ones in the same session.
Ross: yeah have 2 then you go to lunch and bring everyone back and you recover.
Philip: yes you really have to wake them up otherwise you do just predict.
Andy: do we need a gap between speakers?
Ross: I don't think so.
People discuss the size of the participant group.
Andy: we were aiming to keep it at a core of between 12- 15.
Andy: (talking about facilitators) discusses AFTRS 2 unlikely facilitators, a professional couple doing it for a long time. They didn't know AFTRS business but they were stunning facilitators. They forced the room without appearing to do so to do a whole lot of work. They took a brief absolutely splendidly. I watched them and they were just enjoying the process. One of them is an ex actor and ex director. And the other one is a hard-core but most unlikely facilitator. If you got off track he was in to you like a knife.
Annmarie: that's what we need.
Andy: so we could provide the meaty stuff, brief them, I think they would understand that, much more than having facilitators who have their own agendas.
Hugh: I think that's good.
So our aim out of this workshop is to validate the Mind map and highlight the key issues.
Andy: and to drive them if can, within a month into the second workshop. It's about having a real burst of energy within a short time frame so people feel they've stepped onto the deck, and now they've climbed onto another deck.
Philip: Is number 2 literally more scenario planning?
Hugh: to a lot of people out there, their mindset is that scenarios are still stories to be written at the end.
Now when we get to the second one, what were actually offering is that were not going to write the full stories as such. So this is where its going to be very different. Very different from almost every other scenario planning project. So we've got to really think about what comes out of the second stage. The 2nd stage would be normally the preparation of some rough matrixes for one sort of rough story, or the points. And you'd either turn that into something you'd present as a story that comes out of that 2nd workshop. So in the 3rd workshop you've done a bit of research and the teams written up the story, and you actually do the presentation. And that's how most people would look at how you do scenario planning in the corporate business world. Where we're different here is, we're not actually saying we're going to get to the point where the stories are actually written.
Andy: I think we are but were saying there would also be ……
Hugh: No the point is we're saying is up to you guys to go outside this workshop and write the stories. That was the structure we came up with in the last iteration of it. And we may even encourage them to go back and write the stories; we may even get people in the media school here to do it.
Now this is quite different.
Ross: remember we said we'd be proposing the scenarios rather than the stories.
Andy: I agree with that.
Hugh: but the people in the industry may be used to expecting stories. Maybe an adequate outcome is we give them the bullet points and tell them to go away and do whatever they like with them.
Ross: At one stage we were talking about a moment where we go to people one to one and say we've got these scenarios give us your story in 30 words.
Andy: Absolutely, but I think we should do that on day one. I think we should actually be sourcing that all the way through.
Ross: Yeah get them ready for that. Which helps establish that idea that this is atypical scenario planning. Two things we're doing something different from traditional scenario planning. And we're definitely not doing targeted prediction. We're doing the development of narrative ability.
Hugh: and what your talking about goes back to an idea we put on the table some time ago where we actually do really want to get the participants stories early and then we can actually put them together. So by having a little statement at the start we have s troy from them that we put into the process.
Andy: I'm not sure it's a statement from the start. I think what it is, is from the very start and I think Ross is the perfect person to do it, round the table they're being hit, without warning, with a question on it, "Tell us a story about that… tell us a story about that particular thing, what IP means for channel 7"
AM: when you say from the start do you mean workshop 1.
Andy: yup
Ross: It wouldn't be the main thing but it would be a taste.
Hugh: It would be a capture, and that would be in addition to the issues that are already on the table, and if they actually did that when they went in to do the issues they are probably more primed to work on issues.
AM: so that comes somewhere in the event.
Andy: I think it just should be all the way through it. So that as they get towards the scenarios they feel more comfortable with the idea they don't have to be massive essays. The stories and the way they are told don't have to be large. We get them into the area of thinking about stories and out of the area about thinking about structures.
AM: that's something the facilitators will need to know about and how to do it.
Andy: that's right.
Hugh: we have to be very careful then because a lot of facilitators versed in scenario planning will traditionally 1) try to go to either a matrix approach or 2) go for fairly large written stories and productions. Whereas I think a key point on delivery of our one is really a skeleton, scenarios being the skeleton, being a little bit of short statements, a little bit of commentary, and a set of broad points which represent updated themes. And then we say "look heres the scenario logic so to speak which is what were promising, you go write the stories".
And then we may have a third workshop, or we may actually get a whole lot of people to come in and (…….lost it due to outside noise)
Philip: and we record all these verbatim, so we've then got a catalogue of stories. Are there any constraints on this? I mean I'm thinking of the story, not the scenario? Do we say to people " tell this in the past tense, from 10 years out"?
If you don't want people to predict then you are going to have a hard time stopping them from doing that, unless you just say " stories are usually in the past tense. Its 2016, tell us the story of ah.. web publishing or something". If they back announce it so to speak .
General hubbub.
Andy: That's great idea. So you're saying "this is how it was in 2007, how did you get to where you are? What is the story?"
Hugh: I think you'll find this is in the ACA one. But it's not explicit.
AM: What is it?
Philip: Well if you're going to tell a story, the tense of it is what matters. You don't want people to predict. You don't want them to say "oh but if…if the govt reduces the ABC's budget and support for ABC online is given to someone else" then that's a total fiction. If you say, " you're the head of ABC Online 2016, tell us your story", and the story might be , "I've just been sacked because there's no work for me to do, because etc.
Ross: I really think the Paul Roberts challenge is on. When he said what I don't see in there is back casting.
Hugh: and that's mostly central to most projects. It's dealt with differently.
AM: can I ask about the dynamics of the first workshop? That sounds really interesting to do but we are also asking them to do something else. We want them to come out with a revision of the issues. So how do those two things sit together?
Ross: I think that the narratising stuff is just a taste in the first session. The main task is review and revision.
AM: the narratising is like playing, they're playing.
Andy: It does play to what's on the paper though because you might well get 3 stories all of which say, using Philips example, all of which say "look that looked like a big problem in 2006 but it turned out not to be a bog problem because two bits of legislation got passed which did this, this, this which are logical steps.
Hugh: It's really to start to back cast what you still haven't forward cast.
Philip: well my sequence about this would be more or less later than in the first one. See the first one as consolidating and opening up the menu. And the second one is providing resources. And the third one is making people think narratively, in my view possibly retrospectively, with those resources. So you end up with a thousand flowers blooming.
Andy: you've got to have fun all the way through.
Hugh – you've got to have fun and fear. And the fear is, and this is important, this is where the scenario-planning project will pass or fail. Most scenario planning workshops have a process where you have to develop a picture or image way outside the predictive zone, that is why whatever we talk about issues, the facilitator has to take them on a journey away from what they know.
Andy: yep
Hugh: and there's different ways of doing that. Some facilitators will just get in there and blow away all their conventional views of the world and make em completely fearful and uncomfortable and then meld them back together to look at a problem. Um the food ones from what I find can come up with at least a starting story or skeleton, " a day in the life of an executive in 2017, in this new industry".
Now that story is not going to be the full story but it could be a story that at least gives a frame of reference where they can start exploring that world, and then they can bring back all the issue and back cast. Back cast is really important because you're out there building tis world in the world that's not really there and then you have to bring feasibility back in. You've got to map a path back to the world you've created out there with all the issues you've got here. Now the backside of it and what the predictors tend to do is they look at all the issues and extrapolate them out as far as they can, which is usually only about 2 or 3 years. Very few people get beyond the current politics.
So it's almost the art of looking at our mind map and writing a set of stories, or principles or bullet points or news lines or whatever or a movie or something that stimulates the group and gets them into that zone " lets think about what happens in there".
That will be the success of the project-if we get that rights and we get the group going then they start to think about ideas out in that world and then come up with tag lines, principles and stories.
That could be right at the start of the issues workshop before we go anywhere, we take em out, then we go back to it…..or….. we could get them just warmed up on the issues and have that early on in the scenario workshop, the second one, or even further than that.
