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Do companies really know what it costs them to hire a new IT employee? How does that compare to the price of retaining an existing team member? Many companies shy away from the idea of implementing a formal retention plan because they fear it will cost too much and take too much effort, but could that tedious and sometimes costly process really save the company time and money in the long run?
On average IT professionals change jobs every 2 to 3 years. Younger professionals tend to change even more frequently, and in many cases they opt for project-based work as opposed to long-term employment altogether. This constant churning, which is in large part caused by the ever-changing nature of the industry, leaves most companies in an endless battle against turnover in their IT department, regardless of market conditions.
The Importance of the Issue Today
As an IT manager, you work hard to add value to your business by providing revenue-generating or cost-saving systems. With global demand for products and services at an all-time high, the need for increased productivity is immeasurable. Therefore, the strategic importance of the IT department has never been greater, and it is vital, now more than ever, that you are able to find and retain the best staff possible.
Unfortunately, as the need for skilled IT workers increases, the supply continues to dwindle. In a recent article, CIO Insight reported that "joblessness among American IT workers averaged 2.1 percent (in 2007), down from 2.5 percent in 2006. That's the lowest unemployment rate for IT (professionals) since the government began using the current method to track employment in 2000, when IT joblessness stood at 2.2 percent."[1] Considering that most economists consider an occupation to be at "full employment" when its unemployment rate is at or below 4.5 percent, these statistics indicate a real problem for the industry.
Today's IT managers are finding it nearly impossible to locate well-qualified IT professionals who are readily available for hire. As a result, IT managers are going to great measures to recruit top workers away from other companies. This has led to a major increase both in the amount of churning within the industry and turnover rates across the board.
Total Cost of Hiring
So what is turnover costing your company? When employees leave, there are two types of costs you must consider in replacing them. The first of these, direct costs, is easily measurable. Direct costs include things such as job ads, external recruiting fees, sign-on bonuses, salary increases, and other costs related to the hiring of the new employee.
Secondly, indirect costs, which are more related to the loss of the existing employee, are typically more difficult to calculate. They include such things as loss in training. When an employee leaves, he takes with him all the skills and knowledge which were acquired at the cost of great time and expense to the company. In addition, when the IT department is running understaffed while management searches for a replacement, the loss of productivity comes at a huge price. If the company chooses to hire consultants to help with the workload in the interim, there is a hefty cost involved as well. If an employee's leaving is caused by a major management issue, there may be costs associated with the decline of the other team members' morale, or even worse, the company may lose multiple employees at once.
Studies show that the actual cost of replacing an employee can amount to more than three times the employee's annual salary depending largely on the time it takes to fill that position. Furthermore, as we discovered in our own research, direct costs alone can account for nearly 80 percent of a position's annual salary. Part of that amount goes toward the increase in base compensation required for the new employee. Experience shows that when hiring a new professional to replace an existing employee, you should plan on increasing the position's salary anywhere from 12 to 15 percent. In a scarce labor market like that of today, you should anticipate the increase to be as much as 30 percent if you want to attract top talent to your company. In some cases you may find yourself paying a higher salary for a professional with weaker skills, but that is the price you pay for turnover.
Another large chunk of the direct costs goes toward external recruiting fees. You may think that by relying simply on internal recruiters you could save your company a great deal of money. Unfortunately, that is not the case. The average time it takes for JDA to fill a position using our structured search process is about 30 days. On the other hand, it takes most of our clients over six months to find a viable candidate to fill a difficult position such as SAP or 11I. Keeping in mind that time is money, the longer it takes to hire a replacement, the more it will cost your company. In the majority of cases, JDA's recruiting fees are greatly offset by the reduction in the time it takes for us to fill your position.
Applying the statistics we've provided thus far, the direct costs of replacing an employee who makes $60,000 per year would equate to over $49,000. When added with indirect costs, you can expect that the total cost of hiring will total $150,000. Let's take a look at how that is possible.
Total Cost of Replacing a $60,000/Year Employee
Possible Direct Costs
Job ads
- Develop a job description, write a job ad, get approvals, & post to internal & external job boards
(5 hrs x $100/hr)
- Run a 2-week ad on Monster
- Handle/screen responses & schedule interviews
(10 hrs x $100/hr)
Interviewing costs (7 candidates x 3 hrs ea x $100/hr)
External recruiting fees ($66,000 x 33%)
Pre-employment testing/reference check
Salary increase ($60,000 x 10%)
Sign-on bonus ($67,200 x 5%)
Training (30 days x 2hrs/day x $100/hour + $1,000)
Possible Indirect Costs
Loss of training
Loss of institutional knowledge
Loss of productivity
Loss of morale in other employees
Additional stress on management
Consulting fees
Overtime expense
*Based on statistics, the total cost of replacing this employee could range from $120K to $180K.
All numbers in this scenario are estimates based on previous experience. The following are our assumptions:
- It takes 5 hours to develop a job description, write a job ad, get approval, and post the ad.
- The person responsible for hiring is worth $100/hour to the company based on typical productivity.
- It takes 10 hours to handle and screen all ad responses and schedule candidate interviews.
- Approximately 7 candidates will be interviewed before finding the right person for the job.
- Each candidate will require 3 hours of the hiring person's time during the process.
- External recruiting fees will be 33% of the new annual base salary.
- Pre-emptive testing for the chosen candidate will be $100.
- The base salary for the position will get an average 12% increase.
- The new employee will receive an average bonus of 5% of his or her annual base salary.
- An average relocation fee of $5,000 will be offered and taken.
- The new employee will receive an average of 2 hours of training per day for the first 6 weeks.
- Training materials for this person will cost $1,000.
- The person responsible for training the new employee is worth $100/hour to the company based on typical productivity.
A Better Alternative
With the cost of hiring so significant and the effect on company morale so long-lasting, it is understandable that companies and managers are constantly looking for a viable alternative. Often times after examining real numbers, many find themselves open to the possibility of employee retention as opposed to employee replacement.
TOTAL Cost of Retention
In developing an effective retention strategy you must include both monetary rewards and non-cash incentives. While this may cost the company some money, the expense is typically minimal in comparison to the burden of hiring a new employee.
Show Them the Money
Standard monetary rewards include salary increases and performance bonuses. From experience, we know that annual raises traditionally range between 4 and 6 percent of the employee's current base salary, and bonuses range between 6 and 10 percent. Often times, when our clients are looking for ways to retain their staff, we encourage them to adjust their salaries to just above the going rate. In doing this, we also encourage them to let their employees know that this is their way of showing the real value each employee brings to the company.
While most companies understand the need to retain employees through monetary means, many have a greater need to keep the company's fixed costs to a minimum. If this is your issue, quarterly bonuses can be used as a company-wide performance incentive or as one-off rewards for employees that go above and beyond. This too will allow you to increase your employees' overall compensation without adding a permanent amount to their annual salaries. Furthermore, quarterly bonuses are recommended over year-end bonuses as a way to avoid potential mass-exiting of employees who may wait until year-end bonuses are awarded before tendering their resignations.
Develop Creative Incentives
In addition to monetary compensation, employees today put great emphasis in both their overall quality of life and their career progression. Therefore, it is important that companies provide creative non-cash incentives that help keep their employees happy while helping to further their professional development. Examples of non-cash incentives include:
Flexible Scheduling
In recent years, flexible scheduling has become a very popular way to retain employees. Some companies will require employees to work a certain number of hours in a week, but allow the employee to choose the exact times. Other companies will allow their employees to work 10-hour days Monday through Thursday in exchange for Fridays off. Many companies will simply implement the policy of flex-time meaning that employees can exchange overtime one day for time off another. Any way you put it, flexible scheduling gives employees more quality time with friends and family which leads to greater happiness, and ultimately happy people make better employees.
In addition to flex scheduling, many companies today allow employees to telecommute. This helps cut down on the amount of time employees must spend in their cars each day. With the price of gas going up and the realization that long commutes are the number one reason for resignations, this strategy alone could prevent many employees from leaving your company.
Show Appreciation
At some point or another every one of us needs to be told we are doing a good job. Your employees are no different. As managers we often use encouraging words to make our new employees feel welcome, but often we forget that our long-term employees need affirmation as well. Flattery is great, and it's free. In addition to kind words, you can also show your appreciation with occasional gift cards to an employee's favorite restaurant or tickets to a new show in town. Just keep in mind that if employees go long enough without knowing they are valued, they could start looking elsewhere for assurance.
Better Benefits
Every employee likes benefits. One way to retain long-term employees is to increase their vacation time. While there is a minimal cost associated with time off, it is typically offset by the fact that when employees get enough rest, they return to work more motivated and productive than before. For newer or part-time employees, you may decide to implement or enhance their medical benefits package. The cost associated with this strategy is typically offset by the idea that you will have healthier employees.
Career Path
Career progression is very important for most employees. Therefore, it is important to establish clear and precise career paths for all IT personnel in your company and to ensure that each is made aware of the rewards and requirements. Nothing is worse than going to work every day with no direction or motivation. If your employees know exactly what must be done to get to where they want to go professionally, and they have seen it work for other employees in the company, they will be more likely to stay with your company and to work hard while they are there.
In developing career paths for your employees, it is important that you consider all the options. In visualizing career paths, most people automatically think of vertical movement which is when an employee is promoted up the chain of command to a level of greater significance and more responsibility. Many employees are looking for that type of advancement, but in some cases horizontal movement is a better option. Horizontal movement consists of an employee transferring to another position within the company that is equal in significance and responsibility to his or her current position but typically involves learning new technologies or processes. In other cases, the best move for an employee may be outside your company, which is sometimes called external movement. Given that option, you may be asking yourself how external movement could possibly help in reducing turnover for your company.
Let's consider the example of Lou Holtz. For years he was the head coach of the Notre Dame football team, and he is considered by many to be one of the best coaches of all times. Why is that? Lou took it upon himself to constantly search for coaching jobs outside of his organization so that his assistant coaches would have the opportunity to further their own careers. He knew that the only way they could advance with Notre Dame was if he left the team, and he knew that wasn't going to happen anytime soon. As a result of his looking out for his employees' best interests, many in football had dreams of working for Lou.
In another example, JDA recently contacted one of our clients with a CIO opportunity which we thought he might be interested in pursuing. He informed us that his plan was to stay with his current company until retirement, but insisted that his second-in-command might be a perfect fit. Again, our client knew that this employee had no chance of advancing his career in his current position, so he found an opportunity for that person externally. While the employee did not get the new position, our client won this individual's respect and loyalty by showing a genuine interest in his future.
While most employees are interested in career advancement, they are also interested in expanding their knowledge base. Therefore, providing ongoing educational opportunities is a great way to encourage employees that your company is the best place for them. Whether you provide training opportunities which allow them to better do their current job, or you pay for their formal education which will impact their performance in a future position, it is a win/win situation for both the employee and the company. The key here is that employees be able to use what they learned to improve the effectiveness of their job performance.
Additional Exposure
In addition to formal training and education, most employees enjoy being exposed to new technologies and procedures within the company. This is good for employees because they often get bored with repetition, and it is good for you as it broadens the employees' level of value to the company.
Most employees do not like surprises, and they don't care to hear major news which might affect them via the company newsletter or the company rumor mill. For this reason, it is important that you keep your employees informed of what's going on within the company. You can take this concept one step further and actually ask for your employees' input and ideas on upcoming projects, being sure to follow up later and let them know whether or not you have opted to use their ideas and why.
It is also important that you let your individual team members know how they are doing as employees. It is not enough to discuss their performance in an annual review. As questions or problems arise address them with the employee directly and immediately. This will keep any small nuisance from becoming a major disaster.
As you can see, there are many options from which to choose when developing a plan for retaining your employees. Looking at all the retention tools available, both monetary and non-cash, let's calculate what it would likely cost to retain the same $60,000-per-year employee whom we discussed replacing in the previous scenario.
Total Cost of Retaining a $60,000/Year Employee
Monetary Rewards
Annual bonus ($66,000 x 12%)
Non-Cash Incentives
Flexible scheduling
- Laptop
- Internet access
Employee appreciation
One week of additional vacation ($31.73/ hr x 40 hrs)
Clear & precise career path
One training course per quarter (1 training/qtr x 4 qtrs x $1,000/training)
Additional exposure
Communication = $0
All numbers in this scenario are estimates based on our experience. The following are our assumptions:
- In order to retain this employee, you have chosen to implement an above-average 10% adjustment in the employee's current annual base salary.
- You have also chosen to implement an above-average bonus equivalent to 12% of the new annual base salary.
- The employee earns the full bonus.
- Also in an attempt to retain this employee, you choose to add each of the non-cash incentives we discussed to the employee's current total compensation package.
- Flexible scheduling is free as it is simply an exchange of hours.
- The cost of telecommuting will include only a laptop and a year's worth of internet access.
- You will purchase $100 worth of employee appreciation items over the course of the year.
- With a $66,000 annual salary, the employee's hourly rate is $31.73.
- You will give the employee one week of additional vacation which is equivalent to 40 hours.
- The cost of implementing a career path for the employee is virtually free.
- You will send the employee to one training course per quarter.
- The average cost of a training course for this employee is $1,000.
- Any cost associated with additional exposure for this employee will be offset by the employee's increased productivity and value to the company.
- The cost of communicating with this employee is negligible.
In this scenario, the total cost of retaining the $60,000-per-year employee is $128,210 less than the estimated cost of replacing him. Stretch that number out over several years, and the difference would grow exponentially.
The answer is obvious; the most cost-effective and productive way to deal with today's increasing turnover in the IT industry is to implement an effective retention plan. But, before you get started there are a couple things to consider.
First of all, it is unfortunate that you must realize you will have neither enough time nor money to save all of your employees. For that reason, it is important to approach your retention strategy as you would a disaster recovery plan. When planning for a disaster, companies must decide which are the most vital components to their business and concentrate the bulk of their efforts on those items. In this same way, it is important that you implement the top-grading process when deciding which employees are the most vital to your business. The top- grading process enables you to rank employees or potential employees based on the value they bring to your team and the organization. The employees that are A candidates or considered your top-tier are those without whom your company could not easily survive such as key decision makers, top performers, and those with the most institutional knowledge. The bulk of your retention budget and efforts should be focused on those employees. For employees in the middle- and bottom-tier or considered B or C candidates, it is definitely worth your time and money to expend some retention efforts, but perhaps in a more limited amount. As harsh as ranking may seem, it is the only way to effectively and realistically implement your strategy.
Once you have sufficiently ranked your employees, you will want to develop separate retention plans for each of your tier groups which involve varying amounts of time and money. Let's say you have three tiers. You may choose to implement all or most of the retention strategies we discussed earlier for those critical employees in your top tier. For those in your middle-tier, you may increase their bonus percentages, introduce flex scheduling, and offer some additional training. For your bottom-tier employees, you may just offer additional training and exposure which would give them the opportunity to move up in your ranking system in the future.
In addition to customizing your strategy for each tier, it is important to make your retention efforts personal and direct for each employee. Keeping in mind that each of your employees has different goals, different needs, and different motivations, it is important that you take the time to find out what drives them personally and use those ideas specifically to retain them. When you meet with your employees to discuss these issues, whether it is on an annual basis or more frequently, let them know you are developing a retention strategy specifically for them, explain what you think it should entail, ask for their input, and let them know why it is important that they stay with your company. Again, you will want to spend more time in developing individual strategies for your top-tier employees, but it is important that you understand and acknowledge your other employees as well.
A few strategies you could implement across the board with little time or money would be showing appreciation, developing standard career paths, and opening the lines of communication. At JDA, we conduct monthly meetings for employees in order for everyone to be kept up-to-date, discuss any major issues, and reward those who have performed exceptionally during the month. In addition, we have developed standard career paths for each of our departments and positions, which allow employees at all levels to envision and realize a future with our company.
By implementing a formal retention strategy, you become a proactive manager who has a plan for dealing with employee issues or preventing them altogether. By keeping employee issues to a minimum, you can increase retention, reduce turnover, and ultimately save yourself the time, money, and anguish that goes into finding new replacements. While it is realistically impossible to save all your employees, you can reduce departmental costs significantly by at least saving your key staff members.
JDA Professional Services, Inc. is a leader in Houston's IT staffing industry. In business since 1981, we recognize that the employment landscape is always changing. The trends we've outlined will continue to present challenges for employers, but they will lessen and strengthen over time. While we recommend a strong retention plan as the best option to reduce turnover within your department, we also know that there will come a time when replacing an employee is inevitable. In those times, we encourage you to take advantage of our vast experience by relying on us to help you find the highest quality IT employees in the least amount of time. To discuss your current IT hiring needs, please contact JDA today at 713-548-5400. We wish you continued success, and we look forward to hearing from you soon.
CLICK HERE to calculate your Total Cost of Hiring
[1] Eric Chabrow, Damn the Economy! IT Employment Rises to New Heights,