Ross: There's a lot going on in the issues workshop but you could actually do this quite quickly if you do it as an intensive long range/duration thing, or you could do it quite quickly as part of "this is where we got to 18mths ago, we had all of these main issues, these ones on the foreground, these ones in the background… if you looked at it that way, you could dream up a story such as this one. That takes 3 minutes to tell… and then you kind of leave it alone. You just say this is the provocation that we got to 18mths ago.. hang that story up.. what we're going to do is look at this field of issues again and see how they've changed in 18mths…. Just by telling that one example story .. we've just hooked them into that imaginative world.. we haven't marched through it for very long.
Hugh: well that's the job of the whole project, to march them through that world, to build that world.
AM: theres this and the provocateurs and the "play sessions"
Ross: I don't know that they're play sessions…. They're "moments". There just moments of taste. They're saying, "This is what's going to come up in the later sessions". If tis managed well.
Hugh: what are we actually talking about here?
Andy: These are these tiny injections of .. we're having this conversation here and Ross suddenly drops on you the question of "the Darknet" in other words the black side of the Internet, um the darknet overtaking the web .. and the darknet so whats happened?
You've got literally a minute to tell a little story.
Hugh: Yep that's good.
Ross: then we have 3 minutes or so of puzzling over that then, we move on and we're off it.
But the provocateurs one is a very contained session. So it feels to me like we've got 2hrs, 1hr then break for lunch.
Andy: 1hr of a real buzz. Then I would of thought on this structure in the afternoon is our first pass at chopping that (the map) up, making sure that were still all on track but chopping them down into something bite size…… So that we we're ready for Philip's structure for the second one.
Phillip: I'm a bit of an old academic here (hubbub ensues)
Hugh: talks about us now having a running sheet for the workshops.
Phillip: but we will have at some point later on a session where … it might be the long session…where the main game is storytelling.
Hugh: Yes and I think what were getting to here is whether that's the 3rd.workshop or whether we actually end up having a cluster of outputs that could be workshops or sessions or groups of people producing those. I think one of the outputs we do have as part of the project eventually is to present, literally these outcomes at a relevant industry conference… so I'm not sure whether that ends up being the 3rd workshop here, or it ends up being a whole set of events and activities and different outputs.
Philip: At one point down the track you actually use the narratives to provoke the group, the industry and other partners and they say "my god I wouldn't have thought that was a story that could be told… that s what you call…….
Hugh: It's essentially the production of the narratives. What were actually saying here is STEP 2 is actually not quite what it is. I would have thought step 2 is getting to the scenario logics which is where we actually said we were going to… and then the narratives come out of that. And that essentially to me is a step 3 where a group may actually present a set of formal stories out of what they've done, which could be out of a participant group. We could actually get another industry group to do it. We could throw it over to students in the media school and they could produce or write something. We could actually take it to our business people here our MBA people and get them to write something. Or we could get a whole lot of different people. In the end we get all sorts of different stories and outputs. To me that is actually Step 4.
Annmarie: we are just focusing on the participants here (eying the workshop diagram)
Andy: the participants must have the first go before we start taking it outside. These 14 people are the people who are going to take it back right across the industry.
Hugh: No what I'm saying is ultimately, say we do the issues workshop, then we do the scenario building workshop… so what were really debating here is the output that comes out. As I see it at the moment what they will probably take out of it is a little bit of commentary and then a wholes set of statements or themes that actually they could write stories from. Now we may decide to get the participants to still write a story as a group and that's OK.
Phillip: you don't want them writing literally, you ant them telling stories. It's got to be oral. Other wise its not going to work in the group way.
Ross: Now Phillip 5 minutes ago you said that it looked like the 3 stages to me.
Phillip: Well for me, the 1st is what we've been discussing which is provocateurs. We come in and we say where were at and we get them to see the resources that have been floating around for them to work with. I had a kind of a middle stage, which I call scenarios, and resources where we probably put things together, rather than others. And the 3rd stage is just getting people to tell us.. tell us.. tell us, where we provoke them and then we get them to look at all the stuff they've done.. then we go back to people and say that's was what you told us.. and we do get stories they appear in the past tense… and people tell them literally, orally. If they sit there and try and write them that will close them off, and that's not what you want.
Hugh: What you've spelled out is actually the original project plan, which was; you actually had that sort of star workshop. Then you have the team actually writing and applying research to it before the second workshop. And even after the second one where you might have rough narratives or a matrix. Quite often it's actually that little team of us that end up writing the story, or helping people in small groups write the story, which is then presented. So that actually makes the thing in effect a 5-step process.
Andy: (to Phillip) can I just be clear, what's your middle?
Phillip: My middle one is us. But I didn't think of scenarios as narratives. I think conceptually- I'm thinking of theatre sports for example, what people perform, the narrative, they utter isn't our business. But uhm… The resources they draw and choose from to make those stories up is something we have to be able to give them very clearly. But we need I think as a group to go and do that.
Andy: Am I right is saying Philip that your saying the 2nd forum doesn't include…..(drifts off mike)
Phillip: the 2nd stage of the thing isn't a public forum. It's us working on what came out of the first one, and producing some tasters. Then what we say is we want a lot of these things, with a very open but nevertheless, free process to the storytellers. But I mean the third one (2nd workshop) might not be everyone in the same room. It might be small groups of people going off and um going for it.
Andy: So Item 2 is us. Item 3 you're saying is not necessarily plenary
Phillip: No
Andy: Its groups?
Phillip: Its production
Andy: telling stories to our direction so to speak. Is there a 4?
Phillip: Yeah 4 is perhaps then going back and throwing stories at people from your first group maybe – and saying. I mean you might and you might not say to them …well look heres all the provocations and stories that people come up with … 100 of them… you've got to read them and come back…we go through these… and people might want to do some more or so……so the thing does kind of open up.
Andy: If that's the analysis what's the capture?
Phillip: well I thought we were saying…. there is no end to the project… the project doesn't finish with us saying…"and therefore in 2017…….we'll all be out of a job" rather it ends up with us saying…."we've got a facility, maybe a web facility in fact…..where people can continue to explore possibilities through these processes.
Andy: I think we've got to give them more than that.
Phillip: I'm not saying we shouldn't give them more than that. But it's a way of signalling that the project isn't finished, so to speak.
Andy: oh I accept that. But what they're expecting one way or another, is a set of stories, or what lead to the stories which are the scenarios, what they're excepting is a set of those, so that as businesses, they know that .. almost everything that is going to happen … is captured one way or another. (the critical uncertainties). So that they actually know they can use those stories .. And they can say "if that happens, how might it impact on my business"
Phillip: Yeah I think that's consistent.
Andy: But you're saying hundreds of stories.
Phillip: well not hundreds.
Ross: No, no but what we do… lets say we get 100 …. We say "thanks very much we're going away to a quiet space for a while", and we do pattern analysis on those stories.
Annmarie: and later a report to the industries.
Hugh: that's why.. sorry to say it for the 5th time but….that's why we are looking at a 5 step process, where we've got 3 workshops for the forum bits and there's 2 bits for us. One is the issues and then us going and analysing and working on that and then we have the scenario production, which I think we said we'd get as far as the logics but not necessarily the narratives or the stories. But at that stage we have to go off and do some more analysis. If you look at the original project plan this is actually what we proposed. So we have the 4th step where we look at what came out of the production of the losgics and then we have a 5th step, which is actually doing the stories… which can be with the group and/or with other people.
So I think where Phil's really added to this is to remind us that the project is not just the 3 forums or workshops, it's the work we have to do between them. That what we're really talking about, what are we doing in between them? And we're saying we make them distinct steps. As against saying this is just a diagram about when we meet them.
Usually also when your analysing the back casting you've got to look for evidence that there are really early signs of this out there.
We need to take a little bit of time to think about the outcomes.
Andy: you're going too far. Just step back 2 seconds. What is a potentially viable calendar for this?
We then go into the calendar plotting stage and conclude meeting.