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First of all, video poker can either be played on the internet or at a casino. It originated as a video poker casino game, but lately the internet has become an extremely popular place to play this type of poker, and millions of people have flocked to the net to start playing it in recent years. However, casino gambling video poker is still very popular as well. With these games, you can either play against other players or a computer; if you go up against a computer, it will contain thousands if not millions of card combinations. Remember, the ultimate goal is to end up with the best hand.
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Continue reading 'Looking For Gambling Tips and Advice? Try These Starter Strategies'

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Game Notes: Rangers vs. Phoenix Coyotes
by Staff Writer / New York RangersVS. |
The Rangers face-off against the Phoenix Coyotes today at Madison Square Garden (7:00 p.m.). The Blueshirts currently sit atop the Atlantic Division standings with a record of 14-7-2, and rank second in the Eastern Conference with 30 points. The Rangers enter tonight's contest having been defeated by the Senators, 4-1, on Saturday at Scotiabank Place, and have won three of their last five games. Following tonight's match, the Rangers will travel to Tampa Bay to face-off against the Lightning on Wednesday, November 26, at the St. Pete Times Forum (7:30 p.m.). The Coyotes, 8-9-2, currently rank 13th in the Western Conference standings with 18 points, and have lost their last five games.
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Tune In Tonight!
Tonight's game will be televised on MSG. You can also catch the radio broadcast on 1050 ESPN New York.
Rangers vs Coyotes Pre-Game Notes
* The Rangers are 9-4-1 at home this season; The Coyotes have posted a 3-6-1 record in 10 road contests.
* The Rangers are 0-1-0 against the Pacific Division this season; The Coyotes have posted a 1-0-1 record vs. Atlantic Division opponents this season.
* In their last seven games, the Blueshirts have registered eight goals in 39 power play opportunities (20.5%).
* New York has held their opponents scoreless on the power play in four of their last six contests (21 of 23 - 91.3%).
* In the last 10 games vs. the Coyotes' franchise at MSG, the Blueshirts are 8-2-0 dating back to a 5-2 win on January 27, 1993, outscoring the Coyotes, 32-21, and yielding only four power play goals in 50 shorthanded situations (92.0%).
* The Blueshirts have notched a power play goal in each of their last three meetings with the Coyotes, converting three of 11 opportunities (27.3%) over the span.
* Henrik Lundqvist has posted a 1-0-0 record, along with a 3.00 goals against average in one career regular season appearance vs. Phoenix.
* Markus Naslund has registered 34 points (17 goals and 17 assists) in 48 career games vs. the Coyotes; Scott Gomez has notched 10 points (three goals and seven assists) in nine career games vs. Phoenix; Chris Drury has recorded 10 points (four goals and six assists) in 21 career contests vs. the Coyotes.
* Ryan Callahan and Dan Girardi are tied for the team-lead with 61 hits; Michal Rozsival leads the club with 35 blocked shots.
* Nikolai Zherdev is two points shy of 200 career points.
* Gomez is two assists shy of 400 career assists.
* Fredrik Sjostrom skated in his 300th NHL game on Saturday at Ottawa.
* Evgeny Grachev, the Rangers' third round selection (75th overall) in the 2008 NHL Entry Draft, has registered 13 goals and 11 assist for 24 points, along with eight penalty minutes and a plus-11 rating in 21 games with the Brampton Battalion of the Ontario Hockey League (OHL) this season; Grachev recorded his first OHL hat trick, tallying four goals on November 16 vs. Ottawa, and has recorded 11 points (seven goals and four assists) in the last six games.
* The Rangers have two former Coyotes on their roster; Paul Mara (2000-01 to 2005-06) and Sjostrom (2003-04 to 2007-08).
* The Coyotes roster lists no former Rangers..
All Time – Rangers vs. Coyotes
Overall: 33-23-6-0
At MSG: 18-10-2-0
At Phoenix: 15-13-4-0
2008-09 - Rangers vs. Coyotes
Nov. 24 Rangers vs. Coyotes at MSG
2007-08 – Rangers vs. Canucks
Dec. 16 Rangers 1, Coyotes 5 at MSG
Upcoming Regular-Season Schedule
Nov. 24 Rangers vs. Phoenix, 7 p.m.
Nov. 26 Rangers at Tampa Bay, 7:30 p.m.
Nov. 28 Rangers at Florida, 7:30 p.m.
Nov. 30 Rangers vs. Florida, 1 p.m.
Dec. 3 Rangers vs. Pittsburgh, 7 p.m.
Recent New York Rangers Games
Last 5 NYR games: 3-2-0
Last 10 NYR games 4-5-1
* Scott Gomez has missed five contests with a leg injury.
* The Rangers have lost seven manpower games due to injury or illness this season.
Highlights from Hartford
Follow the progress of the Rangers' top prospects:
The Wolf Pack went 1-2-0-1 in its first four-games-in-five-days situation this past week, to stay exactly at .500, 8-8-0-2 for 18 points. The Pack built leads of 1-0 and 2-1 in Wednesday night's home game against division-leading Portland (Buffalo affiliate), but gave up the last three goals of the game to end up on the short end of a 4-2 score. On Friday at home vs. Lowell (New Jersey affiliate), the Pack battled back to get a point with two goals in the last 6:22 of regulation, but eventually lost in a shootout, 4-3. Saturday saw the Wolf Pack explode for its biggest offensive output of the season in a 6-2 road thumping of Portland, but the Providence Bruins (Boston affiliate) got the better of the Pack yesterday in Providence, posting a 6-3 win in the first meeting of the year between the two arch-rivals. The Wolf Pack are now off until Friday night (7:00), when they make their first visit of the season to Bridgeport (Islanders affiliate). The Pack's only home game in a span of eight is Saturday night (7:00) against Manchester (Los Angeles affiliate), and then the club is back in Providence for a rematch with the Bruins on Sunday (4:05).
For more Wolf Pack news, visit www.hartfordwolfpack.com.


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Go Rhino Exhaust Tips Reviews looks great! Reviewed By donald p (HOUSTON, TX) —3/23/2017 4:45 AM i got the black exhaust tip and it looks great! it was easy to install and bolts up pretty solid and tight. View More Reviews
Hooker Exhaust Tips Reviews Great Looking Tips Reviewed By Tyler M (LAGUNA HILLS, CA) Reviewed for a 1967 Ford Mustang —3/21/2017 9:33 AM Half the price of comparable tips and look even better! View More Reviews
Flowmaster Dual Round Angle-Cut Exhaust Tip Reviews flow master exhaust tip Reviewed By jim v (Livermore, CA) Reviewed for a 1999 Chevy S10 Pickup —3/9/2017 8:21 AM parts fit ...good quality product View More Reviews


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Theodore N. Samble 1929 - 2013 SPRINGFIELD - Theodore Nicholas Samble, 84, of Springfield, died peacefully at home on Friday September 6, 2013 surrounded by his loving family. He was born August 24, 1929 at home in Agawam, son of James Henry and Anna Marie Samble. He is survived by his loving wife of 61 years, Springfield native Marianne (Valentini) Samble. Not wanting to wait until Ted's discharge the young couple married in 1952 while Ted was stationed in West Palm Beach, FL. Ted grew up on his Uncle Nick's dairy farm in Hampden where he developed his impressive work ethic. He attended Springfield Trade High School, class of 1947. He was first employed at the original Friendly's store on State Street. He entered the United States Air Force in 1951 and was honorably discharged in 1955. He was stationed in Eniwetok and was involved in Operation Castle. Upon returning home from his time in the service he worked at Howard Lumber in Wilbraham and attended Western New England College at night where he earned his bachelor of arts. He worked for 28 years in the West Springfield Public School System (Cowing Junior High and West Springfield High School) as a shop teacher. He taught hundreds of students the basics of the woodworking arts. After 26 years of teaching he retired in 1990. Throughout his years at Howard Lumber and the remainder of his life he was also a master finish carpenter. Ted's work spanned everything from interior finishes to custom kitchens and can be proudly seen in countless homes in the greater Springfield area. He was pre-deceased by brothers, Bill, Fred, and Charles and sister, Eleanor Beaurman and brother in law, Tommy Valentini. He will be sadly missed by his adoring son, Paul Samble and his wife, Susan of Springfield, and his devoted daughters, Ann Marie Kuss and husband, Charles of Monson and Christine Howe and husband, Arthur of Feeding Hills. He leaves his cherished grandchildren; Christina Kuss, Nicholas Demetrion, Kathleen Demetrion, Samantha Howe, and Adam Howe and his wife Casey. He will also be greatly missed by his extended family and friends to include Albert and Helen Valentini, Vincent and Angela Valentini, Linda Valentini, and Janice Valentini. Ted was an avid golfer and lifetime member of the Ludlow Country Club. For years he bowled in various leagues at the Wilbraham Ten Pin and the Shaker Bowl in East Longmeadow. Through all of his passions his greatest love was being around and spending time with his family, especially his grandchildren. Family and friends are invited to attend visiting hours on Monday, September 9th from 4-8PM at Forastiere Smith Funeral Home, 220 North Main St., East Longmeadow. Ted's funeral service will be held on Tuesday, September 10th from the funeral home at 8:30AM followed by a Liturgy of Christian Burial at Holy Cross Church, Springfield at 10AM. Burial with Military Honors will follow in St. Michael's Cemetery. In lieu of flowers, donations may be made to
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Cozy Blankie
My friend had a little daughter, and this is part of her gift. It's a little blanket, kind of too small to swaddle or really wrap up a baby, but so silky on one side, soft and snuggly on the other side--it's more of a blankie.
One side is lilac charmeuse satin, and the other is a lavendar almost furry soft minky.
I personalized it with the applique "J" for Jayne, and bound the edges with the same cotton print I used for the applique.
This is quick, easy project. You could make it even faster not doing an applique. I used a blankie my son loves as the pattern. It has a silky side, and the other is suede feeling.
1. Cut a rectangle of the satin and minky, 27" x 33".
2. Make your applique and topstitch it on the corner of the satin side.
3. Pin the sides together, and baste 1/4" seam allowance all along the edges.
4. Cut binding. 3" wide. I sewed it on the same way as I bound this Christmas quilt (instructions in post). Kind of white trash binding. I should learn to do the miter corner binding. But it works.
Machine washable too!
You could also paint an image with the freezer paper stenciling rather than sewing an applique too. I'm shocked I didn't do that considering every other post is freezer paper painted.
4 comments
Nice fabric, it looks soo soft and I love the colors and the applique too. THat's funny you called it "white trash" binding because I looked at the pictures first before I read the post and thought "that's not how you do binding." But that makes sense to do it that way when your doing a quick and easy project. VERY CUTE!!


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UPDATE: 22 PIECES OF MODERN WARFARE 3 DLC WILL NOW BE RELEASED. SEE POST HERE FOR MORE INFO: http://www.callofdutymappacks.com/news/update-22-pieces-of-dlc-coming-for-modern-warfare-3/
In a post on the 24th of January we wrote about the Call of Duty: Modern Warfare 3 DLC Schedule for ELITE members located here.
In the original post, the calendar revealed that in total the following would be released:
- 12 Multiplayer Maps
- 6 Spec Ops Missions
- 2 Game Modes
Today though, the calendar on their website here has changed rather radically! The main change is the removal of the "Mode"s from the origianl post which have been replaced by "Classified".
What is most interesting though is the total number of drops that are scheduled on the calendar. It now reveales a total of 21 pieces of new content! Huzzah!
The calendar as it is currently and likely will be for the rest of the season is as follows:
- 12 Multiplayer Maps
- 6 Spec Ops Missions
- 3 Classified pieces of DLC
The other change is with the dates and how much content is going to be released. Previously, the month of May was going to have two pieces of content released (One multiplayer map and one Spec Ops mission) in the new calendar, a "Classified" has been added it. Making the total number of content drops 21.
The previously named "Mode" may have been renamed to "Classified" to keep a little myster amongst the community and to keep people engaged and guessing. On the other hand, it could mean that we will see content other than gamemodes and maps appear in the DLC such as new weapons or perks?
The NEW content calendar can be found below and the release dats are now as follows:
- January: 2 multiplayer maps (Piazza & Liberation)
- Feburary: 1 multiplayer map
- March: 2 multiplayer maps and 1 spec ops mission
- April: 2 multiplayer maps
- May: 1 multiplayer map, 1 spec ops mission and 1 classified
- June: 1 multiplayer map, 1 spec ops mission and 1 classified
- July: 2 multiplayer maps
- August: 1 multiplayer map, 1 spec ops mission and 1 classified
- September: 1 multiplayer map and 1 spec ops mission


text: The motivation for movie villains can vary from revenge, lust for power or sometimes they are just plain crazy. But for some bad guys, it's nothing personal - it's just business. And if you happen to fall on the wrong side of the balance sheet, well that's your problem. With the opening of Prometheus this weekend, a film about a corporation's questionable mission to a distant planet, we thought we would take a look some of the evilest corporations from sci-fi movies.