text:
Mysterious package from California filled with pot found in Myrtle Beach area
Horry County police were called out to investigate when employees at a Myrtle Beach-area business found a package filled with marijuana Thursday morning.
The address is blacked out in the Horry County police report, which notes officers were called to George Bishop Parkway by the management of a business about a suspicious package.
A man told police a strong scent of marijuana was coming from the box. Police were called after what looked like marijuana was found inside the box when it was opened.
Officers said they saw several packages of what appeared to be marijuana in the box, which came from California.
The box was collected by police, who said it would be destroyed. The incident report notes the case is marked as administratively closed.


text:
How to migrate database from a server to another server.
Step 1 until step 3 are done on source server
1. Login as the postgres user
type the following command in linux prompt(in my case, ubuntu)
[email protected] - postgres
when i did this,i got authentication failures.
this is because by default, no any password assigned to the postgres superuser
we should explicitly SET the postgres user password using something like below command :
[email protected]:~$ sudo passwd postgres
Enter new UNIX password:****
Retype new UNIX password:****
passwd: password updated successfully
2. On postgres shell, execute pg_dump in order to copy the database on source server to a file with extension "*.bak" (actually it can be
other extensions as well, please google if you want to know other options)
[email protected]:~$pg_dump name_of_database > name_of_src_db_file.bak
the resulting backup file reside in the below directory:
3. copy the resulting file to the destination server.
You can do this by FTP or even better you could use sshfs to create a directory on which you can access destination server.
Step 4 until step 6 are done on destination server.
4. On destination server delete old database (this may not be necessary, but for testing purpose i wanted to make sure)
[email protected]:sudo -u postgres dropdb name_of_old_database
(*)Check if the database has been deleted by typing "\l" command to show the list of available databases.
[email protected]: sudo -u postgres psql
5. Create new blank database by issuing the below command
[email protected]:sudo -u postgres createdb name_of_new_database
6. Migrate database using below command:
[email protected]:psql -h localhost -U postgres name_of_new_database < name_of_dev_db_file.bak


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The Fifth Doll
by Charlie N. Holmberg
I'm a huge fan of Holmberg, having read all of her "Paper Magician" series and loved them. I did avoid this one for awhile, since I didn't enjoy her "Followed by Frost" novel that much, and based on the title and cover, it looked like it might be more of the same. But eventually, curiosity got the best of me, and I picked it up.
I'm glad I did.
The story follows Matrona, a twenty-something girl in an idyllic village. And you know, things are just a little too perfect. One day, she returns a paintbrush she finds on the sidewalk to Slava, an old man in the village. He's not home, but she explores his house anyway... and finds dozens of matroyshka dolls. These are the dolls that are made of wood or ceramic and have littler dolls inside of them, nested until the tiniest doll is very small. Slava discovers her and forces her to open her own doll -- with disastrous consequences.
Holmberg was a student of Brandon Sanderson and it shows (in a good way). She's got a knack for coming up with incredible magic systems and deriving enjoyable, fun stories around them.
If you enjoyed Uprooted or any of Jeff Wheeler's books, you'll probably enjoy this one.


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I am trying to find out how well diabetic monitor themselves at home and how closely the doctors monitor those tests done at home. Can you give me any direction as to who I might talk to?
By monitoring, I will assume we're talking about blood sugar testing. There are no hard and fast rules about this. In a patient who is well controlled, stable and well, the frequency of testing may be quite low (perhaps 5 tests per week) while in someone who is unwell (e.g., with 'flu') it may be appropriate to test every few hours. What diabetes teams suggest and what patients do are often radically different. Doctors and nurses do look at results but only after considering other factors that may contribute to them. Every clinic, every doctor and every patient is different so there is no point in trying to generalise. My view is that, if blood sugars are all that's talked about in the clinic, then there's something seriously wrong with the consultation.
Original posting 27 Jul 96
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This Internet site provides information of a general nature and is designed for educational purposes only. If you have any concerns about your own health or the health of your child, you should always consult with a physician or other health care professional.
This site is published by T-1 Today, Inc. (d/b/a Children with Diabetes), a 501c3 not-for-profit organization, which is responsible for its contents. Our mission is to provide education and support to families living with type 1 diabetes.
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Planner (Scheduler, Administrator) MEAR71687
Riverside Direct delivers asset management for The Riverside Group; including gas servicing, repairs and maintenance, and planned works. Riverside Direct is part of The Riverside Group's wholly owned subsidiary. Riverside Direct care for over 11,000 properties spanning over 74 local authority areas in England.
An excellent opportunity has now arisen for a Planner to join us at our office based in Dartford.
Within this role, you will be responsible for monitoring and maintaining PDA control allocation and will monitor daily work volumes ensuring efficient use of resources to meet turnaround timescales. Whilst ensuring employees have the workload to allow them to perform to an optimum level at all times, you will also provide supporting information on operative performance levels.
In order to be successful in this role, it is essential that you have an understanding of the construction industry, including trades, materials, processes and safety.
Good IT knowledge (inc. HHT devices) will also be required, along with strong organisational skills necessary to manage and organise own workload.
Above all, the successful Planner will possess a strong customer focus with ability to motivate others with the passion to thrive.
Once you join the family, you'll have online access to a range of voluntary and flexible benefits, including...
· Training and development
· Long service and additional holiday leave - Colleagues who stay for a period of time at Mears are rewarded for their service.
· Seeing first-hand the impact you have on the lives of the people you support
Mears Group PLC and its subsidiaries are Equal Opportunities Employers
This is a Blue Octopus Recruitment Ltd vacancy who are operating as an employment agency. Once you have clicked to apply for this vacancy, we will then send you more information on the role including a copy of the application form via email.