text:
Now Foods, Sports, Creatine Monohydrate, 100% Pure Powder, 2.2 lbs (1 kg)
- You earn loyalty credit for every order you place at iHerb!
- Loyalty credit is equal to 5% of the value of your order, excluding shipping charges.
- Your loyalty credit will be applied towards your next order as soon as your current order has shipped.
- Your loyalty credits are valid for up to 60 days from the date of your last purchase.
Expiration Date:?Sep 2019Expiration Date
The length of time for the expiration date or "best used before" date depends on the type of product, as well as the brand.
Perishable items (such as flax oils or certain probiotics) generally have shorter expiration dates. Although our warehouse is fully air-conditioned, these more fragile items are put in cold storage (freezer or refrigeration unit) for maximum freshness.
Our receiving department does its best to verify and then enter the correct expiration dates for all incoming products. However, discrepancies do occur from time to time. This being said, the exceptionally high turnover at iHerb ensures that our inventory is among the freshest in the industry.
Shipping Weight:?3.02 lbsSwitch to Metric units
- Product Code: NOW-02032
- UPC Code: 733739020321
- Package Quantity: 2.2 lbs (1 kg)
5.1 x 5.1 x 6.7 in, 2.55 lbsSwitch to Metric units
Total: | $25.55 |
Combo Discount: | - $4.32 |
Together: | $21.23 |
- ATP Energizer
- GMP Quality Assured
- A Dietary Supplement
- Vegetarian Product
- Vegetarian/Vegan Product
Creatine may be especially useful for those doing short-term, intense exercise such as weight lifting, football, basketball, swimming, skiing or cycling.
Creatine Monohydrate is a naturally occurring compound found in the human body and obtained in the diet primarily from meat and fish. Creatine is a popular supplement among active individuals because of its ability to serve as an energy reservoir, especially during intense physical exertion. During short, intense burst of activity, the body breaks down adenosine triphosphate (ATP) into adenosine diphosphate (ADP) and phosphate for energy. Creatine helps the body convert ADP back to ATP, providing greater amounts of ATP for energy, which may increase short-term endurance and strength. Creatine can also be stored for later use by cells, creating the "energy reservoir" active individuals desire.
Suggested Use
As a dietary supplement, mix 1 heaping teaspoon in fruit juice or other sweetened liquid 3 to 4 times daily, before and after exercise, for the first 7 days. Thereafter, for maintenance use, consume 1 to 3 times daily. Allow 3 to 4 hours between doses. For continuous use beyond 28 days, use one serving daily. Consider taking this product in combination with NOW Pyruvate, D-Ribose and Carbo Gain.
Other Ingredients
Contains no sugar, salt, starch, yeast, wheat, gluten, corn, soy, milk, egg, shellfish or preservatives.
NOW Creatine Monohydrate is 100% pure and contains no additives or preservatives.
This product is sold by weight not volume.
Store in a cool, dry place. Please recycle.
Caution: Consult a physician if you have impaired kidney function or are taking any prescription medications that affect kidney function.
Supplement Facts | ||
Serving Size: 1 Heaping Teaspoon (5.0 g) | ||
Servings Per Container: 200 | ||
Amount Per Serving | % Daily Value | |
Calories | 15 | |
Creatine Monohydrate | 5.0 g (5,000 mg) | † |
† Daily Value not established. |
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I am 46 years old, have been a professional Athlete and trainer since the early 1990's. In relation to the people saying this Creatine doesn't mix well... it does compared to others. Any residue is very minor and NOT a problem at all.I used Creatine Monohydrate when it first came out many years ago and back then yeah it was like sand, but not this one at all. Secondly, while I have used Creatine a few times in the past, results were sketchy at best and usually not sustained. For some reason I decided to give it a try again, and to be honest I was surprised that results were noticeable. I put on about 1.5 kg quickly (definitely NOT fat as I am obviously losing fat at the moment) and noticed an immediate increase in my strength of around 10% on unilateral lifts. My dosage is 5 grams 3-4 times a day continuously, not 'loading' then dropping the amount. My bodyweight is around 72 kilograms. I use a few NOW brand products and have been very happy with them, this Creatine is now also added to that list. Hope this helps.
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creatine and nothing else
Posted by 5443751626682864003 on Jan 03, 2017
This is all you need. There's no added fillers or unnecessary ingredients, but pure creatine monohydrate. Don't waste your money buying desinger creatines when this is all you need
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okay only
Posted by 5305895020143309424 on Jun 17, 2016
Not easy to mix and always find the grains left at the bottom of the shaker. But it is cheap.
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I keep a special section in my holiday cooking file of super-easy, super-good Christmas candy and cookies.
These are the recipes I've used for many years. They are foolproof and delicious, I guarantee.
The first cookie is a roll-out sugar cookie, the one my grandmother Dillon made all during my childhood. I've used it ever since I started cooking and make at least a double recipe every year since my girls were little.
I make them in many shapes and we decorate them with colored icing. It's a treasured memory for all of us.
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Lime Flame-Resistant Crewneck Shirt, Size: 3XL, Fits Chest Size: 56" to 58", 10.0 cal./cm2 ATPV Rati
- Item# 24K613
- Mfr. Model# FTL6-LIM
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- Shipping Weight 2.0 lbs.
Technical Specs
- Item Flame-Resistant Crewneck Shirt
- Color Lime
- Size 3XL
- Fits Chest Size 56" to 58"
- Sleeve Length 34"
- Fabric Weight 6 oz.
- Material 100% Flame-Resistant Treated Cotton
- Closure Type Pullover
- Number of Pockets 0
- ATPV Rating 10.0 cal./cm2
- Hazard Risk Category (HRC) 2
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text: Remembering Alan TuringRobbie Gonzalez6/22/12 7:00pmFiled to: Alan turingMathsComputer ScienceTuring machineturing testScienceSciPhilosophysecret historyworld war IIWwiibombeGordon BrownUltraFb33EditPromoteShare to KinjaToggle Conversation toolsGo to permalinkThis Saturday, June 23rd, would have marked the 100th birthday of Alan Turing. A visionary mathematician, logician and codebreaker, Turing was a pioneer in the fields of computer science and artificial intelligence. A linchpin member of Ultra, Britain's World War II counterintelligence team, Turing created the electro-mechanical, code-decrypting "bombe" that deciphered countless intercepted Nazi communications.AdvertisementTuring's involvement in the war effort saved thousands of lives — and his contributions to science, technology, philosophy and literature have touched billions. It's time to celebrate his amazing legacy. Despite his myriad contributions to society, in 1952, Turing was forced to choose between imprisonment and chemical castration, when investigations into his personal life brought his homosexuality to light. He opted for the latter. Two years later he committed suicide. "The debt of gratitude he is owed makes it all the more horrifying, therefore, that he was treated so inhumanely," said British Prime Minster Gordon Brown, in a posthumous apology delivered in 2009. "We're sorry, you deserved so much better."AdvertisementOnly since his passing has society come to truly appreciate Turing for the genius that he was, and to recognize the immense importance of all that he accomplished in just 41 years.Below we've curated an assortment of the best Turing content on the web. There are videos, interviews, editorials, book recommendations, even cryptography challenges. Set aside some time this weekend to learn, remember and explore with this compendium of all things Turing.Alan Turing: Why the tech world's hero should be a household nameThe first in an ongoing series of fantastic essays being hosted this week by the BBC. Vint Cerf — a computer scientists widely regarded as one of the "fathers of the internet" — discusses Turing's enduring impact:SponsoredI've worked in computing, and more specifically computer networking, nearly all my life. It's an industry in a constant state of innovation, always pushing beyond the limits of current capability.It is sometimes said that "broadband" is whatever network speed you don't have, yet!Things we take for granted today were, not that long ago, huge technological breakthroughs.Although I've been lucky enough in my career to be involved in the development of the internet, I've never lost sight of the role played by my predecessors, without whose pioneering labour, so much would not have been accomplished.This year, in the centenary of his birth, there is one man in particular who is deservedly the focus of attention: Alan Turing.Turing was born into a world that was very different, culturally and technologically, yet his contribution has never been more important.Continue reading at the BBC.The Turing test, and how to pass itA great feature by Wired's Duncan Geere. Part of the magazine's ongoing Turing Week.AdvertisementTuring's original "imitation game" had nothing to do with artificial intelligence. It was a simple party game with three players — a man, a woman, and a judge of either sex. The judge sits in a room apart from the man and woman, and has to guess which is which from nothing but written communication.The standard interpretation of the Turing Test today, however, replaces one of the participants with a machine which has to "imitate" intelligence. In this case, the judge has to decide which of the pair is the person, and which is the machine. The computer is successful, and passes the test, if — as Turing puts it — "the interrogator decide[s] wrongly as often when the game is played [with the computer] as he does when the game is played between a man and a woman".[Webcomic by XKCD]The Tragedy of Gender-Defiant GeniusBrain Pickings' Maria Popova Talks Turing with the help of The Man Who Knew Too Much: Alan Turing and the Invention of the Computer, a book by David Leavitt that examines, among other things, "how Turing's homosexuality factored into his intellectual and creative triumphs and tribulations." (Find it at your local library by clicking here.)"The most tragic irony - or, perhaps, greatest frontier for redemption - is that today, we're still debating the very civil liberty and basic human right the violation of which precipitated Turing's suicide," Popova muses, "but we're waging our wars, fueling and following that debate, largely via the machine he invented.Advertisement"More than half a century later, how many Turings are we forcing to be smaller than they are, and how many are we losing completely?"Continue reading at Brain Pickings.Codebreaker: Alan Turing's Life and Legacy London's Science Museum has curated a brand new Alan Turing exhibition, featuring the Pilot Ace — one of the first computers on Earth, and what museum curator David Rooney describes in this introductory video as "Alan Turing's mind made into glass, metal and valves."Play with Google's Turing Doodle a Day in AdvanceIt's June 23rd somewhere! Australia, for example. Visit Google Australia (or just wait til June 23rd to roll around) to tinker with the Google Doodle Turing Machine.My Brother AlanAn incisive piece by John Turing on the life of his younger brother, written in the years after his death, but only published decades later. The Atlantic has received permission from Cambridge University Press to reprint this stirring excerpt. It begins:AdvertisementAdvertisementMy mother gives a true picture of Alan's generosity. Alan gave his time and brains unstintingly to his friends, paid for the schooling of a boy whom he more or less adopted, spent hours choosing suitable presents for his relations and friends, without regard to expense, and was incredibly patient with and endearing to small children, with whom he would have interesting conversations about the nature of God and other daunting subjects. All this is true to life and every word that my mother has written about it is true.To my mind, it would have been fairer to Alan and made him more understandable to those who did not know him if my mother had mentioned some matters which contrasted sharply with his many virtues. My mother implies that his many eccentricities, divagations from normal behaviour and the rest were some kind of emanation of his genius. I do not think so at all. In my view, these things were the result of his insecurity as a child, not only in those early days at the Wards, but later on as his mother nagged and badgered him. This, however, is all theory which I am content to leave to the psychologists.Another, even longer adapted excerpt can be found at The Daily Beast: Alan Turing's Brother: He Should be Alive TodayCrack the Alan Turing CipherWired Magazine partnered up with Cyber Security Challenge UK to present its readers with a challenge: crack the code presented in the image featured here. (Click through to WIRED for higher resolution versions.) According to Wired:AdvertisementSolving the cipher will reveal a hidden message with a win code — please email both of these to the secret address concealed within the cipher. The winner will be the first person to email through the correct answer. They will receive a year's subscription to Wired magazine and an official Cyber Security Challenge UK t-shirt.Are you chatting with a human, or a computer?This cute post from Smithsonian Magazine points you toward a handful of the internet's most (and least) convincing chat bots:How can we decide whether a computer program has intelligence? In 1950, [Turing] proposed an elegantly simple answer: If a computer can fool a human into thinking he or she is conversing with another human rather than a machine, then the computer can be said to be a true example of artificial intelligence.New Scientist's Turing Competition Results"A few weeks ago we decided to mark the centenary of the birthday of Alan Turing on 23 June by asking you to speculate on the first words to be spoken by a conscious machine."AdvertisementAdvertisementClick here to see the phrase that won.LEGO Turing Machine An awesome mini-documentary on a LEGO Turing Machine built by Dutch engineers Jeroen van den Box and Davy Landman. The pair built the machine for the exhibition Turing's Erfenis at Centrum Wiskunde & Informatica (CWI) in Amsterdam. Find out more here and here.Reply33 repliesLeave a reply


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Anita Sheperson celebrated her 50th birthday on May 8, 2013, with a trip to North Charleston, South Carolina with her family and friend, Luella Warner, and took The Lebanon Enterprise with her. Pictured with her are Caleb Mattingly, Anita, Eileen, Kim, Jack and Johnelle Sheperson.
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No one really seems to have said it, but make sure your hunter takes Thrill of the Hunt as survival. It is a MASSIVE DPS increase for the add part for a minor loss in the end part.
No one really seems to have said it, but make sure your hunter takes Thrill of the Hunt as survival. It is a MASSIVE DPS increase for the add part for a minor loss in the end part.
Yes he said that he is able to do more DPS as a SV Hunter. But can he really be compared to a Lock, Mage, Warri, Rogue? All the raid comp videos I have seen on Youtube use a setup with many of those classes doing a lot more AoE damage.
What difficulty is this? I mean, you're talking like those classes perform like disc priest but they are capable of pulling their weight if played right. Get the players to look around forums and stuff for class-specific tips (such as the thrill of the hunt tip Glurp mentioned) and you should get it down.
Your tanks will be doing most the damage on this encounter (atleast until phase2)
Something I see a lot of boomkins do incorrectly? Trying to do a normal rotation. Get into solar, dot shit, starfall, and hurricane.
Sorry, ur wrong. Check this:
Wind Lord Mel'jarak 25H - Top 100 Parses - 14 Day Moving Median DPS - Showing Last 60 Days
Guess who's last? Boomkins, S priest, BM/SV Hunter.
Or if you prefer normal 25:
Boomkins, s priests & hunters still close to bottom.
---------- Post added 2012-11-20 at 11:28 AM ----------
1. Our dots aren't as strong as they used to be and don't last as much as before.
2. Starfall is on a decently big cd (1.5 min, can't spam that) unless ur cycling between eclipses
3. Hurricane is good when all adds are up, however, has 2 problems: 1. will lose its power once our haste buff (that we get as we reach an eclipse) is gone, 15 sec if i'm not mistaken. 2nd problem: mana, even using innervate on ur self on cd you won't be able to just spam hurricane for a long time.
From top logs I see a bunch of ppl doing their start rotation (with a few extra eclipsed dots) and when reaching solar (at the end of our start burn rotation) then they start hurricaning till the first wave of adds are dead, then go back to dop shit up and cycle through eclipses...
i didnt know surv hunter aoe was bad, and with all 3 members of each groups health pool being shared, how are multi dotting classes bad? if you have full dots on all 3 members of a pack that's as if you had 3 full sets of dots on 1 target. just CC the right adds, and interrupt heals, 1tank the fight if your having enrage issues.
We can dot all targets but problem is all multidoting was nerfed at The end of cata.
I think I have to talk to my guild mates again
The original post you quoted stated that Beast Mastery hunters would be 'lucky' to push out 140k on 10 man Meljarak, and he's largely right considering that only a handful of players have broken 140k on that fight in 10s. To some degree, that's because hunters would generally go survival for this fight, but it also demonstrates the weakness of BM on this fight in the first place.
He also said shadowpriests and boomkins weren't much further ahead, which is true in this case. Only 50ish shadow priests have broken 140k on this fight in normal (of course, the best players are probably on heroic, but we're obviously not talking about that kind of guild here). http://www.worldoflogs.com/rankings/...Priest/?page=2
Really, this is all so simple to understand that I'd have to say you might be trolling.
Last edited by DetectiveJohnKimble; 2012-11-20 at 07:29 PM.
Hey reflection!
Not going to lie, I havent read all the responses so I apologize if I repeat something that has already been said. I run a 10 man group as well and we killed it the other night on our first real night on it. The way that we did it was with 1 tank, 3 heals, 6 DPS. For the CCing, we found that calling out 3 Amber things all the time and considering it takes ~ 1 min to kill them it was just a giant pain in the ass. We CC'd all 3 Ambers and 1 Blademaster. Assign 1 interrupter per mender and ideally have a shaman (our resto) purging buffs from blademasters and boss. The reason we did it this way was because if we got stuck in a bind and 1 heal gets off its a wipe period. So just kill them first and eliminate the RNG factor. To handle the blademasters can be a little tricky, before they do Korthik Strike they actually will put a debuff on the person who they are going to, its a 10 second debuff but they actually will do the ability after 2-3 seconds, so just look for the debuff and top the person off and a shield from a priest is enough to let them live. In a bind a pally can BoP it and it does no damage.
So all in all for first add killing phase (Menders), CC all amber trappers and 1 blademaster. On the pull lust and burst down the menders and keep people up through korthik strike.
Once the menders die we CC 1 amber trapper and 1 blade master and just kill them at ~the same time. Things to remember for the amber prisons, if you are alliance you can racial the trap the first time, if you are a mage you can blink it, pally bubble it. After all the menders die purge everything and you will no longer have to worry about it. Once you kill the rest of the adds then its just normal boss kill time which is self explanatory.
Keep in mind that even with a ideal comp killing the boss will be tight. Your DPS will really need to be on the ball. As a general figure, first set of adds should die in ~1 min with lust other wise you are just going to be behind and have the play the catch up game
Here is the comp we used.
Tank - Blood DK
Healers - 2 Shaman, 1 Disc Priest
Melee DPS - Ret Pally, Warrior, Rogue
Ranged DPS - Mage, Survival Hunter, Affliction Lock
Best of luck to you on your kill and please keep in mind that this is not the only way to do the fight. Just the way that worked for my group.
How have you not been banned yet? You've contributed absolutely nothing to the conversation. By the looks of it, your main doesn't even have a single MV kill yet alone HoF attempts, Please leave this conversation to those of us actually interested in trying to learn something. Me pointing out the classes that are currently lower on the charts is backed by numbers, (whether you choose to read them or not).
With that said, I'd be interested to see what kind of difference groups are seeing by leaving adds up longer vs nuking them down as fast as possible.
In shadow for example, It can be quite advantageous to run dots on a few targets rather than all of them and empty all the procs you get onto one central target.
BTW, for my 25 man, The majority of our attempts have been enrages at approx 25%. Myself and the other shadow priest in our group are sitting pretty much dead last on the meters, with about 120k at that point (before execute range, this will likely go up and we're doing steady 120k boss damage at this point due to debuff on the boss).
We've both tried various strategies and builds ranging from straight mind-sear to using it only as a filler replacement, to only multi-dotting, the overall change was pretty minimal, With about a 10k difference between the options, Divine star appears to be the best option, closely followed by cascade as far as aoe goes, (this quickly falls off once the adds are dead). but halo pulls ahead on the actual boss burn phase.
Last edited by Nestar; 2012-11-21 at 12:38 AM.
You should have atleast 1 melee dedicated to interupted the healer
As a boomy i was consistantly top dps on this fight - multi dot everything and stand away from the cc'd guys so starfall doesn't hit them and its just the best! Hunters have an aoe spec i think so get him to role that one but if you are having enrage issues cleave the boss more and leave adds up for longer, but ensure the healer dies just before any other adds and the blades/amber trappers die together.
More damage on the boss throughout the fight means more dps from the raid which means he will go down faster good luck!


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The Trouble With Evil TribblesScience brain teasers require understanding of the physical or biological world and the laws that govern it.
Evil Tribbles may look cute, but they can really make a loud noise when they ROAR!!!
A 1-foot tall Green Evil Tribble can register 10 GSU (Galactic Sound Units) on a sound-measuring device that is 5 feet away. Yellow Evil Tribbles are twice as loud, and Red Tribbles... THREE times as loud as their yellow counterparts! So anyway, one day Spork the Vulcan was out doing a bit of maintenance on the exterior of the Space Station, and before him he saw, to his fright, the biggest Evil Tribble he had ever seen. It was 5 feet high, 10 feet away and red! It looked straight at Spork, and gave the loudest ROAR it could!!! How many GSU did Spork's sound-measuring device register? What Next?
See another brain teaser just like this one... Or, just get a random brain teaser If you become a registered user you can vote on this brain teaser, keep track of which ones you have seen, and even make your own. Comments
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text:
I think you are mixing apples with oranges. MTU and blocking ICMP are 2 different things. A firewall can be set to block ICMP or allow it. MTU is irrelevant in that case. MTU is set by protocol standards. An ICMP packet on an 802.3 network will have a packet size of 1500 period, unless you have mucked with it. An ICMP packet contained within an 802.11 header will be 2304 bytes (with no encryption). A firewall can also be set to drop fragmented packets but that will screw up communications big time. VPN MTU's sometime have to be tweaked (and therefore TUN packets) due to overhead added to the packets.
RFC 1911 "Path MTU Discovery" http://tools.ietf.org/html/rfc1191, while not an exciting read, covers a lot of this.
For reference:
802.3 packet MTU 1500 bytes
802.11 packet (no encryption) 2304 bytes
802.11 WEP packet 2312 bytes
802.11 WPA TKIP packet 2324 bytes
802.11 WPA2 AES packet 2320