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Kerala Medical Services Corporation Limited (KMSCL) has recently invited applications for the 3 post of Assistant Manager on Contract basis. Candidates who's age is not more than as specified in KMSCL jobs notification and having qualification of B.Tech/ M.Com from the University/ Institute recognized by the Government of India with relevant experience (if any) are eligible to apply for the post.
Jobs Opportunity in Kerala Medical Services Corporation Limited (KMSCL) details:
- Assistant Manager (Internal Audit) – 02
- Assistant Manager (Electrical) – 01
Educational Qualification:
- Assistant Manager (Internal Audit) – M.Com in Accountancy with 2 years experience
- Assistant Manager (Electrical) – B.Tech in Electrical with 2 years experience
Age Limit:
Candidate should have born 01/04/1983 or Later
Selection Procedure:
Candidates have to appear for Written Test and/or Interview.
How To Apply:
Eligible candidates shall send their application form along with required details to the below email address:
Email to : firstname.lastname@example.com
Important Date:
Form Submission Last Date : 08/08/2018
Click here for Job Notification
Reader's are requested to follow KMSCL official advertisement for complete details.
Latest Related Job Alerts


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A few weeks ago when I was working in Leeds, I made good use of my lunch break by hitting the shops. You see, I live in a small Cheshire town where there are hardly any clothes shops, never mind decent ones. My usual place of work in Salford is a laboriously slow tram ride into Manchester city centre, even though it's only a few miles away. So when I get the chance to go shopping I hit the ground running…usually to Zara. That's where I happened upon this green midi dress (well, one identical to it) and I was straight in the changing room with it.
To my surprise it looked much better on than I'd anticipated so I quickly bought it and headed back to work. It was only when I looked more closely the next day that I realised it had a tiny hole in the back. As I don't live near a Zara store I thought I'd order one online and then return the faulty one. So that's what I did…and I also ordered a few other things too…only to qualify for free delivery, obviously 😉
The combination of bright green and yellow mirrors the colours in my garden at the moment, I love this time of year.
When planning what to wear with this dress I immediately though of these yellow shoes. The combination of bright green and yellow mirrors the colours in my garden at the moment, I love this time of year. That gave me the idea of teaming this green midi dress and pineapple bag together. It's not the most practical bag, but it adds a fun element to the outfit. The chunky Les Nereides bracelet completes the yellow accents.
It's fun to combine two bright colours together, and this emerald green dress offers plenty of options. For a more toned down look I'd style it with tan sandals and bag, but gold would work well too. The belt is detachable so I might play around with some different ones. Dresses with a waistband never sit on my natural waistline because I have a long torso, so I do tend to struggle with belts. Given the option I'd buy dresses from a tall range and have them taken up at the hem, but there isn't one at Zara. Maybe they're missing a trick!
Do you ever struggle to get clothes to fit just right? If so, how do you work around it? I'd love to hear your tips!
Zara green midi dress | Carvela shoes (old, similar) | Floozie pineapple bag (similar) | Les Nereides bracelet (from charity shop, similar) | Kenneth Jay Lane ring (old)
Last week's favourites were…
Suzy Turner, Robin of Penn & Quill and Ruth of My Little Nest!
Disclaimer: This post contains affiliates links which means if you click on them and/or purchase via a link I may earn a few pennies, at no extra cost to you. This helps towards the running costs of the blog and is very much appreciated.


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Freirean Theory, Critical Pedagogy and Action Research: Common issues and views
Danai Tsiami
Teacher, Postgraduate Student, University of Crete
Abstract: The aim of this paper consists on articulating the common issues and views of Critical Pedagogy, freirean theory and Action Research and particularly of its critical tendency. The inquiry being undertaken revealed their common epistemological grounds and dialectical approach, namely the dialectical nature of the relation between theory and practice, as well as between society and person. Furthermore, it revealed the emphasis being given from every approach on the need for pedagogical theory and research practice to fulfill a deliberating role, in order for the emancipating person to conceive its active and participatory role on the understanding of social correlations and the nature of its engagement in the transformation of society. Critical, synthetic and reflective thinking, as well as the emphasis on the epistemological and methodological aspects of dialogue and the establishment of collaborations have been identified as crucial for the fulfillment of such an objective.
Full text available only in Greek


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November 30, 2006
A restaurant worker has tested positive for Hepatitis A infection. Dr. Brenda Cholin, Medical Health Officer for Prairie North Health Region states �The risk of transmission of this virus from the worker to patrons of the restaurant is small however to minimize the risk, Hepatitis A vaccination will be offered to persons who ate at the KC Steakhouse restaurant from Monday November 20 to Tuesday November 28.�
The vaccine will be available from Public Health at the Community Services building next to the Lloydminster Hospital beginning at 1 pm today. The vaccination clinic will be open today until 8 pm, Friday Dec 1 from 8am to 8pm and Saturday Dec 2 from 10am to 8pm.
People who ate at the KC restaurant from Nov 20 to 28, but who live in communities outside Lloydminster may contact their local public health office for vaccine.
People who have been vaccinated with 2 doses of Hepatitis A vaccine for travel or other reasons, or who had Hepatitis A illness in the past, are immune to this infection and do not need more vaccine.
Hepatitis A vaccine will give protection if received within 14 days after contact with the virus. If it is more than 14 days since contact there is no preventative vaccine or medication. People are advised to watch for symptoms of hepatitis A infection and contact their doctor if they become ill.
Hepatitis A is a viral infection which affects the liver and causes fever, tiredness, loss of appetite, nausea and abdominal discomfort followed by yellow jaundice a few days later. It is usually a mild illness lasting 1-2 weeks but may be more severe and last up to 6 months in some people. In general adults become more ill than children. Most people recover completely without complications. This type of hepatitis does not cause long term infection.
Hepatitis A virus is shed in the feces of an infected person and is spread from person to person by direct contact with an infected person or indirectly by eating or drinking food or liquids contaminated with the virus. Occasionally it may be acquired through sexual contact or blood transfusion. Infected people are most infectious for 1 to 2 weeks before they become ill and remain infectious for about 1 week after they develop jaundice. Handwashing particularly after using the bathroom and before preparing food minimizes the risk of spread.
The public may call the following for more information about hepatitis infection or vaccination:
Residents of Saskatchewan HealthLine - 1 877 800 0002
Residents of Alberta HealthLink - 1 866 408 5465
Media Inquiries contact: Dr. Brenda Cholin (306) 446-6400