text:
The Fragile Defi nition of State Fragility
We investigate the link between fragility and economic development in sub-Saharan Africa over a yearly panel covering the 1999-2004 period. Beside the conventional definition of fragility adopted by the OECD Development Assistance Committee, we introduce the more severe definition of extreme fragility. We show that only the latter exerts a significantly negative impact on economic development, once standard economic, demographic, and institutional regressors are accounted for. As a by-product of his investigation we also produce evidence on the growth performance of the area. We find a tendency to convergence and no influence of geographic and historical factors.
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Volume (Year): (2011)
Issue (Month): 2 ()
Pages: 339-356
Handle: | RePEc:mul:jqat1f:doi:10.1427/34976:y:2011:i:2:p:339-356 |
Contact details of provider: | Web page: https://www.rivisteweb.it/ |
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The Horse Forum
- Horse Training
- - "Touch" sensitive but not "pressure" sensitive?
"Touch" sensitive but not "pressure" sensitive? Ronan is a very strange horse, in more ways than one... but one of the very odd things I've found out about him is that he's "touch" sensitive but not "pressure" sensitive. He's very reactive to light touches; i.e. he hates flies (HATES. I had to dump a gallon of fly spray on him and keep a fly sheet on in the summer or he'd be miserable - he didn't have a singly bot egg anywhere... woohoo!), he dislikes me just resting my reins on his neck and twitches to that sensation. His skin is very sensitive - during shedding season, he gets rub marks where my heels touch him. However, when it comes to leg pressure, he is a dead-sided. Granted he's a very cool horse as is, quite lazy, doesn't spook... but he's dead-sided. I have big spurs ("soft touch" rollers) and carry a whip - but it still takes a LOT of "go!" aids to get him to listen. I'm using the "ask, tell, demand" method but it has little effect. Has anyone else encountered a horse that is like this? What methods worked to get them more "up" in your "go" aids (seat, leg)? |
Surprised nobody has replied to this Define "demand" Maybe you need to increase the intensity in your demand? |
Use that crop... When I first got Selena, I would lay my leg and it would be like: "Yeah yeah, Okay..Let me have my people call your people, and we'll have a little coffee session about this whole "move my shoulder" deal. Then, we'll discuss the terms and conditions of this, then..." Yeah real cute Selena. :rofl: I ask her with the featheriest feather touch I could. Then I pressed. Then I took my reins (Western, split reins) and clocked her on the shoulder. That took about one session and now she's feather light again. |
My horse is like that but his "sensitivity" applies to whips and crops. So basically I could kick until my leg fell off with him not caring but so much as SHOW him a whip and I'll get a free flying lesson. He was ok with the whip until I actually used it once (as in touched him, not smacked him) and well..... lets just say after the commotion that then ensued, absolutely nobody who was standing there is willing to whap him with a whip and a kid's mother is completely convinced that I have a monster of a horse. She now comes completely unglued and starts screaming if he so much as walks a bit funny.. yeah, literally screaming her head off for our trainer because I put back boots on him so he was marching when I hopped on. She's convinced he's going to kill me and then take out the rest of the world... :lol: So I've doing the "annoy the crap out of him" method which seems exactly like nagging to me but my trainer swears it's not and it's working, so I suppose she really does know what she's talking about. So basically ask with gently leg pressure. No result, immediately start kicking (more like a medium pressure tap) repetitively at the same length intervals until he speeds up, moves away from my leg or whatever I was originally requesting. I feel really stupid (quite sure I look really stupid too sitting there going kicky, kicky, kicky, kicky) BUT he's now to the point where if I ask and he ignores, the second my heels go slightly out in preparation to start going kicky, kicky, kicky he literally shots forward with an OMG I AM GOING!!! I AM GOING!! :D Now the barn's kid pony that takes an act of God to get a decent walk out of.... ask and then SMACK with the whip while booting him one. Helps if you have the trainer chasing with another whip while screaming too! I wouldn't describe him as "sensitive" though, more like riding a rock. Awesome kid pony though!! Zero worry of him ever bolting! |
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"Peasant Dress" for Vera |
I'm remaining positive about the intense heat in our area this week. Though I'm sure our monthly electric bill will be higher than ever, I'm focusing on what I predict will be an outstanding, delicious tomato crop as well as lots of cucumbers. This is also great weather for completely drying our laundry outside, which may ever ever so slightly offset the higher A/C bill. Though I have to get up at the crack of dawn to start the washing machine so I don't have to drip sweat all over my clean clothes as I pin them up.
I love this crazy calico from the antique flea market |
The second dress was one of my few attempts to upcycle--or rather deconstruct/reconstruct. I was
Before |
inspired by my friend at At the End of This Row who reworked a women's skirt into a youngster's skirt. Since then my thrifting/rummaging eyes have a new perspective. On one of my first rummaging jaunts this summer I bought this women's blouse because I liked the fabric and thought I could turn it into a dress for Vera. After completing the other dress in the morning, our afternoon basement time gave way to approaching my mending pile, which has sort of drifted into my pile of items to upcycle or reuse. This sundress took me only about an hour mostly because I tried to use the original garment's finished edges so I wouldn't have to make facings or do much hemming. The bottom of the dress is the original hem of the blouse, the upper back band is from the neckband of the blouse (and still has the H&M tag--so if Vera wants to think she's name brand...), the crossover piece in the front was reworked from the crossover on the front of the blouse, and the straps are the finished edge from the end of the sleeves. I basically cut the skirty part off the top, regathered it, and made the aforementioned pieces from the back and crossover into the band atop the empire waist, then added the straps. It's a tad big on Vera, but will likely fit her next year. The fabric is very stretchy and bouncy so it should be both fun and comfortable for her to wear.
After |
New crossover and straps |
Straps are cut from the old finished edges of the sleeves |
Back band was the original back of the blouse |
The last of my 2010 canned sweet cherries |
Cherry Almond Muffins
Makes 1 dozen
Adapted from Smart Muffins by Jane Kinderlehrer.
1/2 c. chopped canned cherries (could also use fresh, but should soak them in 1/4 c. juice or liqueur)
2 eggs (or 1 T. egg replacer diluted with 1/4 c. water)
2 T. olive oil
3 T. pure maple syrup
1/4 c. almond extract
3/4 c. apple juice (or other fruit juice)
2 T. brandy or amaretto (or sub. more juice)
1 1/2 c. all-purpose gluten-free flour
1/4 c. oat bran
2 T. lecithin granules
2 t. baking powder
1 t. baking soda
1/4 t. xanthan gum
1/4 t. salt
1/2 c. chopped almonds
Texture turned out great! |


text:
My accounts are bigger than yours. If you can't outspend them, fool them. Read More »
Home / Tag Archives: Jerry Della Femina
Book Review: From Those Wonderful Folks Who Gave You Pearl Harbor: Front-Line Dispatches from the Advertising War by Jerry Della Femina, Edited by Charles Sopkin
A great time capsule of 1960s Madison Avenue. Read More »


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More than 5,000 low-income Arizona families failed to get their welfare checks Thursday in one of the more tangible early effects of the federal government shutdown.
The group included people who had been approved for cash assistance, which averages $207 per person, but were not paid because money for the federally funded, state-run program had run out. About 11,000 other families already had received their aid this month, but their benefits could be affected if the political stalemate in Washington stretches into November.
In all, 5,150 families eligible for help from the federally funded Temporary Assistance for Needy Families program missed payments on Thursday. In August, the Arizona Department of Economic Security distributed $3.3 million under TANF. Two-thirds of recipients are children, according to DES reports.
The loss of federal funding in Arizona on Thursday not only affected welfare checks but also affected some privately operated safety-net organizations, including shelters for the homeless and victims of domestic violence, which will lose funds earmarked to them in federal block grants.
Nicole Moon, a spokeswoman for DES, which also administers and distributes the federal Social Service Block Grant funds, said the impact on clients from the loss of the aid wasn't immediately clear. That's because many of the organizations receiving federal funds also receive money from other sources, she said.
Other money might plug the gap, but the loss of federal funds will strain the organizations that serve the poor and vulnerable.
Phoenix-based Sojourner Center, which provides shelter for women in domestic-violence cases, learned Thursday that it may not get at least some of its grant funding if the shutdown extends past October, said Dick Geasland, associate director of the center. Each month, the center takes in about $150,000 in federal funds from two sources, he said.
"We're just beginning to talk about the potential impact," he said. "We do have some reserves (available in an emergency), but they're not for services the government is supposed to pay for."
The center provides 144 beds for women in Phoenix and helps women into transitional housing, he said. Because some of the women in the center receive welfare aid, they will be affected by the cutoff of those funds, too, if the shutdown continues, he said.
"We have a significant number of women who have come through our program who will be affected," he said.
Suzanne Schunk is vice president of family-support services for Southwest Human Development, a non-profit organization in Phoenix that provides assistance to low-income families with young children. If aid that allows families to provide shelter for themselves dries up, many of the families could quickly become homeless.
"All of a sudden their income source has dried up. If it lasts more than a week or two, they're at jeopardy of being evicted," she said. If that happens, "they either stay with the abuser or they end up in the streets. Right now, all we've heard from families is fear and confusion."
The block grants are divided among 63 organizations that help the homeless, the elderly, victims of domestic violence, provide social services to tribes and help other groups, such as Catholic Charities.


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19th C. British Colonial Urn Lantern
- No Longer Available -
Based on a 19th-century architectural artifact from British colonial India that once sheltered a candle – and contained the accompanying soot on an elevated glass disk – our modernized version diffuses its incandescent glow through a circular bell jar motif.
Show Details +
- 9" Lantern: 9¼" diam., 11"H; 7.7 lbs.
- 14" Lantern: 14" diam., 21½"H; 9 lbs.