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I wasn't sure of the protocol of using people's original songs for a dance, so when I started thinking I'd like to dance One More Step and When My Heart Is In a Holy Place, I thought I'd just contact composer Joyce Poley and ask her what she thought. She's delighted with the idea and supportive and while curious doesn't feel she needs input on the steps.
These two songs are in Singing the Living Tradition and Singing the Journey, Unitarian song books.
Congratulations to Joyce Poley, winner of 2014 Silliman Hymn People's Choice Award.
For Keepers of the Earth http://www.uumn.org/silliman-anthem-competition


text: Grid View List View Latest Most Viewed Most Commented Prologic Last Meter – Simple bottom bait boilie rig with Adam Penning 2755 2nd December 2016 Prologic's Adam Penning talks us through the simple bottom-bait rig he uses when targeting the 'less-clean' areas of the lake bed. Back to the Secret Garden 1950 2nd December 2016 Back to the lovely Secret Garden for a few days in the spring. Carp action, tips and tactics. The Secret Diaries of Dave Lane – Part Two 1718 2nd December 2016 Part two is a super length special! Prepare yourself for Carp action – lots of it!! Carp Fishing with Simon Crow at Weston Park 1865 2nd December 2016 Simon Crow fishes for a week at the amazing Weston Park run by RHFisheries. He catches a handful of dark old carp and enjoys a quality session in a stunning setting. Rainbow 2016 the island 1731 25th November 2016 Welcome to the rollercoaster ride that is Rainbow,this video documents two of my trips to whats undoubtedly the best lake in the world were my dreams of finally catching a rainbow monster has come true……. Rainbow wasn't going to give up one of its gems easily as it made me ride this emotional rollercoaster rite to the very end. I hope this video does the lake justice and catches all the emotions and passion i have for carp fishing. *PROLOGIC 2017* – Field Test in Paradise with Adam Penning & Enrico Parmeggiani 1737 25th November 2016 Prologic Brand Manager, Enrico Parmeggiani is joined by UK Consultant, Adam Penning to put Prologic's brand new 2017 range through their paces on a wild, untouched European water. *PROLOGIC 2017* – How to create the perfect Helicopter Rig with Adam Penning 2074 25th November 2016 Prologic's UK Consultant, Adam Penning shows us how to create the perfect Helicopter Rig. 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Targeting big carp – Full length feature DVD with Dave Lane 2244 18th November 2016 Dave Lane and Marc Coulson of Total Carp Magazine head to the Quarry Fishery in Essex in pursuit of big carp! In this full length feature DVD Laney reveals his tactics for big carp, and talks through his TF Gear and FishSpy carp fishing tackle. ***CARP FISHING TV*** DVD Carp Fishing Edges Vol. 4 FULL 3.5hrs 1233 18th November 2016 Carp Fishing Edges is back! Volume 4 brings you carp angling variety in abundance. The DVD is presented by Ian 'Chilly' Chillcott who also has his own section pitting his wits against the wealth of big commons residing in Farriers Lake in the Cotswolds. We head over to Linear Fisheries Hardwick/Smiths Lake where England International Mark Bartlett employs maggot tactics in tough conditions. Mr Carpy himself Mark Pitchers is back taking on a Challenge that takes him not only out of the UK but also well out of his comfort zone. Lee 'Mozza' Morris makes a return visit to Orchid lakes in February, with the hope that the spots he found before will produce again and Lewis Porter, Steve Spurgeon, Mark Pitchers and Garry Patterson all head over to Gran Canaria to bank some absolute stunners in the warm winter sun. As you would expect from an Edges DVD there are plenty of tips and tactics that you can pick up along the way, that will no doubt give you an edge in your fishing this year. Avid Carp Next Level Carp Fishing Volume 2 1265 18th November 2016 The lad's head of carp fishing – targeting tricky big fish venues from around the UK. We'll covers all the tips and advice you need for carp fishing at different styles of venue, something you can incorporate into your own carp fishing in 2016. Korda Masterclass 3 – European Canals 1329 18th November 2016 Korda Masterclass 3 – European Canals Korda Masterclass 3 – Pop-Ups 1294 18th November 2016 Korda Masterclass 3 – Pop-Ups Korda Masterclass 3 – Long Range Fishing 3142 18th November 2016 Korda Masterclass 3 – Long Range Fishing CC Moore – Seasons of Carp – Summer Reflections – Full DVD 1258 14th November 2016 In our summer episode, we visit a number of venues with some of the countries best anglers as they bring you a whole host of tips, tactics and techniques…and of course, some magnificent carp! 1234567Last Subscribe To Bivvy Tube http://www.bivvytube.com/subscription-confirmed/ Subscribe To Bivvy Tube Simply enter your name and email address to subscribe to our latest updates and newsletter. Subscribe Bivvy Tube Our Latest Videos Prologic Last Meter – Simple bottom bait boilie rig with Adam Penning 2755 2nd December 2016 Back to the Secret Garden 1950 2nd December 2016 The Secret Diaries of Dave Lane – Part Two 1718 2nd December 2016 Carp Fishing with Simon Crow at Weston Park 1865 2nd December 2016 Tweets by @bivvytube Other Carp Fishing Related Websites Everything you need to know about bait boats from Bait Boat World. North West Carp fishing forums.


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Are you an employment solicitor in the Glasgow market and available for a contract that will run for at least 12 months?
If so, I would like to hear from you.
My Glasgow client, due to impending maternity leave, can offer a solicitor a years contract at assistant level within their thriving employment department.
You will be required to take on a varied caseload of claimant files, and deal with matters relating to redundancy, unfair dismissal, unlawful deduction of wages, equal pay and holiday pay claims.
Solicitors with confidence in appearing at tribunal are of particular interest given the nature of the work and you will ideally have operated primarily for the claimant throughout your career. That being said, consideration will be given to candidates with relevant respondent experience.
Consideration will be given to candidates of PQE levels up to four years post qualified, including newly qualified solicitors with an employment seat.
For additional information, please contact me via the details provided.


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Two become one
27th Sunday in Ordinary Time
October 4, 2015
Upcoming revival and healing Mass
Cali boy
Laurel woman
Diff Types of healing
29% Catholic divorce
80%. Cohabitation divorce
4%. NFP divorce
Marr prep
"Success depends upon previous preparation, and without such preparation there is sure to be failure." – Confucius
Two become one
One flesh Union
Like the Trinity
When? At Consent READ
Uncle Mike
Male female
Union at consent
One flesh Union
Christ and his bride, church
This Sunday's Gospel (Mk 10:2-16) gives me a chance to make a few points about the
glorious sacrament of Holy Matrimony in my homily and this bulletin reflection:
"But from the beginning of creation, God made them male and female.
For this reason, a man shall leave his father and mother
and be joined to his wife,
and the two shall become one flesh.
So they are no longer two but one flesh.
Therefore what God has joined together,
no human being must separate."
Podcast: Play in new window | Download


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Assistant Coordinator, Academic Change
Description: Working under the general direction of the Director, Academic Programs, Planning and Quality Assurance, and working closely to support the Coordinator, Academic Change, the Assistant Coordinator, Academic Change is responsible for supporting a wide-range of high-level and confidential activities related to the creation, review and closure of academic programs and units as part of the University of Toronto Quality Assurance Process which encompasses all undergraduate and graduate programs (more than 150) and 50-70 units at the University of Toronto. With a particular responsibility for contributing to the provision of expert advice relative to academic change across the University, key responsibilities include contributing to the management of a large volume of complex correspondence for the Director, Academic Programs, Planning and Quality Assurance and the Vice-Provost, Academic Programs that is directly relevant to confidential strategic planning and decision-making around the delivery of academic programs, the selection of senior academic administrators, and faculty resource decisions; supporting the development and implementation of new policy initiatives involving assessment of the norms at peer institutions, analysis of existing policies, tracking and analyzing input from assessments of how these may be received by sectors of the community; and acting as a liaison with members of the Provost's Office at every level, with senior academic administrators and staff across all Faculties; and with senior staff in external institutions including other Universities.
Qualifications: (MINIMUM)
Bachelor's degree in a relevant discipline required or an equivalent combination of education and experience.
Minimum three (3) years' recent and related experience in a university environment. Experience in undergraduate and graduate program structures, standards, and expectations and/or governance and/or quality assurance required. Demonstrated experience presenting information and with project coordination.
Advanced analytical and computer skills. Advanced skills in MS Office Suite (Word, Excel, PowerPoint), E-mail (Outlook), electronic calendar organizer (e.g., Outlook), Adobe Acrobat Professional. Excellent demonstrated Internet-based research skills and website editing skills. Familiarity with ROSI or similar student information system.
• Excellent oral and written communication and interpersonal skills.
• Strong analytical and organizational skills.
• Proven ability to synthesize large bodies of complex material accurately.
• Exceptional attention to detail and accuracy.
• Demonstrated ability to coordinate projects and see them to completion.
• Managing multiple deadlines.
• The ability to identify urgent matters of high importance.
• Ability to develop and deliver briefings on decisions, operational issues and reports.
• Good judgment about when to consult before taking action in sensitive situations must be applied regularly.
• Exercise accuracy and attention to detail with confidential information and correspondence.
• Exercise a high degree of sensitivity and discretion with confidential strategic and labour relations information.


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Harley Polk
- Arrest Number: 18113
- First Name: Harley
- Last Name: Polk
- Middle Name: Davidson
- Current Age: 27
- Booking Date: 2017-04-18 15:36
- Race: W
- Sex: M
- Arrest Date: 04/18/2017
- City: Natchez
- State: Mississippi
booking information
Harley Polk was booked on 2017-04-18 15:36. Polk was arrested by in Natchez, Mississippi. Polk was 27 years old at the time of the arrest.
Harley Polk may not have been convicted of the charges or crimes listed and are presumed innocent until proven guilty. Please contact the for more information regarding arrest records.
We are not affiliated with the and we cannot make any claims as to the validity of the records provided by them.


text: Starch has produced a wide range of conceptual retail design-build projects for adidas Basketball and Action Sports. Our strategic approach takes consumers through a retail journey that attracts their attention at the storefront window, engages them on the sales floor, drives them to the product and ultimately converts the experience to sale. Our aim is to heighten the emotional impact through every stage of the journey. Our approach is to develop concepts at levels of Good, Better, and Best to accommodate stores with varying execution budgets to ensure that the storytelling is flexible yet consistent and achievable throughout all retail fronts.


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German: Golf Club Weisstannen Tal
Located in a small alpine valley this course offers some challenging elevation changes. It playes in a gorgeous alpine value scenario along the river of "Seez". Players visiting this course can enjoy the sight of some extremly rare spezies either fauna or flora. Please protect this fragile natural environment at best knowledge and responsability.
In order to avoid Tonguebreaking for our english speaking friends, the club decided to go with it's english name.
Here some impressions on the course:
As there are only 9 holes the club decided to play a special layout on competition days. Here some impressions:
As there are 2 seperate sets of T-boxes and pins for each round, it is the players responsability to play from the correct T-box to the correct pin. Any ball ending up in the wrong hole on any green has to be placed within 1 clublength of that wrong hole, not nearer to the correct hole and to be replayed to the correct hole taking a 1 stroke penalty.
Find this as "White Fir Valley GC (comp)".


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She's seriously sexy & she likes the American Pie films - Check out polly777's PV profile ...
Hey there,
Was feeling naughty in the fur so thought I'd take some pics and share.
Let me know what you thinkg.
Get complete and unrestricted access to all photos and videos - Upgrade Today
No Account? Register for FREE


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Steven FechterOberon Associate Member
Brad Fryman
Oberon Founding Member and Co-Artistic Director, Brad's bio appears on the Executive Committee page
Oberon Core Member
William Tatlock GreenBill Green is thrilled to be working with Oberon again, having done Taming of the Shrew and The Miser in Oberon's early years. Other favorite credits include Bruno in Krankenhause Blues, Pete in Clucky the Brave Little Hen and various roles in Boomerang Theater's evening of Stoppard one acts.
Oberon Associate Member
Don HarveyDON HARVEY is a graduate of the University of Michigan, The American Conservatory Theatre and the Yale School of Drama. In 2008 he played Dan Rittman in Ghost on Fire for Oberon. He has performed in over one hundred plays including The Glass Menagerie, True West, American Buffalo, The Lion in Winter, Macbeth, What the Butler Saw, Sweet Bird of Youth, The Homecoming and A Lie of the Mind. He has worked regionally and in New York with such noted directors as Tony Giordano, Michael Greif, Mark Brokaw, Michael Maggio, John Tillinger and Sam Shepard.
Don's television credits include Miami Vice, Walker Texas Ranger, The Pretender, New York Undercover, NYPD Blue, ER, and Medium. He is featured in over thirty films including The Untouchables, Casualties of War, Eight Men Out, Die Hard 2, The Last Dance and American Heart. Last year he appeared in the film Anamorph with Willem Dafoe. He is very proud to have made his directorial debut in 2007 with Oberon Theatre Ensemble's Sweet Love Adieu. Member AEA. Check out his website – www.donharveytheactor.com.
Oberon Associate Member