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2005 - 2014 Wea Indian Tribe of Indiana, Inc. All rights reserved. Web designed for the Wea Indian Tribe of Indiana |
Welcome to our website..... |
The Wea Indian Tribe of Indiana would like to thank you for visiting. We are a Native American Indian tribal organization in the state of Indiana, with offices located in Clinton Indiana. The Council and tribal members consist of a majority of proven Indian lineage. We are registered as a non-profit which enables us to operate legally throughout the United States to pursue our objectives through entitlement's, grants etc. The Tribal Council has worked for the past several years and are still working vigorously today with State and local governments and other Native and Tribal organizations to advance all Native American Indian endeavors in our modern world today. As the Wea Native American Indian descendants, we are also pursuing the rights that were and still remains our Ancestors Legacy to their future generations. We've had to persevere through many challenges, which has prepared us to stay together and strong. We are and will continue to carry on this Legacy on all levels while adhering to our Ancestors Spirit, Honor, Traditions and Culture. Our Ancestors native land is here, as is our own. This site is dedicated to our Ancestors, our Present and the Future generations to come. |


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Terrible news
I think their ratings are usually pretty accurate (the 10% they gave They Were Wrong, So We Drowned is a big exception), but actually reading one of their reviews is torture.
Good for the little album cover square in the corner, and not much else.
I appreciate their taste in music far more than their content.
think it's a big mistake
I appreciate they're taking a bold stance and it's pretty uncommon in this day and age but...nah. Their reviews can be pretty convoluted and I think it's going to discourage a lot of people from visiting. Myself included, probably
Combined Rating: 41%
fiddygent this'd thisi can't be arsed to read reviews
if you ever
read a review by that pretentious twerp Conrad Amenta you'd never want to return to that site ever again. Please read one but don't blame me when you puke.
I always read reviews
But some of CMG's are enough to make me want to give up reading. I mean, for FUCK'S sake.
Crackity this'd thisjust read Dusted instead if you want scoreless reviews
they are much MUCH better.
Well that`s it then
I`m going out on the streets to fuck shit up. Coke Machine you`ve pushed me over the goddamn edge.
this'd this Mistake
Why are people opposed to a rating. It's a good summing up of what someone thought of the album. It also kicks them off Metacritic which gives them free publicity. Sometimes I read reviews with no score and I have no idea what they really thought of the album.
Lililololaure and no-class this'd thisNah, they'll probably still be on Metacritic
They estimate a score from the tone of the review or something. The BBC are on Metacritic.
this. the last line in particular.
as someone who writes the odd review myself, i'd say the 'no rating' thing can just as easily be used as a cop-out so that you don't actually have to decide or make a judgement about how good an album is. you can just rabbit on about stuff while still sitting on the fence.
in fairness CMG probably can't be accused of looking for ways to sit on the fence, but all the same it's a bit pointless getting rid and i can't see why you can't have both, ie ratings and quality writing. as said elsewhere in the thread, ratings give you a reason to read more than anything else, nobody is taking them too much to heart (pitchfork threads notwithstanding)
I can't speak for CMG, but I think maybe something to do with it is
there are so many websites scoring albums now, and it's so easy to just listen to an album yourself, reviews have kind of become redundant in the sense that they're recommendations. By taking scores away, you're framing them less as recommendations and more as pieces of writing that complement the music they reference; pieces of writing that offer context or an alternative interpretation. Maybe the reviewers will start sitting on the fence more in terms of "Is it good or is it bad?", but that no longer matters. By the same token, we might get more personal reviews that don't concern themselves with trying to be objective or second-guessing their audience. They'll no doubt lose hits, but they'll probably gain readers.
Tiresias42 this'd this
very good points.
i guess it may well challenge writers as well in terms of providing a unique perspective or context as opposed to trying to be objective, as you say. hmmm.
How bout they ditch the Sylvia Plath wannabes
and find some writers who can articulate coherent thoughts?
Having never read CMG I'd say it's a good idea
never understood the importance of ratings. If it means people stop reading their reviews then maybe they need to get some decent reviewers in.
Ditch the review and ONLY have the score is the way to go.
I'm a time-poor kid from the wrong side of the tracks - I don't have time* to waste on wading through some spotty herbert's attempt to impress his girlfriend with the radiant power of his wordsmithery.
*that's a lie
I don't listen to music anymore.
I just assimilate scores
Tiresias42 this'd thisI think when I run a music reviewing site
Which will never happen this will be my scoring system:
Rubbish unless you're crazy fans of this band
If you like this kind of thing you'll dig this
Worth a play in case you like it
Pretty solid listen even if you don't normally like this stuff
Must listen My taste in scores is better than your taste in scores
I bet you've never even *heard* of a score of 4.73
They're back
With minimal new content... There's a review, but I can't tell if they think it's any good or not.
based on this:
'Godspeed You! Black Emperor offer a majestic, beautiful coda for a version of protest that is dated and unhelpful today. I missed having their music around, but I wonder whose eyes they're opening with a record that sounds like a document of yesterday's anger.'
I'd say they liked about 64% of it. I think it's a pretty fair assessment, though a bit wordy.
That said I like the new site - some quirks but the design is nice. Glad they're backI'm just kidding
It's in their recommended records section too.
I'm looking forward to their year end list, even though I don't read the reviews that frequently.
one of my favorites
I don't know why I love their superlative awards so much
If you ask me they had the perfect scoring system
Sean always blabbers on about how their reviewers don't represent the sites views (clearly a silly point of view, but whatever), and there's no way to represent that in the scores, but CMG did just that.
Sean always blabbers on about how *DiS's* reviewers


text:
Vickery was strapped up and tried to continue but, after two scrums, he limped off. He emerged from the changing room midway through the second-half on crutches and his knee packed with ice.
Wasps director of rugby Ian McGeechan said: "It is not his ACL. He got his leg twisted but, until he gets it scanned, nobody knows what damage he has done."
It was the only sour point in a crucial victory for Wasps which, coupled with Leicester's defeat at Bath, moves them into the Premiership's top four for the first time this season.
Wasps are past masters at timing their title challenge to perfection, having won a hat-trick of Premiership finals without finishing top of the table.
This year, they have had to come from further behind than ever before after winning just one of their first six games.
Tom Voyce and Paul Sackey scored the tries and Danny Cipriani kicked 19 points as Wasps completed their seventh consecutive victory.
McGeechan said: "The players have worked really hard and we are really proud of them. That last defensive play, when Sale went back 30 yards with the ball, showed the attitude.
"You don't get much spirit like that to the pound.
"The three games we played in the Six Nations without eight players set the atmosphere.
"I don't think people have noticed it but since we got all our players back from the World Cup, we have been consistent right through. We have only lost one Premiership game since October.
"Tonight was a tremendous game of Premiership rugby. It was nip and tuck, it was physical and you don't get many more competitive games than that.
"I thought our scrummaging was excellent. We had a 100% lineout and in critical games like this, that makes the difference."


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Normal River conditions Flow 35.27 m3/s 09:30 Thursday 30 MarTeddington weir fall is 2.30 mKRC Water Level 4.50 mAOD 09:30 Thursday 30 Mar
Last year, the Wyfolds and Britannia were heavily oversubscribed and the Thames Cup not. This year the entries swung the other way and the Thames Cup was oversubscribed with 69 crews applying for the 32 places. Two crews went through the qualifying process with one of the Kingston crews qualifying in the top 10 places.
The Thames Cup Eight then had a difficult draw against one of the seeded American crews, University Barge Club on the first day. They held on well for the first couple of markers, but were slowly overhauled through the middle of the race.
Photo courtesy of Don Somner.
1 Dan Golding
2 Tom Wiley
3 Jonny Davies
4 Joe Harris
5 Adam Dracott
6 Chris Ellam
7 Jon Mackinney
8 Pete Watson
Cox: Sophie Guse
Coach: Andrew Martin


text:
With Instructables you can share what you make with the world, and tap into an ever-growing community of creative experts.
For this project, you will need:A nail (I used a 1-1/4 Plasterboard nail)A small capsule from a prize machineAirsoft or BB ammunitionSuper glue (I used gorilla glue)
Super glue the nail onto the top of the capsule and let dry.
Next, fill the capsule with Airsoft or BB bullets of your choice.
Put the lid on the capsule, tightly sealing the ammunition in.
Now all you have to do is simply stick it into sand, dirt, or any other squishy or soft surface nail side down for a friend or teammate ...
Attachment For My Cheap And Easy Airsoft Gun!by CreationBoy-
Make a $4 BB Gun & Airsoft Flamethrowerby NightHawkInLight
Nerf Spectre=Airsoft!by pizzapie02