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Welcome to Views, Reviews & How-Tos, the linky where anything goes! Add two posts about absolutely anything and discover new blogs along the way.
Views, Reviews & How-Tos Linky 12 featured linkers
Another featured post about mental health comes from Emma Reed who talks about counselling and includes input form other bloggers too. My next featured post is from Chilling With Lucas about the importance of outdoor play (I totally agree with her, even though I'm not very outdoorsy).
Diary of a Reading Addict and Mummy Mama Mum are my top commenters again, thank you lovelies!
What the linky will do for you:
- I will add the featured posts to StumbleUpon which will increase your traffic. (Previously, I added every post but StumbleUpon wasn't keen on me adding so much content and was disregarded what I added).
- I'll pin your posts to the linky Pinterest board.
- I'll tweet all the posts linked up.
Backlinks for grabs!
Each week the top interacters(s) will receive a backlink and my two favourite posts will be featured in the following week's linky.
That's at least 3 backlinks up for grabs!
- Link up your post and comment on one of the host's posts (I may be linking one post from each of my sites Mummy Saver, Money Maker is me too.)
- Comment on the post before yours and at least one other.
- If you link up two posts please comment on one extra post.
- You don't have to, but sharing is caring, tweeting the posts you like helps that blogger out.
- Leave a little #RVHT hashtag at the bottom of your comment so we know where you've come from and I can count the top commenter more easily.
- If you share anything on Twitter, be sure to add #RVHT to the tweet!
Grab the code and add it to the posts you link up.


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Episode #15 – White Chocolate Cherry Cookies
Sunday, March 13th, 2011 | 2 Comments
Watch as Lauren and Jon stuff their face holes with sugary decadence. And Jon gets confused about how this kind of dessert belongs on a vegetarian cooking show at all.
Episode #14 – Garlic Mac and Cheese
Sunday, February 27th, 2011 | 10 Comments
Jon and Lauren are back--drinking, making lude comments about sausages, and whipping up delicious macaroni and cheese...with tofu.
Episode #13 – Filthy McNasty
Sunday, May 30th, 2010 | 9 Comments
This is the kind of idea only a true drunk could have.
Episode #12 – Rhubarb Pie
Sunday, May 23rd, 2010 | 6 Comments
Julie's birthday bash is complete with some decidedly bitter dessert.


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ACME Group has won 80 MW in a tender in the Indian state of Telangana and signed a power purchase agreement (PPA) in the neighboring state of Chhattisgarh for another 30 MW of PV projects.
The company emerged as the successful bidder for 80 MW in a 500 MW tender held by Southern Power Distribution Company of Telangana Limited (TSPDCTL).
ACME will invest an estimated $107 million in the Telangana project. The group will also sign a 25-year PPA with TSSPDCL and Northern Power Distribution Company Limited of Telangana (TSNPDCL) for the 80 MW plant.
ACME founder and Chairman Manoj Kumar Upadhyay said the company offered its full support to the state in achieving "the dream to bring power to every house by 2019. With this addition, our solar power portfolio has reached 502.5 MW and we are on the way to generate 1,000 MW by 2017."
In Chhattisgarh, ACME signed a 25-year PPA for 30 MW of PV projects with Chhattisgarh State Power Distribution Company Limited at a tariff of INR 6.46 ($0.105) per kilowatt hour.
ACME estimates the Chhattisgarh project will cost some $40 million. Work on the plant is scheduled to start in June.
Last month, ACME received final approval for $100 million credit facility from the Asian Development Bank. The company will use $50 million to develop 100 MW projects in Rajasthan and the remaining amount of the loan for upcoming projects.
The World Banks International Finance Corporation (IFC) has also provided ACME with a loan of up to $34 million for the 100 MW project in Rajasthan as part of the countrys Jawaharlal Nehru National Solar Mission (JNNSM). The IFC also put up nearly $12 million for the companys 25 MW solar project in the state of Madhya Pradesh, commissioned early this year.
ACME has an existing portfolio of 422.5 MW, including 160 MW in Andhra Pradesh, 100 MW JNNSM Phase II Projects in Rajasthan and other projects throughout India. The company aims to generate 1 GW by 2017.


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Detroit Jokes
A: They had pictures of Tigers players on them and people couldn't figure out which side to spit on.
A: A kid dressed up as a Pension Plan.
A: Early and often!
A: Studying the Miranda Rights
A: Frequent Flyer Miles earn points.
A: The bucket.
A: City Council will change the cities nickname from Motown to LessTown!
A: They're both empty from the neck up.
A: The prostitute gives value for the money she takes.
A: Approving waterboarding for the City Council!
A: An urban renewal specialist
A: They are willing to pay Amy Winehouse and Lindsay Lohan by the ounce to help out with snow removal
A: One is a bottom-feeding, scum sucker, and the other is a fish.
A: They both look good until they hit the ice!
A: Drool.
A: Can you afford fries with that?
A: He's still registered to vote in Detroit!
A: Lunch-Time!
A: So much that hookers are exchanging sex for Ice Melt.
A: Walter Ray Williams, Jr. knows how to throw a strike.


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The church's kneelers have Biblical motifs. They were made by a working bee of over 90 parishioners during the incumbency of Bishop Arthur in the 1970s. The motifs on the kneelers were taken from a number of set patterns but parishioners also provided designs of their own.
The kneelers feature in some of the seasonal calendars on this web site: 2005 Advent Calendar | 2005 Lenten Calendar | 2004 Advent Calendar
Photographs: Revd Linda Anchell.


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Funny Shelby
This morning while we were chatting Shelby and I had the following conversation ...
Shelby: "Mom, do you know who the most important guys are?"
Me: "No, Shelby. What do you mean?"
Shelby: "The most important men in the world are Noah, Santa, Jesus and God."
Who knew Santa ranked up there with God, Jesus and Noah?
Funny Shelby


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According to HCI (Human Capital Institute), less than one quarter of organizations feel they have a strong enough talent pool to fill their most important positions. And, as the number of new jobs is expected to continue to outnumber the candidates available to fill them, especially as the baby boomer generation retires, that could pose a real problem for many employers. If growing and maintaining a solid network of talent—for current and future hiring needs—isn't at the top of your recruiting strategies list, it needs to be.
Generating interest in your organization and the jobs you have available is the first step in building a strong talent network. Here are some strategies that can help.
Use automated recruitment options – In addition to posting on job boards and your own website, there are many options now available for getting your job openings in front of your desired audience. Working with a vendor who offers things like automated emails and messaging, cloud-based recruiting software that works directly with social media accounts, and specialized tools for automatically engaging with potential candidates will greatly enhance your recruiting efficiency and effectiveness.
Create enticing job ads – Understand who your target audience is and speak to them directly with your ad. Make the job title interesting and be specific about the key responsibilities and expectations. Convey your company culture and use an inviting voice that sells people on why it's a great place to work. Try using video and great graphics. And don't go overboard on the details. Put your top few serious requirements that you're unwilling to compromise on in the description, but don't list unnecessary restrictions that could alienate good people.
Put effort into a positive candidate experience – Be sure you are making it easy and inviting for candidates to join your network and apply for jobs. Make it simple to find your organization's job offerings; offer single sign-on so they can access multiple websites with just one user name and password; use applicant-friendly job applications that integrate with social media; and always respond quickly and kindly to your job applicants.
You also need to ensure that recruits don't lose that interest halfway through the process. To keep them engaged, show them that you have their best interests in mind and that remaining in your talent community will open them up to good opportunities.
Make it personal – Responding to applicants with personalized messaging doesn't need to be complicated or time-consuming—but it does need to be fast. There are many automated options that can provide an immediate response while still adding a personal feel. At the same time, a personal phone call still goes a long way in making a candidate feel valued, so make the effort to reach out to people you don't want to lose.
Talk about success – Be specific about expectations and opportunities. Appeal to the people who are likely to be well matched to a job by pointing out what success in the role entails. And talk about the skills they get the opportunity to use. By focusing on challenges, results and success, you'll keep ambitious people interested.
Be honest – If the individual doesn't seem to be the right fit for the current job, that doesn't mean he or she wouldn't be great for a future position. So, don't alienate good candidates by giving them false hope or mixed messages, and then never getting back to them. Telling applicants you'll be in touch soon, keeping them hanging on when you have no intention of hiring them for the job, is not only rude, it will also reflect poorly on your company.
Stay connected – Actively engage with people who show some interest. Whether it's in a virtual community, a newsletter, or through email or engagement on social media sites, keep in touch. Send holiday cards and continue to provide significant information and resources they could find valuable.
While some of these steps will require some work up front, when done correctly, much of it can become like a well-oiled machine that almost runs itself. And the work you put in up front to get the right tools in place will be well worth it in the long run.
To find out more about building a strong talent community, contact us at 415-835-0202 or firstname.lastname@example.com


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The owners of Chick-fil-A, apparently, love cows. They love cows so much, it turns out, that they're willing to kill as many chickens as possible in order to protect them. Their method? This Friday is Cow Appreciation Day, so in honor of those oft-killed bovine, if you show up to Chick-fil-A on July 9th dressed "head-to-hoof" as a cow, you will get a free meal for your troubles.
Those "too chicken" (we quote the website) to wear full-body costumes can still receive a free entrée, as opposed to a full free meal, by wearing items like a cow-themed hat, scarf, or purse. A costume starter kit can also be downloaded from their website.
If you like this story, consider signing up for our email newsletters.
You have successfully signed up for your selected newsletter(s) - please keep an eye on your mailbox, we're movin' in!


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Marin supervisors weekly meeting, Jan. 23
When the Marin County Board of Supervisors meets at 9 a.m. on Tuesday in San Rafael's Civic Center it will hold a public hearing on a proposed ordinance that would amend Open Space District regulations adding electric bicycles to the list of motor-driven vehicles that are prohibited on district lands. The board will also consider adding up to 40 electric vehicle charging stations at the Civic Center and McInnis Park in San Rafael. Reporter @HalsteadRichard posts live. Join the conversation on Twitter with #MarinSupes.
( T. Charles Erickson )
Review: 'Satchmo' goes behind Louis Armstrong's happy facade
The solo show 'Satchmo' by Terry Teachout depicts jazz legend Louis Armstrong reflecting on his bittersweet life and music; it plays at American Conservatory Theater through Feb. 7
(Photo by Richard Shotwell/Invision/AP, File)
Taylor Swift and Tom Hiddleston split up
Taylor Swift decides Tom Hiddleston isn't the one after all and hands him his walking papers.


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Health & Medicine
Woman's idea could help humans, animals find stable homes
Jill Timmins wants to establish a homeless shelter of sorts for humans and domestic animals in the Bluegrass called Animals Helping Humans & Humans Helping Animals.
The humans will provide the care and training that the animals need, and the animals will provide the self-esteem, sense of accomplishment and work skills that the humans need to get jobs and re-established in society.
To start such an innovative project, Timmins needs your help. Not your money, just minutes of your time every day this month.
"I call it my 'ah ha' moment," said Timmins, 29.
She is vying with 300 other projects — including three in Kentucky — in the $250,000 category of the Pepsi Refresh Project.
Pepsi announced the contest in December, saying it would forgo buying commercial time during the Super Bowl and donate $20 million this year to encourage and give funding to local projects that would improve neighborhoods and communities throughout the country.
People or organizations may submit ideas for review, and 1,000 a month will compete for $1.3 million in four categories: $5,000, $25,000, $50,000 and $250,000.
To win $250,000, Timmins has to be one of the top two finishers in April.
The top 10 projects in each of the other categories will win awards. Ten Kentucky projects are in those categories.
When I looked Monday morning, Timmins' project was in 71st place. When I looked again that afternoon, it had fallen to 76th.
Here's where you can help: To support Timmins' project, go to www.refresheverything.com, sign up and vote. You can vote as many as 10 times a day from each e-mail address that you submit.
Timmins wants to establish the shelter where it is most needed. Although she had never owned a pet as a child, she had a pet-sitting service and now owns a therapy dog, Sandie.
At her shelter, animals would not be corralled off the streets. They would be obtained from other shelters, she said.
Timmins, a family-support specialist with the state, said she has been thinking about this project for some time. She graduated from the University of Florida with a degree in family, youth and community sciences and a minor in non-profit organization.
Animals bring out the best in people by loving us unconditionally, she said. Many people could benefit from that kind of love.
Here's her plan: The people — or humans, as she calls them — who live at the shelter would have assigned jobs, for which they would earn a certificate. Qualified counselors would be available to help the people deal with any substance-abuse problems and train them to keep a budget and maintain a checking account.
Once the person has completed the program, which would take at least four months, counselors would help him or her find employment and a home.
The shelter, which would be separate but on the same grounds, would be about "helping alleviate overpopulated human homeless shelters and preventing shelter animals from being euthanized," Timmins wrote on the application.
"This will be a no-kill shelter," she said.
Low-cost veterinary services would be available to help defray future costs of the shelter.
If you support Timmins' idea, be sure to vote.


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No more contests this year?
1 comment · save · last comment by Selina M. over 1 year ago
We don't even get a Halloween contest on this site this year! :(
over 1 year ago
i don't think they are focusing on it much anymore, the interviews have been moved to the blog a long time ago and it's become a bit different, maybe there are less collaborations now and more focus on influential newcomers on the site. tbh i think that some newbies shoot straight to the top now because of their polished photography and never had the simple days that all of us had in the beginning years ago when a profile gradually grew over years
0 ▲ · November 26, 2017